Name: Unlock your investment in People Analytics
Uploaded: 2025-09-30T18:30:41.114Z
Duration: 54 min 40 s
Description: Unlock your investment in People Analytics

Transcript for "Unlock your investment in People Analytics": Hello, and welcome to the unlock value of making it available to you via email within forty eight hours and provide feedback. Goldcast operates most efficient where having any technical issues during the event. Please notify us more out of the webinar by using the tabs in the right corner related resources. Q and a is where you will submit questions directly and hope to get all of your questions answered you to provide us input. Finally, you'll be asked to answer a short survey at the end of today's event. We will review. Please be aware that the timing and look and feel of those road map items in planning and analytics here at Workday. And I'm joined by Billy Ferguson, who will be joining us at the end of the presentation regarding our deployment philosophy and methodology for peep and talk about the deployment of people analytics and any next steps. We talked about the story tell engine. These are kinds of outputs. Workday people and your data to surface relevant trends and anomalies, things of statistical significance, providing that gap analysis. We provide areas or top drop ins, areas of focus, where you should be locating skill signals decreasing. And as you know, when you think about skills, skills is the skill supply on the worker from the weaknesses where you're losing skilled workers within the workforce. Every third days, the Workday people in statistical significance automatically in different functional composition, meaning span of control, retention, and attrition, understanding that skill strength. We do give you the flexibility of configuring specific KPIs for your organ to filter throughout the platform to make the information and output relevant to each user based on the user analyst or HR practitioner, understanding from your perspective, from your point of view, where are the areas of focus, what is important in different functional areas, performance, meaning retention and attrition for my a players, my high potential, focusing on an HR executive, focusing on all of the organization and how they can affect overall engage the workforce. Now let's dive into the demonstration. I'm logged in as Leigh and important KPIs and relevant inform about her organization. People analytics is built within the fabric of Workday. It is not a separate application. So being able to leverage that that people analytics with diving into people analytics, we are seeing information relevant. Remember, what people analytics does is every 30 days, it's going to look for anomalies or things of statistical significance in different focus areas ranging from diversity and inclusion to organizational composition, retention and attrition, which looks at retention and attrition from your high potential handling the skills, strengths and weaknesses within the organization. It also provides you standard key performance indicators. These are likely things and metrics that you provided for and delivering them out and updated each and every month on your behalf. We provide over 70 different KPIs for your organization to choose from to show. So diving into key performance indicators, we can see key performance indicators around diversity inclusion. I have nine that are shown to Logan here today. But, again, you can pick and choose from those different KPIs that are relevant for your teams. For example, KPI might be female representation in leadership roles. We can see from this standard KPI that there's 33% in my organization. Using natural language processing, we can see that it has dropped three percentage points compared to last year. So what Workday is doing is providing you these stories, the information updated every 30. Your analyst team did not have to write this out, did not have to perform this calculation. This is delivered analytics, making it really easy for you to get the the information you need quickly. With Workday, as you know, we help you understand the context. So you'll notice throughout the dashboard these little question marks. These question marks provide you with the information on how this metric is calculated. So with people analytics, we provide the a little bit of standardization around the formula. However, you have the configurability to determine the inputs to the formula. What does your organization how does your organization determine who is a leader? One organization to the other might have different factors that make an individual a leader. So you have the configurability to determine the inputs to the standardized formula. As you know with Workday, where there's blue, there's a clue. So diving in, you can find out more. We can see through natural language processing that KPI summary. Where is this information coming from and how is it calculated? The trend over time as well as the detailed data behind the scenes. Who are our women in leadership roles? So being able to drill down to that data around the women in leadership roles. Now you can see and pick from a multitude of standard KPIs to show to, of the system. And per their security in Workday, they will see what's relevant for them. So if I'm a see the females or women in leadership roles in Workday. So security is pervasive. As we scroll down, you'll see many metrics from different functional areas like organizational composition, meaning span of control and headcount, retention and attrition, hiring from Workday recruiting, as well as talent and performance, looking at your high potential high performing individuals and tying that to things like retention and attrition. As I scroll up, when I think about these KPIs, again, these are likely things that you can get to easily today. You know, these are just basic to see how Workday's people analytics platform allows more in-depth analysis, understanding items of the statistical significance or those anomalies in your data. So for example, normal illustrations in analytics presentations is they have these that there is a difference in the leadership roles in different areas of the business. So