Name: AI-Powered Learning in Healthcare: Personalizing Training at Scale with Sana
Uploaded: 2026-08-12T18:16:27.701Z
Duration: 53 min 20 s
Description: AI-Powered Learning in Healthcare: Personalizing Training at Scale with Sana

Transcript for "AI-Powered Learning in Healthcare: Personalizing Training at Scale with Sana": Alright. I think we're right at about the start of the hour. So we will go ahead and get started. Welcome everybody. Thank you for joining. Today's session will be AI powered learning in healthcare, personalized training at scale, with Sana. So just a couple of quick things before we get started. I wanted to take a minute to introduce myself. My name is Jonathan Langerud. I am a senior solution consultant on the healthcare team here at Workday. I have about seven years of solution consulting experience and I am currently located out of Austin, Texas. I also have my colleague, Brad Newell. He is on my team as well and he will be helping to support the Q and A today too. So speaking of q and a, if you have any questions, please feel free to put them in the chat right here. If you go over to the right hand side of your screen, there should be a little pop out that looks like this for q and a. You can go ahead and put your question in the chat and send it and we will do our best to get to those questions. Really quickly, just kind of covering off on our product statement here at Workday. We're constantly innovating and incorporating new technology into our applications. I will be demoing from a live tenant today. If I reference anything that is road map or future functionality, I will be sure to note that. But as always, we encourage customers to make decisions based on functionality that is currently available. And just a quick reminder, today's webinar is being recorded. It will be available on demand after the webinar has concluded. You can just use that same link that you use to register to, to activate the recording. All right. So before we get started, quick agenda, couple slides and then we'll dive into the product. First we're going to look at how you can create an engaging learner experience. One of the biggest differentiators for workday learning powered by sauna is that it's one source of truth. There's no integrations So from the learner's perspective, that means that they have everything that they need in one place. From the minute that they onboard with your organization to being able to drive those recommended learnings based on skills that they want to develop or career plans that they wanna create, but also create that engaging experience within the content that they're interacting with as well. Next, we'll look at how Workday Learning powered by Asana utilizes tools like AI to help content creators quickly and efficiently author content. And then we will wrap up by looking how you can automate the assignment of learning content within your organization and easily track that assigned content. So quickly, just wanted to give an overview on Workday Learning powered by Asana. I know we have some people on the line that maybe are current Workday Learning customers and they're wondering how this fits in. Some people maybe aren't using Workday Learning at all. So architecturally, there's two key principles. Workday Learning remains the LMS and the learning system of record. So your assignments, your completions, any engagement campaigns, reporting, all of that is going to continue to live in Workday Learning. This is the learning management aspect of it that has the compliance, the governance, and those audit ready records. Sana is now going to add that AI authoring and also the AI tutor and some of those modern learning experiences on the experience layer. So Workday learning powered by Sana will deliver three things simultaneously that a lot of other, traditional learning management systems struggle to do. The first is that Energrade, scale and compliance. So a comprehensive learning management system that's baked into Workday by default. It's not bolted on. It takes into account the user security, the compliance, the auditability. All of that is prevalent across the rest of the Workday platform. So this helps eliminate the need to manage another solution. Also that AI native personalization and authoring. Learning that is going to adapt to each person and an AI tutor that helps learners engage with and understand the content, but also that AI powered authoring that's going to help administrators and your content creators be able to create and update content very quickly. This helps drive engagement within the course, but it also helps your content creators save time when they're developing content. So we'll look at that today as well. And then it's just one seamless experience. So it's not two products that your team has to manage and reconcile, but it's a single platform where learners, creators, and administrators all work. The solution has the context to each user, their role, their permissions, and you can drive relevant learning content to each user, which can help drive adoption throughout your organization. So, essentially, to recap, your compliance evidence, it continues to live in Workday, which is, you know, what your auditors and and regulators would expect. Now you just have access to an authoring tool and an AI tutor that is deeply integrated within Workday learning. So I like to think of it as Workday learning is the backbone, Asana is that experience layer. So Workday learning powered by Asana is both as one product. Alright. Let's go ahead and jump into the demo. And as I said before, we're going to start off, with that employee perspective. Right? So we're logged in as an employee. Now there's a number of different ways that that we can drive learning to employees. Right? We can do that via announcements that you're seeing right here. You can attach different learnings to announcements if you wanna roll that out throughout your organization. We also have the little notification bell up here that you can, drive notifications to workers on the mobile app or via email so that they're always alerted if, required or voluntary learning is being assigned to them. It's also