Name: Revolutionizing Manufacturing with Agentic AI: The Frictionless Frontline
Uploaded: 2026-04-29T18:16:39.749Z
Duration: 1 h 12 s
Description: Revolutionizing Manufacturing with Agentic AI: The Frictionless Frontline

Transcript for "Revolutionizing Manufacturing with Agentic AI: The Frictionless Frontline": Alright. Hello, and welcome everyone to today's webinar. We are going to start momentarily as we allow some folks to trickle on in here, and we will be starting promptly at two minutes after the hour. Looks like we've got some folks coming into the session today, so thank you everyone for being here. As we just mentioned, we are going to start at two minutes after the hour as we allow some more people to come on on. We have quite the audience joining here. This is great. Thirty seconds more, and then we'll begin today's session. Again, for anybody joining, thank you so much for joining today's event. We are gonna start here in just one moment as we allow some final folks to join. Alright. So we are gonna go ahead and begin today as we have a jam packed agenda for everyone on today's session. So let's go ahead and get started. Thank you all for attending our presentation today on revolutionizing manufacturing with AgenTic AI. We have a ton of amazing features to show you today, and so we're gonna go ahead and get started. My name is Jimmy Manchicaro, and I will be your host for today's call. I'm also joined by Andrew Gossett, our senior director of product management here at Workday, who's gonna be providing an overview of Workday AI agents and how they impact frontline organizations. After Andrew goes through that, we are going to meet Kate Ridley, who is a solution consultant, and she's gonna be doing a live demonstration of several impactful AI features that we have prepared for everyone today. Now really quickly, wanna hit upon our product statement today that during this session, we may share a few forward looking statements that are subject to change. So please note that these are covered under our product statement agreement. Now a couple housekeeping items as we begin today's session. Of course, we do welcome q and a, as well as chat. And so if you have any questions, please feel free to use that q and a icon on your Goldcast, webinar browser on the right hand side of the screen, and a member of our team will be on to assist with any of the answers to your questions. And we're gonna also leave some time at the very end to help answer any questions that may come up during today's session. Now as a reminder, today's session is also being recorded, and you can access this recording on demand with the same link that you registered for the session with. You're also gonna receive a post webinar communication where you can access this recording as well. Now like I mentioned, today's agenda is gonna be jam packed with a lot of amazing functionality that we're bringing to market here at Workday for your frontline industry. And so we're excited to talk to you talk to you today about how Workday is reshaping the future of the frontline workforce. To start, Andrew is going to provide us a high level overview of Workday's AI vision for the frontline workforce, highlighting the tangible value that many of our customers are already experiencing as they navigate today's evolving labor landscape. From there, we're then gonna move into a live demonstration led by Kate Ridley showing, exactly how these AI solutions translate into real world efficiency. Kate is first going to walk through the candidate experience agent because we know that hiring for frontline roles is often hindered by complex processes. And so with that frontline agent, you're gonna see how we are reducing candidate friction by replacing any conventional or clunky application processes with a conversational and mobile first experience that meets candidates exactly where they are. We're then gonna dive into Workday learning powered by Asana, and we're gonna focus there on slashing the cost of readiness. Kate's gonna walk through how your organization can quickly generate any relevant training, any sort of content, and leverage AI tools that allow frontline workers to test their knowledge in real time, ensuring that the team is prepared faster than ever before. After that, we're then gonna launch the employee mobile experience for managing shifts supported with our scheduling and frontline agent to see how we are effectively reducing any labor costs by empowering your employees to manage their time with precision and ease even from a mobile device. Finally, we are going to conclude with our self-service agent. And so you're gonna see how this tool helps you build for scale, empowering your employees with instant real time access to the information that they need and when they need it. And so without further ado, I am going to go ahead and turn it over to Andrew Gossett now to go ahead and walk through some of our agentic features before we dive into the demo. So, Andrew, off to you. Alright. Thanks. Thank you all for joining us. Before we jump into the features and functionality, we like to start with the foundation. For frontline workers in particular, they do not necessarily have a predisposition to be in Workday all of the time. So you have to really give them the compelling reason to go in so that you can get value out of your AI investment. We find that having the highest frequency task execution that they need to do in one consolidated place is the best way to do that. That really starts with looking at the pay slip. That's the thing that all frontline workers want to do, whether that's gonna be Workday's payroll, whether that's a PDF pay slip from one of our partners coming through the Global Payroll Connector. We'll take them all and we'll surface them to the worker and the single system so that they don't have friction getting to their pay information. Then with time tracking, that's where your worker eight to 12 times per day is clocking meals, breaks, starts and stops, making sure that they're in there with the right information, reviewing, approving the time sheet, a really true high frequency driver to get the value proposition for the customer right in front of your frontline workforce. That layers in with our time off. All workers like to see what their balances are, what are the blackout dates for taking PTO, and make sure that you can get the right worker in the right role at the best overall cost. Doing that with scheduling allows you to do that in line with the workers' preferences so that you can keep them for the long haul. For manufacturing in particular, that may be simple flexibility to go to a doctor's appointment, in the middle of a shift and have someone who's qualified to run that position on the line, cover and replace the worker. Not necessarily the flexibility you