Name: Workday GO for Growth Summit Virtual Edition
Uploaded: 2025-12-17T18:16:06.380Z
Duration: 58 min 56 s
Description: Workday GO for Growth Summit Virtual Edition

Transcript for "Workday GO for Growth Summit Virtual Edition": Hello, everybody, and thank you for your time. And welcome to the Workday Go For Growth Virtual Summit. Today, I'm gonna walk you through an action packed agenda for the next hour or so. We're gonna recreate some of the magic that happened at the San Francisco Rising event. I'm gonna start by introducing everybody to what Workday Go is and the value of it. You're gonna get a little taste from Diane Brady, from the executive editor of Fortune. She's gonna give you a taste of the interview from some members of the Fortune Future fifty, and we're gonna have a live conversation with some Workday Go customer as well as a Workday partner. And before we get into some q and a and wrap up, you're going to be able to see Workday and the Workday Go offering in action. So let's get into it. I'll be your emcee for today. My name is Mark Weintraub. I lead the product marketing marketing efforts around Workday Go here. Been working with enterprise software for a really long time. I'm super excited about what we as Workday are able to do and bringing the value to organizations of all sizes. So let's see what that actually means for you. Small business waits for no one. There are always new people to develop, new things to make, new goals to crush, like that one. To continue to grow, you need an AI platform that simplifies HR and finance today so you can go big tomorrow. I said big. Better. That's why we designed Workday Go. The full power of our AI platform at a price that's right for you. You bring your passion, your expertise, your big ambitions. We'll take care of the rest. We make simplifying your business simple. With HR, finance, planning, and payroll on one AI platform, you'll never outgrow. Not even then. So you can stop juggling multiple systems and focus on running your business no matter what's next. New products, new markets, new employees, Workday is here to help you go. Our AI is built in from the get go, simplifying the way you work and helping your team get more done, delivering enterprise power without the enterprise price. With preconfigured deployment packages that fit your budget to get you live fast and the ongoing support you need to keep creating value. Go for simplicity. Go for growth. Go with Workday Go. That's pretty exciting stuff. So let's dig into a little bit of what Workday Go is and why it matters to you. So first, I actually need to show you this slide. It means I'm going to touch on a couple of vision items and share a few product roadmap points. And what it really boils down to is you should make purchasing decisions based on what is available today. So speaking of today, technology is changing everything. And we know this. It's changing how we live. It's changing how we work. And it's changing how you're able to run your business. And organizations that effectively use technology are going to adapt and are going to work differently. And applying technology in the right way to your back office is gonna allow you to simplify everything. And when you're able to do this, you're gonna be able to drive efficiencies and be able to not get bogged down by manual tasks. You're gonna be able to take advantage of AI so you can do more with less. And this is gonna allow you to be ahead of the curve and attract the best and brightest talent. But, unfortunately, when it comes to addressing your back office needs, midsize organizations are left with really an impossible choice. You have to make these trade offs between cost, quality, and scale. You know, your fixed budgets and limited resources meant it was really hard to get all three when you were looking at back office software. You know, big businesses, they tended to always get what they wanted. But as a midsize organization, it you had to compromise. And Workday, we set out with Workday Go to address this. So imagine if you could could run your business without making these trade offs. You could get the best enterprise leading quality software solution that your organization deserves, you know, with leading AI, without high cost in the terms of the people you need to run it, the money that you need to spend on for it, and the time it takes to to manage it and implement it. And you could also get scale with simplicity and confidence that you're gonna be compliant. That's what Workday Go is. That's Workday's enterprise AI and data platform that brings simplicity to organizations like yours. So Workday Go gives you all these capabilities that you need so you can go live on time. So the capabilities for simplifying HR operations, paying people on time, engaging employees through better experiences, all for and through optimizing processes with AI. So think about core people processes, like HR, recruiting, time tracking, absence management, benefits, all baked in. Global managed payroll services is a new part of Workday Go. And so now you can manage people in over 50 countries. And this is all through Workday. It's all all on the Workday tool that I maybe wasn't sharing my screen. Sorry about that. We're sharing my video. The this is all through the Workday tool that you get all through Workday, all through the Workday interface, and all through one experience. So this is, like, the best case for you so you don't have to bounce around between different systems. And, of course, we want you to go live. You activate quickly on a sync so you get rid of all these back office headaches. So you'll get a partner with Workday that'll get you on this customer journey. So you'll be able to go live fast. We have preconfigured solutions and AI led deployments that give you the confidence so you get a rapid time to value. And Worki is not rigid. So you can easily tailor the solution and adjust it after activations for your specific needs. And you're not gonna have to have a ton of resources to do this. You can also add capabilities as needed to meet your needs as they grow in the future. And you're going to have the support from Workday as well as our partners to augment your staff, ensure that you get the most out of Workday as you go through your journey. So now let's quickly talk about who actually benefits from Workday and