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Human capital management software for global businesses

Support your people with modern HCM software that powers productivity, engagement, and retention.

G2 Website: 1232 reviews, score: 4.5 stars; Capterra website: 149 reviews, score: 4.6 stars.

What is human capital management (HCM) software?

Human capital management software—or HCM software—includes HR practices, tools, and technologies to help HR leaders manage all HR functions and better engage and retain their people. HR leaders can use the best HCM software to enhance the employee experience, connect global workforces, and build more efficient HR workflows and processes.

Empower your people with a complete HCM solution

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Core HR

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Automation

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People Analytics

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Performance

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Workforce Planning

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Payroll

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Streamline HCM processes

Manage your people across the organization, drive engagement, and modernize HR with agile workflows, management, and employee engagement tools. Benefit from a user-friendly comprehensive HCM software that everyone finds enjoyable to use.

All your company news, all in one place.

  • Engage employees across international sites and locations with real-time news and updates
  • Automate workflows with approvals, alerts, and reminders 
  • Recognize achievements and communicate with employees using Shoutouts and Kudos 
  • Manage time and attendance efficiently with holistic views to indicate who is in, out, or taking leave

There’s more to core HR functionalities in Bob.

 READ ABOUT ALL HCM CAPABILITIES HERE.

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Automation

​​From onboarding to offboarding and everything in between, Bob’s top HCM software sets up reusable automatic workflows for any process with tasks that cover every detail.

  • When assigning tasks, add a personal touch by using field attributes such as employee name or team name
  • Create task lists for workflows and reuse them in a click—no tech experience required
  • Turn any document into a template automatically populated with data from Bob and send it for signature
  • Allow employees to request time off and update their details on desktop or mobile while automatically looping in all approvers
  • Get integrations to other tools you love, like Slack and MS teams
  • Make your life easier and say bye to manual processes and hi to HR simplicity with Bob’s automated HR processes

Learn how Bob does automation here. 

We have been able to automate many of our processes that were previously done manually, like the entire onboarding process and annual assessments using Bob.
Jocelyne Gagnon
Jocelyne Gagnon VP, Human Resources at NuveiREAD MORE
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Guide your decisions with People Analytics 

Use Bob’s People Analytics to understand the full story behind the numbers.

This powerful tool leverages real-time, cross-platform data, enabling you to derive actionable insights and make data-driven decisions.

  • Track and report on key HR metrics such as headcount growth, attrition rates, and absenteeism, using customizable reporting capabilities
  • Create detailed reports for the C-Suite, showcasing the outcomes of your HR initiatives over time with drag-and-drop functionality
  • Discover workplace trends for proactive insights about your people and your organization, driving productivity and strategic planning

Make informed decisions with all your people’s data centralized in one cloud-based HCM platform.

SEE PEOPLE ANALYTICS IN BOB.

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Drive growth and engagement

Empower your people to grow, develop, and excel with Bob’s all-in-one performance review capabilities. Ensure seamless 360-degree reviews without the clutter of emails or spreadsheets.

  • Collect comprehensive feedback from every angle: self-assessments, manager evaluations, and peer feedback
  • Help team members progress and achieve success with customizable goal-setting and growth plans
  • Link performance reviews to relevant data points for tailored and impactful insights

Stay agile and in control of every aspect of your performance management process.

SEE HOW BOB’s HCM MANAGES PERFORMANCE HERE.

I remember I think it was the end of 2020, we were doing performance reviews with our old terrible system. People weren't completing their reviews simply because they either didn't know how or they found the system so awkward and frustrating that they just gave up. We knew we couldn't be there again at the end of the next year. We were intent on finding something that offered that strong performance opportunity.
Anthony Tsoukas
Anthony TsoukasDirector of People and Culture, The Brand Power CompanyREAD MORE
businesswoman, data-analytics, payroll-connectbusinesswoman, data-analytics, payroll-connect

Optimize your workforce planning

Enhance workforce efficiency by managing, planning, and tracking current and future positions. Use Bob’s HCM system to simplify scheduling, budgeting, time and attendance, and succession planning for better productivity.

