We’re thrilled that Workday has been named as a Leader in the 2022 Gartner® Magic Quadrant™ for Cloud HCM Suites for 1,000+ Employee Enterprises. We believe being named as a Leader for the seventh consecutive year demonstrates that we consistently enable our customers with the power to adapt.
Being named as a Leader for the seventh consecutive year in the 2022 Gartner® Magic Quadrant™ for Cloud HCM Suites for 1,000+ Employee Enterprises1 is a recognition we hold in great esteem and with gratitude. Vendors positioned as Leaders by Gartner are selected based on their completeness of vision and ability to execute. We believe being named a seven-time Leader shows how we consistently innovate and deliver solutions that provide companies with the power to adapt.
Organizations across the globe continue to face significant challenges in attracting, supporting, and retaining talent amid a tight labor market and evolving employee expectations. To deliver engaging and personalized employee experiences, organizations need a unified view of their workforce and the insight required to take action quickly and easily. More than 4,500 global customers—and more than 50% of the Fortune 500—including Banner Health, Intermountain Healthcare, Kohl’s, Lloyd’s Banking Group, McKee Foods, Nasdaq Inc., Palm Beach State College, Thomson Reuters, and more are using Workday Human Capital Management (HCM) to automate human resources (HR) processes, support and empower employees, and adapt to changing business and workforce needs.
Change is no longer what’s on the horizon. Digital transformation has become the standard in every function in the business. Data, technology, and emerging innovations such as artificial intelligence (AI) and machine learning are being harnessed to shape the future of work. At Workday, the drive to adapt has always been our nature, as reflected in Workday Enterprise Management Cloud with an intelligent data core. Built on a frictionless foundation that seamlessly flows data across applications, our products—such as Workday Peakon Employee Voice and Workforce Scheduling and Labor Optimization—provide the foundation for companies to adapt and thrive in a changing landscape.
“With Workday, we continue to find better ways to engage our employees—the chatbot, dashboards, on-demand training, the mobile app,” said Rhonda Sutton, chief administration officer at Chickasaw Nation Industries. “The more tools we provide to connect with the employee, the more engaged they are. Given our employees are our greatest asset and are the core of our business, we want to keep them happy.”
For instance, our investment in next-generation skills technology is an example of Workday technology adapting to the requirements of employees and organizations. The need for companies to understand the skills of their employees and the skills required for emerging jobs is growing. We worked closely with our partners and customers to remove data silos, so that skills data can work within Workday and across skills-based applications, allowing customers to both bring in data and let it flow out bidirectionally between Workday and other systems.
With access to external labor market data, rich job catalogs, and skills data through online learning platforms, these connections provide holistic insights into the capabilities of the workforce. With applications such as Workday Recruiting, Workday Learning, and Workday Talent Optimization, Workday helps you attract, retain, and develop that workforce so they’re ready for what’s next.
Digital transformation is more than having the solutions that can enable change—it’s also about ensuring that digital solutions continually elevate the business. Workday Success Plans are designed with that in mind. Tailored to each of our Workday customers, Workday Success Plans reflect our strong commitment to empower our customers and continually adjust to an always-changing business landscape.
Change is no longer what’s on the horizon. Digital transformation has become the standard in every function in the business.
No longer just a concern for HR, employee experience has become a C-suite priority—with HR leaders at the helm driving the collaboration between the organization, employees, and customers to create an employee experience that works for all.
Workday has always championed the employee experience. We build that ethos into the entire Workday ecosystem, from our user experience to our robust integrations (such as Workday Everywhere) and more. As a result, we enable our customers to create purpose-driven workplaces, too.
Workday Peakon Employee Voice is an intelligent listening platform that helps identify and provide insights about the issues that matter most to your employees, such as flexibility, workplace equity, and more, enabling companies to take a data-driven approach to employee engagement. Machine learning and advanced natural language processing help uncover the deeper, real-time insights of employee sentiment, which can be used to inform strategies that boost employee engagement, create company policies based on employee feedback, and much more.
Here’s how Noël France, vice president of diversity, equity, and inclusion at Avantor Inc., describes it: “It’s been most impactful to tie associates’ feedback directly to our strategy and pivot our priorities as a result. We’re more effective, and it shows them we’re listening.”
Employee experience is also about measuring impact. Workday enables companies to use their HR data to foster organizational agility and business growth. That’s why Workday People Analytics has been a boon for HR business partners and business leaders. Powered by augmented analytics, Workday People Analytics serves up insights gleaned from HR data in Workday.
