A Must Have in your Workday toolbelt
I personally use Workday Human Capital Management for much of the reporting and analysis for our FP&A function. Workday Human Capital …
Starting at $100 per year per user
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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.
Recent Reviews
How Workday HCM Differs From Its Competitors
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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
For the latest information on pricing, visithttps://softwareconnect.com/human…
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- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Starting price (does not include set up fee)
- $100 per year per user
Features
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- Tech Details
- FAQs
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:
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
- 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
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 highest, with a score of 8.5.
The most common users of Workday HCM are from Enterprises (1,001+ employees).
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(588)Attribute Ratings
Reviews
(1-4 of 4)Companies can't remove reviews or game the system. Here's why
October 22, 2015
Runs like well-oiled machine.
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.
90%
9.0
90%
9.0
90%
9.0
90%
9.0
80%
8.0
90%
9.0
N/A
N/A
94%
9.4
90%
9.0
90%
9.0
92.5%
9.3
87.14285714285714%
8.7
0
Typically, there are several roles on a Project and Post Go-Live as follows:
The Business Analyst is responsible for identifying data to be converted, cleansing data, validating the data conversion, testing business processes/configuration in Workday, and developing customer-specific training and documentation. They are responsible for providing functional knowledge and expertise on customer requirements such as HCM business processes, data mapping, jobs, organizations, compensation, performance setup, etc. They also escalate issues to the project manager that may impact the project timeline.
Integration Analysts are responsible for providing technical knowledge and expertise related to the customer's integration and data conversion requirements.
Workday Administrator/Support Contact is responsible for the Workday solution when it is in Production. They typically provide "Tier 1" support to the customer organization and serve as a point-of-contact for the Workday Production Support team. They coordinate and ensure updates are planned and executed properly.
Workday Application Security Administrator that is responsible for the Workday application and security once it is in production. They typically provide security configuration support to the customer organization, and serve as a point-of-contact for the Workday Production Support team. They look for ways to optimize and improve the use of configurable security.
The Business Analyst is responsible for identifying data to be converted, cleansing data, validating the data conversion, testing business processes/configuration in Workday, and developing customer-specific training and documentation. They are responsible for providing functional knowledge and expertise on customer requirements such as HCM business processes, data mapping, jobs, organizations, compensation, performance setup, etc. They also escalate issues to the project manager that may impact the project timeline.
Integration Analysts are responsible for providing technical knowledge and expertise related to the customer's integration and data conversion requirements.
Workday Administrator/Support Contact is responsible for the Workday solution when it is in Production. They typically provide "Tier 1" support to the customer organization and serve as a point-of-contact for the Workday Production Support team. They coordinate and ensure updates are planned and executed properly.
Workday Application Security Administrator that is responsible for the Workday application and security once it is in production. They typically provide security configuration support to the customer organization, and serve as a point-of-contact for the Workday Production Support team. They look for ways to optimize and improve the use of configurable security.
- Human Capital Management - including Staffing, Absence, Benefits, Performance, Compensation, and Development
- Payroll - manage payroll calculation rules, and pay employees according to their organizational, policy and reporting needs - integrate with 3rd Party Vendors for tax reporting
- Financial Management - Workday delivers all the core financial management processes including Financial Accounting and reporting, Resource Management, supplier accounts, customer accounts, cash management, and revenue accounts
- Global at the Core with many countries and translatable business objects
- Mobile, mobile, mobile
- N/A
- Many customers are now considering implementing Recruiting
My previous experience was with Oracle E-Business Suite HRMS and Payroll (11i and R12).
- Product Features
- Product Usability
- Product Reputation
- Vendor Reputation
- Analyst Reports
N/A
N/A
- Don't know
N/A
Yes
Often times, customers do roll out functionality in phases. They often stabilize on Core Human Capital Management with Employee Service and Manager Self-Service and then add functionality over time; often dependent on their HR Business Events Calendar. For example, it is ideal to go-live with Payroll at the start of the Quarter. One customer brought up HCM two months before going live with Payroll. While it certainly led to some dual entry to process legacy payroll, the customer was able to manage the process effectively and efficiently. Be sure to consider the timing of the Workday Updates when looking at the calendar.
By deploying in phases, it also leads to additional knowledge gained in-house to effectively manage the later phases and at times, reduce the amount of effort for your implementation partner (less money for you).
