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.
- 8.3Off-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
(1-25 of 42)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
Workday works for you.
- Manage Time Off requests.
- Requisitions for new hires.
- Promotions and pay increase.
- Data Changes
- Full Recruitment workflows
- The requisition and candidate flow can take a bit to get used to, there are some arrows to go to the next candidate that aren't in the best place for workflow.
- For our hourly employees that work in multi-departments where a rate change is required, there isn't a way to make that change in the inbox module. It would be great if this functionality was added for a more productive flow.
- Robust Search functions
- Security Groups are powerful
- business process creation for validation rules and flows
- The global search is way behind other software offerings
- While the reporting is powerful it is complicated
- Missing a simple way to upload data (EDI is powerful but a simple CSV option would be nice too)
Workday HCM is the best I've used so far!
- The flow between HCM and payroll
- Ease of use
- Reporting
- Security can be complicated
- no search on inbox or notifications
Maybe not so much for smaller employees in one or two states, or a start up with few employees.
Workday for HRMS
- Detailed Functionalities for HR Activities
- In-app and email Notifications for activities pending
- SSO logins for employees
- Neat looking UI
- Absence Management is very well defined
- Search option is really difficult for some fields LOVs
- Errors are not very clear sometimes and not easily understood how to resolve the same
- No back button on pages are really a letdown
- Notifications kept showing even after read (for weeks)
Workday streamlines my "work day" experience!
- Streamlined platform that is useful across multiple business units
- User-friendly dashboard
- Excellent integration for financial and human resources-related tasks
- The search tool could always use improvement
- Time off balance can be confusing
- More integrations could be useful
Flexible, Customizable and Intuitive
- Groups employees in management hierarchies and creates Org Charts that are easy to navigate and allow for visualizing management chains regardless of employee locations
- Intuitive and easy to use. The Workday search functionality works very much like Google; one can search for anything that they have access to in the database and drill down into the various details. All information is connected through hyperlinks and users can easily keep digging into the details for as far as their security access would take them.
- Tasks such as to do, review or approve items are sent to the user's Workday Inbox, very much resembling email. Notifications about outstanding "to do" items are also sent to each the user's work email address on a daily basis.
- Language translations of custom data fields and business processes across different modules are not available and each client has to maintain these on their own. This can significantly challenge system adoption and utilization, in countries where English is a second language.
- Limited ability to customize system generated error messages (often heavy of technical jargon) leads to inability for the end user to self-service in resolving simple transactional issues and causes a high volume of escalations to the system support team.
- Inability for the system to handle multiple transactions with the same effective date and determine what would be the most up to date information based on the timestamp of each transaction. This creates a constant need for data corrections, cancellations or rescinding of transactions to accommodate entry of additional information effective dated on the same day or users have to future date transactions to avoid conflict.
Amazing all-in-one software
- Performance Tracking
- Compensation
- Time Off
- User Friendly
- Clean Design
- Seamless
- It's only useful if your manager and other co-workers adopt it too, otherwise, it'll be lacking data/functionality.
- Sometimes some forms or information isn't where you'd think it is, intuitively, so you have to go on a bit of a hunt for it.
- I frequently get errors or have access issues with small things that are frustrating. You might reload the page and it'll work which is a bit annoying.
Workday for a scaling company
- Organize People Data
- Scale with the company
- Grow internationally
- Customization
- Expansive use cases
- It's complex to build, which can lead to downstream complications as you continue to build.
- The performance module was not customizable in a way to perfectly fit our needs.
- Various integrations add increased complexity.
Given high costs and high complexity to setup/change, I would not recommend for SMB clients.
- It's really easy to see my pay and how much I have been paid over time and where the different parts of my paycheck are going in regards to taxes, social security, 401k, etc.
- Easy to give feedback to colleagues within the platform.
- The search functionality is pretty bad. I'd love to be able to search for specific documents and have the search functionality bring them up (W2, April 2020 payslips). But it doesn't currently seem to recognize almost any search query
- Its really hard to tell how the categories were created. For example if I want to find my W2 why is it hidden under Pay -> Tax documents but its not hidden under personal information -> worker documents. If your search functionality worked this would be less annoying.
- The way you choose to collapse certain items is odd. Like in "personal information" there are 5 items shown up front and then it says "More (2)." The items are small, there is no reason to cut them off after only 5.