might offer in a retail environment, but enough to retain the worker. So PTO goes for PTO and not for medical appointments where maybe they could trade the time and be there overall. If we go to the next slide, when you look at what this gives, it gives operations all that they need to get the worker in the right role. IT doesn't have to manage integrations across the system, so all of the data is in one place. Therefore, all of the AI and the Gintiq interactions you're having have the same context and do not have to merge data among systems to make sure that you you surface the right result to the worker or the manager taking actions. And then for HR, if your workers are distributed across multiple systems, you're really getting piecemeal points and bits of AI across those multiple position multiple systems, and you're not truly able to drive business outcomes for the worker, especially retaining the worker, which is something we'll look at with Paradox here in a moment. If we go to the next slide and look at what's really preventing login, though, it's actually getting into Workday. And so if you look at some stats in the market, we find that the majority of logins are failing when you don't have single sign on to fix this for you. We're not gonna take a look in-depth. But later this year in r two, we're offering SMS based login to all of our customers, so that you can eliminate that friction of a forgotten password and get your workers into the system more readily. When they're able to get in, whether it's through SMS interactions for one of our agents, whether it's logging into the mobile app or mobile web, Now your frontline workforce can actually access your AI investment without something like this, without the consolidation. Really, your AI investment is for your office workers, and you don't have a true opportunity to gain the returns on the worker facing interactions on the frontline, particularly in a facility like manufacturing where you probably don't have phones out on the shop floor. Maybe that's something kept in the locker or in the break room. So making sure that your workers have equal access to AI really drives great value. And the next slide, we'll see where this all gets started. It's with Paradox. Getting them used to that recruiting process SMS based interaction, they don't really know that it's Workday in the background, and they feel that it's a natural workspace for that frontline worker to interact in. After they've gotten through the recruiting and they're into the system, if we go to the next one, you can see simple tasks available with SMS, like replacing a worker. You can call in sick. You can have a qualified available worker fill in the position on the forklift, make sure that their certification is up to date. And we're offering this all in a way that meets the workers where they are. No friction to install an app. No unnecessary complication of usernames and passwords, but real time saving power giving time back to your managers and supervisors where the worker still gets what they need immediately, but your business has continuity and operational certainty all in a system that's in the device in the pocket of your workers on their personal device. And if we look at some of our overall spread with the agents across the board on the next one, you can see how we're layering this in across all of our interactions. We are still investing heavily in our foundational capabilities, but from paradox with candidate experience to frontline to payroll, all the way to our demand planning tools, we're making sure that you can get business certainty, answer those questions for the worker with the right deterministic output so you get the right answer, and eliminating the burden, the overhead on your shared service center to have to answer these routine questions overall. All of these agents layer in to real value and time savings. On the next slide, we've highlighted a few overall savings that we've done some value studies on. We know many of you are also using, our capabilities. If you'd like to talk to us about how you're seeing that savings, we'd love to to help see that as well. From something like Chipotle giving two million annual hours back to their managers with those real time turnover reductions to just simple visibility of overtime cost reduction so you know when you're extending a shift. What is that gonna cost? When you're short shifting because you run out of parts, what time of what type of straight time leftover capacity do you have that you might be able to make up later in the week if the parts finally come in? And finally, making sure your operational certainty is improved so that you have a more compliant result with unified visibility within your system. And the net benefit of that is that the workers are more likely to stay with you because you eliminate the friction and keep the worker in a single system so they know your voluntary benefits. They know the output that you're giving to them, the investments you're making in the community, all of your company's value proposition in that same single application so that the workers can do what they need, have their questions answered, but not spend a ton of time in the system and be there on the shop floor producing valuable output for you and your operations. And when you do that, if you look on the next slide, this connects into our overall ecosystem. Go ahead and build that out. Where with all of our interactions, now that you've offered the channel with the lowest friction method of SMS, all of the agentic capabilities you're investing in, whether the native Workday agents through Sonnet agents, whether it's agent and capabilities you've built out yourself with Flowize or with one of our partners, or even our great partner agent network, all of that can become accessible in the lowest friction format possible, driving true time savings, optimizing your labor, and giving operational certainty to your business in a way that's just easy to communicate. So I know I've said enough about what we're doing and what our vision is, but the proof's in the pudding. So we've definitely saved the majority of this webinar for deep dive demonstration. I'll turn it over to Kate to show us the sauce. Wonderful. Alright. Give me one quick moment, and it looks like my screen's loading. And, Jimmy, can you give me a thumbs up? Can you see my. screen? You're okay. Great. Wonderful. So, as Andrew mentioned, we're gonna first start with where we're meeting, those workers. And those workers, as they become candidates, making sure that we're giving them those really great seamless experiences. So we're going to start with a career site. This is an example of how we can provide beautifully branded career sites with our acquisition of Paradox. This is where we can have a lot of great movement, have