she hears or she thinks that there is a difference in finance in terms of women in leadership roles. Well, we can use different filters to refine this data. So for example, I could refine this data for finance, filter out this data to say, in fact, yes. As we noticed right here, finance is seeing a decrease in women in leadership roles. So by having to go and hunt and pack and search, I can see that there is a difference in the organization. And that's what typically occurs within analytics solutions today. But what if I used AI and and things and and data analytics to surface up elements of statistical significance automatically? And that's what the remainder of this platform form does. It takes KPIs to the next level. So now what the tool is going to do as we move on to this diversity and inclusion tab, it's going to tell me that we're seeing a difference in female representation. So we can see in our ICs in finance and administration decreasing in female representation. So, again, what we saw in the beginning was standard KPIs that most organizations leverage. How people analytics takes this to the next level is it's going to scour through the data to tell you those anomalies without having to go hunt, pack, and search. So every 30 days is going to look through the Workday HCM ecosystem and find areas that your organization should focus. So here and then write in natural language why it's being presented to me. So as you can see, in the prior period, we had 37 per women in ICs as individual contributors, and now we're down to 14%. This is an item of statistical significance, and this is why this metric is presented to you. Where there's blue, there's a clue, like I said before. Diving in, we can view and understand more. So, again, we can understand that that statistical analysis, but, also, using that relevant data in Workday, what drivers are contributing? So what are commonalities of individuals within this group? We can see that their Gen x has a high impact. And as I dig in further, the analytics are going are automated and telling me that the overall head active headcount in this group is 20, and there's only one woman who is Gen x. The compa ratio. So women in this group have a below comp ratio metric as well as there's no women in we're not hiring in women, meaning no women in the zero to one year example, let's look at our hiring practices to make sure we're hiring into this group, the diversity of our candidates and where we're sourcing our candidates. We can look at the grading structure of your of this particular organization. If there's any, impact in terms of compensation. So great information to help you make better decisions to affect outcomes and, specifically, business outcomes. Diving in, we can see detailed data. Who are our individuals that are ICs in our finance and administration department? Meaning, what is the detailed data behind the scenes? And even give the user the ability to take the data out and export it to what we call discovery boards. So we can export this to discovery boards, and what this will give you is bring over all of the filters that have been provided. An individual contributor in finance that are women, that are active. So being able to have that information automated at our fingertips. Another cool feature that people analytics provides is additional data sources. So being able to provide additional data sources to utilize during reporting around retention and attrition, around skills, being able to understand skill gaps within the organization and more. So, again, additional data sources are available when you purchase people and and deploy people analytics. So hopping over to different tabs within people analytics so you can understand more about the context of the information provided. We can see items of statistical significance around where the organization is growing. Not only do we provide that that statistical significance, we also provide standardized metrics to help the user with contextual information. So, for example, this is one of my favorite reports that I often provided to my senior teams when I was an HR practitioner, is what I call the ins, outs, ups, and downs. Meaning, who is being hired, terminated, and transferred within particular parts of the organization per the purview of the user. So meaning the security of the user. Logan Logan's seeing the entire organization, but if a senior leader in operations, they would see who's hired termed transferred in and out within their org operations group. I can dig in to find out more about the workers in these particular groups. So maybe I wanted to understand who are the 349 that were hired. I can drill into that information and understand that who was hired, who was transferred, who was turned right at my fingertips and be able to export that data where necessary. So as you'll see throughout the the people analytics platform, we are going to provide you the analytics that are anomalies as well as standardized metrics to drill in and find out more. As we move on to the retention and attrition tab, we're gonna see a lot of information around turnover. Retention and attrition tab is one of the most utilized tabs within people analytics. So we're finding information around the organization, around turnover. For example, we're scouring, as you can see, different job family groups, different call centers, different locations. So it's not just a static search. It's providing information across different focus areas of Workday from job families to location. As I scroll down, we can see some contextual information about terminations, specific information about who is leaving. And, again, as we'll notice, these metrics are structured in the same way for ease of use. We can see the narrative, the natural language, information why it's being presented to me, the area where it's finding the statistical significance, but also the ability to drill in and find out more. Those top drivers related to the workers within this group, meaning our customer service group. So not only are we seeing it's our customer service representatives, they're located in San Francisco, allowing us to focus our effort even further. What's going on