Workday HCM Reviews

I use Workday as my HR system of record. All employees at my organization use it to view pay stubs, update biographical information, change tax elections, view historical tax forms, as our employee directory, etc.

I work for a non-profit program housed within the University of Southern California. The entire university uses Workday HCM. In my position, I use Workday HCM in two capacities. Firstly, I use it as an employee and secondly, as a supervisor of other employees. Workday HCM is used for many purposes including benefits, compensation and payroll, employee management, time tracking, hiring and on-boarding. One of the primary business problems Workday HCM enables us to solve is hiring. The system simplifies the hiring process by providing one central location for us to read resumes, respond to applicants, accept or reject candidates and onboard. It also allows for simply time tracking and vacation/ sick time management. Lastly, it solves the individual problem that many employees have of keeping track of paycheck stubs and tax forms; Workday HCM conveniently organizes those documents all in one place.

We use Workday HCM across the whole organization. It's a very simple to use program. I'm not sure on the implementation since I wasn't around for that portion, but the use is simple. We use HCM to manage our internal organization (promotions/transfers etc). I enjoy it because it does a great job of integrating payroll and position. We also get a good all up view of the organization.

We use workday for HRIS, payroll, benefits and performance evaluation across the organization. It helps to house all of these functions in one place as well as take care of some of the workload being employee self-serve.

Workday HCM is currently being utilized to streamline and automate current manual processes as well as provide an ability to track our employee's life cycles all within a single system. We use the Workday HCM for recruiting/onboarding, payrolling, talent management, and a plethora of other services. The primary business problem Workday HCM addresses is a single system to manage employee transactions

Workday is currently used across our entire company. Its primary use within my company is goal tracking, planning, and accountability. Large amounts of employee personal information is also stored there and used as a reference point for them. Workday is introduced to the employee on day one. The largest problem addressed by this program is making yearly/quarterly goals easily accessible, easy to update, and easy to share and reference with your team or supervisor.

Used HCM to track employee payment/compensation information, as well as information for incoming new hire employees. With new employees, we're able to easily and quickly find the applicants submitted materials to be evaluated with their job application. HCM also allows us to watch the time employees work and properly manage their payment and compensation. Then as new years come along, its effortless to provide an employee with their tax information.

We have converted our LMS over to Workday to house web-based training for the entire company. It is utilized for performance, benefits & compensation, tax information and all other HR functions across HR. Each individual in the organization has access and should use it daily. It does not affect business operations made daily, however the navigation of the system does influence the ease of access associates have to training material.

I am in the sales organization and we use it to do expenses, see payslips, see commissions, etc. I think that the rest of the organization uses it as well but I am not positive. It is extremely user-friendly and I am very satisfied with it.

Workday is currently used at our company for expense reimbursement, managing and submitting PTO requests, managing and creating yearly employee goals, and leveraging it for the organizational structure at the company (i.e. who works under whom etc.). It is being used across the entire organization.

One of the best things about this resource is how it makes it easy to enforce new and ever-changing company policies and processes. It helps to keep processes customizable per what your company needs.

It is being used across the entire organization because every employee uses it, and they can use it while being mobile. HR, finance, and leadership use it for a number of different functions but mainly in making business decisions. It enables their decision making by having a full understanding of their people.

Workday is used by the entire organization to track time off, post internal jobs, view incentives and enroll in benefits. It is a great one-stop-shop for employees to use for HR purposes. We recently moved our job postings into Workday and I have found it to be easier to view than the previous application.

The client implemented HCM, Time and Attendance two years ago, and will bring up Benefits this month.

Workday HCM was purchased to replace the HCM, benefits, compensation, and time-tracking modules of ADP WFN. Our organization had a low self-service user rate for both managers and individual contributors. In order, to be a more agile company it was imperative we had a system that allowed leaders and employees flexibility and ease of use to complete mundane HR tasks to more critical events, such as performance reviews and the annual focal point review.

