Overall Satisfaction with APS
We have APS Online for HRIS/Payroll as well as APS Hire for recruiting and onboarding. And, we have also elected to use CypherWorx as our Learning Management System as an 'add-on' to APS, but it works directly with the APS database to enroll all new hires into APS for learning-based training information to be released to them upon hire.
- The integrated database for all aspects of the system helps to eliminate having to enter and exit multiple sites and keeps administrative efforts more streamlined.
- The dedicated support help at both APS Online and also APS Hire is fantastic!
- I appreciate having a dedicated project manager with all new locations added because that allows me to be sure that the creation and implementation of a new payroll [are] done consistently and also gave me a contact with questions/concerns outside of simply reaching out to the dedicated helpdesk support group with questions that are more specifically related to organizational growth.
- My sales representative is always 'checking in' with me and that lets me know that our business is important to APS!
- I have had some issues with emails not populating on the user end for applicants which creates some 'glitches' in smooth applicant hire to onboarding to export.
- It did not seem that in being introduced to the APS Hire product that enough was stated in clear enough terms to understand that unless my organization paid job boards outside of APS that our postings would not have [the] opportunity to 'headline' and our job openings were not always easily found by our prospective employees.
- We've worked with part of the customer service and engineering group to help the system to support employees working at multiple locations (under separate EIN) than what the system was initially built to support. However, there are still some parts of the employee record that do not naturally transfer when a new record is built for the employee in a new payroll that could use some additional 'tweaking'.
- Ease of use.
- Integrated ATS system.
- Ability to capitalize on an LMS that was practically built to serve this HRIS/payroll system.
- Ability to set up multiple businesses under separate EIN.
- We were able to transition quickly and continue to successfully hire and onboard new hires for several Clubs that opened within weeks of moving to APS.
- We do struggle a bit with the ease of reporting simply because our locations are all under separate EIN and that can make it difficult to easily combine data queried under custom reports, so the volume of reporting that I might wish to be able to push through weekly in order to help address 'real time' trends is not always available.
- The lack of effective dating for position and wage changes does mean that HR and available APS data is not 'real time' accurate and that HR does need to return to the system to update changes well after-the-fact, which is not ideal.
I have used ADP for many years and always found the system to be restrictive in ADP's resistance to building rules that matched the organization's needs rather than asking the organization to modify its policies to match 'canned' rules already built within ADP. Bamboo and several other newer systems really cannot support the many separate EINs under the corporate umbrella. And, finally, the other products are simply too costly for this organization.
Do you think APS Payroll delivers good value for the price?
Are you happy with APS Payroll's feature set?
Did APS Payroll live up to sales and marketing promises?
Did implementation of APS Payroll go as expected?
Would you buy APS Payroll again?
For an organization like mine that is not terribly vertical in its management infrastructure, the APS system is just right because it is not as complex as an Ultimate Software/Kronos/PeopleSoft product. So, there isn't a huge learning curve in bringing non-HR managers and end-users up to speed on the best practice use of the system. However, there may be organizations with much thicker layers and internal specialization that may find this product to lack some of the sophistication required to really address some of the 'real time' concerns of a large and complex organization.