Workday HCM Reviews

When I used to work on Workday, some of the info wasn't accurate, and I had to double-check via Sage People. The company that bought us wanted to use their own product. Their product was Workday, and our product was Sage People. They told us that Workday is like Sage People, but something didn't add up. I always used Sage People as a backup tool for Workday.

It was more efficient for the agents for their performance reviews, but when it came to HR and the recruitment team, it sometimes worked, and sometimes, it didn't work.

There were a lot of issues. There were consistency or accuracy issues with the data we had, and every time we had to pull reports in Workday, it was difficult. 

I've been using Workday since 2020. It has been around two years. I don't know the version that we had. All I know is that for HR, we've got access to everything, and employees have got access to their payslips, etc.

It was being used by the whole call center with more than 250 agents.

When a company bought us, we were still working on Sage People. That's how Workday came to us. If I could choose between Sage People and Workday, I'd go for Sage People. It's the best.

It's straightforward, but you need to know it in order to work on it. You need training on Workday.

To those considering using this solution, I'd advise doing a proper check. Pay attention and ask more questions.

I'd rate Workday a seven out of ten.

We install this solution for our customers to use, for capital management purposes.

We like the fact that this solution is very user-friendly, with a straightforward user interface.

We would like to see improvement in the mobile app variant of this solution. The  time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market.

We have been working with this solution for three years.

We have found this to be a stable solution during our time working with it.

We are informed bu our customers that it is an easily scalable solution.

The initial setup of this solution is very easy, and the deployment will take a maximum of one week to complete.

We would recommend this solution to organizations looking for a unifying product, as there is very little need for customization or development and it is easy to use from implementation.

We would rate this solution a nine out of ten.

I mainly use Workday for job requisitions, CRM, and HCM.

Workday's best features are planning and finance.

Workday would be improved with more API connectors. Its UI is also somewhat cumbersome.

I've been using Workday for a year.

Workday's scalability is good.

Workday is moderately priced - I'd rate its pricing three out of five.

I would rate Workday as six out of ten.

Our HR team use it to manage all employee information and processes. 

 It is easy to use and straightforward.

This solution could be made easier to use by continuing to release new improvements. 

I have been using this solution for six months. 

This is a stable solution. 

I have not needed to contact customer support. 

I would rate this solution a ten out of ten. 

We primarily use the solution for benefits administration and talent management. We can also manage HR and administration. We use the solution worldwide. 

It's for absence management. For platform and feedback management, both for myself and for my coaches. We use it for performance, in general, across the company. It's for onboarding. 

For example, I've been provided with monthly pay slips through Workday, I can have available all the pay slips and other information, personal information, such as certificates for tax and personal purposes. Everything is in Workday as far as personnel is concerned.

I like the usability and responsiveness of the application.

The interface is fine.

It's easy to set up.

It is stable.

It could be expensive, however, that is not something that is my concern as it is my company's concern, in terms of pricing. 

The user interface could be modernized somehow. 

Errors are not very clear in some cases. I've been experiencing some issues within the application that the error messages or what I needed to do were not very easily clear to me. I needed to contact an expert in order to facilitate the problem resolution.

Technical support could be better. 

I've been using the solution for two years. 

It's a very stable solution. There are no bugs or glitches. It doesn't crash or freeze. 

We have about 1,000 users. 

It's a solution that can scale. 

While technical support could be better, it's improved. When I needed their support, it took me some days to resolve my issues. Probably it is not due to Workday's support. That said, in general, it is something that I expect to be improved.

It's very easy to set up. It's not overly complex or difficult. 

I'm not technical and did not handle the deployment and therefore cannot speak to how long it took or the exact process. It was a global rollout. It may have taken six months to a year. 

I'm not sure what the maintenance process looks like. It is a centrally managed application. I don't know which team actually covers it. Here in Greece, we have some application subunits that can support end-users, however, not the actual technical team. It is somewhere in the world. I don't know if it is in America, or if it is in India. I really don't know.

The solution would be expensive for smaller organizations. 

We're a user.

I'd rate the solution eight out of ten.

As I do with my clients when HR topics come to the table, I really, really suggest everyone consider deploying some Workday features. I know it is expensive for some companies. Of course, if the company's a middle-sized company, it may not make sense. However, it is an application that, according to Gartner or other popular reviews, it is the best solution for HR, management, and talent acquisition management.

Workday is currently being used for all finance and accounting, i.e., time and expense, expense reimbursement, and payroll benefits. We're currently still expanding it where there are projects still ongoing.

Workday has improved our organization by being a centralized spot for payroll and benefits information. We use it extensively and plan on expanding our use. 

The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access. 

The expenses and reimbursements module could be improved. Creating expense reports is time-consuming and inefficient compared to other expense solutions.

