Core HR vs Workday HCM

Likelihood to Recommend

No answer on this topic is available.

As a whole, the application does the HR management well. But where it falls terribly short is making it easier, quicker, and faster for managers to do common tasks, like managing performance objectives for an entire team. Sure, there is the "cascade" function to copy objectives down from manager to associate, but that's it. I can't look at the performance objectives across my entire team and update them. I can't even easily open links in new browser windows so I can see them side by side! They need to work on actually understanding what managers do regularly with some user research.

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Verified User

Manager in Customer Service

Printing Company, 1001-5000 employees

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Feature Rating Comparison

Core HR

Workday HCM

Employee demographic data

Employment history

Job profiles and administration

Workflow for transfers, promotions, pay raises, etc.

Organizational charting

Organization and location management

Compliance data (COBRA, OSHA, etc.)

Core HR

Workday HCM

Pay calculation

Benefit plan administration

Direct deposit files

Salary revision and increment management

Reimbursement management

Support for external payroll vendors

Off-cycle/On-Demand payment

Core HR

Workday HCM

Approval workflow

Balance details

Annual carry-forward and encashment

Core HR

Workday HCM

Update personal information

Employee recognition

View job history

View and generate pay and benefit information

View company policy documentation

Core HR

Workday HCM

Report builder

Pre-built reports

Ability to combine HR data with external data

Core HR

Workday HCM

New hire portal

Manager tracking tools

Core HR

Workday HCM

Performance plans

Performance improvement plans

Review status tracking

Review reminders

Multiple review frequency

Core HR

Workday HCM

Job Requisition Management

Applicant Tracking

Notifications and Alerts

Company Website Posting

Publish to Social Media

Job Search Site Posting

Duplicate Candidate Prevention

Core HR

Workday HCM

Tracking of all physical assets

Core HR

Workday HCM

Corporate goal setting

Individual goal setting

Line-of sight-visibility

Performance tracking

Core HR

Workday HCM

Create succession plans/pools

Candidate ranking

Candidate search

Candidate development

Pros

Core HR manages our PTO well. It allows users to access their accruals and requests.

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Genevieve (Genni) Lum Cheong-Brown

HRIS Manager

ePlus inc.Information Technology and Services, 1001-5000 employees

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Groups employees in management hierarchies and creates Org Charts that are easy to navigate and allow for visualizing management chains regardless of employee locations
Intuitive and easy to use. The Workday search functionality works very much like Google; one can search for anything that they have access to in the database and drill down into the various details. All information is connected through hyperlinks and users can easily keep digging into the details for as far as their security access would take them.
Tasks such as to do, review or approve items are sent to the user's Workday Inbox, very much resembling email. Notifications about outstanding "to do" items are also sent to each the user's work email address on a daily basis.

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Monika Ganeva

HR Technology Change Management and Training Lead

Indeed.comHealth, Wellness and Fitness, 1001-5000 employees

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Cons

I would love the ability for reviews to be deleted.

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Genevieve (Genni) Lum Cheong-Brown

HRIS Manager

ePlus inc.Information Technology and Services, 1001-5000 employees

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To me, it did not have enough user guides or they were just lacking so you had to wing it. Sophisticated users appreciate the effort a software developer and provider has in making complete user guides. Makes it complete and comprehensive.
I was expecting to see contact help by hovering over certain sections of the screens but did not see this, kind of surprised it was missing.
I tried to cascade my performance goals to my team but they all duplicated, no idea why and our HR IT team could not figure it out. Appeared to be a hierarchy set up issue.

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Verified User

Executive in Finance and Accounting

Higher Education Company, 10,001+ employees

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Likelihood to Renew

No score

No answers yet

No answers on this topic

Workday HCM 10.0

Based on 17 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

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Verified User

Analyst in Information Technology

Information Technology and Services Company, 10,001+ employees

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Usability

No score

No answers yet

No answers on this topic

Workday HCM 8.7

Based on 12 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

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Amanda Easton

Associate Director, Human Resources

SNL FinancialFinancial Services, 1001-5000 employees

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Reliability and Availability

No score

No answers yet

No answers on this topic

Workday HCM 10.0

Based on 18 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.

