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
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)7.272%
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.
- 7.2Job 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.
- 8.3Organizational charting(83) Ratings
Organizational charting is the ability to create hierarchical charts.
- 7.9Organization 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.
- 8.4Reimbursement 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
- 8.3View 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.
- 7.9Pre-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.
- 8.5Review 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
- 8.4Notifications 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
(587)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
(51-75 of 103)Workday Helps Hypergrowth Tech Company Scale!
- Consolidates all HR related information
- Leveraged for performance compensation planning
- Leveraged for benefits enrollment
- Leveraged for organizational hierarchy design
- Leveraged as headcount source of truth for actuals and forecast
- Clean and easy to use interface in comparison to other incumbents such as Oracle
- Lots of modules enables broad functionality -- from payroll, to headcount tracking, to benefits and compensation planning
- Easily connects to other critical tools such as Payroll, ATS, and the Financial Planning tool
- Product continues to evolve and get better
- Robust reporting functionality
- Pricing. Its expense comparative to other incumbents in the space
- Product maintenance / complexity appears to be high according to my IT team
- Identifying a solid implementation partner was a challenge
Simplify Your Process through Ease and Visibility
- Mobile Application - Simple and quick
- Easy to navigate
- Pay, vacation, sick, work history all in one spot
- Single sign on was tricky at the start
- Single sign-on makes it easy to log in without having to remember another username or password.
- Downloading PDF's of historical tax statements is convenient and intuitive.
- Giving "badges" to other employees as a thank you is easy and effective - makes it easy to review a list of badges received when performance review season is upon us.
- I'm not a big fan of the mobile app. I can't ever find what I'm looking for in there and end up having to go to the full website. I can't send badges from there (or figure out how to) for example, which seems like an obvious use case...
- I don't love the way performance reviews work in Workday. Getting the formatting right is difficult and the screen real estate I get to use for typing in comments or listing things is very limited.
A simpler employee management interface
- Employee compensation and benefits are also easy to view within HCM and issue to employees in the software.
- Easy to observe worker information and keep track of their working time.
- Easy to review job applications.
- Interface can be clunky at times.
- Would like to be able to pre-plan employee schedules and see conflicts.
Workday for HR
- Modern, visually inviting interface - easy to navigate with icons and a clean, simplistic layout.
- A cloud-based application that creates ease of access to content.
- The search feature is not streamlined with the content - making it less accessible
- Applications housed on personal pages are helpful and I encourage more customizable home screens
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.
Workday - useful, won't do everything
- Clean interface
- Easy to move people in organization
- Links with Pay/Benefits
- Would love to see an option in Workday to build out scheduling/forecasting. We have tried solving this issue using Humanity and now Pipkins. It would be great to have all this information in one place and not have to go to an external vendor. In the end we went with Pipkins and have been pleased. Humanity was a bust.
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 - Highly Recommend
- Employee goal tracking and setting
- Consolidation of HR related information
- Adding visibility to the hierarchy and set up of the organization
- Login ability can be rather "clunky" and un-intuitive
- For goal setting, the back and forth for approvals can be rather tedious at times
Workday pros and cons
- Reports - they are simple and you can add as much detail as you can think of
- Self-service address, payment info, benefits - frees up a lot of administrative work
- Layout - the layout is easy to use and makes sense
- I would like it to be less complicated when it comes to country or province specific requirements - I don't want to be able to choose another country unless I need to.
- Very difficult to use on cell phones
- An area to log conversations or memos
Workday Review
- Ease of use
- Everything in one place - manager can approve expenses fast as well
- Can see my profile from previous jobs within the company as well
- I really don't have any cons for Workday.
Workday Blows Away Anything in the Market!
- Analytics
- Reporting
- Self Service
- Financials
- Features
- Tax integrations
Workday makes work easy
- The mobile feature is superior. Little if any issues have been reported on this feature and it is very intuitive.
- The ability to manage different types of employees in unique situations is handled with simplicity and focus. There are enough options and customizations in the system to allow for various needs.
