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HR Community Workday Project Update November 29, 2012

HR Community Workday Project Update November 29, 2012. 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

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HR Community Workday Project Update November 29, 2012

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  1. HR Community Workday Project Update November 29, 2012

  2. 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

  3. Why Workday? Why Now? Three factors drive change to HR/Payroll Systems:

  4. 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.

  5. 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.

  6. 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.

  7. 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.

  8. 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).

  9. Go-live Readiness Questions

  10. Test Project Timeline Plan Core Functionality Design We Are Here Campus Reviews Project Decisions Build Initial Prototype Campus Testing Project Team Testing Deploy Post Go-Live Testing Prototype Campus Improvements System Enhancements Checkpoints

  11. Workday Go-live Options • On a payroll quarter end • End of March, June, October, December • Quarterly tax reporting to government agencies • Issues considered • Impact on other Cornell processes, i.e. budget • Additional scope required • Transaction volumes • Project costs and momentum • Cornell’s relationship with Workday Inc. • Others…

  12. What Changing the Date Means Campus Readiness Training and End User Support Reporting Communications Policy Changes

  13. Campus Readiness

  14. Training: what is happening?

  15. End-User Support

  16. 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

  17. Data Delivery Toolsets

  18. Reporting Demo

  19. Communications

  20. Communications

  21. 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.

  22. 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

  23. QUESTIONS

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