in San Francisco in our customer service department? Now taking a look at our hiring tab, for those customers leveraging Workday recruiting, we can see items from Workday recruiting that are statistically significant. If you're not leveraging Workday recruiting, don't fret. This tab can be turned off, and you won't even view it there. It's not like the data would be blank or or or not relevant information. So, again, if you're not leveraging Workday recruiting today, you can turn this off until you're leveraging Workday, potentially in the future. Again, information around job requisitions and the power of the Workday platform to look across HCM as well as recruiting. Where we do we need to stay competitive as well as other different metrics? We can take a look at talent and performance. So understanding those metrics around your high potential high performing individuals. Where are you losing or gaining potential high performing individuals? So taking into account talent and performance data from Workday HCM and then contextualizing it. So, for example, we can see how this is calculated. High performers. So you have the ability to control the data going into the standardized formula. You as an organization determine what you consider a high performing individual. One organization might have a three point scale. Another organization might have a five point scale. And the for configurability purposes, your organization can determine who's the high potential, high performing group in this formulaic expression. Now I wanna check out our skills tab. From a skills perspective, we're using AI to understand the skill strength and weaknesses across your organization. What we're doing is leveraging the skill supply on the worker. So as workers add skills to their worker profile or you you use the mass functionality to default implicit and explicit skills onto their profile, understanding the skill supply on the worker versus the skill demand on job roles, on positions, on job repositions, and comparing it. So understanding the skill strength, meaning the matches between the worker profile and the jobs, and the weaknesses where you're losing people that have that are skilled and where you have gaps along the way. As we scroll down, you can see each and every 30 days, you'll understand where you're having gaps, meaning where you're losing skilled workers. In an automated fashion, Workday people analytics is going to deliver that directly to you without having to go through analytics professionals and wait weeks to get that information. Each and every 30 days, you will see the gaps within your organization. So you can see in San Francisco, we are losing skilled workers. Where there's blue, there's a clip. We can see the commonalities of these individuals as well as the detailed data. So new workers are of statistical significance in this area. So we're losing skilled workers that are newer hires. You can drill into the detailed data behind the scenes to understand the skill gaps and the skill matches within this part of the organization. And then I can leverage the export tool to export this to discovery boards to analyze this further. So analyze and understand the skill gaps within this part of the organization. Offer up learning and development to upskill workers to close these skill gaps now that I know exactly where they are and where we're losing skilled workers. Offer up learning and development in this part of the organization. Again, using analytics to tie the business outcomes to affect change within the organization. It's what people analytics allows you to do. The last tab I wanna highlight is our Vibe index. The Vibe index is structured slightly different than prior tabs I've described before. If you're not familiar with what Vibe is, Vibe is valuing value inclusion, belonging, and equity for all. It's Workday's acronym for diversity and inclusion. What this takes into account is not only just metrics, but a sense of belonging. So if you don't know, diversity is a is a metric. It is something you can measure and count. Inclusions are the programs you set forth to include everybody, so understanding the programs. But belonging is whether employees feel like they can participate in those programs that you set for. And what this this this tab does is it compulates all three, metrics from a diversity standpoint, inclusion, and a sense of belonging or sentiment. So what we're going to see down below is Workday's parity graph. And what we're looking at is areas that are if there's any not things of not parity across the organization from hire to retire. As an organization, you can determine the different intersections of a person. So in this case, this is a this is a US parity chart looking at gender versus ethnicity. If you're from around the globe where you might not have ethnicity as a reference, you might use other customers use gender and location or gender and comp ratio. As an example, what we're seeing is we have women and we women who are Asian. We have 3.3% of the population are women who are Asian. We have 3.4%, meaning 35 workers are in leadership roles. Here's where it gets interesting. Now we're pulling in Workday PCON employee voice, our employee sentiment and survey tool to understand how many women who are Asians feel like they belong. They have a sense of belonging within the organization, meaning they have positive more positive or their ratings on their survey within Workday Pecan employee voice around the diversity and inclusion metrics and survey questions. We can see we've hired women who are Asian, 46 or 3.1%. We have promoted 17 women who are Asian, as well as we have lost 55 women who are Asian. So each and every thirty days, this is updated automatically. Now imagine how long it would take you to calculate this yourself when this is a delivered analytic with Workday People Analytics. And that is the power of the platform, the power of leveraging the data that you collect on your workforce that you guys work so hard to collect in a standardized flash and through the business process framework and through the worker profile attributes. And being able to use that to be able to deliver insights out to the business