{ "media_type": "text", "post_content": "Please help me out!\n\n-Have you heard of KRONOS ( Workforce Management Tool ) ? \n-Is it in demand ?\n-Or Is it a legacy technology/tool and not a rewarding career choice ?\n\n-Would you advise moving to WORKDAY considering future growth prospects and exit options ?\n\nI have around 3 YOE, out of which 2+ is in KRONOS . I'm always stressed about my career.\n\n\nThanks in advance!", "post_id": "6090f3bd330ecf001c2056a7", "reply_count": 6, "vote_count": 2, "bowl_id": "5a1c98c01fd1ba0013a12793", "bowl_name": "Workday Practitioners" }

Please help me out! -Have you heard of KRONOS ( Workforce Management Tool ) ? -Is it in demand ? -Or Is it a legacy technology/tool and not a rewarding career choice ? -Would you advise moving to WORKDAY considering future growth prospects and exit options ? I have around 3 YOE, out of which 2+ is in KRONOS . I'm always stressed about my career. Thanks in advance!

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Kronos is more relevant in the HR software space now that they’ve merged with Ultimate Software (Ultipro) - and Ultimate is more relevant in the timekeeping space now that they have merged with Kronos. Ultimate is more mid-market than Workday, and inferior to Workday in every way (in my opinion having worked with both) but it is cheaper and gets some smaller and midsize companies into software that can’t afford Workday. Kronos pre-merger always targeted larger enterprise for timekeeping but their HR product was crap. Their timekeeping and labor optimization products were gold standard though. It remains to be seen what the merger ends up doing for that aspect. I’d say if your career is time tracking and labor/workforce optimization Kronos is still a better bet than Workday. If it isn’t… Workday all the way unless you have a particular desire to target the smaller company market.

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Workday HCM and the related sub products (eg, Recruiting, Payroll, Time Tracking etc) is a decent place to be these days. With Workday’s acquisition of Adaptive Insights Planning a couple years back there is huge potential for people with an understanding of labor planning and how it connects back to Finance and forward to Recruiting. I think the potential in that direction is far greater than what Kronos is looking like.

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One other thing to note is that, if you do choose to specialize in timekeeping and scheduling or focus on it in the short-term, Kronos has a legacy product named Workforce Central and a 'next-gen' cloud product named Dimensions. All of their R&D and sales efforts are going in to Dimensions, so that is their future and where the best opportunities exist. When it gains more traction there will be a lot of work in new implementations and migrations from WFC.

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I've been in the WD PATT space for about 6 years, and nearly all if my healthcare clients have used Kronos for time tracking, with an integration back to WD Payroll and Absence. It'll be interesting to see how Dimensions matures, and Kronos is a pretty solid system in the time & labor space. I think a consultant who has certifications in both who "speaks integrations" would be a huge asset in design sessions for healthcare clients implementing WD.

You should transition to Workday PATT. It's good to have basic Kronos knowledge but it isn't critical to know everything about Kronos as the client generally manages the changes to Kronos necessary for the Workday implementation. You're not expected to guide them through Kronos redesign. However, you do have to know how the integrations interface with Workday from a file format perspective.

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