Workday HCM Reviews

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.

Workday is an HR management or a talent management tool. It is basically the full suite of HR core processes. It has got modules within it for benefits for HR administration and talent acquisition. 

We have been able to reduce the administrative burden of HR so that HR can focus more on strategic activities rather than administrative work. It also provides better visibility in reporting on benefits.

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. 

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.

I have been using Workday since 2013.

It is very stable, but obviously, it is all about how you set it up and configure it. At the end of the day, the technology works. It is all about setting it up the right way.

We use it across the organization for all 10,000 employees. As we hire more or acquire more companies, it is definitely going to be used more.

We have around 10,000 users, and about 4,000 of them are back-office employees. That would be HR, finance, supply chain, and IT. The other half of the organization is using it sparingly, but this is the revenue-generating workforce that is sitting in the field. These could be plant workers, plant supervisors, and craft labor. Basically, we just log in to look at their paycheck and other things, but we use the app to look at their leave balances.

They do a great job of selling the tool, but for support, you are kind of on your own. You either decide to go with a vendor to support you, or you build capabilities in-house. It is a common model. I know it sounds like they are leaving you out to dry, but in today's day and age, this is a common model with most providers.

If we need additional stuff that we are not getting, they are great at providing that. In terms of supporting the application, I can't even rank them because, frankly, they don't do it. It is something for which we have to pay an external vendor to provide the service.

We went from Legacy ERP to Workday. We switched because of its simplicity, ease of use, and a lot simpler and easier user interface.

The initial setup was complex but manageable. I have worked on a couple of deployments. The last one within the last year was supposed to take eight months, but it took a year and a half. That was mainly because of the integrations taking a lot longer than I anticipated and problems with the vendor who was implementing it. The vendor did a series of missteps that didn't help.

We had an implementation partner who didn't do a very good job. We have 10 to 20 people to maintain it, but it depends on the complexity of your configuration and builds. 

You have the license fee per module, and then you have a kind of annual training fee, which is a kind of add-on. I wouldn't say it is exhaustive; it is minor. Licensing is pretty transparent for most of the part.

We considered all the top leading HCM solutions, such as SuccessFactors, Oracle HCM, and UltiPro. It was a $5 million to $10 million investment for us.

I would advise making sure that your HR data is clean. Take your time. Everybody is eager to implement a new shiny toy, but a lot of cleanups are required to get your house in order. You have got to clean up your HR data and make sure that there are no duplicate employees, people are assigned to the right job descriptions, and there are no such people who are terminated but still sit in your organization. When you actually migrate the data, all such issues will create a lot of problems. 

It is a leading talent management tool, and it has got the largest market share. I would rate Workday a ten out of ten.

The solution helps to manage tools and verify the configuration. 

The product is a complete solution for security. 

We have had issues with respect to incidents. 

I have been using the product for one to two years. 

The product is stable. 

The solution is scalable. 

The tool's setup is easy. 

I would rate the tool a ten out of ten. 

I was using Workday at my previous company. The company that I'm currently working for does not use Workday.

We were using it as a people management system to manage people's data.

I found the analysis features to be very useful for our company. I also found the modules installed to be aligned with our company's KPIs. These were the two features that stood out. So, the data part of it was what stood out while using this software.

It was also easy to navigate.

The user interface could be better. Everything else was fine.

I used it for one year.

It is stable.

It is scalable.

They are very good. They're always responsive, and they do provide solutions. I would rate them a five out of five.

Positive

It was straightforward. I would rate it a three out of five in terms of the ease of setup.

It is on a yearly basis.

I would rate it an eight out of ten. I had minimal issues with the software. The issues that I experienced were things that we were able to fix.

Workday is used for a combination of things, such as looking at new opportunities, for example, the company publishes openings that are available to users. It is a place where employee profile content is housed so that other people in the company can be discovered and understand the organizational structure.

The most valuable feature of Workday is the ease of navigation to browse the application. The solution can hold information about the company and people with accounts can be discovered by others in the whole company.

The navigation of Workday is good but could be better.

I have used Workday within the last 12 months.

It is basically an HR or employee management solution. It has specific modules for performance management, employee details, career management, etc.

It is a one-stop solution for everything. You can look for information about other employees or you can track your information. There is a directory, so you can search for other employees. You can also see and track your personal details and salary details on the employee profile page. 

It allows you to do everything related to career management. For example, you can give an employee reference. You can also refer people from outside the organization. 

It also helps you with leave management. If you want to apply for leave or track your leaves, you can do that.

I would be happy if it was faster. Currently, when I try to navigate within the solution itself, it is a bit slow in terms of the page load time. When I click on something, it usually takes time to load. When you click on different icons or areas on the website, it is slow. Even when you navigate between different models, it is a bit slow. I would like to see a bit faster performance and a better user experience.

I've been using this solution for more than two and a half years.

I am only an end-user. So, I don't know about its stability and scalability, but in our organization, all the users are using it. We have about 2,000 employees who are using this solution. Everyone has access to the solution across all the regions.

I have not contacted their tech support.

I've used different HR management systems. I might have used Oracle HR, but I am not sure.

It is a SaaS solution. I just need to access the website.

I would, of course, recommend this solution to others. It is a good solution.

I would rate it an eight out of ten.

I use this solution to gather customer requirements and then generate reports, configuring BPs and other HCM related transection like Hiring, termination, job change, Name change etc. 

The most valuable feature is the reporting. HCM prepares reports that describe the performance and other details.

The user interface is good and very easy to use.

The security console should be made less complex. This way, if anybody wants access to a particular business object then they can simply send a request to access the corresponding parts. Once the administrator sees the request, they can set permissions to specify whether the user has access or not.

