Name: Hire Faster, Staff Smarter, Retain Longer: Powered by Workday AI
Uploaded: 2026-04-23T18:16:13.601Z
Duration: 56 min 16 s
Description: Hire Faster, Staff Smarter, Retain Longer: Powered by Workday AI

Transcript for "Hire Faster, Staff Smarter, Retain Longer: Powered by Workday AI": Alright. Welcome, everyone. We'll give everyone a chance to join the meeting here, but we will kick things off. And welcome to our Workday live session today where our topic is how we're going to hire faster, staff smarter, and retain longer, all powered by Workday AI. A few brief notes on how to use our GoldCast tool. So you all should have access to the q and a section, so feel free to submit any questions you might have throughout our presentation today. We have a team of solution consultants on the line to support and answer those. Also note that this is being recorded and will be shared after the call, so you can reference anything we've talked about afterwards. And a brief introduction, I am Graham Isak, an HCM solution consultant here at Workday. I'll continue to kick things off here, and we'll be covering the workforce management section of our demo today. I'm also joined by Whitney Stane, who will be leading us through the talent acquisition part of our demo. As with all Workday demonstrations, please take note of our product safe harbor statement. So we are constantly innovating our features and functionality, and we'll call out any road map items, but always remember to make any purchasing decisions based on what is available today. And now a high level agenda on what we'll be discussing. We have just a few more slides to talk through overall trends in frontline worker operations and why Workday makes sense for your industry. And we'll spend the majority of our time showing our Workday product where Whitney will walk through the recruiting and onboarding experience from the lens of a candidate recruiter and new hire, and I'll cover the end user experience from the lens of an active frontline worker and frontline manager. And now to better set the stage for our session today, we understand that retail leaders face constant disruption. So shifting labor needs, high turnover, evolving customer expectations, and pressure to optimize cost while improving the employee experience. Yet most retailers still rely on siloed systems to plan, hire, schedule, pay, and develop their people. That results in major challenges such as slow manual hiring processes that miss top talent and make it difficult to recruit high volumes at a time, inflexible, unoptimized schedules that frustrate employees and managers, limited visibility into employee performance and labor costs, and disengaged frontline workers leading to low ongoing retention. We also understand that the fight for frontline talent has become intense. So in retail, 90% of leaders are struggling to staff customer facing roles directly impacting service levels and revenue. At the same time, frontline turnover is incredibly high between 70130% annually, meaning many organizations are constantly hiring just to stay even. And even when those roles are filled, 70% of frontline workers are not engaged or actually actively disengaged, which of course affects productivity, morale, and customer experience. So together, these numbers show why retaining frontline workers is not just an HR issue, but truly a business critical challenge. But to solve for this, Workday equips retail and hospitality leaders to move faster and operate smarter. So we help accelerate hiring, cutting time to hire by up to 75% so teams can staff critical roles quickly. The same time, leaders gain better visibility and control to optimize labor spend driving meaningful savings. By consolidating systems, organizations can reduce compliance risk and complexity, moving from dozens of tools to a single platform. Ultimately, this all adds up to what matters most, stronger retention with more leadership roles filled from within your organization. And again, to win this battle for the frontline operations and actually see those results, it starts with the frontline worker life cycle. So Workday's solution is in a single platform providing the same data across the business along with a consistent user experience. So you can attract and onboard talent to handle your high volume recruiting needs and mobile onboarding to help get people productive right away. Once those workers are with you, you can optimize and deploy them with our advanced demand forecasting and scheduling that balances business needs with worker preferences. When it comes to managing daily operations, you can track and pay your team efficiently to automate timekeeping, mitigate compliance risks, and improve efficiency. And finally, you can upscale and retain your workforce, which helps you assess any skills gaps and put together career paths to improve retention. And now to see all of this in action, I'll pass it over to Whitney to cover our first portion of our demo here. Awesome. Thanks, Graham. I'm gonna go ahead and share my screen. Alright. Y'all should be seeing that same slide. So hi, everyone. Welcome. Thank you for joining today. As Graham mentioned, my name is Whitney Steyn. I'm an HCM solution consultant here at Workday as well, and I'll be walking you through the first three persona experiences of this demonstration starting with the candidate experience. So we're gonna start by jumping into Workday's AI candidate experience agent and talking through how we can support a conversational application and interview scheduling experience that's available on your browser, on your mobile device, and via text message. So starting with a quick slide, as many of us may know, Workday is incredibly configurable. Optionality is really key for frontline organizations who need to represent multiple brands or multiple geographies appropriately. So for job applications, Workday can support traditional candidate applications, text to apply, and conversational applications. Where we're seeing the most traction with our frontline organization customers is with our candidate experience agent. So let's jump in and see that in action. Starting with our career site, our career site is really your candidate's first interaction with your organization. Workday delivers custom