Overview
What is Workday HCM?
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.
Great Partners...
HCM for the Modern Age
Workday works for you.
Unlogical but it works
It's a solid solution, one of several you should try.
Workday Human Capital Management - A Solid choice for enterprise users
Workday HCM Review
All in one, for all users alike.
Workday HCM is the best I've used so far!
Fun, Easy to Use Solution for HR!
Overall great with all in one solution and easy to use.
Workday - The best way to manage people!
Fully align and develop your workforce with Workday's best-in-class skills and performance management platform
Workday for HRMS
How Workday HCM Differs From Its Competitors
AI Tools
Flexibility
Flexibility
Flexibility
Awards
Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards
Popular Features
- Update personal information (88)8.181%
- Workflow for transfers, promotions, pay raises, etc. (84)7.979%
- Employment history (86)7.474%
- Job profiles and administration (88)7.373%
Reviewer Pros & Cons
Pricing
Entry-level set up fee?
- No setup fee
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Starting price (does not include set up fee)
- $100 per year per user
Features
Human Resource Management
Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.
- 8Employee demographic data(77) Ratings
Administrators have the ability to enter detailed demographic data for each employee.
- 7.4Employment history(86) Ratings
Employment history is the ability to track previous positions held.
- 7.3Job profiles and administration(88) Ratings
Job profiles and descriptions can be created and edited.
- 7.9Workflow for transfers, promotions, pay raises, etc.(84) Ratings
Employee move workflow provides the ability to move employees to different positions and apply pay raises.
- 8.2Organizational charting(83) Ratings
Organizational charting is the ability to create hierarchical charts.
- 7.8Organization and location management(81) Ratings
Organization and location management allows employees to be managed across multiple geographical locations.
- 6.9Compliance data (COBRA, OSHA, etc.)(56) Ratings
Compliance capabilities ensure full compliance with federal workplace regulations by capturing required data in central database.
Payroll Management
Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.
- 7.4Pay calculation(65) Ratings
Pay calculation provides for computation of employee pay with state and federal deductions.
- 7.5Support for external payroll vendors(53) Ratings
Support for external payroll vendors is the ability to integrate with 3rd-party payroll services.
- 8.2Off-cycle/On-Demand payment(15) Ratings
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
- 7Benefit plan administration(60) Ratings
Benefit plan administration is administration of health insurance plans and 401k plans, and other benefits.
- 7.4Direct deposit files(66) Ratings
Direct deposit is the ability to electronically transfer pay to an employee’s personal bank account.
- 8Salary revision and increment management(63) Ratings
Salary revision is the ability to modify individual employee pay.
- 8.3Reimbursement management(39) Ratings
Reimbursement management provides cash reimbursement for employee expenses related to business travel or other.
Leave and Attendance Management
Streamlines communication between HR and employees and facilitates efficient management of employee leave including requisitions, approvals, balance calculation, and annual carry-forward.
- 8.3Approval workflow(69) Ratings
Approval workflow is the process for approving employee paid time-off requests.
- 8.2Balance details(69) Ratings
Balance details is automatic updating of paid time-off balance to reflect time taken.
- 7.4Annual carry-forward and encashment(56) Ratings
Annual carry-forward and encashment enables unused paid time-off days to be carried forward to new year, or paid in cash.
Employee Self Service
Employee portal allowing employees to view and update their personal information.
- 8.2View and generate pay and benefit information(79) Ratings
Employees can view pay and benefit data and print pay stubs.
- 8.1Update personal information(88) Ratings
Employees can update personal profile with change of address, dependents, or other personal data.
- 7.1View company policy documentation(69) Ratings
Employees can review company handbook, and corporate policy documents.
- 7.4Employee recognition(55) Ratings
thank a team member
- 8.2View job history(79) Ratings
Employees can view all positions held at the company.
Asset Management
Maintaining a record of assets such as laptops, pagers, cell phones, etc. issued to employees. Record typically includes asset type, number, serial number and date of issuance.
- 6.8Tracking of all physical assets(23) Ratings
Tracking of track laptops, pagers, phones, and other company equipment.
HR Reporting
Pre-built and custom reports, and integration with external data.
- 8.1Report builder(72) Ratings
Report builder allows custom reports to be created using a GUI.
