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.

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 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.

I am referring to a specific use case in terms of implementation. We are currently implementing Workday as our entire HRMS solution. This means that all employee-related data will be stored in Workday.

Internally, we are currently using ReadyHR. However, we plan to migrate all employees to Workday so that we can manage their entire hire-to-retire lifecycle on a single platform. This includes onboarding, compensation, transfers, and other employee-related activities and events.

The goal is to manage our entire workforce on Workday. At this point in time, payroll processing is handled internally by another application. However, we plan to implement the Workday payroll module in the future. This will allow us to process payroll directly through Workday.

However, for our global go-live, we will only be implementing the core HR modules.

I have a genuine fondness for this tool. It's user-friendly and has been immensely beneficial in creating a unified repository for all our work-related information. Whether it's vendor selection procedures or simplifying our lives through data analysis and comparisons, it undeniably adds substantial value to our work, aiding us in strategic decision-making.

I used Workday mainly for day-to-day operations, particularly on the functional side. In Africa, I played a central role during its implementation, training HR business partners on how to use it. After moving to Canada eight years ago, my first job here also involved Workday implementation.

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.

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 use Workday for all our employee-related information. It is a central hub where we can access pay slips, tax-related information, tax automation, and tax rules. Additionally, it manages employee hiring processes and other HR functions. It's a one-stop solution where employees can find everything about their profile, work experience, and associated technologies.

The primary use case for the product in our environment is to manage the entire employee lifecycle, from recruitment to retirement.

We use the product for HR purposes.

If you're searching for a comprehensive HR solution that centralizes all of your personnel information, then Workday is definitely worth considering. It offers a wide range of features and integrations that can be incorporated into the system.

Our primary use case for Workday – as we had it integrated into the organization as an HRIS – is as something for the organization to run off of.

We use the tool for talent management.

We use Workday for recording payroll in the USA.

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

We use the platform for tasks, including applying for leaves, communication, and adhering to our organization's policies through efficient goal setting and reviews.

I'm using Workday for human capital management (HCM). It helps me with tasks like managing employee records, tracking time and attendance, and processing payroll.

We support the tool. There are users who are using Workday. If there's an issue while they are using Workday, we see what's the issue and help them resolve it.

We use Workday for employee benefits. 

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

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

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.

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.

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.

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

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. 

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

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

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

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

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

I am a consultant. I configure and consult with clients who ask me about solutions, how to use products, how to help them to implement the solutions, how to improve the deployment and performance, and how to give them the solutions they need. Workday is one of the better solutions we can provide.

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.

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.

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. 

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.

We use Workday for our employee onboarding and their entire lifecycle. We try to use certain aspects of Workday, such as currency management. For example, if they put in their expenses and they need to have them reimbursed, we use Workday.

Before the onboarding process, they have the hiring process, then they enter the recruitment phase. Once the recruitment is complete in Workday, they have to create a profile for these employees in the system.

The main data will always be in Workday. You are using it as a CRM.

I'm doing high-level research - I analyze the HCM market for some academic research. So, it's not really a business initiative.

The primary use case will be different for each company, but we use it for HTM and reporting. We use it to consolidate your HR system into one source of data. That's generally why people want to implement Workday, so they can have one source of data for better collaboration and reporting and C-level reports, stats and things like that.

This is our one system for data and analytics, which is mobile-enabled and has a nice UX.

It is our HR source of data. It performs okay.

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

I am not at liberty to share our use cases.