Workday Strengths and Weaknesses
Workday’s competitive positioning in the payroll (and wider HR) software market can be summarized by highlighting the following strengths and weaknesses:
- A SaaS solution that is fully integrated and adept at working with business, financial and workforce data.
- Workday put out three releases per year as standard – every four months new HR software feature sets and capabilities are available.
- The average deployment period when implementing Workday as the core HR system of record is 4-8 months.
- At Workday's user conference (Workday Rising) co-CEO Dave Duffield reported that the company's recommendation rate from current customers sits at a huge 96% (well above market average).
- The deployment of in-memory computing greatly improves transaction processing.
- Workday leveraging of multi-tenant SaaS architecture and its modern object model stands out in a market that still features much out-of-date technology.
- Sophisticated mobile and tablet capabilities, such as manager self-service (MSS), are now available.
- The flip side of being cloud-exclusive is that Workday has no offline operational capabilities, therefore user access to HR data is not possible unless connected to the internet.
- Workday does not support on-premises or private cloud payroll/HR software deployments.
- A fix for Workday’s in-bound integration capabilities is said to be in the pipeline; until then customers cannot receive net payroll data without going the route of getting consolidated payroll reporting direct from the payroll aggregator itself.
- Workday fails to make the most of its cutting edge architecture in its marketing efforts; emphasizing this feature has potential to increase sales power.
- 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.
- The faceted search feature is mostly confined to Workday data, forcing users to look outside of the system for deeper analytic capabilities.
- For buyers looking for payroll as part of a broader solution, the Workday software is not nearly as broad as Oracle, SAP, Infor and other major ERP software suites, thus necessitating a multi-vendor IT strategy (and increasing IT resources and expenditure in the managing of those multiple vendors, utilizing multiple vendor toolkits, performing system integration, coordinating mixed date vendor upgrades, etc.).
- Likewise for those seeking a broader HCM solution, Workday does not have recruitment and/or an on-boarding functionality; unlike competitors such as Ultimate Software.
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