Workday HCM Reviews

I use Workday for HR, specifically in human resources. We are using Workday starting from the recruitment module, time tracking, leaves, time-offs, and performance management. We also use it for probation evaluations. I create different processes with specific workflows, which helps me tremendously. The interface of Workday is superior. It is easy and clear. Everything is organized effectively. I enjoy using Workday extensively. This might be because it is my first system to work on.

I have not used the financial management component of Workday. I used only HR, starting from recruitment till resignations. Everything regarding the workflow, onboarding, and anything in between, such as leaves, I worked on it in the HR department.

I create different processes with specific workflows, which helps me tremendously. The interface of Workday is superior. It is easy and clear. Everything is organized effectively. I enjoy using Workday extensively. This might be because it is my first system to work on.

The system is easy to use.

There is something that could be improved in Workday, specifically in the time tracking module. While I am not working on Workday now, I was a regional HRIS working for Egypt, Malta, India, and China. I mention these countries to relate to high population countries and companies.

In our company, we use assigned work schedules for our teams. Because we work with the time tracking module, we need to assign shifts. In the manufacturing industry, we might need to change shifts every day or week. Manufacturing teams are huge, approximately 50 to 200 people in one team. If this team has one leader, the leader needs to assign a work schedule for each person individually.

While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself. I have requested this functionality many times. When extracting business processes awaiting actions report, I can select different processes in one box, hit okay, and the report comes up. However, the same functionality does not work for work schedule assigning. If implemented, it would help many people in companies with high populations and big teams.

I have been using Workday for two years.

The support team from Workday is perfect. That is why I feel the difference. If my first experience with a support team was scheduling meetings for two or three days after, I would feel it was normal practice. However, with Workday, I can pick up the phone, call them on Teams, and they answer immediately. I do not need to schedule with them a week in advance.

Once I send an email, there is a support team of five or six people; anyone replies and can join a call or meeting immediately. Regarding different time zones, they were in Chicago while I was in Egypt, creating an eight-hour difference. I pick my time accordingly. I cannot call them at 3:00 AM their time, but when I call them around 9:00 or 10:00 AM, they answer. They never leave me on hold or waiting for weeks.

Positive

I was a customer of Workday. We also had a third-party partner, Two Block.

I do not know about their pricing, but Workday is expensive. For small companies, it is costly. The constraint is that you cannot use Workday in Egypt unless you have a site in the Americas or Europe. For my ex-employer, it was easy because they were based in Chicago, with another headquarters in Malta. With my current employer, we are an Egyptian public company based in Egypt; we cannot purchase Workday because it requires us to have a branch or headquarters in the Americas or Europe.

I would recommend it to other people, specifically if they meet the criteria of Workday. Workday is perfect.

On a scale of one to ten, I rate Workday 8.5 out of 10.

Workday Human Capital Management's key use case is the hire to retire business process. The business processes we have in Workday include hiring an employee, transfers, promotions, and termination processes. Pretty much everything that an organization does for human resources is automated.

The most valuable function in Workday Human Capital Management is that it is easy to implement and automates business processes, which is very important. It has dashboards and reports that are very helpful from an HR perspective, so everything you are doing and whatever is happening in the organization, all the data and graphs are just a few clicks away.

Workday Human Capital Management provides a report writer and some pretty advanced analytics such as discovery boards and dashboards. For external data, it has Prism Analytics, so for analytics purposes, Workday is quite powerful. It can provide you data, and you can easily import, export, or create a model through that data in any other external BI tools or reporting tools as well. Workday itself has nice inbuilt tools that can be integrated with external tools such as Tableau or Qlik Sense.

