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Workday Leader Launch

Workday Leader Launch. Slightly modified from Workday Leader Launch presentation Review notes section to see further details relating to the slide. February 2012. Agenda. Workday overview Workday basics Employee related transactions in Workday Talent processes overview Questions

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Workday Leader Launch

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  1. WorkdayLeaderLaunch • Slightly modified from Workday Leader Launch presentation • Review notes section to see further details relating to the slide February 2012

  2. Agenda • Workday overview • Workday basics • Employee related transactions in Workday • Talent processes overview • Questions • Workday Implementation • Next Steps

  3. Intended outcome from today • You will: • Understand what Workday is and when to use it • Understand how to use Workday for employee related transactions • Know how to access information from Workday • Know where to get support & find supporting documentation

  4. Introducing Workday- Integrated Employee Information System

  5. Workday at a glance • Configuration vs Customization • Iterative methodology Workday Human Capital Management (HCM) is the leading unified HR and Talent Management solution on the market today Next generation of Software as a Service (SaaS) business services

  6. Operate as a Global Business • Deliver key real-time, global workforce business intelligence to make decision • Executive and Manager empowerment with global employee information • Support development of global leadership needed for CAE’s growth • Real time people information to support growth strategy • Efficient development and utilization of people resources • Drive productivity • Global process standardization, system consolidation and automation of manual processes • Shift HR focus from administrative activities to partnering with the Businesses • Provide one global system with simplified Leader and Employee self service access

  7. Workday services at CAE SELF-SERVICE ACTION & INSIGHT MOBILE ACCESS PERFORMANCE ABSENCE GLOBAL COLLABORATION X PAYROLL INTERFACE X DRAFT SUCCESSION X CAREER & DEVELOPMENT BENEFITS COMPENSATION WORK REPORTING PEOPLE RESOURCES DASHBOARDS ADAPTIVE FOUNDATION STAFFING EASY TO USE BUSINESS PROCESS FRAMEWORK OBJECT-ORIENTED SECURITY INTEGRATION

  8. Employee Lifecycle • Sigal • Local tools Request for Headcount Recruit Compensation Mgmnt Hire, transfer, promo, terminate Succession Planning / Talent Mgmnt Training • Sigal • LMS Workday Workday Workday Workday Concur AON VIP Payroll N.A. Oracle Sigal Unanet Baan Outlook Multiple other interfaces

  9. Benefits of Workday for Managers • HR Data will be easily accessible • Reliable data & consistent processes • Employee Lifecycle related requests & processes (e.g. Hiring, Promotions, Talent Mgmt) will be initiated, reviewed, approved and documented in Workday • Integrated employee information • Workday will be the main source for employee related information including Performance Management (PFDP)* and Talent Management • “One stop shop”, one look & feel • Workforce Intelligence at your fingertips *Beginning FY13

  10. Using Workday

  11. Logging In/Navigating- Diane • Show some of the material from Sharepoint (ie. Worklets & Icons) • When mention workfeeds, also mention outlook notification- not available for UAT but will be there for launch

  12. Workday Basics- Demo • Navigation • Search bar, tabs on right, • My Workday (add favorite) • All about Me (configure) • Organizational Swirl • Access employee information as a manager • Dashboard/reports

  13. Security • Every worker has a role defined in Workday • Employee (by default) • Manager (by default) • HR Partner, Payroll Partner, HR Administrator, etc. • Each role has a specific access to information/ ability to perform activities defined: • Some are system defined • Some are CAE defined • Business Processes: • Initiation of a Business Process is restricted by the Security Group restrictions defined by CAE

  14. Who has access to information ALL Employees • Access to their own personal and work related information. • Access to minimal information about others globally (similar to outlook) • For example: management hierarchy, location, job, contact info Managers • Will have access to all employee work related information for employees reporting to them or below them in the management chain. • Confidentiality • Do not have access to worker personal information except for the date of their birthday (not year) HR • HR business partners will have access to all employee information in the organizations they support. • Corporate HR teams will have access to information only relevant to their area of responsibility.

  15. Job and Position Overview • Job Profile: • A job profile is the result of a job evaluation based on generic details of the job (responsibilities & knowledge). • Example: 2111 – Administrative Assistant II • Position: • A specific role within an organization that is held by one individual and has a job profile attached to it. Example: Positions related to job code 2111 • Position A – Administrative Assistant II, CORE Technologies • Position B – Administrative Assistant II, Simulation Technologies • Position C – Administrative Assistant II, Corporate Finance • Position D – Administrative Assistant II, Human Resources Many employees can have the same job profile. 2

  16. Job and Position Relationship Job: 2111- Administrative Assistant II Position A Position B Position C Position D Only one employee can be assigned to a position. 2

  17. Activities that can be performed • Initiate a process or a task : Starting the process • Review : Ability to edit information and approve • Approve : Ability to approve only • Cancel : Cancelling a transaction you’re currently doing. • Deny : Stopping whole process. Are you really sure? Will have to be re-submitted • Send back :Sending back to one of previous senders asking for more information • Rescind : Rescinding whole process as it never existed once it is completed. • Skip (a step): Available only if step is optional. You may opt to skip if not needed. • Save for later : speaks for itself ! No matter what activity you perform, there will be an audit trail.