- Some of the processes are not necessarily easy to interpret, such as the difference in screens when looking at an overview of an employee. But, this comes with using the system.
Workday HCM Review
- Employees can easily track and manage their time off.
- Job postings are easy to see and apply to.
- Employees' benefits are accessible and easy to research in Workday.
- There is a lot of clicking around involved. Everything is a new window.
Workday provides more time to get work done.
- Offers a vast amount of stock reports that help meet HR Compliance needs.
- Mobile access, which allows employees to take ownership of updating their records.
- Workday's configurable model allows our organization to set up clear and efficient business processes to help create best practice processes for job changes, merit, bonus, and development.
- Workday should offer more training to new users through Workday Community that is basic in nature and not a part of the purchased training package.
- More flexibility for Company branding on subpages.
Nice Software
- Easy to follow during open enrollment
- Easy to review your elections at any point
- Allows a way to track your progress through the recruiting process
WorkDay vs. the rest
- Time tracking
- Work Flow, manager approval
- Interfacing with an external payroll system
- It takes a long time to run some of the reports, sometimes days.
- Limited number of data sources to selected from for report.
- Difficult to customize & add bolt on.
- Reduce IT budget
- HCM policy conforms to industry standards
- Fewer changes
Workday is the Best!!!
- The system is never down.
- Upgrades are effortless.
- There is a blog like site called community where Workday and users post topical questions and documentation about the tool that is second to none and the knowledge that is shared is AMAZING!!!
- Some additional report very advanced training options would be welcomed
I like Workday - I want more of it.
- Workday is visually appealing. I enjoy working in Workday.
- Workday is intuitive and guides you through the process.
- The administrators are able to fix problems quickly.
- Workday can be slow at times and will just shut down when overused.
- The permissions are not easily fixed manually.
- The trainers are not knowledgeable about the product and are not very helpful.
Workday makes my day easier, every day,
- Reporting- this is a huge aspect for me. I can customize reports and create my own "calculated fields" to quickly pull out any information from the system that I need. The reports can then be automated to run on a set schedule so they are there waiting for you when you need them.
- User friendly interface- our employees are using this system on a daily basis so it is important for it to be user friendly. I think Workday does a good job making their setup very intuitive and easy to use
- Community- Workday has a "community" website where other users post questions and answers. I have found it to be very helpful to get feedback from the Workday experts and other users.
- This is very specific, but I wish there was a way to search by a field and see which reports are using that field. For example, if I want to see how many direct reports each of our managers have. I know I have a field called "Number of Direct Reports" but I can't remember which reports I have used that field in, so I end up having to create a brand new report.
- I do wish some of the larger reports would run faster. I sometimes end up having to come back later to get the results.
- The formatting of email notifications could be better. They come in plain text emails which are hard to read.
- User-friendly, intuitive user interface - Most in the industry would agree it is one of the best user interfaces for HCM platforms.
- Integration Cloud - Pre-packaged, template-based, integrations are very efficient to implement with certain vendors, compared to traditional customized integrations that are built over and over for the same vendor.
- Integration Studio - A custom eclipsed-based tool that allows drag-and-drop components to build custom solutions for certain systems. Flexible, adaptable, and scalable.
- Platform Modules - Still a work in progress in areas outside of HCM. For example, the financial module was being pushed by Workday recently but not all modules are available compared to traditional platforms such as PeopleSoft.
- Integration Cloud - There is still much to be desired on the templates. Not all vendors have specific templates and there are some bugs associated with certain templates.
- Integration Studio - The tool is very time consuming and has a steep learning curve. It's not necessarily a Workday's problem as the tool has to compromise between simplicity to use and flexibility/adaptability.
Workday Works!
- Employee self-serve was hard culturally to get going but has reduced some of the tasks done by our payroll and admin groups.
- Not hard to train. Our users were able to grasp and use Workday fairly quickly.
