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How we got ready for a new 
Workday 
Management of change in a worldwide organization, impacting the HR strategic contribu...
HP Priorities 
HP senior leaders are committed to making sure that our processes 
support you and make your job easier so ...
Major initiatives in BlueSky 
1 
2 
3 
Implementation of new HR portal 
Deployment of Workday 
Providing new reporting & a...
Why Workday 
Poor usability 
• 160 Applications, systems and tools 
• Disconnected processes and systems, no 
end-to-end i...
1. Implementation of a new HR portal 
© Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained...
2. Deployment of Workday 
Project workstreams, including: data conversions, integrations, reports, testing, change 
manage...
3. Providing new reporting & analytics capabilities 
HR Reporting Solutions, deployed in Feb 2014 
Current HR Reporting To...
Workday implementations are an iterative process 
The first step is to build a strong foundation 
Core, Compensation, Bene...
Ongoing communications ensure employees can start 
their new Workday knowing what to do 
© Copyright 2014 Hewlett-Packard ...
USUAL 
ENABLEMENT LEADERSHIP 
BUSINESS AS NAVIGATION 
Management of Change 
Leadership 
A clear set of MOC priorities with...
How we enabled the change to Workday 
Over 239 communication 
and training deliverables in 
support of launch of Workday R...
What is ahead of us 
Regular System 
Releases & 
updates 
Launching Additional every 6 months 
functionality: 
• Recruitme...
Thank you 
© Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to chang...
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ZORNITZA IANKOVA

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ZORNITZA IANKOVA

  1. 1. How we got ready for a new Workday Management of change in a worldwide organization, impacting the HR strategic contribution to a global business Zornitza Iankova, SPHR Country HR Manager Bulgaria EMEA HR Hub Manager Dobrovnik, 15 November 2014 © Copyright 2013 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. HP Restricted.
  2. 2. HP Priorities HP senior leaders are committed to making sure that our processes support you and make your job easier so that our customers have access to the very best products, solutions, and services in the market. “ Project BlueSky will: Reduce complexity in the work environment for employees and managers Transform how we manage our workforce Enable best-in-class HR practices and programs Enable new conversations with business leaders © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. “
  3. 3. Major initiatives in BlueSky 1 2 3 Implementation of new HR portal Deployment of Workday Providing new reporting & analytics capabilities © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.
  4. 4. Why Workday Poor usability • 160 Applications, systems and tools • Disconnected processes and systems, no end-to-end integration • Inconsistent usability and navigation Critical gaps in functionality • Succession planning • Talent management & talent pools • Onboarding Benefits and costs • High Oracle annual costs • MSS (Manager Self-Service) process with unsustainable cost and lost productivity • High costs to sustain and upgrade © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Current state • Replaces 78% of HR Systems 3-year roadmap • Lean processes, end-to-end integration • Single point navigation and mobile enabled • Succession Planning • Talent management & talent pools • Onboarding • Mobile • Analytics and Reporting • Workday costs are a significant annual reduction • 6 MSS processes (out of 64) with productivity cost savings • Eliminates need for costly upgrades • Could eliminate Taleo (Oracle) in 2014/15 Previous State World-class usability Fills much needed gaps Benefits and costs Demonstrates HP’s commitment to the Converged Cloud
  5. 5. 1. Implementation of a new HR portal © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.
  6. 6. 2. Deployment of Workday Project workstreams, including: data conversions, integrations, reports, testing, change management, portal, and custom development. Process and Sub-process scope Staffing Staffing Compensation Benefits Absence Payroll Talent Performance © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Contact Personal Integration System Organization
  7. 7. 3. Providing new reporting & analytics capabilities HR Reporting Solutions, deployed in Feb 2014 Current HR Reporting Tools / Systems Current HR Reporting Tools / Systems* Focal Point Review GHRMS WAAG Perform to win Saba T2W Total Rewards © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Degree Prog CRM Global Talent WFM SAM eBens Saba BI JAM Survey Admin Bluebook + HROM Taleo Workday Reporting Workday is the point in time transactional reporting and analytical tool. The reporting functionality of WD supports reporting for these processes. HR Business Intelligence* HRBI refers to the newly designed HR data warehouse that provides data to the SAP Business Objects Enterprise platform for strategic HR Reporting and Analytics
  8. 8. Workday implementations are an iterative process The first step is to build a strong foundation Core, Compensation, Benefits, Talent, Performance, Career (aligned with FY14 Talent Mgmt process) © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Workday Update (3x a Year) Workday Release 2 September 2014 Focal Point Review (FPR) (aligned with FY14 FPR) Workday Update March 2014 Workday Release 1 February 2014 “Base Camp”
  9. 9. Ongoing communications ensure employees can start their new Workday knowing what to do © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.
  10. 10. USUAL ENABLEMENT LEADERSHIP BUSINESS AS NAVIGATION Management of Change Leadership A clear set of MOC priorities with established accountabilities and measurement systems. “what to do” Navigation Building knowledge and a strong sense of personal accountability among key stakeholders. “what it means to me” Business as Usual Leveraging HR programs, e.g., performance, rewards, etc., and effectively leading change. “how we will reinforce it” Enablement Delivering communications and training that drive adoption at and beyond go live. “how to do it” © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. • Define compelling need for change and end-state • Define MOC strategy and tactics (through change impact assessments) • Establish accountabilities and performance metrics for MOC Workstream; establish regular reporting cadence for MOC activities • Identify BlueSky stakeholders • Develop stakeholder communication strategies; leverage existing forums/channels • Establish Global Change Network and position HR as BlueSky Ambassadors • Develop BlueSky Employee Experience plan; identify audience-specific communication and training activities to drive global adoption of Workday (global, regional, country) • Facilitate development of supplemental regional/country activities; provide support to ensure adoption at local level • Complete readiness activities to ensure successful go-live • Enable managers to successfully manage change and employee engagement • Implement mechanisms to leverage lessons learned and gather ongoing feedback • Implement ongoing communication and training activities to drive continued adoption of Workday • Leverage existing HR programs and activities to reinforce adoption of Workday • Define MOC model for future releases of Workday (communication, training, stakeholder engagement)
  11. 11. How we enabled the change to Workday Over 239 communication and training deliverables in support of launch of Workday R1. © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Targeted briefings and training for business users, with over 17,900 participants in global and regional events. ~ 402,000 views of the Workday Support Center and ~19,000 employees viewing the Workday in Action launch videos. 36+ Quick Reference Guides for all Workday processes, available in 9 languages at point of transaction and via the WSC. Easily recognizable branding for pre-launch and launch deliverables resulting in a consistent HP Experience. White Glove Support for senior executives and executive assistants including dedicated HR contacts, exclusive support, and fast-track resolution of issues. Workday training tenant available for HR employees and Executive Assistants up to 4 weeks prior to go live. ~ 10,700 HR participants in 39 role-based virtual training sessions for key roles in HR, at a global and local level. Workday featured prominently as part of HR program campaigns, e.g., Talent Review, Mid-year Conversation.
  12. 12. What is ahead of us Regular System Releases & updates Launching Additional every 6 months functionality: • Recruitment • Compensation & benefits • Trainings © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. Adopting the Workday style of thinking
  13. 13. Thank you © Copyright 2014 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.

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