TriNet provides small and medium size businesses (SMBs) with full-service HR and payroll solutions tailored by industry. TriNet also offers specialized services through client access to HR representatives for advice and notifications on impactful regulatory changes.
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Workday HCM
Score 8.2 out of 10
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Workday Human Capital Management is a cloud-native system offering a globally
consistent user experience. Workday HCM is part of an intelligent, unified system with other
Workday products.
For the areas I outlined previously, TriNet is the perfect solution for a young company (start up) to get 1) payroll services, 2) benefits (large offering, best rates), and support when critical issues come about and you don't have an HR Dept. The rates are the best. The people I work with are why I'd keep coming back.
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.
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.
Expense management could be improved upon. We use a state bank for credit cards, and we were unable to link our credit card accounts directly. I have a workaround, but it means manually uploading the charges. Also, in this particular area, the support is not the best.
Also in expense management, while it has many fields for you to enter information, some of those don't show up on the reports.
This is one stop shopping perse. They provide tools for Benefits and 401k. There reports are easy to read and the support given from Trinet support is awesome. Having everything in one place is best then having multiple places for things. Why change if things are working well? All the information is all there when needed.
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
Being only 8 months into using the product there are still some things I need to learn, but I am sure as we start to use the product to it's full potential the usability score will go up. The expense interface is a little clunky to what we have used in the past, but the employees are happier that they can have their expenses direct deposited instead of getting an expense check.
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
We had an issue with application errors - took TriNet 5 months to fix it, mean while we had someone manually tracking and keeping up with many requests and questions about the application error which affected time off. When we were all registering for Benefits during open enrollment there were lots of bugs that caused issues with registering for benefits or being able to see what benefits were available
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.
For the most part pages load quickly. Working for a software company we understand performance is everything, even a few seconds delay can feel like a lifetime, that being said, we ran into a few times where pages didn't load, information didn't load correctly, and an influx in users (like open enrollment) cause things to slow down
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
again tough to say. Our account manager - 10 most others - 6 Benefits - 5 HR support - 2 (the joke in my team is "why ask, he's just going to say "do this and then check with your legal dept.") If we have to do our own research why do we need you. Like I said, great for smaller companies that don't have an HR team. There is almost an attitude of "we are TriNet, this is how we do it, deal with it. You're in our platform now". Every client may have different needs and TriNet needs to be able to adapt to them. The new role of strong HR teams is business partners - TriNet struggles with this and seems to be stuck in old "tell you what to do", plan the Christmas party and buy cake once a month for birthdays. Its timer to move forward!
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”
it's been awhile, but I recall them being helpful. I got through a lot of it and when I needed help, they can walk me through it over the phone. It's also pretty user friendly in general at a platform. I don't really know what else to type, but they came and helped me in person and also when there was something new, they came and talked to me. They have not done that since with the new model that I hate
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
Since this was already implemented. I have another employee briefly train me. Then Trinet rep gave me some training as needed for things that came up. For one payroll preview report I figured it could be done, but I had asked the rep to be sure. One important training was when there was an employee leaving the company.
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
not applicable as I implementation was done 5 years ago and have no recollection of the details of the process. Above it says to skip question if not involved in the process but it will not allow me to skip it as it states explanation requitred thus making this process extremely frustrating.
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.
I was no involved in the decision to use TriNet as it was in place before I started my role but I have since looked at Deel but they were not able to offer the same level or variety of benefit options as TriNet so that is why we have stayed.
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.
We are a small company, do we use it across departments and sites? Yes, we are all remote working, so there are as many sites as there are people. We also have our entire staff using TriNet, so every department from Accounting, Admin, HR, Development, QA, and Management are all using this. Can't say for sure how great the scalability is as we are only about 30 employees
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
Stay within HR Compliance - when the new laws about Salary change came into effect I received an email on impacted employees and how to address.
More involvement in employee benefits. With greater benefit selection more employees were able to find plans that suited their needs.
The TimeClock took a little time to get used to. It is still a little frustrating at times for hourly employees to be able to track how many hours they actually have for the week/pay-period. The off the clock meals count towards "hours" and employees have to subtract that out to be able to see what they need for the rest of the week.
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.