career sites to help you promote your brands and your culture. So the idea here is that Workday will create, host, and maintain these career sites on your behalf. And, of course, what's most important for these frontline organizations like yourself is that career sites are supported not only via browser like we're seeing here, but it's supported via mobile as well. Next, I wanna tap into our candidate experience agent. So here on the right, you're going to meet Olivia. Olivia is our candidate experience agent that's designed to conversationally guide candid candidates through the recruiting process. We're gonna go ahead and start our job search. Now while Workday can support traditional job search by scrolling through job postings, Olivia here streamlines job search by providing personalized job recommendations to each candidate. So what Olivia is going to do is she's gonna ask our candidate about their job interests and the location that they're interested in working in and surface a shortlist of the most relevant jobs for each candidate. So let's say that I'm looking for customer service jobs. Olivia is gonna ask me where I would like to work. I'm gonna let her know Chicago. And what she's gonna do is surface that short list of jobs that's relevant to the criteria that I brought to her. Important for frontline organizations is translations. Olivia supports over 100 languages with real time translations via Google. So Olivia is going to automatically speak the language to the candidate that the candidate interacts with her in. So I'm speaking to Olivia in English, she's responding in English. If I spoke to Olivia in Spanish, she would respond intelligently in Spanish. Now that we have this short list, we can tap into these job openings. Here's where we are able to review all of the job posting detail, and if we would like to, we can apply. Now as we saw on that last slide, Workday supports traditional job applications and conversational applications via Olivia here and via text. For this demo, I wanna highlight the conversational application experience because it's really key for frontline workers and it's key for those high volume hiring needs. So I'm going to go ahead and apply. As we start this application process, keep in mind that the idea here is to quickly gather candidate contact information and answer prescreening questions through a conversation. So we'll start by gathering that contact information. Olivia is gonna ask our name. We're gonna tell her our name is Leah Smith, and then she's gonna proceed in asking us our contact information. So we'll give her our email. We also have the option to give her our phone number. Now you can determine what information you want to provide as a candidate. So I'm going to opt in to give her my phone number because for me, as a frontline and frontline candidate, it's important for me to be able to have easy access to text messaging when it comes to reaching my recruiting team. Once our contact information has been collected, next, Olivia is gonna start to ask us our prescreening questions. Now these responses to our prescreening questions can be used to automate candidate stages. So for example, Olivia is asking us if we're at least 18 years of age. This question might be a knockout question and might automatically disposition underage candidates. Our next question is asking about our weekend availability. This question might automatically move candidates forward to the interview stage. All of the information and the data collected within this conversation is stored automatically on that Workday candidate profile. Alright? Olivia can also ask us to upload a resume. Now resumes can be uploaded directly from our computer, or if you have a screenshot on your phone and you're applying via mobile, you have the ability to upload that here as well. I'm gonna go ahead and upload that resume a little bit later. The next thing that Olivia is going to ask us is some compliance related questions. So keep in mind that Olivia can automate the collection of EEO or WOTC type data, and we can auto populate those Workday fields with the data that's collected in order to drive that downstream reporting. We'll go ahead and skip this for now as well. And what we're gonna see here is that Olivia is gonna confirm that our application submission is complete and can continue to offer additional assistance. Now something that I hope you've noticed here is that Olivia did not require us to create a candidate home account. This is gonna be really key for those frontline candidates in improving your application completion rates. We've actually seen that seventy percent of candidates abandon the process when they're required to establish a username and password, so this is a great way to continuously build our candidate pipeline. Now what you're seeing here is that Olivia is gonna continue to respond to me via our, chat like experience on our career page. But something that's incredibly important to our frontline employees is going to be access to this type of information on our mobile devices. So I wanna highlight that all of the conversation that I'm having here with Olivia, because I was able to present my phone number and opt in to receiving text messages, we can see that this conversation is actually being mirrored directly on my phone. Alright? So you define how quickly Olivia will follow-up after the candidate applies. In our demo environments here, we're seeing that really quickly Olivia has validated that the candidate has met minimum requirements and has invited the candidate to interview. Now Olivia is gonna propose interview times. What's happening in the background is that Olivia's AI engine is reading the free and busy times on your designated interviews calendar. We support both Outlook and Google Calendar. And then Olivia is gonna take the times and propose the available time slots to the candidate. Here, either in our chat experience or on our mobile device, our candidate can select a time slot, they can ask for more availability, or they can reschedule or cancel their interview directly within these mobile experiences. So we're gonna say, you know what? Let's set up this interview on Tuesday, and Olivia will confirm that the interview has been scheduled. Now we typically see that