Challenge
Human resources leaders at a global media and entertainment company were hearing negative feedback from employees on their experience using Workday. User survey insights revealed usability, data accuracy, consistency, and integration challenges. Years of customizations, manual workarounds, and technical debt meant that 50% of new Workday functions and features couldn’t be adopted, preventing employees from using key workflows to their fullest potential.
With over 7,500 employees working across 35 countries, human capital management (HCM) was essential to this organization’s success. Executive leadership turned to Point B as their partner, aiming to eliminate technical debt, standardize core processes, and rebuild employee confidence in the Workday system.
Opportunity
In addition to a fully deployed Workday solution, the company aimed to gain a complete view of its workforce by redesigning global, end-to-end HR business processes and updating critical finance and payroll system interfaces. Their total workforce included employees, contingent workers, subsidiaries, and other teams requiring access to their environment. Post-deployment, Workday user training and access management needed to extend appropriately across each of those groups.
In addition to process work and workforce visibility, HR leaders eagerly awaited the ability to enable:
- Employee and manager self-service for standard HR functions
- Retirement of several duplicative systems
- Simplified ongoing maintenance processes
Approach
Point B’s Media and Technology team’s deep industry expertise, HCM best practices, and nimble, collaborative approach made us a natural partner for this global Workday deployment. An empowered cross-functional team worked across 9 core HR functions - including Recruiting, Compensation, Absence, Performance, Projects, Time Tracking, Security, and Reporting - with regional leads in place to ensure global representation. High-touch investment from Point B’s executive-level steering committee ensured visibility and strong project governance from start to finish.
Implementation
Our approach consisted of 5 phases with an agile layer on top of standard Workday implementation methodology:
Plan
Align decision makers, define key goals, finalize scope and schedule, and establish governance processes
Architect & Configure
Define processes, build the framework and foundation, and configure Workday
Test
Execute test scenarios, confirm solutions, develop change messaging, and plan for Go-Live
Deploy & Stabilize
Reinforce change through end-user training and measure progress through feedback
Project Outcomes
The company’s Workday deployment took place on time and under budget. The company widely recognized it as one of their most successful projects.
Wins for HR leaders and employees included:
- Reduced technical debt, eliminating over 50,000 calculated fields
- A best practice security model, eliminating thousands of unnecessary security profiles and enabling the fast adoption of new functions and features
- 31 redesigned global HR processes across 16 workstreams, improving standardization
- Increased levels of integration (100+ integrations), resulting in increased automation
- Maximized user adoption through a differentiated change management approach, improving employee understanding of the technology investment and increasing confidence in the system
- A full workforce view across employees and contingent workers, simplifying workforce-related forecasting and budgeting
- Ongoing employee and manager self-service, reducing HR support costs
- Improved data consistency and quality, boosting user confidence
“We are so happy we partnered with Point B. They have been some of the best change management resources I have worked with in my career.”
SVP of People & Organizations Transformation
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