What advice do you have for others considering Workday?

In my last project, our client had a merger and acquisition and wanted to include the data of their acquired company in Workday. Since it used a different HCM system, we had to make all the data points that will now be included in the parent organization's Workday system uniform. You have to first align both things. Suppose certain conditions cannot be mapped one-on-one with the parent organization's requirements. You can do it very easily by creating custom objects where you can add some country-specific fields. Generally, Workday provides many solutions for the US market. For other regions, you often have to add many local entity-related requirements. The solution's customization capability and seamless integration with different systems make it a very strong system that can smoothly manage business processes across different systems. Regarding the user interface, Workday is one of the nice-looking systems because it looks easier to use than other systems. Workday has been designed in a way that both technical and nontechnical users can use it. If you want to dig further into the system and get something you want, you can do it. If you are an average end user who wants to use Workday for some limited things, you don't have to go through a lot of things to do it. You can do it very easily with the solution. Overall, I rate the solution a nine out of ten.

Overall, I would rate it an eight out of ten. I would recommend it to others.

Overall, the product has been instrumental in modernizing our HR operations. Its training resources help us keep up with updates and new features. I rate it an eight out of ten.

I rate the overall product a nine out of ten. It is an overall good tool.

If you have enough money for the digital transformation of your HR system, Workday is one of the best ways to go. You don't need to do as much customization during implementation as other systems. Workday is experienced and mature product. It is probably the number one company for HRIS [Human Resource Information System] right now. The experience is really helpful for a company's first HR transformation. And also, most of Workday's features are not just okay, but more than good. Overall, I would rate the solution an eight out of ten.

I recommend Workday to others and rate it a seven out of ten.

I rate Workday a ten out of ten.

Like any other software system, the initial setup is crucial, and it requires a degree of follow-up and monitoring in the early stages. However, it proves to be an effective and valuable solution in the end. I would rate it a nine out of ten.

I would recommend using the solution. Overall, I would rate the solution a nine out of ten.

I rate the product a nine out of ten.

There is no maintenance required for Workday. I would advise others to use the solution. It is a holistic tool that does not only focus on candidate experience but on team member experience, it is an end-to-end solution. I rate Workday a ten out of ten.

To those considering using this solution, I'd advise doing a proper check. Pay attention and ask more questions. I'd rate Workday a seven out of ten.

I would rate the overall solution an eight out of ten. I will recommend this solution to other users.

The size of my team we have for maintenance is approximately 20 members, not including our reporting team. However, even the reporting team is in-house and part of our organization. In total, we have approximately 25 individuals. I rate Workday a nine out of ten.

I would rate this solution a ten out of ten.

I give the solution a nine out of ten if I put aside the mismanaged implementation. During our implementation errors were made and we lost data that is no longer available to some users. In addition to the lost data, the solution is slow to pull up information and I am not sure if this is due to the botched implementation or if it is the solution itself. My department is made up of 2,500 employees and we all use this solution.

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.

You would require a really good partner. You would also require in-house expertise, specifically within the technology itself. You need to be able to go out and attract and bring in the talent to help you be successful. You need to understand that doing it really well is going to require more of an investment than what you're hearing in the sales. If you've got 2,000 employees, Workday may say that you could support this entire application with two or three people, but just in my experience, if you have a lot of modules licensed, it's probably not realistic. You're probably not going to extract the full value. You need to understand whether you are okay with not getting everything out of what you're paying for. If so, that's fine, but if you really want to get the bang for your buck, it's going to require an investment. You also need to understand that it's going to take time to implement. So, you need to manage expectations and understand what are other priorities in the organization and what the fiscal year looks like. Is it a standard calendar? If you're going through something that's going to impact financials, you're probably not going to want to roll out something really heavy on January 1st. You would want to have that in place prior to that. Workday also has a financial piece that they offer in their technology stack that competes against Oracle. We don't currently use that, but it is a good piece of technology. They also have a learning management system that integrates directly with the other pieces of data. Workday's model and what they really preach is this idea of the Power of One. So, they try to get everything within one environment. The sales pitch is that it is going to then reduce the number of other vendors or applications that you would have to have and integrate with, which holds true in some cases. It might not hold true in other cases depending on the needs of the business, budget, internal expertise, and things of that nature. It's just an overarching model that you see in tech where a lot of IT departments want to license the best in class and scale from there. I'd rate it a nine out of ten. Overall, it delivers a really seamless solution that allows for operational efficiencies and operational excellence.