I would highly recommend that customers proceed with rolling adoption; start with the foundation and build upon it. Continuously optimize and build.
Please note this review is 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)
By deploying in phases, it also leads to additional knowledge gained in-house to effectively manage the later phases and at times, reduce the amount of effort for your implementation partner (less money for you).
I would highly recommend that customers proceed with rolling adoption; start with the foundation and build upon it. Continuously optimize and build.
Please note this review is 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)
- 3rd Party Vendors: When conducting lessons learned at the end of the project, we often find that customers wish that they had worked with the key 3rd party vendors earlier in the process. There are some vendors that cannot work at the pace of the Workday Implementation. I would urge all customers to work with 3rd party vendors very early in the process and be sure that you have an assigned contact at the company. One customer had weekly status calls with the vendor to ensure everyone was on the same page and communicated key testing milestones frequently.
- Reporting: One area that tends to be overlooked during an initial implementation is the reporting. I would urge customers to take a reporting course through Workday training (or delivered by your implementation partner). As an implementer, we typically provide an overview of report writing and then sit side-by-side with a customer resource and help them write both easy and complex reports using Calculated Fields. Reporting can be easy in Workday given the proper time and education. The Workday Report Writer does have some very to use features, but one must be able to get to the right object.
- Data: Focus on the Legacy Data Extraction early in the process. Discuss the timing of the loads and associated due dates with Workday or your implementation partner. Ensure that you are aware of the timing of the final build, the data freeze, and any catch up transactions that may take place in the system.
- Over-Engineering: Please focus on Core Processes and Keep it Simple: We urge customers to start with a basic framework and keep it simple. By adding too many notifications, and/or approval steps for a basic change; it will clutter an inbox and may impact user adoption. Ask yourself if you need to see that transaction every time. With the Workday Lifecycle Deployment Program approach, customers can take advantage of out-of-the-box business processes that can speed up the design and build phase (think of factory defaults). These are truly best practices built into the software.
- Online training
- In-person training
- Self-taught
All Customers are highly advised to attend training prior to the Onsite Project Kick-Off.
User Adoption increases and the customer is able to add value immediately to the project with training ahead of time. Workday is very easy to use, but the object based system can be difficult for some users to adjust to if they came from a traditional ERP menu-based system. Workday also offers an Adoption Kit that can be utilized that provides "How To Guides" and "Instructional Videos" that can also be altered to meet the customer needs.
Finally, depending on the implementation approach and size of company, the customer may actually be required to review on-demand videos throughout the first phase of the project. Workday provides customers with a training matrix that outlines what on-demand courses they should be taking and when through the implementation.
Finally, depending on the implementation approach and size of company, the customer may actually be required to review on-demand videos throughout the first phase of the project. Workday provides customers with a training matrix that outlines what on-demand courses they should be taking and when through the implementation.
My recommendations are to:
- "Keep it Simple." Do not go overboard on the notifications and emails. There is a reason why Workday has delivered and developed many business processes based on best practices. Focus on Core Processes only and what is necessary on day one to operate.
- Do not code integrations for exceptions. Use it as an opportunity to improve internal processes and procedures. Make sure your functional team is involved in integration discussions (including testing)
- Start reviewing your test cases and test scenarios early in the process
- For Global implementations, start scrubbing and preparing the data now. Go through the proper channels for Global Compliance and Safe Harbor/Data Protection
Some - we have done small customizations to the interface
Safe Harbor Statement: Workday will soon allow personalizations to the UI
No - the product does not support adding custom code
Workday is very configurable. The Security Administration can be daunting though. It is important to make sure your team has a plan in place for support after going live to support the system. There are a few implementation partners that offer Post Production Support via a Help Desk. Make sure your team is set up for success with a proper support structure in place.
No
Not applicable. This review was written by an Implementation Partner of Workday. As a Certified Engagement Manager, there are times that I have to log cases on behalf of customers. The Workday Customer Support is very timely in their responses and they are quick to offer resolution or align you with the correct Product Lead or Developer.
Yes
During an implementation, we did run into an issue that I had to log with Workday. Workday verified it was a bug and the update was applied to the weekly patch that was delivered on that Friday. Workday works effectively with Product Management and the Field Readiness team to address any potential issues and blockers. While some bugs may not be resolved as timely as what I experienced, Workday does prioritize them and roll them out accordingly.