Workday Go. So at North America Rising in San Francisco, BCG unveiled their twenty twenty five Fortune Future 50. So each year, work BCG and Fortune, they team up, and they assess what they call an organization's corporate vitality. And this is how they measure an organization's ability to deliver long term growth and success. And they have a really rigorous methodology. They look at 10,000,000 different data points, and they calculate 25 different metrics based on this. And they look into a lot of different dimensions of an organization, and they come up with their list. And so not only do 76% of the current Fortune fifty use Workday, we were lucky enough to have top three of the list at our event in San Francisco on a panel. Let's take a peek at what they had to say. Today, we have the top three winners of the future 50 list here with us. Snowflake, Databricks, and Salonus. And one of the things that we are fortunate at Workday to know is that these companies have all been Workday customers for quite a number of years. So we've supported their growth, not of only those companies, but of a large number of the companies on the feature 50 list. And I think that's really, really exciting. Awesome. Well, thank you everybody for joining us. I'm very excited about this conversation. And we do have, I guess, say one, two, three excellent companies. You've been on the list before in some cases. I wanna talk let's talk a little bit about what brought you here, but I wanna start on a personal level. Also, how you came to the company and give us a bit of a sense of why you see future readiness as well. So I'm gonna start with you, Brad, because it's your birthday, and Snowflake is number one on the list. So I mean thanks for joining us. Yeah. I mean, future readiness can mean sort of many different things, I think, to people. But just in terms of what we're seeing now in terms of AI, I'm I mean, I'll equate this to I'm a surfer. I I like this sort of analogy. I think of surfing as sort of, like, the the product and the company you've built is your surfboard, the the people that you have is the surfer, and then there's a wave coming. Right? That'd be kinda like the industry and what's going on and what we're seeing now certainly in terms of AI kinda being this sort of monumental wave that is approaching us. And so as you think about sort of future ready, right, you're gonna see people, established companies, great surfboards, great servers who crash out because it's this monumental sort of wave. And so as you think about sort of being future ready. Right? It's about, you know, you as a person, have you, you know, have you gotten very bored? Have you got the right people? Have you got the right sort of strategy? And, really, when you're trying to deal with something as as big as what it is with AI coming or, you know, not really coming, but here, you need to have sort of solid execution. Right? You can't make any mistakes or else you're going to be displaced by, you know, all the other sort of startups that that might be here today. We should point out Snowflake is not a surfing company but a data cloud company, and you've been there for how long can I hear you? Inconsistent theme. So I know that snowboarding, but, you know, the wind course in life. I I like that. So let's go to you next, Amy. Yeah. I am Wade and Briggs. Joined Databricks when we were 500 people, and now we're about 10,000 over the last six years. So it's been an incredible ride. But part of what I saw at Databricks when I first joined was this, like, incredible combination of three things, which was this amazing market opportunity, the level of innovation was incredible, and the level of talent was the best I'd ever seen. And I think we've all had environments that we've worked in where you have a few of those ingredients, but they don't come together at the same time. And so for me, that was what Databricks was in the early stages. And I also have always been a builder, and the people function when I joined didn't really exist. So it was the opportunity to build it from the ground up and, and do it in an environment that was growing faster than anything I had ever seen. So it's been Well, we're gonna talk about talent density in an age of AI, which is fascinating. Yeah. Salonist is not a company that necessarily everybody's heard of. So talk a little bit about that and your role within it. Yeah. Of course. So I'm the chief legal and trust officer, and I get a lot of questions of what does that even mean. So you're a lawyer first. And but I'm I'm more than that, and I think trust is at the pinnacle of it. So we are a process intelligence platform. So simply said, we take an X-ray of your systems, show you where your inefficiencies truly are, how your systems are actually working, so system agnostic across all of them, and then help you fix it. And leveraging AI today, of course, is critically important in accelerating that and helping your businesses scale and grow. So I started at Slowness in 2021. I like to tell this story because when I was approached to come join them, they they said we're about 800 people. I said, great. I ended up accepting the job. By the time I got there three or four months later, they were at 1,100, and we're now at 3,000 something today. So hyper growth, Decacorn, they called us out of Munich, Germany, entered the North American market in 2016, so really an acceleration of growth and can resonate a lot with, I think, a lot of you in this audience who are probably closer to our stage or even earlier in the process. And Well, and the list is across 3,000 companies, so it's incredible to have the three of you here because that I wanna go to Kettle next because you're lead coauthor on the research we've done. I'd love you to talk first of all a little bit about how this all came together and those four dimensions that you look at as being critical for success. Sure. So most rankings or most sort of assessments that's being done out there in the market are always basing things on historical performance. So this all started by a question from Fortune to to one of our sort of leading strategist. Is it possible to create something that is predicting and identifying gainers of the future? So we've been battling with this. We've been sort of renewing and improving the methodology over the years. I think we now are in