- 7.8Pre-built reports(74) Ratings
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
- 7.2Ability to combine HR data with external data(62) Ratings
Ability to bring data from external systems like CRM and combine with HR data.
Onboarding
Employee onboarding is the process of orienting new hires to the social and performance aspects of their jobs so that they are able to function in their new roles as quickly as possible.
- 8.2New hire portal(50) Ratings
New hire portal eliminates printing and mailing with a personalized portal of all required reading, corporate information, and all forms and other paperwork, online.
- 8Manager tracking tools(50) Ratings
Tracking tools allow hiring managers to check status on individual hires for all onboarding activities.
Performance and Goals
Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.
- 8Corporate goal setting(47) Ratings
Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.
- 8Individual goal setting(56) Ratings
Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.
- 7.1Line-of sight-visibility(49) Ratings
Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.
- 7.8Performance tracking(55) Ratings
Performance tracking allows managers to track individual progress against goals as a component of overall performance.
Performance Management
Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.
- 8.2Performance plans(59) Ratings
Supervisors have ability to build individual performance plans including, goals, competencies, etc..
- 7.9Performance improvement plans(51) Ratings
Supervisors can track disciplinary actions such as performance improvement plans.
- 8.2Review status tracking(55) Ratings
Supervisors can monitor and track review status completion with dashboard showing milestones and status.
- 8.4Review reminders(55) Ratings
System can generate reminders to ensure review completion timeliness.
- 8.4Multiple review frequency(49) Ratings
System supports multiple review types including annual, quarterly mid-year and anniversary reviews.
Succession Planning
Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.
- 7.7Create succession plans/pools(32) Ratings
Managers can create and manage pools of potentially high-performing individuals.
- 6.6Candidate ranking(33) Ratings
Candidate readiness for key business positions can be ranked and assessed.
- 7.3Candidate search(35) Ratings
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
- 6.6Candidate development(34) Ratings
Candidate development is the ability to assign learning and development goals.
Recruiting / ATS
Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.
- 8.2Job Requisition Management(42) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 8.4Company Website Posting(35) Ratings
Software allows postings to be displayed on the company website
- 8.1Publish to Social Media(31) Ratings
Software provides ability to publish postings to social media sites
- 8.4Job Search Site Posting(36) Ratings
Software provides ability to publish postings to top job search sites
- 7Duplicate Candidate Prevention(35) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 7.7Applicant Tracking(36) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 8.3Notifications and Alerts(40) Ratings
Notifications and reminders inform you of tasks to be completed
Product Details
- About
- Competitors
- Tech Details
- FAQs
What is Workday HCM?
Key product areas:
- Human Resource Management
- Organization Management
- Business Process Management
- Reporting and Analytics
- Employee and Manager Self-Service
- Absence Management
- Benefits Administration
- ACA Management
- Compensation Management
- Performance and Goal Management
- Talent Management
- Survey Framework
- Contingent Labor Management
Workday HCM Features
Human Resource Management Features
- Supported: Employee demographic data
- Supported: Employment history
- Supported: Job profiles and administration
- Supported: Workflow for transfers, promotions, pay raises, etc.
- Supported: Benefits information
- Supported: Organizational charting
- Supported: Organization and location management
- Supported: Compliance data (COBRA, OSHA, etc.)