the ability to have that conversational experience, or this conversational experience can even sit on top of your current, career site, whether that be Workday or potentially even a third party solution. And you'll notice here we're going to be encouraging this chat with Olivia. Now Olivia is what we name our conversational assistant out of the box, but please know our customers get really creative with this. GM, for example, has named their conversational assistant EV, really focusing on how they're part of that electric vehicle moving forward. We have some other ones like Chipotle, Avocado. So, this can really reflect your overall brand, and it becomes a frontline. And think of this as an extension to your recruiters. Now you'll notice here, I did some things like accepting terms. This is a configurable experience. And right now, I'm just going to start to have a conversation. Right away, we're getting prompts. Like, we might be saying, hey. I'm looking for warehouse jobs. I'm looking for forklift jobs. This is where we can leverage things like prompts. But today, I'm just gonna ask for some information. And we're gonna ask, tell me about your company. Why do we wanna work here? Again, this conversational assistant is twenty four seven always on. So as people are coming in and maybe it's a late night shift that they've completed, they've had a bad day, and they're applying to your organization, they're not having to wait to get this information back from a recruiter. We can now start to meet them in natural workplaces. Like you'll see, I am live on my cell phone today, and we're getting information. Maybe I'm really interested about benefits. I have three children myself, so benefits is very important. So I can say, hey. Tell me about your benefits. Again, this is going to be providing information back relevant to your organization that can can include things like that conversation or even include things like PDFs or videos here. Now after we do this, I'm going to just go ahead and say, hey. I'm looking for some jobs. So I'm actually just gonna speak in my phone now. I'm looking for warehouse jobs in San Francisco. And instead of having to go through that let's turn the talk off so we don't keep having that. Instead of having to go through that traditional search, what Olivia, that conversational assistant has done is it's finding those jobs for me. So, again, we're simplifying this experience, and we can see that we're serving up some, potential options. I found one that I like, and I'm going to complete an application. Now here, you're going to notice that as, Omar Owens, who is this candidate today, who's going to be applying for this job, he what he's not doing is he's not creating a username and a password. He's not having to come in and provide you know, complete that long application experience that maybe traditionally in the past could have been taking fifteen, twenty minutes. Still important. We wanna capture this information on these candidates, but now we're going to quickly capture some great information, including things like asking for his mobile number and a way to contact him. What we're doing here is we're now providing that connection. Let's say Omar steps away. As can happen, he's on his mobile device, and he walks away and says, hey. I'm not ready to complete this. This experience will continue to be pervasive knowing any information he's already completed. And you'll notice we're already asking for communication, and I'm saying that I wanna be communicated via email, text message. We also have the ability to connect with things like WhatsApp. So now we are providing that great experience. If I leave, we can now let Olivia be that person that's kind of reminding Omar, hey. Do you wanna complete your application? Now today, Omar is going to complete his entire application, and you'll notice we're bringing in screening questions right away. What we're doing is we're helping to reduce that pipeline for your recruiters so that we know that we've completed any knockout questions for them. We can see who's the most qualified asking, can you work things like holidays, desirable shifts? Do you have those minimum qualifications? Based on this data, your recruiters will have all of the information that they need to assess, is this a great fit for this overall role? And you'll see here, we're just doing this in a conversational experience. Now today, I am leveraging a smartphone to be able to do that, but we also have complete SMS capabilities including short code. We can do things like text job to 12345, and we can actually come in and start to complete this application, really expanding that reach to those unique individuals. Now you'll see here, I'm asking for some things like EEO data or maybe work work even connecting to things like WOTC surveys. We are capturing all of that information. And notice I did this on my mobile device and what Olivia has done for me right away because the way I answer those questions. I could work the overtime hours. I have flexibility in those desirable shifts. We don't want a recruiter to have to sit on this candidate. Maybe I'm applying on the weekend. My recruiter doesn't come in until Monday. We want Omar to know that we are ready to schedule something like a phone screen with him right away. We've moved him to that next step. And Olivia is smart enough to understand, yes. Omar met the qualifications. Let's go ahead and take that task. Now I'm also gonna come in into my mobile device, and the reason I wanna show you this is this is completely SMS messaging capable. So as we saw, I said let's opt in to that. And now what Olivia has done is she scheduled this interview for me. I can look at things, and it's looking at whoever is going to be that person doing that phone screen. In this example, it's a recruiter, and we're looking at calendar integrations with Outlook and Google, actually only giving times that are available. So now Omar had that interview scheduled. You've taken the burden off the recruiter. The recruiter is getting top candidates quickly right away. In addition, Omar is not having to wait a long time. He knows, man, global modern services, they're interested in me. I can even say things like, maybe he doesn't interview a lot. Help me prepare. Here, again, instead of having to wait and have your recruiter provide or your interview coordinator provide this information, now, Olivia, that recruiter in your pocket, that assistant supporting your organization is gonna be able to provide that communication back to your, candidates, giving them any of that information. This can even be scheduled templates and reminders. So as Omar has an upcoming interview, we can now start to send that message quickly to him, letting him know that there's next steps he needs to take. Alright. So we've gone through