One of my customers encountered some problems with their E-Verify Integration. This customer onboards many employees on the same day; sometimes as many as 200 employees a week. Integrating to E-Verify is an important process for them. After a critical and high priority ticket was created, quickly thereafter, the Workday customer called the consultant and customer. They set up a phone conference and next thing you know, the Product Management and Development teams were on the phone to quickly resolve the issue.
- Navigation and Usability. This is by far the easiest system to navigate. Essentially you can drill into any object without a traditional menu driven system by clicking on a link (or related action (or even preview what is available). The Self-Service capability is empowering for employees. Workday has focused the Visual Redesign built on HTML5 to make it simpler (reduce clutter and enhance usability, to make it faster (to increase efficiency and enhance self-service interaction) and to make it smarter (make applications consistent and functionality more intuitive).
- Cloud Connect Integrations (essentially a plug and play technology that reduces the time to deploy an integration)
- Retrieving Data in Real-Time to allow customers to focus on analytics and provide dashboards for the management team with various KPI's. You get the actionable business intelligence at your fingertips.
- Audit Trail Capability - this is embedded in the application. Every little change or transaction is tracked and can be reported upon.
- History from a Previous System Form - Workday has provided customers an easy way to import data into a form that contains fields for history from a prior system that can easily be reported on.
- Always on the Same Version - the Pace of Innovation that Workday releases updates. There is so much value for customers to be on the same version; it allows for additional brainstorming and knowledge sharing. In fact, during the Workday 22 Upgrade, 347 new features came out and over 70 of those came from customer's ideas.
- There are no customizations in Workday; therefore, enhancements may not be available when the customer wants a capability. It should be noted that Workday does allow you to create custom fields and objects.
- Working with Blocker Issues; bug fixes are released to customers on a scheduled basis which could have an impact on the deployment timelines
Yes
The iOS and Android applications make it very easy for those on the move to view their team, view basic reports, view paystubs, make approvals, punch in and out for time tracking. With the release of Workday Recruiting (22), employees can view data on their device and provide instant feedback on interviews. The mobile applications have improved since the original release and they will continue to be developed from a mobile first perspective.
- Workday is very flexible and can integrate to most third parties. I have been involved in many integrations including to/from traditional ERP systems such as Oracle E-Business Suite and SAP, Banking files, General Ledger, Benefit Vendors, Learning Systems, Retirement Savings Vendors, Tax Filing companies, Time Clocks and many more.
- Integration Cloud Connect. This is a catalog of pre-built integrations to common applications and service providers that extend Workday's functionality. The integrations span the entire range of Workday applications including Human Capital Management, Payroll, Payroll interface, Financial Management, and Spend Management. All integrations are hosted and maintained by Workday. These packaged integrations are kept up to date by Workday in regard to the latest compliance and latest tooling and infrastructure. Workday works directly with the 3rd Party Vendor to manage a joint road map to ensure the integration is kept up to date as the 3rd party application evolves. It should be noted that while these are "pre-packaged" solutions that there is still time needed to do the various mapping, troubleshoot, test and deploy the solution.
- Cloud Connect for Benefits (Medical, Dental, Vision, Flexible Spending Accounts, Life and AD&D Insurance, COBRA, Retirement Plans, and Disability) - Contains more than 260 offerings and is constantly growing.
- Cloud Connect for HCM (for example, Account Provisioning, AngelPoints, Cornerstone OnDemand, E-Verify, Kronos, Lumesse, TalentLink, Salesforce.com as well as core connectors for locations, requisitions, and various other organizational attributes)
- Cloud Connect for Payroll (for example, ADP Check Print, Service Canada ROE, Tax Filing including ADP and Ceridian as well as Canada T4, T4A, and RL-1, Worksite Reporting and connectors for Payroll Interface, Payroll Interface External Results Inbound, and Generic Country Specific Payroll Interface). In addition, Cloud Connect for third party payroll to providers such as SafeGuard span the globe. Safeguard is live in over 50 countries
- Cloud Connect for Financials (for example, Electronic Payments, Customer Credit Card Payments, Bank Account Statement Load, Payment Acknowledgment, EDI Check Print Service)
- Cloud Connect for Expenses (for example, American Express, Bank of America Visa, Citibank Visa (CCF) as well as connectors for Supplier Network (Punchout, Purchase Order and invoice))
- Enterprise Interface Builder (EIB): You can create and use Enterprise Interface Builders (EIB) to build simple integrations with Workday. EIB gives you a framework to build your own inbound or outbound integrations based on unique business requirements. For example, you can import data into Workday from an Excel spreadsheet to perform a high volume business process, such as hiring a group of employees or requesting mass compensation changes. You can create an outbound export of data that will contain all active employees from Workday in an Excel Spreadsheet to send it to E*Trade Equity Edge via SFTP. The transport of the data can be via email, SFTP, FTP/SSL or FPT as well as HTTP/SSL. There is also an easier-to-use Wizard Design Method for creating the inbound or outbound integrations.