Workday could also be easier to use. 

I have been using Workday for two years. 

Workday's stability is fine. It's a cloud product, so it's not going to shut down on us.

Workday is probably the most scalable human capital management platform out there. We probably have more than 4,000 users, most of whom are using it for tracking time, expenses, payroll, and benefits. Also, the accounting department uses it as their ERP. 

We previously used a very old, end-of-life system. 

I was not part of the initial Workday setup so I don't really know.

We used a third-party vendor for the initial deployment and it took about a year and a half or so. 

I don't think we evaluated other solutions before going with Workday. 

The advice I would give to others considering Workday is to know that it's big and time-consuming. I would rate this solution a seven out of ten

We use Workday for the management of extensive leave applications in familiar industries. The primary use cases are for employment management.

I'm not a user. I don't get too involved in that.

I don't have any issues with this solution.

Workday is a secure product.

The dashboard is fine, but the dashboarding and other aspects could be improved.

The user interface can be enhanced.

I have been using Workday for four or five years.

Workday is stable. I have not had any issues with it.

Workday is a scalable solution.

We have approximately 100 users in our company.

I am not aware of any plans to increase usage by the company.

Technical support is always available. I don't have any concerns with technical support.

In terms of RP products, I work with UiPath, Studio, Orchestrator, and AI Center, which are included with UiPath. Process mining is available, but I have not used it. Perhaps I'll use it in the future.

I use Office and other activities on a regular basis, but nothing specific.

We don't use Microsoft because we have our own tools. We have internal resources.

It was easy to install. 

I was not involved with the deployment. I can't do it because I don't know how to do it.

It has an annual subscription rate, but I'm not sure how it will work.

I would recommend this solution to anyone who is interested.

I would rate Workday an eight out of ten.

We use this solution to manage financials, payroll and recruiting.

In a future release we could like to have access to asset, supply and treasury management functionalities.

I have used this solution for two years. 

This is a stable solution. 

This is a scalable solution. 

The initial setup is straightforward. 

I would rate this solution a seven out of ten. 

It is an in-house HCM system and is currently being used by our staff across the world. We are planning to implement more features of the solution including analytics.

With other ERP tools in place, there is a lot of scope for customization with this solution. There is a lot of maintenance and we need a very huge team to maintain our ERP systems. With Workday taking everything to the cloud and taking responsibility of the customizations, introduce the workforce which we need to maintain in the organization.

The entire HCM module, specifically the recruitment process compared to other modules, is way easier to use.

The finance module of this solution is not great and needs improvement. Within the HCM space, the analytics functionality could be improved to allow us to create our own reports.

We have used this solution for two years. 

Bharat Pulikonda:
HCM is pretty good. I think they have developed really good and they have spent a lot of time. I think they have a lot of... They have sold it a lot of companies.

Bharat Pulikonda:
Scalability. I think they have already done pretty good with the HCM module, but for the ERP solutions need to enter into other areas. So if they can do that, they can be really scalable.

Bharat Pulikonda:
So it's in house, so it is 250,000 population.

Bharat Pulikonda:
They're pretty experienced. So they have done a lot of implementations like this, so they're very clear about what they're doing.

We changed from our previous solution to have top end technology which is cost efficient.

The initial setup is very straightforward. Deployment took two years but was smooth because it's a huge implementation across 32 countries. And it took us only two.

Bharat Pulikonda:
[I 00:04:51] use a third party workday implementation partner of Deloitte.

For a large organization, this product is really good. For a small organization, there are better value products in the market. Overall, this solution provides a  good user experience and is very easy to use.

We primarily use the solution as part of our hospital administration.

The solution really is so simple to use for the end-user.

If you're one of those end-users that need reports, it will create it for you on the fly. The search engine for creating reports is so of-the-moment. I've not found that any place else - and I have either vetted or worked with the top 150 of the HRS platforms out there. 

The report creation just makes sense. It's AI-driven, which some of these older programs that are out there are not yet. With AI, it's continuously building, so that the more you use it, the more it becomes comfortable with who you are. Essentially, in the case of a hospital, it's 9,000 different users over seven campuses, and those are individual users. They're not being treated as part of all the nurses, as it depends on how they use it. 

The mobile platform works very well. It's very seamless. It is very self-serving, as the op center of the hospital was shut down early, several months early. Therefore, the clients, if you will - in this instance, the doctors and nurses, and so forth, and the other employees - found the mobile app to be very, very comfortable and very easy to go back and forth on. It even gives you a mini screenshot of where you were before, kind of like you do with TV. And that was helpful. It made it so that you didn't have to go in and out all the time. It would just take you on a journey that was self-created. 

The solution is going faster and smoother than ever. It's really working well.

We used the solution alongside Epic briefly. Epic was used as a training platform. I can't really speak to the process, however, it's my understanding that its training is even better than Workday's.

