Posted by Dan Sundt on October 25, 2011
My topic today at Workday Rising 2011, presented with clients from CareFusion and Applied Materials, is how Workday enables a variety of HR service delivery models, with particular emphasis on shared services and outsourcing. Also being discussed are some of lessons learned by CareFusion and Applied Materials from their implementations and operating a HR Service Delivery model that is enabled by Workday.
Many organizations that have implemented Workday as their HCM solution are having to face undertaking HR Service Delivery transformation to meet the demands of their growing business. While Workday as a solution is scalable and adaptable, the same “elasticity” cannot typically be applied to the way an organization delivers HR services as a whole. Changing an organization HR Service Delivery model is a large undertaking and organizations most often look to outsourcing certain functions and/or implementing shared services to meet the growing demands of their organizations.
HR will typically retain key strategy and planning functions in house (such talent strategy and workforce planning, total rewards strategy and program design, learning development, labor strategy and relations, vendor governance and overall HR strategy and policy design), many, many more functions are prime candidates to be added to shared service centers (SSCs) or be delivered through an outsourced provider. Benefits administration, recruiting and staffing services are exhibiting the strongest growth within shared services and the HR outsourcing market and with good reason. Companies can typically save 15-40 percent on HR labor costs, reduce cycle times and improve generalist-to-employee ratios. (See Deloitte’s 2011 Global Shared Services Survey Results.)
So as much as Workday is a critical element in enabling HR to deliver superior services and results, organizations must align (and/or transform) their HR service delivery models to maximize the value their Workday implementations.
|Dan Sundt is a Senior Manager in Deloitte Consulting Human Capital Practice. Dan has over 10 years experience, focusing in human resources operations and technology consulting, with a specialization in HR SaaS Solutions, HR service delivery, HR outsourcing advisory services, HR process design and HR technology.|
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.