Name: Unlock your investment in Workday Learning
Uploaded: 2025-10-21T18:30:54.859Z
Duration: 34 min 52 s
Description: Unlock your investment in Workday Learning

Transcript for "Unlock your investment in Workday Learning": Hello, and thank you for attending unlocking the value of Workday learning. We are going to begin with our product statement. The software that you are going to see today is being used by customers globally as well as across The United States. If we do reference any future looking items, we will mention that. Before we start our presentation, let's just address a few housekeeping items. This webinar is being recorded and will be emailed to you within twenty four hours. If you do have any questions, please use the q and a on the right hand side to ask questions. If you would like any additional resources, you can select the docs on the right hand side to download relevant resources. And after this webinar, you will receive a survey. We do ask if you will please fill it out as it gives us valuable feedback for any future presentations that we do. So your host today is myself. My name is Jennifer Krier, and I am a solution consultant on the HCM side with Workday. And I am joined by my workmate, JJ Jones, who is one of our service executives. This is our agenda for today. We are gonna be addressing issues of why Workday Learning, understanding the value. We will see Workday Learning in action from a couple of different personas. We'll be looking at Workday from an employee, a manager, as well as an admin, and then we will be talking about different options in mapping your path to go live under deployment and working with our trusted partners. So let's start with the key to agility and growth. What you're seeing here is our entire learning product suite. We will be spending today on the green side on Workday Learning core LMS system. Call connect for learning is our integrations to third party content, and learning for extended enterprise is the ability for you to train individuals that are not in Workday. Those could be board members or maybe volunteers. The mission of Workday Learning remains the same since we developed it by enabling workforce readiness for all of our customers, whether that might be helping you redefine and track compliance or develop much needed skill sets. We do that by three ways. So when we focus on providing a meaningful integrated experience, Workday Learning weaves learning into areas of career development that will meet the frontline worker and make it easier for them to access Workday learning. Managing the complexity of your business, Workday is a mature learning system that can handle diverse learning needs. And finally, when we talk about scalability, Workday learning streamlines the processes to make it as simple as possible for those that use the system. Learning really encompasses several areas of Workday that you see listed here. Anything from talent to core HCM when we think of onboarding and the manager insight hub and Workday assistant as well as Workday home. To point out a couple, learning extends and pushes to talent. This allows the frontline worker and manager the ability to keep learning top of mind when they are having career, development, and skills conversations. Employees can also use the search feature and learning dashboards to stay on top of their learning requirements and deadlines. Besides compliance training, you can focus learning on the learner in different aspects of their employee life cycle, from onboarding to career changes. Workday can create campaigns around things like promotions, job changing, and development plans, and push learning at those particular times. Here's a slide on different customer metrics on different aspects of Workday learning, anywhere from saving hours on training to reduction in in person training. Bronson also felt that Workday reporting capabilities made it easier to audit learning content and create a more learner centric user experience. Now let's dive into the solution. We are gonna be starting our Workday journey with a an employee. Overall navigation, wanted to point out a few things that navigation when it comes to learning. One, you will see right away in your awaiting action if you have any required learning due and when it's due. We also will make it easy with quick buttons here that will allow your employees to access those quick buttons and get into their learning dashboard. By doing that, I can see information here on my learning dashboard. I can see different things on what is required for me, maybe what areas that I need to continue learning, and we'll also push out recommendations. And these can be recommendations based on my career interests or based on my skill interests. We can also highlight any particular course that we need to. Now another way an employee can navigate learning is by using the search and maybe asking a question. Do I have learning due? Then the Workday ask Workday will give information on required learning and those particular due dates. Then the employee can also then, again, drill into my required content and be able to look at information that might be overdue, and they can start accessing their course right from this program. One of the areas that I do wanna mention here is once they enroll and start taking the courses, they will be able to rate that course if you so choose as well as make comments. That information then can be available to our to our admin for them to be able to do reporting. Let's go back to the learning admin dashboard from an employee perspective. The employee, again, will be able to see additional information. They can continue their learning. They're