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Workday OverviewUNIXBusinessApplication

Workday is #1 ranked solution in top Benefits Administration tools, #2 ranked solution in top Talent Management tools, #2 ranked solution in top Cloud HCM tools, and #2 ranked solution in top Talent Acquisition tools. PeerSpot users give Workday an average rating of 8.0 out of 10. Workday is most commonly compared to SAP SuccessFactors: Workday vs SAP SuccessFactors. Workday is popular among the large enterprise segment, accounting for 70% of users researching this solution on PeerSpot. The top industry researching this solution are professionals from a computer software company, accounting for 24% of all views.
Workday Buyer's Guide

Download the Workday Buyer's Guide including reviews and more. Updated: July 2022

What is Workday?

Workday is a cloud-based software solution that specializes in developing applications for capital and finance management applications. The system is built to work in global workforces and is adaptable. The global system ensures that users are up to date and can manage internal career-related information, and everyday business problems like timesheets, payrolls, and time off.

“A Pioneer in Software-as-a-Service”

Workday Human Capital Management tool is designed to simplify and streamline your work. It leverages machine learning to adapt capital management to a changing environment.

The Workday model is based on delivering a single system that uses a single source of data and a single security model to deliver a unique user experience. The system is user-friendly and ensures that employees and management can use it from any and all devices. Workday HCM integrates into a central system that includes financial management, payroll, recruiting, learning, and planning. Managers and employees can provide feedback to one another, too.

Workday’s features include:

  • Flexible framework that lets you organize your staff according to different criteria. You can group employees by function, hierarchy, or department.
  • Personalized career guidance: Knowledge management and career guidance that can be easily customized for each staff member and also done at scale.
  • Augmented reporting and analytics: Configure, change, update, and publish reports, scorecards, and dashboards. The system centralizes the transactional and analytical data so you can act on the data from anywhere.
  • Compensation tools: Compensatio, payroll, and time tracking are automated and simplified.
  • Workforce planning allows you to uncover and address talent gaps and get visibility of your staff.
  • Mobile-first ensign approach: Users can access all resources from any device, and they are always in sync.
  • Machine learning capabilities enable personalized enterprise experiences and faster business processes.

Workday smart platform consists of the following modules:

  • Human resource management
  • Business process management
  • Reporting and analytics
  • Benefits administration
  • Compensation management
  • Talent management
  • Survey framework
  • Employee and management self-service

Reviews from Real Users

Many organizations choose Workday because it provides an all-in-one modular solution for human capital and finance management. Our users say they like the ease of use for time-off requests, career and development segments, and overall HR management. The records and reporting capabilities are another popular feature.

"The solution was very good at reconfiguration and customization of their software. It helped us to meet federal regulations," said one user. Another said that the best feature is the optimization of the work day experience with a unified platform that can be applied across different business units. “You will never find a use case that cannot be covered," said a third.

Workday Customers

AAA, Allied Global, Avago Technologies Limited, Aviva, Cardinal Health, CareFusion, Chiquita Brands International, Equifax, Flextronics, HP, Life Time Fitness, McKee Foods, MGM Resorts International, Sanofi, ServiceSource International, Symantec, TripAdvisor, Yahoo!

Workday Video

Workday Pricing Advice

What users are saying about Workday pricing:
  • "By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well."
  • "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."
  • "Its price is pretty high. It is more expensive than what is offered by other competitors in the market."
  • "The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."
  • Workday Reviews

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    Solution Architect at a tech vendor with 1,001-5,000 employees
    Real User
    Top 20
    Offers good business process framework and out-of-the-box reporting, and brings operational efficiencies
    Pros and Cons
    • "There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight."
    • "Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap."

    What is our primary use case?

    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.

    How has it helped my organization?

    Based on the corporations I've worked for and I've consulted with, it surprised me how immature at times they are with their people processes. There is such a focus on scaling the revenue-generating arm of the business that oftentimes, the operations are somewhat neglected. Workday creates a framework where you can scale the operations of the business to support what's going to drive revenue. It creates operational efficiencies.