that can experience. We see how Olivia's giving him those tips that he needs to go through, but, let's talk about some other additional things. Now you'll notice here that, I went through that experience where I was completing this on a mobile career site. But as I said, this is completely text enabled. No smartphone required. So I can actually come in and just text to complete that application. I also can do things like switch languages on the fly. So if I want to say, well, quickly here, Olivia can change that conversation, and we support over a 100 languages. We support candidate surveys with candidate satisfaction rates averaging about over 98% for our customers, and we can even provide that candidate q and a. We saw how Olivia, again, could automate that scheduling, looking at that interview team, looking at availability, and presenting that back to that candidate, and do things like having rescheduling reminders and even send interview prep documents. Now Johnson Controls, one of our customers leveraging our candidate experience agent, was actually able to decrease candidate response time by 98. So, again, meeting those candidates in those timely manners and being able to increase hires. Another customer of ours, GM, we talked about how they've branded Olivia as EV to be part of their brand. They were able to save over $2,000,000 with, reducing external, interview scheduling, and they were actually able to reduce the time for interview scheduling by 99.6%. So we're seeing really outstanding experiences that our candidates are having. Now we know that it's really important to be able to get those candidates in quickly, be able to hire them so that you're meeting the expectations of your organization. But as new hires are just sitting in long learning sessions, really, you know, trying to become able and certified to actually be out on production lines, that is not helping your business. So we wanna talk about how Workday Learning powered with Asana can actually help decrease that, time that it takes to get someone fully productive and really be able to meet that full potential. And we do that with, Workday learning, again, powered by Asana. So you'll notice here, I'm now looking at this as Omar. I'm on a a desktop version today, and what Omar is doing is that he can see he has some light learning requirements that are due. So he's gonna have that quick visibility. Omar is maybe a week within the organization. He's gonna click on this, and this is where he can actually come in and start to view this course that has been assigned to him. Now you'll notice within this course, he has things like skills that he is going to be able to capture for this. So we're saying wire repair and electrical safety are part of those skills that we want to ensure that Omar is, certified on, that he has and assesses this. And you'll notice that in addition to this learning course, we also have things like an observational checklist. So this is a newer feature that has been delivered to our Workday Learning customers. I can quickly do things like download things like this PDF, or I can view this observational checklist. This has been assigned to an assessor, and now I can start to see what are some of the things that are going to be reviewed and, that I'm going to be assessed on. In addition, I also have a learning course here, and this is where I can come in and launch this learning course. Now you'll see this is a learning course powered by Sana Learning, part of our new investment in the Workday learning suite. Now here, this learning course is going to have what we call our AI tutor. And you'll notice here that this is where Omar is going to start to see how he can get support for this learning course. We can start to quiz. We can simplify and explain and really highlight that overall, goal of what we're looking to do. This tutor will continue to be pervasive throughout that course so we can start to get a better understanding. Here, we're going to start to actually come in and have some engaging interactions. Now you'll notice here this course, I actually built this myself through things like a PDF. Part of our AI commitment to our customers is having the ability to create these beautiful AI content courses. With things like these content courses, through being able to simplify that experience, our customers are seeing real time value. We have a customer, Polestar, an electric vehicle manufacturer, who's actually able to save fifteen hours of time per course for, reduction of that learning instructor. So, again, really being able to allow subject matter experts to come in and create really engaging, examples here and really be able to put this information into the hands of your employees. So here, I'm actually coming in and I'm starting a quiz, and we're asking some questions of, of that individual to make sure that they're really capturing, that information. And if they're not, you'll notice this questions was originally two. But now we're asking more because of the fact we're understanding that Omar might not really be grasping this concept, and we want to ensure that we're really getting all of that information. You'll notice we're continuing to do that. Now I'm gonna end this quiz early, and we're just gonna kinda go through and look at some of those additional aspects. Now at any time here, this is where I can come in and have things like assessments, and we can start to see our tutors not there for those assessments. And we're going to continue to, ask some additional questions and help him understand where he's missing data. Now at any time, we're starting to allow the ability to ask questions. We see here Omar is not really grasping this. So he's gonna ask some questions. How do I safely verify electrical connections? This AI tutor can come in and start to process this information and provide that data back for him. So here, we're providing that great information to Omar, making sure he's really capturing the concept. And I'm gonna skip ahead just a little bit, and we're going to come into what we would call a scenario. This is an optional aspect that you can have, and you'll notice with this scenario, we can actually come in and either have it be start a conversation, or we can actually come in and start to maybe have a typed response. And with this, this is where we're going to, hear from Amy. So Amy, honestly, I'm not sure how to do that. Now I'm gonna hang up, but you'll see here with these scenarios, we can ensure that people are actually getting those data points, know how to complete what's important for your organization, and, again, helping to capture where those overall knowledge gaps are. Now we have the ability to have those completed knowledge checks, and you'll notice that you can indicate that a certain score needs to be completed to pass to