Month: January 2025

How did the pandemic change the course of the Future of Work? The post pandemic landscape has had a significant impact on the workforce in several ways. Many companies have shifted to remote work, with employees working from home due to lockdowns and social distancing measures. This has required companies to adapt their technology and management practices to accommodate remote work. In workplaces where employees cannot work remotely, the pandemic has led to changes in the physical workspace, with measures such as social distancing, increased sanitation, and the use of personal protective equipment. The pandemic has also caused economic disruption, with many businesses shutting down temporarily or permanently, and many workers experiencing job losses, reduced hours, or reduced pay. Significant impact on mental health, with many workers experiencing stress and anxiety due to the uncertainty and disruption caused by the pandemic which has blurred the boundaries between work and home life. Overall, the pandemic has accelerated trends that were already underway, such as the use of technology and remote work, and has required companies and workers to adapt quickly to new ways of working. The future of work is likely to be influenced by many factors. These include: Remote work and distributed teams: The pandemic has shown that remote work can be effective, and many companies are likely to continue to embrace remote work and distributed teams as a way to access talent and reduce costs. Hybrid work arrangements: Many companies are likely to adopt hybrid work arrangements, where employees work both remotely and in the office, in order to balance the benefits of remote work with the benefits of in-person collaboration. Technology-driven work: Technology will continue to play a key role in the future of work, with more companies using automation, AI, and machine learning to streamline processes and improve efficiency. Upskilling and reskilling: As technology and automation continue to transform the workforce, companies and workers will need to invest in upskilling and reskilling to ensure they have the skills required for the future of work. Well-being and flexibility: Companies are likely to prioritize the well-being and flexibility of their employees, recognizing the importance of work-life balance and the need to support employees’ mental health and well-being. Diversity, equity, and inclusion: As companies become more distributed and diverse, there will be a growing focus on diversity, equity, and inclusion, with companies striving to create inclusive cultures that support all employees. What will the office of the future look like? Since the way we work is changing, and the office of the future will look very different from the traditional 9-to-5, cubicle-bound workplace that many of us are used to, organizations need to adapt to the changing nature of work and prepare for the office of the future to stay competitive, attract top talent, and create a workplace that fosters innovation, creativity, and collaboration. Here are six steps that companies can take to prepare for the office of the future: Embrace flexible work arrangements: One of the defining features of the office of the future is that it will be more flexible, with employees working remotely, from home, or in co-working spaces. Companies need to start planning for this shift by investing in the technology and infrastructure needed to support remote work and exploring new ways of measuring productivity and performance. This could include investing in cloud-based software, communication tools, and collaboration platforms that enable remote workers to stay connected and productive. 2. Redesign the physical office space: The office of the future will require a more flexible and adaptable physical space that accommodates new ways of working, including hot-desking, shared spaces, and collaboration areas. Companies may need to redesign their physical office space to support these new work arrangements, investing in new furniture, layouts, and technology to enable a more mobile, flexible, and collaborative work environment. 3. Invest in technology: Technology will be a key enabler of the office of the future, and companies need to be prepared to invest in new tools and solutions to support their employees. This could include cloud-based software, collaboration tools, and automation technologies to help streamline processes and increase productivity. Companies should also invest in cybersecurity measures to ensure that remote workers can access the company’s systems securely. 4. Prioritize employee experience: The office of the future will be focused on the employee experience, with companies putting more emphasis on creating a workplace that fosters engagement, creativity, and innovation. This could involve investing in employee development programs, flexible work arrangements, and wellness initiatives that support the physical and mental wellbeing of employees. By prioritizing the employee experience, companies can attract and retain top talent and create a workplace that inspires and motivates its employees. 5. Embrace diversity and inclusion: As companies become more global, diverse, and dispersed, it will be important to prioritize diversity and inclusion in the workplace. This could involve developing new policies and practices to support a more diverse workforce, investing in training and development to build cultural competency, and creating an inclusive workplace culture that fosters creativity, innovation, and collaboration. By embracing diversity and inclusion, companies can tap into a wider pool of talent and benefit from a broader range of perspectives and ideas. 6. Emphasize data-driven decision making: In the office of the future, companies will need to be more data-driven, using real-time data and analytics to make better decisions and respond more quickly to changing market conditions. This could involve investing in data analytics tools, training employees to use data effectively, and creating a culture that values and prioritizes data-driven decision making. By leveraging data effectively, companies can gain a competitive edge and make better decisions based on real-time insights. The office of the future will require a new approach to work that emphasizes flexibility, collaboration, employee experience, technology, diversity and inclusion, and data-driven decision making. By taking these steps, companies can prepare for the office of the future and create a workplace that is adaptable, innovative, and responsive to the changing needs of its employees