By identifying the most significant anomalies and trends across your workforce—focused by topic areas including organization composition, retention and attrition, diversity and inclusion, hiring, and talent and performance—Workday People Analytics provides HR leaders with what’s most needed to drive change: communicating business needs based on data, or in other words, sharing data-driven storytelling insights in plain language.
“No matter where in the world our teams are based, I get real-time information through Workday on all hiring metrics, employee demographics, attrition trends and reasons, promotion and payroll records, and compensation and benefits information,” said Sheena Ponnappan, chief people officer at Everise. “You can’t imagine how powerful the tool is in helping us define our goals as a company.”
And as Elizabeth Nelson, vice president of diversity and inclusion at Thomson Reuters, told us: “With Workday, we’ve been able to build a framework so that global employees can self-disclose relevant diversity data and feel safe and comfortable. This is critical in order to get as many employees as possible to self-ID. . . . We have increased self-identification in some categories by 700%.”
Now more than ever, companies need to operate with agility as second nature, not just when change is on the horizon.
Workday is committed to powering the future of work, and the tools that enable the work are experiencing the most significant change. Simply put, companies need systems that continually meet and exceed their business needs.
That’s another area that sets us apart from other systems. Operational leaders need flexible solutions that enable and support their workforce in a rapidly changing landscape, such as meeting the shifting expectations of workers to have more control and flexibility over work schedules. Our intelligent data core allows our workforce management system, Workforce Scheduling and Labor Optimization, to integrate with Workday HCM, creating a single platform that powers a better work experience for employees (such as having one application to access work schedules, select work shifts, track time, or build new skills).
It also enables business leaders to align workforce operations with the company strategy. For example, because our solution leverages AI to analyze data across the organization, operational managers can optimize worker schedules to meet the labor demands of the business, numerous business parameters—such as labor regulations—and worker scheduling preferences.
As Nicole Gower, vice president, professional services at Sydney, Australia-based Macquarie University, told us: “In the first week we implemented Workday, a casual staff member who works across multiple areas of the university told me: ‘This is so great. My life is so much easier. I used to have three different types of time sheets and processes. Now I can do it all in one space.’”
The rapid pace of change is also reshaping who is performing the work. Due to rising labor costs and a growing skills shortage, companies need to develop a holistic workforce strategy that considers the total workforce. That’s what makes VNDLY, a Workday company, an industry leader in cloud-based external workforce and vendor management systems (VMS). Acquired by Workday in December 2021, VNDLY is a unified workforce optimization solution that helps organizations manage various types of workers—salaried, hourly, contingent, and outsourced. Under VNDLY’s holistic approach to managing talent, every worker is regarded as a partner who can drive business impact and power the future of work.
Being named a seven-time Leader highlights how we consistently innovate and deliver solutions that provide companies with the power to adapt.
The 2022 Gartner® Magic Quadrant™ for Cloud HCM Suites for 1,000+ Employee Enterprises isn’t the only time we were named a Leader by Gartner this year. In fact, Workday was recognized as a Leader in the 2022 Gartner Magic Quadrant for Cloud ERP for Service-Centric Enterprises,2 a new category. That builds on our five consecutive years as a Leader in the 2021 Gartner Magic Quadrant for Cloud Core Financial Management Suites for Midsize, Large, and Global Enterprises.3
Now more than ever, companies need to operate with agility as second nature, not just when change is on the horizon. Work is being redefined in real time—from how it’s being done, who does it, where it’s done, what skills and tools are needed, and much more. Consequently, companies need systems that fuel the business to operate with agility. We believe the latest recognition as a Leader in the 2022 Gartner® Magic Quadrant™ for Cloud HCM Suites for 1,000+ Employee Enterprises is an acknowledgement of our ability to enable our customers with the power to adapt—whether that’s with enhancing employee experience, becoming a skills-based organization, or forecasting future staffing needs.
And most of all, our strong partnership with our customers demonstrates our commitment to creating a better work day for all.
1 Gartner “Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises,” 31 October, 2022, Sam Grinter
2 Gartner “Magic Quadrant for Cloud ERP for Service-Centric Enterprises,” by John Van Decker, Denis Torii, Tim Faith, Sam Grinter, Patrick Connaughton, 12 July 2022
3 Gartner “Magic Quadrant for Cloud Core Financial Management Suites for Midsize, Large and Global Enterprises, by John Van Decker,” by Greg Leiter, Robert Anderson, 10 May 2021
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