What users are saying about

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Top Rated
249 Ratings

ADP Health Compliance

1 Ratings
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Score 8.2 out of 101

Workday HCM<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow'>Customer Verified: Read more.</a>

Top Rated
249 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow'>trScore algorithm: Learn more.</a>
Score 8.2 out of 101

Add comparison

Likelihood to Recommend

ADP Health Compliance

For my particular use I would say the analyzing of data and identifying issues with employee data is very robust. The ability to identify and point out segments of data that may be incorrect is great. We use ADP to ensure that the data being listed on our 1095 is accurate. We also use them to ensure we are in compliance with our Safe Harbor testing and requirements
No photo available

Workday HCM

I always recommend Workday to others, mainly because the reporting makes my life so much easier. I think any large company with a significant amount of HR data to track would benefit from Workday. The implementation process is a significant time commitment so it may not be worth it for smaller companies who have other ways of tracking information.
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Feature Rating Comparison

Human Resource Management

ADP Health Compliance
Workday HCM
8.7
Employee demographic data
ADP Health Compliance
Workday HCM
8.8
Employment history
ADP Health Compliance
Workday HCM
8.6
Job profiles and administration
ADP Health Compliance
Workday HCM
8.3
Workflow for transfers, promotions, pay raises, etc.
ADP Health Compliance
Workday HCM
8.8
Organizational charting
ADP Health Compliance
Workday HCM
9.3
Organization and location management
ADP Health Compliance
Workday HCM
8.7
Compliance data (COBRA, OSHA, etc.)
ADP Health Compliance
Workday HCM
8.3

Payroll Management

ADP Health Compliance
Workday HCM
8.8
Pay calculation
ADP Health Compliance
Workday HCM
8.9
Support for external payroll vendors
ADP Health Compliance
Workday HCM
8.7
Benefit plan administration
ADP Health Compliance
Workday HCM
8.7
Direct deposit files
ADP Health Compliance
Workday HCM
9.2
Salary revision and increment management
ADP Health Compliance
Workday HCM
8.7
Reimbursement management
ADP Health Compliance
Workday HCM
8.5

Leave and Attendance Management

ADP Health Compliance
Workday HCM
9.0
Approval workflow
ADP Health Compliance
Workday HCM
9.0
Balance details
ADP Health Compliance
Workday HCM
8.8
Annual carry-forward and encashment
ADP Health Compliance
Workday HCM
9.2

Employee Self Service

ADP Health Compliance
Workday HCM
8.9
View and generate pay and benefit information
ADP Health Compliance
Workday HCM
9.2
Update personal information
ADP Health Compliance
Workday HCM
9.1
View company policy documentation
ADP Health Compliance
Workday HCM
8.6
Employee recognition
ADP Health Compliance
Workday HCM
8.7
View job history
ADP Health Compliance
Workday HCM
8.8

Asset Management

ADP Health Compliance
Workday HCM
8.0
Tracking of all physical assets
ADP Health Compliance
Workday HCM
8.0

HR Reporting

ADP Health Compliance
Workday HCM
8.2
Report builder
ADP Health Compliance
Workday HCM
8.3
Pre-built reports
ADP Health Compliance
Workday HCM
8.4
Ability to combine HR data with external data
ADP Health Compliance
Workday HCM
7.8

Onboarding

ADP Health Compliance
Workday HCM
8.4
New hire portal
ADP Health Compliance
Workday HCM
8.5
Manager tracking tools
ADP Health Compliance
Workday HCM
8.3

Performance and Goals

ADP Health Compliance
Workday HCM
8.2
Corporate goal setting
ADP Health Compliance
Workday HCM
8.2
Individual goal setting
ADP Health Compliance
Workday HCM
7.8
Line-of sight-visibility
ADP Health Compliance
Workday HCM
8.5
Performance tracking
ADP Health Compliance
Workday HCM
8.2

Performance Management

ADP Health Compliance
Workday HCM
8.3
Performance plans
ADP Health Compliance
Workday HCM
8.0
Performance improvement plans
ADP Health Compliance
Workday HCM
8.2
Review status tracking
ADP Health Compliance
Workday HCM
8.5
Review reminders
ADP Health Compliance
Workday HCM
8.1
Multiple review frequency
ADP Health Compliance
Workday HCM
8.7

