Over-all: We really like Namely for our HR, advantage and payroll administration. And our workers take pleasure in the social feed location in addition. The internet site is flexible, convenient to use and we get excellent help from our Namely group!
Also, It will be fantastic if they might put into practice an choices in which the administrators can see workforce’ birthdays.
Negatives: Practically nothing, they're just what exactly we ended up seeking plus more. If I were looking for a new technique, I'd put into action Namely once again.
Namely a short while ago adopted a Client Accomplishment product which makes it very easy to have in contact with a topic expert across every single HR willpower that Namely supports. When you are possessing a payroll situation, you will get a payroll qualified. In case you have a configuration difficulty, you'll get a Namely config guru.
Disadvantages: The Break day performance is a little simplistic. I'd also prefer to see much more configurable, personalized notifications.
Acquiring HRIS, Payroll and Gains in one area and focused customer rep and devoted Gains rep is definetely challenging to conquer.
Over-all: We are attempting to minimize paper muddle and store data digitally which is probably the reasons why we selected Namely. On-boarding procedure is a great deal more automatic as you can upload all expected files right into a template and have new staff members comprehensive them working with e-signature.
Notifications process on the highest on the website page - it is possible to see the unread notifications that's very good, nonetheless You can also see all go through notifications, even the ones that were repeated periodically. It may just a little puzzling until eventually you modify to it.
Staff transactions shift swiftly here and Namely has designed it straightforward to maintain keep track of. It is person-helpful and not A great deal teaching was required for me to go it off to my direct report when needing to delegate.
Within an interview with Forbes, Namely HR CEO Matt Straz said, “Until finally the emergence on the cloud and within providing, it absolutely was seriously difficult to create an conclude-to-conclusion HR platform and produce it to market place.†But now the cloud is almost everywhere and utilized by quite a few inside our day to day life. It only is sensible to combine cloud storage into our companies and HR programs, far too.
Namely has great characteristics and I get more info really like all of these While I never ever knew I will utilize them. I really like the “perspective as†possibility, I'm able to keep an eye on my workers and...
All round: We signed up for Namely in the autumn of 2014. We started off Using the HRIS and Rewards for just flex shelling out. Currently being in HR, it absolutely was excellent in order to customise Namely's platform to incorporate the data that we planned to track and supply. For employees, it absolutely was a sport changer mainly because they now had usage of info they had by no means experienced right before (like a apparent salary and reward history). In January 2015 we released payroll with two of our more compact entities. Employees uncovered Namely straightforward to log into plus the paystubs have been clear and simple to go through. In the autumn of 2015 we additional all of our Added benefits into Namely and did our full open enrollment.
We recognize that if you make a choice to get HR Software program it’s essential not merely to view how professionals Assess it in their reviews, but in addition to understand if the real men and women and corporations that purchase it are actually satisfied with the products. That’s why we’ve made our behavior-based mostly Consumer Satisfaction Algorithm™ that gathers purchaser reviews, comments and Namely reviews throughout a wide range of social networking web-sites.
Namely's new Connect portal enables you to integrate your HR suite with other techniques, such as 25 new companions. This is especially important for more substantial businesses, which Namely stated are likely to use up to nine individual programs to manage corporate employee knowledge.