going to appear right here, front and center on the home page under that inbox. So if we have required learning due, we're always going to see that every time we log into Workday. You could also include learning in journeys or on onboarding plans. But essentially, the main point here is that learning isn't a separate solution. Employees are seeing it anytime they log in to Workday and you can also promote and market that relevant learning and in play in a place where, employees will see it as well. So we're gonna go over here. We're gonna launch into that learning dashboard. Right away, as a learner, we're going to see any learning that's required for us. We're gonna see the due date. We're going to see how many items we might need to complete. So if we look at this patient care key to success, we see that this is required learning. We're gonna dig into that to look at what that looks like from the learner's perspective. Now notice here over on the left, how we built this out. We have a number of different types of lessons. That first one is a video. So we can come in and we can build in those interactions in the video to where you're checking in with the learners, you're engaging and you're saying, hey, select the best answer and then we can move on through the video. Right? Just kind of adding in those checkpoints to making sure your learners are actually engaging with the content. And then we also have closed captioning. If we pop this open, we support transcriptions as well. So the great thing about the transcriptions is that if I'm a learner and I am working through, this video. Right? Maybe it's a video that's longer than two minutes. And I wanna go back to a key concept or I wanna search for a keyword that I wanna learn about. I can search that transcription right here, and it's going to surface that for me. Right? So it's a way to kinda quickly search through that video to find any key concepts or if you wanna go back and revisit something. Learners can easily search that and they're able to go through and find that without having to, you know, fast forward or rewind through the whole video. We have a couple of other, different offerings here as well. We have a training activity. This is an observational checklist. Right? So this is big in healthcare. These are templates that you create and you build out. We see right here, Amelia, she can be one of many assessors. You can determine that, but you can have multiple people that are assessing these observational checklists. From the learner's perspective, the value here is that we can go through and we can view that observational checklist and we can open and see exactly what we are going to be observed on. Right? So as a learner, I can come in. I can see, okay, getting into the system. Demonstrate how you access our medical systems. That's going to be important. Right? Or, locate online manuals. So I can get an idea of what I need to pay attention to and some of the key concepts that I really need to hone in on as I'm working through this learning. But just wanted to pop that open. This is template. It's, template driven. But we do support those observational checklists, and you can include those within the courses as well. Okay. This communicative leadership, course. This was actually built using Asana. So if you see right here, we can see that this is a Asana course. I'm going to launch into this so we can see what a Asana course looks like from the learner's perspective. Let me open that really quick. Okay. One second here. Alright. So we have our communicate leadership course. Like I said, this was built using Asana. Right away, I have so this AI avatar can be used to narrate different parts of the learning or different parts of the content. You don't have to create this animation or the person within the avatar. The beauty of sauna is that it uses that AI to generate this and actually look at all of my content to generate the script. Now one important thing I wanted to touch on today, we're going to be covering a lot of AI, especially with the sauna and the content creation. There will always be a human in the loop and you will always have full control over what something like the avatar is saying. Right? So if I wanted to write the script or I wanted to make changes, I can do that. But what this is great for is automating that process by generating the script with AI, then I can go in and I can make the changes as needed. So this is this is full AI. However, I can still modify the tone. I can modify the avatar. I can generate the script using AI. I still have full control over what exactly it's saying. But it does help speed that process up by generating it from scratch. We also have the ask anything over here on the right. This is essentially an AI tutor. So learners can come in here. We're getting suggested topics to explore. We can quiz ourselves on the content. It'll actually go through and and make a quiz. We can ask it to provide real world examples. Right? I can say something like, I don't understand communication that well. Right? And it's going to generate an answer for me. So this can help learners not only engage while they're going through the content, but it helps check their understanding. It helps quiz them. It helps answer questions. One really important thing to note, the AI tutor is only answering questions or giving guidance to the course itself. So it's looking at that content that's in this course. It's not going outside to services like WebMD or HealthStream or HealthSmart to get its answers. It's not going out to the Internet or other LLMs. This means that it will serve up information that's consistent with the course, but it's also extremely important, you know, when it comes to training that might be organization specific. You might have your own policies, and you don't want it to go out and serve up conflicting information to those learners to confuse them. So it helps put those guardrails up. It helps the tutor stay on topic, and it's only going to serve up content, that is coming from the actual course right here. So just gives you the confidence that when people are using this to ask questions and engage, it's only going to