Overview
What is Workday HCM?
Workday Human Capital Management is built as a cloud-based system with global consistency in user experience. Workday HCM is part of a broader system with other Workday products.
Great Partners...
HCM for the Modern Age
Workday works for you.
Unlogical but it works
It's a solid solution, one of several you should try.
Workday Human Capital Management - A Solid choice for enterprise users
Workday HCM Review
All in one, for all users alike.
Workday HCM is the best I've used so far!
Fun, Easy to Use Solution for HR!
Overall great with all in one solution and easy to use.
Workday - The best way to manage people!
Fully align and develop your workforce with Workday's best-in-class skills and performance management platform
Workday for HRMS
How Workday HCM Differs From Its Competitors
AI Tools
Flexibility
Flexibility
Flexibility
Awards
Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards
Popular Features
- Update personal information (88)8.181%
- Workflow for transfers, promotions, pay raises, etc. (84)7.979%
- Employment history (86)7.474%
- Job profiles and administration (88)7.272%
Reviewer Pros & Cons
Pricing
Entry-level set up fee?
- No setup fee
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Starting price (does not include set up fee)
- $100 per year per user
Features
Human Resource Management
Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.
- 8Employee demographic data(77) Ratings
Administrators have the ability to enter detailed demographic data for each employee.
- 7.4Employment history(86) Ratings
Employment history is the ability to track previous positions held.
- 7.2Job profiles and administration(88) Ratings
Job profiles and descriptions can be created and edited.
- 7.9Workflow for transfers, promotions, pay raises, etc.(84) Ratings
Employee move workflow provides the ability to move employees to different positions and apply pay raises.
- 8.3Organizational charting(83) Ratings
Organizational charting is the ability to create hierarchical charts.
- 7.9Organization and location management(81) Ratings
Organization and location management allows employees to be managed across multiple geographical locations.
- 6.9Compliance data (COBRA, OSHA, etc.)(56) Ratings
Compliance capabilities ensure full compliance with federal workplace regulations by capturing required data in central database.
Payroll Management
Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.
- 7.4Pay calculation(65) Ratings
Pay calculation provides for computation of employee pay with state and federal deductions.
- 7.5Support for external payroll vendors(53) Ratings
Support for external payroll vendors is the ability to integrate with 3rd-party payroll services.
- 8.3Off-cycle/On-Demand payment(15) Ratings
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
- 7Benefit plan administration(60) Ratings
Benefit plan administration is administration of health insurance plans and 401k plans, and other benefits.
- 7.4Direct deposit files(66) Ratings
Direct deposit is the ability to electronically transfer pay to an employee’s personal bank account.
- 8Salary revision and increment management(63) Ratings
Salary revision is the ability to modify individual employee pay.
- 8.4Reimbursement management(39) Ratings
Reimbursement management provides cash reimbursement for employee expenses related to business travel or other.
Leave and Attendance Management
Streamlines communication between HR and employees and facilitates efficient management of employee leave including requisitions, approvals, balance calculation, and annual carry-forward.
- 8.3Approval workflow(69) Ratings
Approval workflow is the process for approving employee paid time-off requests.
- 8.2Balance details(69) Ratings
Balance details is automatic updating of paid time-off balance to reflect time taken.
- 7.4Annual carry-forward and encashment(56) Ratings
Annual carry-forward and encashment enables unused paid time-off days to be carried forward to new year, or paid in cash.
Employee Self Service
Employee portal allowing employees to view and update their personal information.
- 8.3View and generate pay and benefit information(79) Ratings
Employees can view pay and benefit data and print pay stubs.
- 8.1Update personal information(88) Ratings
Employees can update personal profile with change of address, dependents, or other personal data.
- 7.1View company policy documentation(69) Ratings
Employees can review company handbook, and corporate policy documents.
- 7.4Employee recognition(55) Ratings
thank a team member
- 8.3View job history(79) Ratings
Employees can view all positions held at the company.
Asset Management
Maintaining a record of assets such as laptops, pagers, cell phones, etc. issued to employees. Record typically includes asset type, number, serial number and date of issuance.
- 6.8Tracking of all physical assets(23) Ratings
Tracking of track laptops, pagers, phones, and other company equipment.
HR Reporting
Pre-built and custom reports, and integration with external data.
- 8.1Report builder(72) Ratings
Report builder allows custom reports to be created using a GUI.
- 7.9Pre-built reports(74) Ratings
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
- 7.2Ability to combine HR data with external data(62) Ratings
Ability to bring data from external systems like CRM and combine with HR data.