a really, really good spot. We have more than 3,000 companies, public and private, in a database. We are measuring, as you said, 10,000,000 data points plus across 25 variables on the dimensional strategy, technology, people, and culture as we've also sort of been handing out the awards. So I'm very happy with the research. And Well, so that was really cool. That was just a taste of a great conversation that happened in San Francisco. And they started with talking about what it means to be future ready. And the panelists go into those four different vectors of people, technology, culture, and strategy that are critical for current and future success. And you will get a link to the full recording that you can check out at your leisure. So now I have the pleasure of talking to one of our amazing customers who's excited to share their story about adopting and growing with Workday. Nikki Witherspoon from Raven Aerospace. Welcome, and thank you for joining me, Nikki. Hello. Hi. And I'm also excited to have with us Barry Flanagan from Remote. Remote is an organization that Workday has just expanded its partnership with to deliver managed payroll services as part of the Workday Go offering. Thank you for being here as well. Thank you very much, Mark. Pleasure. Great. So let's get into it. So, Nikki, what drove you and Raven Aerospace to Workday? And in particular, what attracted you to the Workday Go activation approach? So the biggest thing that hit us, we are a small government contractor. And being small, we don't have a lot of time, we don't have a lot of resources, you know, money is tight regardless of what size company you are. But what came down the pipeline from good old Uncle Sam was the CMMC requirement, and that was a no brainer there. Like, we we could not not reach that. And so with that comes a short list of companies that you have access to. And Workday is the one that stuck out. I tell this story all the time how I reached out, and I thought that the salesperson was going to laugh right in my face because of how small we are. And I got the opposite reaction, and they actually embraced us with open arms, gave us so many different solutions. And the biggest one that kinda caught my attention was how rapidly we could get up and moving. I'm extremely impatient. And again, having a small company and I don't have a lot of assistance, it's me and my assistant and that's it. We had three months to get up and going and that was it. And there was no if, ands, or buts. We needed to do this and I was given the thumbs up and said that we could make that goal happen, and we did. That's amazing. And so for us, not nongovernment contractors, the CMC CMC request or, what what. is that exactly? It is a cybersecurity maturity model that, I mean, you don't even want to go there. Okay. It's a lot. It's a whole it's a high bar. list of things. Yeah. And and we don't laugh at our customers. I mean, we're so I'm so glad we got to work with you on that. Barry, over to you. So there's a lot of US based organizations that they they have employees outside of The US, international employees, and and global payroll becomes a really big source of complexity for them. So from your perspective, what are some core challenges an organization like that runs into as they start trying to activate global payroll, trying to take care of not just their domestic people, but their international employees when they're trying to do that for the first time? What are they hitting? Sure. It's it's almost difficult to know where to start, Mark, because it is such a complex space, because there is such a high degree of complexity across the board when you, start to to consider the international implications as opposed to just simply domestic. And the the obvious challenge and the obvious reason for this is the disparate nature of the markets and the jurisdictions that you're going to be involved and engaged in. So clearly, there's going to be language barriers. You've got disparate and discrete jurisdictions that you're going to be in with different languages. Clearly, there's going to be, cultural barriers. There's going to be different service levels, and different approaches being used in different countries. You've got different systems. You've got different outputs. When you're talking about something as fundamental as payroll and you're trying to manage the complexity from all of those differences, which are exponentially increased with every single jurisdiction you go in. It's not just that you need to know one more language, it's also that you need to format one more report, so you need to format integrate one more system. With all of this huge degree of complexity, you can see how very clearly the lack of consolidation is the major complexity and the major challenge that companies face when expanding internationally. Now how that lack of consolidation really manifests is in three key areas. It leads to cultural issues, it leads to compliance issues, and it leads to control issues. So first of all, cultural issues. Again, if you're managing an international workforce, you have to deal with the fact that those employees who are your employees, culturally, there can be differences there, and there can be country managers who might want to retain control of a global payroll of a a domestic payroll system. So that's something to overcome. It's very clear that you do need to bring people internally on the journey with you. Then if you're outsourcing that function to another jurisdiction, you then also to another company in that jurisdiction, you then need to make sure that they are compliant. You need to make sure that they fit with what you want from them, and ultimately, you can be left with very disparate service levels between different patchwork of international providers who all give you different formats, all give you different reports. So it's about that consolidation, which then gives you what I mentioned, the last one that I mentioned, which is control. You need to ensure that you've got a compliance solution that you can control and that is really what Workday Go enabled by remote will empower. So let's continue on that real quick. And culture, compliance, control, when an organization recognizes these, you have remote has and is bringing to Workday this multi country managed payroll service. Organizations can adopt this