Workday Time Off consultants should prepare themselves for an influx of work. Late 2022, UKG announced the end of life for several legacy Kronos products including Kronos Workforce Central and Legacy Kronos 4500 Clocks. As a result, UKG will be encouraging their existing customers to move to Kronos Dimensions, their new cloud platform. Current Kronos users will have to go through additional implementation and an increased subscription fee. But wait, what and who are we even talking about? In 2020, Ultimate Software and Kronos announced that they would be merging to form UKG (Ultimate Kronos Group), a global HCM technology company that combines the strengths of both companies to offer a comprehensive suite of HCM solutions. Ultimate Software was founded in 1990 and initially offered on-site HR and payroll software. Kronos Incorporated was founded in 1977 and has been a leading provider of workforce management solutions for over 40 years. Let’s highlight a specific UKG product, Kronos Workforce Central which is a cloud-based workforce management software that helps businesses to manage their employees more effectively. It typically includes features such as: Time and attendance tracking: Kronos Workforce Central allows employees to enter the time they have worked and request time off, and managers to approve or reject time off requests, track attendance and approve time sheets. Scheduling: The scheduling feature allows managers to create and manage employee schedules, set labor standards and track schedule adherence. Absence management: Kronos Workforce Central helps businesses manage employee absences, including sick time, vacation time, and personal time. Payroll integration: Kronos Workforce Central integrates with payroll systems, which helps to reduce manual effort and improve accuracy. Compliance with labor laws and regulations: Kronos Workforce Central helps businesses to comply with labor laws and regulations, including overtime, sick time, and vacation time. Reporting and analytics: Kronos Workforce Central provides reporting and analytics tools that allow businesses to monitor compliance, analyze labor costs, and schedule adherence. Mobile access: Kronos Workforce Central is available on mobile devices, which allows employees to access the system from anywhere and enter their time worked, request time off, and view their schedules and time off balances. The goal of Kronos Workforce Central was to simplify the process of managing employees and improve the efficiency of human resources departments. By automating time and attendance tracking, scheduling, and absence management, Kronos Workforce Central helped businesses make informed decisions about their workforce and reduced manual effort. As part of the merger and with the push for a more comprehensive timekeeping tool, they are instead sunsetting this product and pushing Kronos Dimensions. What is Kronos Dimensions? Kronos Dimensions, a part of the Kronos Workforce Suite, is an across-the-board human capital management solution that can be used to manage employee data, scheduling, time and attendance tracking, and labor analytics. Although it can be used to replace a variety of different systems, depending on the specific needs of a business, we can see that the focus is solely on timekeeping. Some examples of systems that it could potentially replace include: manual timekeeping methods, such as paper time sheets or spreadsheets; standalone scheduling or time and attendance software; separate HR, payroll, and compliance management systems and; systems from different vendors that don’t integrate well with each other. It does offer a one-stop-shop for scheduling, time and attendance, compliance and analytics. It could also replace other similar solutions in the market that are less comprehensive, less flexible and less adaptable to the specific needs of a business. It provides real-time visibility into employee data, including skills, availability, and labor costs, and helps managers make more informed decisions about their workforce. It also includes features such as time and attendance tracking, scheduling, and compliance management. It is typically used by businesses of all sizes to automate timekeeping, reduce errors, and improve compliance with labor laws. Where does Workday come in and how does this impact Workday Time Off Consultants? While we don’t have knowledge of the specific cut-off date when the EOL (end of life) will be for Kronos Workforce Central and Legacy Kronos 4500 Clocks, it is important to note that end-of-life dates are generally announced well in advance, so that businesses have time to plan for and make the transition to a new product. This would be the perfect opportunity for companies to explore time tracking outside of the recommended tool Kronos Dimensions by instead reviewing companies like Workday that can provide more holistically. Workday Time Tracking is an application within the Workday ecosystem that allows companies to manage and track employee time and attendance. It provides real-time visibility into employee hours worked, time off requests, and other time-related data. It allows employees to log their time, request time off, and view their schedules and time off balances. Managers can approve time off requests, manage schedules, and track employee time and attendance. The feature integrates with payroll, ensuring accurate and efficient payroll processing. Overall, Workday Time Tracking provides a centralized and streamlined approach to managing employee time and attendance, improving accuracy and efficiency. The goal of Workday Time Tracking is to simplify the process of tracking employee time and attendance and reduce the time and effort required to manage the process. By automating time tracking and integrating with other systems, Workday Time Tracking helps businesses to make informed decisions about their workforce and improve overall efficiency. These features, combined with Workday’s commitment to innovation and customer satisfaction, have helped make Workday HCM one of the leading solutions in the market. Workday is a popular HRIS solution due to its ability to streamline HR operations and provide a comprehensive, user-friendly solution. Its key features include integration of HR processes, a user-friendly interface, customization options, real-time analytics, and a cloud-based platform. These features provide companies with efficient data management and analysis, allowing for informed decision-making and improved HR operations. Additionally, Workday covers a wide range of HR processes, including talent management, payroll, and time tracking, making it a one-stop solution for HR needs. These factors contribute to Workday’s popularity among