- Workday Studio is an Integrated Development Enviornment that you or your services partner will use to create complex hosted integrations. Workday Studio Custom Integration are the most complex integrations. Using the application on your desktop, you create the aspects of the integration system and deploy it to the Cloud, where it can then be used via the Production Tenant.
- Workday Web Services (WWS) provide customers with a programmatic public API for On-Demand Workday Business Management Services. These Web-Services are implemented using the industry standard web services which encompass WSDL, SOAP, REST and the WS-* standards. WWS are versioned to ensure stability and backwards compatibility.
It varies depending on the technology that is used whether it is a Report, a Cloud Connect, an EIB, a Studio Integration or a combination thereof. Studio integrations are always the most complex to implement and maintain; whereas the Cloud Connect integrations are the most simplest and easy to develop.
- Workday is constantly working with new vendors to develop Cloud Connect Integrations and some partners are Preferred Integration Partners that co-develop the pre-built integrations.
- Workday provides an online community where customers can create or vote on brainstorms for new functionality to be added in future updates.
- Workday provides another area where customers can pull from the Solution Catalog. These are shared solutions donated by members of the Workday Ecosystem and include, but are not limited to a business process definition, calculated field, a custom report definition, an EIB Definition, Security Configuration, a Studio Project, training or launch materials, or basic Workday setup data.
Yes. Workday's certified integrations are fully documented, supported by Workday partners, and are rigorously tested. Ultimately, this means that Workday can reduce the analysis design and build phases of customer implementations.
- File import/export
- Single Signon
- API (e.g. SOAP or REST)
- ETL tools
Communicate EARLY and OFTEN with the 3rd Party Vendors. I cannot stress the importance of this enough when working with my customers. It is very very important to communicate the schedule to the 3rd Party Vendor, discuss high level milestone dates, and set up status calls on a regular cadence during the key testing dates of the project.
Once you have signed with Workday and before you have the Project Kick-Off, be sure to alert the vendors that you are moving to a new system and ask that you get assigned a primary point of contact for the implementation. Set up calls and hold everyone accountable for the successful delivery of the integration.
Often times the project team is ready to test before the vendor can be ready.
Once you have signed with Workday and before you have the Project Kick-Off, be sure to alert the vendors that you are moving to a new system and ask that you get assigned a primary point of contact for the implementation. Set up calls and hold everyone accountable for the successful delivery of the integration.
Often times the project team is ready to test before the vendor can be ready.
N/A
N/A
Yes
Workday has recently changed the process for updates; now they are down to two major updates a year. All customers were converted to the latest version over a planned weekend and it went faster than was expected.
Often times customers do ask how to best manage the updates. Workday provides customers in Production a Sandbox Preview Tenant; a tenant that is continuously updated with new features until the 5 weeks prior to a scheduled Workday Release (ie, Workday 24). This allows customers to test new functionality as it becomes available in between the updates. This Sandbox Preview tenant generally contains features that are targeted for the next release, although it is not 100% guaranteed. Workday could undergo changes based on feedback or new desired behavior, or the opposite could happen, and the feature could be retracted completely and never released. Finally, Workday provides customers with in-depth release notes and also checklists for update weekends.
Your implementation partner may also have a service offering to provide various Update Services (ie, recommendations on what to take advantage of)
Often times customers do ask how to best manage the updates. Workday provides customers in Production a Sandbox Preview Tenant; a tenant that is continuously updated with new features until the 5 weeks prior to a scheduled Workday Release (ie, Workday 24). This allows customers to test new functionality as it becomes available in between the updates. This Sandbox Preview tenant generally contains features that are targeted for the next release, although it is not 100% guaranteed. Workday could undergo changes based on feedback or new desired behavior, or the opposite could happen, and the feature could be retracted completely and never released. Finally, Workday provides customers with in-depth release notes and also checklists for update weekends.
