WorkdayUsed by 72% Professionals

Workday Reviews

Paid

4.1

/5

(Alternatives.co rating)
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Workday is one of the leading providers of enterprise cloud applications in the world, designed for a range of growing businesses. It offers Payroll, Talent Management, Workforce Management, HR Management software, etc.

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Alternatives.co has rated
Workday
4.2
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G2
4.0
Top Comments by G2
Positive Comments
  • Franz B.Business Operations Manager
    Review
    5.0

    If you are familiar with Workday then Workday HCM will be a breeze. Why? Its the expanded user friendly version of the self servicing workplace platform that you already use within your organization. Workday HCM is the upgraded version of the common singular Workday platform that is known by all but with Workday HCM is a one-stop software comprised of useful tool for training, workplace development, new employee onboarding, recruiting time off, employee pay rate and benchmarking, payroll and employee benefits. Lastly, its mobile interface allows you to work on the go. Workday HCM like Workday has so many features that is not readily used by all The one stop stop solutions software interface page is essentially the same for everyone but not everyone will use all of the features. Additionally even though I can see my pay rate and employee hierarchy chart, employee pay and paystubs are processed through a different platform like ADP. If you are familiar with Workday then Workday HCM is an necessary upgrade for anyone who wants to unlock their workplace potential. This is an HR dream all-in-one software platform that takes no time to learn the in/outs of using. You are able to integrate all of your work into one seamless system which definitely increase HR productivity. Workday HCM allows any business to expand and grow as the organization grows. The capability is infinite. With their easy-to-use interface anyone from HR or a Head of Department can easily access and pull employee information when needed in order to provide insight into their pay or whatever data is your are seeking. More importantly, it open the capabilities for HR staff to be effective at their job - from creating new entries for time off to compiling most used benefits.

  • Martin B.Semesterpraktikant
    Review
    3.5

    What I like most about Workday is that it gives me an overview of the different tools that I can use to facilitate or enrich my everyday work. I can independently edit my matters in the tool, as far as work is concerned. For example, in addition to my expense reports, I can also enter my annual goals, feedback, etc. here. The cloud-based solution also makes it easier for me in terms of access. The user experience leaves a lot to be desired in some places. Often you are looking for functions or documents that you have already seen "somewhere", but you can't find them again. The navigation in the tool should be revised here. Unfortunately, messages that I have already read are still marked as unread, the function to mark messages as read is very hidden. Some processes can be improved here. We are not using all the features of the tool at the moment. Currently, we mainly use it to collect feedback from colleagues and to give feedback. We also use the tool to record our personal goals and document the status of these goals. We all have a single source for information about performance and development. We also use Workday for our global training offerings. Content can be rolled out centrally to all markets without any problems and the status can be queried here as well.

  • Verified User in Information Technology and ServicesEnterprise(> 1000 emp.)
    Review
    4.5

    Workday HCM is a very robust software being used in our organization for most of the HR-related needs - since it is on the cloud the updates are in real-time all the employees of the organization can see the frequent updates. The best part is that Workday is now used across organizations and its user guides and various help material online help in easy navigation of the systems and use for a variety of purposes - like L&D; Employee Management; Performance Management; Career Management; Benefits administration and clear workflows for Employee and Manager Approvals Nothing, in particular, to dislike in Workday except that it is expensive software and mainly large organizations like ours can afford it and smaller startups are going in for new entrants in the HCM/HRM space - the pricing can be worked on especially for smaller organizations to increase adoption The Workday HCM is being used globally by over 25K+ Employees in the areas of Benefits Management; Career Management; L&D Management; and Performace Management - other Workday features like Application Management and Payroll Management can also be done using Workday but that is still being looked on vis as vis other software with such capabilities

Negative Comments
  • Verified User in Mechanical or Industrial EngineeringMid-Market(51-1000 emp.)
    Review
    0.5