Payroll Management Features
- Supported: Pay calculation
- Supported: Support for external payroll vendors
- Supported: Off-cycle/On-Demand payment
- Supported: Payroll history for each employee
- Supported: Benefit plan administration
- Supported: Direct deposit files
- Supported: Payroll tracking and auditing
- Supported: Salary revision and increment management
- Supported: Reimbursement management
- Supported: Statutory form management
Leave and Attendance Management Features
- Supported: Approval workflow
- Supported: Email notifications
- Supported: Balance details
- Supported: Travel absence management
- Supported: Annual carry-forward and encashment
Employee Self Service Features
- Supported: Employee login
- Supported: View and generate pay and benefit information
- Supported: Update personal information
- Supported: Request time off
- Supported: View job history
- Supported: View company policy documentation
- Supported: View company news and information
- Supported: Employee recognition
Asset Management Features
- Supported: Tracking of all physical assets
HR Reporting Features
- Supported: Report builder
- Supported: Pre-built reports
- Supported: Ability to combine HR data with external data
Integration with other HR capabilities Features
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by same vendor
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by different vendor
Performance Management Features
- Supported: Performance plans
- Supported: Performance improvement plans
- Supported: Review status tracking
- Supported: Review reminders
- Supported: Multiple review frequency
Succession Planning Features
- Supported: Create succession plans/pools
- Supported: Candidate ranking
- Supported: Candidate search
- Supported: Candidate development
Onboarding Features
- Supported: New hire portal
- Supported: Manager tracking tools
Performance and Goals Features
- Supported: Corporate goal setting
- Supported: Individual goal setting
- Supported: Line-of sight-visibility
- Supported: Performance tracking
Recruiting / ATS Features
- Supported: Job Requisition Management
- Supported: Company Website Posting
- Supported: Publish to Social Media
- Supported: Job Search Site Posting
- Supported: Duplicate Candidate Prevention
- Supported: Applicant Tracking
- Supported: Notifications and Alerts
Additional Features
- Supported: Reorganization Management
- Supported: Workforce Planning
Workday HCM Video
Workday HCM Competitors
- Oracle Fusion Cloud HCM
- SAP SuccessFactors
- Ultimate Software
Workday HCM Technical Details
Deployment Types | Software as a Service (SaaS), Cloud, or Web-Based |
---|---|
Operating Systems | Unspecified |
Mobile Application | Apple iOS, Android |
Frequently Asked Questions
Comparisons
Compare with
Reviews and Ratings
(588)Attribute Ratings
- 9Likelihood to Renew18 ratings
- 6.6Availability8 ratings
- 7.3Performance7 ratings
- 7Usability13 ratings
- 8Support Rating22 ratings
- 7Online Training7 ratings
- 9.6In-Person Training6 ratings
- 8Implementation Rating11 ratings
- 7.5Configurability2 ratings
- 7.3Product Scalability1 rating
- 8.2Ease of integration1 rating
- 5Vendor pre-sale1 rating
- 7Vendor post-sale1 rating
- 7.8Talent Management Features7 ratings
Reviews
(1-22 of 22)A Must Have in your Workday toolbelt
- Reporting and Analysis
- Employee Data (changing information, promotions, termination, etc.)
- Open Positions (Tracking, Reporting, and Creation)
- 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
It's a solid solution, one of several you should try.
- UI: the user interface is relatively intuitive.
- Robust HR functions on the cloud.
- Benefits tracking.
- Benefits tracking Accuracy.
- Included hands on support and product management.
Workday HCM Review
- Time Management
- Recruitment
- Onboarding
- Payroll
- Workforce Management
- Messaging
- Quick Calls
- Feasibility
Fun, Easy to Use Solution for HR!
- Recognition and Appreciation
- Internal Communication
- Workforce Management
- Recognition : I wish Workday invested in more badges
- Leaderboard : We have games within the organisation, A leaderboard would be nice to have
- Profile : Sometimes individual profiles have missing information. I wish there was a way to make a few fields mandatory
Workday - The best way to manage people!
- HR tracking.
- What compensation each employee gets.
- Super clean & easy to use.
- More integration.
- More countries to be introduced.
- Should be a global introduction to all companies.
Workday Human Capital Management Makes Me Want to Work All Day
- Makes it easy to charge specific work orders when tracking time.
- Accurately creates report for year-end reviews and goal tracking.
- Allows users to comment on ongoing work tasks that can be seen by management.
- Can use software to see how much time is left in vacation or sick banks.
- Allows users to quickly elect benefits for the next calendar year, with controls to prevent inadvertent benefit selection. Summarizes total premium cost.
- Sometimes time charge errors are hard to uncover, particularly when multiple hour submittals have not been saved.
- Adding, editing and deleting performance tasks can be difficult to manage.
- The mobile app can be easier to use than the web browser version.
Workday HCM is a must!
Additionally, we were able to attract additional candidates not captured using our spray and pray approach on Indeed/ZipRecruiter/etc. We found that the candidates from Workday HCM were far more qualified and met our expectations.
