Paycom supports HR and payroll with automated, employee-first technology that supports every stage of employment. Its single database enables seamless data management, to reduce errors, endless data entry and time-consuming administrative tasks.
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Workday HCM
Score 8.3 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.
In my opinion, Workday is more costly, more customizable, and is better for larger organizations. We just needed a more plug and play resource that could handle the number of employees we have at a cost that was more managable.
In my 23 year career in HR, I have used PeopleSoft, ADP, Ultipro, SAP, Workday, and Paycom. The first part of my career I used PeopleSoft, ADP, Ultipro, and SAP products. I then used Paycom for 8 years at 2 different organizations and really enjoyed its functionality and …
Paycom is more reliable compared to the ADP Enterprise HR, Paycom is more user-friendly and simple to use compared to ADP Enterprise HR. Paycom online feedback and customer reviews are also good compared to any other HR management software. Paycom is a reliable software you do …
Paycom stacks up well against the competition. My previous employers typically used ADP or Workday for their payroll services. The Paycom app and workday app are both intuitive and very user friendly. I would give Paycom a slight edge in the usability of its mobile application.
Paycom is available as a continuously connected phone app, [and] Workday is a heavyweight pc based application that is not cross-functional with a phone app.
No downtime or very little downtime during data refresh with Paycom, …
As an ATS provider, I prefer ClearCompany over Paycom. ClearCompany is more expensive, you pay for each recruiter license, but it's a sleek design that allows posting to seven main job boards along with company social media. If you are looking to save money, I will go with …
Workday HCM helps my organization better align our corporate strategy with defined objectives and KPIs while managing the performance of team members to deliver results. The user interface and time tracking capabilities of Workday HCM are also best-in-class. The Workday cloud …
Features
Paycom
Workday Human Capital Management
Human Resource Management
Comparison of Human Resource Management features of Product A and Product B
Paycom
8.1
419 Ratings
2% above category average
Workday Human Capital Management
8.3
96 Ratings
5% above category average
Employee demographic data
8.9380 Ratings
8.281 Ratings
Employment history
8.1366 Ratings
8.491 Ratings
Job profiles and administration
8.1367 Ratings
8.293 Ratings
Workflow for transfers, promotions, pay raises, etc.
7.8368 Ratings
8.988 Ratings
Organizational charting
7.8284 Ratings
9.187 Ratings
Organization and location management
8.1322 Ratings
8.684 Ratings
Compliance data (COBRA, OSHA, etc.)
8.0307 Ratings
6.759 Ratings
Payroll Management
Comparison of Payroll Management features of Product A and Product B
Paycom
8.4
430 Ratings
5% above category average
Workday Human Capital Management
8.7
80 Ratings
8% above category average
Pay calculation
9.0418 Ratings
8.268 Ratings
Support for external payroll vendors
6.447 Ratings
8.456 Ratings
Off-cycle/On-Demand payment
8.713 Ratings
9.718 Ratings
Benefit plan administration
8.3363 Ratings
8.163 Ratings
Direct deposit files
9.5417 Ratings
8.469 Ratings
Salary revision and increment management
8.3347 Ratings
8.966 Ratings
Reimbursement management
8.3236 Ratings
9.243 Ratings
Leave and Attendance Management
Comparison of Leave and Attendance Management features of Product A and Product B
Paycom
8.4
378 Ratings
4% above category average
Workday Human Capital Management
8.5
74 Ratings
5% above category average
Approval workflow
8.6361 Ratings
8.573 Ratings
Balance details
8.2360 Ratings
8.473 Ratings
Annual carry-forward and encashment
8.5301 Ratings
8.459 Ratings
Employee Self Service
Comparison of Employee Self Service features of Product A and Product B
Paycom
8.6
430 Ratings
6% above category average
Workday Human Capital Management
8.3
94 Ratings
2% above category average
View and generate pay and benefit information
9.1423 Ratings
8.883 Ratings
Update personal information
9.1426 Ratings
8.692 Ratings
View company policy documentation
8.2379 Ratings
7.673 Ratings
Employee recognition
8.4206 Ratings
7.857 Ratings
View job history
8.2341 Ratings
8.883 Ratings
Asset Management
Comparison of Asset Management features of Product A and Product B
Paycom
4.9
26 Ratings
47% below category average
Workday Human Capital Management
8.0
25 Ratings
1% above category average
Tracking of all physical assets
4.926 Ratings
8.025 Ratings
HR Reporting
Comparison of HR Reporting features of Product A and Product B
Paycom
7.2
372 Ratings
5% below category average
Workday Human Capital Management
8.2
78 Ratings
8% above category average
Report builder
8.0366 Ratings
8.674 Ratings
Pre-built reports
7.8362 Ratings
8.376 Ratings
Ability to combine HR data with external data
5.855 Ratings
7.664 Ratings
Onboarding
Comparison of Onboarding features of Product A and Product B
Paycom
8.3
369 Ratings
4% above category average
Workday Human Capital Management
8.4
56 Ratings
6% above category average
New hire portal
8.4366 Ratings
8.352 Ratings
Manager tracking tools
8.2318 Ratings
8.652 Ratings
Performance and Goals
Comparison of Performance and Goals features of Product A and Product B
Paycom
6.2
211 Ratings
26% below category average
Workday Human Capital Management
8.3
60 Ratings
3% above category average
Corporate goal setting
4.236 Ratings
8.650 Ratings
Individual goal setting
7.8198 Ratings
8.659 Ratings
Line-of sight-visibility
4.835 Ratings
7.651 Ratings
Performance tracking
7.7207 Ratings
8.558 Ratings
Performance Management
Comparison of Performance Management features of Product A and Product B
Paycom
7.9
264 Ratings
0% below category average
Workday Human Capital Management
8.7
63 Ratings
9% above category average
Performance plans
8.1244 Ratings
8.862 Ratings
Performance improvement plans
7.8229 Ratings
8.654 Ratings
Review status tracking
8.1237 Ratings
8.658 Ratings
Review reminders
8.1243 Ratings
8.958 Ratings
Multiple review frequency
7.7217 Ratings
8.751 Ratings
Succession Planning
Comparison of Succession Planning features of Product A and Product B
Paycom
6.8
34 Ratings
13% below category average
Workday Human Capital Management
7.7
40 Ratings
1% below category average
Create succession plans/pools
9.124 Ratings
9.134 Ratings
Candidate ranking
6.830 Ratings
7.235 Ratings
Candidate search
5.833 Ratings
7.838 Ratings
Candidate development
5.429 Ratings
6.737 Ratings
Recruiting / ATS
Comparison of Recruiting / ATS features of Product A and Product B
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.
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.
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.
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.
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.
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
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.
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
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.
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
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
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
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.
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.