    It is useful for tracking all of the employee information, but it is way too cumbersome to use. Just about everything. The time tracking system is awful. Our users are constantly getting errors when they try to log in on their tablet. We have about 50 users, and we had to purchase a tablet for each one, because it was too clumsy to have everyone log in on shared tablets. The screens keep changing for how they log in, and then you go through the hassle of having to show everyone how to do it all over again. Those employees that have good knowledge on the use of mobile devices do ok with it, but those who don't it will be a pain for the managers constantly. I'm in the time keeper role, and have to approve everyone's time at the end of each pay period. It is clumsy, and takes forever. Previous timekeeping programs I've used provide a list of employees that need approval. not so much with Workday. I have to type in each employees name to get to their page, then click on time, and finally get to the current week of payroll. If there is an unmatched punch, I cannot just delete it - I have to enter a complete time block and THEN delete it. If someone's punch needs to be adjusted, then I have to wait until they either clock out or out for lunch before I can do anything with it. Workday performs regular system upgrades just about every Friday night/Saturday morning. You guessed it. Anybody working Saturday morning cannot clock in, so I get to enter everyone's time manually, and hope I don't forget anybody. Because I'm not the direct supervisor of some of the employees, I do not have access to most employee's PTO time, so if something gets entered incorrectly or something changes with their PTO/Vacation, I have to wait for their direct supervisor to correct it before I can move forward with submitting payroll approval. Reporting at the end of the month is also clumsy, and alot of manipulation of the data needs to occur before it's useful. You also have to know the name of the reports, otherwise you will not be able to find it. There is no intuitive list of options for reporting. Other payroll software packages I've used provided an easy way to run reports, or create new ones. You cannot do this in Workday. You have to contact someone at Workday to create your report. This is ridiculous. If you rely on time tracking and data from your payroll system, do not use Workday. Workday is clearly meant for office personnel. It does provide a place to manage HR functions.

  • Verified User in Higher EducationMid-Market(51-1000 emp.)
    Review
    0.0

    It perhaps had some good ideas, but as often happens with the software, the implementation is very bad I am a department chair at a college. Workday is a very complicated program, besides being a low-quality product in general - glitchy, user un-friendly, restrictive, poorly designed program. I used it for conference reporting and budget proposals. It does not save your settings, for every item you would have to memorize/write down cost centers on paper, then enter them manually, which gets very redundant, it does not allow you to submit or even save anything, with even one small item missing, which means you will lose all your work, as it will log you out after a couple of minutes. And it is full of mistakes (does not see attachments, says - please itemize, when I already did, etc) I already spent so much time on it trying to report a conference, that the hours of reporting are getting close to the hours of attending the actual conference! Same for other activities. To simply find how much money is left in the department budget, you have to go through so many steps, as if you were trying to hack someones bank account. It is a complete waste of time and energy, and it discourages any business activity, because of the torturous use and reporting process. Don't use it, if you don't want to be buried in all kinds of problems and spend tons of time trying to use this cumbersome glitchy product Budgets, reporting

  • Verified User in Hospital & Health CareEnterprise(> 1000 emp.)
    Review
    0.5

    Workday makes it easy to look up current Stakeholders and find out basic information regarding their current department, salary and start date. Workday can track license information and run reports to let us know when a license or certification is expiring. It is difficult to hire or transfer someone in Workday. So many details of esoteric numbers that have to be exact or the process will not go through properly. Workday requires people to approve every little thing...and in some cases the same transaction requires the same people to approve at multiple times in the step. As a process initiator I am responsible for making sure processes I initiate are completed. Workday forces me to hound everyone throughout the process asking them to log in and approve each step. It would be easier we had a paper process that required signatures that I could walk to each person, wait for them to be free, and ask for their signature. Even when they do look at approvals in a timely manner there is often not enough information visible for them to approve and they end up having to call me to explain the transaction. Don't. Workday has integrated payroll, accounts payable and Stakeholder employment data into one database...unfortunately everyone involved is frustrated with the processes needed to complete any task and there is no flexibility in the system allowing us to streamline a process to my knowledge.

