HR Software: Workday
Products Implemented: Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Performance Mgmt /Succession Planning Specifically
Company Size: 1 – 5k Employees / Industry: Finance / Banking / Insurance
Regions in Scope: North America
Level of Complexity: 5
Reviewer Role: Project Leader
Consultant Recognized: Eric Orgen and Ghada Haddad
Project(s) in Scope: Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services
Systems Expertise 4 out of 5
Implementation Process 4 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: 1.25x the time we expected
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?
Regardless of the size of your firm, request that you have a solutions design consultant as part of the SOW build out, as the sales team representing our size firms was not well equipped to appropriately build and execute the SOW for our company. The SOW discussions took as long as the entire implementation project, and the process was remarkably improved once we escalated from the Sales team to other connections in the company. Our company also uses OSV for payroll tax services so we were not an unfamiliar client to OSV.