  • Establish a detailed view of current and planned roles, adjusting as necessary to align with evolving business strategies
  • Ensure recruitment timelines and plans are clear and actionable, supporting your strategic hiring objectives
  • Promote a collaborative approach to workforce planning, integrating insights across teams to improve decision-making and internal mobility

Make strategic decisions on hiring to partner with the best talent on the market.

LEARN MORE ABOUT BOB’S WORKFORCE PLANNING

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Simplify payroll and time tracking

Boost payroll data accuracy and efficiency while simplifying time management across your organization.

  • Access real-time updates and automatic data synchronization across your payroll and time-tracking systems
  • Utilize visual tracking and notifications to ensure all changes are verified and accurate
  • Benefit from seamless integration with leading payroll providers and easy connectivity with most payroll systems through Payroll Connect
  • Empower employees with simple “clock in” and “clock out” features and provide managers with tools to approve hours to ensure accuracy and compliance

Save time and reduce payroll errors with Bob’s integrated Payroll Hub and time-tracking features.

SEE BOB’S PAYROLL HUB HERE.

The most customizable HCM. Built for the way you HR.

Why modern HR leaders need flexible HCM software

The new role of HR is a balancing act between a great employee experience and routine HR tasks. Modern HR leaders need people-centric solutions custom designed to manage the entire employee lifecycle in our fast-paced, tech-driven work world. Designed as a management platform first and an HR platform second, Bob is a modern HCM solution built for how HR leaders work today. HR, managers, and employees use Bob for better productivity and engagement.

Meet Bob. The modern HCM software for modern business.

Bob’s human capital management system is intuitive, easy to use, and built to scale from tens to hundreds to thousands of employees. Drive growth, engagement, and productivity while balancing traditional HR tasks with people-first strategies. Bob is the HCM software built for the new world of work. See all of Bob’s modern features here
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More HCM resources

Learn more about Human Capital Management

What is human capital management (HCM)?

Human capital management (HCM) refers to your overall approach to managing your people. It refers to how you invest in your people’s development and skills to increase engagement and achieve business goals. 

While the term “human capital” already feels outdated, in the traditional sense, it refers to your workforce: the people who carry out the day-to-day running of your business. It also refers to the combined balance of their experience, knowledge, and skills and how you can utilize these assets to create value for your business and its customers. 

HCM combines recruitment, onboarding, payroll, benefits, and performance management into one strategy, helping you drive a more efficient and effective HR process. HR leaders using HCM strategies see team members as more than numbers and understand how their engagement and satisfaction directly influence productivity.

What are the benefits of HCM solutions?

Integrating HCM solutions can profoundly enhance organizational operations and employee engagement. Some benefits include:

  • Improved efficiency: Automate routine HR tasks like onboarding, time and attendance tracking, and performance reviews to reduce administrative burden
  • Increased employee engagement: Include tools for feedback, recognition, and development to promote a positive company culture
  • Informed decision-making: Access detailed people analytics and reporting capabilities for better strategic planning and insights
  • Strategic talent management: Identify and develop talent while aligning workforce capabilities with business needs
What are the elements of HCM?

Human capital management includes a comprehensive suite of HR processes. HR leaders can use HCM for: 

  • Talent acquisition: Find the right candidates efficiently with streamlined recruiting and hiring processes 
  • Payroll: Manage team data, benefits, and compensation in a centralized system
  • Learning management: Provide learning and development opportunities to enhance your people’s skills and knowledge
  • Talent management: Support team member development, performance management, and succession planning
  • Time and attendance: Simplify time tracking, scheduling, and attendance management
  • Compliance: Ensure organization policies adhere to local and global laws and regulations 
  • Analytics and reporting: Generate relevant insights into performance trends, turnover, cost-per-hire, and employee engagement rate
What is the difference between HCM and HRMS?

