Best HRIS system I have worked with.
November 12, 2012

Best HRIS system I have worked with.

Anonymous | TrustRadius Reviewer
Score 9 out of 10
Vetted Review

Software Version

Version 17

Overall Satisfaction with Workday

  • Best HRIS software that I have worked with, but it’s new and has growing pains.
  • User interface is exceptionally good. Very user-friendly - easy to find data. UI features lots of cool things like org charts based on pictures with strong visual presentation. It’s a very dynamic interactive experience – appeals to a younger audience. Don’t have to keep opening new screens: application flows to proper next spot. Look and design is very Facebook-like, very "social media". You know what to do instinctively.
  • The product is extremely flexible and robust.
  • The application doesn’t have custom fields which is very inconvenient.
  • Reporting tool is overly complex and cumbersome. Not at all standard but very proprietary. It takes a long time to figure it out. This was hard for the business to adapt to. Everyone wants to use it, but it’s too hard to figure it out without substantive training. We lock it down to those who have had training. Something more standard would have been better. Even after 1 year, we still struggle with this. Our outside consultant (One Source) designs reports for us, but this is very costly. During training, we saw an amazing reporting catalog, but this is not available to clients. We spend a lot of time trying to recreate.
  • Sometimes seems that there was a disconnect between engineer and UI designer – different terms are used for the same thing. For example, “Employee type” is called worker subtype in report builder. “Job title” is “position title”. This took some time to uncover.
  • Workday provides a quarterly update but does a poor job of letting us know what has changed. They tell us at a high level, but we still have to audit everything (e.g. data security) we don’t understand the impact of updates until after we have completed a detailed audit. They could provide audit tools but don’t. This process alone takes two weeks every quarter.
  • Odd changes to interface with no real notification about why things have changed. We have to figure out how to do things in the new interface and then modify all our internal documentation.
We initially looked at some separate systems (i.e. performance evaluation system from Ripple), but we like the fact that Workday HCM has a broad range of functionality in a single tool.

Using Workday

1000 - • Every employee (~1000) including part-time staff for performance reviews and access to self-service portal.
• HR: In HR, the benefits / payroll administrator has full admin access and a handful of HR people have view access only
• Some IT people – password management, etc.
• Manager of part-time workforce has Admin access
• Two people have report access management
3 - HR manager, Workday Admin, and IT Program Manager.
  • We use the main HCM (Human Capital Management) module: Business processes supported include payroll benefits; personal data, compensation, performance evaluations, recruiting, document storage.
We have made a huge investment already. And despite some teething problems, we really like the software.

Evaluating Workday and Competitors

Workday Implementation

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.
  • Professional services company
One Source VHR

Workday Training

  • Online training
  • In-person training
Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult.
• Training scenarios are not very real.
• In-person training. WD was not very upfront about cost of training. It is quite expensive (had to travel to either Chicago or California, on top of training cost) and we could only afford to send one person (me) to get basic training. Basics were somewhat helpful, but could have been better. She got bits and pieces, but felt that a sold week of more rigorous, systematic training would have been better.

Workday Support

• We don’t use Workday customer service. We are obliged to go through our consultant, One Day. The level of service provided by One Day is poor.
• Turnaround time is terrible. People on tier one support don’t have enough knowledge. They spend a lot of time asking questions that they should know the answers to. Fix are often made locally to one specific area of the application. We often realize that the same problem crops up across the application and we have to make the same change everywhere – have to keep going back.

Using Workday

• User inteface is very elegant and well-designed. As a result product is quite intuitive.
• Not having a direct relationship with the vendor is problematic though (because of our company size, we are obliged to work with a consultant). Any time we want to make changes to the user interface, we have to go through the consultant which is expensive.

Workday Reliability

Schedule down time is always notified. No real issues.

Integrating Workday

  • Active directory
  • Benefit carriers: Cygna, BCBS, IMED
  • Working on integration with financial planning tool (Adaptive Planning) and Concur. Concur is a big challenge.
  • LMS System
Integrations are complex enough that we do not build them in house. We have to reach out to Once Source for integrations. We have no dedicated person to do this in house. It'suite expensive to use them. We're looking at independent contractors to build future integrations.
  • Adaptive Planning and Concur are current integration projects.