ensure that Omar is safety certified. He understands the or the expectations of your organization before he comes there on that line. In addition, with our upcoming, enhancements in June, this is where we also have that ability to have that conversational experience. So, again, taking all of that great learning data that you're storing and all of this information and making it something that becomes, completely searchable. Empowering your people to get the right answers certified by your organization and making sure that they're not maybe doing a phone tree, getting inaccurate information, and they're becoming fully productive. So what have we seen so far with learning? Honestly, the results really speak for themselves for our customers. We have a customer, Polycon. They are a global restoration company, and they were able to save almost a month, for admin time, really being able to reduce what that administrative experience looks like. Ashell, who's a installation distributor, they were able to create that content 98% faster. Again, making sure that content was being created, keeping people, in compliance, pushing out information, and allowing that AI tutor to provide that seamless experience for employees. And the last customer, stat that I'd like to share with you is Polestar. Polestar is an electric vehicle, manufacturer. And by leveraging, Workday learning powered by Asana, what they were able to do is increase their learning engagement by four times. Before they were in solutions that employees, it was outside of their system of record. Employees really weren't engaging with it. They were only coming in and doing minimum compliance required training, but now they have an engaging learning experience. And the results have really increased how people interact, with learning and continuous learning. I'm gonna pause there, Jimmy. I see we're getting questions in the q and a. It looks like you guys are answering them in real time. But I just wanna pause and see if there's anything we should take live as part of this webinar for discussion. You are doing such a tremendous job, Kate. There are lots of great questions coming in around translations and interview functionality. One question around the translation as you showed with, the Paradox candidate experience agent with the x to apply and translation capability, and you showed, you know, asking it, and it responded in the, Spanish language. So, I'm not sure if you have any additional context to add there, but it was a great question, and you showed that functionality very well. Perfect. In addition, one thing I'll talk about with our candid experience agent is we have the ability to also serve up, career sites in multiple languages. We can do this where you saw that I did that translation on the fly. I, myself, I live in Georgia. And based on that IP address and my geolocation, it's bringing in that career site, in English. But if I were somebody else somewhere else based on my geographic location, we can default that in to another language. But we have that on the fly translation. So, again, being able to support that, completely for your candidates, letting them talk in their natural language. K. One more question was, does the scheduling interface for Paradox, does the scheduling interface with Outlook for checking for availability with Paradox? That is correct. So we have prebuilt integrations with both Google and Outlook calendars. So, again, what we're doing is we're still ensuring that we're may meeting the rules of your organization. Are your interview teams available? Your recruiters, hiring managers, anyone that's on that interview team, do they have availability? In addition to that, it'll also look at the rules of your organization. For example, I might be a candidate applying on a Sunday evening, but as an organization, you might say, hey. If you apply at this time, you can't schedule an interview until the next day at noon. That is those bespoke rules for your organization for those different roles ensuring that we're really being able to, automate as much as we can, but still, have guardrails and guidelines around it. Same with interview reschedule. Maybe if a candidate's rescheduling an interview too often, you might wanna then put that interview schedule or recruiter in the loop. That's where Olivia will do that hand off notification. Always keeping in the human in the loop, but starting to automate those not I mean, they're important, but a little bit redundant task when it comes to that interview scheduling. Amazing. Thank you, Kate. Great. Alright. So we've spent some time. We've talked about how our Kin experience agent can really break down barriers, helping you define that top talent quicker, schedule them for interviews, and get them on the floor. We also spoke about how with Sana, Sana can help you to create content quicker, making sure that we're really empowering your employees with that best information, and in addition, how that AI tutor today lives within a learning course where employees can quiz themselves. As we saw, Omar was kinda struggling with some of these key concepts. So in addition to that, he could quiz himself. He could leverage that, that AI tutor. And it looks like in the chat, you guys might not have been able to hear Amy. She was having a conversation back and forth with me asking me some very specific questions around electrical wire repair. And I was admitting I didn't know the steps I needed to do. So, again, it's kind of that breakdown for that employee, making sure that we're getting them the information that they need and how, as of this summer, that AI tutor can then expand into all of that learning data. So not just searching within one course to find answers, but allowing it to open up into additional courses, letting people on the fly maybe ask a quick question so that they can, really focus on that zero downtime and get back to work. Now we know that in addition to getting someone productive, employees really care about, when they're gonna work and life happens. They you know, things come up and sometimes employees are not able to pick up a particular ship. So we're going to come back into, my mobile device, and we are going to log in as Omar. Omar today, he wants to do a couple of things. First thing, you'll notice, he has the option to check-in. So we do have the ability on things like mobile devices to allow a mobile punch, this mobile check-in. You'll see that we're bringing all of that relevant information. I can just come in and confirm this. Now please know we do support geofencing. So if somebody if you allow them to leverage something like a mobile device to clock in or clock out, we will ensure that they're within the parameters set for you for your organization. Guys in the parking lot, we can lock that down that, nope. You can't do it in