Sage HR is HR software for small to medium
businesses. The vendor states Sage HR is designed to be easy to use, and automates every
step of the human resource process. Sage HR is designed with modular
functionality to be customized for users' needs. According to the vendor, key differentiators include: 1. Easy to use 2. Modular functionality 2. Automates the end-to-end HR process 3. There's a mobile app (iOS & Android) 5. Feature…
$1.50
per user, per month
Workday HCM
Score 8.2 out of 10
N/A
Workday Human Capital Management is a cloud-native system offering a globally
consistent user experience. Workday HCM is part of an intelligent, unified system with other
Workday products.
N/A
Pricing
Sage HR
Workday Human Capital Management
Editions & Modules
Expenses Management
$1.50
per user, per month
Performance Management
$3.00
per user, per month
Shift Scheduling
$3.00
per user, per month
Timesheets
$3.00
per user, per month
Leave Management
$5.50
per user, per month
Recruitment
$200.00
per user, per month
No answers on this topic
Offerings
Pricing Offerings
Sage HR
Workday HCM
Free Trial
Yes
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
The modular product.
- No hidden fees
- Cancel anytime
- No credit card required
Xero had limitation of 300 staff ; we had more than 300 staff on our payroll ADP - presentation was not good - did not give us confidence it can perform - from previous experience ADP has not done well in other organisation. Sage HR was able to deliver our needs and was a bit …
Bamboo is more versatile for large enterprises where as Sage HR is better for smaller/mid-size businesses. Both systems have very similar features and functionality. Sage HR has great tools for companies with multiple locations which has benefitted us in tracking employees' …
We selected CakeHR because it was plug and play. There was no long "onboarding" process or extra required "onboarding" fees. We didn't require the job posting module, but rather the asset and time tracking sections. We had the entire system up and populated within 10 days.
I searched for plenty of HR applications. Some wanted a ridiculous amount of money but didn't have many features. One wanted us to move our payroll over to them which wasn't an option. As a smaller to mid-sized company 50-200 employees, we have a central accounting dept that …
CakeHR (for me) had the best combo of price, features, and functionality for what the business needed. It had transparent pricing unlike some of the others and although many are quite similar, for me one of the standout things is the constant updates and strong customer service.
For core HR functionality, this is the only product we use. For ATS, we have experimented with BreezyHR. We've learned that CakeHR is adding an ATS module soon though.
Workday Human Capital Management is more than just an ATS, Greenhouse works as just an ATS. I think Workday Human Capital Management is great for the entire candidate lifecycle. From applicant to hire to onboarding.
The issue with ADP that I have found is that it is not as user-friendly for employees, nor the administrators using the product. I prefer using the Workday Human Capital Management system as our HCM place of record.
Workday is more robust and works well with interfacing on Social media for job posts. Also, the main thing that the Workday Human capital management platform tool has going for it is that Workday can and often is used in other capacities and other applications, so employees …
UKG can have some security issues with new user profiles on personal experience and its harder to adapt for elderly users. We had many situations where support was slow to respond to our tickets as the platform glitched or failed sometimes, unlike Workday HCM where all users …
We do use Workday as the other HCM systems do not have a good built in communications channel. Choosing Workday was particularly easy due to its interface. Employees feel that they are on a social platform even when they are in office, which breaks the usual barriers to …
The workday human capital management stacks up against ADP due to the overall different features that we have got in a single platform. With Workday HCM, we do not have to select multiple vendors or tools to manage employees, salary details, career progress, etc. Also, the …
They are almost similar, to be honest. But because Workday was introduced to me first, I learned a lot from this software. Lattice comes close, but I think Workday was way easier to use.
Workday HCM helps my organization better align our corporate strategy with defined objectives and KPIs while managing the performance of team members to deliver results. The user interface and time tracking capabilities of Workday HCM are also best-in-class. The Workday cloud …
Oracle Cloud HCM and PeopleSoft HCM are well-defined tools for HRMS activities. Oracle Cloud HCM is super easy to use by end-users and gives all standard functions for HR activities. The personal information, career, performance are well defined in Oracle Cloud HCM. It's out of …
I have not worked with similar products in my career experience. Since we deployed Workday Human Capital Management, everything has been running smoothly. I will recommend this product due to its high performance records. It has developed and streamlined our plans effectively …
I did not make the personal selection, but Workday [Human Capital Management] hands down has way more capabilities than ADP time tracking used to be able to do. The software is intuitive and a "one stop shop" for relevant information, and helps employee efficiency when electing …
Unfortunately, I do not recall the brands of the other human capital management software programs or tools I used at my current company or workplaces prior. I do think that is a testament to Workday with its strong branding and compelling features. I was not part of the …
Modern Workday has better features, and is more user friendly than previous versions of ADP, although it's been a while since I have used ADP, ultimately I do enjoy Workday's offerings.
