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Workday Review—A Software Evaluation


Workday HCM Strengths and Weaknesses

Competitive positioning in the Human Capital Management and HR software industry is highlighted with the following strengths and weaknesses.

Workday Strengths

  • Customer satisfaction is well above market average. Reported at Workday's user conference (Workday Rising) co-CEO Dave Duffield cited that the company's recommendation rate from current customers sits at a whopping 96%.
  • 3 releases per annum is standard for the Workday offering, which means that every four months brings new HR software feature sets and capabilities.
  • Workday boasts and delivers a fully integrated SaaS solution that is adept at working with business, financial and workforce data.
  • Workday has an active ecosystem and can partner quickly and partner well. The pairing of Tidemark for a planning, forecasting and budgeting solution is an excellent example of one of Workday's strategic partnerships.
  • Workday's modern object model and multi-tenant SaaS architecture is a rarity within a space that is characterized by out-of-date data models.
  • Sophisticated mobile and tablet capabilities, such as Manager Self-Service (MSS), are now available.
  • Transaction processing is greatly improved thanks to Workday's deployment of in-memory computing.
  • Between 4 and 8 months is the average deployment period for Workday customers implementing Workday as the core HR system of record.

Workday Weaknesses

  • Though the partnerships with payroll aggregators Patersons and SGWI are sound, and are in all likelihood able to provide Workday customers with basic functionality, Workday's clients with large, non-U.S. (other than Canada), single-country employee populations may require additional payroll management capabilities. That same logic applies to smaller companies that may have limited numbers of geographically-dispersed employees and see an aggregator relationship as not being cost-effective.
  • Until Workday fixes its in-bound integration capabilities (which is said to be in the works) customers cannot receive net payroll data back without going the route of getting consolidated payroll reporting direct from the payroll aggregator itself.
  • Because of Workday's positioning in the cloud, offline operational capabilities are nil, and as such, user access to HR data is not possible when not connected to the Internet.
  • Workday also does not support on-premises or private cloud HR software deployments.
  • Faceted Search functionality is, for the most part, confined to Workday data—resulting in a need for deeper analytic capabilities outside of the system.
  • The business value of Workday's architecture is not the front-and-center marketing tool that it should be for customers, and as such Workday loses some of its sales power by toning that message down.
  • Workday, much like other top-tier ERP software vendors, is far too wary of allowing customers to review their product outside of formal sales controlled channels. The lack of company transparency puts the company at odds with the increasing rise of social customers. This strategy could wind up being a detriment in areas like social and mobile computing if Workday remains too reticent.
  • Unlike HCM software competitors such as Ultimate Software, Workday does not have Recruitment and/or an Onboarding HR application to offer potential customers.
  • Though the additional ERP capabilities of Workday's Financials solution may be appropriately deployed in the SMB market, larger organizations will still need a cadre of "customers-in-production" to validate the financial software system maturity.
  • The Workday software is not nearly as broad as Oracle, SAP, Infor and other ERP software suites. This will require Workday customers to pursue a multi-vendor IT strategy—thereby increasing IT resources needed to manage multiple vendors, learn multiple vendor toolkits, perform system integration, coordinate mixed date vendor upgrades and the like.

Next - Workday Best Fit and Competitors >>

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