the parking lot. You actually have to be within the building. One of the many options we have when it comes to being able to to, do that that punch in. Now you'll notice right away, it's starting to say, hey. I'm checked in. So if I am going to be doing something like my meal break or checking out, this information is brought right to me on my front page. I'm not having to search for anything. Now in addition, Omar really wants to see this upcoming schedule, and he can see that a schedule has been posted. Now he can view that schedule, and these schedule alerts can be pushed out via things like push notification to a mobile device. They can also be emailed, out to your workforce, making sure that they are kept up to date to any scheduling changes, both when the schedule's published or when any changes occur to that schedule. Now Omar is actually looking at his Friday shift, and he just found out that his daughter has an upcoming band concert. And he wants to actually see, can somebody else take this shift? Well, he can look at his teammates. He can see who's here on his team, including things like the roles that they're in. Maybe based on this, he has a conversation with Hannah. Hannah agrees to do that shift swap with him, and he can come in and request that shift swap. This is a request that has the full power of the business process framework that that your organization is familiar with today. So we can come in and ask that, giving that flexibility to Omar to do that that shift swap, still controlled by his manager. Or maybe he couldn't find somebody. He doesn't wanna go through that. He has the ability to go to this open shift. And you'll notice Omar is being notified. He is still responsible to cover the shift until it's covered. But what he's doing is he's requesting, I want to open this shift up and see if another eligible worker that can work this shift is available. Now in addition to that, because he's opening up the shift asking for someone if they can take it on, he might want to look at that open shift board. And on the open shift board, this is where he can see shifts that have been published. Again, only looking at things that Omar is eligible for. If this were for something like a production line leader, which Omar is not eligible for, he's not gonna see this shift. This is where we're really putting that framework around it, making sure that employees are only seeing relevant shifts. In addition to that, helping your, supervisors and your shift leaders know that as people are bidding or requesting to swap are only doing so for shifts that are relevant for them. Studies have shown, recently just last year, studies showed that eighty three percent of manufacturing workers between the ages of 18 and 24 say that they're more likely to stay at their job if they have flexibility in your schedules. So, again, this is really putting that power into the hands of your workers, making sure that they're happy with the the schedules that they have and giving them flexibility as life comes up. Now we're gonna change gears just a little bit here, and you'll notice I'm logged in today as, Emilio. Emilio is actually the manager for Omar. Omar, Emilio wants to come in and do a couple of different things. Now I'm gonna do a little refresh. I want this data to pull in and be accurate because we we submitted some information. Now you'll notice right away as I did this, this is real time. You're not integrating between multiple different systems. What our employee, Omar, could do was he could clock in and out. He could request time off. He could do things like manage his schedule and request shifts. He did that all from one single mobile device. In addition, that's gonna have that same downstream effect for those shift managers. So, Emilio, today, before he gets into the shift, the first thing he wants to do is he needs to approve time. Now he could approve time by going through things like his time and scheduling hub, which we'll spend some time in a little bit, or you'll see here we've got some time entry that's already been submitted. But today, he's actually going to engage with the self-service agent. This is our agent's starting point for employees and managers, and we're gonna ask some questions. And he's gonna say, hey. I want to approve team time. What our agent is doing is it's actually pulling up, tools within that self-service agent. There's multiple different tools. We'll dive deeper into that in our next session and the tools and skills that our agent has that you can empower to your organization. But the first thing that the agent's doing is that it's actually looking at that security framework within Workday. It Emilio here saying, I wanna approve my team time. Well, our agent is making sure, does Emilio have access to do this request? He's a manager, and my company has given Emilio that access. In addition to that, it's also understands conceptually who his team is. So it's looking at all that information. I'm not having to do this one by one. And from here, I can quickly see where I have some employees that have overtime hours. And if I wanna approve it, I can do a simple yes. Now Omar to, Emilio today wants to come in and do things like manage this shift request. So he can see that this request to open up a shift has been brought in. This is where he can actually say, yep. I agree. I want Omar to take this shift, and we can actually come in and start to manage that. So this is just one of those ways where we can start to come in and look at those bids. In addition, I also have access to my time and scheduling hub. This kind of becomes that one stop shop for your managers where now I can start to quickly view information about my team and relevant information. I can see some quick actions. I can see who's checked in. And remember, Omar just checked in, so we've got that visibility. I can see all of my workers who are late or if we have any of those, meal or penalty breaks. Again, allowing me to quickly come in and start to see a snapshot of this information. Now in addition, I can also come in and start to manage things like my schedule. Now schedules, I have the ability to filter and view this in a way that's relevant. Maybe I wanna look at this by shift, area, role. Today, we're gonna look at this as by workers. So, again, empowering those shift leaders to be able to see schedules in that relevant way. We can see any of those unassigned shifts, and we can see that we have people like Omar who's bidded on some of those open shifts. In addition, as I come down, you'll also notice due to this being a consolidated solution, here, we can start to reduce things like swivel chair. We can see that Gary is an employee of mine, but he's on a lead. We can also see Lola has some learning that she had yesterday. So, again, giving me that full visibility. So