surface content that's relevant within the learning. But it does help build that interactivity within the course. Okay. Here in the middle, this is where we have our content. And over here, I like to think of this as kind of the table of contents, right? So we have a couple of different sections within this and we can open up those sections and see the cards within each section. We can come through, we can see what we're going to learn, have these little check boxes here that I actually have to come in and check and engage with before I can move on. Right? I can move on to the next card. We also have a lot of different cards that can be used for learner engagement. One of those is a reflection card. So I can come in here. I can reflect on, you know, what I've learned so far. I can post this if you want to allow them to be able to see what other people are reflecting on in other people's posts. They can see that as well. It's also really easy to come in and make different games or different fun ideas to to quiz the learners as they're walking through this content. So for this one, I can enter in my name and go through a a a game that was built. I can also come here to the studio feedback card. This is kind of a fun little feedback sandwich. This is about communicating. So I can come in. I can leave positive feedback, constructive feedback, end it with positive feedback and it's going to let me know what that feedback quality is. So the benefit of this is that from the content creation side, all I have to do is write a prompt and the solution will actually build the game for me based on the content. So you can rapidly build that content without the need to program or code. And a lot of times when you're going through and you're creating a course in Asana, it's going to make suggestions on different cards you can add, on different games that you can add, and it will build that for you. You can make those tweaks, of course. But it's doing all of the heavy lifting when you're developing those those games or those fun little activities that you might want learners to engage with within the content. Another type of card that we've been getting a lot of great feedback on is this scenario card. So we call it a scenario card because it essentially allows your learners to role play and implement different concepts that they might have learned throughout the course. So in this scenario, I am role playing as a nurse manager dealing with a veteran nurse who's not complying, right? Or is not really buying into the new solution that we're rolling out. So I can go through and I can have a conversation real time, and type back and forth. I can also do this through voice. So you can do this through text. You can do this through voice. But what I can do is role play through this scenario. In Asana is using AI to respond. And when you're creating this, you can put what type of person do you want responding? Do you want them to be agitated or aggressive? Right? What's the scenario? You can actually use a prompt to, describe this scenario that you want them to role play out. So it's using AI to not only create and author courses, but also engage learners. You can create those fun games. You can create scenario cards like this that is actually going to mimic those real life situations, like communicating leadership with the veteran nurse. And this allows your staff to actually practice those scenarios before they occur in real life. Right? And this is something that can lead to a highly skilled practice workforce because they're going through and they're thinking real time. How would I have this conversation if I was a manager and I had to communicate with the veteran nurse on my team that maybe isn't fully bought into something that we're trying to do here? So this has been getting a lot of great feedback. The great thing is too is I am going to end this conversation and based on the concepts within this course, it's going to let me know what I did well. Also, it's going to let me know what I can improve on for the next time too. So once again, getting that real time feedback and how I can improve that conversation. Placement tests. This is another one I wanted to cover off on, but, essentially, you can include these placement tests within certain sections. I'm going to skip it for today just in the sake of time, but that is something that we support. So we have this purpose section. Let's say I've already taken this learning or maybe I took it last year or maybe I already know the concepts and you wanna allow people to basically take the placement test depending on which questions they get right or how many questions they get right. They can go ahead and skip that section because they already know the content. We have some key principles. Once again, another placement test. And then also the final assessment here at the bottom. So as we know within health care, the critical part is compliance training, being able to set up an assessment. For this assessment, I have five questions. I need to get at least three correct to pass. So I'm going to start this assessment. We can utilize multiple choice, single choice, matching, true, false, so we can set those different question types. Also, notice how the AI tutor, that is locked during this assessment. This is not an open book test, So learners can't just come in here and copy and paste the questions into the AI tutor to get the answer. We wanna test that learner based on, you know, what they've learned throughout the course. The big value point here is that when you're building this assessment, all I had to do was ask Sana to build me an assessment. So I think I said, you know, create me an assessment with five questions and a passing grade of 60% or higher. And we'll look at this when we get into the content authoring side, but it saves a ton of time and effort when you're creating those assessments. And then once again, human in the loop, you can still go in. You can tweak those assessments. You can edit them. You can change the questions or the question type. But the great thing is is it gives you a starting point for assessments based on the content that you have. So that is what the Asana