and become compliant, but how does it marry with those three c's? And especially on the control side, it seems like there's a little bit of a conflict between that. You're giving out a managed payroll service, but then, you know, you still get control. Help me ration help me square that circle. Absolutely, Mark. It's it's probably a good idea to compare and contrast a couple of different models that are out there with the Workday Go, and remote model, and see how it is that you can begin to achieve and and take back a lot of that control and ensure that you do have a centralized, uniform, single pane of glass, which is what ultimately gives you that control back. So most of the models that are out there in the market at present are either companies are outsourcing on an individual basis to companies in, third party providers in jurisdiction, and therefore, they have a loose patchwork of, providers. Or, alternatively, they might be using one single company who is, an aggregator, a global payroll aggregator. So you actually only have one company that you interact with, but effectively, all you've done is just introduced a middle layer, and that other that company then has that patchwork of international, third party providers, and they are trying to manage the complexity in your behalf. Now that can, you know, provide some, assistance and some, improvement in the short term, but typically that is not anywhere close to the degree of control that you get when you engage with the Workday Go remote model. So the major difference, for this model is that number one, you have one single pane of glass. You are only interacting with your Workday Go platform and everything else is embedded. Everything else happens in the background. So you have now gone from having multiple vendors for HRAS, HCM, payroll, and all of the different services that you highlighted at the start to just simply having one, one single platform to engage with. It's one unified solution. The second key difference to this is the difference between remote and those global payroll aggregators who outsource the ultimate processing is that remote is in house. Every jurisdiction that we provide a solution for, we are in house, and you have remote employees processing the payroll. It guarantees consistency, guarantees knowledge of you, of your payroll, of your company. They are the same processors on a monthly basis or periodic basis if it's biweekly, and they are under our control. They are our direct employees. So effectively, that control aspect of it is retained, and you regain a lot of that control by virtue of the fact that you have that single pane of glass. You have, and also you have a unified processor who actually engages and employs each of the processors and the end users in each jurisdiction. And the final way that this really marries up beautifully is the fact that we can leverage the very latest in the Global Payroll Connector, the GPC integration, meaning that information flows directly and automatically and validation is automated on our end so that we get the best quality feed of your information, which is what guarantees the timeliness and accuracy levels at the highest in the industry. That sounds great. So Nikki, talking about leveraging Workday, Barry was talking about leveraging GCP, but just leveraging Workday as a whole, you've had a really exciting journey. So how can you share some of the lessons that you've learned with people in the audience and help them set themselves up for a great experience as they're trying to activate and adopt and grow their Workday? Absolutely. It can be intimidating. From the outside looking in, can be intimidating. It's a large robust system and, you know, especially again coming from the smaller side of the ecosystem, it looks like a huge mountain to crawl over by yourself. And I will say that the biggest tip I can I can go for I don't care what size company you are? I always say start at the end. Where are you trying to go? What do you want the data to show you? Start from there and work your way backwards. That way you can ensure you don't miss anything. You know? You can make sure that you're capturing everything that you wanna capture. For instance, I went to my CEO. He he preaches and screams about dashboards. I want dashboard, dashboard, dashboard. Great. What do you wanna see? You know? Get that list of data. Go to all of your department heads, all of the the the different stakeholders. What is it that you want to see? Start that. Take that back to your deployment team. This is what I need. I guarantee you they will get you there in a manner that suits your business. That's the one thing that I absolutely have fallen in love with Workday is it suits you. It's customizable to what you need. So although we're all using the same base platform, the the different functionalities in there and the things that we can easily turn off and on and VPs and everything like that, it makes it custom to us. And that's the part that I I will sing its praises until the cows come home. So I I absolutely love that piece of it. So I always recommend start from the end, the the ending results, and work your way back. And then the other one is going to be use your community. There's tons of us out there. I I I spent my first, you know, week over there at Rising this this past time, and I saw every type of company out there and interact with with with other customers, learn lessons, learn I I we we've met people who we still engage with to this day, you know, people that are down the street from where we're at here in Houston, and we interact and they're like, oh, well, did you learn this? Did you ever do this? No. That's a good idea. Oh, well, come to my office and, you know, we can talk about some things and what works for us and, you know, what's working for you. And that's the great thing. The community within Workday is going to be the the unsung heroes of of this whole party here. Right? We're all using it. You can learn from other people that have gone through it or are going through it with you now. And then there's also a Workday community, a legit Workday community. Use it. Those are real people that are going through what we're going through at the very same time or have already gone through it and learned a lesson. So, those are my two my two big ones. Learn from those who are already