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Workday Payroll and HR Software Review

 

Workday’s Payroll & HCM Software—Additional Capabilities

Additional Lawson system capabilities that are typically reviewed during the Payroll/HR software selection process include:


Compensation Management

Focused on flexible compensation plan design; compensation rules assignment; compensation process definitions; compensation-performance linkage; and analysis, this module is Workday's solution for the creation and management of employee compensation plans—seeking to consolidate employee compensation across multiple plans, teams, and geographies. This aggregation of compensation data can deliver near real-time visibility, thereby, permitting timely course corrections or assurance of the links between compensation, performance management and business objectives. With this module, organizations can: define and manage global compensation plans (including base pay, variable pay, equity, and allowances); roll out multi-plan, multi-target, and multi-currency compensation processes to global teams; set compensation budgets (based on bottom-up targets, performance goals, or top-down funding); and drill down into performance-based pay results to ensure top performers are appropriately compensated.

Workday's Mobile Functionality

Although Workday had been known for barely competing within the mobile market over the past several years, it would appear as though the company’s mobile functionality has finally gotten the attention it needed. For one thing Workday sees mobility as the crux of the user experience (predicting 90% mobility usage by its customers). For another though, Workday is pumping functionality into its mobile offerings—building upon capabilities with each successive enhancement. Of course, analytics (given Workday’s strong presence within this area) are a core piece of the company’s mobile offering, as is MSS (Manager Self-Service) functionality; but the release of Workday 16 brings a host of innovative features to Workday’s mobile solutions—in particular through the delivery of support for the mobile web via HTML5. Largely these mobile updates revolve around navigation and UX upgrades, but organizational swirl, Workfeed activity streams, time-off balances, requests/approvals, and analytics are all functional areas that have received attention in this latest enhancement package.

International Software Capabilities

Currently, direct payroll processing for the Workday solution is limited to the U.S. and Canada; however, it should be noted that through the system’s other payroll options, international capabilities can be extended. More specifically, multinationals can plug existing payroll vendors into the Workday Integration Cloud—a seemingly pragmatic approach that (depending on service agreements) could unfortunately still result in the customer organization having to manage individual country vendors themselves. This same principle does apply to other HR software functions, but is most often leveraged in the context of Workday’s talent management applications. That said, the system does support multi-currency management and a number of languages, including Chinese (Simplified), Chinese (Traditional), Czech, Dutch, French (Canadian), French (continental), German, Hungarian, Indonesian, Italian, Japanese, Korean, Polish, Portuguese (Brazilian), Romanian, Russian, Spanish, Thai, Turkish and Vietnamese. Further, with an ever-growing bevy of satellite offices springing up around the globe, it is possible that Workday could have “feet-on-the-street” for local office support in a chosen locale soon if it doesn’t currently.

Workday's BI & Analytics Functionality

Even a cursory glance at the Analytics capabilities of the Workday system is enough to get the sense that an incredible amount of effort, investment, and foresight has gone into the company’s embedded reporting/BI tools. To begin with, Workday has tackled the issue of the “bolt-on” analytics solution—an issue that almost every enterprise has at some point in time come across. Specifically, Workday has “embedded” analytics into its applications so that data (to be analyzed) does not have to be exported out into Cognos, BusinessObjects, Hyperion, or any other analytics software. Indeed, from pre-built and configurable dashboards, worklets, alerts, reports, and analytics, the system has been designed for 2 very specific functions: to empower users to easily build/share custom reports (without specialized IT knowledge); and to grant customers the ability to quickly (and simply) access reports and analytics anytime and anywhere—with a user experience comparable to the consumer Internet.

Because this business intelligence is built directly into Workday’s solutions, it gives customers the ability to access and interrogate data, analyze and manipulate that data, and take appropriate action—all directly from the HR system itself. Further, with the multi-dimensional (but simple) drill-down capabilities that allow action to be taken in the HR system off of any report, business insight is dynamic and fast. Reports can be custom-built, or customers have the option of leveraging one of 200+ packaged reports Workday provides. Regardless of approach though, customers can net insight in context based on user, role, organization, position, location, activity, and more—automatically triggering alerts when exception conditions occur or pre-established thresholds are exceeded. On top of these benefits, Workday has also recently established a strategic relationship with Tidemark to enhance user experiences and push the technology envelope further on Tidemark’s predictive analytics.

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