course looked like from a learner perspective. I'm going to exit out of here and go back into that, patient care course that we were looking at earlier. Just to kind of point out, you can also include things like documents, external links. There's even a classroom session that we can go and sign up for, any acknowledgments, and then surveys to to gather feedback. And then if we click back, this is where we're going to see all of that relevant information for the course. Right? So I can see any upcoming scheduled lessons. I can see the delivery method or the lesson count. If I need to reach out to anyone to contact them to ask questions or if there's a cost associated, I can, of course, learn more about this course and see the skills that I will gain by taking this course. Now this is relevant for when you're having those career development conversations. And the beauty of Workday learning powered by Asana is that learning isn't just siloed in one area of the solution. So it's showing up where employees want to make career plans or it's showing up on those onboarding pages. We'll take a look at that too. But just wanted to call that out. These are the skills that a learner will gain by taking this course. Any topics, any languages. Right? This it's basically just, any information that you might need about the course. You can see that here. All right. Going back to the learning homepage, we've looked at where learners can see their compliance training, their overdue training. Once again, you can drive notifications out to them, to be able to have them come into this page, take that course. You can send reminders to help keep them in compliance. There's also a, highlights section. So if you wanted to promote certain content within your organization, maybe it's like setting up your email, or, any other content that you wanted to highlight. You can highlight that on this page. This is the discover page. This is where we talk about how can we recommend certain training to learners based on the skills that they want to develop. Right? So right here, based on the skills that this employee wants to develop, she's being recommended these courses. You can also follow certain topics or have certain skill interests. So this page is essentially going through and it's saying for this learner, what do we know about them? Their role, their manager, any career plans that they've developed, any skill interest that they have. And it's bringing those recommendations to the learner so that they don't have to go out and search for them on their own. Once again, popular in your role, any learning that was recently added. This is looking at, like, 30 plus different factors to be able to tailor those learning recommendations to this individual. So it's helping with that career development aspect of actually bringing content to the learners so that they don't have to go out and find it. Now, of course, if we did wanna go out and browse the learning, library, we can do that. We can browse and set different learning topics that we're interested into as well. All of this is security driven too. So you might have certain courses or certain lessons segment of your employee population to be able to access just maybe because it's not relevant. You can limit that by security role as well when they're going out and browsing the learning library. So a lot of different ways for learners to be, you know, to drive those notifications to learners to complete required or compliance learning, but also give them the chance to go out and discover learning for their own. But like I said, it's not just siloed on that learning page within Workday. The beauty of this is if we go to something like the career hub, and this is looking at more than just learning. Right? This is kind of zooming out a little bit and saying, okay, For your employees, what skills do they have? What skills are they interested in developing? Are there any, job openings that they might that they might be a good fit for? Networking, any mentors, any coworkers for them to connect with. Here is where learning is showing up within this too. So it's going to recommend any training for them based on those skill interest, based on what they wanna do from a career development standpoint. Now maybe your employees, they already know those high performers, they're always thinking about that next role. Right? They're always thinking about how they can develop. So maybe your employee already has an idea of what they wanna do and they've built a career plan. Right here, we can see for this nurse, her next move, she wants to move into a nurse manager role. We can look at the details of this. We can see, okay, there aren't any job openings right now, but I wanna continue to develop those skills so that when there is a job opening, I'm ready. Right? We can see how many employees are in this role and who those employees are about this role, any skills on why we would be a good fit, skills that we might need for this role that we don't have, and then skills we've already marked as interested that are relevant for this role too. Here is where that learning is going to show up. If we view suggestions for this role, we're taking it one step further and saying, let's not just identify that next career move. Let's actually look at what you need to do to get there. And so it's going to recommend us with people to connect with to learn more. It's going to recommend any skills that we might need that we currently don't have. And then it's going to recommend us with learning or training that we can take to help bridge that skill gap. So it's not just siloed over in that learning page. It's showing up in other areas of the solution where it's relevant. And that's what makes Workday learning powered by Asana so powerful, especially if you're already using talent optimization and you're already using career hub. This allows employees, especially those high performers to go in, not only build that career plan, but get those driven recommendations for how they can develop the skills to get to that next level. Really quickly, one other area that learning might show up is onboarding. I'm going to switch over. This is a new