HR Community Workday Project Update

Report
HR Community
Workday Project Update
November 29, 2012
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Agenda
Agenda
•
Introductions of New Staff
•
Announcements
•
–
Division Winter Gathering: 12/14/2012 Moakley House
–
Winter Employee Celebration: 1/19/2013 Ramin Room, Bartels
Workday Vision and Workday Project Overview
–
What Changing the Date Means
• Campus Readiness
• Training and End User Support
• Reporting
• Communication
• Policy Changes
• Demo (if tenant available)
•
Questions and Wrap-up
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Why Workday? Why Now?
Three factors drive change to HR/Payroll Systems:
Massive shift
to the cloud
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Rethinking
talent
management
Workforce
2020
Massive shift to the Cloud
People-centric consumer-grade systems—that also
do core HR and payroll—are rapidly replacing
inward-facing back-office payroll systems.
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Rethinking Talent Management
To be strategic about how (and from where) they attract,
build, and develop their talent, organizations are striving to
understand their peoples’ talents and aspirations.
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Workforce 2020
The workforce of the future is more
social, collaborative, and mobile:
employees expect to access real-time,
relevant information, and connect with
people around the globe with a
consumer grade experience - a major
challenge for HR.
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Changing the Way People Work
PEOPLE must interact with
PROCESS and TECHNOLOGY
different from ever before, and
organizations must begin to
change the way people work.
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Driving Forces/Project Goals
 Community members have real time
information at their desktops (access to data);
 Effort is shifted from administrative/data
entry to enhanced support (less transaction time);
 Policies and procedures are standardized, yet flexible
(aligned processes);
 One common system that integrates w/other systems (aligned
systems).
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Go-live Readiness Questions
Is Workday Ready?
Is CU Technology Ready?
Is Campus Ready?
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Project Timeline
Plan
Design
Campus Reviews
We Are Here
Build
Core
Functionality
Project Decisions
Initial Prototype
Test
Campus Testing
Project Team
Testing
Testing Prototype
Checkpoints
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Deploy
Post Go-Live
Campus
Improvements
System
Enhancements
Workday Go-live Options
• On a payroll quarter end
– End of March, June, October, December
– Quarterly tax reporting to government agencies
• Issues considered
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–
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Impact on other Cornell processes, i.e. budget
Additional scope required
Transaction volumes
Project costs and momentum
Cornell’s relationship with Workday Inc.
Others…
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What Changing the Date Means
1.
2.
3.
4.
5.
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Campus Readiness
Training and End User Support
Reporting
Communications
Policy Changes
Campus Readiness
Staged
approach for
initiator role
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The Impact on
your
college/unit
Mapping the
business
processes
Training: what is happening?
Training
pilot:
December
2012
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Hands-on
training for
assigned roles:
January until
after go-live
Training for
functional
areas
End-User Support
View access
• Rolls out at go-live
• Employees
• Managers
• Assigned roles
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4-tiered support
Open-lab sessions
and Workday
• Website: FAQs, tutorials,
CIT help desk
• Campus training liaisons
• Central command center
• 2nd-level Workday tech
support
• Work-through your
questions with support
from project team and
colleagues
• Use help text, quick links,
warnings, and TO-DOs
Reporting
• Supervisors & Admin
Managers will have more
access to data
• Robust reports / analytics
that are actionable
• Real-time data
• Shared reporting
responsibility between
Workday and Cornell
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Data Delivery Toolsets
Toolset
Standard Reports
Custom Reports
User Interface
Worker History
(Previous System)
Employee Data
Lookup
HRPY Warehouse
KPI
Features
Notes
•
Actionable / Filter / Excel & PDF Export •
•
Actionable / Filter / Excel & PDF Export •
•
Workday delivers 250+ and continues
to develop more
Built by report specialists
Limited release at go-live
•
•
•
•
Worklets, embedded in BPs
Actionable / Drill
Historical PS actions
Job and Compensation
•
•
•
Delivered by Workday
Supplemented by report specialists
Only for population loaded for go-live
•
Legacy data
•
Expand access to managers
•
Frozen 12/26
•
Available for historical use
•
Historical and current data
•
WD data fed to KPI via PAIDS and
APDB replacements
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Reporting Demo
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Communications
Channels / Vehicles
Project
Updates
Audiences
(using e-mail and
other news
channels such as
Cornell Chronicle)
Training
Liaisons
(who
maintain direct
contact with their
units)
Individual
Unit and
Group
Meetings
Open Forums
and other
Meetings
Website
(project
information
repository)
HR Community
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Managers
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Campus Leadership
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IT Groups
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General Population
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Communications
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Policy Updates
Vacation
– Vacation policy will be updated to shift the re-set date of maximum
accrual from June 30 to October 15. This change will be effective in
2013.
– Vacation policy will contain a new option for management to “pay
out” vacation accruals that are in excess of the maximum when a staff
member has been specifically asked to forgo taking vacation due to
pressing and unusual business needs.
– Roll-over option will remain; Combination of roll-over and pay-out can
be used
– Upon a change in standard hours that results in an overage, the
maximum will be re-set and the overage will be paid out by the
department effective the first pay period following the change in
standard hours. Roll-over option will remain; combination of roll-over
and pay-out can be used.
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Policy Updates
Health and Personal Leave
– Sick leave, personal leave and health care leave
will be merged into one leave accrual balance;
“caps” will be eliminated
– No changes to rate of accrual or eligibility
requirements
– Managers expected to proactively work with staff
to manage attendance
– Staff expected to exhibit good stewardship over
their balances
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QUESTIONS
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