Lattice is a People Success Platform that aims to bring together the tools, workflows,
and data needed to help business leaders develop engaged, high-performing
employees and winning cultures. By combining continuous performance
management, goal-setting, employee engagement, compensation management,
career development, and people analytics into one unified solution, Lattice helps HR,
People, and Operations teams develop insights that build enviable cultures and drive
impactful business…
$8
per month per user
Workday HCM
Score7.8 out of 10
N/A
Workday Human Capital Management is a cloud-native system offering a globally
consistent user experience. Workday HCM is part of an intelligent, unified system with other
Workday products.
N/A
Pricing
Lattice
Workday HCM
Editions & Modules
+ Engagement
$4
per month per user
+ Grow
$4
per month per user
Performance Management
$8
per month per user
OKRs & Goals
$8
per month per user
Performance Management + OKRs & Goals
$11
per month per user
No answers on this topic
Offerings
Pricing Offerings
Lattice
Workday HCM
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
Yes
No
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
All contracts billed annually.
Special enterprise pricing available for multi-product and volume purchases.
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More Pricing Information
Community Pulse
Lattice
Workday HCM
Considered Both Products
Lattice
No answer on this topic
Workday
Verified User
Chose Workday HCM
They are almost similar, to be honest. But because Workday was introduced to me first, I learned a lot from this software. Lattice comes close, but I think Workday was way easier to use.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
- Lattice is important infrastructure for orgs that are scaling quickly and need the ability to better administer talent and performance programs - Lattice saves HR teams soooo much time (from the AI agent who answers HR questions, to the automated onboarding and offboarding processes. - Lattice is not great for very small orgs that don't have growth plans. (Engagement surveys can't be anonymous if there are too few EEs, there is a minimum contract amount, and it's quite a lot of tool/system)
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Large organizations with extensive back-office support functions. With that in mind, WD is a great HCM system for mastering and controlling downstream data and providing strong support. Where WD falls short is the front-end user experience. If your intent is for the average Jane/Joe to use the system, you will find them frustrated or disappointed.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
I think what it does is not having worked on the side of talent acquisitions. Whenever we have a job interview, for example, you can go right there, you can put in everything in Workday Human Capital Management. If I need to go in and see what a coworker put in or notes all that, I can document everything there in Workday Human Capital Management. I think the other thing that makes it a lot easier is for performance management, goal setting. All these things can be done right there in the platform and it just makes it easier. So to store documents, I can do that. I mean it is like a one-stop shop all in one, so it's excellent.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
It is very user friendly and easy to navigate. The workflows make sense and I can easy find my reviews, feedback or performance information. I haven't had any issues with being confused or needing to read instructions on how to navigate the software, it was one of the more straightforward programs that I have worked with
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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
Lattice Support is not that good. We have had to have calls with them in the past and their product team did not have a lot of knowledge about their product. I believe they are able to provide a much better level of service and that would increase my likelihood to work with them again.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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.
Lattice is more fully featured than BambooHR on the performance management functionality. It allows greater customization and more capabilities. If your company is mid-sized or large, Lattice is the way to go. However, it does require having some staff dedicated to understanding the system and committed to managing it. TINYpulse was also an interesting offering with some benefits, but also not as fully featured as Lattice for a medium to large business.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Workday is an incomplete product, by this I mean it must work alongside other products and does not work by itself. Trying to make several different products work smoothly together becomes very challenging. As compared to ADP products, when purchased all together work very well all together. Also, ADP has extensive Training programs and extensive Customer Support. So ADP's products are far superior to Workday's products in my opinion.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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 have a workforce of 700, who largely have never had a performance review - since buying the module, it is holding the managers accountable to the process - no employee needs to be in the dark with how they're doing
The employees value the decreased time that it takes to perform their self-assessments - world's apart from the complicated system we had before in our HRIS provider.
The managers value the decreased time it takes to initiate/complete the employee review discussion process, as they now have a much more streamlined manner of doing so since partnering with Lattice
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