getting their recommendations, but they can also dive into maybe items that they have found on their career hub. For those of you that might not be familiar with what the career hub is, the career hub is a machine learning based hub that is there for career development and growth and overall retention. So an employee can look at particular courses that may help them in order to achieve their next position. We can also see learning that's based on the skills that they want to learn as well as the ability for employees to create what's called a learning path. Employees do have the ability, if your organization allows, to potentially create lessons. We see this a lot of times of organizations who find an employee that might be really good at time management or maybe answering specific questions. They can create a lesson, but this also can be what's considered a workflow or a business process and can be approved by a learning administrator. Employees also have the ability to discover and browse the learning cut the learning catalog. So they have the ability to look at information, but we do recommend courses for them. We will show things that are popular in their particular role and maybe most popular overall throughout your organization. K. They can look at things like learning topics. So as a learning administrator, you would have the ability when you're, working in your courses to put additional topics. So if Marcus has a desire to really take courses on team building, he has that capability of doing that. He can look at a particular course, look at the inform open the PDF or enroll in the course if it is necessary. Alright. Now that we've seen Workday from an employee perspective, we are going to transition and look at Workday from a manager perspective. So now we're in Workday as a organizational leader. The navigation is very similar. They have the learning buttons. We have alerts and notifications. You can create alerts and notifications for leaders to remind them to potentially check-in with their employees about learning, but we also have reminders about certifications or licenses expiring. So if you are in an organization that does have certifications, managers as well as employees can get notification on this and be able to potentially browse the learning content in order to keep their certification up. From here, we're going to visit a manager dashboard. This is called the manager insights dashboard. The manager insights dashboard is going to allow your managers to be able to have thoughtful career conversations with their employees. It also has a variety of different reporting anywhere from hiring and staffing to overall performance and total rewards. Managers can look up one of their employees. They can also see a variety of information anywhere from goals, maybe past reviews, compensation, but we are also suggesting potential mentors for that employee, maybe some flex teams or gigs for that employee, as well as learning. This gives managers the ability to have a direct impact on their employees' learning needs and their career growth. From here, we're gonna visit another dashboard for managers. This is a delivered dashboard that really focuses on a variety of areas within Workday, and one of those areas is in learning and development. So if we do look in learning and development, this is going to give those managers the ability to keep their finger on the pulse when it comes to their team's learning. They can see, have they registered, have they attended courses, what their overall team's learning is. We can also see information about this worker skills, maybe their competencies, any overdue learning that the team has, and what their team has enrolled in in particular courses. If we scroll up here, managers have the ability to enroll learners in particular courses. So if they want to look at maybe a course on project management, They can look at this particular course, and they have the ability right here to enroll their team. They can make it required or not required. They can put pick information here, and they can submit those particular courses to that those individual employee. Managers also have the ability to look at a variety of different reporting. Maybe they want to compare an employee to a target job profile. If a manager is having career conversations with an employee, maybe they wanna see what are their current skills and maybe what skills they have if they want to promote that employee. So this is a report that is based on comparing the employee to that target job profile. So Amelia is going to compare, employees to a target senior customer service job profile. So we can see here, we can see the employees, we can see all of their skills, the target job profile, what skills that target job profile has, and maybe any skills that are missing. What this can do for those managers is be able to identify those skills and then make recommendations on Workday learning and your learning content for those employees to be able to meet those particular skills. Now Amelia is pretty special. Not only is she an organizational leader, she is also an instructor and a trainer. So Workday does have a delivered dashboard that is specific for Workday trainers where they can manage their course schedule, manage grading, and we have have the ability to print out certificates. We can see information here based on, of course, offerings, what courses Amelia is willing to take, and any, of course, upcoming course and enrollment activity that Amelia is a part of. Our last persona for the day is going to be our administrator. A Workday administrator wants to access a dashboard that is going to provide her