- Human Resource Management
- Reporting and Analytics
- Benefits Administration
- Workforce/Labor Management
- Talent Optimization
- Compliance Monitoring
- Employee Interface
- Time and Attendance
Workday Human Capital Management Review
- Time tracking
- Benefits
- Recruiting
- Communication
- More user-friendly for employees
Workday HCM
- Ease of use
- Cool user interface
- Customization based on your requirements
- Accessibility from all kinds/types of devices
- Could have more graphical interface in the UI
- Advanced options are hard to navigate
- Could have a tutorial on how to use
WHCM is the solution to provide all in one focus on your Human Talent and Manage for Success!
- Recruiter module works very well for posting jobs and designated job sites and then tracking potential candidates through the interviewing process, hiring, and onboarding.
- Performance module helps with tracking everything from goal setting, feedback, and performance one on one reviews.
- Daily pay and hour tracking to include vacation and holidays works very well and is easily accessible and seen by all employees.
- I would like to be able to see information on employees even when they have been terminated. Sometimes I need information but can't see it because an employee has been terminated in the system.
Workday HCM Review from a new user
- It easily displays a consolidated head count report.
- It eliminates a lot of the manual processes we were doing for new hire setup.
- Some of the business processes are not functionally set up correctly to work for our needs.
- The self-service features do not seem to be working appropriately as expected.
Workday HCM Review
- Objective and goal setting
- Use of emergency contacts
- Registration of Work tie company and period of employment
- The main user interface can feel a little clunky.
- The way you choose options from the drop-down boxes is a little confusing
Workday Human Capital Management Review
- Payroll -- showing the breakdown of each check. Workday helps keep everything extremely organized and makes it very easy for the reader to comprehend.
- Efficiency -- helps keep track of the number of hours people are working, and prevents employees from lying about the times they have come in and out.
- Helpful -- There is a section where you can have just your team and all their information, so you know who you are working closest with and the easiest way to reach them.
- There is no way to modify your time clocked in and out. For example if you are an hourly worker and you accidentally forget to clock in you are not able to fix this issue on your hour. You have to go to someone from human resources in order for the problem to be corrected.
Workday...the good and the bad!
- I think the org structure is particularly helpful, especially since it is not available anywhere else at our firm.
- PTO requests are fairly easy to submit and manage.
- I also enjoy the B-Day feature, especially in a Management role. This can be used to keep a good working culture.
- I don't enjoy the expense reimbursement piece of Workday. Previously I used Concur, and I thought that solution that was easier to Manage and less manual. I liked the expense dilution piece of the program, as you put more clients into the expense report, it would dilute the overall per head expense. I also thought inputting clients into Concur was a bit easier and much easier to pull up once submitted for future expense reports.
- I also didn't enjoy submitting goals on behalf of direct reports. It seemed like that piece of the program did not work at all. I submitted the expenses and they still seemed to be in a draft type mode. This was my least favorite piece of the program.
Workday can Work for you
- Time tracking-I like the ease of entering time worked and the time off request policies. That system works very well for my colleagues and I am able to revise entries and easily submit it to my supervisor.
- Organizing pay stubs and tax forms- The payroll feature has been useful to me, I like being able to go back and see past checks. I am also easily able to refer my employees to their pay stubs when they have a question about past compensation.
- Benefit Management- I am able to view my benefits at any time and make changes when necessary.
- The messaging features- the way that messages to other colleagues shows up is confusing because I cannot see what was written before the most recent message.
- The way that Workday HCM displays the "process" of an item (each step of a process such as termination of an employee) is not intuitive.
- The recruiting- this section could be simplified but overall it is not bad. My main complaint is that if candidates upload a Word document instead of PDF version of their supplemental documents the system does not allow you to preview that document. Instead, it automatically downloads the document to your computer. This is problematic when reviewing a large quantity of resumes because it takes up unnecessary space on my computer.
Great for interactive learners
- Customizable
- Easy to navigate
- Lots of demos and hands on learning
- While great for kinesistic learners may not be as compatible for other types of learners like auditory learners.
Workday Year One!
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.
- Onboarding: Putting everything related to an employee coming on board into one place makes it much easier for people to understand what is expected of them and for us to see what they have done and need to do.
- Benefits management: We did our first online enrollment a year ago and for the most part it went exceptionally well. Most of our employees had complained for sometime about the amount of paper they had to fill out for benefits enrollment each year and the previous system required navigating 10 screens to make a benefit change for one employee.
