The document outlines key insights for managing change during the Workday HCM implementation to ensure a smooth transition and maximize ROI, focusing on strategy, communication planning, business process management, and training development. It emphasizes the importance of aligning training with business objectives and fostering a learning culture to support ongoing changes. Best practices for success and lessons learned are also discussed, highlighting the role of subject matter experts and effective communication strategies.

1. Workday HCM Change Management
Insights for a Flawless Transition & Maximum ROI
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2. Workday HCM Change Management: Insights for a
Flawless Transition and Maximum ROI
• Second in our three part webinar series, “From Implementation to ROI”
• Today’s webinar will cover four practical insights:
• Effective Strategy and Communication Planning
• Managing Business Process Changes
• Developing a Training Strategy
• Developing a Strategy to Manage Future Changes within the
Organization
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3. Introductions
• Will Smith is the Workday Strategic Marketing and Commercial Executive at NGA Human Resources. Will is
a Business Process Outsourcing leader with than 15 years of experience leading HR solutions for large and
mid-sized multi-national businesses.
• Michael Stack is the Global Workday Training Lead for NGA, focusing on NGA's learning strategy and
training content for both internal and external client audiences. He leverages his experience in leading
systems and tools-based learning projects, focusing on end-user application and acceleration of business
adoption of technology platforms.
• Carrie Hotz-Barth is the Workday Services Portfolio Director at NGA Human Resources, where she manages
the Workday strategic alliance and oversees integration product development. Carrie has more than 15 years
of experience with leading global solutions for multiple HR processes in which she helps clients achieve their
strategic objectives through HRO and technology outsourcing.
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4. Workday- NGA Partnership
Alliance Evolving Since 2011
Multi-country Payroll Partnership
• NGA brings payroll delivery to Workday clients in 100+ countries
Pre-configured Payroll Connector
• Reduced cost and time to implement
• Bi-directional data exchange and elimination of dual data entry between systems
• NGA Workday Connector integration is certified, further country certification ongoing
HRO / AMS Partner
• Wrapping NGA’s service center technology around the Workday HRIS and payroll system to provide
Tier 1 support, administrative support, and managed/comprehensive payroll service
Workday Deployment Partner
• Helping your clients onboard their Workday system
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Multi-Country Payroll
partner
Payroll Connector
HRO /AMS partner
Continuous collaboration between both product teams on open issues and planned enhancements

5. NGA Services for Workday Clients
Service Center
• Interfaces and Reporting
Management
• Workforce Analytics
• Application Management
• Release Management
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• Organization & Employee Data
Management
• Benefits Enrollment
• Deduction and Leave
Administration
• Talent Administration
• Payroll Processing &
Compliance
• Court Ordered Deductions
Administration
• Tax and Filing
• Time Administration Support
• Policies & Procedures
• Inquiry / Case Handling
• Self-Service Navigation Support
• Document Management
• Knowledge Management
System
Services
HR
Administration
Payroll
Processing
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Established Workday Partner since 2011

6. Change Management Strategy
Key Considerations
• Define what is changing and understand the impact.
• Establish your company’s framework to support change management.
• Support your organization’s training strategy for change.
• Execute your company’s strategic vision and align culture.
Rollout Planning and Communication Design
• How is the strategy being communicated across:
• Top-level stakeholders
• Countries and Regions
• Managers
• Employees
• Trainers
• What is the communication delivery method?
• Email, social, SharePoint, etc.
• Goal = Achieve targeted performance and financial results across your organization.
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7. Change Management Methodology
PREP. ANALYSE DESIGN BUILD DEPLOY OPERATE
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Change Management Network Animation
Communication
Strategy & Plan
Communication Design &
Delivery
Training
Strategy
& Plan
Training Design & Delivery
Stakeholder
Identification
Post-
Com
Post
Training
Stakeholder Engagement
Documentation
Strategy &
Plan
Documentation Design &
Delivery
Doc
Main-tenance
Impact
Analysis
Change Mgmt
Network Set-up
Change Management Approach
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8. Stakeholder “Solar System”
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9. Impact Analysis
N°
Stakeholders
Groups
Key
Stakeholder
(Yes - No)
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Service Delivery
Model (from 0 -
3)
Processes
(from 0 - 3)
HRIS
(from 0 - 3)
Comments
1 Corporate HR
2 HR Business Parter
3 HR Administrators
4 Site Managers
5 BU Managers
6 Managers
7 Employees
8 Work Councils
9 CEO
10 CIO
Reaction to
change
(from 1 to 3)
Impacted by
change
(from 0 to 3)
Area of Impact
Impact Analysis
Description of
Reaction
Stakeholder
HR
Business
Others
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10. Hot and Cold Map
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Ability to handle change
HR