everything on learning. And this is an example of a learning admin dashboard that is a combination of reporting as well as tasks that will help her as a learning administrator be able to administer learning in their organization. So we can see a variety of different tabs here, and we will visit all of them. But if we focus on the first one when it comes to usage, we can see a variety of reports. We can look at learning content in progress. We can look at the overall completion status. And remember, when you're looking at Workday reports, if it's blue, you have the ability to click through. We can look at all 531 of the completion records. Once we're looking at this, now we can gain additional information. We can see the worker, what their current position is, what course it was, but we also can pull in talent information. And we can see what is their performance rating. Are they at risk? Have we identified them as high potential? Do we have succession plans tied to them? So learning plays a big piece in an employee's career path and aids learning admin dashboard, and we're going to explore some of the other areas on this particular dashboard. So one of the areas is compliance. So, overall, we can't really talk about learning without talking about compliance. One of our customers improved regulatory manager training by 15%. So, overall, when you think of compliance, you can have reporting visible, real time, actionable reporting for your learning admin. We can see completion reports, learning enrollments, drops by registration, any learning exceptions, when that learner enrolled for that course and how many days has it been since they've taken that particular course, we can dive into that information. We can also look at some specific on the job training type of reporting. As well as you have the ability, when it comes to compliance, if you need to manage any due dates, reset due dates, look at things like waiving learning assignments, wait list, those types of information when it comes to the overall compliance of your LMS system. Now when we also look at performance, we can see different things like popular courses, highest rated content, learning content by rating. You can dive into particular if you wanna look at all of your learning that maybe have gotten five courses, who is it created by, are there any instructors into that particular course. But you have also the ability to look at maybe learning content that's waitlisted, lowest rated content, highest rated content. So those are the types of reports that you can have to your fingertips and be able to make decisions if you need to retire any content or if maybe you need to enhance certain types of content. If you use third party content, you have the ability to pull some of that data into reporting within Workday. So we can look at your overall content providers. Who are you particularly using? You can dive into that area. You can also look at popularity by content provider, and we can overall look at all of the information on where we are creating our content and who owns our particular content. The last example on here is if you do have costs associated with your learning, you do have the ability to track that. Now what I am showing you is a customizable dashboard, but, hopefully, this gives you an idea of some of the type of reporting that you can capture in Workday Learning. So we are gonna end the dashboard conversation on the engagement tab. So we're gonna look at a variety of different types of reporting when it comes to overall engagement. You can pull in information on reports from talent. So you could look at learning trends by tenure. You could look at learning by performance rating. You can look at learning by job profile, but we also can see information on lowest scores or failure rate or overall learner engagement. If you create a variety of different types of campaigns within Workday, one of the more, ones is your annual compliance. But I wanted to really highlight some of the newer features that we have within Workday Learning when it comes to campaigns. So we have our audience builder as well as our engagement builder. Let's first start with our engagement builder. This is the ability for you to create meaningful types of campaigns. Yes. You can do annual compliance, but you can also do first time manager training that could automatically kick off anytime somebody gets promoted into a management role. You could do onboarding in a variety of different types of campaigns. When we're looking at the information, you have the ability to resume these campaigns. You can duplicate it if you wanna copy it. You can also edit the information. So when it comes to customer training, we can give the information about the engagement timeline, when does it kick off, do you need to add any custom messages, Do you want one course to happen as soon as they're done with a particular course? Do you want to wait? So you have that ability in our engagement builder. As well as when you're creating those particular audiences, you have the ability to dive into this information. So if we wanna look specifically at our customer service reps, we can look at worker types, we can look at an employee, We can find job profiles, so you can add multiple job profiles, but you can also add condition roles. If you want to exclude certain locations, you have that capability to do that. You can also add and remove individuals from those particular lists. So the engagement builder as well as the audience builder is really a game changer for helping organizations like you be able to create effective campaigns. So so far, we looked at a variety of different type of reporting today