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Workday Competitors and Alternatives

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Sajan Nair
IT Director at a manufacturing company with 5,001-10,000 employees
Real User
Top 5Leaderboard
Very flexible and can be configured in multiple ways; high user satisfaction from our employees

Pros and Cons

  • "In general, the solution is very flexible and can be configured in multiple ways."
  • "The mobile app and web page user experience could be more user friendly."

What is our primary use case?

This solution is being used for the core HR payroll, it's self-service for our 6,000 employees.  They have access to the solution and can do anything on it; request vacation, check their payslip, anything related to business trips, basically everything that goes through the system. All HR-related services are online for users to access from their mobile phone, computer or through a chat bot. It's also connected to a biometric solution, where attendance is pushed into Ramco so if there is an attendance correction required, it can be approved by the manager. The core HR team runs the payroll and all other HR activities. These three core areas are covered through the solution. We are customers of Ramco HCM and I'm the company IT director. 

How has it helped my organization?

This solution has saved the company a lot of time. It used to be that if you wanted to request vacation and you were in a remote location, it could take up to 45 days to complete that process. Now it can take a couple of days and maximum a couple of weeks, depending on the approval number. Everything is online, transparent and usable for all the employees.

During our initial process, we identified one of the major reasons for our employee attrition rate, was due to issues of this kind. Employees were not happy with their travel visas and 73% were unhappy with the manual forms. It was one of the main reasons for implementing the solution. 

What is most valuable?

The flexibility of the payroll aspect is a key feature and we haven't had a single issue related to that. In general, the solution is very flexible and can be configured in multiple ways. We have a lot of expatriates working here in Saudi Arabia, so the payroll is quite complex with the variety of requirements for different types of employees. It's all configurable in the system without any issues and not a single point was left out which used to happen when we were using SAP. 

Not all of our employees have access to computers so it's helpful that the system works well on a mobile application as a chat mode or using the mailing function. When a request comes in you can directly respond, which is very much appreciated by the senior management team because they don't have to log in to a solution to approve something.

What needs improvement?

The one area where I would like to see some improvement would be the mobile app and web page user experience which could be more user friendly. 

What do I think about the stability of the solution?

We went live and a month later COVID started and there were a lot of issues. That said, we've been able to manage everything without any trouble. 

What do I think about the scalability of the solution?

Scalability is good. We started the solution immediately with all our 6,000 employees and performance is stable. It has required some fine tuning for the department sectors. Next year we'll go for the phase two implementation and add two more modules, which is recruitment and training, and performance management.

How are customer service and technical support?

There is a portal which mostly runs on Jira. We create a ticket and there is an agreed timeline and we have an escalation metric in case of problems. We have an account manager assigned to us, so we talk to them in case we require some priorities. There is usually a monthly scheduled meeting where we review all the scheduled tickets and statuses. We haven't had many issues since we went live. 

Which solution did I use previously and why did I switch?

We previously used SAP HCM. 

How was the initial setup?

The implementation was very smooth compared to an SAP implementation. We had a project team made up of HR staff, IT, finance, and representatives from all project areas. Mostly it was driven by the HR team and one consultant from Ramco on site. It was very straightforward. 

What was our ROI?

From an employee satisfaction perspective we do have a ROI. This is the first time we have a solution which is running across the board and the HR team are happy. Their salaries are going out on time and they are happy. The solution doesn't make money so a ROI calculation is difficult to judge. 

What's my experience with pricing, setup cost, and licensing?

The license is not a subscription model. It's not the SaaS subscription model, but otherwise it runs like an SaaS. They have three or four different licensing models, but we opted for a perpetual license. We own the license and it's hosted and managed by Ramco. It's very straightforward, you could choose a public option or something that's on an SaaS subscription model or you can have your own hosting and your own license. The third option, which we chose, is to have your license hosted by Ramco. We pay the standard, one-time license fee, annual maintenance, and management and hosting charges.

What other advice do I have?

For anyone in the Middle East, I would strongly recommend this solution over SuccessFactors or Workday as the payroll feature is very much localized for the region and it supports all the business requirements without any additional modification. It's very important to prepare yourself, your team and the organization structure data, job descriptions and things like that, before you start the implementation. The master data management is where we had some problems due to discrepancies in job descriptions. We realized that when we uploaded and started building the organizational structure.

I would rate this solution an eight out of 10. 

Which deployment model are you using for this solution?

Hybrid Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
BT
Country Expert Total Workforce Managemnet/ Learning & Development at a manufacturing company with 10,001+ employees
Real User
Stable and globally accessible, but needs more features and better user experience, flexibility, and integrations

Pros and Cons

  • "It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us."
  • "Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."

What is our primary use case?

It is a personnel administration tool. As a normal associate, I use it for performance dialogues and training management. I also use it for reporting on the LMS module. We are using the SaaS version of this solution.

What is most valuable?

It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us.

What needs improvement?

Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. 

SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. 

We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. 

The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development.

For how long have I used the solution?

I have been using this solution for four years.

What do I think about the stability of the solution?

It is stable enough. It has around 98% stability. There are accessibility issues, but they could be because of any reason, such as our network.

