HR Software: Workday
Products Implemented: HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Payroll,Absence, Time Management and Benefits
Company Size: 0 – 1,000 Employees / Industry: Advertising
Regions in Scope: North America
Level of Complexity: 8
Reviewer Role: Project Leader
Consultant Recognized: Adam McConnell
Project(s) in Scope: Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services
Systems Expertise 5 out of 5
Implementation Process 5 out of 5
Responsiveness 5 out of 5
Quality of Consultants 5 out of 5
Flexibility / Adaptability 5 out of 5
SPEED & COST
Speed vs. Expectations: Right on schedule!
Cost vs. Expectations: Exactly what we budgeted
SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work well, but our needs changed during implementation
Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team
What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
For Workday it’s beneficial to have someone at your company that has some familiarity with the product. The implementation partner did a good job of digging into our needs, but it’s impossible to completely understand the company and it makes it easier to “translate” between the Workday tech speak and the business.
Ask questions, ask a lot of them. Dig into the weeds. Get your coordinators and analyst level individuals involved early. They’re in the system day in and day out and will identify areas to ask questions that you hadn’t even considered.