Workday HCM Reviews

343 Ratings
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Reviews (1-12 of 12)

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Linda Buckley | TrustRadius Reviewer
July 14, 2016

Workday offers unmatched, secure and integrated HR and Financials Management Capabilities for Higher Ed

Score 10 out of 10
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Implementation Rating

I was not here at the time of implementation, but was involved in the stabilization post implementation and cleanup. Because Georgetown was the first higher education institution it was not the smoothest implementation however this is mitigated by several factors:
1. Relative immaturity in the higher ed space
2. Our own lack of expertise and experience with the system
3. Challenges in terms of Workday Resources. Because the community is small, there is a significant challenge in getting dedicated resources to support implementations
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Susan Davies | TrustRadius Reviewer
June 17, 2016

Workday HCM - The right choice

Score 10 out of 10
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Implementation Rating

We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.
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Jeff Greening | TrustRadius Reviewer
October 22, 2015

Runs like well-oiled machine.

Score 10 out of 10
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Implementation Rating

  • 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.
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Enrique Piovani | TrustRadius Reviewer
November 11, 2015

"Work day" and night to implement and learn, and then enjoy the benefits !!!

Score 6 out of 10
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Implementation Rating

We had a very tight implementation scheduled. We had 6 months to do the implementation 3000 plus employees. In the us we implemented hcm with benefits and payroll. Outside the US basic hcm, no benefits or payroll.
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Anonymous | TrustRadius Reviewer
November 26, 2012

UI is great, but system management very difficult.

Score 5 out of 10
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Implementation Rating

I would rate OneSource VHR a 5. They do well with benefits and payroll, but poorly with customizations, integrations, and reports. I will not renew with OneSource VHR, and would not use them again or recommend them. The project team was bad. I would give them a 2/10 or 3/10. It was a terrible experience. They were knowledgeable but didn’t lead us through the implementation. We had a lot of surprises. We found out that we were submitting employee data in August but going live in January and we are adding a few hundred people in a few months, so we would have to do a big chunk of data entry, and to adjust for all the organization changes.

Workday only work directly with certain size companies. One other company I talked to works with them directly and raves about Workday’s support. I have not IDd a better channel partner to work with yet.

My key advice is to know the timeline i.e. when data is going to be uploaded, the time from that to getting your tenant back and understand how your payroll parallel testing will work .
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Anonymous | TrustRadius Reviewer
November 12, 2012

Best HRIS system I have worked with.

Score 9 out of 10
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Implementation Rating

There were some miscommunications from the One Source team and the implementation was a little rocky.
• They entered employee data late in the process leaving us no time to clean the data.
• We did not get much information from the implementation team, on why things were being done the way they were, and we felt a bit out of the loop. Their process was very complex and communication with us was poor.
• In general, I would say that the One World team knew how to get our data in the system, but they didn’t know much about how the system actually works. Result of this is that we were left to our own devices once the implementation was complete. They didn’t provide any documentation or guidance on how to get up and running with the system. Some of this is a Workday problem: they have virtually no best practice documentation or admin user documentation, so we were on our own. Most of our questions were answered by other clients through the community forum / knowledge base, but the forum design is poor and it can be quite difficult to find the information you need.
• One Source did set up a sandbox environment which was useful; but unfortunately, anything we built in the sandbox could not be transferred to production, but had to be re-created.
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Anonymous | TrustRadius Reviewer
October 31, 2012

Switched from Oracle HRIS and very happy.

Score 10 out of 10
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Implementation Rating

It was implemented before my joining the company. At my last company, we used Workday professional services.

Based upon my experience at my last company, I would rate the implementation experience an 8/10. There are different ways to set things up and we had different people telling us different things. It set us back a couple of times.

