Workday Reviews

We use this solution to manage financials, payroll and recruiting.

In a future release we could like to have access to asset, supply and treasury management functionalities.

I have used this solution for two years. 

This is a stable solution. 

This is a scalable solution. 

The initial setup is straightforward. 

I would rate this solution a seven out of ten. 

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.

We support the tool. There are users who are using Workday. If there's an issue while they are using Workday, we see what's the issue and help them resolve it.

The product is useful for storing employee records.

The product must include payroll features.

I have been using this solution since 2018. I am using the latest version of the solution.

I rate the product’s stability a six out of ten.

I rate the tool’s scalability a six out of ten. Around 30,000 people are using the solution in our organization.

I rate the ease of setup a six out of ten. The product is not easy to implement. It is difficult to understand the setup at first. The tool is not that informative for us to understand the whole picture. The solution is deployed on the cloud. The deployment took us two years.

The number of people required for deployment depends on the project's size. In our case, it was a global deployment. We needed more than 100 people to deploy the product. If it’s for one company, it can be deployed with fewer people.

I have worked with ERP systems. I could recommend the solution to others. However, people must attend training to understand the tool. Overall, I rate the product a six out of ten.

• By leveraging the business process framework that the product delivers, and the built-in workflow, it has forced individuals to be more accountable to their managers and employees. 
• It also enforces cleaner data; you cannot just push data into the system without validations. 
• There is no need for SQL updates to a database to fix data issues.

The flexibility to integrate with the product. It has several tools, out-of-the-box, for integrations. It delivers pre-built interfaces for specific vendors, pre-built generic integrations to extract or push data into Workday through configuration.  

Workday also delivers tools that allow you to build your own custom interfaces.  So for me it is the ease of integration with the product. 

In addition to the integration tools, I would also say the system being a fully consolidated system. All the transactions and configuration are co-located in one fully in-memory system, so there is no need to go to different data sources (multiple DBs) to pull data; it’s all in one place.

Analytical tools have needed improvement. Workday has just released Prism Analytics, to replace the current analytical tools, so it’s in the early stages.  Workday has great reporting capabilities today, but if we don’t have a fully consolidated system we need the ability to marry that external data with the Workday data to perform analytics. Prism will enable this to occur.

No issues with stability.

No issues with scalability.

Leveraging community, and the ability to open cases with Workday, allows for quick turnaround with both other Workday users and the Workday team itself.

In the beginning it is difficult to wrap your head around the in-memory pieces, and which configuration drives what functionality. It’s like any other software in that manner, and it’s about digging in and learning it.

Implement what you need, purchase what you need as you need it.

I would highly recommend it to anyone. It’s the only fully consolidated in-memory application on the market.

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.

I'm using Workday for human capital management (HCM). It helps me with tasks like managing employee records, tracking time and attendance, and processing payroll.

I like that it's easy to use and flexible. 

The price could be lower.

I've been using Workday for about three months. I use the latest version of Workday.

It's a very stable solution. I would rate the stability a ten on ten. 

It is a scalable solution. We have about 1,000 users using this solution in our organization. 

I have used customer service and support a few times. They were very helpful.

It's very easy to set up and flexible to configure. 

I need to pay for a license. It is expensive.

Overall, I would rate the solution an eight out of ten. I would recommend Workday to other people. 

It is our HR source of data. It performs okay.

It stores everything for the employee. It has also been able to store the information that we use for our payroll demand.

It is quite user-friendly. We can store all the employee data information on it.

I cannot really use Workday, because they don't have worker payroll in the product. We have to solve our payroll. I hope one day they will be able to have their own localized standard payrolls for all countries.

In terms of reporting, we have to rely on a consultant to do the report customization. If we have an employee who is working for two or three countries, we don't have a simple global employee number to keep track of them, because then you have to use a separate employee number for different countries.

The most important thing is to be able to do your own reporting, which it can't do. We rely so much on our consultant to customize reports for us. Also, if you want to have authorization of certain roles, there is a lot of inflexibility in how the authorizations can be set.

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.

It is stable.

You must have your internal technical support people be able to follow up after you have gone live. The reason is because there are many things that you can't do as a user, and you need someone to support you technically. Things like customized reporting, user authorizations, and implementation of new modules needs to have someone who is able to do the technicality of your configurations or your customization for you after you have gone live.

We did have another solution previously. We switched because we required something that was available regionally in order for us to keep track of employee data.

With a bigger budget, I would recommend SAP.

I actually preferred SAP HCM. Comparatively, I felt that SAP HCM is more comprehensive, cost competitive, and the salary and payroll in the country is available. It has more in-depth functions that you can actually use, including doing a hot query in SAP. You can even use the data within the system to turn up a report easily without having to depend on a technical consultant to do the customization for you.

Most important criteria when selecting a vendor:

• It works for all the countries that we have.
• We are able to implement it.
• It can handle all the necessary modules within the system, such as authorization of benefits and time management.

I was using Workday at my previous company. The company that I'm currently working for does not use Workday.

We were using it as a people management system to manage people's data.

I found the analysis features to be very useful for our company. I also found the modules installed to be aligned with our company's KPIs. These were the two features that stood out. So, the data part of it was what stood out while using this software.

It was also easy to navigate.

The user interface could be better. Everything else was fine.

I used it for one year.

It is stable.

It is scalable.

They are very good. They're always responsive, and they do provide solutions. I would rate them a five out of five.

Positive

It was straightforward. I would rate it a three out of five in terms of the ease of setup.

It is on a yearly basis.

I would rate it an eight out of ten. I had minimal issues with the software. The issues that I experienced were things that we were able to fix.