when it came to dashboard. There's one more reporting that we can look into, which is called our discovery boards. If you do not use discovery boards today, discovery boards is ad hoc reporting and the ability to drag and drop data into reports. We can see the information here through discovery boards that we can look at overall usage, again, performance, engagement of learning. So in different aspects of Workday, you can create these ad hoc report that allows anybody to create these with, drag and drop functionality in these dashboards. So let's just share some additional resources for you. If you have some questions regarding Workday Learning, you can also look at your the QR code for customer success. This will gear you to being having the ability to touch base with any of your customer success managers. You can also use the additional QR codes for any implementation, deployment, and adoption questions that you may. We have mentioned additional outcomes earlier in the presentation, but I wanted to share that our Workday Learning customers, on average, have increased the annual learning hours by employee by a 115%. And here you can see a few examples from a variety of companies on this slide. To dive a little bit more deeper into additional customer stories when it comes to Workday Learning is when we think of things like agility and growth, our customers are utilizing the skills cloud, which we've seen today, and that's a part of core HCM with learning. This can aid your organization in upskilling, reskilling, and identifying gaps and push the Workday learning to reduce those gaps. At this point, I'm going to turn it over to my workmate, JJ Jones, to help you with mapping your path to go live. Thank you, Jennifer. That was a great demo. Hello, everyone. I'm excited to walk you through the process of deploying Workday Learning. Today, our goal is to map out the different paths to a successful go live and provide you with the best practices to ensure you get the most return on your investment. The agenda today is as follow. We'll talk about various deployment options, what it looks like working with Workday or a partner on your deployment, and then training and support that's available. So when it comes to deployment, self deployment is not recommended. We've learned from countless implementations that Workday platform is very powerful, but also very complex. Deploying with expert guidance often leads to missed deadlines, additional effort from your team, and a system that isn't configured to meet your business deeds. This is why we recommend working with either Workday professional services directly or one of our certified partners. Let's explore more about these recommended options in detail on the upcoming slide. I will call out that with deployment, you do get one implementation tenant with your subscription. So Workday's proven launch methodology consists of the following four stages, planning, architect and configure, testing, and deploy. Adhering to this structured approach is crucial for success. It ensures all critical steps from the initial planning stage to end user training are completed in the right sequence. I will call out it is worth noting that there's no need to configure everything simultaneously. A lot of our customers opt for a rolling adoption strategy. This approach involves going live with the essential components and progressively adding additional configuration and functionality as needed over time. As far as deployment timeline, data conversion and integrations are the primary cost and time drivers when it comes to deployment. When we look at data conversion, we're gonna ask how much content do you want work data load, how much historical records you need loaded. We also provide knowledge transfer during deployment to show you how to load content as this is something you would need to know going forward once the project team disengages. Integrations that are not part of our cloud connect for learning framework would be considered custom integrations, requiring more time and effort to configure. I will share more information on cloud connect for learning on the next slide. As far as best practices, we'd like to mention training and that this is more than a single event. It is crucial part of your change management plan. Your training strategy should include incorporating role based content, developing different materials for different audiences. Learners need to know how to find and launch courses. Managers need to know how to assign training and run reports, and your administrators need in-depth training on configuring the system. Considering using varied formats, creating a mix of training materials like quick reference cards, guides, short videos, and detailed user guides that accommodate different learning styles. And then, of course, hands on practice. Leverage your sandbox tenants for hands on training exercises, especially for your learning administrators and testers. As I mentioned on the previous slide, Cloud Connect for Learning is a separate subscription based product that provides prebuilt integrations to various Workday, various learning content providers as shown on the screen. It allows users to import course catalogs and track completion for courses for supported vendors. This product is designed to enhance the learning experience by seamlessly connecting various content providers to work day learning. The Cloud Connect for Learning SKU includes access to all supported vendor integrations without any additional cost provided that customers have their own subscriptions with these vendors. As far as your project team, this is the single most important factor in your