Workday Aggregated Reviews
Well I dont use them but two big players are Workday and Oracle HCM Cloud.
As someone who works in Talent Acquisition I would like to say that I am confused about how this could happen but I am not. The system that they were talking about is called WorkDay. I am not the biggest fan of it. How my last company (a large tech company that you definitely have heard of…) did offer letters depended upon the position. There were instances where offer letters would be sent to another recruiter for them to just give an “okay” to. Problem is, you could be getting fifteen of those at a time and I definitely saw some mistakes made. They have since taken steps to make sure those things didn’t fall through the cracks anymore. What is surprising to me is how a $25k pay difference slipped through the cracks. For higher level (aka more $$$) roles the offer letter would have to be approved by senior leadership, who saw far less offer letters. Honestly, I think you may have dodged a bullet. If a company can make a mistake like that then that probably means that they don’t have it all together. This was not your fault in any way. You may have not asked any questions but an employment contract is a legally binding contract. The chaos is indicative of the fact that they know that they royally screwed up. Get a lawyer. Interested to hear how this pans out. Good luck!
I’ll bet a dollar to a donut that “Work..something” is Workday. I hate that piece of crap HR software.
Lol. Of course it’s WorkDay. (I don’t know for sure but it HAS to be). That’s gotta be the biggest joke of an HR system ever. My Last company switched over to it (a fortune 25 company) and it was a mess. I figured maybe their implementation was just sloppy. Switched companies a few years ago and after a year or two, they moved to WorkDay as well. Same shitty system. Same mess.
Must be. My employer took two years to implement workday so everything would “run smoothly”. Half the employees are getting paid wrong, some part time employees don’t get paid, scheduled pay-band increases fail, and we can’t hire anyone as they can’t seem to input new positions. Everyone could also see the entire management staff’s personal info and pay for a few MONTHS. Crazy.
Workday -> SailPoint IIQ -> SNOW
We’re able to automate all hardware/software requests and maybe 80% of access; due to the limitations of our RBAC model. When we revamp RBAC/ABAC this year/next we should be in a much better place.
Little more detail:
Workday is integrated to IIQ. When user is onboarded, info is sent to IIQ which creates user in AD. Based on Dept/Job Title a ticket is created in SNOW for hardware/software. Access is also auto provisioned in IIQ based on this RBAC.
We use workday and I’ve just written a Windows Service that takes a feed from Workday and creates accounts, Mailboxes, notifiers managers, send welcome emails etc.
You can probably buy something that will do it, and have someone else configure it all, but it’s expensive and pointless when you do your own custom thing for a little effort and learning.
Workday is HR software competing with the lines of oracle hr and Sap SuccessFactors. I just don’t see this being new and exciting as workday from memory is like a $30B company
Yes! We use Workday as our HRIS / Payroll and we love it. Or processes are good and our data is clean. We have about 3 or 4 big HR projects each year to support the strategic plan for our organization so I am looking for tools that can help track those timelines/responsibilities/communication with stakeholders, etc.
I will as our HRIS Analyst about project management in Workday.
I’m in the middle of implementing ADP WFN payroll and Time in USA and Canada. We have Workday as our primary HRIS and we’re migrating our payroll to ADP. I am the primary integration manager and responsible for basically all data reporting and giving things to the conversion(ist) at ADP.
I’ve heard Workday is good and we are looking into it as a possible move in the future.
I work for a huge multi-national corporate entity (We almost got acquired but are being sued by Trump, HINT*!). Believe it or not, all our payroll was still being processed via mainframe (wtf, right?). We recently converted over to Workday and it’s been a joy to work with.
The conversion process took almost 12 months with an additional 8 months of monitoring after the fact so it was by no means easy… Once things got rolling and we began adding different modules or improving current functions things got so much better.
I’m not familiar with Paycom or Paylocity but I do have experience working with Kronos, Workday and Mainframe (not even worth mentioning, really!). Definitely like Workday – it’s not perfect but it’s smooth for what it is when providing a singular place for employees to access their information and payroll data.
I have experience with Workday and although it’s a good system, they had a lot of kinks with their Workday Payroll (since it was newer) as of fall 2017. It’s also extremely expensive for small companies, so I wouldn’t really recommend it.