efficiently and effectively, providing the information they need to make better decisions. That's the power of people analytics. I'm gonna stop sharing since the end of our demonstration today and pass it over to Billy to conclude and talk about how we get this product and some customer stories. Wonderful. Thank you so much, Leigh Ann. And hi, everybody. Billy Ferguson, services executive with Workday. My organization is here to help our customers, go live successfully and with confidence with new Workday functionality as well as optimize what you have in place today. And and I'm here to talk a little bit about now that we've seen the the power and the value of Workday people analytics, what is it gonna take to actually realize that value and what to expect during a people analytics deployment? First, I want to start with our options when it comes to deploying PPLA or people analytics with Workday. It's a unique project type in that the processes that you go through are unlike other product areas in Workday. Rather than a a configuration prototype, we actually refer to the process as an installation of people analytics. There's kind of some unique steps and skill set involved in enabling. And and for that reason, we strongly, strongly recommend you leverage a services implementation partner for your initial deployment of people analytics either through Workday professional services or one of our many certified implementation partner. That being said, knowing that there are some configuration requirements, we aim to streamline that process as much as possible, making it both time and cost effective given so much of the power of people analytics is out of the box. So I wanna give you a sense of what are the steps to get there and what resources you have again to go live confidently and then maintain the system over time and and how to take ownership of of any changes once you are live. First, focusing on the Workday professional services version of that project before we talk about some partner options. From a Workday professional services standpoint, we have a number of deployment approaches that we encounter when working with our customers. And and, of course, it varies based on your unique scenario, business conditions, other systems you might be sunsetting, resource availability. And so our our account teams are here to help you evaluate your scenario against each of these potential approaches. But we'll highlight here kind of what Workday's general best practice looks like. First, from a big bang approach, this is for customers looking to utilize all of the functionality that that Leigh Ann just outlined really out of the gate across all of your populations, which really lends itself to customers who are are looking to, you know, sunset kind of an equivalent, type of platform and and harness the the full power, you know, from day one. This this really lends itself to customers who have a very mature strategy when it comes to Workday, reporting analytics. We have a a available team and and set of decision makers available throughout the course of that deployment and and kind of top down messaging that lends itself to effective change management with Workday people analytics, ensuring that that's a successful approach. I would not say from my experience that this is our our most common, approach. I think what we see most often is kind of the the middle row there in our soft launch or more of a rolling adoption type of project approach that, takes place in in several phases with customers focusing initially on between one and three of those high impact topic areas that Leigh Ann walked us through, those those tabs. If for customers who might not have, you know, a a fully baked skill strategy or are still in the process of gathering recruiting data in your system, we do need at least kind of four months of that transactional history to to harness the full power of people analytics. So that lends itself to customers often using a rolling adoption approach. So choosing those three high impact areas initially out of the box, focus on those and and iterate on that from a change management perspective and, you know, refine your from a change management perspective and, you know, refine your metrics in KPIs over time based on feedback from your users, making those subsequent rollouts that much more seamless and and you're able to take on that work in house with with self sufficiency. Last approach we see is is what we call a hybrid launch. And what this entails really is deploying a subset of functionality similar to a soft launch, but from an end user perspective, really locking down the people analytics data and and results to, a specific audience, oftentimes just a an HR focused audience. And this is for customers who typically are looking for a quick win and want to stand up this functionality. You might own it today and you wanna be live with it so that you can play back those results internally through your executive teams, perhaps even in a a proof of concept type of fashion. So leveraging Workday configurable security to segment this so that your end users and and, you know, management teams aren't necessarily seeing it, but you can still evaluate and assess from an HR standpoint and, you know, potentially decide what are those topic areas you want to roll out to the broader audience. This is certainly an option that we think is a short term solution. The power of Workday people analytics is is putting that data in the hands of the people that need it. So something that we, you know, see with our customers in the short term as you develop a strategy for a longer term rollout. That's certainly an option we we see work well for certain scenarios. From a Workday professional services standpoint, we're focusing here predominantly on that that soft launch or or rolling adoption approach and some of the scope and timeline options we're gonna walk through here. And this is a a configured project approach that that Workday has refined over time, aiming to get our customers live as you can see there in in thirteen weeks with that subset of of three topic areas. And these are the key activities that we, undertake during that