Microsoft Dynamics 365 vs. Workday Human Capital Management

Based on user experience, I would like to recommend this software to my friends or colleagues on the AP Handling. I like AP recording the most because it makes my work easy. I have been using this for the past 2 years, and it's one of the best for this task. Easy to use and user-friendly.

Incentivized

I would say it's well suited in every environment because I think it does so much. It's like the holy grail of HRIS systems is what I like to call it because thinking about all parts of the employee lifecycle, it lives here in Workday Human Capital Management. So I love the fact that you can do the people data analytics, you can store employee records, the talent acquisition pieces there. I'm thinking I can't think of anything negative right now except for the fact that I can't drill down into the data for the people analytics side. Other than that, I think it's literally, yeah, the holy grail of HRIS systems, I love it and I would highly recommend it.

Incentivized

• Some useful out-of-the-box features, like mass uploads of Leads from trade shows or when qualifying a Lead, CRM automatically creates the Opportunity, Contact, and Account for you, etc.
• Really powerful customizations through the user interface to improve user experience. Things like Business Rules, for example, if Field A = 1, then Field B = 2 and Field C = 2, if Field A = 2, then Field B and Field C don't apply, so automatically hide them.
• Or other functionality that improves user experience, like Business Process Flows. These walk users step by step through our business process, helping them know when certain actions should take place, and at what point other data is now required. We've used this extensively with our Lead to Opportunity to Quote to Order process, helping users understand the business process each step of the way.
• Customizations built on top of the platform now called model-driven PowerApps. You can have connections to "typical" data, like Accounts, Contacts, or Opportunities, for example, but then connect that data to custom entities, records that only apply to your specific business. This is all done through the user interface and allows you to customize and automate specific line-of-business applications for your specific needs.
• Behind the scenes, D365 CE is built on SQL. So the data conforms to industry standards and makes it much easier to interact with. Your developers and IT team will thank you.

Incentivized

• Since it is cloud based, it does not have version control issues (e.g. get 10 years behind on versions that are no longer supported), or the need for constant upgrades. This is completed behind the scenes.
• The flexibility of Workday HCM implementation and then taking it to day to day operations was superior. You can then blow and out and start using other system cababilities when ready.
• To enter the system, we must use multi-factor authentication for additional security of employee data. A user downloads their reports and then they are shown in their archive of work transactions and history.

Incentivized

• Microsoft Dynamics 365 storage & license cost can prohibit some large deployments or even cost-sensitive small projects from using the platform (although I'm certain most deployments would realize a positive ROI if implemented correctly with process automation).
• The cost and licensing document for Dynamics 365 is 61 pages and will take a rocket scientist to understand it. It's better to just have your Microsoft help estimate the cost if they are willing to help you that.
• The documentation on how to first fully understand the Out of the Box default solution and settings is lacking or even non-existing. This has the potential to derail Dynamic 365 launches and implementations from the gitgo. Want to use an out of the box entity?.. well it's probably related to 5 other entities that require configuration and full understanding of it to successful implement. And you ask where is the laymen guide or instructions?... User groups and forums. In Summary, Microsoft can up its game in deployment training and supporting documentation.
• Microsoft needs to incentivize more external platforms to build app connectors for easy integration, such as ZenDesk, Slack, Tableau, etc. Even the current connector apps such as Salesforce, MailChimp, Docusign are useless or don't work at all.
• Several limitations inhibit successful Dynamics 365 deployments such as: limited number of Rollup field calculations (summarizing fields on child/related records), limited number rows that can exported to Excel via advanced find, Dynamics 365 files, log and database storage size limit is extremely small and will always require purchasing additional storage (for Online deployments).
• New user buy-in or acceptance or system platform changes can be difficult if a solid change management plan isn't enacted.
• Don't expect much help from Microsoft on implementation or solutions unless it's a technical flaw with the platform. Microsoft relies on their MVP partner network to consult for implementations at a hefty cost. Hiring a knowledgeable and savvy Dynamics 365 System Administrator can reduce the need for consultant support; of course, this is dependant upon many many variables.

Incentivized

• The web interface is awful
• Terrible, terrible, UI. No modern features like auto-save. I can't count the times I have lost work.
• Their UX team (if it even exists) must be aliens, because I can't see how humans would have come up with the UI conventions they have.
• Who creates a website application where you can't open stuff in multiple browser windows and tabs easily?

Incentivized

CRM has allowed us to keep all of our data in one place that is easy for all users within the company to view. I came into the company after they had been using CRM for about 4 years. They have all said that since we have used this it has helped us control work processes better, it has allowed us to be able to track things so much better, and has been something that has helped unite many processes that used to be all over the place. We are currently using CRM 4.0 and are planning on upgrading in the next 18 months to the 2011 version. Support for 4.0 is almost all but dried up. Understandably so. Some of the customization we have done, and a plugins we use, are now contained within the 2011 version so we are looking forward to that upgrade. We use an email marketing company as well, and they primarily support the 2011 version, but their product connects and is integrated within CRM. This is a great benefit as well so that all of our marketing information can be contained in one location.

It is work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer

Incentivized

The platform offers a comprehensive suite of features that cater to various business needs, but its complexity can be a barrier for new users. While the interface is visually appealing, navigation can be cumbersome, and some users may find it challenging to access certain functionalities without adequate training.

Overall this is a highly useable product. It does require continual use to stay current on changes in the User Interface and functionality, but as noted earlier, this is a reasonable trade-off for the rapid rate of improvement. It is very user friendly and the templated business processes prevents the system from becoming overly complicated

In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.

From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant

Our partner, Ledgeview Partners has been FANTASTIC to work with. They are always timely in their response and have taken time to understand our business and our specific needs. We've made a lot of advanced customizations and they have been a great help in making those updates.

Incentivized

Support is provided by OneSource, the reseller. They really have no expertise and their level of technical expertise is poor. When we went to our training, the room was filled with OneSource people going through the same training. We finished training in 1 day, they took 4 days. They are hardly experts. Workday has come out with two more releases since then and Onesource have doubled in size in the last year – so it’s hard to see how they can keep up.

There is an online community/portal that is pretty good. There is however no easy answer to “guided completion”

Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult.
• Training scenarios are not very real

I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training

We used a data warehouse to house our data, and our IT team and implementation vendor worked diligently ahead of time to construct idea implementation plans. Out of millions of records- we had less than a dozen errors, which is remarkable. My major insight is simply having a group of completely devoted individuals working towards your goal who fully understand the desired outcome. Focused resources for implementation season are critical to success.

We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.

Incentivized

Microsoft Dynamics 365 is much more robust, with more customizable features, such as user-specific settings and customer customization options. The system is easy to us,e and all modules can be customized to the exact need of the user. The standard version includes everything you need for a small business that is starting out. Additional features can be added as needed.

Incentivized

The workday human capital management stacks up against ADP due to the overall different features that we have got in a single platform. With Workday HCM, we do not have to select multiple vendors or tools to manage employees, salary details, career progress, etc. Also, the workday human capital management is very easy to use in all the different use cases that I mentioned above.

Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system. Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction

• If you know your stuff, this product does just fine. They are always adapting (aren't they all, always?), so expect it to grow and for you to grow with it.
• Don't expect new employees, or places with high turnover, to ease into this product quickly, or even on a moderate time table.

Incentivized

• To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
• The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
• The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.

Incentivized