Workday HCM - The right choice
June 17, 2016

Workday HCM - The right choice

Susan Davies | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Modules Used

  • Human Capital Management
  • Time Tracking, Payroll, Absence Management, Benefits

Overall Satisfaction with Workday Human Capital Management

We are using Workday HCM across our organization for Onboarding, Benefits, Payroll, Absence Management and Time Tracking. We will soon be rolling out the manager self service functionality.

Pros

  • Associate Self Service allows for the employee to manage their personal information and gives them the ability to set up and assign by pay type their direct deposit, Federal and State withholding. They also have varying views of their payslips - very detailed to just the basics.
  • Accountability and visibility for absence management. Managers can view time off for their entire team, balances for their team.
  • Our first experience was Open Enrollment last year. Users found Workday to be very intuitive and user friendly.

Cons

  • Understanding how the business processes drive the different components. Some components are very detailed. It really takes a designated person to be the subject matter expert of the "back of house" maintenance and trouble shooting.
  • Out of the box we didn't know what we didn't know. It's taken us about 4 months to iron out some of the idiosyncrasies and connect the dots.
We liked that all customers are on the same version of the product and the minimum bi-annual updates. The customization is in the business processes you build within the delivered system. No "Bolt Ons". The visibility to managers to their teams was another big plus and we like the way the security is role based.
We absolutely love the ease of navigation and features of the modules we've initiated with Workday. I previously have used PeopleSoft, UltiPro and ADP systems and I consider Workday to be the Cadillac of these systems. We've only been on Workday 6 months and we continue to validate we made the right system choice for HCM, Benefits and Payroll.

Workday HCM Feature Ratings

9.0
Employee demographic data
9
Employment history
9
Job profiles and administration
9
Workflow for transfers, promotions, pay raises, etc.
9
Organizational charting
9
Organization and location management
9
Compliance data (COBRA, OSHA, etc.)
9
9.4
Pay calculation
10
Support for external payroll vendors
9
Benefit plan administration
9
Direct deposit files
10
Salary revision and increment management
9
Reimbursement management
Not Rated
9.0
Approval workflow
9
Balance details
9
Annual carry-forward and encashment
9
9.0
View and generate pay and benefit information
9
Update personal information
9
View job history
9
View company policy documentation
Not Rated
Employee recognition
Not Rated
Not Rated
Tracking of all physical assets
Not Rated
7.0
Report builder
6
Pre-built reports
8
Ability to combine HR data with external data
Not Rated
Integration with other HR capabilities ()
Not Rated
Not Rated
Performance plans
Not Rated
Performance improvement plans
Not Rated
Review status tracking
Not Rated
Review reminders
Not Rated
Multiple review frequency
Not Rated
Not Rated
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
7.0
New hire portal
9
Manager tracking tools
5
Not Rated
Corporate goal setting
Not Rated
Individual goal setting
Not Rated
Line-of sight-visibility
Not Rated
Performance tracking
Not Rated
Not Rated
Job Requisition Management
Not Rated
Company Website Posting
Not Rated
Publish to Social Media
Not Rated
Job Search Site Posting
Not Rated
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
Not Rated
Notifications and Alerts
Not Rated

Workday Human Capital Management Implementation

We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.
  • Implemented in-house
  • Professional services company
We partnered with OSV for our implementation.
Yes - 

Phase 1 was Benefits Open Enrollment

Phase 2 was HCM, Payroll, Time Tracking and Absence Management

Change management was a big part of the implementation and was well-handled - Major issue we had was with the inbound 401K file and we had some coordination confusion. Overall we did a great job of communicating the changes and providing the necessary tools to our associates.
  • Didn't know what we didn't know
  • Our integrations had not been adequately tested prior to go live

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