when we think about the benefit our customers have with scheduling, customers like Maddox, we're really able to reduce that swivel chair effect for their managers. They're able to consolidate this information together into that single solution, simplifying what that looks like for managers and employees, improving that overall employee, experience, and honestly saving themselves money at reducing the dependencies on third party scheduling tools. Now, Emilio, today, he might have gotten a phone call, from an employee like David, and we'll see here David actually has a shift coming up on Friday. And David might say, you know, if I have a conflict, I can't come in. I have a doctor's appointment for Friday. So, Emilio, as that shift leader, can actually do things like simply drag and drop the shift maybe to another qualified employee. And you'll notice right away, I'm starting to get a a warning. This is letting me know that I've moved this to someone like Connie that has overtime. So, again, this is where I can actually let Workday start to do some of the work for me. And instead of me coming in and saying who you know, dragging and dropping, we can quickly come in and start to see, like, who might be the overall best match. And here, we can actually come in and look at things like, are they qualified to work this? What would be the least cost to my organization? And then we can come in and start to publish those changes. Now we've seen how managers and employees can do things like request that time off, request to do a shift swap, or even put a shift into, that open shift board. But let's talk now about some of our agent experience, and we're gonna talk through our frontline agent. Our frontline agent, what this does is that it's meeting again your people in those natural workspaces that Andrew talked about. We really need to make sure that we're meeting those frontline workers, those desk less workers in a place that they'll they'll be. So here we see an example of Alec. Alec is an employee that's sick. Life happens. People get sick, and he's saying, hey. I can't come in. What the agent is automatically starting to understand is who Alex is, and we're also seeing that Alex actually has some sick time that's available, and it is sending that request in. That request, again, will be routed to Julie, that manager, and that manager can actually see that he's requested it. And just like we saw, we're making recommendations of who would be the best fit to fill this shift, including in that recommendation who's qualified and, again, providing who would be the least costly, wanting to make sure that we're reducing things like manageable overtime for the organization. Now Julie might ask for things like more options and ultimately decide to do things like post to that shift board. Once that shift has been posted to that shift board, this is where we can start to see those notifications again, meeting other workers like Noah. Noah's receiving alert on his mobile device that a new shift's been posted. So now Noah can quickly come in and, actually see that shift because he's eligible for it. He can request to cover that shift, all supported with that business process framework. That ultimate control will still be with that scheduler, that line leader, and now they have been able to quickly do this in a matter of minutes. Or maybe in the past, your organization was having to do phone trees, pay doing this manually, really, a lot of different, reach reaching out expectations and swivel chair effect. We're seeing our customers that were part of our early adopter for this frontline agent, being able to see real potential for cost savings and making sure that they're going to be able to boost that engagement with workers. This is a quote from one of our large manufacturing customers that was in that early adopter program. Alright, Jimmy. Before we move on, I'm actually gonna go back to this slide. Before we move on, we've showcased a lot of things around Workday time tracking. We've showcased our scheduling, our mobile first scheduling features, and then we also looked at this from a manager, how a manager can do things like manage that schedule, approve time, or even do things like, open a shift. And then we rounded out with our frontline agent. Our frontline agent is generally available today to our customers. This is where we're, again, meeting people with that natural workspace of places like SMS, allowing to call out, and we're letting that agent to come in come in and start to do some of that coordination. Any questions or things in the chat before we move on and talk about our last agentic experience? K. A lot of questions coming in, particularly around Paradox and the self-service agent and the wonders behind it. All the questions have been addressed. Questions on the cost, consuming flex credits, and skews being demonstrated, being scheduling and labor optimization, paradox with for the candidate experience capability. So all questions have been answered. I think you're good to go. Wonderful. And, if we're seeing this as a highlight of some of our agentic features that really help our frontline manufacturing customers, but please know, with Workday, this is a partnership. If there are certain areas, that you want to spend more time on, please reach out to your customer base account executive to schedule a meeting. With that, that's where your customer base account executive will bring in those appropriate people like Jimmy and myself, and we will go deeper into, an overview of the functionality. Alright. So we're rounding down to the last ten minutes of our presentation. Thank you everyone for your engagement on this call. We're gonna end with our self-service agent. With our self-service agent, this is where we're bringing a conversational AI experience to your employees. We focus on things like task automation. So maybe taking a task on behalf and completing a task on behalf of your worker. We saw that with Emilio, our manager. Emilio is actually asking that agent to come in and allow him to approve times and take him to that completion instead of having to do any of those things one off or navigate throughout Workday. We'll also talk about how this is going to be that conversational experience, and this is where you can now start to, answer questions in real times for your employees. Benefits are the fact that this is twenty four seven availability. So as your your employees are working, they're not having to wait for maybe, to ask questions to their manager. They're not gonna have to wait until their your HR team is available to answer questions. This is putting that data at their fingertips. Now let's talk about what that experience looks like on how we can connect people with their data. Well, the first is through Workday. So accessing any of that, data or