The initial setup is very straightforward.

The seven hospitals weren't really used to talking to each other previously and now they're going to have to. It's helping to integrate them all together.

The solution was very good at reconfiguration and customization of their software. It helped us to meet federal regulations.

The cost of Workday is certainly not inexpensive. It's very pricey.

If your data is not very clean, it does make for a bit of a mess. It was part of the reason why we had to bring Epic in. 

I have found, within the hospital experience, that Workday's overall contribution to making healthcare better was lacking. Without a doubt, COVID has forced companies to be more responsive to the needs, and so forth, within a hospital system, healthcare, whatever. And as such, within a matter of months, the technology will exist that all we'll need is a smartphone to do enterprise-level type of work. You will no longer need a tablet, for example. You will no longer need a PC as official intelligence would have taken over. 

They're a leader in the market. I just wish the price would come down and they will continue to work really hard on making AI what it could be for them.

They've got to continue to grow, as they can get behind very, very quickly in the AI space. As quickly as AI is able to interpret what you now want as fast as the market's going to change. They need to stay on top of it, or they will get left behind.

I probably used the solution in and out of either the projects I've been managing; or as a part of my consulting work, or as a part of a direct-hire employment situation. I would say I've used the solution since 2013. It's been a while.

The solution is very stable. We fixed everything in the very beginning. There were some older Microsoft platforms in those hospitals. One of them went back to Windows 2000. Nonetheless, those had to be brought in and upgraded first, to make the portfolio work across everything, all channels. The challenge was the older process systems that were already in place. 

The scalability is amazing. If you do your homework, you take care of making sure your data is clean and that you've got key messengers and all that change management, certainly being very agile in this process, as it just makes things easier. 

It integrates well too, which helps you expand. We'll be using Salesforce and Google will be our search engine. Google is offering $100,000 worth of advertising on their platform for free. Once we get up and going, and that's more of recruiting, advertising, obviously, solicitation of funds. Then, we're just nailing down whether or not Salesforce and PowerSchool are going to integrate well together, doing exactly what we need and not off-the-shelf. The big difference is going on in the background. And they're working very hard on it.

Within the hospital, we have 9,000 users on the solution.

Technical support was a critical part for us. They come in late with reconfiguration in order to meet federal guidelines. The hospital was state-mandated and had a lot of state-mandated requirements. Technical support really was amazing at coming in and customizing and reconfiguring the software to get the necessary federal funds. 

They were extremely helpful and responsive. I'd rate them nine and a half out of ten overall.

The client had actually used ADP. From a software point of view, ADP was originally a loan/bookkeeping company/accountancy up in New York. That's how they started. It just grew, grew and grew and grew like Microsoft and actually had Microsoft as a layer on it. They began to offer brokerage services, and then HR as well. It wasn't a part of their original mandate. 

There was a push to move to something bigger, faster, and more AI-driven.

ADP also owns the data. That's part of the cost to move away from it and that will cost you a minimum of $50,000, no matter what size company you are. That is to just retrieve your own data about your own people from them.

The initial setup is very straightforward. That’s the amazing thing about it. Epic is able to explain to you the processes of getting what you need. It's AI-driven, and once you get on there are certain templates necessary that you've got to have. You have got to go in and reregister yourself, however, it's already pulled all the information.

For us, on the hospital project, there was a whole lot of front-end work that had to be done. However, that's why we wanted the solution - to tie all this together and have it centralized, at least the data processing and data mining aspects.

The smartest thing the hospital did is they rolled everything out by business unit. They made sure that each campus was well integrated and then there was a final assimilation. That was smart on their part, as opposed to saying, “All the nurses have this now, and all the doctors have this, all the ERs can work on it now.”

The solution is pricey. However, the cost of implementation is probably half of what I have been used to in my 20 years of doing this project work. The cost has come down, which they do to be more competitive, obviously. 

I found the opportunity with their technicians to do it almost an about-face between public and private websites in the cloud I just found that amazing. It was almost like it predicted what's going to happen. Of course, the project started a good six months before COVID actually hit, however, it was impressive, they were ready to handle their client's needs well before their clients knew they'd need it.

I looked at a lot of different options. There are 850 different HRS EOP platforms in the United States right now. It took me two years to narrow it down to 150, and then from there really looked at 15. I presented those to the executive board and we further narrowed it down to six.

We're a partner with Workday.

An organization considering the solution needs to first organize its requirements. That was the hardest part for us. That was the part that had to be fleshed out by my executives as to what we really wanted. That took a long time, I'm not going to kid you. However, it's a very important part of the process - especially due to the fact that there are so many solutions to choose from and you really need to understand what you need in order to get to which solution is best suited.

I'd rate the solution nine out of ten.