Designing for a Global Enterprise for 50,000 (or 5,000 or 500)

Designing for a Global Enterprise for 50,000 (or 5,000 or 500)Posted by Zahava Kahan on October 26, 2011

Today at Workday Rising 2011, I’m co-presenting with colleagues from Thomson Reuters and Workday about the global/local design for Thomson Reuters’ HR Transformation for 55,000 employees in 100 countries. We’ll cover the importance of thoughtful global design, the value of socialization, pitfalls to avoid and new leading practices. If your company happens to be contemplating or in the midst of a similar effort, I’d be happy to share the details of our presentation with you. But even if your efforts to implement new technologies or new ways of working are smaller in scale, many of the same practices and lessons apply. For example, creating (and living by) business process design principles:

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Workday Rising…to the Cloud

Workday Rising…to the CloudPosted by John Malikowski on October 24, 2011

I’m here at Workday Rising 2011—filled with people who have embraced cloud-based computing and the software-as-a-service (SaaS) model for their business. A number of factors have converged to make this technology particularly attractive for HR — the ability to enable broader transformation efforts, advance HR’s strategic position as a valued business partner and raise the bar for ongoing HR service delivery. So if you haven’t yet explored the possibilities, or haven’t done so lately, now is an ideal time.

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Peeking Ahead: HR Service Delivery in 2015

Peeking Ahead: HR Service Delivery in 2015Posted 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.

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