Workday Year One!
Updated July 20, 2016

Workday Year One!

Isaac Dixon, PhD., SPHR | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User

Modules Used

  • Human Capital Management
  • Payroll, Benefits and Time Tracking/Reporting

Overall Satisfaction with Workday Human Capital Management

We implemented Workday just over a year ago. We went from a largely paper based system and a old legacy system that was not really designed to support HR processes. Our implementation lasted approximately 8 months as the result of a great team from LC and our implementation partners at Meteorix. Workday is used to manage human capital transactions related to employee onboarding, benefit enrollment, time and attendance tracking and payroll. Moving from paper has helped us clean up and refine our reporting as well as our work processes too!

Employing Workday is as much about organizational change as it is anything else. Workday is best done in organizations where executive support and sponsorship are high. This also means that HR teams must develop better skills around project planning and management, data analysis as well as process improvement. This are not skills native to many HR professionals but there are lots of smart people with these skills who will be great assets to your HR team as they move to Workday.

It is also most important that your organization understand that Workday is where the world outside of your institution has already gone. At home, your employees are used to information being "pushed" to their mobile devices or desktops. They do not expect to have to call Amazon, file a request for information and wait to hear back. When they come to work and human capital management and other solutions work at glacial speed they find it frustrating.

The old "pull" model for getting information on longer fits the speed of organizational life. Workday increased our capacity to get things that really matter done by automating "transactional activity" so that my staff can spend time with faculty, staff and student employees helping them do things that are of greater value to them and the college. This is what Workday is about, making HR more strategically relevant both today and tomorrow.
  • Onboarding: Putting everything related to an employee coming on board into one place makes it much easier for people to understand what is expected of them and for us to see what they have done and need to do.
  • Benefits management: We did our first online enrollment a year ago and for the most part it went exceptionally well. Most of our employees had complained for sometime about the amount of paper they had to fill out for benefits enrollment each year and the previous system required navigating 10 screens to make a benefit change for one employee.
  • Time Reporting and Attendance Tracking: This makes managing employee time and attendance much more accurate and likely to be reviewed by submitting managers. It also eliminated several hundred paper timesheets each month!
  • The training modules have greatly improved these were the weakest items when we went live a year ago
  • Greater assistance on the need for culture change in organizations. Many organizations think they are buying an appliance and they're not prepared for the amount of organizational change that will ensue.
  • Getting Workday financials might have made the implementation of the payroll piece a bit easier. We are still writing interfaces with our GL because that is on the old system.
  • Colleague
Workday is far superior because it was designed and built to support HR transactions and related activities. The product is also highly customizable which makes it ideal for higher education where there are lots of exceptions.
Is your team tech savvy enough to manage their end of the project? Do you have a project manager in your organization to keep things on time/track?
How well documented are your processes? If they are like most HR teams this is where you need to do quite a bit of work prior to getting into to Workday.
As I stated earlier change leading organizations will do well with the product. Change resistant environments will struggle as this product forces you to move more quickly than you are comfortable with.

Key question: When do we want to go live and what resources are we willing to put into the project?

Workday HCM Feature Ratings

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

Using Workday Human Capital Management

All across the college in every business function from IT to Finance to the faculty and staff.
1 - Patience, devotion to continuous learning and process improvement/change.
Our resource is also embedded in HR which has made all the difference in her not being pulled into unrelated project work if she were in IT.

Workday HCM Implementation

Workday HCM Training

The online training is very good and it gets better the more that you and your team use it!

Workday HCM Reliability