Onboarding
Employee onboarding is the process of orienting new hires to the social and performance aspects of their jobs so that they are able to function in their new roles as quickly as possible.
- 8.2New hire portal(50) Ratings
New hire portal eliminates printing and mailing with a personalized portal of all required reading, corporate information, and all forms and other paperwork, online.
- 8.1Manager tracking tools(50) Ratings
Tracking tools allow hiring managers to check status on individual hires for all onboarding activities.
Performance and Goals
Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.
- 8Corporate goal setting(47) Ratings
Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.
- 8Individual goal setting(56) Ratings
Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.
- 7.1Line-of sight-visibility(49) Ratings
Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.
- 7.8Performance tracking(55) Ratings
Performance tracking allows managers to track individual progress against goals as a component of overall performance.
Performance Management
Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.
- 8.2Performance plans(59) Ratings
Supervisors have ability to build individual performance plans including, goals, competencies, etc..
- 7.9Performance improvement plans(51) Ratings
Supervisors can track disciplinary actions such as performance improvement plans.
- 8.2Review status tracking(55) Ratings
Supervisors can monitor and track review status completion with dashboard showing milestones and status.
- 8.5Review reminders(55) Ratings
System can generate reminders to ensure review completion timeliness.
- 8.4Multiple review frequency(49) Ratings
System supports multiple review types including annual, quarterly mid-year and anniversary reviews.
Succession Planning
Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.
- 7.8Create succession plans/pools(32) Ratings
Managers can create and manage pools of potentially high-performing individuals.
- 6.6Candidate ranking(33) Ratings
Candidate readiness for key business positions can be ranked and assessed.
- 7.3Candidate search(35) Ratings
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
- 6.6Candidate development(34) Ratings
Candidate development is the ability to assign learning and development goals.
Recruiting / ATS
Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.
- 8.2Job Requisition Management(42) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 8.5Company Website Posting(35) Ratings
Software allows postings to be displayed on the company website
- 8.1Publish to Social Media(31) Ratings
Software provides ability to publish postings to social media sites
- 8.4Job Search Site Posting(36) Ratings
Software provides ability to publish postings to top job search sites
- 7Duplicate Candidate Prevention(35) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 7.7Applicant Tracking(36) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 8.4Notifications and Alerts(40) Ratings
Notifications and reminders inform you of tasks to be completed
Product Details
- About
- Competitors
- Tech Details
- FAQs
What is Workday HCM?
Key product areas:
- Human Resource Management
- Organization Management
- Business Process Management
- Reporting and Analytics
- Employee and Manager Self-Service
- Absence Management
- Benefits Administration
- ACA Management
- Compensation Management
- Performance and Goal Management
- Talent Management
- Survey Framework
- Contingent Labor Management
Workday HCM Features
Human Resource Management Features
- Supported: Employee demographic data
- Supported: Employment history
- Supported: Job profiles and administration
- Supported: Workflow for transfers, promotions, pay raises, etc.
- Supported: Benefits information
- Supported: Organizational charting
- Supported: Organization and location management
- Supported: Compliance data (COBRA, OSHA, etc.)
Payroll Management Features
- Supported: Pay calculation
- Supported: Support for external payroll vendors
- Supported: Off-cycle/On-Demand payment
- Supported: Payroll history for each employee
- Supported: Benefit plan administration
- Supported: Direct deposit files
- Supported: Payroll tracking and auditing
- Supported: Salary revision and increment management
- Supported: Reimbursement management
- Supported: Statutory form management
Leave and Attendance Management Features
- Supported: Approval workflow
- Supported: Email notifications
- Supported: Balance details
- Supported: Travel absence management
- Supported: Annual carry-forward and encashment
Employee Self Service Features
- Supported: Employee login
- Supported: View and generate pay and benefit information
- Supported: Update personal information
- Supported: Request time off
- Supported: View job history
- Supported: View company policy documentation
- Supported: View company news and information