    What is most valuable?

    There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight.

    What needs improvement?

    Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap.

    Buyer's Guide
    Workday
    July 2022
    Learn what your peers think about Workday. Get advice and tips from experienced pros sharing their opinions. Updated: July 2022.
    622,358 professionals have used our research since 2012.

    For how long have I used the solution?

    I've been using Workday for about eight years.

    What do I think about the stability of the solution?

    Its stability is really strong. It is reliable.

    What do I think about the scalability of the solution?

    With respect to scalability, Workday does quite well. It has a lot of packaged integrations. It has a lot of in-house offerings. It allows an organization to scale.

    We have over 10,000 employees. We've got a variety of direct hires. We've got contractors, and we've got interns. We've got people in the States, Canada, various countries in Europe, India, China, and Australia. With respect to roles, most people in the organization aren't going to interact with Workday outside of their unique profile. It's going to be for things like requesting time off, checking pay stubs, or reviewing benefit documentation. By and large, they're rarely in the application. People who are using it day in and day out are going to be recruiters and potentially managers approving time offs and maybe issuing compensation changes if they're on a hiring team, and they're approving some type of award or things of that nature. Then, there are super users, which includes people like me who are on the technical side doing integrations, supporting, or configuring the native Workday functionality.

    It is being used extensively in our organization. Workday is part of our long-term operational technology stack and plans. I definitely see that we'll continue to adopt it, and we'll continue to look at the ways we can extract value from it.

    How are customer service and support?

    Overall, they do well. I'd rate them an eight out of ten.

    Which solution did I use previously and why did I switch?

    I've used some competitor tools. Another tool in the space that tends to be more for small and medium enterprises is Kronos. That's the one where I cut my teeth initially. I switched to Workday because it was a job opportunity. I had taken a position and learned the technology, and that has been more or less my focus or bread and butter for the last eight years. My current company had already rolled out the technology to some extent, and when I was hired, we rolled out additional functionalities.

    How was the initial setup?

    It is highly complex, and the level of complexity depends on what functionality you're rolling out. If you're rolling out payroll and converting from a legacy system, that's going to be complex. All in all, Workday does a good job to help you be successful, but nevertheless, it's still complex. 

    It definitely takes months. A lot depends on the size of the organization. Workday has started to market towards smaller customers or organizations with under 500 employees, which is unique and something new for their business model. Typically, that wasn't their bread and butter. It has always been the medium enterprises or large enterprises. Their sales pitch is that they can stand those customers in 16 weeks. That generally tends to be more in the neighborhood of 20 weeks. If you're a big customer with over 5,000 employees or in the neighborhood of even 50,000 employees, it's not unreasonable that your deployment could take a year or more. Even with Oracle, SAP, or PeopleSoft, your deployment is going to be the same. There's just no way you're going to roll out all the change management and all that technology in a short amount of time. It just wouldn't be feasible.

    What about the implementation team?

    You get the option to do it in-house, use a third party, or use Workday to help you out with the implementation. All three are available. In my experience, I've been a consultant and have gone through implementations with customers. I've also been a customer and gone through the implementation and leading that. Workday, of course, is very much involved in trying to ensure the success of the overall deployment.

    The maintenance and the deployment of the solution are a part of my role. Maintenance is an area in which Workday is really strong because it is native to the cloud, and they keep all their customers on the same version. Workday goes through two big releases every year, and it also has weekly releases, which include just fixes and small features. The cool thing there is you're taking credit for new features being released, but you may not have been the one who was patching the server and things of that nature. That's a really strong suit of Workday. 

    What's my experience with pricing, setup cost, and licensing?

    By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well.

    It is based on the headcount, and it is based on the number of modules you license. HCM is a module. Payroll is another module, and Benefits is also a module. Each module you choose is going to be an additional cost. In addition, you're also going to have costs associated with test environments. Workday, by default, is going to give you production and a sandbox environment with your license. They're also going to give you a preview environment of what's being released, but if you want additional test environments, there is a license cost.

