Workday Reviews

We use Workday for HR services and found the software to be very user-friendly compared to the previous software.

It has tremendously improved user satisfaction and the adaptability of the application.

It does not integrate with some of the career management softwares, like LinkedIn.

For three years.

None.

None.

None.

I would rate them as very good.

I would rate them as very good.

Initial setup was simple.

Installation was done in-house.

• Easy to use
• Interactive
• Cloud
• SaaS VF

• Reliability
• Performance
• Maintenance of the HR system

They can work on getting the clients to work on their support model. Most of the client's current support model for their legacy system will be quite different to what it will be when it's Workday.

More than three and a half years.

Nope.

Nope.

Amazing with the support team. Their response time is really good.

No.

Complex, as it's moving to a different system, getting the stakeholders together, and making them make decisions.

It's good and fair with the modules it offers.

Other cloud apps like Salesforce, Fusion, etc., but nothing stood a chance against this product.

Great product, think about the BAU/support. It changes the way old ERPs work and creates a whole set of changes to how the BAU works.

The API’s have enabled us to really deliver reliable automation to the company. This isn’t just critical, because we can create ease of use, though that is really nice. Reliable, auditable integration has reduced the complexity and cost of our ongoing audits. Users get the access they need, when they need it, and it is removed when we need it removed. Workday, for us, is the tip of the spear for so much of what we do downstream.

If there was something to really point out here, it isn’t what Workday has done or offers, but what it hasn’t done that has been so powerful. We struggled to have successful implementations previously, partly because of our desire/need to implement features and functionality that are uncommon. Workday bases what they do on a large set of customers and the requirements laid out by the law. Being required to color inside the lines has helped us focus on what makes our company unique when it comes to pay, vacation, benefits, etc. Don’t get creative; get it right.

There is too much of a one-at-a-time concept in the workflow. The system is designed with the object model in mind, which is brilliant. Transition from one thing to the next is a never-ending relationship experience. As a leader, however, there are many times when merit and performance are not in isolation and one employee at a time. More thought into seeing the department or departments as a whole would be really valuable.

We use Workday as the source of all employee data. This means that via integrations built in-house, if as a new employee you are onboarded with Workday, you have accounts everywhere else. As a manager, I give it a 3/5. Lots of great data, but since I don't do this all the time, I find it to be not all that intuitive. Much of this may be based on how workflows have been implemented, but it nonetheless leaves much to be desired. Also, while the browser is powerful, the mobile app is so limited it is mostly useless. Lastly, as a power user I would give this a 2/5. So much can be done with the tools, but we constantly run into roadblocks that can only be pushed through with a hard to find, incredibly expensive contract resource. This is the only SaaS product I can think of that we have this experience with.

We went live June 2012 after a six month deployment project.
We use Workday for our HCM and have for several years.

We are an Oracle shop and used the HCM module. The switch was our push to focus on HR as a product in a best-of-breed approach, as the implementation we had in our ERP was largely ignored and disliked.

The technical implementation was straightforward with data dumps and use of their well-documented API’s. The complication came in applying policies to the system and training our users. The complexity was, and continues to be, enabling the power user to take advantage of the power of the tool without reaching out for help.

The beauty of it being a SaaS product is that we are always on the most recent version and we always opt for an early upgrade when there are new releases.

When we priced out this system, it was one of the most expensive solutions when compared straight up with other HCM replacements. The trick is in seeing its total cost now and going forward in comparison to everything else. Between risk reduction, audit reduction and knowing that in many ways we can stop thinking about HR as an issue to solve, we have seen great value. The answer lies in how you want to structure the TCO over ROI.

Don’t dip your toe in the water, jump in. With a solution like this there are great returns to be had, but you need to invest in really using the API’s, building automation with workflows and centralizing HCM here. If you keep recruiting, performance management, etc. outside of the system you will have purchased an airplane so you can drive around the neighborhood.

It has lots of built in reports. I can copy the report and modify it instead of spending time on studying which table is the one I need to use. Each field also has its description, although sometimes it may not be clear what it means. The GUI is beautiful and we don't need to provide much training for the users because it is easy to navigate.