We're a user. I'd rate the solution eight out of ten. As I do with my clients when HR topics come to the table, I really, really suggest everyone consider deploying some Workday features. I know it is expensive for some companies. Of course, if the company's a middle-sized company, it may not make sense. However, it is an application that, according to Gartner or other popular reviews, it is the best solution for HR, management, and talent acquisition management.

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 would recommend this solution to anyone who is interested. I would rate Workday an eight out of ten.

I would rate this solution a seven out of ten.

I would, of course, recommend this solution to others. It is a good solution. I would rate it an eight out of ten.

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.

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.

I would advise others to be cautious while selecting a product. Selecting the product is a crucial phase, and you have to know whether the product meets your requirements because you have really limited customization options in a cloud product. There is a great amount of support from Workday for implementation. There are also implementation partners in the market. I would rate Workday an eight out of ten.

This is definitely a product that I recommend. I still think it's one of the better solutions that you're not paying for customization with. There are better products out there, but you have to customize them. Then, you're paying for increased costs with deliverables. You create a lot of spaghetti strings on customization, then you have to hire consultants to do the work. I would rate this solution a nine out of ten.

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.

I am working with a product called ServiceNow, but we use Workday for some interfaces. We help with the integration and data from Workday. We are using Workday for our client's companies. Our company is part of Bitpro and we use our internal systems. The technical support needs to improve in reducing their wait time. If they have time, then I would suggest the look at ServiceNow. They have the platform to cater to other departments, from customer service to security or IT service management. If you don't have a large number of business requirements where you want to be complete within six months, the Workday would be a good option. I would rate this solution a seven out of ten.

I would rate this product an eight out of 10.

My advice to anybody who is implementing this solution is to first prepare the company so that Workday will best support the organization. You need to integrate it properly into the business. After that is the security configuration, which is the complex part. Moving to a cloud solution after using an on-premises solution has given me some difficulty because there is a gap. However, the user interface is easier to use. I would rate this solution an eight out of ten.

I've been in the HR/Payroll product domain for about 25 years, so I've been involved in the development of Ceridian's applications and other companies as well. I know a lot about other products and competitors. Workday is a bit different, but I love it. You get used to it. It is like back-in-the-day when HR and the payroll system used to be the determining factor in whether you got to have a company laptop or not. One piece of advice to anyone considering this as a solution is to implement it properly. Spend the time and do it right the first time. Don't rush the requirements, don't skip steps just to get to a stage of deployment. Do your requirements properly. Consider everything beforehand. Don't leave things till later that you should do now. It will be worth the extra time that you invest. That is really true for everyone and every implementation, but especially for Workday. Trying to go back in after the fact and change things is just really complicated and it is a real pain. Skipping steps to get it implemented is a big thing that we notice that clients do. We have often had to go back and fix something that a client overlooked or looked past. There's always something changing, there's always something that wasn't done correctly. There's always some tweaking afterward. The more tweaking you avoid by doing it right, the less you pay to get it fixed. After releases, 99 percent of the time it is great and it will not introduce issues. In my experience, it is really rare for issues to crop up or that those issues are so extreme that a client will have to roll an upgrade back. I find that the releases are really well-tested and well-managed. They have two releases a year and in those two releases, they are usually pretty good at getting new features out there. On a scale from one to ten with one being the worst and ten being the best, I would rate Workday as an 8. Having had 25 years of being involved in the development of other Ceridian products, the development of some other products and having to work with PeopleSoft as a customer, Workday is right there with the best of them.

I would rate it an eight out of ten.

My advice to others would be to make sure that they understand their requirements. They must have detailed process requirements, and if they see some gaps, they should identify those gaps up front. Workday can be flexible in this regard, so customers should understand what they need to do. On a scale of one to ten, my rating for this solution is a nine. In the next version I would like to see a simpler user interface to create reports.

I would rate Workday a seven out of ten. No software would get a ten because there is no existing software on the market that is perfect.

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.