Culture Amp is an employee engagement software offering with functionalities such as employee pulse survey, onboarding feedback collection, and analysis of employee feedback.
N/A
Workday HCM
Score 8.4 out of 10
N/A
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.
$100
per year per user
Pricing
Culture Amp
Workday Human Capital Management
Editions & Modules
No answers on this topic
No answers on this topic
Offerings
Pricing Offerings
Culture Amp
Workday HCM
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
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More Pricing Information
Community Pulse
Culture Amp
Workday Human Capital Management
Features
Culture Amp
Workday Human Capital Management
Human Resource Management
Comparison of Human Resource Management features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.3
96 Ratings
5% above category average
Employee demographic data
00 Ratings
8.281 Ratings
Employment history
00 Ratings
8.391 Ratings
Job profiles and administration
00 Ratings
8.193 Ratings
Workflow for transfers, promotions, pay raises, etc.
00 Ratings
8.988 Ratings
Organizational charting
00 Ratings
9.187 Ratings
Organization and location management
00 Ratings
8.684 Ratings
Compliance data (COBRA, OSHA, etc.)
00 Ratings
6.759 Ratings
Payroll Management
Comparison of Payroll Management features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.7
80 Ratings
8% above category average
Pay calculation
00 Ratings
8.268 Ratings
Support for external payroll vendors
00 Ratings
8.456 Ratings
Off-cycle/On-Demand payment
00 Ratings
9.718 Ratings
Benefit plan administration
00 Ratings
8.063 Ratings
Direct deposit files
00 Ratings
8.369 Ratings
Salary revision and increment management
00 Ratings
8.866 Ratings
Reimbursement management
00 Ratings
9.243 Ratings
Leave and Attendance Management
Comparison of Leave and Attendance Management features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.4
74 Ratings
4% above category average
Approval workflow
00 Ratings
8.573 Ratings
Balance details
00 Ratings
8.473 Ratings
Annual carry-forward and encashment
00 Ratings
8.359 Ratings
Employee Self Service
Comparison of Employee Self Service features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.3
94 Ratings
3% above category average
View and generate pay and benefit information
00 Ratings
8.883 Ratings
Update personal information
00 Ratings
8.592 Ratings
View company policy documentation
00 Ratings
7.573 Ratings
Employee recognition
00 Ratings
7.857 Ratings
View job history
00 Ratings
8.883 Ratings
Asset Management
Comparison of Asset Management features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.0
25 Ratings
0% above category average
Tracking of all physical assets
00 Ratings
8.025 Ratings
HR Reporting
Comparison of HR Reporting features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.2
78 Ratings
9% above category average
Report builder
00 Ratings
8.674 Ratings
Pre-built reports
00 Ratings
8.376 Ratings
Ability to combine HR data with external data
00 Ratings
7.664 Ratings
Onboarding
Comparison of Onboarding features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.4
56 Ratings
5% above category average
New hire portal
00 Ratings
8.352 Ratings
Manager tracking tools
00 Ratings
8.552 Ratings
Performance and Goals
Comparison of Performance and Goals features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.3
60 Ratings
4% above category average
Corporate goal setting
00 Ratings
8.650 Ratings
Individual goal setting
00 Ratings
8.659 Ratings
Line-of sight-visibility
00 Ratings
7.651 Ratings
Performance tracking
00 Ratings
8.458 Ratings
Performance Management
Comparison of Performance Management features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
8.7
63 Ratings
10% above category average
Performance plans
00 Ratings
8.762 Ratings
Performance improvement plans
00 Ratings
8.554 Ratings
Review status tracking
00 Ratings
8.658 Ratings
Review reminders
00 Ratings
8.958 Ratings
Multiple review frequency
00 Ratings
8.751 Ratings
Succession Planning
Comparison of Succession Planning features of Product A and Product B
Culture Amp
-
Ratings
Workday Human Capital Management
7.7
40 Ratings
1% below category average
Create succession plans/pools
00 Ratings
9.034 Ratings
Candidate ranking
00 Ratings
7.235 Ratings
Candidate search
00 Ratings
7.738 Ratings
Candidate development
00 Ratings
6.737 Ratings
Recruiting / ATS
Comparison of Recruiting / ATS features of Product A and Product B
Culture Amp is a great tool for employee surveys, and has been able to scale with us for 5+ years. It's customizable and helps provide rich data on how employees are feeling so that we can continue to use that feedback to improving our company culture quarter over quarter.
Workday human capital management is well suited for organizations to manage their employee records. It is also well suited for managing the employee's salary details, also the details of past salary changes, promotions, etc. It has options to keep track of employees' goals for the year, where they can keep track of their progress, and also managers can view the progress or share feedback. This is very helpful for tracking career progress and providing feedback. Other options, like training assigned to employees, can also be seen in Workday; users will get alerts by email for any new assignments or due assignments, etc.
The Culture Amp support team is unparalleled. They offer live chat support as well as office hours that you can attend for help on anything from technical issues to the best way to phrase a survey question. They are always willing to help and are experts in their field.
The report pages are very detailed and it's easy to view the data in a lot of different ways. This helps with more insightful analysis.
I love that you can benchmark your survey results to your industry/region; it helps a lot to give context to your results.
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.
They recently launched a text analytics feature but I think it still needs some work. I don't find the attributes of sentiment to comments to make complete sense. Text analytics are also not yet available for export so it makes it very difficult to share with others in presentations and reports outside of the system.
Currently they don't have the ability to set an automated file with and connect with an HRIS (at least not with Ultimate) so every time you want to refresh your users you have to upload a new file feed manually (which is pretty simple, it is just impossible to set the refresh on autopilot).
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
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
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.
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
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.
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
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
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.
Culture Amp is the first such tool I have used. I find it to be very well rounded and useful, especially since culture is one of the trickiest parts of a business to get a hold of as related to the bottom line. The fact that followup on goals and feedback can be done thanks to the platform is a very strong point.
Unfortunately, I do not recall the brands of the other human capital management software programs or tools I used at my current company or workplaces prior. I do think that is a testament to Workday with its strong branding and compelling features. I was not part of the selection process of Workday but have enjoyed my experience.
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
We use culture amp to measure engagement levels surrounding certain "standard" questions we ask on a recurring basis. this gives us a viable way to measure how we are doing overall in certain areas that are important to us.
The Diversity survey helped us pinpoint some areas were we could work on improving. This came out in comments from several users.
We have to keep in mind that comments are important, but sometimes it is just one person who is upset about one thing that does not affect anyone else. We must keep that in mind and set those aside. It is easy to get caught up in some of those comments.
Positive ROI, we were one of the first organizations that went with Workday HCM, and we received numerous discounts. Cloud systems are the way to go and we feel the system is stable for our growing work force.
The user conferences have been helpful to network and learn more deepness in the modules and functionality.
Right off the bat, our implementation costs were lower than budgeted and we had less 'billing' surprises.