hire that we just put through and we have an onboarding plan for this new hire. As I open up this onboarding plan, we can see the timeline of where they are, any tasks that they need to do. And then right here as well, this is that learning. Any learning that's required from an onboarding standpoint is going to show up right in that onboarding plan. So once again, they don't need to go out into the learning home page and try to track down what they need to do as part of the onboarding process. All of it is right here. It's organized. They can see very clearly any learning or training that they need to do as part of that onboarding plan. Alright. So we've covered, the learner's perspective. We've looked at Asana course. We've looked at how we can drive those tailored recommendations based on career development plans and help bridge the skill gaps. We've also looked at where learning might show up in a, in a onboarding plan. Now we're going to move over into, more of the content creation side. So I'm logged in as Logan McNeil. Right away, I'm going to dive into this learning admin hub. Now this hub is kind of that one stop shop for managing all things that are related to learning within your organization. We have some key metrics up here. We have the content management aspect if we need to create and publish or manage our content catalog, any setup or access, learner management. Right? So this is where we can assign and enroll learners and and grade and assess, and then reporting and insight. So this is where if you're a learning administrator, you're going to probably go to this learning admin hub to manage, a lot of those learning type activities. Right away, we wanna go in and create content. Now notice right here, Asana content ready to add to a Workday course. I've created this and brought this in. We'll take a look at how easy that is in just a minute, but just wanted to call out where this was on that page before we actually go in and create content. So once again, one experience right from the learning admin hub. You can come in and you can create content, see content that's ready to be added to a course, any reports that you might have as well. Let's look at how easy it is to create a new course using Asana. So I'm going to come in here and create a new course. And, I want to create a course around, let's say best practices for hand washing. Limit this to five cards. And then we also, want to include a test at the end, with five questions and an 80% passing score. So like I said earlier, Asana is going to do a lot of that heavy lifting for us. It's going to create the course. It's going to create the assessment. You might be asking, like, where is it getting this information? Right? So if I'm entering a prompt, essentially, what it's doing is it knows how to find the information about handwashing and it's going to go out into the web and it's going to build that course. It's going to create it. It's going to make suggestions on how we can improve that course. But essentially, it's going out and it's finding information on best practices around handwashing to build that course. Now if you do have PowerPoints, or sorry. If you do have PDFs or you have SCORM packages, it is really easy to upload them here too. So if you had a SCORM package, you wanted to create a course off of that, you would just upload that right here. And then once again, you can prompt it, right? And say, you know, this is this is what I'm thinking for the course. Use this PDF, use this SCORM package to build that content. And it's going to go through and build that content. And if you do upload a SCORM package or a PDF, it is only going to create the content off of those materials. Right? So I just did a basic prompt for today, so it's going out to the web to get that information. But if you do have those source materials, it's only taking information from that when it's building that course. So we can see real time kind of how it's going through and and working through and and building that course. A couple of things to point out while it's building here. Oh, and we can see it's actually almost finished. So this is the agenda, right? We have a title card. We have a couple of pages, five steps of proper handwashing. And then we have that assessment. Once again, human in the loop, I can see everything that was created and I can go in and look at that before I accept it. Now once I accept it, I can still go in and make changes. And one of the great things about this authoring tool is it's all, it can be prompts based. Right? So I'm coming in, I'm looking at this. This looks great. I'm getting suggestions right away on how I can improve this course. Right? I can add a reflection card to ask learners about their handwashing habits. I can add flip cards that help them memorize the facts. All I had to do was look at that suggestion, click it. I can come in here. I can look at what that's going to add to the course, accept those changes, and now that reflection card has been added. I can come in and I can say change the color scheme for this course to blue and white. And it's going to go through and look at the course and it's going to change that color scheme for me. So it makes it a really easy tool to learn and use because really, as you're going through and creating this content, you're just telling it what you want to do. This is where we're seeing, content developers and content creators really cut down on the amount of time that they're spending creating that content. They don't have to go through it and program or code or anything like that. It's it's prompt based. You can ask it what you want it to do. Once again, human in the loop. I can see those changes. I can make those. I can accept those changes and then it's then going to, change the color based on what I said. Couple of other things. I can ask it to create an outline. I can adjust the tonality. I can check my grammar. The tone is a big one too. So if I wanted to adjust the tone for this, it's right away going to look at and read the current content of the card to review it and and just let me know, you know, I can make it warmer, more motivating. I can make it direct or action