workday simplify hr whitepaper

8/2/2019 Workday Simplify Hr Whitepaper

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Simpliy HR to Drive PerormanceLeading HR Organizations Share Their Strategies


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Global organizations must be responsive to market realities

to drive perormance, whether those realities are new

government regulations, healthcare reorm, business

model shits, or industry upswings and downturns.

Businesses achieve competitive dierentiation through

simplicity and consistency across the organization

while creating a culture o engagement and perormance.

By arming managers with tools that oer real-time

insight or unprecedented visibility into the workorce,organizations can now ensure alignment to the most

important initiatives and be agile enough to readily

absorb and adapt to external shocks.

Here are examples o dierent methods and strategies

several Workday customers have taken to drive perormance:

1. Empower Talent to Build a Competitive EdgeFlextronics, a leading electronics manuacturing services

provider with a global network o over 200,000

employees in 30 countries, believes talent is its dening

resource and competitive dierentiator. Hiring, retaining,

stang, motivating, and engaging its workorce is a

top priority. With a large geographical ootprint and a

commitment to entering emerging markets, establishing

consistency across key roles in the organization is important.

Flextronics is strategically implementing global consistency

across all positions while addressing cultural nuances and

regional laws. Retaining and hiring skilled talent with the

same leadership traits is essential to capitalizing on market

opportunities and realizing growth targets.

The company has visibilityby location and by roleinto

actual direct labor costs, turnover, experience levels, and

other attributes that help optimize decision-making while

achieving signicant nancial advantages with this type

o global insight. According to Dave Smoley, SVP and CIO

at Flextronics, The result was a savings in the range o

30 percent.

Flextronics took 80 systems and replaced them with

one system. By empowering managers with accurate

and real-time data rom a single source o truth, and

empowering employees with the ability to update their

administrative inormation, HR has achieved productivity

gains and can now ocus on more strategic organizationa

objectives. Flextronics is harnessing the power o the

cloud and an enterprise SaaS solution designed or

connectivity to implement its global workorce strategy,

resulting in signicant bottom-line impact and a

competitive advantage.

Our growth and dierentiation

are ounded on the talent

and eectiveness o our

workorce. The talent insight

that Workday provides has

enabled us to capitalize on

market opportunities and realize

our growth targets, giving us an

edge on the competition.

Denise Haylor

Vice President of Human Resources, Flextronics

Simpliy HR to Drive PerormanceLeading HR Organizations Share Their Strategies


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3. Implement a Single Source of Truth for Deeper,

Actionable Insight

With over 66,000 people in over 55 countries, Rentokil

Initial is a service organization relying on the commitment

and ability o its colleagues to deliver services and delight

customers. As a service organization, Rentokil Initial is

made up o great people with a shared mission, vision,

and three core values. The company upholds its employee-

identied values o service, relationships, and teamwork

with the transparency amongst colleagues, which drives

a culture o global collaboration and the creation o long-

lasting relationships.

With Workday as its unied global HR systemo-record,

Rentokil Initials HR team will have a single source o

actionable inormation about its workorce and be able to

be more productive and strategic. To ensure these goals

are met, Rentokil Initial is placing a greater emphasis on

support, tools, and training in order or the workorce to

do its job well.

As a global organization, it is

critical or us to have visibility

into our workorce worldwide

within one system-o-record.

Martin Sawkins

Group HR Director, Rentokil Initial

2. Use Visibility Into Real-time Data to Optimize

When Making Crucial Business Decisions

Chiquita Brands, the leading international marketer,

producer, and distributor o quality resh ruit, processed

ruit, and vegetable products, is continuously aligning

and realigning its organization to rapidly evolving

market needs. As Chiquita conducts business worldwide,

it maintains a large, distributed workorce o 23,000 in

more than 70 countries, making it a truly global company.

Chiquita has implemented consistency across the global

workorce by looking at real-time data or goal alignment,

compliance, perormance, and potential o talent by plant,

geography, unction, manager, and product group. With

accurate data in hand, Chiquita has been able to make

key business decisions on production and talent leading

to overall cost savingsincluding 30 percent savings in

system costs compared with on-premise options, and

$1 to $2 million annual savings in recruiting costs. In

addition, by using true labor-rate data to optimize where

work is produced, Chiquita was able lower their overall

costs by hundreds o thousands o dollars per instance

in manuacturing and arm production based on location,

labor, transportation, and workorce mobility.