interview scheduling can be a point of friction between candidates and recruiters. So Olivia's twenty four seven interview scheduling service really eliminates the back and forth between candidate and recruiter and, in turn, saves time and prevents candidate drop off. K? We've actually seen for one of our customers, General Motors, they were able to reduce interview scheduling time from five to seven days to just twenty nine minutes. That is actually a 99.6% decrease in time spent to schedule interviews. Alright. So now that we've completed our candidate experience, I wanna move on to our recruiter experience. So we're gonna log into Workday as Carmen Cortez. We're gonna get a good idea of the types of reporting and analytics that Workday provides to recruiters. We'll talk about mass actions and key capabilities to support high volume recruiting, and we'll also talk about candidate engagement. So next, I'm logging in to Workday as our recruiter, Carmen Cortez. Something about Carmen is she's a recruiter, but she's also an employee. So she's gonna have access to all of her employee self-service capabilities alongside access to her recruiting capabilities as well. Workday delivers something that we call the recruiter hub. This is going to allow recruiters to easily view and prioritize their recruiting responsibilities from a high level. So we can scroll through here, and we can see high level around what's going on in Carmen's pipeline. Are there any key tasks that she should be aware of or have, or should be top of mind for her? Do we have any new candidates that she should be spending a particular amount of focus on? We also have the ability to present different reporting and analytics to different users. So Workday delivers hundreds of reports and dashboards out of the box. These could be personalized to display data that's most relevant to each user, for example, Carmen as a recruiter. Reports can be specific to different brands or show data across an organization as a whole. So we can get insight into detail around open requisitions, how we're tracking in our headcount versus our planned headcount. We also have the ability to track things like our source pipeline summary. So, for example, here in this report, we're tracking how many candidates are coming from each source and the quality of those candidates based on how far they progress in the recruiting cycle. The value here is that we're able to optimize your recruiting budgets and focus on the most effective sources by collecting all of this data and presenting it to your recruiting team in real time. Now remember, re recruiting is native to Workday. Other systems might have bolt on ATS modules, which makes this type of real time reporting really difficult because your data is siloed. But because Workday has that single reporting engine and that real time data, we are able to bubble up this information to the appropriate users at the appropriate time. Our recruiter also has access to our job requisition workspace. This is where you're gonna get visibility into your open job requisitions broken out by hiring manager or location. Now remember, in Workday, you define who can see and do what. So you can segment security to allow access to job requisitions based on different criteria. Maybe it's gonna be based on brand or business unit, hiring manager, or location. You define who can see and do what in Workday. Let's go ahead and tap into one of our job requisitions. Enrique Vasquez is hiring a new team member on his team, and we're gonna be able to see the progress of that recruiting effort. In our job requisition, we're gonna be able to easily manage our job requisition details, screen our candidates, and facilitate our general recruiting cycle. We'll be able to see high level under high level, information around who is our hiring manager and our recruiter. We can even see analytics around active candidates by stage. So this funnel is gonna help us determine what is our drop off and conversion rates as we move throughout the recruiting process. Here in our candidate grid, you're gonna be able to configure the details that are most important to your talent acquisition team or to your hiring managers. For example, we're gonna be able to see here candidates by stage, and we're also gonna be able to prioritize or rank our candidates based on what your organization deems most important. That could be a skills or experience match. That could be based on questionnaire results. That could be based on AI driven hired score grades. You determine how you wanna prioritize your candidates and what information is most important for your recruiting teams, and you can bubble up that information in this grid. Now another key element to high volume hiring is the ability to take mass action. So we could come in here and take individual action on each of these candidates, but we also have the ability just to select multiple and move people forward in a really logical manner. So Workday's business process will move each candidate to their respective next step in bulk. Okay? So for all six of our applicants that are in the review stage, Workday knows the next logical step is our self screen. Workday knows that because that's what you've defined in your business process. We're also just able to say all of the candidates who are currently in our screen stage, we wanna move you forward to our interview stage. So the ability to take mass action while also have the ability to flexibly have ad hoc modifications is key for managing those high volume hiring efforts. Next, I wanna tap into one of these candidate profiles. Remember that Workday has a single candidate record for each of your candidates. So regardless of how many jobs they apply to, all of their work all of their candidate data will live on one worker profile or one candidate profile. This profile will dynamically update as you collect information throughout the application and recruiting process. This includes all of the data that we collected in our conversation with Olivia. Some high level details around our candidate profile include that contact information, what are the active job applications that this individual is, applying for. We're also able to track all of our recruiting history. So anytime that we had communications or