Your implementation partner may also have a service offering to provide various Update Services (ie, recommendations on what to take advantage of)
- With the latest update, customers were actually upgraded to the latest visual redesign of Workday. The visual redesign restyled the entire user interface to reduce clutter and increase efficiency. There were significant improvements made to the manager and employee self-service tasks. It definitely made the experience more consistent across all applications and made Workday more intuitive.
- I expect that there will be a lot of enhancements regarding increased usability for various worktags; especially as Workday continues to broaden the Financials footprint. I foresee a lot of activity surrounding the mobile experience and user interface, especially around translations. I believe Workday will be targeting enhancements to Big Data analytics.
- It should be noted that Workday conducts several webinars for customers to interface with the Product Management team. There is also a website within the Workday Community that outlines features that are being updated, including documentation, scheduled maintenance and even the top brainstorm ideas.
No
No
November 26, 2012
UI is great, but system management very difficult.
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.
- The biggest benefit is being able to track the state of the company as far as people – to know how many employees we have, who is where and being able to enable employees to self-manage benefits and contact information, HSA/FSA contributions. It puts a lot more ownership in employees to manage the data.
- We are looking to expand usage to enable managers to do workflows, e.g. transfer employees to other departments once approved by HR; to allow managers to submit spot bonuses. This all removes administration tasks from HR.
- We would be closer to where we want to be, if we had better understanding of the system, and more time.
1000
The whole company
2
IT Program Manager 50%, 2 people in HR – HR manager and Workday admin.
- HCM (Human Capital Management) – supports new hires, terminations, basic employee information tracking, payroll, time off, time sheets, benefits, recruiting, performance evaluations.
- We use a separate tool - iCIMS for recruiting. Workday is not a recruiting tool and cannot track all applicants. You only put in short list. We would like to integrate iCIMS with Workday, but have not yet.
- We are looking at adding the new time-sheet module and are interested in using it. Currently we use out of box functionality, not the enhanced version.
We were using a combination of ADP tools like Pay Express
Staying with ADP, Ultipro. The selection was done prior to my joining.
- Professional services company
OneSource VHR
- Online training
- In-person training
There are some things we do, like time-off without a vacation program (we don’t accrue). For timesheets – we don’t have approvals, just for tracking.
- NetSuite
- Benefits providers - BCBS, IMED, Cygna
- Active Directory
- Learning Management System
- Octa (Single Sign-On tool)
NetSuite – really just an export. A payroll file is generated from Workday and imported into the general ledger.
LMS – there is a direct link to send employee information like hire date, organization position etc. Data does not flow back to Workday. There is an import tool, but it is not part of our plan to use it.
All our negotiations were with OneSource. Implementation cost started out at $300k – we took a lot of things out, but then also negotiated. We also had them roll in some training.
When we did the change order to have them load our tenant with more current data – they priced it at $75k and we pushed back to $1500 but the scope of work was vastly different.
We signed a contract in August and were supposed to pay in September for subscription fees, but our finance department pushed back and we were able to defer payment until November in line with when we were going to test software – look out for subscription start date.
November 01, 2012
Knocks it out of the park.
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.
- Workflow – we used to use email and workflow helps. Managers used to have to track who didn’t respond, HR had to track things, it’s all automated now.
- Having one system of record. Data was decentralized before.
- Global system
150
All employees
0.5
We have a HR super user that knows more than basic administration and spends about 25% of their time on system administration, however, we are still in implementation, so the load is currently heavier than it will be on-going.
We have a tech SME who has to know security, reporting, business processes that are more complicated to configure than an HR person would be comfortable with. Post implementation, we expect this person’s involvement will be more project based. If the environment is not changing a lot then I expect it will account for ~10% of their time. Currently we are still in implementation, so it is much higher. There is still a fair amount of discovery happening.
For integration work, you need other people.
- Core HR – benefits administration/enrollment, recruiting/staffing, automating employee on-boarding.
- We use the performance management module for mid-year and annual reviews. We were just using word and Excel before. It automates all our traditional processes.
- Time and attendance – holiday, vacation and personal time.
- Employee self service and manager self-service.
A homegrown package. A combination of Excel and a program that we wrote tied to Active Directory.
We initially researched 30 and did 10 product demos. Our short list was HR Source, Ultipro, and Workday. Our need for multi-national really limited the short list. We picked Workday as their interface is head and shoulders above the other two. Ultipro was next closest. We also liked the integration with payroll and benefit carriers and some of the report writing and security models though it was advanced for a company our size, we liked having that in our back-pocket. Although we picked Workday, I feel other two would have met our needs.
