What users are saying about
18 Ratings

Workday HCM

<a href='https://www.trustradius.com/static/about-trustradius-scoring#question3' target='_blank' rel='nofollow'>Customer Verified: Read more.</a>
Top Rated
258 Ratings
18 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow'>trScore algorithm: Learn more.</a>
Score 6.1 out of 101

Workday HCM

<a href='https://www.trustradius.com/static/about-trustradius-scoring#question3' target='_blank' rel='nofollow'>Customer Verified: Read more.</a>
Top Rated
258 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow'>trScore algorithm: Learn more.</a>
Score 8.3 out of 101

Add comparison

Likelihood to Recommend

ADP TotalSource

I don't believe ADP is well suited to the PEO market. Small businesses, who typically rely on PEOs, need service. A company like ADP makes profit from high volume. The small business owner is not serviced well by ADP and in fact, is subject to being out of statutory compliance with state reporting requirements. That is not well suited to any business
Connie Bechtolt, CPA, MBA profile photo

Workday HCM

Workday HCM requires constant and a lot of HRIS support and in the event that a company cannot afford to staff accordingly it may create a lot of frustration. The system allows for a lot of flexibility in customizing and automating processes; however, that also requires constant maintenance by an experienced technical team. Workday HCM is a great solution for companies that are looking to capitalize on employee and manager self-service, standardization of practices, compliance and automation.
Monika Ganeva profile photo

Feature Rating Comparison

Human Resource Management

ADP TotalSource
8.2
Workday HCM
8.6
Employee demographic data
ADP TotalSource
7.4
Workday HCM
8.8
Employment history
ADP TotalSource
8.4
Workday HCM
8.4
Job profiles and administration
ADP TotalSource
7.6
Workday HCM
8.2
Workflow for transfers, promotions, pay raises, etc.
ADP TotalSource
8.4
Workday HCM
8.4
Organizational charting
ADP TotalSource
8.5
Workday HCM
9.4
Organization and location management
ADP TotalSource
7.4
Workday HCM
8.8
Compliance data (COBRA, OSHA, etc.)
ADP TotalSource
9.4
Workday HCM
8.3

Payroll Management

ADP TotalSource
7.6
Workday HCM
8.7
Pay calculation
ADP TotalSource
7.5
Workday HCM
8.9
Support for external payroll vendors
ADP TotalSource
9.7
Workday HCM
8.6
Benefit plan administration
ADP TotalSource
7.7
Workday HCM
8.5
Direct deposit files
ADP TotalSource
8.0
Workday HCM
9.2
Salary revision and increment management
ADP TotalSource
9.3
Workday HCM
8.7
Reimbursement management
ADP TotalSource
3.7
Workday HCM
8.5

Leave and Attendance Management

ADP TotalSource
5.8
Workday HCM
8.9
Approval workflow
ADP TotalSource
5.5
Workday HCM
8.9
Balance details
ADP TotalSource
5.8
Workday HCM
8.6
Annual carry-forward and encashment
ADP TotalSource
6.1
Workday HCM
9.2

Employee Self Service

ADP TotalSource
7.7
Workday HCM
8.9
View and generate pay and benefit information
ADP TotalSource
8.0
Workday HCM
9.2
Update personal information
ADP TotalSource
8.0
Workday HCM
9.1
View company policy documentation
ADP TotalSource
7.2
Workday HCM
8.6
Employee recognition
ADP TotalSource
8.0
Workday HCM
8.8
View job history
ADP TotalSource
7.5
Workday HCM
8.7

Asset Management

ADP TotalSource
8.1
Workday HCM
7.9
Tracking of all physical assets
ADP TotalSource
8.1
Workday HCM
7.9

HR Reporting

ADP TotalSource
5.5
Workday HCM
8.2
Report builder
ADP TotalSource
5.5
Workday HCM
8.4
Pre-built reports
ADP TotalSource
5.5
Workday HCM
8.4
Ability to combine HR data with external data
ADP TotalSource
5.5
Workday HCM
7.9