tasks or any type of action related to this candidate, we are able to track that in our timeline. We're also able to track things like interviews that are scheduled, any feedback that's been received. If we're extending any offers, we're able to track that here in our candidate profile as well. I also wanted to highlight the collaboration that's possible within our candidate profiles. In this tab here on the right, this is when we can add collaborative notes to con converse throughout our entire internal recruiting team. This tab is also available when communicating one on one with your candidates. So Workday supports two way SMS conversations between recruiting teams and between candidates to really facilitate that conversation throughout that recruiting cycle. Now, of course, what we've seen here is an example of a job requisition with many candidates that have already applied. I also wanna take a moment to highlight how Workday can support your candidate sourcing efforts. Workday delivers something that we call our candidate engagement capabilities. Within candidate engagement, this is gonna be a single place for your recruiting teams to find and nurture talent using automated campaigns, tailored landing pages, targeted events, and, of course, real time analytics. So if we start by taking a look at our landing pages, this is where you can curate your branded landing pages to target key audiences. So let's tap into our internship landing page as an example. Here is where we can not only promote our brand, but you can actually capture lead information and allow candidates to easily apply to key openings directly from these landing pages. So for example, if we have an internship program, we can send targeted communications to individuals that we think would make good interns. We can promote internship specific information. We also have the ability to promote internship specific job postings. So the idea here is that if a candidate applies from one of these landing pages, they can automatically be added to a pool, which is gonna help your recruiting teams track that pipeline. Now landing pages can be used independently or they can be used alongside campaigns. Think of campaigns as prescheduled messages that are sent to individuals within candidate pools. These can include conditions to drive relevant and personalized engagements for candidates. So if we take a look at our internship campaign, here we can see the analytics around the, emails that we've delivered, opened, clicked, the job application conversion rate. We can determine who we want to receive these different types of campaigns. As I mentioned, that can be based on a pool that you've set up. And then here is where you're able to define the messages and the message path. Here's the initial email we want to set up. If somebody waits ten days and hasn't clicked into it, maybe we're gonna wanna send a follow-up email. Campaigns are supported via email. They're also supported via text messaging. This is gonna be especially key for that frontline workforce. The value of campaigns is that we're able to help you to really drive a logical flow of communications when engaging with different candidate pools. It helps you to build your pipeline and generally overall reduce your time to fill. Now this would not be a Workday demo if we didn't talk about analytics, so I also want to highlight that Workday delivers analytics for each of these elements within our candidate engagement suite. We'll take a look at the campaign analytics as an example. So here, we can understand details around who is most engaged, which landing pages are driving the most quality applicants, who has maybe unsubscribed or marked certain emails as spam. We're able to use all of this information to then turn around more targeted and more educated campaigns, events, and landing pages. Alright. So that wraps our recruiter experience. So the next thing that we're gonna do is move on to our new hire experience. Here is where we're gonna see our mobile onboarding experience, and we're gonna really see where all of those Workday elements come to life in order to support a really welcoming, really engaging onboarding experience for our new hires. So flipping back to my mobile device, Make that a little bigger. There we go. For those of you who are unfamiliar, this is Workday's single mobile application. Workday delivers one mobile application to all of our users. This is going to be the one stop shop for all things self-service for all of your end users. Workday uses AI to greet employees with a personalized user experience and bubbles up the information that should be top of mind for you. We offer this really familiar navigation. We can see here along the bottom, our notifications, our tasks, our worker profiles, and you're also able to configure specific branding and announcements by audience. This is really key for organizations that have multiple geographies or multiple business units or brands. Workday also supports over 38 different languages, allowing employees to access Workday in a manner that is most comfortable to them. And as I mentioned before, everything in Workday is governed by security, so you're gonna be able to decide who can see and do what throughout every single persona within Workday. Now today, we're gonna be talking about our new hire, Tori Allison. We can see that she has front and center her onboarding plan available to her. Think of this as your dynamic onboarding checklist. This is going to be automatically distributed to new hires upon hire. The idea here is that it's going to guide new hires through onboarding and increase their speed to productivity. So a couple of elements that we can see here that have been pushed out to our new hire, we're able to see our highlights. So a really nice social media like environment, you're able to push out important information that you configure to your different onboarding, plans. We're also able to see here all of those tasks that are required of our employee to complete. What I hope you notice is that these tasks span multiple different functional areas. We have the ability to complete state, local, federal pay, tax withholding. We also have the ability to define payment elections. We also can capture things like emergency contacts and