oriented. I can also adjust the tone for a clinical staff. Right now, it's a pretty basic handwashing best practices. But if I'm rolling this out to to my nurses, to my medical staff, I want that tone to reflect the environment that we're in. So this is great because as a content creator, you can come in and you can ask it to change the tone. You can ask it, to to create a tailored experience for that audience that you're rolling this learning out to. So I can open this up. I can view any changes that have been made. I can accept those, and it's going to look through that whole course, and it's then going to adjust the tone for more of a clinical staff. So that is a huge, benefit as you're creating content to be able to come in and ask it to change the tone, to check the grammar, and do things like that. Alright. Right up here, we also have version history. If I made changes and I decide I don't like them and I wanna go back, I can always go back to a previous version. Also, we have translation capabilities. This is another big value add. I'm confirming the default language and then I can come in, I can pick the language that I want to translate it to and I can go ahead and translate that. And in a matter of seconds, it will translate that course. Now as we know, language translation, it can have a lot of nuance to it. So it's still a good idea to have, you know, maybe a native speaker come in and review that course if you're going to use these translation capabilities, but it provides a great starting point, to just be able to translate courses within seconds so that you can come in and make any changes, but it's doing a lot of that heavy lifting for you within the translation engine. Alright. We also have if we look at this, we can duplicate this. We can save it as a template. The ability to invite collaborators. So I can edit this invite link. I can I can put that out if I'm working on this course with other people? I can also make comments here and start a conversation. If you do have those collaborators, you know, I can say something like, I think we need to look at card number three again and and check that, make sure that that's a 100% accurate. So you can leave comments, have that conversation, invite collaborators. And then if we go here, this is where we can come up with a name. We can use, AI to generate a description for this course. We can even use AI to generate, a cover image for this course. Right? And then this is where we can pick if we wanna enable that tutor mode as well. So So I'm going to go ahead and save that. And then I pointed this out earlier, the AI avatar. This is where you can pick that AI avatar and generate that script right from scratch. So once again, human in the loop. I have full control if I wanna come in and make any changes to this, edit it. But it's providing a very good starting point if I wanted to generate a script, for this. But once again, I could upload my own. I could record myself, but we have those full AI avatars here that do a lot of the heavy lifting for you as well. Okay. I did ask it to also build me an assessment. I wanted to make sure to cover off on this because I know assessments are important in health care. And like I said earlier, this did all of the heavy lifting for me. Handwashing knowledge check. We have five questions. I said I wanted an 80% passing score. I can come in. I can review all of these questions. You know, if I wanted to change this, if I wanted to change the wording a little bit on it, I can make those changes right here in edit mode via prompts or I can come in and I can make those changes on the main screen right here as well too. So, like I said, we support a number of different question types but this gives me a great starting point for what an assessment might look for this course. And then I can come in, I can review it, I can make sure all the questions are relevant, I can make sure that we're really testing learners on on what we want them to know, and then I can move on. Alright. Oh, did not mean to go into that. Let me go back into Asana really quick. Okay. So we have looked at how easy it is to create a course, from scratch. All I had to do is enter in a prompt or you can, like I said, upload those materials like a SCORM or a PDF. I've also created this de escalation course. And if I wanna do something like come in and maybe I wanna make a change to this, I wanna add a, reflection card. The reason I'm making this change is to show how easy it is to then upload this into Workday. Alright. I wanna add a reflection card to reflect on a personal deescalation experience. It's going to go ahead and build that card for me so I can add it. While I'm doing that, we looked at a scenario card earlier, where we could role play live with a veteran nurse. I've also created a scenario card for this course since this is all about de escalation. This scenario, I'm actually deescalating an agitated patient in the hospital. Just wanted to give you all an idea of how you can set these up. Like I said, you can use voice or chat. You can describe this scenario, add any context. The learner is going to be a nurse that needs to calm the patient down. It's complete when the nurse has de escalated the situation. And then I wanna make this person difficult to deal with. Right? Because this is, a de escalation course. And then their role is going to be an agitated patient. I can do that and I can generate, and it's going to go ahead and generate that simulation for me real time. I can go in, I can test it, I can have a conversation with it, and I can preview that before I actually roll it out to my learners. Okay. Now I came in. There is my scenario card. Where is my reflection card? Let's go back up. Go into edit mode. Looks like my reflection card has finished. I'm going to add that. So I've basically come in and and changed a card and updated this course. I can go ahead and just submit these updates. So I don't have to do any imports. I don't have to do any exports. All of that content is automatically uploaded into Workday. So we get that green check mark. We can see that that's been uploaded. I'm going to go back into Workday. Oh, sorry. One second here. I