Back in early FY13, Meg and her leadership team made a commitment to make the working environment less complex. So employees across HP can focus more time on delivering business results and serving our customers.
In September 2012, HP announced an agreement with Workday, to implement its Human Capital Management SaaS cloud solution.
This decision was part of HP’s senior leaders commitment to making sure that our work processes make jobs easier; ultimately, so that our customers have access to the very best products, solutions, and services in the market.
Within HR, we have many different systems, many different tools that managers and employees use and we want to reduce the number and complexity of these tools and provide a better user experience. Today, a lot of the tools are manual in HP, like the Talent tools, and completing transactions can become quite an arduous process. We want to change this and in doing so, provide employees and managers with a better user experience.
We also want to enable best in class practices and programs within HP and we believe that Workday will give us the ability to do this. We are standardizing and globalizing our processes and of course, meeting legal requirements where necessary in particular countries.
We also want to enable new conversations within HR and HP. Bringing in a tool like Workday to the HP environment will help HR, managers, and employees have a deeper insight into information and data related to their workforce, as well as the talent of the organization.
BlueSky is the name given to the transition of existing HR systems and data to the Workday environment, as well as the transformation of associated HR business practices and processes. The project has three major pillars:
We will have a new HR portal for employees and managers to get access HR content. It is an Autonomy software tool and we are really excited about the functionalities and capabilities of the tool.
The deployment of Workday in February 2014 will signal a whole new area where employees, managers, and HR can complete HR transactions, and access information about the workforce from one location.
Reporting and analytics capabilities will be pulled from the Workday tool and will offer better business intelligence solutions compared to what we have experienced in the past.
Speaker Notes (Redesigning and simplifying all HR facing websites using Autonomy software tool)
The introduction of a new HR web platform will ensure that the HR web experience is action oriented and provides a consistent experience, regardless of where you are in the world. It will also enable a more personalized experience, which will be driven by what Country you are based in, what Business you in, and what role you play.
This new HR web platform is an Autonomy based tool, which will be the largest deployment of its type. The functionality of this tool is amazing, for example, if you are in Costa Rica, you will have information and links which are pertinent to Costa Rica employees. The employee experience will be completely different, in that it will lessen confusion around accessing content and make the portal easier to navigate.
The new HR @hp sites will also have direct links into the Workday tool… so if you are on the HR web and you want to change your Personal Information, you click on the link and it will bring you directly into Workday to complete the transaction.
With Release 1 of Workday, which is scheduled for February 2014, we are implementing a lot of capabilities. For this first release, most of the functionality within Workday will be centered around Core HR and Compensation and Benefits. First and foremost, this release is focused on getting employee information into the tool, i.e., name, employee #, address etc.
Then we start building on that. With Release 1 will also come access to a Professional Profile and Talent information. So we can look at things down the road like talent review. We can perform succession planning, we can perform calibrations. We can then start creating Talent pools and start utilizing the robustness of the Workday tool.
The other item of scope we have is Goal Management. Every HP employee will define their goals as they do currently in November, using the perform2win tool. In February 2014, when we go live with Workday, we will convert those goals into Workday.
This will be the largest implementation of Workday to date, in the world. Onboarding Title Change Change Job Edit Hiring Restrictions Service Dates Change End International Assignment Hire Employee Contract Move Workers Start International Assignment Termination Contract Contingent Worker End Contingent Worker Contract Union Membership Event Comp&ben Change Benefits Change Benefits for Life Event Change Benefits for Open Enrollment Passive Event Dependent Event Request Leave of Absence Request Return from Leave of Absence Assign Pay Group Propose Compensation Propose Compensation Change Request Bonus Payment Request Compensation Change Request One-Time Payment Request Stock Grant Start One-Time Payment Talent Talent Data Import Professional Profile (LinkedIn) Talent Review Start Potential Assessment Succession Planning Talent Pools Talent Calibration (report) Ad-hoc Goal Management Competencies Reporting (nBox, Find Worker) Contact Contact Change Legal Name Change Preferred Name Change Personal Information Change Edit Government IDs Edit ID Information Edit Other IDs Photo Change Passports and Visa Change Integration Integration Process Event Assign Superior Create Subordinate Create Workday Account Delegate Task Divide Organization Request Delegation Change Assign Roles to Worker Change Organization Assignments for Worker Change Organization Assignments for Workers by Organization Change Owner Change Visibility Owner Change Mass Event
Workday itself is a reporting tool. It has robust dashboards and a lot of reports are hyperlinked in the Workday tool, meaning you can click on a person’s name in the Workday tool and get more information about them. For example, if you are a Talent Manager, you can click on an employee’s talent information and dive deeper into the specific reports being generated by the Workday tool.
For greater, deeper insight into data, we are also going to deliver a tool called HR Business Intelligence. This tool will consolidate a lot of the different data and systems in the current environment. As you can see from the HR Business Intelligence graphic, we will be utilizing current HR reporting tools such as Bluebook and HROM. This is our big data solution within HR. We are going to grow our solution over time and this will be the data source for HR and like Workday, it is interactive and allows you to drill into information.
Building the full Workday solution is not going to happen overnight. It will be done in stages.
Release 1 will get us to base camp, and provide core functionality around core HR, compensation, benefits, talent, performance, and career.
We will continue to introduce additional capabilities through either Workday’s planned three-times a year releases, or our own releases … as you can see here … we have a second release of Workday scheduled for September 2014, where we introduce functionality associated with the FPR process.
Important to note that with regards to Workday’s standard releases, we are in close partnership with Workday on future capabilities/
In preparation for Workday, we have a comprehensive set of communication activities that are designed to both inform employees and managers about Workday and ensure that we are prepared for go live at the end of February 2014. For managers, this includes a webcast in early January to prepare managers for the new system, and communications to employees starting late January. As part of this, we will also provide managers and employees with access to live virtual training on how to get the best from Workday.
And of course, following go live, we will have support available through HR’s Contact HR support function.
Speaker Notes & More Context: Management of change is focused on delivering activities and experiences that drive the global adoption of Workday and enable transformation of HR To support the deployment of Workday into HP, we have in place an MOC team that’s role is to ensure that we deliver the activities and experiences necessary to drive the global adoption of Workday. Simply put, their focus is to ensure that employees can access and complete transactions within Workday on day 1.
You can see our approach to how we will manage the change on this slide. There are four distinct threads:
Leadership is concerned with ensuring that we have a clear set of MOC priorities with established accountabilities and measurement systems – in essence making sure that we are clear on the work that needs to be done. This includes: 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
Navigation is concerned with our engaging our stakeholders. This includes: Identify our BlueSky stakeholders and developing communication strategies to ensure that our stakeholders are informed and engaged. Establish a Global Change Network (GCN) and position both the GCN and HR as BlueSky Ambassadors
Enablement is focused on delivering communications and training at the right time and in the right way so as to drive adoption on and beyond go live. This includes Develop BlueSky Employee Experience plan; identify audience-specific communication and training activities to drive global adoption of Workday Facilitate development of supplemental regional/country activities 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
Post Go Live is focused on leveraging existing HR programs to ensure that we continually reinforce the use of Workday, as well as continued change activities. This includes: 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)