form I nine. Now Workday delivers and maintains form I nine on behalf of all of our customers. We also deliver a prebuilt integration with E Verify. What that means is that Workday and E Verify own the plumbing. If anything changes between Workday and E Verify, we will be responsible for updating that integration for all of our customers to be able to leverage. Now because Workday is truly a single system, we have one set of data, we have one mobile application, employees aren't having to go to multiple places to access their onboarding activities. We can see we've already talked about payroll elections. We've talked about I nine forms. What we're also able to push out is different required learning capabilities. Because Workday learning is native to Workday, we are able to use the real time data that we have about your new hires to automatically push out learning to these individuals. When you have a bolt on LMS, you have to integrate all of your new hire data with your learning management system in order to allow them to access their training. With Workday, that's not the case. We are making training front and center so employees can ramp really quickly and get up to speed and start being productive for your organization as soon as possible. Now these types of onboarding experiences are driven by condition logic. So for example, if an employee meets a certain condition, then you can say Workday automatically include or skip a certain step. So for example here, what we may have noticed is that our employee was not prompted to update their benefit elections. Why is that? This is because Workday delivers benefits ACA reporting. Workday knows that this worker is not eligible to enroll in benefits. So Workday's business process has automatically excluded the benefits enrollment event from this worker's onboarding task. Alright? So the idea with Workday onboarding is that you build out your specific onboarding structure one time, you include condition logic, and Workday's automation will take over. The value here is that we're really driving onboarding compliance. We're helping you increase your speed to onboard, and we're reducing the amount of manual effort and time that your managers or HR teams might be spending to get your new hires up to speed and get them all the onboarding information that they need. Okay. Jumping back to my slide, that wraps our new hire experience. So thank you for attending the first half of this Workday live. Next, I'm going to pass it back to Graham to review the final two personas of this demonstration. Awesome. Thanks, Whitney. And I will take the screen share back. And, again, now we'll focus our ex we'll focus on our experience as a frontline worker where we're focused on meeting workers where they are by connecting them to their schedule, time sheet, time off, and payslips all through that same single secure mobile app. Also, we'll focus on giving them flexibility and control of their schedules through the ability to complete tasks like setting their availability and preferences, swapping shifts, picking up open shifts, and logging their time accurately. Alright. So we're continuing on with our mobile in our mobile app as our frontline worker, Ben Adams. Once again, with Workday, you have the same consistent user experience for all tasks. So we talked about those onboarding tasks already, but now as an existing worker, also, you'll see areas like your time card, your schedule, payslip, and really any other work related tasks. So right from your home page, you'll see you have a shift scheduled for the day and can easily clock in and out from here. So we do support a variety of time entry options for your different worker groups, but for those workers that you want checking in and out from your their mobile app, we do support geofencing functionality to control and prevent where employees are allowed to clock in and out from. So when geofencing is configured, workers would receive an error message when trying to clock in or out while outside of the defined location radius to ensure more accurate time entry for your hourly workers. But in this case, Ben is at the proper location, so you can continue on with the check-in process. And also note you can configure any additional time types that are available to you which are controlled by eligibility rules. So workers can only select the options that they have access to. For example, if you wanted to track training time differently than regular hours worked, that's an option that you can configure. You're also seeing additional work tags under the detail section, which allows you to track workers with multiple jobs, cost centers, or really any other data element you need for various reporting or costing purposes. Now, one important clarification is that these only need to be populated by the worker if they're different than their primary job and location. So you can keep the check-in process very simple and easy. Now you can complete your check-in where you are immediately able to confirm those details and keep track of the total time work throughout the day. You can also set reminders to check out for meals or breaks to ensure accuracy and compliance, prevent any unmatched time punch scenarios upfront. But when workers do forget to check back in or there are no time entries for a day that someone scheduled to work, Worksday does allow you to send notifications for these situations, all with that focus of making sure your workers are entering their time accurately. So when you're ready to check out, you're able to allow them to clock out for a break, meal, or simply just in and out out times for, that out type as, at the end of the shift. But we'll check we'll stay checked in for now and navigate back to his home page where we will navigate back to, submitting time for a previous week. We can do that by navigating to the time management hub where you're able to, take action on all of your time, absence, and scheduling related tasks. But if you navigate to your workers' timesheet, you're able to see all of the totals, that have been entered for that previous week. So you're seeing quick daily totals at the top of the screen providing a simple view for workers to confirm the hours that they've worked along with any alerts. So these would indicate