- Time Reporting and Attendance Tracking: This makes managing employee time and attendance much more accurate and likely to be reviewed by submitting managers. It also eliminated several hundred paper timesheets each month!
- The training modules have greatly improved these were the weakest items when we went live a year ago
- Greater assistance on the need for culture change in organizations. Many organizations think they are buying an appliance and they're not prepared for the amount of organizational change that will ensue.
- Getting Workday financials might have made the implementation of the payroll piece a bit easier. We are still writing interfaces with our GL because that is on the old system.
How well documented are your processes? If they are like most HR teams this is where you need to do quite a bit of work prior to getting into to Workday.
As I stated earlier change leading organizations will do well with the product. Change resistant environments will struggle as this product forces you to move more quickly than you are comfortable with.
Key question: When do we want to go live and what resources are we willing to put into the project?
Workday Reduces Cost, Reduces Risk and Increases Productivity at LANDesk Software, Inc.
- Intuitive system: employees who are even minimally tech savvy can find more than one way to complete the task they are trying to do by themselves.
- Customizable and flexible business processes: Workday has the ability to adapt to a changing workforce and changing processes and policies very easily.
- Cloud based: Employees can access Workday from any computer and complete processes we need them to in a timely manner, without having to be logged into our company network.
- User Experience/Layout: Many screens in Workday have several scroll bars that can make navigating Workday difficult.
- Creating and merging custom security groups is not an easy task from the client side of Workday. Having a diagnostic walkthrough solution for creating custom security would be helpful.
- While onboarding is beginning to function in Workday, there is not yet a seamless integration to bridge services from an Applicant Tracking System into Workday.
Runs like well-oiled machine.
- The application runs fast and the design make the application intuitive; very similar to your favorite consumer website. If you can use Google, Amazon, or Zappos; you can use Workday. The End User Experience is the best that I have seen in any HRMS or Financials software. There are several visual dashboards that have graphs/charts that you can even take action on by drilling into the data. The user interface is very simple, even for those not technical savvy. The ability to make a change (Related Action) of almost any data object on one screen is very impressive.
- Mobile - The mobile experience for iPad and iPhone is amazing. Development is done with the mantra, "mobile first" to give end users the best experience.
- Integrations - Workday has made it possible to leverage out-of-the-box integrations for many third party vendors using Cloud Connect technology. This makes it more of an exercise of mapping the data and making configurations as opposed to full blown development efforts. Workday also supports Big Data which is very attractive to companies.
- Audit Trail Functionality: A very intuitive audit trail feature that does not require setup. Every single transaction is tracked.
- The Community: The Workday Community listens to its customers - whether it is a customer asking for advice or a "how-to" question or it is submitting a new idea to be added in one of the two major feature releases (updates) a year. Workday also allows customers to post solutions (integration builds, how-to guides, reports, creative solutions) to the Solution Catalog that other customers can leverage. Through the Community Q&A Forums, customers can interact with other end users and even partner consultants to help with an issue.
- Two updates a year with minimal downtime. The updates take place during a weekend and with the last update, there was only about 4 hours and 7 minutes of downtime. Workday is continuously adding new features that can be turned on by the customer discretion and over the last few updates, Workday has added over 250 new features based on customer input alone from the Community Brainstorms.
- And finally, a single version across all customers is key in a real SaaS solution. Long gone are the days of asking another company what version they are on.
- One of the opportunities that I see as an Implementation Partner is to offer additional training for reporting. While the reporting tool, with proper knowledge transfer and training, can be easy to use - most customers do not have the time to focus on this during the original implementation. I would recommend that your implementation partner spend time with the Subject Matter Expert showing the basics of Reporting and assisting on writing a few key and critical reports to give adequate knowledge transfer. Take advantage of the BIRT Reporting tool. In addition, enable the various Dashboards for your management team and executives. .
- With the SaaS implementation, since everything is "documented" in the tenant; customers sometimes cannot adjust to less documentation. The documentation is typically no where close to traditional ERP Implementations that includes things like As-Is and To-Be process flows and the "implementation binder."
- Workday has moved to 2 updates a year, with that being said, customers have to update their internal training documents to adopt changes every 6 months that can be burdensome for some customers. Workday does provide customers an updated tenant 5 weeks in advance of the Update weekend in order to have adequate time to test and make any necessary changes to documentation.