With Workday, I can get a sense

o how our business processes

are working, in real time,

worldwide and in just a ew

seconds. That means I can spend

my day as an HR manager having

strategic, consultative discussions

with my business partners.

Jeni Fitzpatrick

Human Resources Director, Chiquita


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4. Implement Best Practices to Grow Your Global Brand

Four Seasons, a global, luxury hospitality company,

places a huge emphasis on its brand and people. Its

very important or the company to port its culture when

moving into new locations, because culture is critical to

the companys success. Its distinctive service is the most

important thing it can give to customerswhich means

the company must be able to mobilize its talent around

the world. Based on the Golden Rule, Four Seasons

culture allows its employees, wherever they are, to

rise to the challenge o servicing the needs o guests.

In order to accomplish that goal, Four Seasons must

have a singular ocus on its workorcethe company

not only keeps track o who its employees are, but also

what their needs are rom a development perspective.

In addition, Four Seasons tracks employees career

aspirations to learn how the company can satisy those

individuals internally.

Talent management is the real

business o Four Seasons. Wehave two things that provide us

with competitive advantage: our

brand and our people. When we

go into new locations, its vital

we bring our service culture with

us. Thats the most important

thing we deliver to our clients,

and so we need to be able to

mobilize our talent around the

world to provide stellar service.

Mary Sullivan

VP of Corporate Human Resources, Four Seasons

5. Simplify Operations by Fostering an Agile Workforce

As a leading specialty chemical manuacturer with

125 years o experience, H.B. Fullers reach spans the

globe. To promote a culture o innovation, collaboration,

and recognitionall while driving toward superior

resultsH.B. Fuller strives to keep its employees engaged

and challenged with the spirit o winning, the power

o collaboration, and the essence o courage. With

operations in our geographic regions, a workorce in 32

countries, and customers in over 100 nations, H.B. Fuller

needed to put in place a system with global capabilities

that oered unprecedented fexibility. Since implementing

Workday, H.B. Fuller executives have more time on their

hands, which allows them to ocus on customer needs and

strategically manage the workorce. Having instant access

to global HR inormation or better decision-making

through a unied business solution allows H.B. Fuller to

achieve signicant cost savings to aect the bottom line

and increase engagement rom the workorce.

Agility is key in people-centric

businesses. We no longer have

to limit our business strategies

by the infexibility o our systems.

Ann Parriott

VP Human Resources, H.B. Fuller


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6. Unify Your Organization Around a Central Mission

The companies in the Zappos amily pride themselves on

providing stellar customer service externally to customers

and vendors, and internally to their employees. Achieving

such a high level o satisaction is only possible through

aligning the entire organization around the companys 10

core values:

1. Deliver WOW through service

2. Embrace and drive change

3. Create un and a little weirdness

4. Be adventurous, creative, and open-minded5. Pursue growth and learning

6. Build open and honest relationships with

communication

7. Build a positive team and amily spirit

8. Do more with less

9. Be passionate and determined

10. Be humble

These core values drive all o the business decisions at

Zappos, including how to utilize technology tools. Zappos

is using Workday to provide on-demand transparency o

inormation to employees (core value #6!), and harnessing

the power o Workday integrations to eed other systems

throughout the organization, increasing eciencies in areas

like purchase order management and benets administration.

With a strong core, Zappos

develops its culture, brand,

and business strategies, while

ensuring the entire organization

is moving together.

Tony Hsieh

CEO, Zappos.com

About Workday

Workday is the leader in enterprise-class, Sotware-as-a-

Service (SaaS) solutions or managing global businesses,

combining a lower cost o ownership with an innovative

approach to business applications. Founded by PeopleSo

veterans Dave Dueld and Aneel Bhusri, Workday

delivers unied Human Capital Management, Payroll,

and Financial Management solutions designed or todays

organizations and the way people work. Delivered in the

cloud leveraging a modern technology platorm, Workday

oers a resh alternative to legacy ERP. More than

280 customers, spanning medium-sized organizations

to Fortune 50 businesses, have selected Workday.


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1.925.951.9000 | 1.877.WORKDAY (1.877.967.5329) | Fax: 1.925.951.9001 | www.workday.co

2012. Workday, Inc. All rights reserved. Workday and the Workday logo are registered trademarks of Workday, Inc. All other brand and product names are trademarks

or registered trademarks of their respective holders. WDSIMPLIFY-030712

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