Workday Reviews

I was in charge of HR operations at the time; I did operational things like approving documents, issuing them in the system, and also trying to recruit nicely. 

Sometimes, I also handle some pre-onboarding tasks, like collecting data or documents and approving parts of the onboarding process.

It really helped our team. Especially for me, I could feel that my workload as an HR operation manager was cut by 50%.

Since the data was very organized in Workday, it was convenient for me to see specific employee datasets. The advanced analytics features have become better over time.

Workday's integration capabilities with other systems benefited our work. We combined Workday with LinkedIn Learning. It worked well for the learning management part.

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

The solution has improved our organization because it's much simpler to navigate. On the learning and talent side... I work for a bank, we have to do continuous compliance education, so we have to do a ton of different learning things. Our learning situation, our learning set up before was distributed, it was done in a bunch of silos. There was an initial landing page that took you to multiple different websites where you absorbed the content and then you confirmed or acknowledged that you've actually studied the content or you took a test. With this solution, it's really nice. All of the learning content is there. It's much easier to consume. I don't feel like I'm jumping around between different platforms.

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.

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.

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

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

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

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

The most valuable feature of Workday is its user-friendliness. I like that you do not need to do a lot of coding to use Workday, unless you are using Studio. Even in Studio, you only need to write code for heavy integrations.

I also like that Workday is hierarchy-based and business object-based. This makes it easy to understand and use. Previously, when we used PeopleSoft, we needed to have knowledge of SQL (NPL SQL) to create integrations or reports. However, this is not required with Workday. We just need to apply the right logic, and Workday will do the rest.

I also appreciate that Workday is well-organized. There is a step-by-step process that we need to follow to configure the system. This makes it easy to implement and use.

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. 

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.

Workday has definitely been an easy-to-use solution for most of my clients' legacy systems. The solution is easy to use and provides great flexibility and security.

If you want to add more features to your subscription, Workday becomes expensive.

I feel there is a technology shift away from Oracle. I feel Workday is much more user-friendly. And moreover, it's codeless. Anyone can even learn it, like a layman can learn it in a day. It's not like other big things that we do.

We only work with SA partners who do the implementation for the company, and then we do testing. That is where my role ends.

I'm happy with what features Workday offers. But in particular, Core HCM is the best. It's not complicated.

Workday has financial products, but I don't use them. I work only in HCM.

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

In the process of obtaining representative sites in NaviNet, it assists us in facilitating decision-making and taking action.