taking action of any of that data within Workday. This will be across that entire suite, including any configuration that you're putting into things like your business process, that tech that text assistance. This is where we're going to be giving them that guidance. In addition, we also have policy intelligence. Policy intelligence provides answers through knowledge articles. This does require the help subscription, and these are the two data sources that are currently available for our customers today. Both of our customers that leverage this in our early adopter program, and we have been generally available with, the self-service agent since February. Now you'll notice here on third party integration. So coming this summer, this is where we will bring real time integration to policy documentation through third party tools. For an example, common one I hear is SharePoint and SharePoint policies. This is one of our scheduled integrations allowing, questions to be asked and to capture policies or documents stored within third parties like SharePoint. And you'll see here, these are our list of planned integrations. Now how can we meet that that agent chat? Well, we already today looked at that agent chat on a desktop. I'm going to do a a demo from the mobile device. But in addition, also leveraging our Workday everywhere integration today delivered through Teams and Slack. So you have the ability to leverage that chat to start those conversations and get those questions or do those task completion in Teams and Slack. Copilot is available. It will be available as a fast follow to this most recent release, again, being able to support people in those natural workspaces. Now some of the the the tools and skills that are available, when I talk through this, these are tasks that you have that ability to configure and turn on. For any customers that have their USMA already enacted within Workday, if you're not sure if you do, please, again, reach out to your customer base account executive, and they can confirm that for you. This is something that you can turn on in your nonproduction tenant and start testing in real time. You'll notice here, this is where we're seeing specific, tools that can be enabled. Here, this is some example where we're actually doing things like viewing compensation, viewing worker information, or what we would call our advanced tools. With advanced tools, this is where we're maybe, changing information. I want to change my address. I want to change my phone number. I need to change my marital status. This is where you can determine, do we want to enable this for our group and then actually roll out these skills. We have a set of skills for both employees and managers. And then you'll notice here on our road map, we are continuing to enhance what this experience looks like, including that third party policy intelligent, giving more rich generative user interface, going beyond, like, text, interactions and actually giving suggested questions. And you'll notice that we are continuing to expand what this looks like. With that being said, I am going to come in to my mobile device, and we're gonna, again, look at this as Omar. So Omar has questions. And, again, instead of having to maybe wait for his HR business partner, this is where he can just come in and start to ask a question. When can I make changes to my benefit elections? I had a baby recently. So now what we're doing is we are connecting to articles stored within Workday or part of our third party integration into, external solutions. This is where we're giving that information. We conceptually understand that Omar is an employee, full time employee in, California, and we can also see that he is eligible for things like, the qualified life events. We're providing that insight directly to him. Omar can also ask other questions. Can I contribute to my four zero one k this year? Again, starting to look at that information, bringing those, those information directly back to him at his fingertips. If he needs additional support, he can actually do things like create a case, leveraging Workday help and be able to submit that quickly. We're gathering all that information. And the last thing he's gonna ask, when was my last paycheck and how much money did I make? Again, being able to pull in that real time information for Omar, giving that quick experience. So we saw both the desktop, that mobile experience, and we also talked about our integrations through things like birthday everywhere. Alright. So we're coming towards the end of our presentation today. We spend a lot of time talking about the how, how our AI works, but I wanna round this out and think about the why. Why does this matter for, your organization? Well, we know that, for, frontline organizations, in manufacturing that your talent is really the backbone. It's very important. You need people there, but in addition to that, it's actually the most variable aspect of your organization. So how do we leverage our agentic AI to provide great experiences? We saw that candid experience agent being able to reduce that frontline talent gap, taking those traditional long applications and putting it in a conversational experience, connecting to Outlook, or Google Calendar, availability, and allowing you to interview and hire faster. We also talked about how with learning powered by Sauna, you can slash that cost of readiness. We want your workers to get safety certified, become high performing operators without having to pull a manager away. So leveraging things like those AI tutors, getting the the, skills that they need to get working right away. We also talked about how workday scheduling and the frontline agent can help protect that bottom line, allowing managers to make those data driven decisions to reduce costs and eliminate overtime, but also give that really great experience, to your workers, making sure that they're working schedules that work best for their life. And last, we spent time on how we, the self-service agent, can really be built for scalability for your organization, empowering employees with answers at their fingertips, reducing the need to have, HR and g and a teams, have to answer those overall questions. Now we're bringing right to the very end of the presentation. We had a jam packed agenda. So, you've seen this demo, what's next? If you have more questions, we do recommend you reach out to your sales account executive. This recording is available on demand, and please know this is just one of many sessions. These Workday live sessions are enabled for our customers. You'll see here, I've got this QR code. I'll leave it till the end of the presentation. Please feel free to scan or go to this link to see upcoming webinars. Again, I thank everyone so much for your time today, and I hope you have a wonderful workday.