Workday Review - Great for HR, good for mid-sized/small organizations!
Melissa Cypher | TrustRadius Reviewer
Updated July 14, 2016

Workday Review - Great for HR, good for mid-sized/small organizations!

Score 7 out of 10
Vetted Review
Verified User
Review Source

Software Version

Workday 23

Modules Used

  • Human Capital Management
  • Integration Cloud
  • Payroll

Overall Satisfaction with Workday Human Capital Management

It is being used across the organization, to streamline business efforts with HR, Benefits, Payroll, and integrations with our student systems and other vendors, but provides us with a more flexible and modern system to manage our information among those systems.
  • The flexibility of being a cloud-based system that users can log on from anywhere (including administrators) to use with a simple sign-in screen - no special downloads or certificates needed to access your data.
  • The ability to customize (within the structure of the system) what users see and access, as well as the self-service capabilities for employees.
  • Most actions and activities in Workday can be tracked as a "to-do", so you can follow up on something at a later time without forgetting about it.
  • Finding employee data is fairly easy, the search tool is a great feature of Workday.
  • The Payroll module is lacking some major reports "out of the box". For example, coming to Workday from a payroll service provider, we realized Workday doesn't have a clean Payroll Register or Payroll Summary report that can be used for audits or top-level reconciliation. We had to build custom reports to manage that, but most reports only output to Excel, so Workday lacks some clean PDF versions that satisfy Auditors needs when looking to compare top-level payroll information.
  • The Payroll module does not come with in-house training. The realization is that the consultants your organization uses, are also going to be your trainers, leaves many facing challenges of information not being passed to the end-users properly. Workday needs to provide more web-based training, at no extra cost, to users of the system. Payroll is an important module within Workday, and users need to understand the "how's" and "why's" of the system - because it is quite different from other in-house and SaaS payroll systems.
  • The Payroll Module is still very young, so there are many developments needed to make it more effective for large organizations. From reports, to tax configurations, to exports and imports of data from 3rd parties, Workday needs to put more focus on listening to its users and making things available more quickly than years down the road. We have had issues with tax calcs and had to identify necessary changes Workday needed to make, which are things other payroll systems have already tackled. In some ways, it can feel like you are redesigning the wheel as you move forward with Workday Payroll.
I came to CMU after they had selected Workday. I think the biggest reason why Workday was selected, was because the business could invest in one system to bring their Payroll, HR, and Benefits activities together, where those had been 3 separate systems in the past.
Workday seems to be more suited to the Employee management and high-level data aspects of an organization. The financial structure of Worktags to mirror an accounting GL, create confusion among users new to Workday. The HR Information tracking and employee data capture and data management seem to be the most developed within Workday.
Key Questions to ask as an organization: What is broken in your current organization that you want to fix? What modules would you benefit most from? Are you currently in-house or outsourced for payroll? If you are considering Workday as a full solution to HR, Finance, and Payroll needs, you may require additional heads to support the system depending on how large or detailed your organization is. This is not a system that will reduce your admin headcount if you currently outsource HR/Payroll needs to service providers such as ADP, Ceridian, etc.

Workday HCM Feature Ratings

Employee demographic data
10
Employment history
9
Job profiles and administration
9
Workflow for transfers, promotions, pay raises, etc.
8
Organizational charting
8
Organization and location management
9
Compliance data (COBRA, OSHA, etc.)
Not Rated
Pay calculation
6
Support for external payroll vendors
5
Benefit plan administration
Not Rated
Direct deposit files
5
Salary revision and increment management
6
Reimbursement management
6
Approval workflow
6
Balance details
4
Annual carry-forward and encashment
5
View and generate pay and benefit information
5
Update personal information
8
Report builder
7
Pre-built reports
4
Ability to combine HR data with external data
6

Workday HCM Reliability

Workday is okay - it looks nice on the outside, but they still have some bugs to deal with in the software so that it is more user-friendly and functioning for customers.