Like the Workday features we use - wish there were more!
- PTO requests and viewing is very quick and easy.
- Useful to see where people sit in our organization and to find someone's manager if necessary,
- Workday also contains useful contact info like cell phone if you need that in an emergency.
- We use separate systems for pay stubs / benefit allocation as well as managing HR plans. Would be great if Workday could handle all of these things well.
- This may be our setup, but I am unable to pull useful reports which I want to use to analyze headcount & capacity. This may be just how we set up access.
Human Capital - Make it work for you!
It addresses onboarding, compensation, reviews, PTO tracking, personnel employee work life. Workflows are set up for supervisors and managers to approve changes. Employees go in and put in their goals and annual reviews, which go back to the managers for their part. All gets completed, approved and submitted in the application.
- Onboarding.
- Promotions and increases.
- Tracking of the employee life cycle.
- Tax forms - want to be able to house state tax forms for employees to fill out at the same time as FWT - W4, without having to purchase the payroll module.
- PTO - ability to grant time over 10 months and prorate time-based on hire date.
- Be more user-friendly. Example direct deposit set up is extremely burdensome. The system is not intuitive.
- PTO - be able to see your entire direct reports and their reports time for the year at a glance!
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.
- Keeps you on track.
- Upload document in the same UI.
- User-friendly.
- Interactivity.
- Lots of hidden functionality.
- It could be overwhelming at first.
I think it less suited for sales aspects, whenever you want to enter goal and attainment. It should stay focused on HR tasks.
Great product that simplifies all HR functions!
- Single repository for all HR information that is easy to search.
- Provides interactive org charts that allow you to drill up and down easily to see the entire chain of command.
- Provides easy access to your data and the ability to update information and interact with HR in a secure/contained environment.
- The interface is not intuitive and it is hard to navigate. I find that often make several extra clicks trying to find where I should be.
- The performance review function is also not intuitive. The text appears to be grayed out, you have to edit each section and then move on. Overall it is not easy to walk through the process and is confusing.
- The annual benefits enrollment is also not easy to navigate and understand. There are lots of clicks, lots of drop downs, and the required fields are not easy to spot.
Workday: A robust HRIS solution with aspirations for learning
- Robust reporting is a key feature of Workday which we leverage in a wide variety of ways to inform HR strategy
- As easy to use UX that provides for mobile device access is an attractive feature that has aided in end user adoption
- Workflow management is important as we build out various HR processes for our employee audience (i.e. benefits selection, performance reviews, etc.)
- While the reporting facility is robust, the look and feel of exported reports could use some work to make them more visually appealing
- The ability to leverage QR codes to directly access a process or task using a smartphone would be a nice addition
- The learning management features are not yet extensive enough for adoption by organizations who deploy learning in an extended enterprise
Consider the benefits of Workday HCM to gain more control
- Since it is cloud based, it does not have version control issues (e.g. get 10 years behind on versions that are no longer supported), or the need for constant upgrades. This is completed behind the scenes.
- The flexibility of Workday HCM implementation and then taking it to day to day operations was superior. You can then blow and out and start using other system cababilities when ready.
- To enter the system, we must use multi-factor authentication for additional security of employee data. A user downloads their reports and then they are shown in their archive of work transactions and history.
- To me, it did not have enough user guides or they were just lacking so you had to wing it. Sophisticated users appreciate the effort a software developer and provider has in making complete user guides. Makes it complete and comprehensive.
- I was expecting to see contact help by hovering over certain sections of the screens but did not see this, kind of surprised it was missing.
- I tried to cascade my performance goals to my team but they all duplicated, no idea why and our HR IT team could not figure it out. Appeared to be a hierarchy set up issue.
End user Perspective on Workday HSM
- Its does a very good job of managing paid time off requests and paid time off calendars. The submission and approval process is very streamlined and understandable.
- The payroll system seems very adequate as well. I only see it from the perspective of getting my paystub, But it is easy to read
- Seems like it has a plethora of functionality that we haven't even started to utilize yet.
- As an end user that really only uses what functionaility is delivered, it is hard for me to comment on the cons of this software. It is possible that it does not have cons, but it is far more likely that they simply have not deployed the software for areas that it is less capable at handling.
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
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 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.
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.