I am not a software reseller and I do not push systems. But most HR reporting problems start inside a system, so it helps to know the ones I work with day to day. I hold partner status with the platforms below, which means I can help you choose one, set it up, and more importantly get decent reporting out of it.
If you already have a system, that is usually fine. Most of my work starts with what a client already owns.
A straightforward cloud HR system built for smaller organisations: holiday and absence, documents, basic performance and employee self-service. Its built-in reports cover the everyday questions well, and it exports cleanly when you need to do something more involved. Most of my smaller clients are on Breathe. If you want to try it, you can start a free trial through my partner link.
A UK-built HR platform with more configurability than most systems at its size, which matters if your processes do not fit a standard template. Worth a look if you have outgrown a basic system but do not want an enterprise implementation.
Broader in scope than a straight HR system, bringing HR, payroll and benefits together in one place. Useful if you are trying to reduce the number of systems your people data is scattered across, which is often where reporting problems begin.
An applicant tracking system that makes recruitment manageable: post the role, publish to job boards, sift candidates, arrange interviews, and keep agency submissions straight. It also means your recruitment data is in one place rather than an inbox, which is the difference between being able to report on hiring and not.
I am an accredited Harrison Assessments practitioner. Harrison gives you job-specific data on fit, engagement and development needs. I use it where the people question is about individuals rather than the workforce as a whole: recruitment decisions, development planning and team reviews.
System pricing depends on headcount and which modules you need, and it changes. Rather than list figures that go out of date, tell me roughly how many people you have and what you need the system to do, and I will give you a current picture.
Choosing a system is the easy part. Getting reporting out of it that answers a business question, rather than describing what happened, is the work. That is true whichever platform you land on, and it is what I do.