- Supported: Employee recognition
Asset Management Features
- Supported: Tracking of all physical assets
HR Reporting Features
- Supported: Report builder
- Supported: Pre-built reports
- Supported: Ability to combine HR data with external data
Integration with other HR capabilities Features
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by same vendor
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by different vendor
Performance Management Features
- Supported: Performance plans
- Supported: Performance improvement plans
- Supported: Review status tracking
- Supported: Review reminders
- Supported: Multiple review frequency
Succession Planning Features
- Supported: Create succession plans/pools
- Supported: Candidate ranking
- Supported: Candidate search
- Supported: Candidate development
Onboarding Features
- Supported: New hire portal
- Supported: Manager tracking tools
Performance and Goals Features
- Supported: Corporate goal setting
- Supported: Individual goal setting
- Supported: Line-of sight-visibility
- Supported: Performance tracking
Recruiting / ATS Features
- Supported: Job Requisition Management
- Supported: Company Website Posting
- Supported: Publish to Social Media
- Supported: Job Search Site Posting
- Supported: Duplicate Candidate Prevention
- Supported: Applicant Tracking
- Supported: Notifications and Alerts
Additional Features
- Supported: Reorganization Management
- Supported: Workforce Planning
Workday HCM Video
Workday HCM Competitors
- Oracle Fusion Cloud HCM
- SAP SuccessFactors
- Ultimate Software
Workday HCM Technical Details
Deployment Types | Software as a Service (SaaS), Cloud, or Web-Based |
---|---|
Operating Systems | Unspecified |
Mobile Application | Apple iOS, Android |
Frequently Asked Questions
Comparisons
Compare with
Reviews and Ratings
(587)Attribute Ratings
- 9Likelihood to Renew18 ratings
- 6.6Availability8 ratings
- 7.3Performance7 ratings
- 7Usability13 ratings
- 8Support Rating22 ratings
- 7Online Training7 ratings
- 9.6In-Person Training6 ratings
- 8Implementation Rating11 ratings
- 7.5Configurability2 ratings
- 7.3Product Scalability1 rating
- 8.2Ease of integration1 rating
- 5Vendor pre-sale1 rating
- 7Vendor post-sale1 rating
- 7.8Talent Management Features7 ratings
Reviews
(1-3 of 3)Workday works for me!
- Highly configurable; makes it easy to conform to business requirements
- Great end user experience; intuitive interface is easy to navigate
- Consistent, transparent and inclusive cycle of innovation and improvement
- No LMS
- Since it is easy to configure, a high level of discipline is required to keep workflow streamlined and simple. This is not as easy as it sounds.
- Employee demographic data
- 100%10.0
- Employment history
- N/AN/A
- Job profiles and administration
- N/AN/A
- Workflow for transfers, promotions, pay raises, etc.
- 100%10.0
- Organizational charting
- 70%7.0
- Organization and location management
- 100%10.0
- Compliance data (COBRA, OSHA, etc.)
- N/AN/A
- Pay calculation
- N/AN/A
- Support for external payroll vendors
- 100%10.0
- Benefit plan administration
- 50%5.0
- Direct deposit files
- N/AN/A
- Salary revision and increment management
- N/AN/A
- Reimbursement management
- N/AN/A
- Approval workflow
- 100%10.0
- Balance details
- 100%10.0
- Annual carry-forward and encashment
- N/AN/A
- View and generate pay and benefit information
- 100%10.0
- Update personal information
- 100%10.0
- View job history
- 90%9.0
- Employee recognition
- 60%6.0
- Tracking of all physical assets
- N/AN/A
- Report builder
- 100%10.0
- Pre-built reports
- 90%9.0
- Ability to combine HR data with external data
- N/AN/A
- Performance plans
- N/AN/A
- Performance improvement plans
- N/AN/A
- Review status tracking
- N/AN/A
- Review reminders
- N/AN/A
- Multiple review frequency
- N/AN/A
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- N/AN/A
- Manager tracking tools
- N/AN/A
- Corporate goal setting
- N/AN/A
- Individual goal setting
- N/AN/A
- Line-of sight-visibility
- N/AN/A
- Performance tracking
- N/AN/A
- Job Requisition Management
- N/AN/A
- Company Website Posting
- N/AN/A
- Publish to Social Media
- N/AN/A
- Job Search Site Posting
- N/AN/A
- Duplicate Candidate Prevention
- N/AN/A
- Applicant Tracking
- N/AN/A
- Notifications and Alerts
- N/AN/A
- UltiPro,SilkRoad Life Suite,SAP,Oracle PeopleSoft,lawson,ADP Vantage HCM,Lumesse,NuView
- Vendor implemented
- We did not allow enough time for data conversion.
- It was very difficult and painful to keep processes as simple as possible. The temptation to "over configure" the system can be very strong.
- Mobile apps
- Updating your personal profile
- Configuring the system to meet business requirements for workflow and approvals for various transactions such as hiring, compensation, etc.
- It is very easy to "over configure" workflow. Be careful not to make things more complicated than actually necessary.