GetApp
4.4
Top Comments by GetApp
Positive Comments
  • Amanda E.Veterinary
    Review
    5.0

    I would recommend this app to anyone with a business. If you need payroll, schedules, PTO accumulation and much more this is the program for you!

  • Cosmin Andrei R.Computer Software
    Review
    5.0

    This is the mainly tool which is used in my company where i work. It is very easy to use

  • Rosie Z.Insurance
    Review
    5.0

    My overall experience has been a positive one

Negative Comments
  • Alexander G.
    Review
    1.0

    Fix your horrible time submission functionality, save your end-users dozens of hours annually, and I'll improve this review.

  • Alan F.Financial Services
    Review
    1.0

    The absolute worst piece of software I've had the sorry excuse to encounter in my personal and professional life.

  • Anonymous ReviewerGovernment Administration
    Review
    1.0

    I hear it is cheap. that is good because that is the only thing positive about this garbage product.

Trustradius
4.1
Top Comments by Trustradius
Positive Comments
  • Sarah TrumanUS Payroll Manager
    Review
    5.0

    Workday is much more intuitive than PeopleSoft. It also touches everyone in the company, where PeopleSoft is more behind the scenes. The reporting module is much more in depth. In addition, the customization is what you make of it in Workday, while Peoplesoft is more of a prepackaged product. Workday is the wave of the future, and where software is going - it is all cloud-based, has a great mobile app. It is easy to use, and auditors love it!
    Workday is well suited for reporting, auditing, integrations, and reviewing worker history. It is less appropriate for tracking state taxes without the payroll module. It is also less appropriate if a company pays several allowances with different project costing.
    The reporting analytics are truly fantastic! I have been able to gather any information I can dream up from its reporting capabilities. I currently have several reports running for new hires, terminations, LOAs, retro pay changes, a report that pulls specific documents in upload categories (terrific!), all employee payroll info for auditing payroll data, and so on. The only thing to remember is to pull reports based on effective dates and approval dates, which are considered two different options in Workday. If not, transactions can be missed. Working with my auditors is easier than ever! I just print off the new hire or termination business process flow. This documents each step of the process with a date, time stamp, as well as comments of the approver. I have had no push back on the information provided from Workday in an audit. The back button! In most data systems, there is a home key, or search button that has to be hit after clicking within an employee's file. In Workday, the back button can be hit in any screen to take you to the previous screen. It is wonderful! Workday allows the capability to drill down to the most minute detail. Simply by clicking on the item, with security permission permitting, it allows drilling down to each item within the system. This allows for truly learning the system, and learning the values of the selections being processed.
    Workday HCM does not have the functionality to hold state tax elections unless the payroll module is purchased. A workaround at my last company was to create a document category, and then have the employee upload the tax documents. A report was ran at payroll submission to pull these documents. The down side was that they then had to be manually processed into payroll. At my current company, the tax elections, both state and federal, are made in ADP - a business process is programmed within on-boarding that takes the employees outside of Workday to make these elections and then brings them back in to finish the on-boarding process. I'm sure Workday does this as a way to up-sell their product. However, it has resulted into a drawback and hindrance instead. At my last company, there were 13 US pay groups, with several hundred locations, cost centers, and so on. It would be great if Workday had the ability to limit the selection of cost centers and locations based on pay group. For example, for one company/pay group, there are only a certain number of valid locations and cost centers. However, Workday allowed any cost center or location to be chosen for the employee. This caused integration failures into ADP US and ADP Canada when invalid locations and cost centers were chosen. As Workday is the record of source, all allowances should be entered and approved in this system. In theory, it should flow to payroll from here, with the charge number, and then on to the GL. In my current company, many types of allowances are used with many different charge numbers. The charge numbers may not match the home department for the employee as the employees work on many different projects, and the allowances are subject to change based on the project. The charge numbers on the allowances could conceivably change each month for some employees. For one-time payments, a work around with work tags were able to be utilized in a customization field with the charge numbers so that the integrations from Workday would bring over both the one-time payment with the charge number. Allowances do not have that capability. This was a big problem for my current company, and one we are still working thru. It appears that a report will be downloaded from Workday from our data management team, and then input into FileMaker with the charge numbers from there. Then, an output will be sent to payroll. It is taking quite a bit of maneuvering and extra work. No one is very happy with our work around or the fact charge numbers could not be entered.