I would like a report that searches for and produces a list of all the business objects that are based on a function area.

I have been using Workday for 5 years.

I have not had any issues with stability.

We have had some errors in reporting but they were easily solved. 

This is a scalable solution.

I have not been in contact with technical support.

I have experience with database-based ERP systems and this solution is easier to use.

The initial setup is straightforward.

The length of time required to deploy Workday depends on the complexity of the requirements. The average is probably one week.

My advice to anybody who is implementing this solution is to first prepare the company so that Workday will best support the organization. You need to integrate it properly into the business. After that is the security configuration, which is the complex part.

Moving to a cloud solution after using an on-premises solution has given me some difficulty because there is a gap. However, the user interface is easier to use.

I would rate this solution an eight out of ten.

We are using several modules of Workday for the employees in our organization.

We were using an on-premises application in the past. The upgrade time for that application used to be a project in itself, lasting one year. With Workday being a cloud application and SaaS model, the upgrade process is no more a nightmare. It gets updated overnight.

The support team for this on-premises application used to be a larger team. Now it is a smaller team. We have reduced the staff that supports this application, and there is no cost for the upgrade. There is an update every six months, and it is free. 

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.

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.

I have been using this solution for one year.

It is a very steady product. Its reliability is 100%. Of late, we haven't experienced any bug that we had to report to Workday.

They have recently come up with a feature using which the clients can customize, but we are yet to explore it. Our HR partner, Skills partner, and Talent partner are the users of this solution. We also have technical teams to manage its integration. 

We haven't adapted this solution a hundred percent because it can never be a hundred percent. You always have the scope to grow. They keep on coming up with new features, and it takes time to adapt to those features. By the time you do that, they come up with more features.

I never used their support.

We were using Oracle PeopleSoft. We switched primarily because of the cost and our requirement to upgrade to the cloud. Basically, we were looking to migrate from the on-premises model. A cloud application is much faster than an on-premises application. 

The initial setup is quite easy. Anyone who has the domain knowledge can do it. It was around a seven-month journey. We implemented it module-wise in various phases. We did two modules per month. We first did the Team module. After that, we went into the Absence module and then into the Performance module.

We had a dedicated convergent team with two people, a functional team with four experts, and an integration team with four people for integrating it with other third-party stuff. It was an eight to ten members team, and it took six months for the full-fledged implementation.

It is pretty early to comment on that. We will analyze this as we proceed with the application, but as of now, we are seeing more employee engagement. Employees are kind of spending more time using the application as compared to our previous on-premises HR solution. We can do surveys in the application, make announcements using dashboards, and do other such things to engage employees with the application.

Its price is pretty high. It is more expensive than what is offered by other competitors in the market.

It was a long list of vendors, and we had taken demos from all. It was like a four-month journey for us before we arrived at a conclusion. As compared to other solutions, Workday is on the costlier side. It is costlier than what is being offered for similar products from Oracle and other vendors, but from the stability perspective, it has got good credibility. What we saw from the demo matched what we were looking for.

I would advise others to be cautious while selecting a product. Selecting the product is a crucial phase, and you have to know whether the product meets your requirements because you have really limited customization options in a cloud product. 

There is a great amount of support from Workday for implementation. There are also implementation partners in the market.

I would rate Workday an eight out of ten.

In different companies, I have used all of the core features. I have also used it for HR and worked with the recruiting functionality.

The most valuable feature is the ease of reporting.

The implementation could have gone a little smoother. Typically, they give you credits for hours to use, and you go through them quickly. Then, they charge you per hour on calls after that, so I had to negotiate it because I implemented it myself and did not use an outside party.

With respect to technical support, there is some room for improvement.

In the future, I would like to see better artificial intelligence in recruiting capabilities.

I had used Workday for approximately seven years, but I have now left that position.

This is a reliable solution.

I did have an opportunity to scale it. At the first company, there were approximately 2,500 users. In the second one, the number of people using it was closer to 4,000.

The technical support is very good when you get through to the right person.

I have used Workday in two previous roles. At one company, I installed it, and at a second one, I helped to implement it.

The deployment is a little bit complex and I had to purchase additional support hours to complete it. It did not take a long time, although it was also not quick. If you consider what is probably common for most people implementing any type of system that size, I was probably about six weeks late on the deliverable.

I deployed it myself.

Licensing fees are paid on a yearly basis. The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year. As the cost continues, you get a little pushback from finance. It is not a cheap solution.

There is an additional hourly charge for support once you are finished with the credits that are included.

This is definitely a product that I recommend. I still think it's one of the better solutions that you're not paying for customization with. There are better products out there, but you have to customize them. Then, you're paying for increased costs with deliverables. You create a lot of spaghetti strings on customization, then you have to hire consultants to do the work.

I would rate this solution a nine out of ten.

We are a very large international enterprise company and use the solution for reporting. I'm the Global Payroll Project Manager at our company and we're a customer of Workday.

I haven't had a chance to go into things too deeply yet, but I like that it's intuitive to use, a very usable tool and it's easy to find the data you're looking for. I've worked with SAP before, and that's much more complicated. I also use the My Learning tool regularly. It's very good. 

For now, it's difficult for me to come up with anything that needs improvement. It's possible that the way things are integrated could be improved but if you've used SAP then Workday is actually pretty good. It depends where you've come from. I think they do a good job.

I've been working with the solution for a few months, but the company has been using it for several years. 

It's really stable. We use it globally and have 100,000 employees. And I know that there are no big issues with the stability of the tool.

I worked with Oracle previously and I prefer the Workday interface. I also prefer the Workday reporting.

I would rate this product an eight out of 10.