Workday HCM Reviews

Workday is used as our main HCM system throughout the organization, which is now over 77k+ users. It is our main HR system of record for employees. Employee Self Service, Manager Self Service, Compensation Review, Talent Review, Performance, etc. are all items that we perform in Workday. The system allows for pretty much anything to be built to handle the way your business process wants to function.

The whole organization uses to manage our pay, benefits, performance, feedback, time off, and time sheets for folks who need to submit those. It makes a lot of processes that could be done manually or over spreadsheets automated and simple. We also use it to manage things like healthcare and other benefit elections.

We implemented Workday Human Capital Management as a replacement for internal processes (Indeed posting, spreadsheets, etc.) that were ineffective and burdensome. We found that by implementing Workday HCM, we were able to streamline our processes, using their advanced technology, giving us time to spend with our employees, managing performance, having detailed records, and understanding what our shortfalls were.

Additionally, we were able to attract additional candidates not captured using our spray and pray approach on Indeed/ZipRecruiter/etc. We found that the candidates from Workday HCM were far more qualified and met our expectations.

Workday [Human Capital Management] helps manage the entire workforce at my company. It is very easy to go and look up and manage the different personal, pay, and performance characteristics related to folks within the organization and specifically within the team that I manage. It helps to get a 5000 ft view of the big picture so that one can optimize the management of the workforce to get the maximum bang for the buck and promote better performance management and career growth and employee retention.

We use Workday across our global workforce. It is our HRIS (our main source of truth for all people data across HR, Payroll, Finance, etc), our performance management tool and we're planning to launch their LMS platform. We are also looking to build new Workday instances across the world as we expand into new countries.

Across the whole organization. All employees have some sort of access to Workday. We have those working directly in the recruiting payrolls etc., side of things. Others are using it to keep track of their on work benefits, time, growth and keeping in contact and knowing others throughout the organization.

We use Workday across the entire organization for a variety of HR functions - requesting PTO, seeing team hierarchies/departments, etc. It also integrates with other systems that can control access to things like SFDC, NetSutie, OpenAir, etc. We do not use it to manage HR plans or handle our pay stubs or benefit allocation like health insurance, 401(k), etc.

It is used across the whole organization to hold much of our employees' necessary HR information.

We use Workday across the organization for performance/career management, absence (etc.) tracking, booking leave, and integration to other platforms such as compliance attestation, LinkedIn Learning, etc.

Workday HCM is being used by the entire organization, worldwide.
It addresses onboarding, compensation, reviews, PTO tracking, personnel employee work life. Workflows are set up for supervisors and managers to approve changes. Employees go in and put in their goals and annual reviews, which go back to the managers for their part. All gets completed, approved and submitted in the application.

It is used across the whole organization. It is simple and easy to use and very user friendly. It has a great user interface. You can customize the UI with options based on your needs. It's even more simple to access the data on your phone with their mobile application, which can be used/downloaded to Android, iPhone, etc.

We usually adjust to the system our clients use for headhunting talent, and for the selection process, Workday is a great tool for any Human Resources related transaction. Reporting and its lovely User Interface and User Experience is the best I have seen in the market so far. We used Workday back when I worked for HPE. It was easy to filter out and navigate through a sea of candidates using Workday, also the day to day, performance reviews, so easy to use. I highly recommend it for businesses of any size.

Allows us to log personal contact and work data and also log all of our performance and goals from an incentive perspective. Quarterly goals can be logged and monitored and accessed and approved by managers. Each quarter we'll use HCM Workday to register our quarterly objectives and allow us as users to track them.

Workday HCM is being used to house all HR (employees and potential employees) data as the system of record. The system is used to house personal employee information, collect onboarding information, make benefits selection, create talent plans, and provide overall company information. Data flows from this system into several other systems. One of the major benefits of having one system of record is that it easy to see where data may be inaccurate or where there are gaps in employee data.

We are using this across the entire organization. It is our sole HCM application. We are able to have a single interface on a global basis with all of the advantages of CLOUD technology. We were able to implement using a big bang which our company has never previously deployed.

Workday Human Capital Management (WHCM) is being used across the organization in all departments. It really is an all-in-one solution from recruiting new talent, professional development, managing current employee data, and encouraging recognition for employee birthday and anniversary dates. We really do enjoy the benefits of this software solution.

We used Workday for all employee reviews, compensation details, and bonus announcements in our organisation. It actually consolidated a lot of manual processes and outdated documents. It now was one stop to see the performance of an employee and their ratings by superiors, view compensation details as well as a repository of useful onboarding policies and procedures for communication from HR.

I currently use Workday for several reasons in my current organization. On a personal level, it is where my personal employment information is housed as well as my PTO activities and performance review information. For my specific role in the organization, I use Workday to run detailed reports regarding Sales Reps on Sales Bonus Plans.

We are using Workday Human Capital Management for many different reasons. The first one is for new hire onboarding. It's a great way to keep track of your progression in one single interface. Another use is for payslips. You can check all the details regarding salary. Finally, it's used for everything HR-related, such as requesting time off, or employee personal information. It is used by the whole company, and it allows us to streamline work performed by the HR department.

Currently, Workday is used as our main system of record for HRIS and Payroll for our entire organization. We have been able to streamline our hiring process by switching to Workday.

It is deployed across the whole company and it allows for planning and alignment amongst the business. We use it to create REQs and get everyone's approval. We use it for our normal HR functions.

We use HCM across our entire organization globally. It provides a user friendly way to access information about employees and the organization based on each user's security access. Paired with some of the other modules offered by Workday, HCM is a powerful tool for employee and manager self- service in a wide range of tasks such as personal data entry, review and acknowledgment of company policy documents, time tracking for Non-exempt and overtime eligible employees and managing time off. We also use HCM to bring in sophisticated automation of administrative HR tasks such as fulfilling verification of employment requests or electronic I-9 verifications, and fostering collaboration across various business functions, through approval workflows, notifications and inbox "to do" and "review" tasks for various stakeholders.

Workday is used as our enterprise HRIS/HCM and payroll processing system. It is the system of record for all HR processes, with the exception of learning management which is handled by a separate, integrated LMS system. Our legacy system was antiquated and was replaced with Workday so that we could take advantage of more modern HRIS features as well as a robust data reporting facility.

We switched to Workday to simplify all of our processes that HR has to deal with. One of the driving factors was the mobile app that Workday provides. With an employee base that skews low-mid 20's, it was imperative that we have something that allowed people to access all of their HR information from their handheld devices. The desktop platform is extremely user friendly and able to be customized to each individual's preferences.

We use Workday in our company for tracking payroll, paid time off, and paystubs. We have also started developing ways to use the idea functionality for our project management group. It is used across the entire organization.