Succession Planning

ADP Health Compliance
Workday HCM
7.5
Create succession plans/pools
ADP Health Compliance
Workday HCM
7.9
Candidate ranking
ADP Health Compliance
Workday HCM
7.0
Candidate search
ADP Health Compliance
Workday HCM
7.6
Candidate development
ADP Health Compliance
Workday HCM
7.7

Recruiting / ATS

ADP Health Compliance
Workday HCM
7.9
Job Requisition Management
ADP Health Compliance
Workday HCM
8.1
Company Website Posting
ADP Health Compliance
Workday HCM
7.9
Publish to Social Media
ADP Health Compliance
Workday HCM
7.8
Job Search Site Posting
ADP Health Compliance
Workday HCM
7.7
Duplicate Candidate Prevention
ADP Health Compliance
Workday HCM
7.9
Applicant Tracking
ADP Health Compliance
Workday HCM
7.9
Notifications and Alerts
ADP Health Compliance
Workday HCM
8.4

Pros

  • The ability to breakdown the data into segments allows us to zero in on errors or problems that we can focus on in order to correct those issues.
  • The information is presented in an easy to understand interface which is very user-friendly and very intuitive. I have used the interface in the past to change data or approvals of forms. It was something I could figure out on my own due to it being so easy to navigate.
  • ADP Compliance is very good at pulling in the data and identifying issues and presenting it in method that is easy to work off of. We have many employees and the files we sent over were uploaded and processed. The errors were quickly identified so we could focus on correcting the problem employees.
No photo available
  • The reporting analytics are truly fantastic! I have been able to gather any information I can dream up from its reporting capabilities. I currently have several reports running for new hires, terminations, LOAs, retro pay changes, a report that pulls specific documents in upload categories (terrific!), all employee payroll info for auditing payroll data, and so on. The only thing to remember is to pull reports based on effective dates and approval dates, which are considered two different options in Workday. If not, transactions can be missed.
  • Working with my auditors is easier than ever! I just print off the new hire or termination business process flow. This documents each step of the process with a date, time stamp, as well as comments of the approver. I have had no push back on the information provided from Workday in an audit.
  • The back button! In most data systems, there is a home key, or search button that has to be hit after clicking within an employee's file. In Workday, the back button can be hit in any screen to take you to the previous screen. It is wonderful!
  • Workday allows the capability to drill down to the most minute detail. Simply by clicking on the item, with security permission permitting, it allows drilling down to each item within the system. This allows for truly learning the system, and learning the values of the selections being processed.
Sarah Truman profile photo

Cons

  • I would love to see a more robust testing environment after the data has been uploaded. For example, different life events to ensure they are appearing on the 1095's as they should. If the data is going across correctly that seems to be the end point of testing. I identified a few concerns and had them corrected but I wish they had done some more checks after the data had come over in reference to changes.
No photo available
  • Workday HCM does not have the functionality to hold state tax elections unless the payroll module is purchased. A workaround at my last company was to create a document category, and then have the employee upload the tax documents. A report was ran at payroll submission to pull these documents. The down side was that they then had to be manually processed into payroll. At my current company, the tax elections, both state and federal, are made in ADP - a business process is programmed within on-boarding that takes the employees outside of Workday to make these elections and then brings them back in to finish the on-boarding process. I'm sure Workday does this as a way to up-sell their product. However, it has resulted into a drawback and hindrance instead.
  • At my last company, there were 13 US pay groups, with several hundred locations, cost centers, and so on. It would be great if Workday had the ability to limit the selection of cost centers and locations based on pay group. For example, for one company/pay group, there are only a certain number of valid locations and cost centers. However, Workday allowed any cost center or location to be chosen for the employee. This caused integration failures into ADP US and ADP Canada when invalid locations and cost centers were chosen.
  • As Workday is the record of source, all allowances should be entered and approved in this system. In theory, it should flow to payroll from here, with the charge number, and then on to the GL. In my current company, many types of allowances are used with many different charge numbers. The charge numbers may not match the home department for the employee as the employees work on many different projects, and the allowances are subject to change based on the project. The charge numbers on the allowances could conceivably change each month for some employees. For one-time payments, a work around with work tags were able to be utilized in a customization field with the charge numbers so that the integrations from Workday would bring over both the one-time payment with the charge number. Allowances do not have that capability. This was a big problem for my current company, and one we are still working thru. It appears that a report will be downloaded from Workday from our data management team, and then input into FileMaker with the charge numbers from there. Then, an output will be sent to payroll. It is taking quite a bit of maneuvering and extra work. No one is very happy with our work around or the fact charge numbers could not be entered.
Sarah Truman profile photo