project. Follows the same Workday methodology just slightly through a a different lens through people analytics starting with an initiate phase, kind of our planned phase through weeks one through three, our stand project kickoff. We'll talk about resources in a second, but Workday will provide a a project manager or engagement manager, as well as, one, if not several reporting and analytics, with experienced consultants. They will be kicked off, as we look to enable your teams to attend any outstanding training wherever possible. We highly recommend your certainly your administrators attend training, and and we have references in our documentation and elsewhere through this presentation what those training courses are and additional resources that you're able to consume now independently of training to to prepare you for that process. By as early as week three, looking to begin some of that, your or or design type of of activity through our strategy alignment sessions. Through this process is where we begin to to map those metrics aligned to those topic areas that Leigh Ann walked us through, refine those calculations within the context of your specific business. And as you can see, there's an inclusion of some additional change management content unique to people analytics projects. We have some material and guidance for you as it pertains to change management as this can often be a paradigm shift for our customers. So we have sets of templates, tabs for your teams when it comes to change management, and and we're here to provide some check ins as you go through that process to make sure things are are on track and and what we would all expect. As early as week four is when we're locking in our our initial set of design requirements in our configuration workbooks, so any follow ups from those alignment sessions so that by week five, we can begin to install the people analytics configuration based on that design. We begin those change management check-in activities based on the resources that were provided and and you're starting to test that in your own environment as early as as week six after that initial installation. We go through an iterative set of installations and tests. As you can see there, about three different cycles. We'll reinstall that data based on the results of the week six test phase. We will have you re retest any changes that were made to the refinements of your metrics, data that you were or were not expecting to get pulled in so that that is refined. And and by the time we get to weeks ten and eleven, we're ready for a soft launch into your sandbox environment, some final validation, any, adjustments needed from a security standpoint, again, ensuring that context is working the way you'd expected it and the way that we designed. Change management check-in before we're ready to sign off and go live with some knowledge transfer activities we'll highlight in just a minute by that week thirteen time frame. Some other elements that are unique to a people analytics rollout in addition to the change management pieces we talked about, we also provide some check ins with you. As Leigh Ann mentioned, we have that monthly refresh of your data. And so beyond kind of this standard post production support period, we also include some check ins with you, not just with the CSM org, but also with product management to align with you and ensure that your configuration is working the way that you you expected and there to help with any escalations that that already did. So continuous support thereafter you are live and aiming to make this, as efficient a project experience as as we can. In terms of scope from a Workday professional services project, and this may look and feel different when when we talk about our our partner options as well in just a minute. But from our standpoint in that that soft launch approach, here's what we typically see mentioned that up to three eligible topic area. We can help you work to identify what are those highest impact three areas that you would want to roll out initially, again, based on what data you have available in your tenant today. Typically, you know, hiring and attrition types of metrics, organization based metrics are easy choices for a lot of our customers for that first rollout. So we we'll come in with a perspective on what we think would work best for your team and and work collaboratively with you. We talked about our our strategy alignment, but we didn't touch on customer confirmation. So once we actually have that first installation of your data in the tenant, we will have what we call customer confirmation sessions where we're enabling a member of your team to actually demo or playback the people analytics functionality internally at your organization to your your internal audience, a, reinforcing that what we designed is what has been configured or installed, and b, getting your teams, again, hands on familiarity and early ownership of that functionality every stage that we can looking to facilitate that so that that cutover is as seamless as it possibly can be. We have up to 20 calculated fields typically in scope for for this type of project, and we would work with you to make sure, you know, you have a sense of what that would or would not entail. We mentioned the change management content as well. If you have any interest in examples of what that looks like, yours your account teams can help get that to you. Some reporting that we mentioned that the dashboard that Leigh Ann walked us through, enabling all of the associated security domains from a people analytics perspective and security groups working with your existing reporting and analytics team and governance model today. How does this fit in from a security perspective in Workday? Make sure you are well aware and and comfortable with the approach of how do you secure folks to be able to not only view, but potentially, to manipulate this this configuration and post deployment support with our check ins we mentioned. Wanted to call out one note that there as of today's Workday tenant policy, one implementation tenant included in your initial rollout of people analytics and then subject to our our product and tenant policy