|Employees on LinkedIn:||6,451|
David Duffield, former CEO of PeopleSoft, and Aneel Bhusri founded Workday in March 2005. The company went public in 2012. The Workday platform is fundamentally different to every other product in the category in that it is effectively an ERP platform with Financials in addition to Core HR functionality and talent management. It is a pure multi-tenant SaaS system and is a highly disruptive product in the large enterprise segment of the market, which has made significant waves. (Though the company has a total valuation of $14.91B and is seen as a leader in cloud HCM, stock prices have been somewhat inconsistent this year due to high costs and concerns about over-valuation of cloud businesses.) Originally, Workday was aimed at companies with 3,000 or more employees, but the vendor has since shifted its target market to include companies with 500 employees and up.
Workday is built for business users who need to be able to quickly adapt to organizational change. Through Workday's Business Process Framework, end-users can re-configure the system to account for things like acquisitions, divestitures, and mergers, without using code. Like Cornerstone, Ultimate Software, and other major players in the space, Workday is investing significantly in big data and predictive analytics for HR. For example, in July 2016, Workday announced plans to acquire Platfora (a Hadoop-based data preparation and visualization tool), which they consider part of their “tuck under” acquisition strategy. Workday will rewrite the technology into their own code base, in order to augment data visualization capabilities and provide the ability to pull in 3rd party data to Workday's machine learning layer. Currently, Workday's features in this area include predicting employee retention risk and recommending actions to offset potential flight on the HCM side. On the financials side, Workday's machine learning can help predict things like which customers are likely to be late with payments.
Based on user feedback, reviewer demographics, and buyer research patterns on TrustRadius, Workday is:
A good fit for: Enterprises in software and technology industries, that want strong mobile and employee self-service functionality, are comfortable with cloud technology (including things like reduced documentation/inability to customize the code), plan to use both Core HR and talent management capabilities from Workday, and do not need a complex payroll system
Most compared to: SuccessFactors Talent Solutions, Oracle PeopleSoft HCM and HCM Cloud, and UltiPro
Find detailed user ratings of Workday's HCM features, including many Core HR areas plus recruiting, onboarding, performance management, succession planning, and other talent management areas, here.
|Workday Pros||Workday Cons|
||Reporting can be difficult to understand
|Not customizable, but very configurable
||Deployment is time-consuming
||Platform is still developing
Workday is thrilled to see the validation of our 98% customer satisfaction rating reflected here in our user's reviews. But there is always more work to do.
To assist our customers, we created the Workday Community. Customers collaborate and share ideas between themselves and Workday, sign up for training, share report or business process definitions, consume information provided by the Workday Product teams, suggest and vote on product features, or sign up for one of the many available support channels such as “Review and Recommend”, “Office Hours”, and more.
Our stance has always been that customization eventually leads to customer issues, however, we appreciate the desire for deeper configuration and continue to make investments in this area.
While we're proud of the success of our four native payroll offerings, US, Canada, The UK, and France, we continue to make payroll a primary focus. We now deliver the Payroll Compliance Dashboard that not only informs customers of all regulatory updates, but prioritizes the information based on the employee population of each customer, placing the most relevant information right up front. We have also added two new integration templates for 3rd party providers, offering three integration options depending on the requirements of the destination system.
We have also begun evaluating our deployment strategy for various market segments and have identified opportunities for improvement. Our intention is to make the deployment as easy as possible for customers of all sizes. We are currently investing in updated methodology and tooling to achieve this goal.