success. One of the common reason deployments face challenges is the lack of dedicated time and resources shown on these various customer roles. The time investment listed here are realistic for a smooth project. Starting with your executive sponsor, they would provide a high level oversight and resolve escalated issue requiring about one hour a week on average. Your project manager will co project it your deployment with our engagement manager, and this is your internal leader, managing the plan and communications for about five hours a week on average. You will pull in your subject matter experts, which is your core team of learning administrators and content experts. This is the most demanding role requiring about ten to fifteen hours per week, and it's critical to protect their time. Change Change management and communication lead. This will be the person driving adoption by developing your communication and training plans, for about five hours a week on average. And as a best practice, we always recommend that you involve employees who are not part of the project team for user acceptance testing. This provides a fresh perspective and help ensure the system is intuitive for the average user. This would take about three hours of their time per week during the testing phase of the deployment. As I mentioned earlier, your other option, if you do not wish to engage with Workday professional services, is to leverage one of our Workday certified partners. We have a great ecosystem of partners who can offer competitive rates for their services. They may also be able to provide more flexibility in the project timeline to meet and match your team's availability, and you may already have a trusted relationship with one of our partners from a previous project. If you work with a partner before and you have a good relationship with them, we encourage to continue to work with them. They are certified. They're consultants and on our Workday products just like our internal team, so it should be a seamless experience for you. Here's an example of one of our partners that provide a deep specialized expertise, called SkillCentrix. This slide is a great illustration of a partner with laser focus in a specific area. So SkillCentrix is a Workday partner solely focused on skills and talent products, offering end to end services from advisory and implementation to ongoing support. With deep experience, including delivering over 50 insights workshops, they utilize a proven talent optimization journey map to guide customers from initial strategy to fully embedding learning across the talent life cycle. Jamie and Jenna keep contact at SkillCetrics. Should you wanna learn more about their specific offerings, you could reach out to them directly, and their contact information is shown on the screen here. Now let's get into training and support. To ensure your success, we offer a blended approach to training that combines both paid and free resources to fit your team's specific needs and budget. For your poor administrators who need a deep hands on experience, we recommend our learning for administrators virtual course, which is about four credits to take. To complement this, we offer a wealth of resources available at no charge, including the Workday learning overview and an entire suite of self-service community resources to guide you from, deployment to advanced use. The combination ensures you have the right level of support at every stage of your journey. I always recommend customers to take advantage of the prepare for Workday learning deployment video, which is a great video of what to start thinking about prior to deployment and really gets you in the right mindset, heading into a learning deployment. Before we discuss next steps, I wanna introduce another way we support you through Workday success plans. So a deployment project is about getting you live. A success plan is about ensuring your long term success and maximizing the value of your workday investment after you go live. So success plans is a subscription based service that provides ongoing guidance, resources, and expertise. You also gain access to a designated customer success manager, expert guidance through ask an expert. We provide proactive system assessments and personal guidance for future releases. You can also take advantage of deployment guidance services. I like to think of this as a second set of eyes that can review the your deployment from an unbiased perspective. Think of it as a checks and balances for your deployment. As you mature in your use of Workday learning, success plans can help you adopt more advanced feature, optimize your system for performance, and ensure your team is continuously improving on its skills. It's a perfect complement to your deployment project and ongoing support. As far as next steps, we have quite a few resources on community that you could take advantage of. Feel free to scan any of these QR codes to learn more. And finally, when you're ready to deploy, you can simply connect with the account executive to discuss your specific goals. They will help you engage a Workday service executive like myself or connect you with one of our right, certified partners. We'll review your project scope and get you an estimate for your work. Once you made your decision, you'll sign a statement of work, and then you'll be introduced your to your project team and on your way to a successful launch. Thank you for your time today. We cover the deployment options, methodology, the importance of your internal team, and how we can support you long term with success plans. We're here to help you succeed, and I hope today's webinar was beneficial.