statement. That could change in if you're watching this in the future, I believe it should be available for you about about six months after you go live with people analytics, but please look at that policy for confirmation, based on your project. Roles and responsibilities from a Workday perspective, and and we expect this would likely be similar with our partners. We walk through a lot of the elements on the Workday side, again, mentioning we have an engagement manager and our consultants doing the heavy lifting. We are co owning the project planning activities with your project manager and helping navigate that tenant strategy, delivering that core offering across your environments, including that implementation tenant, sandbox and production, change management, supporting your testing, any issue resolution that comes with your testing and before that reinstallation process so that you can retest and refine, knowledge transfer, making sure your team is, again, acquainted with what is required from an ongoing maintenance perspective and coordinating schedules for the postproduction support. And on your side, bringing the right audience. So from our customer teams, we typically have an executive level sponsorship, that is providing that top down communication and support in terms of change manage functional experts. So likely, folks on your analytics teams who are responsible for Workday reporting and analytics today and oftentimes relevant business units or owners from your HR teams, HRIS, and or IT to help support, especially if you're using Prism for some of the Vybe index data, making sure that users, who are acquainted with that technology are are included in the project as well. We have, in just a minute, kind of a breakout of of anticipated hours over the course of that thirteen week project. Providing access to tenants, one prerequisite is signing the innovation services agreement. If you have not already today, work with your account team to find out if that's something that you need to do, but there are some opt ins potentially for people analytics to to have that as a call out. Attending training, we've talked about and we'll talk about specific courses, making sure folks are attending sessions and participating in field mapping activities, completing, testing, execution, and that strategy as well as change management strategy and execution as well with that Workday support along the way. And here's our estimated time commitment. So over the course of that thirteen weeks, overall, we estimate about a hundred hours of customer engagement and not necessarily across all of those roles I just outlined. Really, those that are are relevant for each of those activities, and you can work with your Workday services team to kind of see how those specific roles map to each of those activities, but wanted to give you a sense of, you know, roughly about a hundred hours over the thirteen weeks, which comes out to about, you know, between seven and eight hours for each of those roles or potentially kind of divided in comfort between those roles. And that five week postproduction support too for about five hours in terms of the review, but some of that ownership then will will ship to that reporting and analytics team. So that piece of it might look a little bit higher, but not much as as this functionality is largely delivered to you out of the box. And lastly, in terms of deployment, wanted to highlight our services partners. Some customers don't know that Workday has a professional services organization. We pride ourselves on on deploying all of our products first and and therefore have the most tenured resources in the ecosystem. That being said, most of our customers have existing relationships today that are working very, very well. Our partners are very trusted and very good at at what they do. Certainly in the people analytics space, a lot of customers doing great consistent work here that that we certainly stand behind and, you know, can be time and cost effective in in their own right based on on their own, you know, existing patterns and and and project expectations. So one partner that we wanted to call out today in the people analytics space is Commit Consulting. Commit is a a fast growing and fast rising organization in our partner ecosystem. They've been doing great consistent work in people analytics and and in general across our phase x project landscape. They have I've definitely seen them provide some flexible options in terms of how they price and structure their teams and are good at providing continuity and a a a boutique style feel to their project teams to get, you know, an an intimate connection with within your project, and and that can flow through to AMS support after you go live. So a lot of great work from commit consulting. If you're interested in in working with them, but we have contact information there for Chris, Paul, and Landon here at the bottom of this line. Want to highlight as well, customers have available resources within Workday success plans. If you're not familiar with Workday success plans, it is our best in class support program that is really reimagining how Workday partners with our customers to take, ownership of your Workday experience, not just from a a tactical reactive technology standpoint, but from a a partnership standpoint. And as we venture into more business strategy consulting and and relationships with our customers, resources to align strategically and at executive level with your organization, but also providing you the support that you need when you need it across our education organization, some some, package offering resources available to you for optimization, hands on support through our ask an expert offering, which I'll touch on in just a second, and some expanded, technical resources as well. And as it pertains to people analytics, success plans has a lot of great content that helps accelerate our customers value with people analytics in production. First element we wanna highlight is our feature accelerator webinars, which is an exclusive set of webinars for success plan customers that provides hands on and step by step instructions on how to configure