.png)
Workday is a full suite HRIS system that can serve as a one-stop-shop for companies, covering everything from payroll, benefits and HR to recruiting, onboarding, performance and learning. Workday is primarily an enterprise solution and they have become the vendor-of-choice for a large portion of the Fortune 500. The primary strength for Workday is their strong enterprise architecture which allows the system to be configured to meet any client's requirements, without sacrificing the continuity of the entire system. In addition to being a highly configurable tool, Workday also has a very approachable user interface and a number of advanced capabilities on the HR / Talent Management side.
Looking for hard-to-find HRIS pricing data? Get precise estimates with our app.
Workday is considered an Enterprise HRIS, which means the system works best for companies with more than 2,000 employees. Enterprise solutions, such as Workday HCM, are designed to be all-in-one HRIS's for companies with high degrees of complexity in their operations. Companies that operate in many states and countries, and companies with numerous entities and sub-divisions find a lot of value in working with Enterprise HRIS vendors. Enterprise solutions, like Workday HCM, typically take about 6-10 months to implement and often require external consultants to successfully implement and manage the solutions. Enterprise solutions have powerful rules engines and unmatched custom workflow tools, that enable them to meet any company's requirements.
Dive deep into the HRIS landscape with our comprehensive report. Download now!
Workday pricing models can be complex. Workday charges companies on an annual subscription basis. Workday is almost always the most expensive option in the marketplace. Workday HCM annual subscriptions typically start around $300K and can cost as much as $40-60 PEPM, even for larger employers.
In addition to the software fees, implementing Workday will require a one-time implementation fee. Workday (or one of their partners) will charge ~ 150-200% of the annual software fees for their implementation fees (i.e., $450-600K implementation fee on a $300K annual purchase)
Unsure about your HRIS requirements? Use our requirements builder to start defining your needs & wants
Accelerate your HRIS selection process with professional advice. Contact us now!
Workday has a robust partner marketplace with many 'pre-built' integrations. Additionally, their strong product architecture allows them to build custom integrations with any 3rd party system that also has robust API capabilities.
Global Capabilities
Workday software is one of the strongest options in the market for global companies. Their system can serve as a global system of record and they provide language localization for dozens of languages. Workday does not own their global payroll network, but does have integrations with most leading providers in the space. Workday also has offices across the globe to support multinational companies
Blog: How Long Does it Take To Buy and Implement an HRIS
Blog: How Much Does Workday Cost?
Still trying to decide if Workday HCM is the right solution for your needs? Here are some other considerations to keep in mind when researching new HCM platforms, such as Workday HCM:
An effective user interface is an essential part of any HR systems, but it is especially important with an HRIS. A good user interface should be simple and easy to use. It should also be customizable, so that employees can see the information they need in the format that works best for them.
Another important factor to consider is responsive design, which helps ensure that the system will work well on different screen sizes (tablets, phones, etc.) without compromising functionality.
Additionally, a good search function can make or break an HRIS system's usability—if employees can't find what they're looking for easily and quickly, they'll get frustrated and look elsewhere.
Blog: How Much Does Paycor Cost?
Pricing is an important consideration when choosing an HRIS. How much it costs to add new employees, the modules you need and any additional customer support are all factors that should be considered in your decision. Ask the following questions:
Reporting is a core component of the HRIS, and you should look for one that provides the features you need. If you are primarily interested in generating reports to share with others, make sure it has the capacity to export data to MS Excel or PDF format. Keep in mind that many systems also allow reports to be shared via email and/or exported directly into third party software. Ask the following questions:
Blog: The 10 Best HRIS Systems for Mid-Sized Companies
One of the biggest reasons why a company decides to leave their HRIS provider is because their current Human Resources system doesn't take great care of their customers. Finding a service provider that knows their system inside-and-out and is also willing to be responsive and supportive of their customers helps create a better experience. Here are some questions to explore:
If you are looking for a new HRIS Saas solution, it can be important to ensure that your next system can provide most, if not all, of the functionality you're looking for.
The more features you get from one provider, the easier it will be to implement and maintain your program as well as train employees on how to use it. Additionally, there can be cost-savings found by bundling with one provider.
