Workday roadmap planning – the route to sustained success

Pin in a roadmap representing Workday Roadmapping

In this blog, we look at Workday roadmap planning and why it is a critical step in ensuring your system remains in line with your needs.

The ability of an organisation to adapt at pace has never been more critical. Recent global events have shown how quickly businesses have had to evolve to survive. A robust roadmap is critical to ensuring that Workday and all associated processes continuously meet the current and future needs of the business.

Without it, you run the significant risk of paying your subscription for an HR system that is unfit for purpose and does not offer a return on your investment.

The roadmap planning process is integral to the success of your Workday project.

Your roadmap should be optimised over time to accommodate changes to your overall business strategy, alongside the Finance, HR, and IT functions.

Continuously reviewing and updating a cross-functional roadmap allow you to ensure Workday and its related infrastructure are ready and able to support your intended business outcomes.

Working in this way will enable you to

  • Understand the dependencies, stakeholders, timelines and desired deliverables in advance, enabling a proactive approach
  • Align your Workday resources appropriately to ensure maximum effectiveness
  • Minimise the risk of Workday failing to meet the business needs.

Let’s consider some examples

Perhaps your organisation is planning on moving to a new Finance system.

This project will require significant time and effort from the Workday support team to align processes and map data – particularly if an integration is planned.

Or maybe there are planned organisational changes, such as a large-scale restructuring programme, which will have impacts beyond the front-line HR activity. A roadmap that details a future event such as this will enable the Workday support team to iron out any issues with the Termination process ahead of the restructure.

Such organisational change has implications at a broader strategic level, through to more granular impacts such as a change in reporting line.

Similarly, if an organisation is seeking to branch out into an emerging market, there may be different fiscal, legal or regulatory requirements that need to be built into the system accordingly.

Knowledge of such business plans early on means you can ensure that your instance of Workday ready and adding maximum value.

Or maybe there is a need for different HR reporting such as Gender Pay gap. Working with HR to understand what reporting is needed could enable more informed business decisions based on data and insights.

In the current climate, it is inevitable that many businesses, large and small, will change the way they operate. These changes, in turn, will have challenges for HR and its underlying systems.

And those that have a clear roadmap will be best placed to respond to those challenges.

Get in touch to find our how Preos can help.