Workday offers unmatched, secure and integrated HR and Financials Management Capabilities for Higher Ed
- The Single User Version philosophy, while a challenge for change management due to the frequent upgrade cycle, allows for our unique higher education requirements to be incorporated rapidly. Because of this, Product support is responsive and timely.
- Georgetown is a design partner and this close relationship allows us to provide feedback for constant product improvement. This design partner philosophy and willingness to take feedback and adapt has been a huge selling point for user acceptance at Georgetown.
- Workday provides a very secure storage platform that experiences very infrequent outages. When outages occur they are typically resolved in under an hour.
- Even for non-design partners, Workday provides options to join User Groups to preview planned functionality. Also Workday encourages users to create Brainstorms for new ideas that the community votes upon. The ability to provide feedback prior to releases is also key to change management and user acceptance. Workday has a good track record in terms of adopting customer brainstorms.
- Workday maintains and facilitates a Community of Users to ensure self-sufficiency, sharing lessons learned and knowledge sharing.
- Any ideas for improvement are considered by Workday and the company provides multiple avenues for feedback (see above). Any issues we have experienced in the past have been addressed or are in the process of being addressed.
- One source of frustration is the lack of documentation; however, with the rapid rate of improvement that Workday has been able to sustain, documentation is a reasonable trade-off for their responsiveness.
- Not an area for improvement, but a factor for consideration is that use of Workday does require some technical IT experience. A big selling point is that organizations don't need to keep teams of dbas and technical experts on hand to maintain the system, as with a Main-frame. But Workday does require some technical IT support. This is particularly true for integrations and reporting.
- Employee demographic data
- 100%10.0
- Employment history
- 70%7.0
- Job profiles and administration
- 70%7.0
- Workflow for transfers, promotions, pay raises, etc.
- 90%9.0
- Organizational charting
- 40%4.0
- Organization and location management
- 90%9.0
- Compliance data (COBRA, OSHA, etc.)
- 50%5.0
- Pay calculation
- 90%9.0
- Support for external payroll vendors
- N/AN/A
- Benefit plan administration
- 100%10.0
- Direct deposit files
- 100%10.0
- Salary revision and increment management
- 90%9.0
- Reimbursement management
- 100%10.0
- Approval workflow
- 100%10.0
- Balance details
- 100%10.0
- Annual carry-forward and encashment
- 90%9.0
- View and generate pay and benefit information
- 100%10.0
- Update personal information
- 100%10.0
- View job history
- 90%9.0
- View company policy documentation
- 70%7.0
- Employee recognition
- N/AN/A
- Tracking of all physical assets
- 80%8.0
- Report builder
- 90%9.0
- Pre-built reports
- 90%9.0
- Ability to combine HR data with external data
- N/AN/A
- Performance plans
- N/AN/A
- Performance improvement plans
- N/AN/A
- Review status tracking
- N/AN/A
- Review reminders
- N/AN/A
- Multiple review frequency
- N/AN/A
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- 100%10.0
- Manager tracking tools
- 90%9.0
- Corporate goal setting
- N/AN/A
- Individual goal setting
- N/AN/A
- Line-of sight-visibility
- N/AN/A
- Performance tracking
- N/AN/A
- Job Requisition Management
- N/AN/A
- Company Website Posting
- N/AN/A
- Publish to Social Media
- N/AN/A
- Job Search Site Posting
- N/AN/A
- Duplicate Candidate Prevention
- N/AN/A
- Applicant Tracking
- N/AN/A
- Notifications and Alerts
- N/AN/A
- Payroll (Current)/Benefits Enrollment and Management (Current)
- HR/Onboarding/ Timetracking (Current)
- Academic Appointments (Current)
- Financial Management/Accounting (July 2014)
- Grants Management (July 2014)
- n/a
- Applicant Tracking
- Performance Management
- Vendor implemented
- Implemented in-house
- Professional services company
Time Tracking and Academic Appointments was implemented in-house.
Financials is being implemented by Workday along with CedarCrestone.
Phase Ia: Time Tracking, Academic Appointments
Phase II: Financials
- The number of users at Go-Live should be limited to as small a number as possible to allow for learning and refinement before opening to everyone.
