Workday Overview

We are using Workday HCM across our organization for Onboarding, Benefits, Payroll, Absence Management and Time Tracking. We will soon be rolling out the manager self service functionality.
Associate Self Service allows for the employee to manage their personal information and gives them the ability to set up and assign by pay type their direct deposit, Federal and State withholding. They also have varying views of their payslips - very detailed to just the basics. Accountability and visibility for absence management. Managers can view time off for their entire team, balances for their team. Our first experience was Open Enrollment last year. Users found Workday to be very intuitive and user friendly.

We implemented Workday just over a year ago. We went from a largely paper based system and a old legacy system that was not really designed to support HR processes. Our implementation lasted approximately 8 months as the result of a great team from LC and our implementation partners at Meteorix. Workday is used to manage human capital transactions related to employee onboarding, benefit enrollment, time and attendance tracking and payroll. Moving from paper has helped us clean up and refine our reporting as well as our work processes too! Employing Workday is as much about organizational change as it is anything else. Workday is best done in organizations where executive support and sponsorship are high. This also means that HR teams must develop better skills around project planning and management, data analysis as well as process improvement. This are not skills native to many HR professionals but there are lots of smart people with these skills who will be great assets to your HR team as they move to Workday. It is also most important that your organization understand that Workday is where the world outside of your institution has already gone. At home, your employees are used to information being "pushed" to their mobile devices or desktops. They do not expect to have to call Amazon, file a request for information and wait to hear back. When they come to work and human capital management and other solutions work at glacial speed they find it frustrating. The old "pull" model for getting information on longer fits the speed of organizational life. Workday increased our capacity to get things that really matter done by automating "transactional activity" so that my staff can spend time with faculty, staff and student employees helping them do things that are of greater value to them and the college. This is what Workday is about, making HR more strategically relevant both today and tomorrow.
The training modules have greatly improved these were the weakest items when we went live a year ago Greater assistance on the need for culture change in organizations. Many organizations think they are buying an appliance and they're not prepared for the amount of organizational change that will ensue. Getting Workday financials might have made the implementation of the payroll piece a bit easier. We are still writing interfaces with our GL because that is on the old system.