Paycom vs. Workday Human Capital Management

So going back to our goals and mid-year reviews and everything, I do think that it is very helpful, especially when it comes to employees knowing the deadline, knowing the dashboard exactly where to go. I think being that they're all outlined perfectly, the one thing I would say is that we've gotten a lot of feedback from the employees would be, I'm not sure if it's the way that we set them up, but the goals, when they add in their comment and their specific goal, it kind of hides from them where they have to go to update progress and then view history to see the actual comment that they added because they would like to actually see it on their dashboard as soon as they open it. So it would just be that. I do think that they were happy about having that dashboard there. That way they can always go back to it throughout the year and making all the tracking their progress and everything has been great. So I definitely, that one is a good one for me.

Incentivized

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.

• Well, I say everything, absolutely everything. We had ADP prior to this and it was hard to go from the ADP Workforce Now to the ADP Workforce Manager and then the benefits piece of it. So it was wonky all throughout. With Paycom, it's a smooth transition. If I hire somebody in the applicant tracking portion of that, it moves it right into the manage people part of that. And then of course then goes right over into the time cards and things like that so I can toggle back and forth in between a timecard, oh wow. I need to go back and check their benefits. I can just click on their name, go back and click on their name, and it takes me right over and I can go to their form 13 I believe it is for benefits.
• I'm going to say there are no cons because every time we've had a product development suggestion, they've taken that very seriously and they have worked to create some workarounds for us to affect the change so that we can operate more efficiently. Then if they can't, it's still in product development, but they let us know, Hey, it's still in product development, we'll get back to you as soon as we can. And they keep us abreast. We meet with our payroll specialists every two weeks and she is always talking to us. And then we of course can always go to somebody higher than that, which we normally don't yet. We do have a representative, Adam Rosnick that he is always available to us anytime. So I don't have any cons.

Incentivized

• 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.

Incentivized

• So when we put somebody on leave, you have to be very careful because it asks for an end date. But if you put an end date, then you have the employee, it's already, he's not back yet, but you have an end date on the leave. So I think if you're putting somebody on leave, it shouldn't request the end date because then it's stamping the form three. Another thing is that sometimes maybe there's something wrong with the I-9 and we cannot reassign it. We have to assign a correction even though it's the first day of the employee, there's no way to remove it or fix it. We just have to process that correction. Sometimes I feel like the specialist is not very aware of the issues that may come up. They always have to check with their developers and we have to wait for an answer. So maybe more training for them. Sometimes we find the solution before we get it. Maybe more testing on their end to be more prepared when we reach out for questions.

• The web interface is awful
• Terrible, terrible, UI. No modern features like auto-save. I can't count the times I have lost work.
• Their UX team (if it even exists) must be aliens, because I can't see how humans would have come up with the UI conventions they have.
• Who creates a website application where you can't open stuff in multiple browser windows and tabs easily?

Incentivized

We've made the mistake of moving away from Paycom to a PEO which had made a lot of promises, that they could not keep. Less than a year after that transition, we returned to Paycom and are happier than ever.

Incentivized

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

Incentivized

Just because customer service is amazing if there's something we don't understand or if there's anything that doesn't work properly. Our person that we contact is amazing. And then there's those add-ons, like being in recruiting, the application comes in, there's add mention in the application now where my hiring managers can add mention me and say, hire this person, that kind of thing. The new upgrades, they're amazing.

Incentivized

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

Incentivized

They are very dependable and I have never experience any outages

Incentivized

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.

Yes, Paycom's performance is excellent, no issues.

Incentivized

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

Our TSR has been wonderful to work with. Every step of the
way he was quick to respond and answer any questions we had. I knew I could
reach him at any time (day or night) and he would be available to assist.
Implementing a new HRIS system is obviously a huge task and I contribute all
our success to our rep Kurt! Of course, with any implementation, there were
bumps along the way and issues. But I always knew we would work as a team to
get those issues figured out. Working in the Paycom system has been smooth and
easy to learn and I enjoy the employee self-service interface. Our managers
have had positive things to say and are all excited about the changes we have
been able to make to our organization due to Paycom being implemented.

Incentivized

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.

They were a sales person and not really a good trainer.

Incentivized

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

All the online training modules were short and straight to the point. Every module teach you how to use the system. If there is one thing they know how to do is training. We did implementation during the pandemic so all had to be done online or via zoom meetings.

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

Not at all satisfied it was a nightmare we spent over 8 months with the implementation team having issues after issues all related to the Puerto Rico regulations (half my employees are in Puerto Rico) and at the end we were moved over from the implementation team to the production team without all the issues being resolved

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.

I've used ADP, I've used Paycor, I've used Insperity powered by isolved. I would say biggest competitor being paid for just because I see a lot of similar features and systems, but I do feel like Paycom is more, it just has some added features that our staff in really when it comes to how they're being paid and just being aware of going back to that. I think it's Beti, the Beti system, the paycheck, my paycheck, I think it's in Paycom's Beti system. That's the highlight. That's going to be one of the biggest highlights of Paycom

Incentivized

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.

Incentivized

They are not able to meet our current needs

Incentivized

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

• Yeah, I think actually probably be all of the above. I'll say time saved is probably our biggest one. When we implemented the applicant tracking system, it took our recruiting timeline or our onboarding timeline rather from almost nine to 10 days down to about 36 hours. So we'll take that any day when we have the size that we have. So very exciting.

Incentivized

• 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.

Incentivized