Workday Human Captial Management helps managers and HR teams to gain more visibility into all workforce operations, and to prepare organizations for growth and expansion. The system enables users to build strong teams of employees by finding skilled workers through talent searching and job profiles. Workday HCM enables enterprises to manage global teams from hire through to retire. Organizational charts and modeling features allow users to structure and visualize their entire organization, manage both employees and contingent labor, as well as to configure workflows and define businesses processes. The HR software also allows users to manage time-off and absences through a self-service employee interface that includes time-off requests and reporting, time-tracking, and time-off rules automation.
Workday HCM includes a number of HR features including organization management, talent and performance management, and Workday Absence Management, which allows users to manage time-off and absence policies across global offices. Workday also offers a range of recruiting tools to help set up career sites that are compatible with mobile devices and integrated to social media platforms such as LinkedIn.
The talent management tools provided by Workday help users identify top talent and best matches for open positions from their talent pools of current employees and external candidates. The performance management tools offered by Workday include goal management and alignment for both individuals and department. Feedback reviews and rewards can also be used to praise performance and goal completion. Workday Succession Planning allows users to monitor the health of the succession pipeline taking into account factors such as successor readiness and flight risk.
Workday Payroll combines Workday HCM and Time Tracking to manage all payroll processes, data and costs. The payroll solution includes analytics and reporting to run audits and drill down into payroll details. The global payroll solution provides integration with third-party payroll applications to manage payments in different countries. Workday HCM also facilitates benefits administration by offering employees complete visibility int o benefit coverage such as health, retirement and insurance. Users can use the software to manage and analyze benefit plans, costs, eligibility rules and more. The Cloud Connect features allows users to connect Workday with 3rd party benefit providers.
The best part of about Workday Performance Management is the ability to get away from manual processes. Previously at our company, we had to write our self-evaluations in a PDF document that was submitted to our managers. Then the manager could choose to write something completely different or utilize what was already written by the employee. Ultimately, the manual process left out information. With Workday Performance Management, everything is included. The self-evaluation is maintained within the performance review, as is the manager's review. That way anyone can compare and contrast what the manager had to say vs. what the employee had to say about themselves. All of this can be custom created per company so that an organization can keep whatever fields work best for them. It also can maintain goals, as well as milestones throughout the course of the year so that employees aren't just touching their reviews once a year, but actually working on them throughout the entire year. Sometimes it is hard to keep up with all that I have accomplished at the end of the year, unless I have written it down in a Word doc. But now you can add things to your review as it happens and then do one final edit at the end of the year.
The biggest con for me is the lack of stating what can be improved. This could be a customized field that my organization failed to incorporate. If that's true, then maybe the improvement could come from WorkDay itself on best practices. But every employee wants to shine a light on all the good they did throughout the course of the year. It is just as important for each employee to shine a light on the things they could do better, or improve upon for the next year. Another con for our organization was the length of time it took to implement WorkDay within our systems. It was far from an easy task that took thousands of man-hours to implement. However, now that it is implemented and people are using it, it seems to have been worth the effort.
comparatively, ‘workday’ is an efficient, effective and affordable system for an above average organization.
Many companies lose their talented employees due to failures by the top management to recognize the contributions made by certain employees for the growth of the organization, which goes unnoticed by the hierarchy which creates a negative opinion towards the management by those employees. HCM tool makes a positive impact as a go-between the employee and management and WORKDAY has made substantial developments with this regard. ‘Workday’ HCM has given the employees all the freedom to put on record their contributions/ achievements, goals, training requirements, etc which has almost totally brought to halt human ignorance/negligence of appraisers during evaluations and give due recognition to each employee according to the employee value to the company. ‘Workday’ has many features that help both the management and employees to know each other better and make justifiable decisions. With an advanced HCM such as ‘workday’, it is not only the HR head, but the whole top management is aware of the positives and negatives of the members of the organization which strengthens the transparency of the decision makers. With ‘workday’, the management doesn’t need to wait till the due period for performance appraisals, but identify ‘real-time’ the value of certain talents and apply sensible decisions to recognize such employees. ‘workday’ comes with an attractive UI which is a pleasing plus point. Additionally, it supports multiple devices which are useful on the go.
so many beneficial features are incorporated in the system that it takes a fairly big effort to familiarize. As this is a HR centered software with access to each member, we find difficulties in getting the full potential due to cultural diversities by way of language barriers (non-English speakers).