Likelihood to Renew

No score
No answers yet
No answers on this topic
Workday HCM9.4
Based on 15 answers
It is work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer
No photo available

Usability

No score
No answers yet
No answers on this topic
Workday HCM7.5
Based on 10 answers
Workday's on a great path in terms of user experience. Their goals is to deliver a use experience that doesn't require training or instruction, like Amazon on the consumer side for example. That's hard to do when you're talking about complex business processes and important and sensitive employee information, but they're doing it well
Amanda Easton profile photo

Reliability and Availability

No score
No answers yet
No answers on this topic
Workday HCM6.6
Based on 8 answers
Workday is okay - it looks nice on the outside, but they still have some bugs to deal with in the software so that it is more user-friendly and functioning for customers.
Melissa Cypher profile photo

Performance

No score
No answers yet
No answers on this topic
Workday HCM7.3
Based on 7 answers
From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant
Jeff Greening profile photo

Support

No score
No answers yet
No answers on this topic
Workday HCM8.1
Based on 8 answers
wonderful in house ticketing system with workday team and quick response
Raghavendran Parthasarathy profile photo

In-Person Training

No score
No answers yet
No answers on this topic
Workday HCM9.1
Based on 6 answers
The instructors are knowledgeable, the ability to do hands-on exercise throughout are invaluable. The materials are useful reference after training is over. However, for basic functionality the system is pretty easy to pick up and there are plenty of free classes and tools so that only the system support and implementation team really need to take formal Workday training.
Linda Buckley profile photo

Online Training

No score
No answers yet
No answers on this topic
Workday HCM7.0
Based on 7 answers
Workday offers various training through the Learning Management System, such as On-Demand Education as well as in-classroom. The online training is professionally done and are high quality videos; some include an automated tutor, while others are with a Workday Trainer going through the system and presentations. This is definitely valuable in the very beginning of the project where Subject Matter Experts can learn the foundation of Workday. It is a great way for remote users to understand the basics of the system and is valuable to refer to throughout the full life cycle of the implementation. Workday also provides informative videos that contain pertinent information for upcoming updates. Personally, I have taken all forms of training and consider it to be very beneficial. The only concern that I receive from customers is the price and cost of travel
Jeff Greening profile photo

Implementation

No score
No answers yet
No answers on this topic
Workday HCM8.0
Based on 11 answers
We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.
Susan Davies profile photo

Alternatives Considered

Both companies offer the software necessary and the systems for reporting. I do prefer ADP's interface as they have done a good job in making it easy to understand the data. ADP was already in place when I arrived but have been very pleased. The biggest differentiation for me is also customer service. The team I use with ADP is wonderful with a lot of knowledge and experience in the space. They help ensure we meet all requirements and are always willing to assist us when needed
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Workday is much more intuitive than PeopleSoft. It also touches everyone in the company, where PeopleSoft is more behind the scenes. The reporting module is much more in depth. In addition, the customization is what you make of it in Workday, while Peoplesoft is more of a prepackaged product. Workday is the wave of the future, and where software is going - it is all cloud-based, has a great mobile app. It is easy to use, and auditors love it
Sarah Truman profile photo

Scalability

No score
No answers yet
No answers on this topic
Workday HCM8.0
Based on 1 answer
Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system.Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction
Jeff Greening profile photo

Return on Investment

  • Time is something that we just don't have at my business. We rely on ADP Compliance to ensure we are meeting the ACA requirements -freeing up our team to focus on other items. As we have updated and tweaked wrong information throughout the year it will make end of year reporting much easier and faster allowing us to focus on items which we want to focus on.
No photo available
  • Collaboration
  • Communication
  • Forecasting
Amy Rose Gill profile photo

Pricing Details

ADP Health Compliance

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Yes
Entry-level set up fee?
Required
Additional Pricing Details

Workday HCM

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No
Additional Pricing Details