- Hands on training in the system is essential -- the error rates in transactions drop after a steady rate of about 50 transactions a month
- A central source for information and communication is essential (website)
- continual governance by stakeholder groups is essential for successful adoption of new functions/ major changes in the system, even after Go-Live
- Early User testing and exposure critical to identify potential issues
- Support should be geared primarily to those in the system who will be doing transactions, not employees/managers as self--these are fairly self explanatory or can be handled via video/online screen captures or FAQs
- Training needs to be available continuously
- We designed an overly complicated security structure which created issues after Go-Live and limited our ability to do meaningful reporting
- When Georgetown went live we were the only Higher Ed institution on Workday so there were some issues with flexibility and configurability for higher ed business cases. This situation has markedly improved as more Universities go-live and the community learns more about Higher Education scenarios
- When Georgetown went live there were not many in the Workday eco system who had expertise in Higher Education to assist in the implementation. Again this gap is rapidly closing as more universities adopt Workday.
- As noted earlier, the relative lack of resources who know and can implement Workday is a challenge. Because many of the implementers are supporting multiple customers, it is difficult to keep their focus.
1. Relative immaturity in the higher ed space
2. Our own lack of expertise and experience with the system
3. Challenges in terms of Workday Resources. Because the community is small, there is a significant challenge in getting dedicated resources to support implementations
- Online training
- In-person training
- Self-taught
- Employee self service is very easy--onboarding, benefits elections, payment elections
- Business Processes are intuitively obvious and user friendly
- Manager self service for approvals of time off, etc.
- Custom reporting requires some technical expertise and training
- Integrations also require technical expertise
- Security and maintenance also requires technical expertise
- The new U/I is more user friendly.
- There were significant improvements made to reporting.
- This latest version provides significantly more functionality in the financials space for Higher Ed: endowments and grants
- Retroactive cost allocations
- Composite reporting
- Non billing milestones for grants
Workday HCM - The right choice
- Associate Self Service allows for the employee to manage their personal information and gives them the ability to set up and assign by pay type their direct deposit, Federal and State withholding. They also have varying views of their payslips - very detailed to just the basics.
- Accountability and visibility for absence management. Managers can view time off for their entire team, balances for their team.
- Our first experience was Open Enrollment last year. Users found Workday to be very intuitive and user friendly.
- Understanding how the business processes drive the different components. Some components are very detailed. It really takes a designated person to be the subject matter expert of the "back of house" maintenance and trouble shooting.
- Out of the box we didn't know what we didn't know. It's taken us about 4 months to iron out some of the idiosyncrasies and connect the dots.
- Employee demographic data
- 90%9.0
- Employment history
- 90%9.0
- Job profiles and administration
- 90%9.0
- Workflow for transfers, promotions, pay raises, etc.
- 90%9.0
- Organizational charting
- 90%9.0
- Organization and location management
- 90%9.0
- Compliance data (COBRA, OSHA, etc.)
- 90%9.0
- Pay calculation
- 100%10.0
- Support for external payroll vendors
- 90%9.0
- Benefit plan administration
- 90%9.0
- Direct deposit files
- 100%10.0
- Salary revision and increment management
- 90%9.0
- Reimbursement management
- N/AN/A
- Approval workflow
- 90%9.0
- Balance details
- 90%9.0
- Annual carry-forward and encashment
- 90%9.0
- View and generate pay and benefit information
- 90%9.0
- Update personal information
- 90%9.0
- View job history
- 90%9.0
- View company policy documentation
- N/AN/A
- Employee recognition
- N/AN/A
- Tracking of all physical assets
- N/AN/A
- Report builder
- 60%6.0
- Pre-built reports
- 80%8.0
- Ability to combine HR data with external data
- N/AN/A
- Performance plans
- N/AN/A
- Performance improvement plans
- N/AN/A
- Review status tracking
- N/AN/A
- Review reminders
- N/AN/A
- Multiple review frequency
- N/AN/A
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- 90%9.0
- Manager tracking tools
- 50%5.0
- Corporate goal setting
- N/AN/A
- Individual goal setting
- N/AN/A
- Line-of sight-visibility
- N/AN/A
- Performance tracking
- N/AN/A
- Job Requisition Management
- N/AN/A
- Company Website Posting
- N/AN/A
- Publish to Social Media
- N/AN/A
- Job Search Site Posting
- N/AN/A
- Duplicate Candidate Prevention
- N/AN/A
- Applicant Tracking
- N/AN/A
- Notifications and Alerts
- N/AN/A
- Implemented in-house
- Professional services company
Phase 1 was Benefits Open Enrollment
Phase 2 was HCM, Payroll, Time Tracking and Absence Management
- Didn't know what we didn't know
- Our integrations had not been adequately tested prior to go live