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

Score 9 out of 10
Vetted Review
Software Version
Version 17
Overall Satisfaction with Workday
Pros
- 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.
Cons
- 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
• 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.
Evaluating Workday and Competitors
• ADP / HRB
Workday Implementation
- Professional services company
One Source VHR
Workday Training
Workday Support
Using Workday
Workday Reliability
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.
Comments
Please log in to join the conversation