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Workday HCM

Workday HCM

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.

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Recent Reviews

HCM for the Modern Age

8 out of 10
February 21, 2024
Incentivized
Workday HCM is currently being utilized to streamline and automate current manual processes as well as provide an ability to track our …
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Unlogical but it works

4 out of 10
February 01, 2024
Incentivized
I use Workday for managing candidates. Applications, contracts, checking information about managers. Job advert and all infomation about …
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Workday HCM Review

10 out of 10
September 21, 2023
Using Workday HCM, it is possible to gain a total image of the workforce for a user. Further, it helps to understand the total people …
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Workday for HRMS

7 out of 10
December 08, 2021
Incentivized
Workday is our organization's Human Resources application. We perform all the HR activities such as Personal Information view and update, …
Continue reading
Read all reviews

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

View all 48 features
  • Update personal information (88)
    8.1
    81%
  • Workflow for transfers, promotions, pay raises, etc. (84)
    7.9
    79%
  • Employment history (86)
    7.4
    74%
  • Job profiles and administration (88)
    7.3
    73%

Reviewer Pros & Cons

View all pros & cons
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Pricing

View all pricing

Entry-level set up fee?

  • No setup fee
For the latest information on pricing, visithttps://softwareconnect.com/human…

Offerings

  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services

Starting price (does not include set up fee)

  • $100 per year per user
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Features

Human Resource Management

Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.

7.6
Avg 7.8

Payroll Management

Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.

7.7
Avg 8.0

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
Avg 8.1

Employee Self Service

Employee portal allowing employees to view and update their personal information.

7.8
Avg 8.1

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.

6.8
Avg 7.7

HR Reporting

Pre-built and custom reports, and integration with external data.

7.7
Avg 7.6

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.

8.1
Avg 8.0

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

7.7
Avg 8.1

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

8.2
Avg 7.9

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
Avg 7.9

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
Avg 7.7
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Product Details

What is Workday HCM?

Workday Human Capital Management is built as a single system with a single source of data, single security model, and single user experience. Workday offers organizations a cloud-based system designed to evolve, to meet changing business needs today and into the future. The system also ensures that customers are always on the latest version with up-to-date capabilities, whether they’re using Workday on a browser or mobile device. Workday HCM is part of a single system with other Workday products including Workday Financial Management, Workday Payroll (for the U.S., Canada, France, and the UK), Workday Recruiting, Workday Learning, and Workday Planning.

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

Workday HCM Competitors

Workday HCM Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationApple iOS, Android

Frequently Asked Questions

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.

Workday HCM starts at $100.

Oracle Fusion Cloud HCM and SAP SuccessFactors are common alternatives for Workday HCM.

Reviewers rate Review reminders and Multiple review frequency and Company Website Posting highest, with a score of 8.4.

The most common users of Workday HCM are from Enterprises (1,001+ employees).
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Comparisons

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Reviews and Ratings

(588)

Attribute Ratings

Reviews

(1-22 of 22)
Companies can't remove reviews or game the system. Here's why
Score 9 out of 10
Vetted Review
Verified User
Incentivized
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.
  • 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
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.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
We Use WDHCM for HRM, BA, TM, Workforce BI, Recruiting, and Time Tracking. I believe the platform can do other capabilities, but we have not been using it since my tenure. Essentially, associates can help themselves manage their patients through PTO, healthcare, and other benefits, as well as track their employee progress via reviews and yearly touch bases.
  • 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 Human capital management works best when it is set and forget it. That is to say, if your org has done all the heavy lifting up front, scraped all data, and set up best practices and SOPs for the way HR is to be managed by a platform and then loaded these onto the platform, it works well. However, is transitions (from one ATS or platform over to this) or, if you had no real prep work done ahead of time, it could be done concurrent with implementing WDHRM - but I would highly not recommend that.
September 21, 2023