  • Jeff GreeningEngagement Manager, Workday Implementations
    Review
    5.0

    N/A
    Please note that this review was written by an Implementation Partner of Workday. The views and opinions expressed here are my own only and in no way represent the views, positions or opinions - expressed or implied - of my employer (present and past).
    The application runs fast and the design make the application intuitive; very similar to your favorite consumer website. If you can use Google, Amazon, or Zappos; you can use Workday. The End User Experience is the best that I have seen in any HRMS or Financials software. There are several visual dashboards that have graphs/charts that you can even take action on by drilling into the data. The user interface is very simple, even for those not technical savvy. The ability to make a change (Related Action) of almost any data object on one screen is very impressive. Mobile - The mobile experience for iPad and iPhone is amazing. Development is done with the mantra, "mobile first" to give end users the best experience. Integrations - Workday has made it possible to leverage out-of-the-box integrations for many third party vendors using Cloud Connect technology. This makes it more of an exercise of mapping the data and making configurations as opposed to full blown development efforts. Workday also supports Big Data which is very attractive to companies. Audit Trail Functionality: A very intuitive audit trail feature that does not require setup. Every single transaction is tracked. The Community: The Workday Community listens to its customers - whether it is a customer asking for advice or a "how-to" question or it is submitting a new idea to be added in one of the two major feature releases (updates) a year. Workday also allows customers to post solutions (integration builds, how-to guides, reports, creative solutions) to the Solution Catalog that other customers can leverage. Through the Community Q&A Forums, customers can interact with other end users and even partner consultants to help with an issue. Two updates a year with minimal downtime. The updates take place during a weekend and with the last update, there was only about 4 hours and 7 minutes of downtime. Workday is continuously adding new features that can be turned on by the customer discretion and over the last few updates, Workday has added over 250 new features based on customer input alone from the Community Brainstorms. And finally, a single version across all customers is key in a real SaaS solution. Long gone are the days of asking another company what version they are on.
    One of the opportunities that I see as an Implementation Partner is to offer additional training for reporting. While the reporting tool, with proper knowledge transfer and training, can be easy to use - most customers do not have the time to focus on this during the original implementation. I would recommend that your implementation partner spend time with the Subject Matter Expert showing the basics of Reporting and assisting on writing a few key and critical reports to give adequate knowledge transfer. Take advantage of the BIRT Reporting tool. In addition, enable the various Dashboards for your management team and executives. . With the SaaS implementation, since everything is "documented" in the tenant; customers sometimes cannot adjust to less documentation. The documentation is typically no where close to traditional ERP Implementations that includes things like As-Is and To-Be process flows and the "implementation binder." Workday has moved to 2 updates a year, with that being said, customers have to update their internal training documents to adopt changes every 6 months that can be burdensome for some customers. Workday does provide customers an updated tenant 5 weeks in advance of the Update weekend in order to have adequate time to test and make any necessary changes to documentation. Security: Workday Security setup and configuration can be very complex. I would recommend that Security Administrators attend Workday Training during the initial deployment.