any type of exceptions. In this case, you've logged time on an unscheduled day and have clocked in early. This is also where you can add any additional rules around compliance or company policies that reference the schedule and absences directly on the timesheet. Now at the bottom of the screen, you're also provided with a more complete weekly breakdown or summary view, which is once again configurable so workers are only seeing what's relevant for them. So in this case, you're seeing some overtime and additional options like double time, meal meal break penalties, and shift premiums because this is a shift based worker in California, so they're eligible for those types of premiums. If a worker is not eligible, then they would simply not see those totals as options available to them. I wanna reiterate that these hours calculations and totals are all updated continuously in real time as your login time throughout the week, helping to reduce any surprises and corrections at the end of the time period to provide a better end user experience. So we will go ahead and submit our time for this week, which follows our business process framework and knows to route this to our manager for approval. And those alerts that we saw will be consistent with what the manager is seeing when reviewing and approving that time as well. Also wanna call out that many of our customers will choose to enable a mass submit time functionality to push that time forward so workers would not even have to, complete that process. But now that I've checked in for the day and submitted time for that previous week, wanna go ahead and review my schedule in more detail. So when a schedule is published or changes are made to that schedule, your workers will receive notification that indicates all of the schedule and shift details. These can be set as push notifications on the Workday app or through SMS text messages. And when you click into the notification, you would see a summary of what that update or what that change was. As you navigate to the schedule, then you're seeing a overview of of all the shifts that you're assigned for that given week. Have you click into an individual shift to see those shift details? You're seeing where you're scheduled to work, any meals or breaks that are scheduled, as well as the type of work that you'll be doing. On the teammates tab, you're also able to see who else is scheduled to work on that given day. So all of this is helping you as that worker know exactly what to expect when you show up to work Now we know that conflicts with work are always coming up for your frontline workers as well So without a scheduling system like Workday, this can be a real pain to try to reschedule by reaching out to your manager manually and hoping they accommodate your ask. But with Workday scheduling, employees are enabled to own their own changes for these conflicts by choosing to host these shifts to the open shift board or finding a coworker to swap with directly. So by opening the shift, any of my teammates who are qualified to cover for you will be able to do so, meaning that they have meaning that they have the same role and are able to work at the same location. Now if you wanted to take back that shift and realize you actually can work at that time, you can simply do that or swap directly with a teammate, once again, who whoever is eligible, in that organization at that location and with the same, same job. So if I wanted to swap a shift with Ben, you can simply go ahead and kick off that process. Once again, following the business process that you've configured, so Ben has to accept that proposed shift swap. And, if you wanted to include any manager notifications or approvals on that, of course, you can do that as well. Now if Ben wanted to pick up any additional hours, you can also pick those up very easily through the open shift board. So this can be, set up as a business process as well so your managers are able to review who's able to cover and take, select the the worker who is the best fit. Now a few other examples of schedule schedule settings that you may wanna you may want to allow your workers to have access to include the ability to change worker availability, preferences, and requesting time off all directly through, the same user interface. So if you wanted to request, time off, of course, Workday supports traditional time off like vacation or sick time. They also may wanna indicate where, where workers have short term unavailability. So the short term unavailability allows workers to indicate just times that they're unable to be scheduled, and you can you can specify those specific times. This case may be, from the mornings. So from nine until two on these days, you're unavailable, but you wanna make sure that you're still able to pick up shifts in the afternoon or evenings. Once again, this is a, once once again, this is another business process that relies on our absence functionality here. So all of this is focused on making sure your employees are satisfied with their work schedule, helping lead to improved satisfaction, and ultimately helping retention across your workforce. And now to recap our frontline worker experience, we saw how Ben was able to enter and submit time, view schedule, post a shift to the open shift board, and update, availability and requesting time off all from that same mobile device. So we'll move ahead to our last persona in our demo, our frontline manager, where we'll focus on how the time and scheduling hub provides your managers with one place to view, manage, and create schedules, make approvals for time sheets, time off requests, shift changes, and anything else you want your managers to be on top of. Alright. So we're logged into our demo environment as our friend Enrique who's a store manager. So from your homepage, you have a very similar experience to what we saw while logged in as our other users. But the tasks you're able to see and are do are controlled by your security access as a manager. So from this home page, you're able to take action on anything awaiting your inbox, so any time entries or absence requests that are awaiting your approval. But we're gonna focus our attention on the time and scheduling hub. So this provides you with a one stop shop where work where