The WorkForce Suite, by WorkForce Software, is a mobile-first, cloud-based modern workforce management solution with integrated employee communications and collaboration capabilities. The WorkForce Suite aims to help global enterprise organizations optimize their labor, protect against compliance risks, and maximize productivity while building a highly engaged, resilient, and agile workforce.
N/A
Arlo
Score10 out of 10
Mid-Size Companies (51-1,000 employees)
Arlo is a cloud based training and event management software designed to promote, sell and deliver courses and events. Arlo automates manual processes by providing simple scheduling, automatic communication, custom reporting, payments & invoicing. Client records are kept updated within Arlo’s robust CRM. Courses and events are easily managed within the Arlo platform and online registration can be tailored with fully customisable registration forms.…
$99
per user, per month
Pricing
ADP WorkForce Suite
Arlo
Editions & Modules
No answers on this topic
Simple
$99
per user, per month
Professional
$189
per user, per month
Enterprise
$249
per user, per month
Offerings
Pricing Offerings
ADP WorkForce Suite
Arlo
Free Trial
No
Yes
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
Yes
Entry-level Setup Fee
No setup fee
$99 per user, per month
Additional Details
—
Usage charges are as follows:
95¢ per registration for free events/online activities and $2 per registration for paid events/online activities
EmpCenter is really well suited for companies with minimal variety in time keeping needs. Certainly somewhere that has fairly regular work schedules and operational needs the system would be programmed for and meet those needs quite well. I think they assert themselves as a product specifically for those more complex companies, and I believe it is one of a few products available for companies with many employee types and complex work schedule and pay needs, but because of those complexities each have their own specific customizations I feel it is difficult for the company to then manage the different products that end up existing. Each ends up being unique so applying large scale changes doesn't work well as something we may request and need if applied over EmpCenter in general may cause problems for another company. Therefore everything has to be done on an individual basis and is more time consuming and costly.
Its probably better suited for home-use rather than in a large office setting. Fortunately, my suite is less than 2000 sq ft so it's not much of an issue. It allows downloading and can be used amongst other managers or IT staff and the likes. I dont use any for outside.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
works well with other systems. We were able to collect data from another time system, Avaya phone systems and even a point of sale system with not a lot of difficulty.
They know their product and integration points. They were able to troubleshoot problems with hardware time collection devices quite quickly. We found the devices they sold to be quite durable.
Out of the box they have more reports than I would have anticipated. Creating new reports was sometimes a task if it was complex but there were usually similar reports you could use as a starter template
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. TR verified that a representative sample of customers was invited. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
After spending close to 5 years to decide on which payroll product to acquire for our University, I cannot image we would switch now that we have it in use.
I have only had to contact them one time, and they were responsive and professional. It is difficult to give a rating on this unless you actually have an issue. This is the reason for a 9 out of 10. I can not give a perfect rating if I never had an opportunity to truly experience something.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
EmpCenter is a new software to the company however, I only trained on the old software for a few months before EmpCenter was introduced. I think EmpCenter has a smoother data entry process and can run more in depth reports, but since this is the system I know best I cannot accurately compare it to previous software.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
EmpCenter has reduced the amount of time administrators are spending on payroll. Certainly it has made our entry to our pay system more efficient since we can simply load the data from the time keeping system and we are not collecting actual physical signatures and paper timesheets that must be reviewed for accuracy and completeness. The system does this for us and some automatic calculating of certain pay due that we were hand adding. However the feedback I am getting is that the supervisors feel their work has been increased greatly. They are spending more time correcting and approving time. Essentially the work we were doing in our central offices to review and correct time the supervisor must now do as they approve the time. We have now asked them to be more responsible for proper reporting and use which requires they know more about the rules and many different aspects of pay than they had before. We have employees who are union represented and get some benefits from the contract others do not receive, contract employees who have certain pay aspects in their contracts that must be known, as well as temporary employees and students who get very different pay from the other employees. While some things have been programmed for the system to know and handle, some things must be added to the time sheet to pay properly or the way time is reported is different (some clock out for lunch some don't) supervisors must now know these differences while that used to be a role that was more mine as an administrator. Now I just help them and audit and review.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