MY organization switched over to Workday and I had the chance to use this tool for a while now. I'll say that it's a lot easier to pick up and the available info to learn it was easy to grasp as well.
You can pretty much find any HR related features/questions/information in one spot. I was able to consolidate my benefits options, PTO, reviews, in one spot. I also think that it's certainly more robust/ takes a lot less down time than our previous software. Besides that Workday comes with the standard user logins, password setup, online time-sheet, etc. that I expect.
I really like the ability to edit my own info very fast. I can change things like benefits or dependencies quickly rather than going directly to my HR's office.
My one complaint is that I used to be able to directly edit some of my team member's info and reviews from our old platform on my own. I think whether it's due to lack of access rights or just how my HR department has set it up, I can't do that any longer. It's a more lengthy process of getting it manually updated from my end and through some parties outside my immediate department.
I have only been using Workday for a few months. After taking all of the integration courses and starting to build integrations I am reasonably comfortable with the back end but no front end knowledge which is required to test at least the inbound integrations. Be prepared to spend days researching certain topics before coming up with answers. I recommend hiring a consultant to help in house developers learn the tools and functionality if you decide to go with Workday.
-Basic functionality for end users is intuitive and easy to use.
-Lots of options for integration with third parties
-Easy to use, custom, report capability with the option to expose reports as services (RaaS).
-Fairly easy to learn and use add-in for Eclipse for complicated integrations (Workday Studio).
-Training is expensive and is basically required to do an implementation due to lack of available reference material. Recording the online training for future reference is not permitted
-The workday community site is cumbersome (searches are not ranked according to relevancy and it can take many hours to find what you are looking for). Some workday studio components don't seem to be documented at all on the site.
-Certain functionality and community information is only provided to "Workday Implementation partners" which makes it nearly impossible to implement in-house without paying to outsource some of the work to a workday partner.
-Workday doesn't seem to have been built with performance in mind. Even with server side paging, reports and integrations are very slow.
-Lots of "hidden features." This would normally be a bonus but more advanced tasks require the user to know exactly what to search for from the application's search feature. Most of the functionality of workday is hidden in search results and isn't intuitively exposed in the UI.
1) Ability to audit change logs: who made what change when, who was it approved by, was it later edited or rescinded, etc.
2) The ability to mass rescind changes is a lifesaver; you can filter by data input date range, specific input files, individuals / business units, etc.
3) Quick learning curve to get familiar with the interface, new comp team members can get ramped up in no time.
1) While reporting within the tool does exist, I always found it lackluster compared to what we could build on top of it with Tableau or custom dashboard tools.
2) Doesn't do a great job of interacting with equity data, particularly vesting data. We always created custom tables in SQL and fed them into Workday for reporting purposes, didn't trust using it as the system of record for equity.
3) Difficult to make corrections to a comp change record without manually rescinding and updating subsequent comp changes (which can be VERY tedious).
Individual quotes are available upon request.
Contact Workday for detailed pricing information.
Below are some frequently asked questions for Workday Human Capital.
Workday Human Capital offers the following pricing plans:
Pricing model: Subscription
Free Trial: Not Available
Individual quotes are available upon request.
Contact Workday for detailed pricing information.
Workday Human Capital offers the following features:
Workday Human Capital has the following typical customers:
Large Enterprises, Mid Size Business, Small Business
Workday Human Capital supports the following languages:
Dutch, English, French, German, Japanese, Spanish
Workday Human Capital has the following pricing plans:
Workday Human Capital supports the following devices:
Android, iPhone, iPad
Workday Human Capital integrates with the following applications:
Absorb LMS, ExpertusONE LMS, Greenhouse, HireMojo, Iconixx, Jobvite, Kronos Workforce Ready, SAP Concur, SmartRecruiters, The Academy LMS
Workday Human Capital offers the following support options:
Knowledge Base, Online Support, Phone Support