going through it or going through it currently and then start from the end and work your way backwards. I love it. Thank you for that. So Barry, back to you. As companies continue to grow their global footprint, what kind of outcomes can they expect, or what are you seeing from remote customer base and from your past experiences? Are there data points that illustrate some of the benefits organizations can get from a global payroll service? Absolutely, Mark. I think it's it's really important to recognize what Nikki said there about customization, about ensuring that, this solution works for you. And that ultimately has to be the the absolute benefit that you get from a solution like this. And that is the real true test of it. In terms of of data points, the the industry will be looking for for two major things. It's accuracy and timeliness in your global payroll processing. And we can achieve the highest levels in industry with the current solution that we have. You are guaranteed an accurate payroll. You're guaranteed that it comes through on time. How that then compounds and the benefit that you get additionally from that through the additional time that you get back from not having to spend it on corrections, not having to spend it on prep, not having to spend it on on preparing additional data to go to a third party provider because everything that comes to us comes via the GPC Connector in Workday Go platform, is we see a massive reduction in compliance related penalties and fines. That's an impact on your bottom line. That's an impact on something that really, really can have a huge influence on the cost and control that you have of your global payroll. So we see up to 90% reduction in the penalties and fines that companies have incurred through use of solutions that aren't as unified and that do have these language barriers and compliance issues as well. Processing time is the other major benefit that we can point to as well. Overall, in last year, when we last went to market to test this, we're seeing a 40% reduction in processing time. Again, that gives your team back additional time to focus on more value add activities. Some companies report that they're able to reduce headcount. And a lot of that headcount reduction, though, is just simply a refocus of existing people to much more value add activity, to more prescriptive forward looking analytics and review, which is enabled by the reporting functionality, rather than just simply trying to verify compliance and trying to ensure and get back to an accuracy level, which is where they should have been at in the first place. That then manifests itself in expansion with us and with the product as well. And that's the true test of is the product really, really serving the market. So there are some of the data points that we highlight and want to highlight back out to the market as being how you will see this impact when you engage the solution. That sounds great. Faster and better. You know, Who can argue with that? Nikki, going back to you and going to hit you up with a question and then ask you to double click on a couple of things that we're getting in the Q and A real quick. So this question is talking about benefits. Highlight what's been your biggest benefit or takeaway from activating and now being live with Workday? Time, time, time, time, time, and time again. Time. Again, small company. I'm gonna keep preaching that. We're a very small company. I don't have a team of five, six, seven it's me and one other person. We have done the entire deployment. It has just been us. Okay? And in in addition to the deployment, we still have our day to day operations to, you know, to get done. We still have people to pay. We still have people to recruit and and get onboarded and regular business and contracts and all the all the things that come with being one of a a government contractor. Know, life didn't stop because we went to Workday. It just got a little bit more complicated in the beginning and that was because we were learning. But guess what? Like, our payroll, that was our that was my biggest thing that I was looking for a solution for. Our payroll was taking us way too long. It was taking over two weeks to process payroll. And we're a small company. Two weeks is ridiculous. I'm sorry. We've gone down from that two week span. It takes us less than two days now, to to knock that processing out. And that's fully that's reports. That's the reconciliations, that's our labor distribution, like everything. It's under two days now. So the only thing that changed from the beginning of the year to going live is Workday. That's the only thing. You know? That that in and of itself gave us so much time back. We can do so many more things. We can shoot. At this point, I've already added more SKUs to our Workday deployment. So I am back in deployment again. So but that just shows just how much benefit we got, and that shows how much our executive team really was responsive to what we were able to show. And, again, there's only two people. It's only me and one other person that deployed this entire system, and we've gotten such good feedback from it. The other thing I can say is the app. Having that app available, my team travels. You know, my all of my employees, they travel all over the country and all over the world, really, and they can take that app with them anywhere. So it it takes the struggle of having to hunt people down for time sheets and approvals and things like that. You know, we can easily shoot them a message and, you know, I don't wanna hear an excuse. Open your phone. There's no there's nothing that that's keeping us from moving forward. So I I will time, t I m e. I got it back. That's great. So you just hit on you have HR clearly, you have payroll clearly, time track time is in there. So earlier you mentioned a range of solutions. So what is your Workday footprint? Maybe more importantly, how did you think about prioritizing what you tackled first? Because you said you just said now you're getting more Workday and implementing new stuff. So what came first, and how did you decide that? the HCM piece of it came first. We were we had to go for the compliance route and we needed something that was that CMMC certified product. So that's what we we did first. But as you know, HCM is pretty broad. And in that, we focused on getting