Workday HCM

Score8.3 out of 10

611 Reviews and Ratings

What is Workday HCM?

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.

Categories & Use Cases

Media

Screenshot of Workday Human Capital Management Homepage

Screenshot of Workday Human Capital Management Manager Insights Hub

Screenshot of Workday Human Capital Management HR Partners Hub

Screenshot of Workday Human Capital Management Expense Analysis

Screenshot of Workday Human Capital Management Skills Dashboard

Screenshot of Workday Human Capital Management HR Operations and Compliance Dashboard

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Screenshot of Workday Human Capital Management Homepage

Off-cycle/On-Demand payment
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
Category average: 8
Organizational charting
Organizational charting is the ability to create hierarchical charts.
Category average: 7.3
Create succession plans/pools
Managers can create and manage pools of potentially high-performing individuals.
Category average: 8

Candidate ranking
Candidate readiness for key business positions can be ranked and assessed.
Category average: 8
Candidate development
Candidate development is the ability to assign learning and development goals.
Category average: 7.7
Compliance data (COBRA, OSHA, etc.)
Compliance capabilities ensure full compliance with federal workplace regulations by capturing required data in central database.
Category average: 7.5

Verified User

Consultant in Human Resources (10,001+ employees employees)

Use Cases and Deployment Scope

We use it to manage payroll and timekeeping to drive more efficient payroll processes.

Pros

It enhances the timekeeping across the country because different states have different timekeeping rules and it's very intuitive based on the state.

Cons

Still working on the functionality. I have not seen any errors at this time.

Return on Investment

Too early to tell.

Other Software Used

SAP SuccessFactors HCM

Usability

Verified User

Director in Human Resources (10,001+ employees employees)

Use Cases and Deployment Scope

It's basically like our ecosystem, all HRIS. It brings our talent, our performance management, it houses all of our HR data. So it brings all of that in one place, one space. And I think it helps. It makes everything easier, right? Because one click and you go in and you can see everything.

Pros

I think what it does is not having worked on the side of talent acquisitions. Whenever we have a job interview, for example, you can go right there, you can put in everything in Workday Human Capital Management. If I need to go in and see what a coworker put in or notes all that, I can document everything there in Workday Human Capital Management. I think the other thing that makes it a lot easier is for performance management, goal setting. All these things can be done right there in the platform and it just makes it easier. So to store documents, I can do that. I mean it is like a one-stop shop all in one, so it's excellent.

Cons

What just launched recently was the people analytics and I think it's a phenomenal tool. What I would like to see, since it's been about what two weeks of me navigating through this, I wish I could drill down into the data a little bit more without having to go to our people services team to run a report for me to get the data that I need. What I love about the product is that it allows you to, without having to think about what should I be looking at, what am I taking back to the operators, the business partners, it automatically tells you these are the highlights, some of the things to think about. But if I could drill down into that to tell the story would be an outstanding thing.

Return on Investment

I would say I haven't done the research to see, because I don't sit on that team, I'm more of a business partner. But I would say that I think for my team in particular, it saves us time, right? We're able to get so much of our time back just because we can do everything in one platform and not have to go and search for the things that we need or now being able to do, even the performance management piece in the system, time saving, all I can tell you is that it saves us time and I think with our time back we can be more effective partners.

Verified User

Analyst in Human Resources (10,001+ employees employees)

Use Cases and Deployment Scope

I use hcm for benefits. I don’t think this is WD strong suit. I wish it was more customizable. I wish we could see the black box of code. I feel like you make a lot of mistakes and it takes you weeks to fix it.

Pros

One stop shop
Integration

Cons

Better testing
Better understanding of benefits
Listen to your customers

Return on Investment

Better data centralized
Integration with other platforms

Alternatives Considered

BambooHR® and Alight Worklife

Rohit Kumar View profile

Director HR in Human Resources at MNR Solutions Private limited (51-200 employees employees)

Use Cases and Deployment Scope

I was using Zoho and other in house applications to managed the different department but post implementation of HCM module I am really got great productivity and results which I was looking for my organisation.
Initially my team wa confused between SF and Workday Human Capital Management but now everyone is very much satisfied.

Pros

Easy to manage the team and defining the KPI
Helped our organisation for a right transformation using change management Analytics
Globally Accepted.

Return on Investment

Setting up the right payscale globally
Managed the hiring and setting up the right job description and level
Managed hire to retire cycle and automation of HR

Alternatives Considered

Asure HR (People Success Platform)

Other Software Used

FinancialForce HCM (Discontinued), Bullhorn Talent Platform, Ascent Payroll

Verified User

Director in Human Resources (51-200 employees employees)

Use Cases and Deployment Scope

We use WorkDay Human Capital Management for every day recruiting, onboarding, expenses, performance appraisals and are moving into timekeeping and payroll. It provides us a platform to register for learning opportunities within our organization as well as a "live" organizational chart so you can essentially learn all about the different departments and people that make up the company.

Pros

Organization chart
Onboarding platform
Expense reports

Cons

All features are not easily found, "print" in performance appraisals is in an odd spot
Software as a whole isn't necessarily intuitive and can take some getting use to; can be difficult for some users

Return on Investment

Improved productivity with all HRIS in one platform
The reporting features for applicant tracking increase productivity and reduce manual reporting
Easier for employees to get information they used to have to get from HR

Alternatives Considered

Paylocity and Kronos Workforce Dimensions / UKG Dimensions (discontinued)

Other Software Used

Paylocity, Novatime (discontinued), Kronos Workforce Dimensions / UKG Dimensions (discontinued)

Oracle Fusion Cloud HCM

SAP SuccessFactors HCM

Workday HCM

What is Workday HCM?

Categories & Use Cases

Media

Key Features

Top Performing Features

Off-cycle/On-Demand payment

Organizational charting

Create succession plans/pools

Areas for Improvement

Candidate ranking

Candidate development

Compliance data (COBRA, OSHA, etc.)

Reviews

Use Cases and Deployment Scope

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Return on Investment

Other Software Used

Usability

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Alternatives Considered

Use Cases and Deployment Scope

Pros

Return on Investment

Alternatives Considered

Other Software Used

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Alternatives Considered

Other Software Used

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