Project Manager, HRIS at a energy/utilities company with 1,001-5,000 employees
Real User
Top 20
Dec 3, 2024
There are difficulties regarding the reporting part. While we have some reporting functionalities, they are not powerful or deep. For instance, the coverage report on a specific effective date provides data effective on the day of the report, which is a significant limitation. Additionally, the available APIs, both inbound and outbound, are not well-developed, preventing the creation of accurate interfaces with other systems. There is also a need to review the reporting infrastructure to build a data lake that would allow customers to access data regardless of the effective date of the information. Moreover, the silos between the different modules need to be removed. Ideally, one would want a report that provides information at the same time from performance and compensation.
Human Resources Manager at a retailer with 501-1,000 employees
Real User
Top 10
Oct 23, 2024
There is room for improvements, such as including AI solutions for people management to improve job descriptions, recruitment reels, skills mapping, etc. Another interesting improvement could be subscription services for specific learning programs, consolidating all training and learning solutions into our LMS platform.
Training Administrator at a computer software company with 5,001-10,000 employees
Real User
Dec 18, 2023
The solution is a little bit slow. It has dependencies on HR data. We’ve also had some reporting challenges. We have to define the reports manually. We tried exploring all the options provided by the tool, but it didn’t work out for us.
HRIS Manager at a engineering company with 5,001-10,000 employees
Real User
Dec 27, 2021
I am not using the most recent version of this solution so my recommendations are based on my use of 7.01 and the latest version is 8.0. The API could be enhanced and an accounting solution would be included. In future releases, it would be useful to see reporting lines of all the team members in our business to understand who reports to whom. It would also be useful if payroll for the Gulf countries could be possible. Lastly, the reporting and dashboards could be improved. We have had to develop a bar chart on the GSP pages to show important metrics to managers such as team absence and performance.
Senior Application Analyst at a non-tech company with 5,001-10,000 employees
Real User
Sep 23, 2019
The HR portal, training model, and development career model could all use improvement. Stability and scalability should be improved as well. I would like table and mobile features to be released, but I believe it might already be there. We just don't have that version yet.
We create innovative, purposeful business management solutions, designed to help professionals in retail and HR (pay and talent management), payroll, tax and CPAs, achieve their goals and make more possible.
There are difficulties regarding the reporting part. While we have some reporting functionalities, they are not powerful or deep. For instance, the coverage report on a specific effective date provides data effective on the day of the report, which is a significant limitation. Additionally, the available APIs, both inbound and outbound, are not well-developed, preventing the creation of accurate interfaces with other systems. There is also a need to review the reporting infrastructure to build a data lake that would allow customers to access data regardless of the effective date of the information. Moreover, the silos between the different modules need to be removed. Ideally, one would want a report that provides information at the same time from performance and compensation.
There is room for improvements, such as including AI solutions for people management to improve job descriptions, recruitment reels, skills mapping, etc. Another interesting improvement could be subscription services for specific learning programs, consolidating all training and learning solutions into our LMS platform.
The solution is a little bit slow. It has dependencies on HR data. We’ve also had some reporting challenges. We have to define the reports manually. We tried exploring all the options provided by the tool, but it didn’t work out for us.
The user interface could be improved and the maintenance is complex when it comes to upgrades.
Meta4 could improve by allowing users to manage things by themself.
I am not using the most recent version of this solution so my recommendations are based on my use of 7.01 and the latest version is 8.0. The API could be enhanced and an accounting solution would be included. In future releases, it would be useful to see reporting lines of all the team members in our business to understand who reports to whom. It would also be useful if payroll for the Gulf countries could be possible. Lastly, the reporting and dashboards could be improved. We have had to develop a bar chart on the GSP pages to show important metrics to managers such as team absence and performance.
The HR portal, training model, and the development career model all need improvement.
I think the areas of training and performance could be improved in the solution.
I would like to have recruitment and acquisition features added to this solution.
The HR portal, training model, and development career model could all use improvement. Stability and scalability should be improved as well. I would like table and mobile features to be released, but I believe it might already be there. We just don't have that version yet.
If Meta4 needs to expand to the Middle East and GCC region, the localization of payroll rules for these geographies needs to be embedded.