There is not a set time for companies to award compensation, but I’ll go out on a limb and say that most Workday customers conduct annual compensation reviews at the end of the calendar year. People expect compensation around the holidays and the New Year. And in my fifth year of leading Workday Advanced Compensation projects, I still see the same mistakes. Admittedly, I have been guilty of these mistakes. Sharing my perspective as an Advanced Compensation consultant who has completed over 10 implementations and 20 projects, my goal is to help you avoid some of them. About half of my experience is in client advocacy or post-production support, and that means I see the post-implementation struggles.  Let’s start with People. Choosing your team and consultants for implementation of Advanced Compensation (merit, bonus, stock) is the most important step towards a successful implementation. Thinking about choosing the right firm or partner; make sure you agree upon exactly which person(s) will be assigned to your contract before the work is started. It is important that the lead consultant on your project understands Compensation and its role in business, that they have implemented the module at least three times prior, and that they have led at least a couple of their projects. Everyone starts somewhere but I do not want to own the project where learning happens. As Workday continues to experience tremendous growth, we will continue to see fast hiring, training, promotions, and title inflation in the Workday job market, so the experience and talent depth on some Workday consulting teams is diluted. Right up there next to People is your Timeline. Plan to complete your implementation at least a month before your Compensation Review Process is initiated in Workday. Projects often run behind schedule and trust me that there will be enough stress about finalizing employee participation and budget in the final weeks. A good consultant can use Workday to help you calculate budget through Workday reports and tools such as the Bonus Accrual Estimator.  In your contract, specify that hypercare support begins approximately a week before the day of launch and ends shortly after compensation review has been finalized or compensation statements released (if applicable). Hypercare during a gap between the migration to Production and initiation of your compensation process is during downtime and useless to you as a client. You will need some support in making final changes, corrections, loading the budget, and launching the compensation review process which is why I recommend that hypercare begin about a week before you launch. Finally, it is with a heavy heart that I recommend you avoid BIRT (Business Intelligence and Reporting Tool) to create your Compensation Statements. It is hard for me to say this because I am a BIRT consultant and enjoy using the tool. Use BIRT for compensation statements and you are going to have a bad time. If you already have an internal team that knows and understands reporting and BIRT, this recommendation is not for you. For most Workday customers, BIRT is too costly and complicated. BIRT is a tool in Workday Studio that allows technical report developers to create pdf layouts that print when you run a report in Workday. It is commonly used to develop offer letters, paychecks, compensation statements, and other business documents. BIRT is not a tool that a report writer can learn on their own without some mishaps. Regarding compensation statements, problems often arise for these reasons: Testing: Compensation is complicated, and many different versions of the compensation statement are needed. If a condition rule or calc field is written incorrectly, it affects many statements. Testing compensation statements is very time consuming, and testing needs to happen before every compensation review cycle. To fully test, the pdfs need to be reviewed and not just the report that populates the data into your statement. If my client is small enough and has the staff, I will often recommend that every compensation statement is reviewed before it goes out. 3 tools that you can use to combat testing fatigue in this scenario are –  Methodically test at least one of every possible scenario and record the result.   Simply compensation statements, limiting the number of possible layouts & views.  Use a tool other than BIRT such as Word. Cost: The report and pdf design used to create compensation statements should be evergreen, meaning that they work year after year without minimal updates to the report or pdf layout. Only less than 10% of the time have I seen this result. Companies are typically using BIRT layouts that require many updates each year or the report incorrectly prints when used to print compensation statement history. BIRT is a free product but costly in terms of services and hours. Complexity: Corrections to compensation statements can be difficult. Imagine that you have already released compensation statements and notice a blank row in one employee’s statement. The BIRT developer is contacted, and it takes them a few hours to repair. Then the statement is fixed but a change in coding may affect other compensation statements; you can only be certain with more testing. A great alternative to BIRT generated compensation statements is to store PDFs in the Worker Document’s section of Workday. You can run Advanced Compensation in Workday, export Workday reports with awards to Excel, populate into Word, and then mass load PDFs into workday. This simple process enables easy corrections, customization, and allows the HR team to easily manage the process rather than relying on partnership with HRIS or IT. I hope that these very specific problem analyses and suggestions help you in your next Workday Compensation Review.  Stay tuned for our next article in 2 weeks. Click ‘Subscribe’ on your way out to receive it directly.