Regarding employee engagement, Workday Human Capital Management helps my company work with employees to make engagement simpler because when you implement Workday, you have a social media kind of front-end. You log in and search to find everything on your screen without complex coding. Users can see another employee's organizational information, such as who is working where, and they can interact with them through their emails or whatever they make public within the organization. This is one form of engagement. If your company has implemented payroll with Workday, all you need to do is log in, and everything related to pay is available in the system, which makes it very interactive. Employees are familiar with Workday in my organization. VPs, directors, or HR heads can access separate dashboards to see real-time data on what is happening, such as how many people have a notice period, how many are getting hired, attrition rates, and new hiring. The unique selling point of Workday is its easy-to-use user interface, which is quite difficult in other ERP systems such as SAP or Oracle Fusion.

Workday Human Capital Management has inbuilt functionality to cooperate with compliance. For Germany, it is GDPR, and for the US, it has reports and forms such as NYS CEO's. Compliance is a common practice in every ERP software; it is available in all ERP systems to incorporate compliance country by country. It is also a key feature, and Workday is fully compliant based on the country in which it is implemented.

In Workday Human Capital Management, I feel that the security part needs to be improved. Workday gives complete control to the implementers regarding security and who is going to see what data. There are sometimes loopholes that are not identified unless fully tested. If Workday had a security alert system, even a small alert would help the security architect secure all information better, especially sensitive data such as payroll.

Additionally, customization is another area of improvement, as Workday provides a default blue and yellow theme, which may not align with a company's branding. If Workday provided the option to customize themes based on a company's preferences, it would enhance the user experience.

I have been working with Workday Human Capital Management for almost twelve years.

I rate the stability of Workday Human Capital Management an eight out of ten.

Workday Human Capital Management is very much scalable; all you need is a browser to work or access your data, even for implementation purposes. You can access Workday from anywhere, even on an older laptop as long as it has browsing capability.

I rate Workday's technical support quite good, about a nine out of ten. Workday has partners all around the globe, but you need to raise a ticket and wait a couple of hours for acknowledgment. However, you typically get a response the same day.

Positive

The setup process for Workday is pretty much simple. Workday gives you a default setup, and while you do need to set up some organizational structures, that is important for any ERP system. Workday provides a template, and once you fill in the organizational structure and upload it, it automatically creates and sets up the organizational structure, making the process quite simple.

The main competitors of Workday Human Capital Management are SAP and Oracle Fusion, with PeopleSoft also being a notable contender in the market.

For the ERP system, I choose Workday Human Capital Management. If we talk about alternatives, PeopleSoft is a good option.

I am using only Workday Human Capital Management, not anything else.

I am not able to answer what metrics we use to measure the impact of Workday Human Capital Management because that is a task for higher management, such as directors or CEOs. For us, Workday is user-friendly, and we use it frequently, but whether it is good for the company is not our call. If you provide me a Ferrari, that is fine, but if my CEO wants to give me a Lamborghini, I would say that is good too; however, that decision is not mine.

I rate Workday's pricing around a six or seven because it is not very cheap. Pricing is based on employee count, so the more employees, the more costly it becomes due to cloud space and other factors. However, the module-wise pricing system makes it somewhat affordable since you do not have to purchase everything for each employee.

I definitely recommend Workday Human Capital Management to other users. I give Workday Human Capital Management a final rating of eight out of ten, with two points deducted for security concerns and lack of customization.

Our main use case for Workday is unified human capital management, which means HCM. We use it as our single source of truth for the entire employee lifecycle from recruitment and onboarding to payroll, performance tracking and success planning.

We use Workday Business Process to automate high volume tasks. For example, when a manager initiates a job change in the system, Workday automatically routes the request for the compensation approval, updates the organization chart, and triggers a notification to IT for new equipment provisioning, all without manual emails.

Workday offers great features in that it functions as a Google for HR. You can type hire employee or a worker's name, and it takes you exactly where you need to go. These kinds of things are great features of Workday, and I would say that is the best thing I feel.

Whenever we need to search for an employee, even if we don't know them exactly, we can find out who they report to, their designation, and everything we need with this search functionality. This feature gives so much help to our day-to-day work and is a very helpful utility. If we don't know a person but need to get more information, these are the publicly available details we can simply search for without much effort, and that is great.

