It's basically like our ecosystem, all HRIS. It brings our talent, our performance management, it houses all of our HR data. So it brings all of that in one place, one space. And I think it helps. It makes everything easier, right? Because one click and you go in and you can see everything.
Pros
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.
Cons
What just launched recently was the people analytics and I think it's a phenomenal tool. What I would like to see, since it's been about what two weeks of me navigating through this, I wish I could drill down into the data a little bit more without having to go to our people services team to run a report for me to get the data that I need. What I love about the product is that it allows you to, without having to think about what should I be looking at, what am I taking back to the operators, the business partners, it automatically tells you these are the highlights, some of the things to think about. But if I could drill down into that to tell the story would be an outstanding thing.
Likelihood to Recommend
I would say it's well suited in every environment because I think it does so much. It's like the holy grail of HRIS systems is what I like to call it because thinking about all parts of the employee lifecycle, it lives here in Workday Human Capital Management. So I love the fact that you can do the people data analytics, you can store employee records, the talent acquisition pieces there. I'm thinking I can't think of anything negative right now except for the fact that I can't drill down into the data for the people analytics side. Other than that, I think it's literally, yeah, the holy grail of HRIS systems, I love it and I would highly recommend it.
I use hcm for benefits. I don’t think this is WD strong suit. I wish it was more customizable. I wish we could see the black box of code. I feel like you make a lot of mistakes and it takes you weeks to fix it.
We use Workday Human Capital Management as our ATS and HRIS. On the recruiting team we use Workday Human Capital Management to keep track of headcount, post job openings, internally and externally, track applicants and take candidates to offer/placement. As an employee we use Workday Human Capital Management to track time, benefits and enrollment and pay.
Pros
Time Track
Manage Applicants
Benefits
Cons
headcount management
duplicate candidate profiles
Likelihood to Recommend
Workday Human Capital Management works well to time track and track pay/details. It is easy to enroll in benefits and view benefits. Easily accessible and user friendly. I think Workday Human Capital Management is difficult in the realm of tracking applicants, headcount and job reqs. Workday Human Capital Management does not allow you to merge candidate profiles without being an admin. This causes confusion and takes more time.
We use WorkDay Human Capital Management for every day recruiting, onboarding, expenses, performance appraisals and are moving into timekeeping and payroll. It provides us a platform to register for learning opportunities within our organization as well as a "live" organizational chart so you can essentially learn all about the different departments and people that make up the company.
Pros
Organization chart
Onboarding platform
Expense reports
Cons
All features are not easily found, "print" in performance appraisals is in an odd spot
Software as a whole isn't necessarily intuitive and can take some getting use to; can be difficult for some users
Likelihood to Recommend
It is great that it is a full service HRIS system. I like having everything in one place... i.e. everything from onboarding and benefits all the way to expense reports. However, some of the features are not intuitive and you may have to go all the way back to home and through multiple steps to navigate to other areas and then back again.
Workday Human Capital Management is an internal profile management tool where associates are updating the work history similar to other job seeking platform. Associates can add projects, achievements , certifications etc. The alerts are helping to get notification for the job and recruiters have complete visibility about candidature. It helps to speed up the process and maintain end to end visibility.
It also helps to maintain performance, annual review and compensation records as well as all type of learning records.
Pros
Maintaining associates performance data
Seeking and applying for internal job postings
one stop solution for various type of learnings
Cons
I feel there should be option to add video recorded self introduction and career experience where recruiter can go through it to understand candidate before approaching him.
Likelihood to Recommend
it helped to apply internal and get visibility about application.
I use Workday Human Capital Management in many ways where I work. I use it for requesting time off, seeing time off from other colleagues, looking up coworkers info and their reporting structure, I file my expense reports through Workday Human Capital Management, I review open roles and also refer colleagues to open roles using Workday Human Capital Management. I also review my quarterly and annual conversation talking points, tracking goals and accomplishments.
Pros
Expense Reporting
Quarterly & Annual Goals & Initiative tracking
Job Referrals
Cons
Reporting on time off requests, because now, it's a very manual process.
Navigation when in Expense Reporting
Better defined processes in Expense Reporting that aren't always intuitive.
Likelihood to Recommend
I believe it's well suite for large organizations who need a large platform from which to do many things all within one area. While it may do even more that we don't use it for (I'm not sure), it seems to cover a wide range of features that covers most of our needs. It may be too much for a SMB customer, but again, I'm no expert.
I was using Zoho and other in house applications to managed the different department but post implementation of HCM module I am really got great productivity and results which I was looking for my organisation.
Initially my team wa confused between SF and Workday Human Capital Management but now everyone is very much satisfied.
Pros
Easy to manage the team and defining the KPI
Helped our organisation for a right transformation using change management Analytics
Globally Accepted.
Likelihood to Recommend
It is one of the kind application which help organisation to setup the right workforce with well defined KPI and KRAs
It also came as a saviour while you need global change management and acquisition.
I personally use Workday Human Capital Management for much of the reporting and analysis for our FP&A function. Workday Human Capital Management is used to manage all of our hiring and current employee information including all of the data that is utilized for our budgeting and planning. For my role, Workday Human Capital Management provides an automated and standardized process for employee data that can be transformed and loaded to our financial planning tool.
Pros
Reporting and Analysis
Employee Data (changing information, promotions, termination, etc.)
Open Positions (Tracking, Reporting, and Creation)
Cons
Additional Easily Reportable Data Fields (May be available but something we are not utilizing)
International Worker integration with Workday Payroll
Maybe some additional ways to report on positions
Likelihood to Recommend
I believe that Workday Human Capital Management is a great tool all the way around for any team that is already utilizing any of the Workday Platform products. It makes for a seamless way to view Worker data within the same tool that is used for accounting/finance. This is definitely a tool I would recommend to purchase all of the features for, such as Payroll, because without the full functionality of Workday Human Capital Management the product can prove to be difficult to use. However, with our organization we use the full capabilities and it makes our process seamless.
VU
Verified User
Manager in Information Technology (501-1000 employees)
I use Workday Human Capital Management for Human Resources, Timekeeping, Benefits and Payroll functions. I find this system to be user-friendly and it partners well with our Third Party partners for Payroll. It is refreshing to have a product that is a one stop shop for all my HR related needs and partners well with my TP.
Pros
Employee Records
Timekeeping
Payroll
Benefits Management
Cons
Document Cloud
Timekeeping
Some payroll functions
Likelihood to Recommend
Over the years my experience with the Workday Human Capital Management has increased based on my roles with my companies. This product is very user-friendly, right down to the employee experience. This is very important during the onboarding process.
