HR Software Resources

Say a payroll team has spent a year getting their account manager up to speed, then the manager changes: I've been looking into what Paylocity customers should hand over so they don't have to re-explain issues. The answer that comes out of G2 reviews is a running record of past issues and settings, covering pay groups, accrual rules and any tax cases, so a new contact can pick up the history in one read.

Complex cases are where it matters most, since a tax error or a non-standard pay rule otherwise has to be explained again from the start while payroll deadlines keep moving. What Paylocity does well is keep routine questions away from that handover: AI-powered support answers common questions instantly, and the employee self-service portal covers payslips and personal details.

In core HR, the named account manager model works well when it's stable, since someone who knows your pay groups and accrual rules doesn't need the background each time. Paylocity also pairs it with AI-powered support for instant answers to common questions and an employee self-service portal for payslips and personal details, which keeps routine queries away from the account manager. That arrangement suits organisations whose complex questions are occasional and whose routine ones are frequent.

What I'd like to hear from people who've been through a handover:

• Did you get notice before the change, or find out on the next issue?
• Do you keep your own record of past issues?
• Does raising a ticket in parallel help during a handover?

How long did it take for a new account manager to be fully up to speed?

Picture an hourly team at shift start: I've been reading up on what leads to missed or mistaken punches in Rippling's clock in and out flow. The two situations mentioned on G2 are a punch not registering when the connection drops, and picking the wrong option where people would like lunch and break to have their own buttons. The habit that prevents most of it is checking the connection before punching, then correcting any gap in the timesheet before payroll runs.

When the punch goes through, the time clock is one of the parts people rely on most. Geofencing confirms someone is at the job site, and hours, PTO and overtime sync to payroll without anyone re-keying them. In core HR, that sync is the reason to clock in inside the HR system at all, and Rippling suits teams where someone checks the timesheet before each pay run, since that's where a missed punch gets caught before it flows through.

A missed punch is small on its own. Across a team on rotating shifts, the corrections add up, so the routine around them matters as much as the clock.

How do you catch a missed punch before payroll runs? And if your team clocks in from phones, has geofencing changed how often it happens?

I'm writing a piece on which Rippling tasks people move from the mobile app to the web version because the app doesn't cover them, and the pattern in G2 reviews is consistent. Adjusting times, viewing some employee personal information and reading a detailed pay advice tend to move to a laptop, while clocking in and out, checking pay stubs and benefits, and requesting time off stay on the phone, and those everyday tasks are what people like most about the app.

Across core HR platforms, the app and the web version tend to be built for different people. Employees mostly need quick access to their own information, which the app handles; admins making corrections are usually at a desk anyway. Rippling sits squarely on that split, which suits a workforce where most staff never need the detailed view.

Situations I'd like to compare:

1. Correcting a time entry when you're away from your desk
2. Checking a pay advice on a smaller screen
3. Looking up an employee's details from your phone

Which tasks do you still keep for the laptop? And has anything moved onto the app recently that used to need the web version?