HCM for the Modern Age
Updated February 21, 2024
HCM for the Modern Age
Score 8 out of 10
Vetted Review
Verified User
Modules Used
- Human Capital Management
Overall Satisfaction with Workday Human Capital Management
Workday HCM is currently being utilized to streamline and automate current manual processes as well as provide an ability to track our employee's life cycles all within a single system. We use the Workday HCM for recruiting/onboarding, payrolling, talent management, and a plethora of other services. The primary business problem Workday HCM addresses is a single system to manage employee transactions
- Reporting. There seems to be a virtually limitless way to report on hundreds of different data points
- Performance Management capabilities have gone from manual pen and paper to online and fully automated with built-in routing and workflows
- Payroll services have been enhanced and pay changes have been streamlined and made more efficient
- Reporting. Can be very messy if the user does not know what they're doing
- Roles in Workday need more configuration capabilities
- Talent review process with calibration is a steep learning curve for HRBPs and support team members, requiring significant time investment for enablement and upskilling
- We've seen a positive reception from Management and Employees using the system for day-to-day, BAU transactions
- Our data & analytics team has seen drastic improvements in the ability to track and monitor previously unexplored employee data points to drive business plans
- The learning curve for non-tech savvy personnel is pretty high and there have been some issues with adoption for people who don't primarily use computers for day-to-day work
Significant change management around system capabilities tied to automation of certain processes for management, especially within an industry with high number of deskless workers (production/manuf.). Largest barrier is identifying ways in which to make the system more widely available for employees who aren't sitting at their computers all day. Deference given to managers to "own" scheduling automation more-so than legacy systems, but has shown to be difficult to readily adopt.
Large number of deskless workers, so ownership of processes/tasks tends to fall upon HR support teams or Managers. Additional, and new, system for tracking has shown to be difficult to move away from legacy systems with significant investment tied to enablement sessions which can also be viewed as time-sink as it's pulling managers off the line.
Workday has a much better workflow and automation process for routing information to appropriate parties.
Do you think Workday Human Capital Management delivers good value for the price?
Yes
Are you happy with Workday Human Capital Management's feature set?
Yes
Did Workday Human Capital Management live up to sales and marketing promises?
I wasn't involved with the selection/purchase process
Did implementation of Workday Human Capital Management go as expected?
Yes
Would you buy Workday Human Capital Management again?
Yes
Workday HCM Feature Ratings
Using Workday Human Capital Management
75000 - Mainly corporate functions and those pillars without significant number of deskless populations.
Using Workday HCM
Pros | Cons |
---|---|
Like to use Easy to use | Not well integrated Slow to learn Cumbersome Lots to learn |
- Goal setting
- requesting time off
- Voluntary resignation process
- Talent review with calibration
- succession planning and talent pools
- Performance review workflow
Yes, but I don't use it