PeopleFluent

Score7.9 out of 10

48 Reviews and Ratings

What is PeopleFluent?

PeopleFluent includes modules for recruiting, performance management, compensation, learning, succession, and vendor management, as well as workforce planning and diversity. These modules can be purchased separately or bundled, and integrate with other HR systems.

Categories & Use Cases

Media

PeopleFluent Talent Management Dashboard

1 / 5

Job Requisition Management
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
Category average: 7.9
Company Website Posting
Software allows postings to be displayed on the company website
Category average: 8.5
Publish to Social Media
Software provides ability to publish postings to social media sites
Category average: 8.1

Learning reporting & analytics
Provides insights into course completion, engagement with learning content, etc.
Category average: 7.7
Social learning
Includes features for collaboration and knowledge sharing among peers.
Category average: 6.9
Plan weighting
Supervisors have ability to weight or prioritize individual elements of the performance plan.
Category average: 7.9

Cristabel Lim View profile

Manager, Global Compensation in Human Resources at Epicor Software (1001-5000 employees employees)

Pros

Self-service tool to add/change configurations without the need for additional professional services
Amazing implementation team that makes sure your tool is up and running
Reporting such as compensation statements, budget and total rewards statements available for all cycles
Configurable feed to our HRIS to make sure data is up to date
Opportunity to leverage the current tool capabilities within the comp module for other comp processes (e.g. Total Rewards Statements)
Customer support team is great!

Cons

The customer site could be improved. I would like to know of all updates and how I can best leverage them
Needs available resources so users can be more self-sufficient (e.g. where to find x database or formula)

Most Important Features

Salary and Bonus statements
Dashboards for employees and managers
Configurable formulas for calculations and alerts
Audit history and salary history capabilities within the worksheet

Return on Investment

There is a lot of opportunities to leverage the tool. Although we initially planned to use it for only salary and bonus, we are always finding ways to utilize it more.
Less to no errors that save the company money

Alternatives Considered

SumTotal Payroll and Benefits Management and UKG Pro

Other Software Used

UKG Pro, CompAnalyst

Shreshthi Mehta, PMP®, PHR®View profile

HRIS Analyst in Human Resources at Reliant Medical Group (1001-5000 employees employees)

Pros

The ability to push reviews forwards and backward using workflows. The "reopen forms" is a great feature.
Multi-rater competency evaluation and tracking.
The ability to configure alerts so that employees know what actions to undertake while submitting the review.
Adding goals and removing goals.
Ability to capture weekly/ monthly performance reviews for both employees and managers.
The plans are easy to set up and forms do not require knowledge of computer programming.

Cons

While PeopleFluent has many fields that serve the purpose, it is difficult to create custom fields.
The format of forms is fixed and there is less scope to change the look and feel of the form.
The system is great but we had to create custom training documents to show and educate the users on how to navigate through the system. The documents available from PeopleFluent were helpful to administrators to understand the system but could not be shared with everyone.

Return on Investment

The ability to run reports has streamlined the merit process.
Managers can review past performance evaluations without any hassles.
It is easy to delegate reviews when an employee has more than one manager.

Other Software Used

Wrike, Microsoft Power BI, Kronos Workforce Ready

Michelle Braun View profile

Senior Curriculum Manager in Human Resources at Dixon Hughes Goodman (1001-5000 employees employees)

Pros

It's a SAAS (software as a service) so it's accessible online.
It's customizable - so we could add DHG-specific resources to it.

Cons

I don't find the software intuitive or user-friendly. Once you leave the initial dashboard, it's hard to navigate.
The AnyTime Feedback functionality could be improved by adding a weekly email reminder that you've received a request for feedback.

Return on Investment

It's good to have a place to set/record goals.
Getting Anytime feedback throughout the year helps you course correct.

Other Software Used

ADP Streamline Payroll, Cisco Webex Events

David Greenwell View profile

Team Lead Xactimate Online Xactware Solutions, Inc in Engineering at Verisk Insurance Solutions (201-500 employees employees)

Pros

I really like the way PeopleFluent handles giving feedback to other employees. You can request direct feedback from certain employees, you can give feedback/praise to people without it being requested, or you can ask for feedback for your employees(as a manager).
It does a good job at keeping track of goals, talent, and any notes that you need to give for your employees.
Everything seems very customizable. From the feedback steps to steps in making a goal and feedback from managers to how your organization is laid out in the product's UI. Groups, who can view certain UI, and security groups are very nice.

Cons

This could be a product of our organizational structure, but I don't like that you can see people's internal position. When someone realizes what they can do, they can use the org chart to go up and down the whole organization and ascertain compensation(ranges) for people if they know what position relates to a certain compensation. Being able to remove the org chart, or position
There are parts of the UI that our organization just flat out doesn't use, and i wish that they weren't shown at all. Example we don't use it for posting internal job openings but we have UI showing for it.

Return on Investment

I do believe that goal setting and the workflow of following up, going through the process yearly is as good as you make it. If you set good goals, or help your team make good goals then the experience can go well. Otherwise it's just another thing that an employee is doing to make their manager happy.
I am not sure the cost of the product, but if it is really expensive I am not sure that we are getting fully what we should be for what the product offers. Make sure you are using what is offered.