Workday will tell you as a manager what you need to know and the actions you need to take to appropriately manage your team's day to day operations. So from here, you're able to review all of your time scheduling and absence information, like who is checked in at this given point in the day and who is scheduled but might be running late. On top of that, you can also keep track of things like if any workers are missing a meal or a break. Now the first thing you wanna do as a manager in this case is to review and approve your team's timesheets. So we'll navigate back to the previous week, and you can see how you have the overall totals at the top of the screen indicating which workers have submitted time that are awaiting your approval, which workers might not have any time entered, and which ones have unsubmitted time. Also, wanna quickly call out that Workday is able to detect any possible time anomalies. So this would be able to, this uses machine learning and would be able to detect any unusual time entries that differ from the historical pattern in which that AI algorithm detects. So this is another way that Workday helps managers make sure their team's time is being entered accurately outside of the predefined alerts that you have configured. Now when you're ready to approve time, again, you're seeing the time that we just submitted as Ben and how those alerts continue on with each step of the process. So if you needed to drill into those further, you would be able to do that. But if you are ready to approve that workers time, you can go and simply approve in bulk here. Now another option you may want to enable for your managers is the ability to edit and approve time. So this provides, provides those managers with a slightly different view. Still have that breakdown of your different totals and you can filter as needed. But there's a few additional features that are really helpful on this grid view. So first of all, the ability to compare the time worked with what was on the schedule. And, of course, the ability to quickly make edits to those workers' timesheets. So, for example, if we're seeing how Angela has a unmatched check-in and has not clocked out for that day, Workday compares that time, that check-in with the time, with the time that they were scheduled to work. You can easily make that edit or autofill that scheduled out time. So again, maybe that, so that review and approve time is a more simple approach, but this edit and approve time, option provides more flexibility in actually making updates and changes as needed. Alright. So now that we've reviewed and approved our time entries, we'll go ahead and move forward to our scheduling tab where we'll take a look at the current week that has already been published. So the first thing I wanna note on the schedule here is that we have a connection back to Workday HCM. So there's no need to create a separate scheduling organization structure in Workday. We're leveraging your supervisory org structure by simply enabling those to be scheduling organizations so that piece of configuration and maintenance is extremely straightforward. And if you wanted to have your schedules broken out into different subgroup areas, for example, backroom versus sales, you can easily do that and be able to filter directly on the schedule. You're also able to set the default view on the schedule. So in this case, we're seeing both by that subgroup of backroom and sales and then by role. So So we're seeing some sample roles like inventory, mainten maintenance. I, as a shift supervisor, am also included on that same schedule. And then on our Sales Floor, we're seeing sales associates and, cashiers. Also wanna call out that, of course, these roles are configurable and defined by you. So these are some examples of, of what a sample schedule can look like, but you would be able to control specifically what those roles and qualifications are that you need to incorporate. Now we have a few options to filter this view separately. So set our default view is by role. Can also filter, or sort by workers and and adjust where you wanna show or hide various details. If we wanted to view by, alphabetical order, that's where that color coding becomes very helpful. You're also able to see where there are any conflicts here. So in this case, we're seeing the conflicts at the top of the screen where we have this worker scheduled for overtime and working more than six days in the week. So, of course, these validations are once again configurable, but these are some examples of how of what you might wanna set up to stay on top of any compliance issues. You're also seeing some options like using our open shift board. So as a manager, when you know you need additional headcount, you can post these open shift boards, which we saw as Ben during that frontline worker portion of our demonstration. But if no one's picking up that shift and you need if you need that coverage, Workday will automatically suggest workers to pick up that shift for you. So this is looking at all factors related to the schedule. So first of all, making sure that worker is qualified to work at that location and at that role, but also looking at the cost associated with that and making sure this is within the the workers' availability and preferences. So you can very easily choose who that best fit replacement is and make that change to the schedule. Now this is also where you're able to see where there are any gaps in coverage or where you might be overstaffed. So this relates back to our labor demand component of our functionality and where you are defining the headcount needed on the schedule. So this labor demand can be defined in a few different ways. But, I wanna call out our demand forecasting functionality where our labor our labor demand can be generated based on historical metrics like total transactions, sales, or customer comps. Again, these metrics can be defined by you. And in this case, we're looking at this forecast for a future week, which is where we're seeing that weekly actual is, currently zero. But as those metrics get loaded in based on that historical data, you're able to compare where there would be any variance and also, that machine learning algorithm will get more accurate over time. So currently, these