Onboarding

ADP TotalSource
6.6
Workday HCM
8.5
New hire portal
ADP TotalSource
6.6
Workday HCM
8.7
Manager tracking tools
ADP TotalSource
6.5
Workday HCM
8.3

Performance and Goals

ADP TotalSource
7.0
Workday HCM
8.2
Corporate goal setting
ADP TotalSource
6.0
Workday HCM
8.2
Individual goal setting
ADP TotalSource
8.0
Workday HCM
7.9
Line-of sight-visibility
ADP TotalSource
6.0
Workday HCM
8.6
Performance tracking
ADP TotalSource
8.0
Workday HCM
8.2

Performance Management

ADP TotalSource
7.6
Workday HCM
8.3
Performance plans
ADP TotalSource
6.0
Workday HCM
8.1
Performance improvement plans
ADP TotalSource
9.0
Workday HCM
8.1
Review status tracking
ADP TotalSource
7.0
Workday HCM
8.5
Review reminders
ADP TotalSource
8.0
Workday HCM
8.2
Multiple review frequency
ADP TotalSource
8.0
Workday HCM
8.6

Succession Planning

ADP TotalSource
7.0
Workday HCM
7.6
Create succession plans/pools
ADP TotalSource
7.0
Workday HCM
7.8
Candidate ranking
ADP TotalSource
7.0
Workday HCM
7.1
Candidate search
ADP TotalSource
8.0
Workday HCM
7.7
Candidate development
ADP TotalSource
6.0
Workday HCM
7.6

Recruiting / ATS

ADP TotalSource
7.4
Workday HCM
8.0
Job Requisition Management
ADP TotalSource
6.0
Workday HCM
8.2
Company Website Posting
ADP TotalSource
8.0
Workday HCM
7.9
Publish to Social Media
ADP TotalSource
7.0
Workday HCM
8.0
Job Search Site Posting
ADP TotalSource
9.0
Workday HCM
7.8
Duplicate Candidate Prevention
ADP TotalSource
6.0
Workday HCM
8.0
Applicant Tracking
ADP TotalSource
7.0
Workday HCM
7.9
Notifications and Alerts
ADP TotalSource
9.0
Workday HCM
8.4

Pros

  • During my 1 and 1/2 years of frustration, ADP does nothing well.
Connie Bechtolt, CPA, MBA profile photo
  • 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

  • While the prebuilt reports were great, I would have to contact TS in order to get a custom report. This only happened a few times because like I said, they had a variety of prebuilt reports that fit my needs
  • iReports was implemented and it became more difficult to find employee paystubs and find YTD pay
Kimberly Cavanaugh, PHR profile photo
  • 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 HCM9.7
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 HCM7.2
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
In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.
Jeff Greening profile photo

Performance

No score
No answers yet
No answers on this topic
Workday HCM7.3
Based on 7 answers
We have had no issues. The system is responsive and there is nothing that times out
No photo available

Support

No score
No answers yet
No answers on this topic
Workday HCM8.0
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 HCM9.6
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
Very helpful. Broad range of topics available.
Linda Buckley 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

Paychex is probably the worst system I have used. It's not intuitive at all and is lacking in so many key areas of a good HRIS. I think UltiPro is a system that stacks up against ADP TotalSource the best. But again, ADP TotalSource will be what I choose because of their customer service for not just me but our employees. Their support is second to none!
Kimberly Cavanaugh, PHR profile photo
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 HCM7.3
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

  • Employee satisfaction with the Employee Service Center was high
  • TotalSource's employee support is like having a PT HR employee on staff!
  • At times, if I needed a tailored report, it would take time to get ADP to build it for me and get it back. Not a lot of time, but not as easy as doing it myself.
Kimberly Cavanaugh, PHR profile photo
  • Our previous system was homegrown and lacked in many areas. Going to Workday has given us a single source for all HR data that is easy to search and find what you are looking for.
  • Workday allowed us to streamline annual processes like performance reviews, raises, and benefits election. It has simplified these processes for the employees and provided more actionable data for HR.
  • Integration with other applications allows our user data to be used by other applications that need it. We simply output a file with username and ID to other apps that require that info.
No photo available

Pricing Details

ADP TotalSource

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

Workday HCM

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