Employee Self-Service and Manager Self-Service are not additional products to implement and they can save time for HR operations. Workday also offers a lot of HR modules that facilitate us to do analysis in one place.

For reporting, Workday only allows users to select which table to join, and it defaults everything. It should allow users to specify the type of join table (inner join / left join / right join / fields to join).

The Payroll module is not usable for Asian countries. It is not possible to customize it the way we want. We need to use another payroll system and build payroll integration.

Payroll integration is terrible. It has a lot of limitations.

I have used Workday for 1.5 years.

Sometimes all our users are unable to log on to Workday or encounter slowness. It usually lasts for around 10 minutes, but it could happen once a week, as far as I have noticed.

We have not had any stability issues.

The group previously used different systems for different countries. We centralize a team of system support for the group. It is more cost efficient in terms of support and maintenance.

Setup was not complex as our implementation partner defaulted most configurations, but it could be wrong. We need to look back after implementation.

We did not have other options, as it is a group decision. If I had an option, I would choose PeopleSoft, because HCM and payroll could be in one system.

Check carefully whether Workday supports payroll in your country; otherwise it takes additional costs and efforts to build integration.

I would say the most value comes from the annual review features. It is well laid out and easy to complete. It makes the process of annual reviews simple and concise.

It is more efficient than any methods/processes I have used in other companies. The simplicity of the system is very valuable.

The ability to drive more analytics on a customizable level would be helpful.

One year.

No problems with deployment.

No problems with stability.

Scalability has not been an issue.

10/10

10/10

No previous solutions.

Straightforward.

I primarily used the report writer; have some experience with EIB integrations as well.

My personal organization does not use it. However, in my clients’ organizations, people really seemed to like the user interface, and the community has been extremely helpful. The regular releases are also very nice. Reporting is a bit of a learning curve coming from an ERP built on a standard relationship database, but once users get the hang of it, it's really quite powerful.

It's great for operational / detailed reporting and some low-level analytics, but for heavy-duty analysis against large data sets, I find it's a bit lacking. For instance, the indexed data sources only work when using non-calculated fields. Most clients have a TON of calculated fields used for reporting purposes, so I find this severely limits the appeal of such data sources. Non-indexed data sources don't perform very well against large datasets compared to a data warehouse / star schema / OLAP cube.

I have used it off and on since 2013; had one project where I worked with it for about two years, another for about six months.

I rarely if ever encountered any stability issues.

The community is super helpful; haven't had to use an actual support ticket thus far.

From a reporting standpoint, there's not much configuration or setup required at all.

The reporting capability is perfectly adequate in 90% of cases, given the requisite training. For "heavy-duty" analytics across very large datasets, consider the integration required for integrating with an on-premise data warehouse, for example... There will be considerable additional overhead in managing the outbound files, SFTP, ETL, etc. from a cloud source vs an on-premise source.

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

The integration and access levels that provide consolidated information has been most valuable. 

This solution could be improved by providing user-level access to customization capabilities. Users currently rely on more technical teams to customize reports, for example.

I have been using this solution for three years.

This is a scalable solution. 

We do have make use of the Workday customer service team. We have an internal technical team and we have to raise a ticket for them to solve any issues.

The initial setup is not straightforward. 

The pricing for this solution is fairly high. It is not affordable for small and mid-sized companies. 

First time users, understanding accessibility and consolidated data is fairly easy. The solution improves productivity for users and reduces the need to switch between different tools. The confidentiality of the data can be maintained and secured sing Workday.

I would rate Workday a seven out of ten. 

I am not at liberty to share our use cases. 

The implementation time should be addressed, as it is too slow. Also, the solution should be more user-friendly. 

The installation is time-consuming and not so straightforward. 

So too, technical support is not sufficiently fast. 

I have been using Workday for a couple of years.

The solution is stable. 

The solution is scalable.

We have had experience with technical support and it could be faster. 

Prior to using the solution, we made use of Oracle. This was around four or five years ago. 

The installation is not so straightforward and could be faster. 

Its duration depends on the model one is using and can range from three to six months. 

We made use of a consultant. 

The solution is cloud-based.

Our organization has 1,000 people making use of the solution. 

I would recommend the solution to others, owing to its stability.

I rate Workday as a seven out of ten.