workday change management
DESCRIPTION
When introducing Workday into your organization, how you manage change is critical to a successful transition. While change is most often driven from a technology perspective, a successful change management program should be focused on the impact to strategy, business processes, and people. Increasing user adoption of Workday and improving how work gets done within an organization requires an intentional investment of effort.TRANSCRIPT
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Workday HCM Change ManagementInsights for a Flawless Transition & Maximum ROI
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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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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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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
Alliance Evolving Since 2011
Workday- NGA Partnership
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• 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
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Established Workday Partner since 2011
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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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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
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Stakeholder “Solar System”
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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
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Hot and Cold Map
Ability to handle change
HR
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Developing a Training Strategy
Build a Foundation for Learning:• Align Business Objectives with Learning Objectives
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Culture
Process
Infrastructure
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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
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• 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
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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
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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
Creating Training Foundations: Managing Future Change
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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
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Blended Communication Materials
Leaflet / Quick Card
Mouse Pad
Process Animation / Teaser
Poster
FAQ’s
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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
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How NGA Helps Our Clients
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Looking for more information
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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
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Thank You
23 15 May 2013Copyright NGA Human Resources. All rights reserved. 23
Appendix
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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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