- Time and attendance are much easier to track and maintain with Workday. Plus we are much more compliant.
- Updates to the system don't come as frequently as one would want.
- Although training is easy, the system is not intuitive, meaning you can't just turn it on and let folks learn on their own. There is a learning curve.
Workday HCM - When it's the best choice, when it's not.
- A lot of our HR staff needed to access the system on the move and since it is on the cloud, we can access it from anywhere. It increased the mobility of staff.
- Straight forward no-nonsense system that is intuitive enough for your non-tech savvy employees to grasp.
- Business Intelligence and reporting is pretty good. Not only does it offer a lot of detailed analysis but it also allows you to configure dashboards which are great for executive and managers to quickly check the status of subject areas.
- While the system is quite easy to use as an end user of most modules, even the most basic configuration and change would need expert help as there is very little documentation available to help you. The dependency on the implementation consultant is too much.
- New updates in system are not always thoroughly tested and it has at times broken our system. Although the fix provided was fast, it is advised to not directly jump when they provide the updates.
- If recruiting and onboarding is crucial to your organisation, it's better to look at an Oracle HCM implementation as there are a lot of integration issues with Workday Recruiting.
Workday - a winning solution for your HCM needs!
- The reporting analytics are truly fantastic! I have been able to gather any information I can dream up from its reporting capabilities. I currently have several reports running for new hires, terminations, LOAs, retro pay changes, a report that pulls specific documents in upload categories (terrific!), all employee payroll info for auditing payroll data, and so on. The only thing to remember is to pull reports based on effective dates and approval dates, which are considered two different options in Workday. If not, transactions can be missed.
- Working with my auditors is easier than ever! I just print off the new hire or termination business process flow. This documents each step of the process with a date, time stamp, as well as comments of the approver. I have had no push back on the information provided from Workday in an audit.
- The back button! In most data systems, there is a home key, or search button that has to be hit after clicking within an employee's file. In Workday, the back button can be hit in any screen to take you to the previous screen. It is wonderful!
- Workday allows the capability to drill down to the most minute detail. Simply by clicking on the item, with security permission permitting, it allows drilling down to each item within the system. This allows for truly learning the system, and learning the values of the selections being processed.
- Workday HCM does not have the functionality to hold state tax elections unless the payroll module is purchased. A workaround at my last company was to create a document category, and then have the employee upload the tax documents. A report was ran at payroll submission to pull these documents. The down side was that they then had to be manually processed into payroll. At my current company, the tax elections, both state and federal, are made in ADP - a business process is programmed within on-boarding that takes the employees outside of Workday to make these elections and then brings them back in to finish the on-boarding process. I'm sure Workday does this as a way to up-sell their product. However, it has resulted into a drawback and hindrance instead.
- At my last company, there were 13 US pay groups, with several hundred locations, cost centers, and so on. It would be great if Workday had the ability to limit the selection of cost centers and locations based on pay group. For example, for one company/pay group, there are only a certain number of valid locations and cost centers. However, Workday allowed any cost center or location to be chosen for the employee. This caused integration failures into ADP US and ADP Canada when invalid locations and cost centers were chosen.
- As Workday is the record of source, all allowances should be entered and approved in this system. In theory, it should flow to payroll from here, with the charge number, and then on to the GL. In my current company, many types of allowances are used with many different charge numbers. The charge numbers may not match the home department for the employee as the employees work on many different projects, and the allowances are subject to change based on the project. The charge numbers on the allowances could conceivably change each month for some employees. For one-time payments, a work around with work tags were able to be utilized in a customization field with the charge numbers so that the integrations from Workday would bring over both the one-time payment with the charge number. Allowances do not have that capability. This was a big problem for my current company, and one we are still working thru. It appears that a report will be downloaded from Workday from our data management team, and then input into FileMaker with the charge numbers from there. Then, an output will be sent to payroll. It is taking quite a bit of maneuvering and extra work. No one is very happy with our work around or the fact charge numbers could not be entered.