Workday Change Management

Copyright NGA Human Resources. All rights reserved. 1

Workday HCM Change ManagementInsights for a Flawless Transition & Maximum ROI


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


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.

Copyright NGA Human Resources. All rights reserved.

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

4

Multi-Country Payroll partner

Payroll Connector

HRO /AMS partner

Continuous collaboration between both product teams on open issues and planned enhancements

Alliance Evolving Since 2011

Workday- NGA Partnership


• Interfaces and Reporting Management

• Workforce Analytics• Application Management• Release Management

• 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

NGA Services for Workday Clients

Service Center

System Services

HR Administration

PayrollProcessing

5

Established Workday Partner since 2011


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.

6


Change Management Methodology

DEPLOYDESIGNPREP. BUILDANALYSE OPERATE

Change Management Network Animation

CommunicationStrategy & Plan

Communication Design & Delivery

Training Strategy & Plan

Training Design & Delivery

Stakeholder Identification

Post Training

Post- Com

Stakeholder Engagement

Documentation Strategy & Plan

Documentation Design & Delivery

DocMain-tenance

Impact Analysis

Change MgmtNetwork Set-up

Ch

ang

e M

anag

emen

t A

pp

roac

h


Stakeholder “Solar System”


Impact Analysis

N°Stakeholders

Groups

Key Stakeholder

(Yes - No)

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


Hot and Cold Map

Ability to handle change

HR


Developing a Training Strategy

Build a Foundation for Learning:• Align Business Objectives with Learning Objectives

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Culture

Process

Infrastructure


Connecting with Corporate Priorities

Grow Our Business

Corporate-Wide Priorities Training Outcomes

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


• 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

• Create process documentation and tools

• Develop training materials

• Develop assessments

Solution Development

• Deliver training• Administer

assessments

Delivery

• Provide post go-live support

• Provide coaching and feedback

• Assess needs• Conduct refresher

training

Evaluation

Vision & Plan Architect Configure &

Prototype Test Deploy

NGA’s Workday Training Methodology


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

Best Practices


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

Creating Training Foundations: Managing Future Change


A Final Thought about Training Strategy

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Lack of Learning Culture Poor Processes or Infrastructure

Harmony of Training Foundations!

Resistance to Change


Blended Communication Materials

Leaflet / Quick Card

Mouse Pad

Process Animation / Teaser

Poster

FAQ’s


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.

LESSONS LEARNED


How NGA Helps Our Clients


Looking for more information


Looking for more information

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

http://resources.ngahr.com/

http://resources.ngahr.com/

22

Thank You

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23 15 May 2013Copyright NGA Human Resources. All rights reserved. 23

Appendix


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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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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Workday Change Management

Business

nga services

workday hris

workday strategic marketing

global workday training

payroll delivery

payroll system

training strategy

administrative support