  • Matt GillEngineer
    Review
    5.0

    Workday is currently being used as a human resource management tool across the entire organization. It is used for the following areas; benefits, payroll, organization hierarchy, employee performance (review/goals), and employee talent (work history/education/certification). From an end user stand point it is a platform that bridges the company to the employee. It aids in direct communication and visibility of critical information for both the organization/employee that drives openness, development, and full engagement through the use of an advanced user oriented program interface. Although I do not currently use or require additional functionality within Workday it is also a tool that can perform all analytical calculations and charting required across multiple business roles (executive/finance/human resources).
    Workday is well suited for medium/large organizations that have a decent amount of employees. A smaller organization could make great use of the functionally of the software, but I believe the justification of use could be less advantageous.
    User friendly interface - Simple and clean user interface. Includes a home screen with high level functionality to each available area (benefits, payroll, organization hierarchy, employee performance (review/goals), and employee talent (work history/education/certification). It is easy to navigate and find any/all information. Notification/workflow - When the organization or employee is required to perform a task Workday has the required workflows for each action/individual and directly communicates with your company's email system to provide an automated notification. These then direct you to their prompts/tutorials (see below). Included user prompt/tutorials - When an employee is required to enter information within the program (i.e. change of address/goals/etc..) an installed sub prompt directs the individual through all of the required steps. This is very similar and as user friendly as online tax programs (i.e. TurboTax).
    Full buy in/support - The program by itself is great. However, it is only great if there is support and acceptance from both the organization and employee where it is used. I feel fortunate that I have experienced both of these within my current company, but the transition from our previous system to Workday lacked the proper training documents for immediate acceptance. I know the software is customized for each end use, but I believe better end use documentation and/or instructions between the software provider and the organization could smooth this process. Workday/End User Communication - More visibility/communication for certain functionality between workday and the end users (employee). For example, a highlight of best practices or hidden functionality. My best example would be the web portal access outside of your organizations network. It is a great feature to access information anywhere, but goes unnoticed by many users because they do not know it exists. This can be provided from Workday to the Employee or form Workday to Organization to Employee.

Negative Comments
  • Melissa CypherSr. Consultant - Payroll Tax & HRIS
    Review
    3.5

    I came to CMU after they had selected Workday. I think the biggest reason why Workday was selected, was because the business could invest in one system to bring their Payroll, HR, and Benefits activities together, where those had been 3 separate systems in the past.
    Workday seems to be more suited to the Employee management and high-level data aspects of an organization. The financial structure of Worktags to mirror an accounting GL, create confusion among users new to Workday. The HR Information tracking and employee data capture and data management seem to be the most developed within Workday. Key Questions to ask as an organization: What is broken in your current organization that you want to fix? What modules would you benefit most from? Are you currently in-house or outsourced for payroll? If you are considering Workday as a full solution to HR, Finance, and Payroll needs, you may require additional heads to support the system depending on how large or detailed your organization is. This is not a system that will reduce your admin headcount if you currently outsource HR/Payroll needs to service providers such as ADP, Ceridian, etc.
    The flexibility of being a cloud-based system that users can log on from anywhere (including administrators) to use with a simple sign-in screen - no special downloads or certificates needed to access your data. The ability to customize (within the structure of the system) what users see and access, as well as the self-service capabilities for employees. Most actions and activities in Workday can be tracked as a "to-do", so you can follow up on something at a later time without forgetting about it. Finding employee data is fairly easy, the search tool is a great feature of Workday.
    The Payroll module is lacking some major reports "out of the box". For example, coming to Workday from a payroll service provider, we realized Workday doesn't have a clean Payroll Register or Payroll Summary report that can be used for audits or top-level reconciliation. We had to build custom reports to manage that, but most reports only output to Excel, so Workday lacks some clean PDF versions that satisfy Auditors needs when looking to compare top-level payroll information. The Payroll module does not come with in-house training. The realization is that the consultants your organization uses, are also going to be your trainers, leaves many facing challenges of information not being passed to the end-users properly. Workday needs to provide more web-based training, at no extra cost, to users of the system. Payroll is an important module within Workday, and users need to understand the "how's" and "why's" of the system - because it is quite different from other in-house and SaaS payroll systems. The Payroll Module is still very young, so there are many developments needed to make it more effective for large organizations. From reports, to tax configurations, to exports and imports of data from 3rd parties, Workday needs to put more focus on listening to its users and making things available more quickly than years down the road. We have had issues with tax calcs and had to identify necessary changes Workday needed to make, which are things other payroll systems have already tackled. In some ways, it can feel like you are redesigning the wheel as you move forward with Workday Payroll.

