Compare the best HR software for 2024. See which system is the best fit here. HR systems such as Treams, Dialog, Learned, Welder, Leapsome and Teampeak.
HR software compare 2024
Contents of this article
HR software has become indispensable to organizations. HR systems used to be used primarily to achieve efficiency. Working with Word documents or Excel formats could be better. With HR software, everyone could record, find and monitor data easier and faster.
Nowadays, HR systems are additionally indispensable due to all the additional functionalities they offer. We mention a few of them:
360 degree feedback
goal alignment
mutual interaction
fleet review or talent review
employee satisfaction
analytics
and of course AI
These additional functionalities offer many valuable opportunities. An HR system not only helps you as a tool to keep track of data. Today, it also helps you put your HR policies into practice.
What HR systems are there?
The term HR system is comprehensive. There is HR software for payroll, legal and administrative human resources, recruitment, selection and much more.
The type of HR system that serves as a digital personnel file is also called HRIS (Human Resource Information System). Examples include Humanwave and Workday and Personio.
There are also HR systems that take a more specialized approach. These HR systems mainly support specific HR themes. An example is recruitment, which is often supported by an ATS (applicant tracking system).
In practice, you will have to make a choice in what really matters to you. We give you some considerations so that you make the best choice.
Tips
You choose an HR system that you can do everything with. The advantage is that you can manage many HR matters in one system. Moreover, you only have to deal with one supplier. Or at most two if you also work with an implementation partner. The disadvantage is that you may have a little bit of everything, but not enough. You actually always sacrifice depth per HR theme.
You choose specialized HR systems. The advantage is that you can really support the HR themes that are important to you. If, as an employer, you want to excel in this labor market, you will have to take issues such as employee development and engagement seriously. So factor this into your choice of HR system. The disadvantage is that you have to deal with more suppliers. On the one hand, this costs more time. At the same time, they are experts in their field and can often help you faster and better with specific questions.
You combine HR systems. In practice, we often see that organizations choose an HRIS for their general personnel administration. In addition, they choose specialized HR systems on important HR themes. These systems are usually easy to link with an HRIS. In this way, you make use of the expertise per HR system, but you do not have any extra administrative actions or login hassles.
Comparing HR systems: this is the best fit for you
To arrive at the best choice for an HR system, ask yourself a few questions.
Tips
What do you want to achieve with an HR system?
What problem did you solve when working with the HR system?
What HR developments do you foresee at your organization?
How can you anticipate that?
Answers to these questions will give you an idea of the need and desire for an HR system. They also give you insight into what you need now and what in the future.
If you appear to be missing functionality in the future, you can always switch to another HR system. Remember that you are often tied to a contract duration. So making a sustainable choice now is a good idea.
Well budgetary motives will also play a role. It is therefore good to know that most HR systems have a modular structure. You can therefore already take your future needs into account. You can often start with a basic or entry-level package and gradually expand functionalities, modules or packages.
Learn more about the impact of HR Software
Curious about how HR Software can bring about real change? Watch, read or listen to inspiring stories from customers who use software to help their organization move forward!
HR systems for performance, development and engagement
In this comparison, we zoom in on HR systems for performance management, development and employee engagement. Often these English terms are used. In Dutch practice, these HR systems support:
performance reviews
appraisals
HR cycle
talent development
personal development
employee satisfaction or employee engagement
HR systems that support these themes ideally focus on ensuring that employees come into their own and utilize their talents. Employees thus contribute optimally to the organization. Especially in these times of rapid developments and changing work, it is important to pay continuous attention to this. It is therefore crucial to choose the best HR system for this!
Choose an HR system for organization, manager and employee
Have you decided that you are looking for a specialist HR system for performance management, development and engagement? Then the next question arises: which specialized HR system is the best fit for your organization?
Logically, you start by looking at requirements and functionalities. Structure that by thinking in terms of target groups. How does the HR system serve the different target groups? Involve them in the process. Don't fill in their wishes all by yourself, but ask for them.
Tips
The organization By "the organization" we mean the total organization, represented in board, senior management and Human Resources.
