Comparison

Gamfi and an HCM system

An HCM system keeps the employee record, payroll and working time in order. Gamfi runs onboarding, learning, goals and motivation, and shows the effect where it appears: in the region, the branch and the team. People with no company email address and no computer use the platform too.

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What we compare	HCM system	Gamfi
1. Growth, goals and team results
Company goals broken down to regions, teams and individuals	partly.goal cascading is in the suite, often thinner than in a dedicated goals tool	yes.a board-level goal reaches the branch and the employee, with progress kept current
Learning and knowledge retention across the whole year	yes.delivers courses and records who completed them	yes.paths, refresher quizzes and knowledge duels in the rhythm of the whole year
Checking whether learning and goals moved the team result	partly.a separate analytics product joins HR data with sales results	yes.learning, the goal and the team result in a single view
What an employee review is based on	partly.the review cycle tends to be annual and detached from current work	yes.the review rests on the goal and progress across the whole period
Skills required in a role and the gap to close	yes.a skills catalogue, potential rating and named successors	partly.a skills matrix and the gap in a given role, without potential rating
Recognition and incentive programmes for employees	partly.recognition and rewards come from a partner on a separate licence	yes.points, badges and peer thank-yous in the same platform
Bonus and commission calculated where the result appears	partly.sales commissions are calculated by a separate product bought alongside the suite	yes.a goal bonus and a sales commission are calculated next to the result, with the reason attached
Onboarding a new person as a whole process	partly.handles the formalities of a new hire, the rest depends on the supplier	yes.runs the tasks of the new person, the manager and HR, plus the first months of learning
2. Who actually uses the system
Access for someone with no company email address and no computer	partly.an employee needs an account issued by the employer, and SMS comes from a separate extension	yes.entry through the app, by SMS and by private email address
A message to a dispersed network with read confirmation	partly.network communication comes from a separate platform connected to the employee record	yes.a message to chosen regions and branches, with read confirmation
A mobile app for the employee	partly.the scope of the app depends on the supplier, in some cases it ends at requests and rotas	yes.learning, goals, results and messages on a private phone
The interface in the language of a branch abroad	yes.an interface in dozens of languages, ready to switch on	yes.the interface in Polish and English, with a further language added during the rollout
A dashboard for a regional director and a branch manager	yes.HR indicators with a path from company through region to branch	yes.work results and progress per region and branch, with a summary written by artificial intelligence
3. Employee records, formalities and regulations
The employee record and employment history	yes.one place with employment data and the company structure	partly.pulls the employee list and the structure from the HR system
Payroll calculation and filings with the tax and social security offices	yes.calculates payroll and prepares statutory filings	partly.we take over the calculation in the scope and order agreed with your payroll team
Leave requests, working time records and shift rotas	yes.requests with a leave balance, hour records and shift rotas	partly.we handle requests, balances and rotas in the scope agreed during the rollout
Employee documentation with retention periods	partly.the digital file usually comes from an external supplier, separately for each country	partly.a document from an HR process lands in the file with its category and retention period
The flow of HR documents for signature	partly.the document flow tends to be a separate module or an add-on from another supplier	partly.a document from the process reaches the employee and comes back signed in the app
Qualified electronic signature, equal to a handwritten one	partly.the signature comes from a trust service provider, usually on a separate contract with the client	partly.we plug the qualified signature into the process and agree the provider before the contract is signed
Mandatory training with a certificate and an audit-ready report	yes.records the completion of mandatory training	yes.a certificate, a watch on the recertification date and a report on demand
4. Rollout, changes and data
Who runs the rollout of the system	partly.the rollout is usually run by the supplier implementation partner	yes.we map your process together with you, within the rollout schedule
Changing a process after go-live	partly.a change in configuration often goes back to a consultant	yes.your own team changes a step, a deadline and the person responsible in the admin panel
Starting with one area, without replacing the whole system	partly.every extra module carries its own licence, and the quote comes after a conversation	yes.you start with one area and one region
Opening and closing employee accounts	yes.accounts open from the employee record, because the employment data sits in the same system	yes.accounts open automatically, and an account expires on the day someone leaves
Exchanging data with other systems in the company	yes.ships prebuilt connections to finance systems and external tools	partly.we exchange data through an API, automatic accounts and files, with no prebuilt plug-ins for HR systems

does it · partly, or depends on the supplier

How this looks in Gamfi

An employee gets one place for learning, goals and messages. You see what comes out of it in every region and branch.

Onboarding a new person

The new person, their manager and HR follow the same process

A new person gets a path with consecutive steps: tasks to complete, documents to sign, training and meetings. The same process assigns tasks to the manager and to HR, and the path looks different for a shop assistant and for a manager. HR and the manager both see the progress, each within their own scope.

Goals

A board-level goal visible at branch level

An annual goal breaks down to regions, branches, teams and individuals. Progress updates as work happens, so a manager does not wait for the quarterly summary.

Learning

Knowledge comes back in the months that follow

After training an employee gets short refreshers and knowledge duels with colleagues from other branches. The platform itself recommends material, based on the role and on what they have already been through.

Recognition and programmes

Recognition does not depend on a manager remembering

Points, badges and thank-yous between colleagues accrue for the behaviour you want to reinforce. Incentive programmes also cover the partner network and franchisees, not only your own employees.

Reaching everyone

An employee with no company email address comes in from a private phone

Entry goes through the app, by SMS or by private email address, so a shop assistant, a warehouse worker and a driver use the system on the same terms as the head office. You send a message to chosen regions, branches or roles, and read confirmations show who received it. When a procedure changes or a promotion starts, that is the difference between information passed down through managers and information that reached everyone on the same day.