- Security: Workday Security setup and configuration can be very complex. I would recommend that Security Administrators attend Workday Training during the initial deployment.
UI is great, but system management very difficult.
- The application interface is great. It is very user friendly from a user perspective.
- It presents organization charts in a very user friendly, dynamic way. It’s nice to have something that’s always up to date. Of course it’s dependent on business processes flowing data into HR for updating.
- System management is incredibly difficult. The software is based upon Business Objects which is well organized and quick, but not something I or I believe most people are familiar with. It is not your typical relational database. You cannot see data in the background and need to know where to go to find it. It is hence difficult to create reports and to enact integrations to other systems. It presents a lot of challenges.
- It is very expensive, and we typically have to pay outside consultants to do build outs. We typically contract with our support provider - OneSource VHR, based in Dallas. They are a Workday reseller and we bought Workday through them. Companies of a smaller size cannot buy direct from Workday.
- Security administration is relatively difficult. Sometimes things are locked down and you don’t know why one person cannot see something that another person can.
- The mass import tool is impossible to use. It relies heavily on reference IDs, which makes sense, but there are 3 different types of reference ID s and usage is not clear cut.
- It is not easy to do organizational changes.
Best HRIS system I have worked with.
- Best HRIS software that I have worked with, but it’s new and has growing pains.
- User interface is exceptionally good. Very user-friendly - easy to find data. UI features lots of cool things like org charts based on pictures with strong visual presentation. It’s a very dynamic interactive experience – appeals to a younger audience. Don’t have to keep opening new screens: application flows to proper next spot. Look and design is very Facebook-like, very "social media". You know what to do instinctively.
- The product is extremely flexible and robust.
- The application doesn’t have custom fields which is very inconvenient.
- Reporting tool is overly complex and cumbersome. Not at all standard but very proprietary. It takes a long time to figure it out. This was hard for the business to adapt to. Everyone wants to use it, but it’s too hard to figure it out without substantive training. We lock it down to those who have had training. Something more standard would have been better. Even after 1 year, we still struggle with this. Our outside consultant (One Source) designs reports for us, but this is very costly. During training, we saw an amazing reporting catalog, but this is not available to clients. We spend a lot of time trying to recreate.
- Sometimes seems that there was a disconnect between engineer and UI designer – different terms are used for the same thing. For example, “Employee type” is called worker subtype in report builder. “Job title” is “position title”. This took some time to uncover.
- Workday provides a quarterly update but does a poor job of letting us know what has changed. They tell us at a high level, but we still have to audit everything (e.g. data security) we don’t understand the impact of updates until after we have completed a detailed audit. They could provide audit tools but don’t. This process alone takes two weeks every quarter.
- Odd changes to interface with no real notification about why things have changed. We have to figure out how to do things in the new interface and then modify all our internal documentation.
Knocks it out of the park.
- For HRIS, it knocks it out of the park
- The interface/ usability are really good which is typically the biggest barrier to adoption
- It has a lot of configurability.
- Configurability can be Achilles heel. It is almost too configurable/flexible. That’s helpful though if you are a large company and can dedicate the resources. However, some areas are too technical for an HR person to understand. If your goal is to not have to build up IT you will find that even a small company has to provide technical support from IT.
- One of the challenges is finding stuff. There’s no manual. Even if you know what to do, you don’t know how to get there. We find ourselves having to call to get navigation assistance. There is no quick tip sheet and we have gone on all the training.
- The online help/FAQ library is poor. The guide to completion is missing. This is the missing link between using product and configuring product. If you enter an employee, they have to have role, job description, salary grade all in existence beforehand. There’s nothing that tells you that. Knowing the sequence of things is not explained anywhere. Also, for our integrations, if you want to integrate Active Directory, it turns out you also have to also give permission in the security profile. There are many layers of undocumented stuff. We used OneSource (the reseller) to implement who has also learned by doing. If you ask them a question, oftentimes you find they’ve not experienced it before.
- As a small business, you need recommendations for process. Endless configuration choices puts a lot of burden on the people who know the system. You need more of an out of the box configuration. A more turnkey approach would have been helpful for our size of company.
- Workday outsources <1000 seats to resellers.