Think from the vision of the organization
Research vendors that fit that vision
Map the data the HR system should provide insight into
Create a list of requirements
Divide those into must haves, should haves and nice to haves
An example of a requirements list can be found below
To make a comparison on all functionalities, keep your requirement list handy. But functionalities alone do not guarantee success. Therefore, in our comparison of providers, we mainly look at other points.
Distinguishing factors
Content expertise
Customer Service
Adoption rate
The latter "adoption rate" is not to be underestimated. An HR system is ultimately a means to an end and not an end in itself. So a consideration in your choice is also: will your people work with it?
Treams
Treams: distinguishing factors
What immediately stands out about Treams is that they work from a people-oriented vision. They combine their knowledge of technology with their knowledge of HR. This makes Treams not only a software supplier, but also a substantive HR partner. Treams is the only party with an active online and offline customer community.
Strengths
flexibility of the platform
pulse surveys or MTO with option for anonymous dialogue
interactive
goal alignment
skills module and flexible career paths possible
user-friendly
strong analytics
AI functionality for goal setting
AI functionality in providing feedback
AI functionality for creating competencies
Improvement point
Addition of an assessment module could further differentiate Treams.
Treams: content expertise
Treams is a content-rich party with extensive knowledge in technology, people, culture and change. Founder and CEO Iris Zonneveldt has won several HR, tech and entrepreneurial awards over the years. She has incorporated her knowledge and vision into the platform. Treams gives free master classes on HR topics and offers a lot of information on their site. Their substantive knowledge can also be seen in the implementation process.
Treams: customer service
Treams' customer service is rated very high: a 98.8% score by customers as an average rating in Crisp chat service.
Treams: adoption rate
Treams is distinguished by a thorough implementation approach. At the beginning of the process, Treams offers a Vision and Change workshop. This is the basis for setting up the platform. Treams also offers training on coaching leadership, feedback and goal setting. The online customer community contains templates, tips and tricks and best practices. Customers also look for each other to learn from each other. Treams' motto: "launch your vision, not a tool.
Leapsome
Leapsome: distinguishing factors
Leapsome is an American/German supplier with an international focus. Leapsome is available in several languages. The Web site is only in English or German. That said, Leapsome also focuses on the Dutch market. Leapsome has a somewhat more OKR driven approach.
Strengths
highly modular
internationally oriented
available in many languages
AI functionality to translate 360-degree feedback into OKRs
AI functionality to convert comments from a survey into a summary
ROI calculator on the Leapsome website
many links to other HR systems
Improvement point
Leapsome is quite complex and therefore may be perceived as less user-friendly
No office in the Netherlands
Leapsome: expertise
Leapsome's website offers articles on relevant HR topics. The articles have many references to external sites and are written in English. English-language podcasts can also be listened to.
Leapsome: customer service
Leapsome's customer service is well rated. Customers rate the support department a 4.8 on a scale of 5, although Leapsome notes that customers are only personally supported at a minimum annual contract value of €6,000.
Leapsome: adoption rate
Customers receive online information and instructions to implement Leapsome. With an annual contract value of >€6,000, they receive personal guidance. Here the organizational goals are leading. Leapsome draws up an action plan for the implementation together with the client.
Learned
Learned: distinguishing factors
In particular, what stands out at Learned is Learned's emphasis on obtaining data. Measuring and improving performance and retention are central. AI functionality for building your job home is a key feature.
Strengths
AI functionality for generating a job home
AI functionality for linking KPIs, competencies and skills to jobs
MTO
AI functionality for improvement actions in response to MTO results
benchmark MTO
Improvement point
More understanding of how AI functionality works is desirable. AI can lead to greater inclusion, but it can also achieve the opposite in practice.
Learned: expertise
Learned is, at first glance, clearly a software platform. The substantive HR themes and vision of people in organizations are not found as much. Some articles and conversation templates are shared on Learned's website. Learned is primarily an objective-driven platform.
Learned: customer service
Learned does not list customer service scores on its Web site. Nor does Google display reviews.
Learned: adoption rate
Learned works with a personalized implementation plan per client. Whether there is a minimum contract value for this is not known. There are also help desk videos, webinars and articles. In addition, there are check-ins in which data are analyzed and optimized. As far as is known, the services concern the technical implementation and Learned offers no services focused on the substantive change process.