the HCM piece up and payroll time tracking. Those are our first and absence. So we got all those up and running in under two months, which is crazy now that I say that out loud, but it's done. So we got that all up and running. We went live April 1, and then we we split it out in little small chunks. We did three phases for our first piece. So we did those first. Once we were successful, our very first payment our our very first run of payroll was perfect. We had no errors. To this day, we've had no errors. So we've not had any mispays. We've not had any miscalculations. We've not had anything. So who knows? So we're good there. Move to phase two. We went into learning and recruiting. And then phase three oh, excuse me, and talent as well. And then phase three is benefits. So we're going through open enrollment right now. Everything is in Workday. We're golden there. And I've just started a whole new set of SKUs. So we're moving to FINS, adaptive planning, procurement. And look, it's probably easier for me to tell you what I don't have at this point, but I'll get them all. eventually. Tell your sales rep what you don't have them. They'll, figure. he knows. Yeah. Trust. me. We have a list. Well, that's awesome. I wanna thank you both. You know, stick around. We'll bring you back for q and a. But before we get to q and a and wrap up, what's next for us is an amazing solution consultant that we have on the Workday team, Jacob Trim, to give us a look at Workday in action. So, Jacob, please take it away for us. Oh, you're on mute, Jacob. Alright. Can you hear me now? I can. Thank you. Alright. I'm a go ahead and and share my screen for you guys. Here we go. So, yeah, my name is Jacob Tram. I'm a solution consultant here. Nikki, I didn't know you lived in Houston. That's actually where I'm from. So nice to meet you. But, yeah, we're gonna be doing a Workday demonstration. I'm gonna go ahead and make my my screen a little bigger here. You guys don't need to see my face so much. So like a lot of great things were mentioned, you know, Workday is a single solution, and Nikki mentioned our mobile app. And this is our desktop we're looking at now, but we have a single desktop application, mobile application as well. So, really, it's a consolidated user experience. On the first side of things. It's a one place for your users to do everything that they need to do. They can do that on the go as well. And it's gonna be all of your global workers, your contract workers, and your employees all here in one system for you to have a a system of record that can be give you all the data you need at your fingertips. So Workday is built to be easy to use, and we wanna make sure that your employees are efficient. And so right here on the home page, we've already got AI built into the platform, surfacing up everything awaiting our action here. We're logged in as an administrator now, Logan McNeil. So we've got tasks like an absence request here that is you know, Workday has identified Logan as a as somebody that needs to transact and is a stakeholder in this transaction so she can review this absence request right here from her home page. She can sign a a document and an employee handbook to make sure she's read that, which will be stored on her worker profile, expenses that need attention. Our our Workday is bringing the work to you. A lot of your workers will come in, and they will just go on the home page. That's what I do internally at Workday. I everything that I need to do is surfaced up right to me here. And so I'll just come in, look at my home page, make sure nothing's waiting my action, make sure there's no suggestions that I need to complete. Workday knows who you are and is going to be surfacing up this relevant information to you. So we've got as a manager, she's got her team's birthdays and times off here, work anniversaries. So using the platform here to build that company culture here. We're we're recommending that she manages her goals and sends an email to Beth Lu. So Workday's really, you know, getting her to front and center know what she needs to do. We can also have announcements that are targeted to your employees. So, again, it knows who they are. If they're going through open enrollment, maybe it'll have an announcement here that's telling them about some details for open enrollment. These announcements can have, videos embedded in them. They can link to, external links or Workday tasks right within here. So just really getting that information to your employees at their fingertips. We can also navigate the system in many ways. You know, it's it's very much like an enterprise grade application that you might see. Think about Netflix, for example. You don't need to have any Workday experience to come in, find where things are, learn how to navigate. You know, Netflix obviously agrees with that because they're a Workday customer. But we can navigate through the Workday assistant, for example, which is essentially like texting your HRIS. So I can say, you know, I need to take next Friday off. And Workday is a natural language processor here that, knows what she's talking about, and it's gonna surface up the absence plans that are relevant to her. So I'm gonna go ahead and take that vacation here and submit that. And I just kicked off a business process, so that's gonna go to my Logan's manager for approval here. And that took me a few seconds. And so really just adding up that amount of time that your employees are spending doing these tasks can really add up to hours over a week and really give you back that return on investment. Now, again, everything is in one system. So if I type something like bin here, I might have, you know, my beneficiaries or benchmarks for compensation or benefit elections all in one place. This search tool here is actually powered by AI, and it's a command center for you to find anything in the system. We've even got an employee profile, Ben Adams. Or maybe I need to say, you know, show me my open recs, and I'm gonna go ahead and press enter there. And Workday AI is built into this. It knows what she's asking. It's gonna show her all of the job requisitions with their statuses, the number of candidates, and she can dive into here and begin to manage that recruiting process if she needs to. Now a lot of your employees will need to navigate elsewhere and have dashboards and