Workday HCM Review

Avinash Sistla | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Using Workday HCM, it is possible to gain a total image of the workforce for a user. Further, it helps to understand the total people cost, including its labor for work within the organisation andbenefits for quick assessments
  • Time Management
  • Recruitment
  • Onboarding
  • Payroll
  • Workforce Management
  • Messaging
  • Quick Calls
  • Feasibility
By far the best I have worked with in my HR career. Workday is not perfect, but it is the best HCM software that I have used. You can integrate almost every aspect of HR into one platform. The employee self service is easy to use.
Olivia Adhikary | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
At our organisation, we use Workday for internal communication, employee information systems, appreciation, and recognition. Workday applications: Workday has helped us tremendously to maintain coordination within the team and be able to communicate internal notes with each other. Workday has made Workforce management quite easy for us and we receive feedback from everyone that it keeps them engaged. In short Workday is like a Facebook for our internal team, it is fun and easy to use!
  • 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
Workforce Management : Workday has helped us tremendously here. We are able to create new profiles for new joinees, thus making onboarding quite easy. As we operate from two locations, Workday has helped in keeping internal communication within the team alive! Recognition : Managers are able to recognise their teams through Workday, this is quite encouraging for our folks, Recognition and appreciation is not limited to mangers and peer to peer recognition is something which we are still exploring Something that might help us in this area, is if there was an option to praise our peers directly, or assign points to them. I wish Workday had a proper rewards and recognition platform too! We would be willing to invest money into something like this.
Score 5 out of 10
Vetted Review
Verified User
I used this at my older workplace & it helped solve a heap of HR issues. Workday came at the right time.
  • 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 was suited to at few different situations. One of them being: - when I was a startup - it made sure everything was in place & to make sure everything was covered - When I was at a mid-size company, another system was already present & now it was time to change.
Logan Brecklin, PE | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Incentivized
Our entire organization uses Workday [Human Capital Management] to manage goal plans and achievement, hour tracking, pay stub information, organizational chart information, personal development plans and credentials, core job achievements, and year-end review information. It solves many problems for our employees, mainly a software that is accessible from anywhere that helps employees accurately track their hours and charge to appropriate work orders [and] allows information transfer between employees, Human Resources and company management.
  • 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.
Very well suited to provide a transparent, easy to use software that tracks employee information across a whole organization. Modifying information directly within the software can be cumbersome, but copying and pasting information into Workday [Human Capital Management] allows users to share information with HR and company management. It also provides an accurate count of time with ATC, pay stub information, changes in your personal contact information exported into other company software, and ways for you to display interest in other positions at the company (so when the position opens up, HR can reach out to you).
Score 9 out of 10
Vetted Review
Verified User
Incentivized
We implemented Workday Human Capital Management as a replacement for internal processes (Indeed posting, spreadsheets, etc.) that were ineffective and burdensome. We found that by implementing Workday HCM, we were able to streamline our processes, using their advanced technology, giving us time to spend with our employees, managing performance, having detailed records, and understanding what our shortfalls were.

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] [exceeds] our expectations! I don't have a lot to knock them for; however, there's always room for improvement. Some of the features seemed like they could use a revamp, and some of the customization issues were a little complex. Overall, customer service was exceptional. Their support team is phenomenal and quick to respond. I don't know of an industry that Workday wouldn't be a benefit.
Amanda Haskett | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Incentivized
Across the whole organization. All employees have some sort of access to Workday. We have those working directly in the recruiting payrolls etc., side of things. Others are using it to keep track of their on work benefits, time, growth and keeping in contact and knowing others throughout the organization.
  • Time tracking
  • Benefits
  • Recruiting
  • Communication
  • More user-friendly for employees
Workday is a great solution to companies that have employees spread amongst locations.. this gives an opportunity for continued growth and success as well as great information for said employees. It definitely makes it easier on those HR associates who are not housed in specific locations where employees need more assistance.
November 05, 2019

Workday HCM

Score 9 out of 10
Vetted Review
Verified User
Incentivized
It is used across the whole organization. It is simple and easy to use and very user friendly. It has a great user interface. You can customize the UI with options based on your needs. It's even more simple to access the data on your phone with their mobile application, which can be used/downloaded to Android, iPhone, etc.
  • 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
If you are looking for a simple, user-friendly human capital management tool, then Workday Human Capital Management tool is the right one for you. Users can also access the information using a user-friendly mobile application.
Score 9 out of 10
Vetted Review
Verified User
Incentivized
Workday Human Capital Management (WHCM) is being used across the organization in all departments. It really is an all-in-one solution from recruiting new talent, professional development, managing current employee data, and encouraging recognition for employee birthday and anniversary dates. We really do enjoy the benefits of this software solution.
  • 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.
It is a great human capital management solution.
Score 6 out of 10
Vetted Review
Verified User
Incentivized
Currently, Workday is used as our main system of record for HRIS and Payroll for our entire organization. We have been able to streamline our hiring process by switching to Workday.
  • 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 would be well-suited for larger organizations with more complexity. For smaller companies, it seems to have a lot of manual processes.
September 26, 2019

