"The performance management system is really good."
"In general, the solution is very flexible and can be configured in multiple ways."
"It is a good product, and it is suitable for different client requirements. It has customization options and flexibility. You can customize a report or configure the workflow based on your requirements. Everything is there in the product, and you can customize it as per your requirement. Our clients found the automation of the payroll, leave attendance, and onboarding modules the most valuable. The Time and Attendance module is fully integrated with this solution and supports multiple data entry modes, such as barcode, biometric device, fingerprints, and face reading. Its core HR module includes features like movement, expense management, exit, and separation. The compensation and benefits module includes features like welfare, retirement, and superannuation. It also has analytical tools. You can create a real-time report based on your requirements. You can also publish that report in different formats, such as Excel, PDF, HTML, etc. It has a chatbot feature, which is using machine learning and natural language. You can ask questions about your leave balance, attendance, or things like that, and you will get an immediate reply from the chatbot. It also supports approval through email."
"The most valuable feature is the ease of reporting."
"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
"The platform itself is very robust and I generally like the reporting and analytics capability."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"The solution is stable."
"The user interface is good and very easy to use."
"The reporting feature is quite easy for a layman to use, and the look and feel of the application is good. Its security is robust. You will never find a use case that cannot be covered."
"The solution was very good at reconfiguration and customization of their software. It helped us to meet federal regulations."
"They can improve the configuration time because it takes more time than other products to configure the system. It could be because they are managing this single product for all countries, but it would be good if they improve the implementation time because we need to implement the solutions within a timeline. They should provide some kind of auto-configuration so that the system can be configured and implemented within a certain timeline. Implementors should have a provision to configure the system in a short time. There should also be an option to move the setup or configuration from staging to production to save time. These types of automation should be there."
"The product itself sometimes feels inconsistent because it comes with bugs."
"The mobile app and web page user experience could be more user friendly."
"The UI, UX (user experience) is very bad. It is not very interactive."
"The implementation could have gone a little smoother."
"The solution should be more user-friendly."
"The cost of Workday is certainly not inexpensive. It's very pricey."
"They don't offer any backend database access. This is one limitation that I found in this product. Workday hasn't opened up about what kind of database they are into, which can make it easy for the technical team to emulate issues. It would be good if they can offer backend access to the technical team. It would be helpful if they can also provide a Troubleshooting Guide that we can use to troubleshoot issues. When we have an issue, there are very limited resources to refer to."
"It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with."
"It's possible that the way things are integrated could be improved"
"The security console should be made less complex."
Earn 20 points
Ramco HCM is ranked 8th in Benefits Administration with 3 reviews while Workday is ranked 3rd in Benefits Administration with 8 reviews. Ramco HCM is rated 8.0, while Workday is rated 8.2. The top reviewer of Ramco HCM writes "A good performance management system that comes with an excellent dashboard". On the other hand, the top reviewer of Workday writes "Simple to use with easy report creation and excellent AI". Ramco HCM is most compared with Oracle HCM Cloud, SAP SuccessFactors, SAP HCM, DarwinBox and Saba Recruiting Management, whereas Workday is most compared with SAP SuccessFactors, PeopleSoft, SAP HCM, Oracle HCM Cloud and Oracle Taleo. See our Ramco HCM vs. Workday report.
See our list of best Benefits Administration vendors, best Cloud HCM vendors, and best Talent Management vendors.
We monitor all Benefits Administration reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