- Professional services company
OneSource.
OneSource has exclusive right to resell licensing, but your implementation choice is flexible. While I don’t like OneSource, I have not yet seen any other better partner.
- Online training
- In-person training
For the most part, were able to meet our business requirements without customization. We were just coming from Excel and home grown.
It's important to note that while you have sandbox and production instances, as a small company, I don’t have a QA department, so to regression test everything becomes problematic. It forces me to be very diligent on customizations and integrations. I really can’t customize too much. I cannot afford to go through all the regression testing. I went to SAAS to not have to build up IT group, but Workday’s model means I cannot customize anything. It’s one of the issues that’s “undersold”.
Yes
We use premium support (support plus level) for $460/ month for 65 users – from Onesource.
- Active Directory for employee information
- Ping Identity for single sign-on
- Taleo for recruitment
Active Directory and Ping Identity -network sign-on brokered to Workday. If you terminate an active directory account, it kills access to Workday. It is slick with already built-in adapters, though it took some time to figure out the nomenclature.
Taleo - It is integrated to Workday via a middleware solution called Boomi. It triggers on-boarding workflow in Workday.
We use a couple of other 3rd party apps for integration. Boomi is almost like Workday in that it has a developer desktop that is very flexible. We are however missing a more turnkey approach. Once you learn the tool and Workday APIs you can get through that.
We did redline terms a lot – mostly focusing on if wanted to leave, how we would pull out data. We also negotiated terms around joint marketing.
For implementation with OneSource, we did an open purchase order with a cap of $75k. By time went live, we had used 1/3, and we have now spent about $50k.
October 31, 2012
Switched from Oracle HRIS and very happy.
Score 10 out of 10
Vetted Review
Verified User
- The gains that you get from how fast they respond to community requests and how fast they are enhancing their product. Coming from a JD Edwards type product, it’s remarkable.
- It is very configurable by a non-technical user. You can configure to fit business needs without being dependent on IT. For the report writer, you have to know more about the architecture.
- When I went live on Workday at my last company, Workday recommended very little training. It is so intuitive that you need very little documentation or training.
- Workday is working on extensibility of user defined fields. Some companies may need to track non-standard information. In most offerings, they have user defined fields. Workday didn’t offer it initially. It’s coming in v. 18 in November.
- In my opinion the key benefit is that managers have better information - actionable, real time data at their finger tips. They don’t have to ask people for information.
- When I talk to others about deploying Workday – in most cases, they assume they will reduce headcount for systems administration. In fact you will need to increase. Each area requires expertise knowledge. Since everything is changing so fast, you need people who are focused in each area. However, you need a different level (lower level) of expertise so that's less pricey.
10000
We rolled-out Workday to our entire employee population. While we operate in many countries, we use one language (English). Workday does however offer multilingual at no extra cost. Our culture converses in English, and we haven’t gotten to it yet.
8
We have 7-8 people in total. All US based, supporting a global population of employees.
- We use it for employee lifecycle transactions from hire to termination, including time off tracking (vacations, leave etc.).
- We are starting to use it performance reviews, talent and starting to look at it for career development
Oracle for HRIS.
A year after the initial implementation of Workday we also stopped using Success Factors for Talent Management .
I wasn’t here when we made the selection. I was however, when we selected Workday at another company. At that time, we looked at Ultipro and Oracle Fusion HCM Cloud Service.
To me, Ultipro looked very windows based. It did not have a hip cool UI and we knew that employees would reject it. With respect to Oracle Fusion, I really liked the product when I saw it, but the sales pitch was very poor.
- Vendor implemented
- In-person training
All staffing workflow routing is customized to a company. We don’t use standard notifications or reports. It's all tuned to fit our company culture and how we like to see things. We used Workday’s out of box solution as starting point and left a lot of things pure. We copied what they had and then added customizations. All customizations are “clicks not code” – i.e. custom configurations.
- In total we have integrated to 17 systems. The biggest ones are Oracle Financials, ADP – payroll, Kenexa – recruiting
We used a lot of Workday consulting services for the integrations. We are starting to develop some of the knowledge in-house. I do recommend using Workday or another partner for this kind of work. We have used a few partners for on-going support and special projects. I would endorse Omnipoint.