    What other advice do I have?

    You would require a really good partner. You would also require in-house expertise, specifically within the technology itself. You need to be able to go out and attract and bring in the talent to help you be successful. You need to understand that doing it really well is going to require more of an investment than what you're hearing in the sales. If you've got 2,000 employees, Workday may say that you could support this entire application with two or three people, but just in my experience, if you have a lot of modules licensed, it's probably not realistic. You're probably not going to extract the full value. You need to understand whether you are okay with not getting everything out of what you're paying for. If so, that's fine, but if you really want to get the bang for your buck, it's going to require an investment. 

    You also need to understand that it's going to take time to implement. So, you need to manage expectations and understand what are other priorities in the organization and what the fiscal year looks like. Is it a standard calendar? If you're going through something that's going to impact financials, you're probably not going to want to roll out something really heavy on January 1st. You would want to have that in place prior to that.

    Workday also has a financial piece that they offer in their technology stack that competes against Oracle. We don't currently use that, but it is a good piece of technology. They also have a learning management system that integrates directly with the other pieces of data.

    Workday's model and what they really preach is this idea of the Power of One. So, they try to get everything within one environment. The sales pitch is that it is going to then reduce the number of other vendors or applications that you would have to have and integrate with, which holds true in some cases. It might not hold true in other cases depending on the needs of the business, budget, internal expertise, and things of that nature. It's just an overarching model that you see in tech where a lot of IT departments want to license the best in class and scale from there.

    I'd rate it a nine out of ten. Overall, it delivers a really seamless solution that allows for operational efficiencies and operational excellence. 

    Which deployment model are you using for this solution?

    Public Cloud

    If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

    Other
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
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    PeerSpot user
    Director of HR at a healthcare company with 11-50 employees
    Real User
    Simple to use with easy report creation and excellent AI
    Pros and Cons
    • "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."

    What is our primary use case?

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

    What is most valuable?

    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.

    What needs improvement?

    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.

    For how long have I used the solution?

    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.

    What do I think about the stability of the solution?

    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. 

    What do I think about the scalability of the solution?

    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.

    How are customer service and technical support?

    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.

    Which solution did I use previously and why did I switch?

    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.

    How was the initial setup?

    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.”

    What's my experience with pricing, setup cost, and licensing?

    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.

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    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.

    Which deployment model are you using for this solution?

    Private Cloud
    Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
    PeerSpot user
    Buyer's Guide
    Workday
    July 2022
    Learn what your peers think about Workday. Get advice and tips from experienced pros sharing their opinions. Updated: July 2022.
    622,358 professionals have used our research since 2012.
    Director at a financial services firm with 1,001-5,000 employees
    Real User
    Top 20
    It reduces the administrative burden and provides better visibility in reporting on benefits
    Pros and Cons
    • "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."

    What is our primary use case?

    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. 

    How has it helped my organization?

    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.

    What is most valuable?

    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. 

    What needs improvement?

    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.

    For how long have I used the solution?

    I have been using Workday since 2013.

    What do I think about the stability of the solution?

    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.

    What do I think about the scalability of the solution?

    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.

    How are customer service and technical support?

    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.

    Which solution did I use previously and why did I switch?

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

    How was the initial setup?

    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.

    What about the implementation team?

    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. 

    What's my experience with pricing, setup cost, and licensing?

    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.

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    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.

    Which deployment model are you using for this solution?

    On-premises
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    PeerSpot user
    Rahul Goyal - PeerSpot reviewer
    Consultant at a consultancy with 10,001+ employees
    Real User
    Top 20
    Easy reporting, robust security, great reliability, and covers most of the use cases
    Pros and Cons
    • "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."

    What is our primary use case?

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

    How has it helped my 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. 

    What is most valuable?

    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.

    What needs improvement?

    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.

    For how long have I used the solution?

    I have been using this solution for one year.

    What do I think about the stability of the solution?