Manager dashboard

Turnover and time to productivity, branch by branch

The dashboard shows turnover, time to productivity, engagement and training progress. Artificial intelligence writes the summary of each dashboard, so a board report starts from a ready draft.

Bonuses and commissions

Variable pay enters the settlement with its reason attached

A goal bonus, a sales commission and a programme reward are calculated where the result appears. They travel onwards together with the reason for the amount and the name of whoever approved it.

Changes after go-live

Your team changes the process, with no ticket to the supplier

You arrange steps, deadlines and the people responsible in the admin panel. A template has a draft version and a live one, so a correction does not touch processes already under way.

Why an HCM system alone is no longer enough

HCM systems were built to put employment data in order and handle formalities. Since then an HR director also answers to the board for the effect of that work on company results.

The employee record answers the question of who is employed
A report from an HR system shows headcount, absence and turnover. Whether a new person serves customers on their own after three months, and whether a team sells more after training, is not in there, because that system does not collect such data.
A suite covers everything a little
The goals module, the reviews module and the learning module are in the suite, yet recognition, pulse surveys, communication to the network and commissions are added alongside, as separate products with separate licences. Data about people then sits in several systems, and once a quarter somebody puts it together by hand.
A large part of the workforce has no company mailbox
A shop assistant, a warehouse worker and a driver will not enter a system that requires a company account and a computer. The employee record covers them as employees, but the platform itself serves mainly the head office. A change of procedure or the start of a promotion, meanwhile, has to reach the shop and the warehouse first.

The case for the board

How to justify choosing Gamfi over an HCM rollout

Two roads face each other: a rollout programme for a large suite, or entry through one area, in one region.

The board asksThe suite supplier promises everything in one system. Why should we choose Gamfi?: You answerThe breadth of a suite ends where the everyday work with people begins. Recognition, communication to a dispersed network and pulse surveys are added to a suite as separate products, each with its own licence and its own rollout. In Gamfi this is one platform, together with learning and goals, and with the team result in the same view.
The board asksA suite rollout is a programme running for several quarters. What does it look like with you?: You answerWe start with one process and one region. We choose one number and one quarter, and in the second region we change nothing. Comparing those two regions is the answer to whether the rollout should extend to the whole company, and you get it before the decision about a larger budget.
The board asksWho makes the changes when a process needs fixing a year from now?: You answerYour own team, in the admin panel. Steps, deadlines and the people responsible are changed by whoever runs the programme on your side, with no ticket to the supplier. A template has a draft version and a live one, so a correction does not touch processes already under way.
The board asksWhat happens to the HR system we run payroll in?: You answerIt stays where it is. Gamfi pulls the employee list and the structure from it, and an employee account expires on the day they leave, so nobody keeps a second record. HR administration, meaning payroll, working time and documentation, we take over only when you decide so.
The board asksWhat will our IT department say?: You answerEmployee data stays in the HR system. Gamfi pulls the list of people and the structure from it, through an API or through automatic account provisioning. Sign-in runs on a company account with a second step of confirmation, we process data in the European Union, and every change is recorded in an immutable event log. The scope and schedule of the data exchange are agreed with IT before the start.
The board asksWhat exactly are we paying for, compared with a suite?: You answerFor the scope you switch on. A large suite counts a licence for every record in the employee register, including people who never enter the system, and every extra module is paid for separately. Our quote depends on the number of people in the platform, the scope of modules and the scale of the rollout. We are happy to go through the details at a meeting and in further contact.

Which HR processes Gamfi covers

Learning and goals are part of a larger whole. The platform guides an employee from recruitment to leaving the company, and each of these processes has its own module.

Employee start

guide a candidate from offer to day one

Payroll and HR admin

keep documents and working time in one place

Growth and performance

grow people and measure the effect

Engagement and benefits

listen, recognise, give a choice

Retention

keep people before they leave

HR analytics

show the impact of HR on company results

Common questions about Gamfi alongside an HR system

We already have an HR system. Is Gamfi meant to replace it?

It does not have to, and that is rarely how it starts. The employee record, payroll and working time stay where they work today, and Gamfi takes the everyday work with people: onboarding a new person, learning, goals, motivation and reaching those who have no company account. We take over HR administration only when you decide so, in an order agreed with your payroll team. For the duration of a pilot you therefore pay for two systems, and there is no point hiding that.

Where will Gamfi get employee data from, and who has to provide it?

Employment data stays in the HR system and travels from there into Gamfi: through an API, which is a standing connection between two systems, through automatic account provisioning, or through a file with the employee list. We do not have a prebuilt plug-in for any particular HR system and we do not promise one; our API is designed for this exchange, and its scope and schedule are agreed with your IT department before the start. A file is enough to begin with, so the first process runs before the data exchange is ready.

Will we end up with two employee databases and two sources of truth?

The employee list stays single, in the HR system. Gamfi pulls it, an account opens together with the employment and expires on the day someone leaves the company, so nobody keeps a second record by hand. Permissions follow the structure: a branch manager sees their branch, a regional director the whole region.

Will employees without a company email address really log in?

They come in through the app on a private phone, by SMS or by private email address, with no company mailbox and no computer. Messages and reminders reach them the same way, and read confirmations show who received them. A pilot in one region answers this question with a number, before you decide about the whole company.

How much work does the rollout take on our side?

What stays on your side is the decision about what should happen: which processes we map and which number we measure in the first cycle. Translating that into a structure in the platform, preparing the content and running the first cycle is on our side. At every stage we write down what we do and what stays with you, so nobody discovers it midway. Later changes, a new step in the process or a different deadline, your own team makes in the admin panel.

Come with the process that costs you most today, leave with a solution

Let us take one process you run today alongside your HR system, and go through how the Gamfi platform solves it.

See a demo