am logged back in. Just timed me out, I think. But I'm going to go back into that learning admin hub. And right away, I can see that de escalation safety and best practices that's been submitted. It's been updated. Now I can add it to a course. If I wanted to add it to maybe that patient care course that we talked about earlier, I could add it to an existing course. I could create a new course from it. Right? So this is where that, Sonic content is going to come in. Alright. We will look at how to edit or create a course in just a second. But I wanted to cover how to assign or enroll learners, because this is one area where Workday Learning powered by Asana really shines. So now that we've got that content created, let's see how we can automate the assignment of that content. We're going to come into the engagement builder and we're going to look at a new hire onboarding training that we have set up. And, essentially, what we're looking at here is any learning that we might wanna roll out to new hires. We have an engagement timeline. This is where you can do that sequencing. Right? So we have the welcome to the organization. We have the worksite safety. It's the same learning that we saw earlier from a new hire point of view when they were on that onboarding plan. So if you have, maybe a nurse that moves to a specialized unit and they have to take a two month program. Right? Four courses and it's a new course every four weeks. This is where you can set up that sequencing to be able to roll out that learning when you need it to. You can also set different send conditions. So I can send this one on completion. I can send it on a specific date. You can determine those rules with with how you wanna send that content out to learners. You can notify them via the mobile app or the email. You know, if I get personal Workday training that that my Workday app is always notifying me. So this is where you can build out the actual content that you want to be included within that engagement. Now let's go over and look at the audience builder. This is one of the differentiators for Workday learning powered by Asana because it is one source of truth. Because there are no integration points. It has all of the fields available for things like payroll, compensation, recruiting. And you can set that audience criteria by any of those fields. You can use worker type. You can use location. You can even segment it out. So we're saying if an employee joins our organization, we're going to automatically assign them this onboarding training when they get hired. This is where you're seeing that right here. So we're rolling this out. Worker type is employee. But if we come down here, this is where we're saying, hey. Anyone that's joined the organization in the past two weeks, we wanna automatically send them this engagement. Right? We wanna send them those two learnings. And the main differentiator here is these calculated fields. So we can come in and we can get very granular, and we can build those calculated fields so that we can really determine this the exact audience that we wanna send this engagement out to and this learning out to. We can also do, exclusionary rules too. So if you wanted to exclude a certain segment of your population, a great example of this is you might have compliance training, you might have certain training, and maybe you have people on short term disability. Obviously, they're probably not going to meet those due dates if you're assigning it right now and they're out on short term disability. So I can come in and add a condition and say, okay. I wanna make sure that we're just giving this to people, that aren't on short term disability. This is just giving you an idea of all of the different fields that you can use. Anything that you're collecting within Workday, you can use those fields to be able to build your audience criteria here. So I'm saying essentially, I'm rolling this out to employees that have started within the last two weeks. I don't wanna give it to anyone that's on short term disability. But then I could add another condition and say, if they're being rehired, I wanna then roll that out to them too. So that when those employees from short term disability come back, they're automatically going to get this learning. The other great thing is if I wanted to preview this audience and see exactly who meets this criteria, I could pop this button open and I get a list of employees, everyone that meets the audience criteria that I've defined here. So traditional LMSs, they can't do things like leave type and rehire. Workday can because it knows your organization. It knows your employees. When someone transfers into a new unit and you're putting that change in Workday, it's going to automatically pick that up and assign them any relevant learning that they might need for that new unit. Or if you hire someone in, it's going to assign them an onboarding campaign like this based on their role, based on that onboarding experience and those onboarding learning types that you want them to have. So just helping to automate the assignment of learning, and actually really dig into how you wanna roll that learning out to different audiences within your organization. Okay. We've looked at how to automate the assignment, the granularity, the calculated fields that you can get in when you're determining those parameters, the automation that happens, it's going to automatically roll out when someone transfers or joins. Let's look at how we can set up, a course. So I'm going to look at that patient care course just in the interest of time so I'm not typing in and doing a bunch of data entry. I'm going to look at, the patient care course that we looked at earlier. Only we're going to look at it from more of an administrative perspective instead of the learner's perspective. So one thing to keep a note here, all of this versioning, all of that is auditable, all of that is tracked. If I wanted to go in and and and look at a specific version, if I've kept different versions over the years, if I wanted to look at it, add a new version effective date, I could. I'm going to do the current version for today. And this is where