Dialog
Dialog: distinguishing factors
Similar to Treams, Dialog aims to foster good conversation within organizations. The platform facilitates conversations about performance and talent development. In the market, Dialog is still sometimes seen as part of NMBRS, an HRIS with an emphasis on payroll. However, this is not the case. Dialog does have a link to NMBRS, but that applies to many of the vendors in this comparison.
Strengths
simple interface
pulse surveys or MTO with option for anonymous dialogue
succession planning
link between salary and KPIs possible
alignment of OKRs
Improvement point
Dialog has no AI functionality
Following the HR interview cycle lacks flexibility
Dialog: expertise
As with Treams, Dialog's website offers a lot of information on relevant HR topics. Approached not only from the technology of the platform, but also from an HR content perspective. For example, there are videos, webinars and articles.
Dialog: customer service
Dialog does not provide scores on customer service experiences.
Dialog: adoption rate
Dialog has three options for implementation:
Do it yourself: the customer does the implementation independently
Together: Dialog creates the design and guides executives. Dialog plays no role in customer adoption.
Dialog: Dialog takes the lead and handles the entire implementation.
As far as we know, Dialog does not offer HR content training or workshops. These could further the adoption of the platform.
Welder
Welder: Distinguishing factors
Welder is a bit of an oddity in this equation. Welder, in fact, tends toward a total solution. Welder focuses not only on performance and development, but on internal communication within the organization in a broad sense. Welder's target group is primarily organizations with executive occupations.
Strengths
many opportunities for add ons
diversity of modules, including an LMS
digital onboarding
internal communication platform
employee survey
Improvement point
Welder offers a lot and is thus a generalist. On topics, it thus lacks the depth and options of a specialist party.
Welder: expertise
Welder has a practical approach for organizations with mostly executive occupations. Substantive HR expertise is less in the foreground. On HR subject matter topics, Welder shares little to no knowledge or expertise.
Welder: customer service
Welder's customer service is rated 8.2.
Welder: adoption rate
Welder works with HR professionals and agencies as partners. Welder partners contribute Welder's platform to their clients. Welder has a number of online tutorials on how to use the app for administrators, managers and employees.
Teampeak
Teampeak: distinguishing factors
Teampeak focuses on growth, not control. Like Treams, Teampeak has a people-centered approach. Teampeak assumes ownership. Growth and development are at the heart of performance.
Strengths
goal alignment
coach marketplace
training guide linked to competency library
positive approach
Improvement point
No AI functionality
The HR cycle cannot be set up in advance
Teampeak: expertise
Teampeak's founder has an HR background and vision of people in organizations. This is reflected in the approach to the software. At the same time, Teampeak is a young organization in development. The content vision has not yet been translated into modules in the software everywhere. An example is a document describing the vision on MTO and pulse surveys. The software has not incorporated this module. A number of modules and features are now being unlocked through links to other apps.
Teampeak: customer service
Teampeak gives a score of 9 on customer appreciation. There is no indication of what criteria, numbers or how that score was arrived at.
Teampeak: adoption rate
Teampeak, like Treams, takes the vision of the organization as a starting point in the implementation process. Content preparation is the starting point for using Teampeak. Teampeak has a toolkit for implementation.
Also consider Security and Privacy when choosing an HR system.
Once you have all the issues listed and want to make a choice, don't forget to also look at Security and Privacy issues. This is a less sexy topic, but very important in practice. Therefore, when choosing a vendor, always check the following:
Is the supplier ISO 27001 certified?
Is the supplier GDPR (aka AVG) compliant?
what is the uptime of the supplier?
Is the software monitored by an external party and structurally tested (pen test, for example)?
Is Single Sign on possible with 2FA?
Does the software have different levels of authorization of users and administrators?
Is encryption possible?
how and how often are backups made?
where are data stored?
This webpage was written by Iris Zonneveldt. The founder of Treams. This article was last updated Feb. 1, 2025. The following sources were consulted in the creation of this webpage: Treams, PeopleManagingPeople, Capterra, PeopleHR. Do you see content that is incorrect? Or do you have questions about this content? Please contact us at 040 744 08 88 or send an email to info@treams.nl.
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