Workday has significantly improved our data integrity by moving away from disconnected spreadsheets and legacy systems. We now have real-time visibility into our global headcount and labor costs, which allows our leadership to make faster data-driven decisions.

Workday could improve its custom reporting for beginners. While it is very powerful, creating complex reports has a steep learning curve and often requires specified training.

The only reason it is not a 10 is that the initial implementation is a massive project that requires a lot of data cleanup and preparation tasks, but once you are live, the benefits are undeniable.

I have been using Workday for about four years to manage our global workforce data and streamline our financial reporting process.

The search bar is actually one of its best hidden features. You can type the hire employee or the name of the person you need to search for, and it takes you exactly where you need to go, saving a lot of time. I did not mention it as an improvement, but many things can be introduced with this feature, so I felt it was worth mentioning.

Since adopting Workday, we have reduced HR administrative processing time by 45%. We also saw a significant drop in payroll errors due to the direct integration between time tracking and the payroll engine.

For users looking into using Workday, I advise them to focus heavily on the foundational data model during the planning phase. If you get your cost center and organization level right at the start, the reporting you get out of the system later will be much more valuable.

I would rate this product a 9 out of 10.

My usual use cases for Workday Human Capital Management are that I am part of the total rewards team. My work cases involve viewing different employees' salary splits, compensation changes, when compensation changes happened, and what events triggered those compensation changes. I have to download reports from the repository containing salary details of all employees, including different components. Additionally, I record future bonus amounts and deferred cash bonuses for employees. These tasks are easily captured and recorded in the system.

The reports I can download with compensation details come in a very organized manner. I can record any future payments through the software, such as deferred cash bonuses that need to be paid one year later. These features are saved easily and my team can complete tasks in a hassle-free manner.

Workday Human Capital Management has reduced administrative burdens and smoothed the process. I would rate it nine out of 10. You can easily record future payments or compensation changes that need to be made effective. The information about employee codes, variable compensation plans, and which variable compensation the employee receives gets captured in a very intuitive manner.

I have not directly encountered issues in Workday Human Capital Management, but my manager mentioned that the compensation module is not dynamic enough or flexible enough to accommodate the complexities in our salary structure. The compensation module could be improved for annual increments, promotional increments, and variable payouts. We find it better to handle these tasks through Excel rather than automate them through the Workday module.

I have been working with Workday Human Capital Management for seven to eight months.

The stability and reliability of Workday Human Capital Management is good. I have never seen a breakdown of the software or any late response. It has performed consistently.

Workday Human Capital Management has been scalable. We have moved from 800 to 1,600 headcount, and I have found it to be very scalable.

I have not communicated with the technical support of Workday for this product, but that area can be improved. We were trying to roll out the performance management process in Workday and were unable to customize it as per requirement. The person who manages the technical aspects was unable to customize the performance management system to our PMS requirements. Making tech support more accessible could help with customization needs.

Neutral

I have been part of this organization for a relatively short time, so I am not aware of which software was used previously. Before this role, I have not worked extensively with any HCM tool.

I find this tool to be very effective, but I have not calculated the return on investment for the tool.

The software is from CaptivateIQ, not Adobe. I have not used the global compliance feature or advanced analytics. From an end-user perspective, I found the talent management tools effective, rating them nine out of 10. Workday Human Capital Management is considered a relatively costly module in the market. I am not sure about the cloud provider, and we do not have documentation, guides, or manuals. I have rated Workday Human Capital Management nine out of 10 overall.

I am into consulting where I suggest products for my clients.

I can tell you about my research on Workday. Upon my initial research, I found that Workday is something we might want to proceed with. I will be submitting my analytics to them and will see how it goes from there. They might want to connect with you based on my report.

I am knowledgeable about the Workday tool as I am there to get an overview of it.

I will be using Workday as a research analyst. The client is an organization of around 1500 people, operating in growing organizations within the retail sector.