Idk if it’s too pricey for a company that size, but I love Workday!! My favorite out of the three I’ve used by a long shot
Workday is highly open and transparent. If you switch people will complain about teh transition if you do not backfill positions while it is being built into your system. So backfill. Second, Make training madatory – no exceptions.
Once installed – good stuff happens IF everyone participates and trains.
I dont use Workday, but I’ve recently been putting in apps, trying to find a new job. From an applicant perspective, Workday is an absolute breeze. It pulled the info from my resume perfectly (which is no easy feat), and looks clean and simple. The ease of use and modern platform let me know the organization values my time as well as their’s, and I left with a good first impression. Not sure if that helps you, but I thought I would throw it out there
We recently started looking at Workday, but we’re not sure if the university will support a total paradigm shift of moving all functions to a new system. We’re also considering remaining with Colleague but adopting Workday in just HR for its workforce/financial planning specifically – but also position management/recruiting, learning and possibly performance management.
The issue we’ve been experiencing is that we’re using multiple systems and it’s so inefficient and can leads us to some dirty data at times. We use PeopleAdmin for position management/recruiting and then have to replicate all changes in Ellucian Colleague. Same with benefits enrollment. Then we keep a massive spreadsheet to try and calculate lapsed salary savings, produce vacancy reports, turnover and a number of other things, and it’s always jacked up.
I’m hoping Workday will be the solution for us. Either as a University-wide tool, or just using the functions that will make our lives easier in HR.
As someone with a programming background, I truly do believe that Workday is the platform of the future. Oracle is already making aggressive moves against it (that I can only talk about vaguely) because they know it’s a better product overall. There are downsides to being new – it’s harder to find people with experience. 5 years of Workday is like 10-15 years in peoplesoft, relatively. Workday is not perfect (recruiting in particular is limited) but it’s constantly improving and expanding. That can also be a downside – you need people who can pay attention to updates and take advantage of features. It’s not just one and done, it’s a relationship that you’re committing to.
I’ve worked for two orgs that use Workday. One large (+40k EE’s) that leverages nearly all its functionality and it went okay. We didn’t roll it out properly and didn’t have good Change Management in place so it was a bit rocky. Once we went through our period of stabilization/optimization, everyone agreed it was a superior product.
The company I work for now is half the size (but growing) and they do not leverage 1/3 of what it can do and I can see all the pain associated with it. I’ve only been here for a few months but I’m known as the guy who just repeats “Workday could solve for that” over and over again. As a Process Engineer in HR I’m working to get this org more process centric and Workday does a pretty decent job at it.
Changelog – pre-ecosystem era
v0.1.8 Hound @ apps.the.gt – b2b prospecting platform
v0.1.8.1 Business directory – content experiment to support b2b prospecting platform.
v0.1.6 GRIN tech affiliate program is live.
v0.1.5.3 GRIN jobs experiment started
v0.1.5.2 Working on cool in-house lead gen project - Art Director is preparing 100 picks of Business Cards in various niches.
GRIN games emerged
As a web agency we never could and never will be able to escape the urge of building things.
Among million other things we played with an idea of text-based games and the last piece that was missing was the story itself. So via in-house outreach platform we found two established writers that believed in the project and agreed to participate.
Shout out to Richard Abbott who wrote Fraud on Thetis and Eva Pohler who sent us a huge draft we are still reading through.
At some point we realised that list building, fetching contact details & outreach tech work just as well for b2b lead generation
Once, we fell in love with ecommerce, because of short feedback cycles on marketing & development efforts.
Today we ship into production inhouse SaaS project - AVOKADO - the web app for learning languages with flash cards.
The year after we built it we realised how long is the road map ahead & what resources we'd need to promote it and decided to put it on hold.
One day as we ship GRIN tech v3.0 into production we'll distrupt the language learning market with Avokado.
We love Wordpress and recently shipped two plugins into open beta for commercial sale.
v0.1.2.2 King The Monk - wordpress plugin to virally grow your email list
v0.1.2.1 Plain Conversions - wordpress plugin to convert your visitors
v0.1.1. Expanded core offering to visual productions
It's Autumn 2017 and GRIN tech agency's website is born.
We have it saved for the history.