SuccessFactors may not have had all the HR processes and features required, which is why we moved to Workday. But SuccessFactors definitely had a much more understandable UI and manager experience. We only used SuccessFactors for the performance tracking functions and features, …
Workday Human Capital Management looks at data from a different perspective and allows us to look at the same data from a macro level and a micro level and all points in between. It’s really amazing the data capabilities offered by Workday Human Capital Management.
It's a great tool for us now that we've scaled. It will be able to grow as we become 10,000 employees+ across the world. The build has been complex, but as we gain expertise on the team, we unlock critical functionality that enhances our HR sophistication.
Workday is by far one of the leading HCM application systems out there. So easy to configure and yet so advanced in capability. The WD Community of resources and other clients is very very helpful. It has allowed us to be successful in all our HR needs, looking to consolidate …
There are a lot of functions of Workday that we choose to manage over Confluence (our internal wiki). Not sure if this is better or worse but its a choice we've made. They both have not good search functionality so thats something could benefit from.
For smaller companies, Sage HR is a user friendly system that allows you to streamline HR processes all under one roof and a time efficient manner. The other software it is able to integrate with is also a bonus allowing processes to be simplified. Ultimately, we really enjoyed using it to allow our team members to engage with it but also to make engaging with our team members simpler on the HR team and requests always recorded.
I would say it's well suited in every environment because I think it does so much. It's like the holy grail of HRIS systems is what I like to call it because thinking about all parts of the employee lifecycle, it lives here in Workday Human Capital Management. So I love the fact that you can do the people data analytics, you can store employee records, the talent acquisition pieces there. I'm thinking I can't think of anything negative right now except for the fact that I can't drill down into the data for the people analytics side. Other than that, I think it's literally, yeah, the holy grail of HRIS systems, I love it and I would highly recommend it.
Since it is cloud based, it does not have version control issues (e.g. get 10 years behind on versions that are no longer supported), or the need for constant upgrades. This is completed behind the scenes.
The flexibility of Workday HCM implementation and then taking it to day to day operations was superior. You can then blow and out and start using other system cababilities when ready.
To enter the system, we must use multi-factor authentication for additional security of employee data. A user downloads their reports and then they are shown in their archive of work transactions and history.
It is work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer
payroll process is good Sage HR - web version gives good demographic data uploading to Super portal is good uploading to ATO portal is good giving various reports to Managers is good
Overall this is a highly useable product. It does require continual use to stay current on changes in the User Interface and functionality, but as noted earlier, this is a reasonable trade-off for the rapid rate of improvement. It is very user friendly and the templated business processes prevents the system from becoming overly complicated
In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.
From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant
Customer support is amazing. There are times I post a question and I don't get back to support. They will always follow-up with an email to make sure our questions are answered. I even had a call with Julianna who was wonderful and very personable. You definitely get a level us service that exceeds most companies. Keep up the good work CakeHR.
Support is provided by OneSource, the reseller. They really have no expertise and their level of technical expertise is poor. When we went to our training, the room was filled with OneSource people going through the same training. We finished training in 1 day, they took 4 days. They are hardly experts. Workday has come out with two more releases since then and Onesource have doubled in size in the last year – so it’s hard to see how they can keep up.
There is an online community/portal that is pretty good. There is however no easy answer to “guided completion”
Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult. • Training scenarios are not very real
I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training
We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.
I searched for plenty of HR applications. Some wanted a ridiculous amount of money but didn't have many features. One wanted us to move our payroll over to them which wasn't an option. As a smaller to mid-sized company 50-200 employees, we have a central accounting dept that we wanted to keep most of our processes with. CakeHR delivered with all the needs plus more. I know there are some features we are not using because they don't fit our needs at this time but I am aware of them. Finding a web-based application that solved all of our needs and more was a homerun for us. All the others I searched were always missing or wanted us to pay substantially more for a key component we needed.
The workday human capital management stacks up against ADP due to the overall different features that we have got in a single platform. With Workday HCM, we do not have to select multiple vendors or tools to manage employees, salary details, career progress, etc. Also, the workday human capital management is very easy to use in all the different use cases that I mentioned above.
Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system. Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction
To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.