HCM and HRMS offer similar solutions, and people often use the terms interchangeably. But there are subtle differences.

HCM is all-encompassing. It includes HR practices and HR tech to help manage all HR functions. HCM prioritizes the employee experience and strategic workforce optimization for better productivity and engagement.

In contrast, HRMS primarily refers to software applications. An HRMS focuses on managing people with an emphasis on tracking and organizing people data for better decision-making.

Because the differences between HCM and HRMS are slight, it’s important to evaluate each product’s features when shopping for HCM software.

How do I choose the best HCM software for my business?

When choosing the best human capital management software to solve your company’s problems, consider which systems can integrate with what you already have. Assess your company’s needs and any recurring issues—and prepare for future workforce trends and internal changes.

Consider which HR processes are time-consuming and need adjustment. Think about how you might change your HR processes to boost engagement and retention. And outline your company’s growth and workforce planning goals. Here are four steps to help break down the selection process into digestible tasks:

    • Consider the system you’re currently using. You may be unsure which product is right for your organization. To narrow in on the relevant software solutions, ensure that you only consider the systems that can integrate with what you already have.

    • Assess your company’s needs. Each organization has its own obstacles and industry-specific problems. For example, a fast-growing high-tech company may need a platform compatible with different time zones. A manufacturing company may need a time and attendance app that allows people to clock in and out.

    • Address your company’s recurring problems. Does your company have unexpectedly high levels of turnover? Are HR professionals feeling frustrated with an overly heavy administrative workload? Determine your company’s specific challenges and prioritize them in order of urgency.

    • Plan ahead. You may want to focus on what your company needs now. That’s completely understandable. But being prepared for future workforce trends and internal changes can make all the difference between rocky and smooth transitions. Companies must address their current and future needs by asking questions such as: Which HR processes are time-consuming and need adjustment? How can we change our HR processes to boost engagement and retention? What are our company’s growth and workforce planning goals?

How is HCM different from HR?

HCM extends beyond traditional human resources by integrating advanced technology and strategic management to enhance workforce value. 

While HR focuses on providing essentials like payroll, training, and benefits, HCM includes elements like talent acquisition, performance management, and strategic workforce planning. 

HCM prioritizes team member growth and development, fostering a supportive environment that values their career trajectories and personal achievements. This approach drives business success by aligning workforce efforts with organizational goals.

Is HCM software secure?

HCM software should incorporate robust data security measures designed to protect sensitive data. These include encryption, secure data storage, and compliance with privacy regulations. 

Efficient HCM providers should continually update their systems to handle emerging security threats and ensure that information remains safe from unauthorized access.

Which is the best HCM?

The best HCM software depends on specific business needs. For organizations looking for a user-friendly design with comprehensive features, they can try Bob.

Bob excels in integrating various HR and HCM features into a single platform. It offers robust security measures, innovative tools for employee engagement, and strategic analytics. 

Learn more about Bob.

Is HCM software the same as HRIS?

HCM software and HRIS (Human Resource Information Systems) overlap but offer some different features.

HRIS focuses on core HR tasks like managing payroll, recruitment, and training to enhance HR department efficiency. 

HCM takes a broader approach, optimizing team member efforts through strategic management, including performance evaluations and advanced analytics focusing on metrics like turnover and engagement rates. 

While HRIS supports HR operations, HCM strategically enhances overall business success through comprehensive human capital management.

What can HR leaders do to integrate an HCM system into their strategy?