Workday HCM Review

Score 10 out of 10
Vetted Review
Verified User
Incentivized
Allows us to log personal contact and work data and also log all of our performance and goals from an incentive perspective. Quarterly goals can be logged and monitored and accessed and approved by managers. Each quarter we'll use HCM Workday to register our quarterly objectives and allow us as users to track them.
  • 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
Score 8 out of 10
Vetted Review
Verified User
Incentivized
Workday is being used for a variety of different things. It is used for human resources purposes, employment address verifications, and payroll purposes. It is great for hourly workers who need to clock in and out. There are options to see the amount of hours you've worked across the week and to compare it to the week before, or even other weeks worked. For employment address verifications, it helps the company almost have an address book of everyone that works there. Another great feature of Workday is you can upload seating arrangements so co-workers who are working together but have never met can find each other on the floor.
  • 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 is extremely well suited for any company that has many hourly paid workers. It is an extremely good application to use in order to keep track of hours for the employee and the employer. It may be less appropriate for companies that don't have so many hourly workers or companies that can't reap the other benefits, like the address book or requesting time off through Workday.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
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.
  • 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.
It is great from an org framework and PTO submission perspective. I also enjoy the B-Day feature so you can keep track of that as it relates to your direct reports. It was also nice that it had employee compensation for your direct reports. I did not like the expense reimbursement and goal portion of the program.
February 27, 2018

Workday can Work for you

Sarah Ruderman | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Incentivized
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.
  • 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.
Workday is well suited for basic employee management, time tracking, and payroll. Recruiting is a bit more difficult because of the many steps required in the process. In order to ensure that the system is as useful to you and your team as possible, I recommend making sure that you have a training for your employees about how to use it before they begin using the system. Once you get used to it, Workday HCM is simple! However, it can be confusing at first if you have never used it. I wouldn't say that this is a downside to the product though, as this is the case with any new technology or software system.
Score 9 out of 10
Vetted Review
Verified User
Incentivized
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.
  • 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.
This is a great tool for established companies who have fluid or rapidly changing policies they need to keep up to date. Also could be great for start ups that are quickly ramping up.
July 20, 2016

Workday Year One!

Isaac Dixon, PhD., SPHR | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Incentivized
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.
  • 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.
Is your team tech savvy enough to manage their end of the project? Do you have a project manager in your organization to keep things on time/track?
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?
Dale Tolley | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Workday is our new HRIS that has replaced SAP company-wide. We are using Workday as our system of record and strategic platform for performance management, hiring and onboarding, expense management and human capital management. With Workday, we streamlined our open enrollment process from last year, we've reduced the time it takes for HR business partners to support their customers, and we've reduced data entry errors significantly. Automating employee self service tasks has also freed up our HR team to address more strategic issues and perform fewer transactional tasks.
  • 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.
Workday is well suited for a company seeking to manage a large number of employees more efficiently. Ideally, an HR team will be large enough proportionately to the employee base, as Workday can be leveraged to manage more employees, but having a larger staff to support a larger group of employees is still essential.
Jeff Greening | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Reseller
N/A
  • 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.
Please note that this review was written by an Implementation Partner of Workday. The views and opinions expressed here are my own only and in no way represent the views, positions or opinions - expressed or implied - of my employer (present and past).

Score 5 out of 10
Vetted Review
Verified User
  • 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.
There is a really good Workday community of users. A lot of the time when you are looking for information, it is a good resource. You can submit feature requests that get voted upon. There’s an integration how-to, for the integration I wanted to do for the LMS. There are out of the box integration templates. One specifically for Cornerstone, Success Factors/Plateau, Wageworks. They are still not easy to configure, but a bulk of the work is done.
Score 9 out of 10
Vetted Review
Verified User
  • 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.
Score 9 out of 10
Vetted Review
Verified User
  • 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.
You need to have your eyes wide open around the expertise required in-house to support a continually evolving platform that does not have a lot of out of the box guidance.
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