and other reports and things of that nature. Whatever they have the security to view, that'll be here on their left toolbar where they can dive into things like payroll or their personal data. So in the same system where Logan's gonna find out, you know, how much she gets paid, she can come in and manage her payroll. So it doesn't need she doesn't need to bat bounce around different applications. But in this situation, she wants to come into her Workday management dashboard, which for many of you on this call, this is probably a dashboard that you will be looking at very frequently. We we deliver dashboards to you on the you know, out of the they're delivered by Workday. You'll be getting them on day one as well as thousands of reports. And these dashboards are configurable to you, so you can move reports around, pull your own reports in here. You can change the way that you're viewing these. So maybe you wanna view this in a line chart, for example. All of this from different functional areas can be right here for you depending on your context. Maybe you wanna look at high level management reports, compensation, staffing, HR transformation, all right here on one screen because it's a single system. And all of your global workforce as well as your US workforce will be here, in one place together. So we can have reports like this workforce cost broken down by location. Now one thing to highlight here is that this data is not stagnant. This is real time data. There's no integration required for data between different functional areas to flow back and forth. So if a time approval gets approved or a compensation change happens, that data is instantly available in all of your reports in real time and available for your payroll calculations in real time. So this is a this report is if somebody got a compensation change five minutes in in London, five minutes ago, this would be reflecting here. Now this is also drillable. So because of our object model architecture, which is a simple way to say that all of our data is connected, you can actually drill into this total workforce cost. We can see the employees behind this. Maybe we wanna come through and see their localized base pay or convert it to our our currency that we have a preference to look at. We can see their comp ratio and their performance even. I'm pulling in that data from all over the system into one place to give us informed decision making. Now maybe you're looking at this report and you're thinking, I this is great, but, you know, you're with your executive team and you wanna know your workforce cost by location. So we can simply, pivot here by location. And now we've just curiously clicking. We're we're viewing a new report broken down in that degree. But you wanna go a step further and view this by location and by performance. So in the you know, I I can easily click around and find the information I need. In many systems and probably what many of you are experiencing today, without Workday reporting, you would not be able to get this information very easily. Maybe you need to reach out to someone to create a report, or you might need to do a pivot table in Excel. But we've got this this information here, at our fingertips. I can drill even further and look at my Chicago outstanding performance employees, get all of that same information. And then to even put the the cherry on top, I can take a related actions here on this worker. I can actually dive deeper and view his worker profile. I can get more talent data so I can see that he's got you know, he's a he's a medium risk of retention. He's high potential. All of that information right here, and I can even go the last step and request a compensation change right from this report where I'm looking at this data. So always giving you that ability to turn that insight into action here. Now like like our, remote partner mentioned earlier, all of your global data will be here through a integration. We will be bringing all of this over back and forth between us and remote, but all of your global employees will also be here. So you can have reports like this where we're seeing compensation changes broken out by location or time off request. So when you're processing that global payroll, you know, all of those pay impacting transactions are happening across the system. You can have that visibility. You can be confident in the accuracy. And all of your data will be managed in Workday. We're a truly global system of record, which means we actually maintain all of the localized fields that are actual real fields in Workday unlike some systems that are just using custom text fields. We maintain the national IDs, the address codes. All of that is housed within Workday, so you are really ensuring accuracy when that information is brought over to your global payrolls. And once you have those global payrolls, managed by remote, you can also view the status of them right within Workday. So this is our global payroll hub where you can view how all of your global payrolls for whatever country you are in, what the status is, what the next action is. You can actually get a a detailed breakdown of how the processing is going. You can even drill in and get get more information, like the exact employees that are housed within Workday. The pay groups that will all be maintained in Workday will be right here, accessible for you. You can see reports like total pay or variance analysis, compared to previous periods. So just getting that high level information right here without having to navigate to another system. We can even maintain checklists right here within Workday so you have a the ability to be able to, see exactly where you are in this process linked out to the actual tasks and reports so that you have one context window, like was mentioned earlier. And the last thing here I wanna show from this perspective is some enhancements that are coming, very, very soon in our next release. Now we didn't have time today to go into all of the AI functionality that is already delivered. We have AI across the system. You already saw some of it just that that built into the search and the Workday assistant. We also have GenAI job descriptions and helping you at every step of the way leverage AI to make you more efficient. We are doing a major upgrade to the Workday assistant where you it will actually be able to