    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.

    What do I think about the scalability of the solution?

    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.

    How are customer service and technical support?

    I never used their support.

    Which solution did I use previously and why did I switch?

    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. 

    How was the initial setup?

    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.

    What about the implementation team?

    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.

    What was our ROI?

    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.

    What's my experience with pricing, setup cost, and licensing?

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

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    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.

    Which deployment model are you using for this solution?

    Private Cloud
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    PeerSpot user
    Manager, Tech Advisory at PricewaterhouseCoopers
    Real User
    Top 20
    Great for HR management, with good usability and responsiveness
    Pros and Cons
    • "It's easy to set up."
    • "The user interface could be modernized somehow."

    What is our primary use case?

    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.

    What is most valuable?

    I like the usability and responsiveness of the application.

    The interface is fine.

    It's easy to set up.

    It is stable.

    What needs improvement?

    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. 

    For how long have I used the solution?

    I've been using the solution for two years. 

    What do I think about the stability of the solution?

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

    What do I think about the scalability of the solution?

    We have about 1,000 users. 

    It's a solution that can scale. 

    How are customer service and support?

    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.

    How was the initial setup?

    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.

    What's my experience with pricing, setup cost, and licensing?

    The solution would be expensive for smaller organizations. 

    What other advice do I have?

    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.

    Which deployment model are you using for this solution?

    Public Cloud

    If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

    Other
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
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    PeerSpot user
    Independent Consultant at a tech services company with 1-10 employees
    Consultant
    Top 20
    Good reporting, reliable, and scales well
    Pros and Cons
    • "The most valuable feature is the ease of reporting."
    • "The implementation could have gone a little smoother."

    What is our primary use case?

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

    What is most valuable?

    The most valuable feature is the ease of reporting.

    What needs improvement?

    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.

    For how long have I used the solution?

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

    What do I think about the stability of the solution?

    This is a reliable solution.

    What do I think about the scalability of the 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.

    How are customer service and technical support?

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

    Which solution did I use previously and why did I switch?

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

    How was the initial setup?

    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.

    What about the implementation team?

    I deployed it myself.

    What's my experience with pricing, setup cost, and licensing?

    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.

    What other advice do I have?

    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.

    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    PeerSpot user
    Business Graduate Student at a educational organization with 10,001+ employees
    MSP
    Review about Workday
    Pros and Cons
    • "There is a lot of scope for customization with this solution"
    • "The finance module of this solution is not great and needs improvement."

    What is our primary use case?

    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.

    How has it helped my organization?

    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.

    What is most valuable?

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

    What needs improvement?

    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.

    For how long have I used the solution?

    We have used this solution for two years. 

    What do I think about the stability of the solution?

    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.

    What do I think about the scalability of the solution?

    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.

    How are customer service and support?

    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.

    Which solution did I use previously and why did I switch?

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

    How was the initial setup?

    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.

    What about the implementation team?

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

    What other advice do I have?

    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.

    Which deployment model are you using for this solution?

    Private Cloud
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
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    PeerSpot user
    Senior Consultant at a financial services firm with 10,001+ employees
    Real User
    Top 10
    A one-stop solution that comes with various modules and allows you to do everything related to employee management
    Pros and Cons
    • "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."
    • "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."

    What is our primary use case?

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

    What is most valuable?

    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.

    What needs improvement?

    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.

    For how long have I used the solution?

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

    What do I think about the scalability of the solution?

    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.

    How are customer service and support?

    I have not contacted their tech support.

    Which solution did I use previously and why did I switch?

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

    How was the initial setup?

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

    What other advice do I have?

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

    I would rate it an eight out of ten.

    Which deployment model are you using for this solution?

    Public Cloud
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
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    PeerSpot user
    Buyer's Guide
    Download our free Workday Report and get advice and tips from experienced pros sharing their opinions.
    Updated: July 2022
    Buyer's Guide
    Download our free Workday Report and get advice and tips from experienced pros sharing their opinions.