1. Planning Your Workforce During Turbulent
Times

2. Planning Your Workforce During Turbulent
Times
The Looking Forward with Workday webinar series is evolving to give you insight into
how Workday can support your organization as you respond to the changing needs of
your employees and your business during this challenging time.

3. Housekeeping Items
Help Slides Media Player Q & A Resource List Speakers

4. This presentation may contain forward-looking statements for which there are risks, uncertainties, and
assumptions. If the risks materialize or assumptions prove incorrect, Workday’s business results and directions
could differ materially from results implied by the forward-looking statements. Forward-looking statements include
any statements regarding strategies or plans for future operations; any statements concerning new features,
enhancements or upgrades to our existing applications or plans for future applications; and any statements of
belief. Further information on risks that could affect Workday’s results is included in our filings with the Securities
and Exchange Commission which are available on the Workday investor relations
webpage: www.workday.com/company/investor_relations.php
Workday assumes no obligation for and does not intend to update any forward-looking statements. Any
unreleased services, features, functionality or enhancements referenced in any Workday document, roadmap,
blog, our website, press release or public statement that are not currently available are subject to change at
Workday’s discretion and may not be delivered as planned or at all.
Customers who purchase Workday, Inc. services should make their purchase decisions upon services, features,
and functions that are currently available.
Safe Harbor Statement

5. Workday Confidential
Scott Guinn
Product Marketing Director,
Workforce Planning & Analytics
Stephanie McNally
Senior Solution Consultant,
Planning

6. Agenda
01 Transforming HR for the Agile Business
02 Data Insights: Where Better Decisions and Plans
Begin
03 From Where You Are to Where You Want to Go
04 Demo: Workforce Analytics and Planning
05 Key Takeaways, Impact of COVID, Q&A

7. Transforming HR for the Agile Business

8. Agility Is Key to Business Success
Global
Competition
Data
Explosion
Digital
Disruption
Changing
Regulations

9. Agility Is Key to Business Success
Digital
Disruption
Data
Explosion
Global
Competition
Social and Economic
Disruption
Changing
Regulations

11. From Hiring
Frenzy to
Health and
Employment
Crisis
#1. Reset Work: Make the digital workplace thrive.
#2. Reset Budgets: Simplify, do less with less, make
work easier.
#3. Reset Leadership: A new focus on empathy and
understanding.
#4. Reset Trust: Take it seriously and learn to live by it.
#5. Reset HR: Come together and operate as the
heroes we need to be.
Source: https://joshbersin.com/2020/03/the-big-reset-making-sense-of-the-coronavirus-crisis/

12. The Need to Know Your Talent is Essential
Role Time Cost

13. HR’s Digital Transformation:
Insights Are Key to Better Decisions and Plans
Head Count
Learning
Compensation
Engagement

14. It’s All About Making Informed Decisions and Plans
Act on
Those
Decisions
Plan
Better
Decisions
Accelerate Success
with Data Insights
Business
Strategy
Workforce
Planning
Workforce
Management
Talent
Optimization

15. Better Decisions Begin with
the Right Insights

16. BETTER
DECISIONS &
PLANS
The Analytics Journey
AUGMENTED
ANALYTICS
SELF-SERVICE
DELIVERED
CONTENT
EXTERNAL
DATA
The Analytics Journey

17. How is this new normal impacting
employee well-being?
How are skills needs and gaps
shifting?
How are talent shifts impacting span
of control?
What is the cost of furlough vs. layoff?
How can I retain my top performers?
Top of
mind in
our new
normal.

18. How is this new normal impacting
employee well-being?
How are skills needs and gaps
shifting?
How are talent shifts impacting span
of control?
What is the cost of furlough vs. layoff?
How can I retain my top performers?
Assessing skills strategy
Tracking high performers
Monitoring workforce costs
Understanding employee experience
Evaluating organization shape
Workday
Workforce
Analytics

19. From Where You Are
to Where You Want to Go

20. Workforce Planning: Aligning your People to
Your Business
Head Count and
Cost Planning
Strategic
Workforce
Planning
Talent
Planning
Compensation
And Resource
Planning

21. Analytics and Planning the Employee Journey
Talent Acquisition
•Talent requisition
•Talent sourcing
•Recruiter bench
•Recruiting pipeline tracking
Retention
•Retention programs
•Compensation
•Retirement support
Organizational Deployment
•Head count & cost
•Resource & capacity
•Organizational design
•Mergers & acquisitions
Learning and Development
•Skills capacity
•Learning program
•Career path
•Succession
PLANNING
ANALYTICS

22. Company-wide Workforce Planning Maturity
Headcount and Cost
Planning
•Workerdatagranularity
Resource Planning /
Org Modeling
(role-based)
(role-based)
Strategic Workforce
Planning
Talent Planning
(skills-based)
•Planningfunctionality

23. Use Case: Headcount and Cost Planning
FinanceHR

24. Use Case: Resource Capacity Planning
Workforce
Planner
Business
Leader
Talent
Leader

25. Use Cases: Strategic and Skills-based Workforce Planning
Mobility
Recruiting
Talent
Training,
Up-skill
Automation,
Bots and AI
Financial
Assumptions
Market
Data
Skills
Availability
Recruiting &
Onboarding
Skills
Cloud
Contract
& Pay
Robotics
Renewable
energy
Commerce
platforms
‘Last mile’
logistics
Translation
People
management
Visual
production
Sales
leadership
Adaptive Planning
Blockchain
Talent
Supply
Strategy
Demand

26. DEMO
Workforce Analytics & Planning

27. Demonstration
Analysis of Current Workforce
Foundational - Managing Skills
Workforce Planning

28. Workday Adaptive Planning
for the Workforce
Use
Insights to
Develop
Better
Plans
• Powerful
modeling
• Company-wide,
collaboration
• Continuous
planning, with
a focus on
experience

29. Workday is helping [a healthcare provider] access
reporting and analytics for workforce data instantly
(this would have previously taken 3 days to prepare)
in order to support urgent response in critical
situations.
Healthcare Provider

30. Proven
Success
FTE demand
(workload target),
FTE supply: bottom-
up, allocations
More collaboration
+ More empowerment
+ More accountability
Distribution &
movements,
Gap analysis
(Actuals to Target,
Plan to Target)
Talent planning:
Risks, opportunities
& actions

31. Model capacity
based on revenue
produced per
billable fee earner
Continuous,
active planning for
immediate operational
adjustments
Model new
expansions and new
practice areas, with
ramp up time and
revenue impact
Identify the true
drivers of the
business
“We now model the
full business impact
of opening a new
location or adding a
practice area.”

32. Better in SuiteBetter in Suite
One
Experience
One Source for
Data
One
Security
Put your workforce plans
into motion. Continuously.
Collaborative
Comprehensive
Continuous

33. Key Takeaways
Plan your future workforce
down to the skill level, for any
economic environment
Connection
Collaboratively and
seamlessly plan, execute,
and analyze for continuous
workforce planning
Gain needed insights to
make better decisions and
plans
Agility
Insight

34. Return to Workplace and Emerge Stronger Framework
Respond Swiftly Recover Mindfully Emerge Stronger
Workplace
Workforce
Work
5 Ensure Safety
4 Open the Office
3
Prepare the
Building
2
Plan Safe
Workplaces
1
Enable
Remote Work
6
Enable
Productivity
Enable
Productivity
6
Enable
Productivity
5 Ensure Wellbeing
4 Enable Employees
3
Prepare
Workforce
2
Understand
Sentiment
1
Identify Worker
Status
Work
Workforce Workplace
Strategy

35. Thank You