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Buyer's Guide
ERP
September 2022
Get our free report covering Oracle, Oracle, Workday, and other competitors of PeopleSoft. Updated: September 2022.
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Solution Architect at a tech vendor with 1,001-5,000 employees
Real User
Top 20
Offers good business process framework and out-of-the-box reporting, and brings operational efficiencies
Pros and Cons
  • "There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight."
  • "Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap."

What is our primary use case?

Workday provides a number of offerings. I've seen it primarily being used for human capital management, which includes onboarding, the entire employee lifecycles from recruiting to offboarding, payroll, benefits, absence, and time tracking.

Unlike some of its competitors such as PeopleSoft, Oracle, or SAP, Workday is cloud-based. Workday is built natively in the cloud, and you're always on the most recent version. 

In terms of the cloud provider, they do have their own data centers. They've got one in Portland. They've got one in North Carolina, one in Dublin, Ireland, and maybe one or two at other places. I have heard that ultimately the underlying technology is AWS, but I'm not certain of that. 

Technically, it's a hybrid model. Their enterprise bus model is such that technically you share server resources with other customers. A lot of customers don't actually know that, but if we're all running a lot of integrations or doing a lot of data processing at once, it's possible that the server could be impacted, and whoever is providing the maintenance would have to then throttle and pull resources from somewhere else. However, most customers don't experience any type of real performance issues, and then from a security standpoint, even though they're shared server resources, everything is of course constrained to just that particular customer. No other customer could view a separate customer's data or things of that nature.

How has it helped my organization?

Based on the corporations I've worked for and I've consulted with, it surprised me how immature at times they are with their people processes. There is such a focus on scaling the revenue-generating arm of the business that oftentimes, the operations are somewhat neglected. Workday creates a framework where you can scale the operations of the business to support what's going to drive revenue. It creates operational efficiencies.

What is most valuable?

There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight.

What needs improvement?

Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap.

For how long have I used the solution?

I've been using Workday for about eight years.

What do I think about the stability of the solution?

Its stability is really strong. It is reliable.

What do I think about the scalability of the solution?

With respect to scalability, Workday does quite well. It has a lot of packaged integrations. It has a lot of in-house offerings. It allows an organization to scale.

We have over 10,000 employees. We've got a variety of direct hires. We've got contractors, and we've got interns. We've got people in the States, Canada, various countries in Europe, India, China, and Australia. With respect to roles, most people in the organization aren't going to interact with Workday outside of their unique profile. It's going to be for things like requesting time off, checking pay stubs, or reviewing benefit documentation. By and large, they're rarely in the application. People who are using it day in and day out are going to be recruiters and potentially managers approving time offs and maybe issuing compensation changes if they're on a hiring team, and they're approving some type of award or things of that nature. Then, there are super users, which includes people like me who are on the technical side doing integrations, supporting, or configuring the native Workday functionality.

It is being used extensively in our organization. Workday is part of our long-term operational technology stack and plans. I definitely see that we'll continue to adopt it, and we'll continue to look at the ways we can extract value from it.

How are customer service and support?

Overall, they do well. I'd rate them an eight out of ten.

Which solution did I use previously and why did I switch?

I've used some competitor tools. Another tool in the space that tends to be more for small and medium enterprises is Kronos. That's the one where I cut my teeth initially. I switched to Workday because it was a job opportunity. I had taken a position and learned the technology, and that has been more or less my focus or bread and butter for the last eight years. My current company had already rolled out the technology to some extent, and when I was hired, we rolled out additional functionalities.

How was the initial setup?

It is highly complex, and the level of complexity depends on what functionality you're rolling out. If you're rolling out payroll and converting from a legacy system, that's going to be complex. All in all, Workday does a good job to help you be successful, but nevertheless, it's still complex. 

It definitely takes months. A lot depends on the size of the organization. Workday has started to market towards smaller customers or organizations with under 500 employees, which is unique and something new for their business model. Typically, that wasn't their bread and butter. It has always been the medium enterprises or large enterprises. Their sales pitch is that they can stand those customers in 16 weeks. That generally tends to be more in the neighborhood of 20 weeks. If you're a big customer with over 5,000 employees or in the neighborhood of even 50,000 employees, it's not unreasonable that your deployment could take a year or more. Even with Oracle, SAP, or PeopleSoft, your deployment is going to be the same. There's just no way you're going to roll out all the change management and all that technology in a short amount of time. It just wouldn't be feasible.

What about the implementation team?

You get the option to do it in-house, use a third party, or use Workday to help you out with the implementation. All three are available. In my experience, I've been a consultant and have gone through implementations with customers. I've also been a customer and gone through the implementation and leading that. Workday, of course, is very much involved in trying to ensure the success of the overall deployment.

The maintenance and the deployment of the solution are a part of my role. Maintenance is an area in which Workday is really strong because it is native to the cloud, and they keep all their customers on the same version. Workday goes through two big releases every year, and it also has weekly releases, which include just fixes and small features. The cool thing there is you're taking credit for new features being released, but you may not have been the one who was patching the server and things of that nature. That's a really strong suit of Workday. 

