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.

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

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

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.

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

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.

The primary use case of the solution is to manage our HR items, such as talent and learning, professional development, compensation, requesting time off, PTOs, and sick days.

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

We only used Workday for the APS or the time acquisition model. Only about 30 people used the solution at the bank. 

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. 

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.

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

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 am not at liberty to share our use cases. 

We use this solution for talent management including employee access, employee approval and various aspects of the internal HR talent tool.

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.

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

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