  18. Employee related transactions in Workday Manager Initiation • As the owner for the request the manager initiates most processes for employee related actions. Examples are: • Create Job Requisition • Lateral Transfers • Promotions • Demotions • Terminate Employee • Request Base Pay Change • Request Leave of Absence • Request Return from Leave • Contract & End Contingent Worker (transfer if applicable) • Start & End International Assignment • Assess Potential • Manage Succession Plan Employee Initiation • As the owner of their personal information employees initiate actions related to this information. Examples are: • Change Legal Name • Change Preferred name • Change Primary Address • Change Business Title • Change Marital Status • Change Personal Information • Correct Date of Birth • Request Leave of absence • Request Return from Leave • Create talent profile Ownership remains the same…..Now it is done directly in Workday

  19. Leave of Absence • This is an optional feature available for countries who wish to track the status of employees taking a leave of absence. • The employee should initiate a leave of absence. • If required, the Manager can place an employee on leave. • Leave types include: • Personal Leave • Educational Leave • Maternity, Paternity, Parental Leave It is not a tracking time feature Sick days, public holidays and vacation days are not captured in Workday. There is no change in how they will be tracked. 2

  20. Reassignment • Reassign the ownership of a task to another person. • This is a one-time reassignment for a single instance of a business process step. I received a promotion request for someone from Finance in our organization. I have reassigned the approval task to you. Thank you. Regional Leader Finance Leader

  21. Delegation • Enables a user to perform tasks on behalf of the original task owner for a determined period of time. • Does not remove ownership for the task from the user it was initially assigned to. • When delegation period ends, and if a process is incomplete, it reverts to the original owner. While I am on vacation for the next two weeks, please complete these tasks on my behalf. Ok!

  22. Delegation

  23. Business Process Demo • Processes: • Create a job requisition • Terminate an employee • Transfer process • Good to know: • Where to look to find out where the transaction is in the process • Documentation available: • Step by Steps • Procedures

  24. Compensation

  25. WORKDAY CONFIDENTIAL Compensation Workday will : • Allow visibility of compensation information to employees, managers and HR. • Allow you to get a quick overview of the total compensation information of an employee or of your whole team; • Allow you to initiate specific compensation requests, although most are generally embedded within other HR business processes; Total Base Pay

  26. Talent process overview

  27. Talent Profile

  28. ALDP & Succession Planning changes

  29. Benefits of Talent Information in Workday • For leaders, including management chain of employee’s organization • Access to information to make day to day and strategic decisions • Talent information is easily accessible in the system • Effective resource planning based on potential and assessments of employees • Ability to focus development opportunities • For employees • Experience and expertise visible to broader audience • Possibility to communicate development and career interests within CAE • For group leaders and above, knowing they are recognized for their potential and that they can grow in the organisation • Development plan targeted to reduce gaps with development and career interests • Ownership of documenting experience & expertise • For HR • Access to information to support customer strategies and day to day decisions • Recruiters can access reports with selection criteria for a specific opening to identify potential internal candidates • The Organizational Development team will access important information pertinent for succession planning, development of potential employees and leadership development

  30. Talent Process Demo - Talent Profile

  31. Talent Process Demo - Talent Profile: Add Language, Accomplishment Help text at the top of each section to provide guidance

  32. Talent Process Demo - Save for later When you click “Save for later” and you want to go back to your information, you have to refer to your Inbox, either as a Worklet or on the tab on the right side of the screen. You will also find it in your Workfeed It will show as a “Revise” action

  33. Talent Process Demo - Talent Profile: Career Interest

  34. Talent Process Demo - Assess Potential

  35. Talent Process Demo – Succession planning After you have clicked OK:

  36. ALDP-PFDP Timeline Feb. 21-March 16 Sigal- Self Assessment Workday- Talent Profiles May 25-June 11th Final review discussion and Salary increase process Mid Oct. Mid Nov. Interim review April Round table discussions March 19-April 13 Sigal • Leaders assess employee’s performance Workday: • Leaders assess potential & create succession plan May 25-June 29 In Workday: Objectives setting Leadership attributes Development plan August-Sept. In development plan review training activities according to adjustment of Training catalogue

  37. Support • Reference/Training Material access via: • Procedures • Step by steps • Quick Reference Guides • Frequently Asked Questions (FAQ) • Terminology • HRBP Support • Technical issues- CAE Workday e-mail (WorkdaySupport@cae.com or WorkdaySupportServices)

  38. Implementation Approach and Timeline Architect Build Test Deploy Support Activities • System testing • User acceptance testing (UAT) • Data validation Milestones • Final Configuration Prototype • System testing & UAT complete Activities • Major functionality • Business processes • Security • Unit testing • Report development Milestones • Initial Prototype • Configuration Prototype Activities • Launch communication & Training • Final data conversion and configuration Milestones • Training complete Activities • Post production support Milestones • Go Live • End User usage Go Live February 21st! Dec. to Mid. Jan Aug Sept Oct Nov End Jan. to Mid. Feb Feb. and beyond

  39. Key Workday Implementation Dates

  40. Next Steps for you • Receive Workday log in information • Explore Workday & complete your Talent profile • Talent Profile- Feb. 21st-March 16th • Assess Employees- March 19th-April 13th • Performance- Sigal • Potential, Retention, Succession Planning- Workday • Begin using Workday for Employee life cycle processes • Access Workday dashboards & reports

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