The ongoing evolution of Technology and its impact on HR. In the modern age of Digital Transformation, organizations face a herculean task – migrating from legacy systems to best-in-class cloud-based HR systems like Workday. A striking issue that surfaces consistently is the maintenance and organization of User/Worker IDs that were generated throughout the years from various systems. This contributes to a chaotic and convoluted experience when managing and maintaining these relationships. The weeks go by, and several Zoom meetings you weren’t invited to adjourn. Now you’re tasked with the mess of a Data Cleanup Initiative with no idea how to organize and maintain these relationships in your Workday environment. Where do we go from here…? The addition and integration of new systems and entity relationships call for a concise and meaningful way to map these distributed data entities. Let’s jump right in. In Workday, we will leverage the “Universal ID” feature to generate a unique User/Worker ID. This ID will also be assigned to all Pre-Hires, Employees, and Contingent Workers on User Creation. We will review some of the Pros and Cons of the “Universal ID”, and if it is in fact the “One ID to rule them all”. There are two common IDs in Workday: Employee ID/Contingent Worker ID/Worker ID Workday ID (WID) Employee ID, Contingent Worker ID, Worker ID Some organizations configure a unique ID generator for Employees (EEs) and Contingent Workers (CWs). The resulting behavior is that an EE will be assigned an ID of EE0012345, and a CW will be assigned an ID of CW0012345. This allows a quick visual assessment of a User/Worker on a report or an integration log to determine if they are an EE or CW. This approach has its pros, but a major con is that your organization will be maintaining two unique sequence generators for all downstream systems, and there is not a true universal sequentially unique identifier for your Worker population. Another negative surface when you are converting CWs to EEs. In this model, the User’s ID will be reassigned when converting a CW to EE (e.g. A CW with ID CW0012345, will be reassigned to EE0012346). This will most likely cause undesirable behaviors to downstream systems and your IT team will require manual intervention for system administration. However, this can be overcome by setting the SAME sequence generator for ALL Workers (EEs and CWs). A Worker ID strategy that uses the same Sequence Generator would produce an ID of “WO012345”. This uniform model removes the ability to distinguish EEs from CWs by looking at their Worker ID, but it smoothens the CW to EE conversion by persisting the same unique Worker ID across the stages of a Worker lifecycle. Finally, the biggest Pro for this strategy is that the Employee ID is designed to be passed through the various Integration Connectors that Workday has. If your organization is using Workday for HCM and another platform for Payroll, then passing the Employee ID as the matching key could enable you to use the Workday Delivered Connectors and potentially save time and cost on building a complex custom integration. Consult with your Workday Integrations specialist or reach out to one from EVOCS to confirm which integrations allow for overriding the Employee ID field and which do not. Workday ID (WID) Some organizations utilize the Worker’s WID as the unique ID to be propagated into downstream systems. The WID is a Globally Unique Identifier (GUID) that Workday generates and assigns to a Worker’s record in Workday. The biggest Pro to WID being your organization’s universal User ID is that it is generated automatically by Workday. It is immutable in Workday’s UI or via a Web Service (EIB, etc.). This is a huge positive as no one can “accidentally” modify someone’s WID. A con of the WID is the lack of customizability in its sequence generation. The WID will ALWAYS be a 32-character GUID assigned by Workday. Secondly, the WID does NOT stay “the same” when converting a Pre-Hire to an EE, Pre-Hire to a CW, EE to a CW, etc. Without a meaningful way to manage this behavior, this inconsistency will cause issues for downstream systems. In the case of User Provisioning in Active Directory (AD), the same user’s WID does not stay consistent throughout the Worker lifecycle. Lastly, consider the possibility of downstream systems with character limitations of say… 20 characters, or some other number that is less than 32. This varying character limitation between integrated systems is almost guaranteed to be a major pain for all teams involved. Consider the case where leadership (with in-depth knowledge of 3 Zoom calls) decides on a new system that is going to bring in all the ROI’s and cost-savings, but now the HR and IT team is unable to integrate the two systems seamlessly due to character length challenges. Now, you might be forced to create and maintain an “Other ID” to execute on the integration development. This cycle could continue for years, and you are now back to square one with multiple User IDs floating around in spaghetti architecture. The case for a Universal ID (One ID to rule them all) Workday released the Universal ID functionality a few years ago, it has gained considerable traction as of late, but is not receiving as much visibility as it deserves. Hear me out! The Universal ID can be set up such that it is automatically assigned to all workers at the point of creation in Workday in a sequential and unique manner. The security of who can update Universal IDs in Workday can be isolated and locked down to a small group of users (e.g., Security Admin). There is a way to assign a sequence generator to the creation of Universal ID’s so Workday maintains it for you, just like the Employee ID. The Universal ID persists and stays the same when converting workers from Pre-Hire to EE/CW or from EE to CW. There is a way to mass update and/or