specific use cases that are relevant for our customers and and enhance your functionality over time. Feature adoption assessments is an exercise you go through with your managing partner or or success organization, because of your success plan. Every eighteen months, you have the ability to do a deep dive into your tenant with a Workday expert who then surfaces up potential opportunities for you to, adopt functionality that you own that you might not be leveraging today. Things that maybe were a part of a recent release and you just haven't had the the bandwidth to uptake that yet or something that has been there for a long time that you just weren't aware of, provide guidance and and a road map for how to adopt that functionality successfully. We provide regular check ins against that road map. So people analytics is no different finding out, you know, how are you progressing in terms of the available topic areas that you have. Have you enabled Prism? And perhaps now you can look at at Vibe functionality and guidance for how to take that up over time. Education offerings I mentioned through on demand education trainings and our administrator library, a catalog of our, I believe, eight or so most utilized learn independent courses that are are made available to your teams, I believe, up to to 30 enrollments through our our premium accelerate plus tier that your users can take training such as security maintenance for administrators, report management, and business processes for administrators included in success plans offsetting some of those training, credit costs. And, MetGen Accelerator webinars, there's links to some of the specific ones for people analytics. And last but certainly not least, ask an expert, kind of a Swiss army knife of Workday success plans, getting you access to, short notice access to senior level Workday resources. If you're encountering an issue, you're not sure why, you need general q and a guidance. We're looking to add a new topic area. Can you walk us through the process? Can you help us demo this functionality to our executive team to to foster buy in and and continue to expand and invest in it? Ask an expert is really there to help you address problems across the Workday platform, and that is no different for people analytics. As we're wrapping up here, wanna leave you with some resources, perhaps the the most important of which is a rollout best practices guide in Workday community. I recommend this for everyone on the line interested in people analytics. Provides you with hands on stories for end users and and management focused audiences, step by step guidance through the process of installation, what to expect when you're live, and some of the resources around change management I mentioned. So go check out that best practices guide in community and we have a link there to access it through the user group. And, of course, mentioned that people analytics is inherently built to thrive with that rolling adoption model. So once you are live, goal through that project is to enable your team to be self sufficient, teach you to fish to continue to enhance and refine that configuration once you are live. Here's some of the training material I mentioned previously. So here's the people analytics for administrator, one credit, learn independent course we recommend for all of our administrators out there. We have those on demand education videos I I referenced as well are available for you to share with your internal audiences. There's the rollout guide. There's great documentation and community steps for how to prepare for a people analytics installation, both in your tenant and within your organization. If you're not aware, the next level series is a free series web series on community with really detailed use cases and and guides, relating to actual customer scenarios and and pretty technical configuration details that walk you through in great detail. Check out that next level series, people analytics. It's really robust. It links out to a lot of these other things, has some additional demos. Check out the next level series. We have our user group here as well, which I think we have a a QR code in a minute that we'll we'll throw on the screen and our product and the road map, of course, and community as well. So to wrap up with some next steps, your Workday account team, of course, is here to help you as you look to explore and enable Workday People Analytics. We have our customer group on community. As you can see, a massive group over 1,400 member. You can access through community or or reach out to MAS to be a part of that customer group. I mean, there are customer group meetings related to people analytics as well internationally. We have over 200 plus, attendees for some of those. So check out that customer group for details on event upcoming events and registration. Some webinars that you have available to you with some specific customer use cases on on how they are seeing success with Workday People Analytics. Please check those out for some of our great customers and a new ideation hub for for the future, of what's in store for People Analytics as well. And finally, some additional resources, QR codes here. Take a look for any additional implementation questions. A link to that admin guide. We have a link to the user group here as well and a link to an additional demo if you're interested to send that out to your teams. Take a quick look. And if you're ready, check out this code for additional information on Workday community. We're here to to partner with you to move the this the process forward through your account executive if if it's something that you do not own today but are interested in. My team on the services executive side to help get a statement of work or or relationship with a partner going, refine that process, get that contract underway so that that, you know, thirteen weeks can can get going, you can get live, and and have fun realizing the value of Workday people analytics. And with that, we would love to thank you all for attending today's webinar. Really appreciate it. On behalf of Leigh Ann and myself, thank you so much for your time, and please enjoy the rest of your Workday.