Skip to main content
Workday HCM

Workday HCM


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.

Read more
Recent Reviews

HCM for the Modern Age

8 out of 10
February 21, 2024
Workday HCM is currently being utilized to streamline and automate current manual processes as well as provide an ability to track our …
Continue reading

Unlogical but it works

4 out of 10
February 01, 2024
I use Workday for managing candidates. Applications, contracts, checking information about managers. Job advert and all infomation about …
Continue reading

Workday HCM Review

10 out of 10
September 21, 2023
Using Workday HCM, it is possible to gain a total image of the workforce for a user. Further, it helps to understand the total people …
Continue reading
Read all reviews


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

View all 48 features
  • Workflow for transfers, promotions, pay raises, etc. (88)
  • Update personal information (92)
  • Employment history (91)
  • Job profiles and administration (93)

Reviewer Pros & Cons

View all pros & cons
Return to navigation


View all pricing

Entry-level set up fee?

  • No setup fee
For the latest information on pricing, visit…


  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services

Starting price (does not include set up fee)

  • $100 per year per user
Return to navigation


Human Resource Management

Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.

Avg 7.9

Payroll Management

Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.

Avg 8.0

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.

Avg 8.1

Employee Self Service

Employee portal allowing employees to view and update their personal information.

Avg 8.1

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.

Avg 7.8

HR Reporting

Pre-built and custom reports, and integration with external data.

Avg 7.6


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.

Avg 8.0

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

Avg 8.2

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

Avg 8.0

Succession Planning

Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.

Avg 7.9

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.

Avg 7.8
Return to navigation

Product Details

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:
  • 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

Workday HCM Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationApple 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 Off-cycle/On-Demand payment highest, with a score of 8.9.

The most common users of Workday HCM are from Enterprises (1,001+ employees).
Return to navigation


View all alternatives
Return to navigation

Reviews and Ratings


Attribute Ratings


(1-12 of 12)
Companies can't remove reviews or game the system. Here's why
Linda Buckley | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
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
Enrique Piovani | TrustRadius Reviewer
Score 6 out of 10
Vetted Review
Verified User
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.
Jeff Greening | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
  • 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.
Score 5 out of 10
Vetted Review
Verified User
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 .
Score 9 out of 10
Vetted Review
Verified User
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.
Score 10 out of 10
Vetted Review
Verified User
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.
Return to navigation