  • Sarah RudermanProgram Coordinator
    Review
    3.5

    I believe that Workday HCM is more ascetically appealing and some aspects are more intuitive than similar products such as the popular ADP and the University of California's system At Your Service. ADP has some features that I would like to see Workday HCM improve such as their mobile app. At Your Service appears very simple but I view this as a positive because I do not believe that its simplicity takes away from its functionality.
    Workday is well suited for basic employee management, time tracking, and payroll. Recruiting is a bit more difficult because of the many steps required in the process. In order to ensure that the system is as useful to you and your team as possible, I recommend making sure that you have a training for your employees about how to use it before they begin using the system. Once you get used to it, Workday HCM is simple! However, it can be confusing at first if you have never used it. I wouldn't say that this is a downside to the product though, as this is the case with any new technology or software system.
    Time tracking-I like the ease of entering time worked and the time off request policies. That system works very well for my colleagues and I am able to revise entries and easily submit it to my supervisor. Organizing pay stubs and tax forms- The payroll feature has been useful to me, I like being able to go back and see past checks. I am also easily able to refer my employees to their pay stubs when they have a question about past compensation. Benefit Management- I am able to view my benefits at any time and make changes when necessary.
    The messaging features- the way that messages to other colleagues shows up is confusing because I cannot see what was written before the most recent message. The way that Workday HCM displays the "process" of an item (each step of a process such as termination of an employee) is not intuitive. The recruiting- this section could be simplified but overall it is not bad. My main complaint is that if candidates upload a Word document instead of PDF version of their supplemental documents the system does not allow you to preview that document. Instead, it automatically downloads the document to your computer. This is problematic when reviewing a large quantity of resumes because it takes up unnecessary space on my computer.

  • Enrique PiovaniHRIS Analyst, Lead
    Review
    3.0

    Workday was the system we could find that would give the autonomy (from IT) we need it and to allow us to use employee self service and manage self service and allow our managers, directors, executives (approvers) to be able to monitor, review and approve many processes form any office in the world. We hadn't been successful at changing from our paper and ink approvals to electronic approval in the past and the Workday implementation gave us that from the very 1st day. We also selected workday because of it was a system built from the ground up using the latest technologies and we would like to leverage in the near future some of its global capabilities, like Payroll for the UK and China. We used Oracle HR and ADP payroll in the past and we were very dependent on IT resources. We are now using WD for HCM and payroll in the US and we still use ADP for payroll in the UK and we are writing connectors for ADP UK payroll currently and we hope to use the UKL payroll module next year.
    Workday is very well suited for small to medium size companies that are looking to be independent from IT. Ask specific questions about delivered reports, delivered connectors, out of the box business processes, etc. Make sure you understand how technical support works and also find out about how easy/difficult it would be to implement new modules in the future and ask how other companies usually deal with this issue.
    One of my favorite features of Workday is the actionable items and the fact that you can run a report and after auditing the data you can correct it from within the report. Workday is a complex system that allows great flexibility. It comes with predefined business processes that can be fully customized. Workday self service features for managers and employees are great and particularly those features that are mobile enabled. Dashboards and reporting are spectacular.
    Documentation. This is the first system I have ever worked that has such a lack of documentation. Creating advance reports and specifically creating calculated fields is very cumbersome. Payroll in general is still a very immature product. Most mature payroll systems handle taxation much better than Workday.