11. Developing a Training Strategy
Build a Foundation for Learning:
• Align Business Objectives with Learning Objectives
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Culture
Process
Infrastructure

12. Connecting with Corporate Priorities
Corporate-Wide Priorities Training Outcomes
Grow Our Business
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Hire and train workforce to execute
strategy
Performance-based training
Train global pipeline to support
release of new systems, processes,
or infrastructure modernization
Train in the most cost-effective
methods to support learning
Drive productivity and performance
Value Performance
Advance Infrastructure
Become Truly Global
Operate a Cost-Competitive
Business Model
Transform Our Culture

13. NGA’s Workday Training Methodology
Vision&Plan Architect
• Define audience(s)
• Define process
documentation needs
• Determine training
needs
• Define detailed
curriculum
• Create delivery
schedule
• Assign development
and delivery resources
Solution
Analysis and
Design
Configure&
Prototype
Solution
Development
• Create process
documentation and
tools
• Develop training
materials
• Develop assessments
• Deliver training
• Administer
assessments
Test Deploy
Delivery
Evaluation
• Provide post go-live
support
• Provide coaching and
feedback
• Assess needs
• Conduct refresher
training
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14. Best Practices
Workday End User Training Best Practices
Audience
Analysis
Training as a
Program, not
an Event
Infrastructure
Training
Resources
Tenant for
Training
Budget Key Processes
Support & Future
Releases
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15. Creating Training Foundations:
Managing Future Change
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Engaged Learner
Learning Processes
- Facilitation
- Mentor/Coach
- Assessment
- Measurement
Learning Infrastructure:
- Technology
- LMS
- Social Learning
- Support Resources
Learning Culture
- Engage your resources
- Encourage learning
- Foster development

16. A Final Thought about Training Strategy
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Lack of Learning Culture Poor Processes or
Infrastructure
Harmony of Training
Foundations!

17. Blended Communication Materials
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Leaflet / Quick Card
Mouse Pad
Poster
Process Animation / Teaser
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FAQ’s

18. Top 5 Strategies for Success
• Establish a clear strategic plan.
• Identify your internal subject matter
experts early in this process.
• Align your strategy to corporate
priorities.
• Have a clearly defined
communication process within your
organization.
• Define a clear change strategy post-release.
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LESSONS
LEARNED

19. How NGA Helps Our Clients
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20. Looking for more information
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21. Looking for more information
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Watch the interactive webinar discussing the change
management process in a Workday project
Watch the recording at:
http://resources.ngahr.com/workday-change-management
As a Workday HCM customer, how do you maximize your
strategic investment post-implementation, while reducing
costs?
Download the brochure at
http://resources.ngahr.com/application-management-services-
workday
Or visit www.ngahr.com/workday

22. Thank You
22

23. Appendix
23 15 May 2013
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24. Managing Business Process Changes:
Preparing for Workday
Key Considerations
• Who are the company’s HR SMEs?
• How did they become SMEs in their particular functional role?
• What will then need to learn differently related to WD?
• How will they prepare for these changes?
• How can they become change advocates vs. resistors?
• Does changing HR business processes pose a threat to any particular functional
group (HR, Admin, management, etc.)?
• How does Wowrkday make your employees work lives easier/better?
• How will you incorporate this message into training?
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25. Key Elements of Training Solution Design
• Training needs-analysis
• Audience analysis
• Define learning objectives and curriculum blueprint
• Collaboration between subject matter experts and design/development teams
• Performance-based training design
• Teach skills that matter
• “What will people do differently after learning this?”
• Start with the learner, not the content
• “How do my people learn best?”
• Create rich context
• Emphasize experience
• Authentic practice and assessments = measurement
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