have context into all of your global data and be able to provide recommendations for while you're looking at a report, for example. We're seeing these recommendations. So I wanna know what is causing the labor labor increase in The US. Now you can ask that to an AI chatbot, and it's going to know all of your your data. It's gonna have that context and be able to pop out, a report for you. Now you can go further and ask it, about a specific country. So we're gonna say what's the main driver for higher overtime in The Netherlands. And, again, it's going to to know that data. It's gonna analyze that for you and pop out an another report for you. Now to take this even further, the next step, which will be coming eventually, is for this chatbot, a lot of your user experience will be migrated into, this experience where you could even have the the AI do actions on your behalf. So for example, we've got, you know, help me with adding missing company tax state tax details for Ohio. And what the AI is gonna do is it actually gonna pull up the the exact report or the exact task that you need to do, populate the fields for you based on your data, and then give you always keep that human in the loop, let you make changes, things of that nature so you can go ahead and, you know, make sure this is accurate, validate it, and then actually, you know, submit the the suggestions and take action in the system on your behalf. So a lot's coming. Workday Go is not some sort of different version of Workday. You're gonna be getting the same version of Workday as our Fortune 50 customers. You're gonna be getting all the same innovations that we are massively investing in, in the coming future. So you're getting a platform that you'll never outgrow, and you're always gonna be able, to stick with. So that's that's it for my demonstration today. Happy to stay on here and and answer some questions. I know that some came in the chat. Jacob, that is awesome. Thank you so much for that. It was always great to see it. And to wrap up real quick in our last few minutes, we did cover a lot today. We talked about the shift to simplify the back office and what it enables. We talked about Workday Go and how it enables that, simplifying HR, providing global payroll, delivering on that unique proposition of on cost, quality, and scale without compromising. We heard from Nikki. We heard from Barry, and we we saw that amazing product. So let's see if we can hit on some questions. If, Nikki, actually, if you could join, was a come back on stage. There was a question that was posed for you. You actually mentioned that you looked at multiple products. And the question is, what did you look at and how did you make your decision? Was it based on product capabilities or price? So I don't know if it means to look at other vendors outside of Workday. But maybe let's look at, like, what did you look at, and how did you decide on Workday go ultimately on Workday? I did look at other vendors. I mean, that's a business decision. I mean, you have to. It was a pretty easy decision once I did speak with the others. None of them were as customizable, as Workday. None of them were going to get me up and moving and paying people in the short span of time that I required. You know? I didn't I don't have a year. I don't I don't have a year's worth of time to get something deployed, nor do I have a year's worth of budget to pay someone to come to my office and, you know, do all the things to make it work. I don't have time for all that. This was the only solution that made sense, and it went above and beyond what we needed. So, I'm all here for it. So like I said, I have a whole list of things. Y'all are stuck with me at this point. We love having you. Thanks. Jacob, actually, if you can come back on stage, we'll we'll tag team on this question perhaps. The the question is all the is all that functionality, the functionality we saw available to customers of all sizes, all size customers? And is it based on modules purchased or levels of some sort? So first answer is yes. This is available to customers of all sizes. The second part, is it based on modules purchased or levels? There are lots of different modules within what you showed. Right, Jacob? I mean, you you showed a swath of HCM and more. But, really, you you talked to maybe there really are different levels. It's just more of what you turn on and what modules you own. Yeah. Essentially, what I showed today, the the reporting is is obviously just core HR. So there there wouldn't really be anything that I showed today that you wouldn't get with, you know, core HCM and then payroll, obviously. So that's there are different things you could do. If you need scheduling, that's that's a kind of a separate thing you you might need to purchase, time tracking, obviously. But with Workday Go, a lot of that's included there. But you do get the same system. So if there's ever anything that you need or any complexity that ever arises, while, you know, we're gonna have a streamlined deployment for you to get you up and running very quickly, there's unlimited possibilities. You're not gonna be getting some sort of scaled down version of Workday. Yeah. Great. Barry, if you can jump come back on stage for our last question. The with that global payroll offering from remote as part of Workday Go, the the question is, can you mix and match? I'm paraphrasing it a little bit. Could you outsource portions of payroll for specific countries where the organization might not have a lot of employees? Yes. Absolutely. It's it's a very, very flexible solution, and we do see that model used quite a lot. In particular, it can be a regional model that is used, but you absolutely do have the ability to retain some current providers or some current in house capabilities as it usually would be whilst outsourcing others and whilst utilizing, you know, the solution that Workday go and remote provide in that respect. So huge flexibility there, and we're more than willing to to assist where we can and where you need it most. Great. Thank you so much. And with that, I want to give a really big thank you to all of our speakers today. Thank you so much for your time, and thank you all for taking the time to listen and participate in this webinar. Look for a follow-up with more information about the content we presented here today. Thank you.