What's my experience with pricing, setup cost, and licensing?

By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well.

It is based on the headcount, and it is based on the number of modules you license. HCM is a module. Payroll is another module, and Benefits is also a module. Each module you choose is going to be an additional cost. In addition, you're also going to have costs associated with test environments. Workday, by default, is going to give you production and a sandbox environment with your license. They're also going to give you a preview environment of what's being released, but if you want additional test environments, there is a license cost.

What other advice do I have?

You would require a really good partner. You would also require in-house expertise, specifically within the technology itself. You need to be able to go out and attract and bring in the talent to help you be successful. You need to understand that doing it really well is going to require more of an investment than what you're hearing in the sales. If you've got 2,000 employees, Workday may say that you could support this entire application with two or three people, but just in my experience, if you have a lot of modules licensed, it's probably not realistic. You're probably not going to extract the full value. You need to understand whether you are okay with not getting everything out of what you're paying for. If so, that's fine, but if you really want to get the bang for your buck, it's going to require an investment. 

You also need to understand that it's going to take time to implement. So, you need to manage expectations and understand what are other priorities in the organization and what the fiscal year looks like. Is it a standard calendar? If you're going through something that's going to impact financials, you're probably not going to want to roll out something really heavy on January 1st. You would want to have that in place prior to that.

Workday also has a financial piece that they offer in their technology stack that competes against Oracle. We don't currently use that, but it is a good piece of technology. They also have a learning management system that integrates directly with the other pieces of data.

Workday's model and what they really preach is this idea of the Power of One. So, they try to get everything within one environment. The sales pitch is that it is going to then reduce the number of other vendors or applications that you would have to have and integrate with, which holds true in some cases. It might not hold true in other cases depending on the needs of the business, budget, internal expertise, and things of that nature. It's just an overarching model that you see in tech where a lot of IT departments want to license the best in class and scale from there.

I'd rate it a nine out of ten. Overall, it delivers a really seamless solution that allows for operational efficiencies and operational excellence. 

Which deployment model are you using for this solution?

Public Cloud

If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

Other
Disclosure: I am a real user, and this review is based on my own experience and opinions.
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SanjeevKumar12 - PeerSpot reviewer
Director at ApON India
Real User
Simple to use functions, intuitive interface, and efficient database
Pros and Cons
  • "I have been using SAP for more than 13 years and the new SAP S4HANA was not only a simple upgrade, they have made a lot of improvements. They have simplified a lot of the functions, the all-new interface gives users a better experience. The database itself is quite efficient in nature and it provides effective data queries. It is a good upgrade from the previous version of SAP R/3."
  • "It is simple to implement SAP S4HANA. If you are already in this type of environment, then the transition is not very complex. However, if you do not then it can be difficult."

What is our primary use case?

SAP S4HANA is used as an enterprise resource planning solution.

What is most valuable?

I have been using SAP for more than 13 years and the new SAP S4HANA was not only a simple upgrade, they have made a lot of improvements. They have simplified a lot of the functions, the all-new interface gives users a better experience. The database itself is quite efficient in nature and it provides effective data queries. It is a good upgrade from the previous version of SAP R/3.

For how long have I used the solution?

I have used SAP S4HANA for approximately two years.

What do I think about the stability of the solution?

This solution is stable. The application runs on hardware and if you are using cloud architecture it is stable. However, there are too many factors to clearly say this solution is stable because it depends on the environment. For example, where are you hosting the solution and how are you accessing it can impact the stability. If one of these many factors is not suitable then the solution as a whole could be determined to be unstable. 

How was the initial setup?

It is simple to implement SAP S4HANA. If you are already in this type of environment, then the transition is not very complex. However, if you do not then it can be difficult.

It does not matter what ERP you are using, whether it is Oracle, SAP, Microsoft Dynamics, or others, and even locally made or customized solutions, it is always the change management that takes all the effort. It is never technology that comes in between as the bottleneck because whatever technology you choose, configure, design architect, it does the job. The issue is the mindset of people, how to change people, how to train them, how do you make them efficient, how they will become more fluent and adapt to this change? That is the challenge, it is never technology that falls in place as a bottleneck.

Which other solutions did I evaluate?

I have evaluated Oracle, Microsoft Dynamics, SAP, and other solutions.

What other advice do I have?

When trying to improve, you either implement something new and then try to improve your internal process, or there is a change in business, market, product, or scenario altogether, or maybe a merger equation that you need something which is not there. It is always a gap between the demand and supply and that is the reason the flow happens. Otherwise, if everything is saturated, then it becomes fully stable, there is no need for any movement or change anywhere. 