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Jeff Greening

Engagement Manager, Workday Implementations

MeteorixInformation Technology and Services, 51-200 employees

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Performance

No score

No answers yet

No answers on this topic

Workday HCM 10.0

Based on 16 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

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Jeff Greening

Engagement Manager, Workday Implementations

MeteorixInformation Technology and Services, 51-200 employees

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Support Rating

No score

No answers yet

No answers on this topic

Workday HCM 8.3

Based on 44 answers

Workday is still learning about the needs of higher education. I have seen rapid improvement in support and knowledge over the last year so am confident this will continue to improve. Overall however, I have found the Support Team to be extremely responsive and Workday offers the advantage of having support across several timezones so that we never wait more than a few hours for a response.

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Linda Buckley

Associate Director, Financial Applications

Georgetown UniversityHigher Education, 5001-10,000 employees

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In-Person Training

No score

No answers yet

No answers on this topic

Workday HCM 9.6

Based on 6 answers

Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult.
• Training scenarios are not very real

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Verified User

Analyst in Human Resources

Computer Software Company, 501-1000 employees

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Online Training

No score

No answers yet

No answers on this topic

Workday HCM 7.0

Based on 7 answers

I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training

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Verified User

Program Manager in Information Technology

Computer Software Company, 501-1000 employees

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Implementation Rating

No score

No answers yet

No answers on this topic

Workday HCM 10.0

Based on 36 answers

It was implemented before my joining the company. At my last company, we used Workday professional services.

Based upon my experience at my last company, I would rate the implementation experience an 8/10. There are different ways to set things up and we had different people telling us different things. It set us back a couple of times.

Regarding configuration advice, we could set things up where every manager has supervisory organizations, or have it financially based i.e. aligned to cost center/department. We chose the individual manager path and I think we should have chosen a department route. Going down the individual manager path, to maintain the information, we have to inactivate a supervisory org whenever a manager changes/leaves.

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Verified User

Analyst in Information Technology

Computer Software Company, 10,001+ employees

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Alternatives Considered

Core HR is not as robust and does not allow the same functionality but does provide similar functionality based on the size of our organization.

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Genevieve (Genni) Lum Cheong-Brown

HRIS Manager

ePlus inc.Information Technology and Services, 1001-5000 employees

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I believe [Workday Human Capital Management] is probably the industry benchmark of excellence and has features that can easily be customized to meet the needs of organizations. It has strong and knowledgeable account teams that work closely with customers to develop the most efficient solutions. I believe oracle systems come the closest but they aren't smart and the technology still needs to be developed further.

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Verified User

Team Lead in Manufacturing

Semiconductors Company, 10,001+ employees

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Scalability

No score

No answers yet

No answers on this topic

Workday HCM 10.0

Based on 2 answers

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

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Jeff Greening

Engagement Manager, Workday Implementations

MeteorixInformation Technology and Services, 51-200 employees

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Return on Investment

Still to new to determine.

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Genevieve (Genni) Lum Cheong-Brown

HRIS Manager

ePlus inc.Information Technology and Services, 1001-5000 employees

View all 1 answers on this topic

Gave us almost 4 hours per HR rep back on new hire day 1. We have a start date every 4 weeks and the manual entry of paperwork that was able to be eliminated with Workday has allowed us to put more HR reps in the classroom to aid with more important day 1 tasks.
Simplified search - the backend information is now housed in a simple database that allows me to pull with employee first or last name, or user ID.
We paid more for this solution, but we've seen a 33% increase in employee interaction since doing so.

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Zach Wasson

Regional Learning & Development Leader

Total Quality LogisticsTransportation/Trucking/Railroad, 1001-5000 employees

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Pricing Details

General

Free Trial

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Free/Freemium Version

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Premium Consulting/Integration Services

—

Entry-level set up fee?

Required

General

Free Trial

—

Free/Freemium Version

—

Premium Consulting/Integration Services

—

Entry-level set up fee?

No

Rating Summary

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM

Core HR

Workday HCM