Sympa HR vs Workday comparison

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Sympa HR

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Executive SummaryUpdated on Nov 3, 2024

Workday and Sympa HR are competing in the HR technology space. Workday has the upper hand in functionality and scalability, while Sympa HR is noted for ease of use and implementation simplicity.

Features: Workday offers robust analytics, advanced workforce management, and wide integrations. Sympa HR provides customizable data management, strong compliance features, and flexibility.

Ease of Deployment and Customer Service: Sympa HR is known for straightforward deployment and supportive customer service. Workday has a complex deployment process but offers dedicated support and extensive training resources.

Pricing and ROI: Workday involves higher setup costs, reflecting its functionalities and potential for long-term ROI. Sympa HR's pricing is more competitive, allowing quicker ROI with a flexible pricing model.

To learn more, read our detailed Sympa HR vs. Workday Report (Updated: January 2025).

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Sympa HR vs. Workday

January 2025

Helped 831,265 peers since 2012

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:

Categories and Ranking

Sympa HR

Ranking in Talent Management

26th

Ranking in Cloud HCM

21st

Average Rating

7.0

Reviews Sentiment

6.0

Number of Reviews

Ranking in other categories

No ranking in other categories

Workday

Ranking in Talent Management

2nd

Ranking in Cloud HCM

2nd

Average Rating

8.2

Reviews Sentiment

6.9

Number of Reviews

Ranking in other categories

Benefits Administration (1st), Talent Acquisition (2nd)

Mindshare comparison

As of January 2025, in the Cloud HCM category, the mindshare of Sympa HR is 0.2%, up from 0.1% compared to the previous year. The mindshare of Workday is 18.5%, up from 18.6% compared to the previous year. It is calculated based on PeerSpot user engagement data.

Cloud HCM

Featured Reviews

Henrik Aminoff

Senior System Specialist at M-Files

A tool to manage HR master data in a single system that needs to improve on the API front

As a developer, I can say that some of Sympa HR's back-end functionalities, like the API systems, aren't fully fledged or modern enough, a downside of which Sympa is aware. My previous company had some kind of relationship with Sympa, and I used to attend meetings with Sympa's development teams regarding Sympa HR's API integrations in and out.

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Sarvesh Kumar Jha

Senior Technology Consultant at PricewaterhouseCoopers

Easy to use and provides great flexibility and security

Implementing the solution is generally not easy because it depends on our client's landscape. In the last one and a half years, Workday has started a new implementation approach called launch implementation. This approach allows you, as a client organization, to implement Workday in a shorter amount of time, given that you fulfill certain criteria. It depends on the number of subsidiaries and employees you have and their compensation structure. If it's not too complex, Workday provides its clients with this new approach called launch, where they can quickly onboard with the Workday without many complex requirements. The general implementation for Fortune 500 companies is always complex.

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Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:

Pros

"One of my favorite features of Sympa HR is its customization options. You can tailor it to meet your specific needs, which is really beneficial for HR processes."

"Sympa HR was helpful since it helped me manage HR master data in a single system."

"We like the fact that this solution is very user-friendly, with a straightforward user interface."

"It's intuitive, a very usable tool and it's easy to find the data you're looking for."

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

"The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."

"It is easy to use and straightforward."

"Workday is highly intuitive from a customer experience perspective. It was effortless for us to understand what to do even though we didn't have any related training. It was easy to use without guidance."

"We have fewer systems, less manual data entry, and less processing."

"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."

More Workday pros

Cons

"As a developer, I can say that some of Sympa HR's back-end functionalities, like the API systems, aren't fully fledged or modern enough, a downside of which Sympa is aware."

"Sympa HR has some fundamental issues like allowing multiple leave applications for the same dates. That needs improvement."

"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."

"For time management, it does not have a calendar generator. For example, if you want to have a shift calendar for an entire year, you need to push the entire year's calendar into the system instead of being able to generate it using a time management pattern."

"The solution can be improved by speeding up the load time when pulling up information."

"The navigation of Workday is good but could be better."

"The expenses and reimbursements module could be improved. Creating expense reports is time consuming and inefficient compared to other expense solutions."

"Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market."

"My opinion is that this solution can improve the overall integrations and add more automation. I think anything that could be on a self-serve basis would work quite well."

"Reporting systems should be improved. If you want to report it on paper, if you want something more BI oriented, more high level predictive or more data-driven, it should be improved."

More Workday cons

Pricing and Cost Advice

Information not available

"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."

"Workday is an expensive solution."

"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."

"I would rate the solution’s pricing a six out of ten."

"The solution is flexible in terms of pricing."

"It has an annual subscription rate, but I'm not sure how it will work."

"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."

"Workday is moderately priced - I'd rate its pricing three out of five."

More Workday pricing and cost advice

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Top Industries

By visitors reading reviews

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Educational Organization

33%

Computer Software Company

Financial Services Firm

Manufacturing Company

Company Size

By reviewers

Large Enterprise

Midsize Enterprise

Small Business

No data available

Questions from the Community

What do you like most about Sympa HR?

Sympa HR was helpful since it helped me manage HR master data in a single system.

What needs improvement with Sympa HR?

Sympa HR has some fundamental issues like allowing multiple leave applications for the same dates. That needs improvement.

What is your primary use case for Sympa HR?

We're implementing Sympa for HR management across our global organization, which spans about seven countries with roughly two thousand employees. Our goal is to centralize all HR processes, includi...

What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?

Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...

What do you like most about Workday?

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees.

What is your experience regarding pricing and costs for Workday?

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add more features to your subscription, Workday becomes expensive. The solution is fl...

SAP SuccessFactors vs Workday

Comparisons

No data available

Compared 28% of the time

SAP HCM vs Workday

Compared 18% of the time

Oracle HCM Cloud vs Workday

Compared 10% of the time

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Compared 7% of the time

PeopleSoft vs Workday

Compared 6% of the time

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Product Reports

Download Sympa HR product report

Cloud HCM

January 2025

Download Workday product report

December 2024

Learn More

Sympa HR

Overview

Sympa HR was designed to support HR professionals all across the world. We provide local and international companies with an aggregated, clear view of all their people data and offer unlimited integrations to other software. Reliable HR data and flexible tools are a necessity for efficient HR work during times of change. Sympa HR helps you keep track of all your processes in one place, supports smart decision-making and helps automate routine tasks. Backed up with great customer support, it is currently used by hundreds of organisations worldwide and has one of the highest customer satisfaction rates of any HR technology in Europe.

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.

Sample Customers

Dustin group, VMS Group, Matrix Fitness, CTS Group, Lindex, Sabis, Napatech, Alandia Insurance, Inspecta, Technopolis

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!