Regarding configuration advice, we could set things up where every manager has supervisory organizations, or have it financially based i.e. aligned to cost center/department. We chose the individual manager path and I think we should have chosen a department route. Going down the individual manager path, to maintain the information, we have to inactivate a supervisory org whenever a manager changes/leaves.
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Feature Scorecard Summary

Employee demographic data (55)
Employment history (60)
Job profiles and administration (62)
Workflow for transfers, promotions, pay raises, etc. (60)
Organizational charting (59)
Organization and location management (59)
Compliance data (COBRA, OSHA, etc.) (39)
Pay calculation (44)
Support for external payroll vendors (35)
Benefit plan administration (41)
Direct deposit files (46)
Salary revision and increment management (45)
Reimbursement management (25)
Approval workflow (49)
Balance details (49)
Annual carry-forward and encashment (39)
View and generate pay and benefit information (55)
Update personal information (62)
View company policy documentation (49)
Employee recognition (36)
View job history (54)
Tracking of all physical assets (15)
Report builder (50)
Pre-built reports (51)
Ability to combine HR data with external data (43)
New hire portal (36)
Manager tracking tools (35)
Corporate goal setting (31)
Individual goal setting (37)
Line-of sight-visibility (31)
Performance tracking (36)
Performance plans (37)
Performance improvement plans (32)
Review status tracking (33)
Review reminders (34)
Multiple review frequency (31)
Create succession plans/pools (22)
Candidate ranking (21)
Candidate search (22)
Candidate development (21)
Job Requisition Management (27)
Company Website Posting (21)
Publish to Social Media (20)
Job Search Site Posting (22)
Duplicate Candidate Prevention (23)
Applicant Tracking (23)
Notifications and Alerts (26)

About 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 that evolves to meet changing business needs today and into the future. The user-friendly, global 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, Workday Planning, and more.

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

Has featureEmployee demographic data
Has featureEmployment history
Has featureJob profiles and administration
Has featureWorkflow for transfers, promotions, pay raises, etc.
Has featureBenefits information
Has featureOrganizational charting
Has featureOrganization and location management
Has featureCompliance data (COBRA, OSHA, etc.)

Payroll Management Features

Has featurePay calculation
Has featureSupport for external payroll vendors
Has featureOff-cycle/On-Demand payment
Has featurePayroll history for each employee
Has featureBenefit plan administration
Has featureDirect deposit files
Has featurePayroll tracking and auditing
Has featureSalary revision and increment management
Has featureReimbursement management
Has featureStatutory form management

Leave and Attendance Management Features

Has featureApproval workflow
Has featureEmail notifications
Has featureBalance details
Has featureTravel absence management
Has featureAnnual carry-forward and encashment

Employee Self Service Features

Has featureEmployee login
Has featureView and generate pay and benefit information
Has featureUpdate personal information
Has featureRequest time off
Has featureView job history
Has featureView company policy documentation
Has featureView company news and information
Has featureEmployee recognition

Asset Management Features

Has featureTracking of all physical assets

HR Reporting Features

Has featureReport builder
Has featurePre-built reports
Has featureAbility to combine HR data with external data

Integration with other HR capabilities Features

Has featureAdditional HR capabilities (talent management, LMS, etc.) supplied by same vendor
Has featureAdditional HR capabilities (talent management, LMS, etc.) supplied by different vendor

Performance Management Features

Has featurePerformance plans
Has featurePerformance improvement plans
Has featureReview status tracking
Has featureReview reminders
Has featureMultiple review frequency

Succession Planning Features

Has featureCreate succession plans/pools
Has featureCandidate ranking
Has featureCandidate search
Has featureCandidate development

Onboarding Features

Has featureNew hire portal
Has featureManager tracking tools

Performance and Goals Features

Has featureCorporate goal setting
Has featureIndividual goal setting
Has featureLine-of sight-visibility
Has featurePerformance tracking

Recruiting / ATS Features

Has featureJob Requisition Management
Has featureCompany Website Posting
Has featurePublish to Social Media
Has featureJob Search Site Posting
Has featureDuplicate Candidate Prevention
Has featureApplicant Tracking
Has featureNotifications and Alerts
Additional Features
Has featureReorganization Management
Has featureWorkforce Planning

Workday HCM Competitors

Workday HCM Support Options

 Free VersionPaid Version
Social Media
Video Tutorials / Webinar
Live Chat

Workday HCM Technical Details

Deployment Types:SaaS
Operating Systems: Unspecified
Mobile Application:Apple iOS, Android