There has been a lot of changes in businesses recently with COVID, the entire way we do business has changed from the way we used to do business earlier. For example, in a manufacturing company, they could have had everything configured in a certain way, and then suddenly no one was able to attend the offices or building. This pandemic has placed a lot of restrictions and yet you have to manage everything, such as productivity, people, and their time. There have been tremendous changes over the past year and a half. If you look at any supply chain or any transport company, there is a change in requirements, reporting, monitoring, and objective analysis of each and every function. It is a process that is going on that will transform the industry, the outlook, the way of we are going to be working with people. Operations are shifting from a physical presence to remote working and virtually managing. Time, demand, and businesses keep changing, and then the software and different upgrades, functionality, will change too.

I am completely agnostic to any particular solution or vendor. My advice is if you choose SAP, Microsoft, Oracle, or another solution, all of them are equally good. They can be configured and can be customized. There is never a one size fits all solution, you will have to find what solution fits your particular business and use case. One solution might be the best for one type of use case but not work well in another. 

I rate SAP S4HANA an eight out of ten.

Which deployment model are you using for this solution?

Hybrid Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Information Technology Internal Auditor at a outsourcing company with 10,001+ employees
Real User
Offers online training facilities and has good reporting, but it is difficult to deploy
Pros and Cons
  • "The hiring process is good. It will create a process-oriented procedure in terms of hiring, promotion, the movement of people, and other related HR tasks."
  • "It would be helpful if you could work offline because sometimes, we have problems with internet connectivity."

What is our primary use case?

We are looking at implementing the whole HR process, including training, employment, and the payroll system.

What is most valuable?

The training is good. You can complete it online, without coming into the office. It provides reports on how many people have taken the training.

The hiring process is good. It will create a process-oriented procedure in terms of hiring, promotion, the movement of people, and other related HR tasks.

What needs improvement?

Better facilities for complying with the GDPR data privacy act would be helpful because this is something that is difficult for us.

It would be helpful if you could work offline because sometimes, we have problems with internet connectivity.

For how long have I used the solution?

I have been working with PeopleStrong for approximately a year.

What do I think about the stability of the solution?

To this point, PeopleStrong has been stable. We haven't had any problems. However, stability is dependant on the connection to the internet. This product needs to be connected to the internet to work and sometimes, because of the network connectivity in the Philippines, we have instances of instability.

What do I think about the scalability of the solution?

We have approximately 5,000 users.

How are customer service and support?

I have not personally been in contact with technical support. Our IT and HR teams have been coordinating with them.

Which solution did I use previously and why did I switch?

In my previous company, I used PeopleSoft for approximately three years.

How was the initial setup?

I was not personally involved with the implementation. The deployment is quite hard because there are a lot of things to consider, especially with respect to accessibility.

Which other solutions did I evaluate?

We just implemented PeopleStrong and I will be conducting an IT audit to compare it against PeopleSoft. I am looking at the differences between the two and trying to determine the benefits of PeopleStrong.

What other advice do I have?

This is a product that I would recommend. In my previous job, one of the difficult parts was having external access to processes like hiring, employment, movement, promotions, and performance evaluations. These things were only accessible internally. With PeopleStrong, you will be able to do all of those things while working at home.

In summary, this is a good product and at this time, there are no features that I have found missing. However, there is room for improvement and I have not explored all of the features and functionalities.

I would rate this solution a seven out of ten.

Which deployment model are you using for this solution?

Private Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
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DGM HR at a comms service provider with 10,001+ employees
Real User
Top 5Leaderboard
Intuitive and user-friendly tool that makes onboarding smooth
Pros and Cons
  • "The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database."
  • "SuccessFactors could be improved by making it usable on mobile and making its features less rigid."

What is our primary use case?

I mainly use SuccessFactors as an onboarding solution, and we're also implementing it for compensation and benefits administration.

What is most valuable?

The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database.

What needs improvement?

SuccessFactors could be improved by making it usable on mobile and making its features less rigid. Right now, if we make a customization and then SuccessFactors issues an upgrade, we get stuck because our customization doesn't come over from the previous version.

For how long have I used the solution?

I've been using this solution since 2020.

What do I think about the stability of the solution?

It's stable.

What do I think about the scalability of the solution?

SuccessFactors is scalable.

How are customer service and support?

Accenture gives good technical support.

Which solution did I use previously and why did I switch?

My company previously used Taleo.

How was the initial setup?

The initial setup was very straightforward and hardly took any time - we were up within a few weeks.

What about the implementation team?

We used Accenture as our implementation partner. Their performance was good, and they continue to maintain the system post-implementation.

Which other solutions did I evaluate?

We evaluated Oracle Fusion, PeopleSoft Fluid, and Darwinbox.

What other advice do I have?

SuccessFactors is intuitive and easy to use. When implementing, go for all the modules instead of implementing a half-strategy, as this will be better for the company and the employees. I would rate this solution ten out of ten.

Which deployment model are you using for this solution?

On-premises
Disclosure: I am a real user, and this review is based on my own experience and opinions.
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Buyer's Guide
ERP
September 2022
Get our free report covering Oracle, Oracle, Workday, and other competitors of PeopleSoft. Updated: September 2022.
635,162 professionals have used our research since 2012.