What I appreciate best about Workday is the recruiting component. Recruiting has been a challenge for them according to what they told us. From the recruiting point of view, they are looking for solutions. They have a pool of candidates that in the past they might have neglected or did not have the requirement for that kind of talent. Now they are doing mass recruitment, and I think they will need those talent pools.

The tool is easy to use based on the videos I have seen. One of my friends works in Accenture, and they have been using their services. Accenture is a consulting firm and Workday is a partner of Accenture.

Comparing Workday to other products, I am taking a positive note about Workday and it is the first priority that I suggested compared to Oracle or other products.

Based on my experience and the requirement, I would give it an eight.

The ease of use is notable because seeing all the videos and demos, the user interface is quite simple to use. What I find most challenging is there are so many publications out there, and sometimes it becomes complicated with all those integrations and partnerships. There is so much information floating around Workday that it becomes overwhelming to digest all of it. However, going by the demo, I think it is quite simple to use.

I know a little bit about the initial setup, though not in great detail. I heard the integration and initial setup is not that heavy. Since the client is a mid-size organization with simple requirements, I think it would be easy to integrate. Though I do not know about the complex aspects, from what I can see, my client could definitely understand what they have to offer.

I suggest products for my clients and am familiar with Workday to get an overview of it. Oracle is the core extreme, and I know a bit about their products. Workday planning aligns with the client's requirements, and I will be sharing those key perspectives.

Workday will be part of my recommendation, and I will be communicating and sharing their numbers.

I am not currently using this product but I am exploring it for potential future use.

I do not know anything about the pricing as that is not part of my job. I am just there to make recommendations.

I would recommend this product to other people.

Regarding advice, I can only recommend things and share numbers based on my recommendation. Based on their internal study, if they are interested, they would contact you directly.

I have rated this solution 8 out of 10.

Workday has definitely been an easy-to-use solution for most of my clients' legacy systems. The solution is easy to use and provides great flexibility and security.

If you want to add more features to your subscription, Workday becomes expensive.

I have been using Workday for four years.

Workday has been quite a stable system for the past few years. The solution's performance is similar to that of other major systems like Google and Microsoft. On a very rare occasion, I once saw the solution being down for a few hours. Other than that, I haven't faced any issues with the solution's stability.

I rate the solution’s stability ten out of ten.

Along with all the flexibility and customization abilities Workday provides, it provides very good scalability. That's why we have seen clients from more than 30 countries are able to use Workday as their prime system, and they are quite happy with it.

Implementing the solution is generally not easy because it depends on our client's landscape. In the last one and a half years, Workday has started a new implementation approach called launch implementation. This approach allows you, as a client organization, to implement Workday in a shorter amount of time, given that you fulfill certain criteria. It depends on the number of subsidiaries and employees you have and their compensation structure.

If it's not too complex, Workday provides its clients with this new approach called launch, where they can quickly onboard with the Workday without many complex requirements. The general implementation for Fortune 500 companies is always complex.

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add more features to your subscription, Workday becomes expensive. The solution is flexible in terms of pricing.

In my last project, our client had a merger and acquisition and wanted to include the data of their acquired company in Workday. Since it used a different HCM system, we had to make all the data points that will now be included in the parent organization's Workday system uniform.

You have to first align both things. Suppose certain conditions cannot be mapped one-on-one with the parent organization's requirements. You can do it very easily by creating custom objects where you can add some country-specific fields.

Generally, Workday provides many solutions for the US market. For other regions, you often have to add many local entity-related requirements. The solution's customization capability and seamless integration with different systems make it a very strong system that can smoothly manage business processes across different systems.

Regarding the user interface, Workday is one of the nice-looking systems because it looks easier to use than other systems. Workday has been designed in a way that both technical and nontechnical users can use it.

If you want to dig further into the system and get something you want, you can do it. If you are an average end user who wants to use Workday for some limited things, you don't have to go through a lot of things to do it. You can do it very easily with the solution.

