Workday Human Capital Management Reviews and Ratings

Rating: 8.1 out of 10

Score

8.1 out of 10

Reviews

133 Reviews

Workday Human Capital Management at its finest and keeps adding new features

Rating: 8 out of 10

Incentivized

April 25, 2026

Use Cases and Deployment Scope

We use Workday Human Capital Management for full cycle payroll, recruiting, learning, and business operations. We are constantly trying to automate things in Workday Human Capital Management, in order to more efficiently streamline the current processes. We are also getting ready to use the AI agent in Workday Human Capital Management, which will help tremendously with tickets going forward.

Pros

payroll
recruiting
talent
comp

Cons

reporting
training

Likelihood to Recommend

I think Workday Human Capital Management itself is a great platform to have. You have to really know Workday Human Capital Management though and get the training if it's offered. Otherwise, it's going to be a bit hard to understand it. They keep updating tenants and rolling out new features that just increase the platform and all of it's capabilities.

Verified User

Director in Human Resources (1001-5000 employees)

Vetted Review

7 years of experience

Workday review from large organization standpoint

Rating: 7 out of 10

Incentivized

February 5, 2026

Use Cases and Deployment Scope

Our organization uses Workday for human capital management including the absence, payroll, benefits, compensation, general HCM, recruiting and reporting product areas. We have begun developing 2 Workday Extend applications as well. Workday helps us to manage our data, find trends, and simplify processes for both employees, people leaders, HR and other stakeholders.

Pros

Business process customization
Custom organizations
Prism & Analytics

Cons

Security flexibility with roles
Make tasks/notifications more intuitive
Search terms

Likelihood to Recommend

Workday HCM is great for a fairly simple organization, especially one with an exempt population. Our organization has a large population of hourly in addition to exempt. Also it is best suited for organizations that don't require a lot of custom organizations, and from a security standpoint, can utilize standard Workday roles, especially those that are not intersection SGs as these limit capabilities.

Verified User

Program Manager in Information Technology (10,001+ employees)

Vetted Review

6 years of experience

User friendly with a lot of possibilities

Rating: 8 out of 10

Incentivized

November 25, 2025

Use Cases and Deployment Scope

We use it as our one "source of truth", which includes a lot of HR Processes and all employee life cycle processes and relevant information. Also we use it for HR reporting, Performance reviews, and Bonuses cycle.

An issue we're facing is the flexiility on reporting, and the organizations mangement (visiblity in Matrix organizations).

Our scope is approx. 1000 workers, for modules Recruitment, Compensation, Learning, Talent & Performance, HCM, and Absence.

Pros

Processes
Securities
Performance

Cons

Reporting

Likelihood to Recommend

Well suited for big organizations and for employee and manager self-service.

Less suited for reporting.

Sofia Poimenidou

HR System Specialist in Human Resources at Shimano Europe B.V. (501-1000 employees)

Vetted Review

4 years of experience

Workday HCM Review

Rating: 8 out of 10

Incentivized

July 11, 2025

Use Cases and Deployment Scope

We use Workday Human Capital Management to manage payroll and timekeeping to drive more efficient payroll processes.

Pros

It enhances the timekeeping across the country because different states have different timekeeping rules and it's very intuitive based on the state.

Cons

Still working on the functionality. I have not seen any errors at this time.

Likelihood to Recommend

It makes it more intuitive for our employees with ease of use and entering their time and seeing their pay.

Verified User

Consultant in Human Resources (10,001+ employees)

Vetted Review

Workday Human Capital Management Review

Rating: 10 out of 10

Incentivized

July 11, 2025

Use Cases and Deployment Scope

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.

Verified User

Director in Human Resources (10,001+ employees)

Vetted Review

1 year of experience

Good but could be better

Rating: 7 out of 10

Incentivized

July 1, 2025

Use Cases and Deployment Scope

In our organization, I use Workday Human Capital Management for benefits. I don’t think this is WD strong suit. I wish Workday Human Capital Management 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.

Pros

One stop shop
Integration

Cons

I think there is room for Better testing in Workday Human Capital Management
I think there is room for improvement in Workday Human Capital Management with Better understanding of benefits
Listen to your customers

Likelihood to Recommend

Verified User

Analyst in Human Resources (10,001+ employees)

Vetted Review

1 year of experience

Workday Human Capital Management for Scale!

Rating: 9 out of 10

Incentivized

May 27, 2024

Use Cases and Deployment Scope

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.

Verified User

Employee in Human Resources (10,001+ employees)

Vetted Review

3 years of experience

Full Service HRIS at your fingertips!!

Rating: 6 out of 10

Incentivized

May 18, 2024

Use Cases and Deployment Scope

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.

Verified User

Director in Human Resources (51-200 employees)

Vetted Review

3 years of experience

10+ years Workday experience by customer service associate perspective

Rating: 9 out of 10

Incentivized

May 18, 2024

Use Cases and Deployment Scope

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.

Verified User

Manager in Customer Service (1001-5000 employees)

Vetted Review

10 years of experience

Workday Human Capital Management can cover your Enterprise needs

Rating: 8 out of 10

Incentivized

May 16, 2024

Use Cases and Deployment Scope

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.

Verified User

Account Manager (5001-10,000 employees)

Vetted Review

7 years of experience

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Workday Human Capital Management Review

Rating: 10 out of 10

Incentivized

July 11, 2025

Use Cases and Deployment Scope

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

Verified User

Director in Human Resources (10,001+ employees)

Vetted Review

1 year of experience