What do I think about the scalability of the solution?

If you count associates, we are a 450,000 associate company. About one-third of them are not active users. We have roughly 300,000 users in all kinds of roles, such as managers, FMs, and associates.

Our company doesn't want to spend any more money on SuccessFactors. We are not really extending the solution. It would be wise if we could use it better. We don't do any strategic personnel planning.

How are customer service and technical support?

I can't really evaluate SAP's technical support because there is so much bureaucracy in our support model. Support is not necessarily done in our country, and there is a really bureaucratic ticketing system behind it. We have national application specialists in every country. They are the guys who think about the right and proper text for the support tickets and how can a group in India or Stuttgart solve the problem. 

From another perspective, because I am also in a group of global specialists, I know that SuccessFactors or SAP does not necessarily react quickly to the issues of their customers, which is logical because they need to scale as well.

Which solution did I use previously and why did I switch?

We did use some local systems, but they are not comparable to this product. The biggest pro of SuccessFactors has to be the global database, and it is globally accessible with the integration with the management. I would always prefer a global solution instead of a local solution, but a local solution is like a Pappa and Mamma store on the corner. It is always more flexible, and it is logical.

How was the initial setup?

We didn't have a good data set, so the personal master data was a mess. It was a lot of work, especially on the data side. After one or two years, we kind of fixed it. 

It took about nine months to roll it out. We rolled it out in parts because we are a company that is active in 38 countries, with 450,000 associates. On our site, we had around 5,000 associates at that time. Currently, we have 4,000 associates because we are shrinking. 

In terms of the implementation strategy, we are tech equipped company. It was designed without any negotiation or input from the end-user. It was a technology push if you want to see it like that.

What about the implementation team?

We have our own SAP Competence center for its implementation. Its maintenance is handled by SAP. 

Our release notes are every three months, but from a central department, we only implement them once a year. So, everything is collected somewhere in June or July. There is a big update instead of different small updates. The global application specialists are responsible for updates.

What other advice do I have?

I won't recommend this solution. I would say, "Don't do it." Cornerstone or Workday is way better.

I would rate SAP SuccessFactors a five out of ten. 

Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
UshaKatyal
Owner at kaydex systems ltd
Real User
Top 20Leaderboard
A stable system that is good for payroll, HR, and benefits

Pros and Cons

  • "Peoplesoft is the best payroll software in the market."
  • "If there is another release, they should look at going to mobile computing to stay competitive."

What is our primary use case?

The primary use case of this solution is for HR, payroll, benefits, time and labor, e-pay, absence management, and position management.

What is most valuable?

Peoplesoft is the best payroll software in the market.

What needs improvement?

For HCM the editing criteria, especially for the time and labor section, the editing tool needs improvement. The 9.2 Time and Labor came with a lot of features. People didn't use them, instead, they used their own.

The financial interface should be optimized. It's not the best way to do an interface between HCR and financial. It runs like it was a patch job. In the past, the financial was separate and HCR was separate. When they came out with a new interface, people were too lazy to undo their current work.

Commitment accounting also needs improvement. 

If there is another release, they should look at going to mobile computing to stay competitive.

For how long have I used the solution?

I have been using this solution for twenty-two years.

What do I think about the stability of the solution?

The solution is very stable, especially the payroll.

What do I think about the scalability of the solution?

This solution is scalable.

How was the initial setup?

If you know PeopleSoft, then the setup is straightforward.

If you go to the PeopleSoft education sector they make it complicated and people don't understand.

It's important to provide consultants with proper training. Often the implementation is completed incorrectly and they blame the solution. It's not the solution, rather it's the people who implemented it incorrectly. If it's not set up correctly then it will take the software forever.

What's my experience with pricing, setup cost, and licensing?

The licensing depends on the number of people using it. The fees are based on the number of users you have and the number of features or options you require.

They can sell it based on the population. For example, if you have five thousand users they will charge a base amount per user. It's approximately $3,000,000 to $4,000,000 USD per year.

It also depends on the size of your company. If your company is small then you can take a different licensing, such as a constant number. Or, if your company is growing and is dynamic then you would select the license for the number of users and the features you require.

It comes in bundles for HCM, which has HR, benefits, payroll, and time and labor. Whether you use all of these features or not, it's there for you.

To obtain a certified license as a consultant it will cost you a few thousand dollars. I don't believe in the licensing process. I was on a plane once and a woman was sitting next to me and she was completing her license online but she was on the phone asking her boyfriend for the answers to the questions asked. This is not a trustworthy or reliable way to obtain a license.

They also have a separate license for contract management, for people who do contract payroll.

What other advice do I have?

It's important to know the product, but know the business, it's just as important.

Most are going with cloud solutions because they don't want the IT departments. When you go with the cloud, you have to accept it, you can't change it. Anytime there is a change you have to pay for customization and that is very expensive.

People should understand the features and the payroll policies to have it work correctly.

PeopleSoft had Canadian and US payroll tables in the same table and you have to know or remember to put the correct payroll code.

I don't believe in obtaining a license, it's about the working experience.

