Overview
What is Workday HCM?
Workday Human Capital Management is built as a cloud-based system with global consistency in user experience. Workday HCM is part of a broader system with other Workday products.
Great Partners...
HCM for the Modern Age
Workday works for you.
Unlogical but it works
It's a solid solution, one of several you should try.
Workday Human Capital Management - A Solid choice for enterprise users
Workday HCM Review
All in one, for all users alike.
Workday HCM is the best I've used so far!
Fun, Easy to Use Solution for HR!
Overall great with all in one solution and easy to use.
Workday - The best way to manage people!
Fully align and develop your workforce with Workday's best-in-class skills and performance management platform
Workday for HRMS
How Workday HCM Differs From Its Competitors
AI Tools
Flexibility
Flexibility
Flexibility
Awards
Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards
Popular Features
- Update personal information (88)8.181%
- Workflow for transfers, promotions, pay raises, etc. (84)7.979%
- Employment history (86)7.474%
- Job profiles and administration (88)7.272%
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
(1-1 of 1)Runs like well-oiled machine.
- The application runs fast and the design make the application intuitive; very similar to your favorite consumer website. If you can use Google, Amazon, or Zappos; you can use Workday. The End User Experience is the best that I have seen in any HRMS or Financials software. There are several visual dashboards that have graphs/charts that you can even take action on by drilling into the data. The user interface is very simple, even for those not technical savvy. The ability to make a change (Related Action) of almost any data object on one screen is very impressive.
- Mobile - The mobile experience for iPad and iPhone is amazing. Development is done with the mantra, "mobile first" to give end users the best experience.
- Integrations - Workday has made it possible to leverage out-of-the-box integrations for many third party vendors using Cloud Connect technology. This makes it more of an exercise of mapping the data and making configurations as opposed to full blown development efforts. Workday also supports Big Data which is very attractive to companies.
- Audit Trail Functionality: A very intuitive audit trail feature that does not require setup. Every single transaction is tracked.
- The Community: The Workday Community listens to its customers - whether it is a customer asking for advice or a "how-to" question or it is submitting a new idea to be added in one of the two major feature releases (updates) a year. Workday also allows customers to post solutions (integration builds, how-to guides, reports, creative solutions) to the Solution Catalog that other customers can leverage. Through the Community Q&A Forums, customers can interact with other end users and even partner consultants to help with an issue.
- Two updates a year with minimal downtime. The updates take place during a weekend and with the last update, there was only about 4 hours and 7 minutes of downtime. Workday is continuously adding new features that can be turned on by the customer discretion and over the last few updates, Workday has added over 250 new features based on customer input alone from the Community Brainstorms.
- And finally, a single version across all customers is key in a real SaaS solution. Long gone are the days of asking another company what version they are on.
- One of the opportunities that I see as an Implementation Partner is to offer additional training for reporting. While the reporting tool, with proper knowledge transfer and training, can be easy to use - most customers do not have the time to focus on this during the original implementation. I would recommend that your implementation partner spend time with the Subject Matter Expert showing the basics of Reporting and assisting on writing a few key and critical reports to give adequate knowledge transfer. Take advantage of the BIRT Reporting tool. In addition, enable the various Dashboards for your management team and executives. .
- With the SaaS implementation, since everything is "documented" in the tenant; customers sometimes cannot adjust to less documentation. The documentation is typically no where close to traditional ERP Implementations that includes things like As-Is and To-Be process flows and the "implementation binder."
- Workday has moved to 2 updates a year, with that being said, customers have to update their internal training documents to adopt changes every 6 months that can be burdensome for some customers. Workday does provide customers an updated tenant 5 weeks in advance of the Update weekend in order to have adequate time to test and make any necessary changes to documentation.
- Security: Workday Security setup and configuration can be very complex. I would recommend that Security Administrators attend Workday Training during the initial deployment.
- Employee demographic data
- 90%9.0
- Employment history
- 90%9.0
- Job profiles and administration
- 90%9.0
- Workflow for transfers, promotions, pay raises, etc.
- 100%10.0
- Organizational charting
- 100%10.0
- Organization and location management
- 80%8.0
- Compliance data (COBRA, OSHA, etc.)
- 80%8.0
- Pay calculation
- 90%9.0
- Support for external payroll vendors
- 100%10.0
- Benefit plan administration
- 80%8.0
- Direct deposit files
- 90%9.0
- Salary revision and increment management
- 90%9.0
- Reimbursement management
- 90%9.0
- Approval workflow
- 100%10.0
- Balance details
- 90%9.0
- Annual carry-forward and encashment
- 80%8.0
- View and generate pay and benefit information
- 100%10.0
- Update personal information
- 90%9.0
- View job history
- 80%8.0
- View company policy documentation
- 90%9.0
- Employee recognition
- 90%9.0
- Tracking of all physical assets
- 80%8.0
- Report builder
- 90%9.0
- Pre-built reports
- 90%9.0
- Ability to combine HR data with external data
- 90%9.0
- Performance plans
- 100%10.0
- Performance improvement plans
- 100%10.0
- Review status tracking
- 90%9.0
- Review reminders
- 90%9.0
- Multiple review frequency
- 90%9.0
- Create succession plans/pools
- 90%9.0
- Candidate ranking
- 90%9.0
- Candidate search
- 90%9.0
- Candidate development
- 90%9.0
- New hire portal
- 90%9.0
- Manager tracking tools
- 90%9.0
- Corporate goal setting
- 90%9.0
- Individual goal setting
- 90%9.0
- Line-of sight-visibility
- 100%10.0
- Performance tracking
- 90%9.0
- Job Requisition Management
- 90%9.0
- Company Website Posting
- 90%9.0
- Publish to Social Media
- 80%8.0
- Job Search Site Posting
- 90%9.0
- Duplicate Candidate Prevention
- 80%8.0
- Applicant Tracking
- 90%9.0
- Notifications and Alerts
- 90%9.0
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
- Product Features
- Product Usability
- Product Reputation
- Vendor Reputation
- Analyst Reports
- Don't know
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.
- Internal Training: I highly recommend that you focus early on internal training. Learn the system. Take the Workday Training and take advantage of On-Demand Training. Ensure that you have the right personnel to work on the project up front and you have dedicated the time necessary over the key milestones.
- Legacy Data: One of the challenges of the project is legacy data. Start looking at the data now and have a plan of attack for the various data conversions.
- KISS Principle: During the implementation, keep it simple and consider adding complexity over time after you stabilize with the product. I would focus on the core processes that are absolutely required to run business on the first day that you are live. There are many business processes that have been defined by Workday that contain best practices. I would recommend using these "vanilla" out of the box processes as a starting place.
- Integrations: Focus on test scenarios and thoroughly test the system. Start your discussions with 3rd Party Vendors early when it comes to developing integrations.
This review is written by an Implementation Partner of Workday.
- Online training
- In-person training
- Self-taught
Workday also supplements the training by other means, such as online training videos and various other offerings such as "Office Hours." In addition, a few implementation partners also provide basic knowledge transfer sessions for various modules within Workday.
Personally, I have taken all forms of training and consider it to be very beneficial. The only concern that I receive from customers is the price and cost of travel.
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.
- "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
- 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
Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction.
- 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.
- 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.
- File import/export
- Single Signon
- API (e.g. SOAP or REST)
- ETL tools
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.
When the Workday folks say, they value your feedback; it is the absolute truth. They are looking at customers, of any size, to help influence the product and be pioneers for change. I have never seen such a collaborative customer-focused software vendor in my HCM Systems career.
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.