Workday Human Capital Management is a cloud-based system for managing HR processes globally, including recruitment, promotions, and compensation. It offers flexibility by allowing independent implementation of functions across organizations, enhancing HR management efficiency.
Organizations worldwide rely on Workday Human Capital Management to streamline HR processes through a cloud-based approach, supporting global HR functions such as recruitment, compensation, and employee life cycle management. This platform integrates finance and supply chain management, offering comprehensive tools for performance and organization management. Users benefit from intuitive navigation and reliable employee data management. However, room for improvement in incident handling and payroll support is noted, along with a need for better integration with other systems.
What are the key features of Workday Human Capital Management?Workday Human Capital Management is effectively implemented across various industries, offering unique capabilities aligned with industry-specific HR needs. It provides efficient management tools for sectors like finance, healthcare, and retail, adapting to specific project life cycle requirements, ensuring sectors optimize HR operations efficiently.
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.
