We install this solution for our customers to use, for capital management purposes.
Senior Application Development Specialist at Accenture
A user-friendly, unifying capital management solution, with little, to no, customization required for use
Pros and Cons
- "We like the fact that this solution is very user-friendly, with a straightforward user interface."
- "We would like to see improvement in the mobile app variant of this solution. The time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market."
What is our primary use case?
What is most valuable?
We like the fact that this solution is very user-friendly, with a straightforward user interface.
What needs improvement?
We would like to see improvement in the mobile app variant of this solution. The time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market.
For how long have I used the solution?
We have been working with this solution for three years.
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Workday
March 2025

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What do I think about the stability of the solution?
We have found this to be a stable solution during our time working with it.
What do I think about the scalability of the solution?
We are informed bu our customers that it is an easily scalable solution.
How was the initial setup?
The initial setup of this solution is very easy, and the deployment will take a maximum of one week to complete.
What other advice do I have?
We would recommend this solution to organizations looking for a unifying product, as there is very little need for customization or development and it is easy to use from implementation.
We would rate this solution a nine out of ten.
Which deployment model are you using for this solution?
Public Cloud
Disclosure: My company has a business relationship with this vendor other than being a customer. Partner

Data Product Manager at a retailer with 10,001+ employees
Stable and easy to use enterprise management solution used to manage employee information and processes
Pros and Cons
- "It is easy to use and straightforward."
- "This solution could be made easier to use by continuing to release new improvements."
What is our primary use case?
Our HR team use it to manage all employee information and processes.
What is most valuable?
It is easy to use and straightforward.
What needs improvement?
This solution could be made easier to use by continuing to release new improvements.
For how long have I used the solution?
I have been using this solution for six months.
What do I think about the stability of the solution?
This is a stable solution.
How are customer service and support?
I have not needed to contact customer support.
What other advice do I have?
I would rate this solution a ten out of ten.
Disclosure: My company does not have a business relationship with this vendor other than being a customer.
Buyer's Guide
Workday
March 2025

Learn what your peers think about Workday. Get advice and tips from experienced pros sharing their opinions. Updated: March 2025.
859,687 professionals have used our research since 2012.
IT Advisory Senior Staff at a financial services firm with 1,001-5,000 employees
Centralized solution for payroll and benefits info; could be easier to use
Pros and Cons
- "The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."
- "The expenses and reimbursements module could be improved. Creating expense reports is time consuming and inefficient compared to other expense solutions."
What is our primary use case?
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.
How has it helped my organization?
Workday has improved our organization by being a centralized spot for payroll and benefits information. We use it extensively and plan on expanding our use.
What is most valuable?
The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access.
What needs improvement?
The expenses and reimbursements module could be improved. Creating expense reports is time-consuming and inefficient compared to other expense solutions.
Workday could also be easier to use.
For how long have I used the solution?
I have been using Workday for two years.
What do I think about the stability of the solution?
Workday's stability is fine. It's a cloud product, so it's not going to shut down on us.
What do I think about the scalability of the solution?
Workday is probably the most scalable human capital management platform out there. We probably have more than 4,000 users, most of whom are using it for tracking time, expenses, payroll, and benefits. Also, the accounting department uses it as their ERP.
Which solution did I use previously and why did I switch?
We previously used a very old, end-of-life system.
How was the initial setup?
I was not part of the initial Workday setup so I don't really know.
What about the implementation team?
We used a third-party vendor for the initial deployment and it took about a year and a half or so.
Which other solutions did I evaluate?
I don't think we evaluated other solutions before going with Workday.
What other advice do I have?
The advice I would give to others considering Workday is to know that it's big and time-consuming. I would rate this solution a seven out of ten
Which deployment model are you using for this solution?
Public Cloud
Disclosure: My company does not have a business relationship with this vendor other than being a customer.
Senior Manager at Flex Technologies
Available technical support, reliable, and user-friendly
Pros and Cons
- "Workday is a secure product."
- "The user interface can be enhanced."
What is our primary use case?
We use Workday for the management of extensive leave applications in familiar industries. The primary use cases are for employment management.
What is most valuable?
I'm not a user. I don't get too involved in that.
I don't have any issues with this solution.
Workday is a secure product.
What needs improvement?
The dashboard is fine, but the dashboarding and other aspects could be improved.
The user interface can be enhanced.
For how long have I used the solution?
I have been using Workday for four or five years.
What do I think about the stability of the solution?
Workday is stable. I have not had any issues with it.
What do I think about the scalability of the solution?
Workday is a scalable solution.
We have approximately 100 users in our company.
I am not aware of any plans to increase usage by the company.
How are customer service and support?
Technical support is always available. I don't have any concerns with technical support.
Which solution did I use previously and why did I switch?
In terms of RP products, I work with UiPath, Studio, Orchestrator, and AI Center, which are included with UiPath. Process mining is available, but I have not used it. Perhaps I'll use it in the future.
I use Office and other activities on a regular basis, but nothing specific.
We don't use Microsoft because we have our own tools. We have internal resources.
How was the initial setup?
It was easy to install.
I was not involved with the deployment. I can't do it because I don't know how to do it.
What's my experience with pricing, setup cost, and licensing?
It has an annual subscription rate, but I'm not sure how it will work.
What other advice do I have?
I would recommend this solution to anyone who is interested.
I would rate Workday an eight out of ten.
Which deployment model are you using for this solution?
Public Cloud
Disclosure: My company does not have a business relationship with this vendor other than being a customer.
Business Graduate Student at a educational organization with 10,001+ employees
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: My company does not have a business relationship with this vendor other than being a customer.
Director of HR at a healthcare company with 11-50 employees
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
Director at a financial services firm with 1,001-5,000 employees
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: My company does not have a business relationship with this vendor other than being a customer.
Senior Solution Engineer at a tech vendor with 10,001+ employees
Good solution for planning but UI is somewhat cumbersome
Pros and Cons
- "Workday's best features are planning and finance."
- "Workday would be improved with more API connectors."
What is our primary use case?
I mainly use Workday for job requisitions, CRM, and HCM.
What is most valuable?
Workday's best features are planning and finance.
What needs improvement?
Workday would be improved with more API connectors. Its UI is also somewhat cumbersome.
For how long have I used the solution?
I've been using Workday for a year.
What do I think about the scalability of the solution?
Workday's scalability is good.
What's my experience with pricing, setup cost, and licensing?
Workday is moderately priced - I'd rate its pricing three out of five.
What other advice do I have?
I would rate Workday as six out of ten.
Which deployment model are you using for this solution?
Private Cloud
Disclosure: My company does not have a business relationship with this vendor other than being a customer.

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Updated: March 2025
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