Workday HCM is used across the entire organization and has also been used at one of my previous jobs with another company. This software is awesome for all HR and job management in one place. You can easily record goals, keep track of performance reviews, compensation, time off, and so much more. If you're ever wondering about a coworker's contact information or where they fall on the on the reporting chain, it's incredibly easy to look that up. I was at another company that didn't use Workday for things like performance reviews and tracking hours and it was an extremely archaic and slow system that was incredibly frustrating.

Since our implementation Workday has replaced a minimum of 6 different HR applications and streamlined countless processes. It is easy to use and from an administrator's perspective a dream to work with. I have over 20 years in the industry and I have never used a system that could address every situation that is thrown at it with ease. The employees love the intuitive design of the product and the consistency of the features across the modules.

It is used by all members of the organization for annual enrollment, as well as monitoring throughout the year. HR probably uses the software more extensively.

We use all the basic functions of Workday Human Capital Management and just recently added the payroll module. This replaced ADP. We are looking to also use the onboarding module and link to our SmartRecruiters ATS.

Workday is used across our organization. Employees use it for "self-service" such as entering their hours works, requesting vacation days, making benefit elections and viewing paystubs. Managers use it to view their teams, approve compensation and job changes, and hire and terminate employees. Human Resources uses it as our system of record for all employee data- personal information, job information, location, compensation, benefits. And we use it to run reports based on all of that data.

Workday is being used to track our employees by supervisors and cost centers. We are thinking about implementing the recruiting function and utilizing the analytics for recruiting purposes (past employers, universities, outside organization affiliations...) but have not purchased that function as of yet. Right now we use it for tracking when I think it could be used for so much more.

My organization implements Workday HCM for clients, ranging from mid-size to large enterprises (as Workday defined as "LDP" and "LE", respectively). It is almost always used across the client's entire organization. As an HCM platform, it is cloud based so there is no infrastructure required on the client side, and is widely considered user-friendly and intuitive. My main role is to design and build integrations for Workday to integrate with legacy systems that clients currently use or need to replace. In that aspect, Workday is fairly rigid in the sense that a lot of the integrations are pre-packaged for vendors. There are additional tools that allow more customization but Workday tries to focus on templates to accelerate implementation times.

Workday HCM is being utilized by virtually everyone in the firm. It has been implemented for dashboards, tracking, reporting, and increased business use function. However, all employees will be on-boarded through Workday. Their reviews will occur within Workday. Job changes as well as salary changes will occur within Workday. One time payments will be entered and approved in Workday. Benefit selections will be made by employees in Workday. Workflows (business processes) have been built to route to the appropriate team for approvals for each specific task. Several integrations are coming out of Workday, as this has become our record of source for the company. It integrates seamlessly with ADP Vantage, and I have also used it with ADP Enterprise version 5 (Ev5). The company has been able to gather additional information to make better informed business decisions, to thereby steer the company into the future.

We implemented Workday just over a year ago. We went from a largely paper based system and a old legacy system that was not really designed to support HR processes. Our implementation lasted approximately 8 months as the result of a great team from LC and our implementation partners at Meteorix. Workday is used to manage human capital transactions related to employee onboarding, benefit enrollment, time and attendance tracking and payroll. Moving from paper has helped us clean up and refine our reporting as well as our work processes too!

Employing Workday is as much about organizational change as it is anything else. Workday is best done in organizations where executive support and sponsorship are high. This also means that HR teams must develop better skills around project planning and management, data analysis as well as process improvement. This are not skills native to many HR professionals but there are lots of smart people with these skills who will be great assets to your HR team as they move to Workday.

It is also most important that your organization understand that Workday is where the world outside of your institution has already gone. At home, your employees are used to information being "pushed" to their mobile devices or desktops. They do not expect to have to call Amazon, file a request for information and wait to hear back. When they come to work and human capital management and other solutions work at glacial speed they find it frustrating.

The old "pull" model for getting information on longer fits the speed of organizational life. Workday increased our capacity to get things that really matter done by automating "transactional activity" so that my staff can spend time with faculty, staff and student employees helping them do things that are of greater value to them and the college. This is what Workday is about, making HR more strategically relevant both today and tomorrow.