Which software suite should you choose? SaaS or on premise?

HR software suites fall into 2 categories: SaaS and on-premise. What are the differences? How do you choose the model best suited to your needs?
Overview of the most reputable HRIS on the French market
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With your Human Resources Management Information System (HRMIS), you manage the human capital for which you are responsible: recruitment, salaries, planning, training, absences and expense reports. To choose the HRIS that best suits your needs and those of your company, it is important to define in advance the scope that you wish to be covered by this tool. Not all HRIS are made for you and your teams: there are many solutions and their functionalities, ranging from administrative management to career management and internal procedures, are not all in line with your specifications.

The main functionalities of an HRIS

Like a CRM, the HRIS allows you to centralize the key information of the company's employees: resume, position. The employee files also provide access to contracts and pay slips. It is from the HRIS that employees can access their vacation balances and make their requests for days off. The recruitment module of an HRIS is a key point of this tool. Depending on the tools, this module can integrate the multi-distribution of recruitment offers, the management of a talent pool or the preparation of interviews. Definition of job descriptions, modeling of training plans and identification of the company's skills needs: the Strategic Workforce Planning is at the heart of your HRIS. Alongside these bricks, which are the keystones of an HRIS, you can find modules dedicated to training and internal mobility.

What are the criteria for choosing an HRIS?

The HRIS market is full of offers for all sizes of companies and all types of organizations. To choose your HRIS I recommend 2 criteria:

  1. The quality of the collaboration with the Customer Service Management and Delivery teams.
  2. The cultural fit between the company and the proposed tool.
  3. The user experience: i.e. the ease of use and the support of the stakeholders.

To see a little more clearly, we propose a comparison between 3 of the most popular solutions in the HR community.


Talentsoft is the French flagship in talent management and has nearly 2,000 companies of all sizes and 9 million users worldwide in its portfolio. In SaaS mode, Talentsoft's HRIS covers many areas, from human resources management to training, including recruitment, training, compensation and career management. In addition, in 2017, the publisher of this service opened its API to third-party developers to enable them to offer their tools on the dedicated marketplace. Among these tools are, for example, CV library management solutions or testing tools from skills. The data transmitted to Talentsoft is hosted in Europe, so the lights are green for the RGPD.

Cornerstone OnDemand

Considered one of the world's leading providers, the American company Cornerstone OnDemand has 32 million users worldwide. In France, its customers are large corporations and small and medium-sized businesses. Cornerstone OnDemand's modular approach to HR management allows customers to gradually deploy the features most suited to their HR needs. Good to know, Cornerstone OnDemand has integrated two French data centers into its architecture for the RGPD.


SuccessFactors, a subsidiary of IT giantSAP, has many members of the Cac 40 in its portfolio. Initially created around human capital management, this HRIS is now acclaimed by its 120 million users for its payroll engine, which can be used in all regulatory contexts. The possible synergies with the ERP published by SAP are a strong argument against the competition. If your company already has an ERP system, you will probably have to work with the HR department of the software company that is supporting you to include the HR component of your system. The strategic aspect of data storage came back to the forefront in mid-2018 with the RGPD theme. The trade-off between SaaS, hosted on your editor's servers, or installation on the company's workstations is an important point to take into account depending on the policy on this subject.