forecasts are generated four to eight weeks in advance, again, based on those historical metrics to give you that proper labor demand for how many workers you need throughout the day, throughout the throughout the week and day down to the hour thirty minute or fifteen minute level increment. Now as these forecasts get populated, you, of course, also have the ability to make adjustments to that forecast. But then based on your labor mapping rules, the labor demand tab will tell you how many workers you need to be properly staffed. So again, this labor demand tab defines your overall sales target and labor budget. These are two fields that can also be tracked in hours instead of dollars, as well as on a daily level, instead of a weekly level to provide more granularity. And then the labor demand tab at the bottom provides you with how many workers you need throughout the day. Now when actually going forward and generating the schedule here, you'd be able to adjust what schedule settings are most important for you. So if you wanted to make sure you have a consistent schedule or you're minimizing cost, taking workers' preferences into account, or allowing the schedule to exceed any overtime or validations you've defined, you are able to control that. Once that labor demand has been defined, this is where you can go in and generate the schedule. You're also able to copy from a prior week or manually create schedules. Also, this would be able to refer to any predefined patterns. But in this case, we are wanting to leverage that labor demand headcount. So we can go ahead and generate the schedule. And as that's running, I wanna just talk about, again, how this is using AI machine learning to take all inputs that we've discussed and iterations of the schedule into account to determine what that most optimal schedule is for both your workers and the needs of that business. And then you're provided with this quantitative measure, in this case, a 97% schedule score indicating that you have all of your labor hours covered. You've been consistent. You're minimizing costs. You're below the budget that you've defined and taking your workers' preferences into account. Of course, you can always go in and make adjustments to the schedule both on an ongoing basis, or before you actually go in and publish that schedule schedule. But once you feel good about that, you can publish, in which case this now routes to, any additional approvals before notifying your workers of what their schedule is going to be. Now very quickly, I also wanna highlight a few key reports. So our schedule productivity analytic takes all of those factors that we talked about in terms of the sales target, the labor budget, and the cost on the schedule. And then we'll be comparing that with total hours worked throughout the week. So as your workers are logging time throughout that week, you would understand where where your actuals are at and can make adjustments based on those projections. These managers also have various reports available to them. On the scheduling side, one I wanna call out is our scheduled versus actuals by location. So this, again, is another visual on how you can compare the hours and cost that was planned with what was actually worked. And on our attendance tab, this is where you're able to configure various attendance points, to keep track of any attendance infractions and take any disciplinary action as needed. So, again, a few quick examples of reports that managers are able to see to stay on top of their, day to day operations and on top of their teams. So now at this point, we've sought we've seen our manager persona and how we're able to, use the time and scheduling hub to review, edit, and approve time, manage our existing schedules, and generate a new schedule for an upcoming week. Also, took a look at reporting and analytics all from that time and scheduling hub view. We also wanted to quickly highlight some of our agentic AI capabilities on the workforce management side. So our frontline agent is able to support various use cases, including the ability to support situations where workers need to call off and you need to find a last minute replacement. This allows workers to submit their absence request by texting the number provided to your company. We can take a quick look at, an example here. So the worker is simply making that sick, sick request directly through the number that's provided. The agent is acting as that orchestrator behind the scenes notifying the manager of this, this sick time and then suggesting workers to fill in that shift. The manager is able to make that selection, whereas that replacement worker is contacted and they can quickly confirm that they're available to cover. To round out that process, that manager once again gets notified that that worker has accepted that shift so they know that they'll have proper coverage for that, for that day. Looking ahead, our frontline agent is also able to support things like bulk time approvals and bulk shift adjustments by simply having a conversation with the agent. So it'll become eve an even easier way to make changes that we talked, talked through today. Once again, all focused on saving your manager's time. And now that concludes our demo portion for our session today where we covered the entire frontline worker life cycle. We also have a quick plug for an additional upcoming session with one of our notable customers, seven eleven, where they'll dive deeper into how they're using Workday to automate work, improve coverage, and build a more engaged workforce with high volume recruiting and intelligent scheduling. And now that you've seen a demo and if you're ready to take the next step, the best resource for diving deeper into your specific needs is to contact your dedicated sales account executive. So please reach out to them directly with any questions or to schedule a one on one session to map Workday solutions to your unique goals. If you wanna revisit this recording, we will also send the webinar webinar recording to your inbox within the next twenty four hours, or you can find it anytime on the Workday live landing page. So we'll stay on for a few more minutes to make sure all questions are answered, but wanted to thank you all again for joining the session today.