People are now interested in WorkDay, for mobile computing. 

WorkDay was initially put in place to replace PeopleSoft from the people who designed PeopleSoft. They aimed to replace PeopleSoft with WorkDay because they were upset that PeopleSoft sold. It was a hostile bid and they didn't want to sell but it got sold.

Peoplesoft has been in business since 1988, they are very mature.

Review the implementation of your existing software.

If you are looking for payroll software, PeopleSoft is a solid system.

I would rate this solution an eight out of ten.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
YD
HR Operations Manager at a tech services company with 10,001+ employees
Real User
Top 5Leaderboard
Quite stable, easy to setup, and it has good support but it does not synchronize well with other ERP tools

Pros and Cons

  • "The most valuable features are that we can upload documents and download them on demand."
  • "I would like to have a better and more user-friendly interface."

What is our primary use case?

We are using IBM Kenexa for onboarding employees.

How has it helped my organization?

It reduces the amount of time it takes to share drives and search for a person. It is quicker joining documents when you can just put in a person's name and find the entire onboarding history and recruitment options. 

That makes it easy because it's all centralized, it's easy to download and navigate.

What is most valuable?

The most valuable features are that we can upload documents and download them on demand. This is very useful. It could be joining documents, or employment screening, or your employment history. 

It's easy enough to upload, find, and retrieve whatever you are looking for.

What needs improvement?

It does not synchronize well with other ERP tools, such as SuccessFactors or Workday.

I would like to have a better and more user-friendly interface. It needs to be a bit more intuitive. It's not as intuitive as SuccessFactors.

In the next release, I would like to see a better user interface, better speed, and a bit more customization without having to reach out to IBM.

What do I think about the stability of the solution?

It is quite stable. There have only been a few IT downtimes. 

Also, it is quite dependent upon how SAP functions. 

It is more or less stable most of the time and in general, I do not have any problems with stability.

What do I think about the scalability of the solution?

It's pretty scalable. It's currently onboard deployment.

As long as you have the server capacity, it's scalable.

My current team supports approximately 20,000 employees. The data for approximately 20,000 employees is uploaded on it, year on year 20,000 to 25,000 a year. We also have 35 people who are active administrators on any given day.

At this moment, we do not have plans to increase our usage because our hiring has come down due to the COVID. There are no current expansion plans, at least until the middle of 2021 maybe 2022, given the current trend.

How are customer service and technical support?

Technical support has been fantastic. Anything that we raise is generally resolved in 24 hours. 

Complicated issues might take a while, but we haven't had many or even any in the last year.

Which solution did I use previously and why did I switch?

I have not used another solution prior to IBM Kenexa. I have been using Kenexa for a while.

How was the initial setup?

The initial setup is pretty straightforward.

The deployment was done in-house.

This solution requires maintenance. We have a team that is designated to maintain this it.

What other advice do I have?

I would recommend this solution to others, but I would say make sure that you have the basic infrastructure and training for the people. It's essential.

I would rate this solution a seven out of ten.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
DT
Human Resources Manager at a legal firm with 5,001-10,000 employees
Real User
Top 10
Fair pricing, good cloud options, and helpful technical support

Pros and Cons

  • "The solution offers good benefits for administrators."
  • "It's hard to share access with other people right now. If you try it will not work. They should do something that improves the ability to share everything."

What is our primary use case?

Our company typically uses Taleo at its human resource core. I use their PeopleSoft and use functions from other tools as well - such as Workday. Generally, I really rely on PeopleSoft.

What is most valuable?

The solution offers good benefits for administrators.

The solution allows for various options using the cloud. It can store data easier and you can access it at any time. 

What needs improvement?

It's hard to share access with other people right now. If you try it will not work. They should do something that improves the ability to share everything.  

It would be ideal if we could integrate the solution with Olympia. It would be helpful if we could add another support desk for an IT person. It would be great if the product was more interdisciplinary and could include IT.

For how long have I used the solution?

I've been using the solution for three years.

What do I think about the stability of the solution?

The solution is pretty stable. Any bugs are generally dealt with quickly. It's a pretty reliable solution.

What do I think about the scalability of the solution?

We haven't had issues with the scalability. We're on the enterprise edition and it seems to meet our needs.

How are customer service and technical support?

I've been in touch with technical support in the past. They've been good. We haven't had any issues with the level of help we receive. We're satisfied with the level of service they provide.

Which solution did I use previously and why did I switch?

I also use Workday and find it to be a much better product. I'd choose it over Taleo if I had to.

How was the initial setup?

I don't have any insights into the initial setup. I'm unsure as to if it was straightforward or complex.

What's my experience with pricing, setup cost, and licensing?

The pricing is reasonable. We have the enterprise edition for our company, and it's fairly priced.

What other advice do I have?

We're just customers and end-users. We don't have a business relationship with the company.

I actually prefer a different product, Workday. I would recommend that instead of Taleo.

That said, on a scale from one to ten, I'd still rate Taleo at a nine.

Which deployment model are you using for this solution?

On-premises
Disclosure: I am a real user, and this review is based on my own experience and opinions.
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