Overall, I rate the solution a nine out of ten.

I was in charge of HR operations at the time; I did operational things like approving documents, issuing them in the system, and also trying to recruit nicely. 

Sometimes, I also handle some pre-onboarding tasks, like collecting data or documents and approving parts of the onboarding process.

It really helped our team. Especially for me, I could feel that my workload as an HR operation manager was cut by 50%.

Since the data was very organized in Workday, it was convenient for me to see specific employee datasets. The advanced analytics features have become better over time.

Workday's integration capabilities with other systems benefited our work. We combined Workday with LinkedIn Learning. It worked well for the learning management part.

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for my employees. Workday has a much better interface. Users can directly see the menu, click on what they need, and know what to do. I think that really helps my job as an HR operation manager.

So it's very user-friendly. That aligns with its focus on UX.

Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market.

So there should be development in the Korean language features.

I used it when I participated in the implementation projects. So, I have been using it for two years. 

Stability was better than other systems I've used. I would rate Workday's stability an eight out of ten. 

It is a very scalable product. For my branch, there are around 20 end users. They are HR specialists. 

In Korea, we didn't have dedicated IT personnel for HRIS [Human Resources Information System]. Support resources were in the headquarters or through a shared service located in China.

There aren't many Korean language features. Korean market was not a significant focus for Workday. So, the support wasn't as strong as it could be.

There is room for improvement in customer service and support. 

In Korea, we have more complexities in labor law, so the system logic is very different from the US or European countries. Workday needs more Korean experts who understand the kinds of things that are needed, specifically in Korea. That would be helpful.

Neutral

Every system was really hard to set up initially, but I think Workday was okay because it had a really user-friendly UI and UX. When we were implementing the system, we could directly see what we were doing with each feature. So, it was better than others.

I would rate my experience with the initial setup an eight out of ten, with ten being easy and one being difficult. 

The deployment took one and a half years but that was just the first phase. We needed to keep upgrading the system. So, the first phase established a good foundation, and almost everything was in place. So,  it was one and a half years.

It's very, very expensive. When I was in a startup company, we tried to adopt Workday. We called them and asked how much it would cost for our company. And the first answer from the salesperson was, "It's really expensive."

If you have enough money for the digital transformation of your HR system, Workday is one of the best ways to go. You don't need to do as much customization during implementation as other systems.

Workday is experienced and mature product. It is probably the number one company for HRIS [Human Resource Information System] right now. The experience is really helpful for a company's first HR transformation. And also, most of Workday's features are not just okay, but more than good.

Overall, I would rate the solution an eight out of ten. 

I use the solution for recruitment, retirement, performance management, and organization management.

Workday Human Capital Management is a user-friendly solution. Employee record keeping is the most important feature of Workday Human Capital Management. The solution provides a reliable history of employee data and ensures safety, security, and data protection.

The solution is quite complex with all of the requirements that we have as a big company. When we get information about some task to do in Workday Human Capital Management, it's not easy to find it. The solution should focus more on user experience and less on the technical side.

I have been using Workday Human Capital Management for three years.

Workday Human Capital Management is a stable solution.

Workday Human Capital Management is a scalable solution. We use Workday Human Capital Management for the whole company worldwide.

We previously worked with SAP SuccessFactors. We switched to Workday Human Capital Management because of the better price.

The solution’s initial setup is very complex.

On a scale from one to ten, where one is difficult and ten is easy, I rate the solution's initial setup a one out of ten.

We implemented the solution through a third-party vendor.

We have seen a return on investment with Workday Human Capital Management.

The solution’s pricing is better than SAP SuccessFactors.

Workday Human Capital Management is deployed on the cloud in our organization.

We implemented a self-service function. We have to find the right balance between shifting activities to the end user and increasing additional effort for training mistakes and handling calls from users.

Users should take care of the interfaces because we had a third-party interface solution in the middle, which increases its complexity.