we're seeing and where we can manage a lot of what we saw on the learners end. But now we're just looking at it from the admin end. So if I wanted to come in and use generative AI to generate a new description for this course, I can. I can see all of the topics it's tagged to or the skills. The nice thing about skills is you might have a big learning catalog and you might not know which skills to tag to which courses. We can bring in different recommended skills for that too. So the solution is looking at what's in this course, you know, what's in the description. And it's able to recommend certain skill outcomes based on that too. So you can just come in there, see the recommendations, and add those skills as skill outcomes to this course. Versioning schema, if you wanna keep different versions. Expiration rules. I think the important thing to note here with the expiration rules, especially so we just looked at the, engagement builder where you can build the engagement to roll that learning out to employees. So the engagement builder basically determines how the learners will get that learning. It it handles the initial assignment of it, but then the course takes over to do all of the subsequent assignments based on the expiration rules that you set here. Right? So you're setting those expiration rules, at the course level. And then after you do that initial assignment, those expiration rules will take place and kick in to determine the reassignment of this course. Instructors, assessors, locations, you can add that here. This is the actual content. Right? So if we wanted to come in and add that lesson that we just created in Asana, I would just go to my Asana content. I would search for the de escalation. Or if I wanted to publish the handwashing course, I could bring that in and add that to this course. You can drag and drop these to determine the order. But essentially, this is where you're coming in and managing the content and how you want that to look. So, pretty easy to go in from an admin perspective and and manage that course. The last thing I wanted to cover, I see we have about twelve minutes. I wanna make sure I also touched on reporting. So the main thing with reporting here, everyone's reporting looks different. Right? Organizations, you probably have specific reports that you wanna do. The main benefit here is that you're already using Workday. It's the same reporting tools that you're using for other areas. You don't have to learn a new reporting tool. It's going to be the same look in the field. Also, any security that you have, you can determine who's getting which reports, who's getting which dashboards based on those security role roles that you already have set up within Workday. You might wanna have managers have certain manager dashboards for their team. But from an organizational view, administrators need to be able to see that. So you can do all of that based on the security roles. And then everything coming in here, you can report on cross function areas. Right? So if you wanted to look at learning, reported with, like, development or succession planning, you can do that because it's a single source of truth. It's also all drillable. If I wanted to come in and see, okay, we have an expression of interest learning course here, who's interested in this one, right? Or who's interested in this one? I can come in, I can open that, I can see those six people that have expressed interest in this course. So as an admin, if I'm thinking about adding another course to this catalog, I can reach out to those people. They've expressed interest. I can basically drill into these reports to be able to see exactly what I need to be able to see. Different campaigns and enrollments, we see some of the different types of tabs up here that you can have for those reporting. Once again, this is just to give you an idea of what you can do with the reporting here, but it's going to be the same reporting capabilities, the same reporting tools, the same look and feel that you're already used to if you're using Workday, which is really nice. Quickly show the compliance tab to give you an idea of that. And then once again, the ability to, if you wanted to, report across different subject areas and do something like a succession plan and and learning mixed in with that report, you can do that because it's one single source of truth. Alright. So we covered a lot today. Just to kinda bring it back to the PowerPoint, we looked at, all of those, AI capabilities within the sonic content, being able to have the AI narrator, being able to have an AI tutor for learners, right, to have them engage within courses, having a scenario where they can walk through that scenario and engage real time. From the content creation standpoint, being able to prompt any changes that you might need to make. All of this is going to help really save time and effort for your content creators and help your learners engage with the learning. And that is really what Workday Learning powered by Asana aims to bring together. The Workday learning piece that we already know, the compliance, the required training, your system of record for tracking and storing learning, but then also the Asana piece that adds that experience layer for the learners, also helps your, your content creators create content quickly and efficiently. Organizations that are already using this are already seeing the benefit. The main one I wanna call out here is AllCell. This is not a typo. They have seen a 98% reduction in time spent creating content, right, just because of things that we saw today. Being able to use AI to generate content, to generate assessments, to have that prompt based editing, All of that is really helping them save in the amount of time that they're spending creating that content. So that was all I had planned for today. Once again, I wanted to thank everyone for joining. I'm going to stop my share now. If, if you do want to catch the recording, once again, this was recorded. It's going to be that same link. So feel free to go out, watch the recording, pass that around. But wanted to thank everyone for their time today, and happy Wednesday. Alright. Bye all.