HR leaders are responsible for researching, choosing, strategizing, adjusting, monitoring, and evaluating the HCM system. Here are some fundamental tips for staying on track during the implementation process:

  • Identify objectives. Defining company goals enables HR leaders to navigate their HR ship in the right direction. HR leaders should address crucial questions regarding which practices and components of the HR processes should remain the same and which need adjustment.
  • Pinpoint weak areas for improvement. HR leaders can enlist the aid of individual team members and managers to create a comprehensive list of issues they’ve experienced first-hand. Perhaps the onboarding process is ineffective, or performance reviews don’t encourage enough employee feedback. Determining weak points helps HR leaders decide on a strategy and a solution-oriented HCM technology.
  • Establish a team. HR leaders can create a team of executives, division leaders, and tech talent to assist with the integration of the HCM system.
  • Build a game plan. Drafting a strategic plan by assessing each problem and deliberate planning can help HR leaders actualize their vision.
How can a well-implemented HCM system improve company culture?

With the rise of remote work, companies have come to rely on HCM systems to ensure employee satisfaction and a pleasant employee experience. HCM helps people contextualize their roles within their company, form strong interpersonal relationships, and build community at work. When people feel connected to their co-workers, their jobs, and their company, they’re happier and can naturally contribute to building a positive company culture.

Why choose Bob’s HCM software?

In this changing world of work, your HCM needs to have flexibility and configurability at the core. Bob lets you adapt HR processes and employee experiences on the spot. All it takes is a few clicks, and your HR platform is in sync with company changes as they happen. Bob also lets you automate workflows around the globe and allows you to localize and personalize experiences for your people, wherever they are.

What features are included in Bob’s HCM solution?

Bob is designed to scale with you as your business grows. Start with Core HR to streamline your HR processes and build an inclusive culture then add or remove additional modules as you grow.

  • Onboarding: Create a warm and streamlined experience for your new hires
  • Performance: Empower your employees to grow, develop, and succeed
  • Compensation: Manage a seamless compensation process
  • Surveys: Engage your people
  • Time Off: Track who’s in and who’s out
  • Time & Attendance: Simplify time tracking
  • Payroll Hub: Take the pain out of payroll
  • People Analytics: Gain insights into your people
  • Your Voice: Provide a safe space to be heard
  • Workforce planning: Maximize workforce efficiency
  • Sandbox: Explore and experiment with Bob
Are multi-national companies suitable for Bob’s HCM software?

Bob’s global human capital management software is built for modern multi-national companies. With a homepage that creates a culture of communication and belonging, Bob provides employees worldwide with one unified experience. Bob’s people-first approach delivers engaging employee experiences globally.

What can HR leaders do to integrate an HCM system into their strategy?

HR leaders are responsible for researching, choosing, strategizing, adjusting, monitoring, and evaluating the HCM system. Here are some fundamental tips for staying on track during the implementation process:

  • Identify objectives. Defining company goals enables HR leaders to navigate their HR ship in the right direction. HR leaders should address crucial questions regarding which practices and components of the HR processes should remain the same and which need adjustment.
  • Pinpoint weak areas for improvement. HR leaders can enlist the aid of individual team members and managers to create a comprehensive list of issues they’ve experienced first-hand. Perhaps the onboarding process is ineffective, or performance reviews don’t encourage enough employee feedback. Determining weak points helps HR leaders decide on a strategy and a solution-oriented HCM technology.
  • Establish a team. HR leaders can create a team of executives, division leaders, and tech talent to assist with the integration of the HCM system.
  • Build a game plan. Drafting a strategic plan by assessing each problem and deliberate planning can help HR leaders actualize their vision.
How can a well-implemented HCM system improve company culture?

With the rise of remote work, companies have come to rely on HCM systems to ensure employee satisfaction and a pleasant employee experience. HCM helps people contextualize their roles within their company, form strong interpersonal relationships, and build community at work. When people feel connected to their co-workers, their jobs, and their company, they’re happier and can naturally contribute to building a positive company culture.

Learn how Bob can support your HCM goals

Mia Harris, Account Executive, Lucas Stanley, Senior Engineer, Mina Yoon, SDR, Hobbies, Superpowers