Overall, I rate Workday Human Capital Management an eight out of ten.

Workday Human Capital Management is our company's global HR system where information related to all our employees, starting from the recruitment to the exit of any employee, is stored.

Our company uses Workday to manage employee information, including the hire-to-retire process. I use the solution in our company as an HR system to maintain all of our employee records. If someone becomes a part of the company as a newly hired employee, then such an employee's entire record in the tool starts from when he or she got recruited until the time he or she leaves the company. The information of employees includes all the information, like life cycles, events, promotions, compensation, and everything else that is maintained in Workday.

The most valuable feature of the solution is that it is a cloud-based system and easy to use. The product's end users get a good experience, as it is a very comfortable tool to use with navigations that are easy to go through.

The tool has certain shortcomings when it comes to its integration capabilities with other systems in our company, making it an area where improvements are required.

I have been using Workday Human Capital Management for eight years. My company is a customer of the product.

Stability-wise, I rate the solution a nine out of ten.

Scalability-wise, I rate the solution a nine out of ten.

Workday is a global HR system, and our organization has 1,80,000 employees. Most of our employees largely have access to Workday's ESS component, where they maintain their profiles and view their information.

Whenever we have had issues related to its integration capabilities with other systems in our company with the product, we contact the in-house technical team we have for Workday.

Our company also uses Workday HR Talent Management and Software Talent Management, which help in performance management and succession planning. My company uses Workday Learning to allow employees to explore various areas where they can learn something via training sessions.

Before the use of Workday Human Capital Management in our organization, we used to use PeopleSoft. As PeopleSoft did not meet our organization's criteria regarding the need for a product that can be deployed at a global level, we chose Workday for HR-related activities and ADP Global Payroll.

The product's initial setup phase was easy. A proper training session is good enough to enable any user to start using Workday.

The time required to implement the product depends on the environment's complexity. In general, the implementation phase of the product at a country level takes about six to nine months.

I recommend the solution to those who plan to use it. For payroll, ADP is recommended as it has a global presence in APAC regions and Europe.

I rate the overall tool a nine out of ten.

I feel there is a technology shift away from Oracle. I feel Workday is much more user-friendly. And moreover, it's codeless. Anyone can even learn it, like a layman can learn it in a day. It's not like other big things that we do.

We only work with SA partners who do the implementation for the company, and then we do testing. That is where my role ends.

I'm happy with what features Workday offers. But in particular, Core HCM is the best. It's not complicated.

Workday has financial products, but I don't use them. I work only in HCM.

Compared to Dynamics, I feel each company uses their own kind of requirements. They are customizing Workday. But I feel if Workday could give us industry-specific or vertical-specific solutions, it would be better. Like, one kind of software for airlines, one for manufacturing, one for utilities. That would be fine. It's a one-on-one product for one vertical rather than working with different verticals using different Workday customizations.

I have been using it for four years. 

No issues with the stability. It is stable in my experience. 

I would rat the scalability an eight out of ten. I feel Workday is mostly for medium and larger enterprises rather than small ones, because of the cost that Workday is charging.

The customer service and support respond late to the tickets, and we are not getting help on time. So it's taking some delays.

Neutral

We used Oracle. If you take Oracle, I think there's a lot of updates that need to be done compared to Workday because the application is even on-prem, but now Workday has already moved to the cloud. Compared to Workday Cloud, Oracle needs to work on the cost and user-friendliness.

I feel 80% of the application is simple, but the other 20% is complex. For example, the recalculation and other things are tricky. The time tracking is also some kind of calculation that's tricky. And then the advanced compensation—those are all somewhat tricky to handle.

For Workday, the deployment model is based on the customer's needs. So I've worked with different waterfall, I've worked on Agile. So it's all combined, a hybrid. Everything is there. Everything was there.

It is easy to integrate Workday with other IT solutions.

The licensing is medium priced. 

Overall, I would rate it an eight out of ten. I would recommend it to others.