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Simplify HR to Drive Performance

Leading HR Organizations Share Their Strategies
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Global organizations must be responsive to market realities
to drive performance, whether those realities are new
government regulations, healthcare reform, business
model shifts, or industry upswings and downturns.
Businesses achieve competitive differentiation through
simplicity and consistency across the organization
while creating a culture of engagement and performance.
By arming managers with tools that offer real-time
insight for unprecedented visibility into the workforce,
organizations can now ensure alignment to the most
important initiatives and be agile enough to readily
absorb and adapt to external shocks.
Here are examples of different methods and strategies
several Workday customers have taken to drive performance:
1. Empower Talent to Build a Competitive Edge
Flextronics, a leading electronics manufacturing services
provider with a global network of over 200,000
employees in 30 countries, believes talent is its dening
resource and competitive differentiator. Hiring, retaining,
stafng, motivating, and engaging its workforce is a
top priority. With a large geographical footprint and a
commitment to entering emerging markets, establishing
consistency across key roles in the organization is important.
Flextronics is strategically implementing global consistency
across all positions while addressing cultural nuances and
regional laws. Retaining and hiring skilled talent with the
same leadership traits is essential to capitalizing on market
opportunities and realizing growth targets.
The company has visibilityby location and by roleinto
actual direct labor costs, turnover, experience levels, and
other attributes that help optimize decision-making while
achieving signicant nancial advantages with this type
of global insight. According to Dave Smoley, SVP and CIO
at Flextronics, The result was a savings in the range of
30 percent.
Flextronics took 80 systems and replaced them with
one system. By empowering managers with accurate
and real-time data from a single source of truth, and
empowering employees with the ability to update their
administrative information, HR has achieved productivity
gains and can now focus on more strategic organizational
objectives. Flextronics is harnessing the power of the
cloud and an enterprise SaaS solution designed for
connectivity to implement its global workforce strategy,
resulting in signicant bottom-line impact and a
competitive advantage.
Our growth and differentiation
are founded on the talent
and effectiveness of our
workforce. The talent insight
that Workday provides has
enabled us to capitalize on
market opportunities and realize
our growth targets, giving us an
edge on the competition.
Denise Haylor
Vice President of Human Resources, Flextronics
Simplify HR to Drive Performance
Leading HR Organizations Share Their Strategies
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3. Implement a Single Source of Truth for Deeper,
Actionable Insight
With over 66,000 people in over 55 countries, Rentokil
Initial is a service organization relying on the commitment
and ability of its colleagues to deliver services and delight
customers. As a service organization, Rentokil Initial is
made up of great people with a shared mission, vision,
and three core values. The company upholds its employee-
identied values of service, relationships, and teamwork
with the transparency amongst colleagues, which drives
a culture of global collaboration and the creation of long-
lasting relationships.
With Workday as its unied global HR systemof-record,
Rentokil Initials HR team will have a single source of
actionable information about its workforce and be able to
be more productive and strategic. To ensure these goals
are met, Rentokil Initial is placing a greater emphasis on
support, tools, and training in order for the workforce to
do its job well.
As a global organization, it is
critical for us to have visibility
into our workforce worldwide
within one system-of-record.
Martin Sawkins
Group HR Director, Rentokil Initial
2. Use Visibility Into Real-time Data to Optimize
When Making Crucial Business Decisions
Chiquita Brands, the leading international marketer,
producer, and distributor of quality fresh fruit, processed
fruit, and vegetable products, is continuously aligning
and realigning its organization to rapidly evolving
market needs. As Chiquita conducts business worldwide,
it maintains a large, distributed workforce of 23,000 in
more than 70 countries, making it a truly global company.
Chiquita has implemented consistency across the global
workforce by looking at real-time data for goal alignment,
compliance, performance, and potential of talent by plant,
geography, function, manager, and product group. With
accurate data in hand, Chiquita has been able to make
key business decisions on production and talent leading
to overall cost savingsincluding 30 percent savings in
system costs compared with on-premise options, and
$1 to $2 million annual savings in recruiting costs. In
addition, by using true labor-rate data to optimize where
work is produced, Chiquita was able lower their overall
costs by hundreds of thousands of dollars per instance
in manufacturing and farm production based on location,
labor, transportation, and workforce mobility.
With Workday, I can get a sense
of how our business processes
are working, in real time,
worldwide and in just a few
seconds. That means I can spend
my day as an HR manager having
strategic, consultative discussions
with my business partners.
Jeni Fitzpatrick
Human Resources Director, Chiquita
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4. Implement Best Practices to Grow Your Global Brand
Four Seasons, a global, luxury hospitality company,
places a huge emphasis on its brand and people. Its
very important for the company to port its culture when
moving into new locations, because culture is critical to
the companys success. Its distinctive service is the most
important thing it can give to customerswhich means
the company must be able to mobilize its talent around
the world. Based on the Golden Rule, Four Seasons
culture allows its employees, wherever they are, to
rise to the challenge of servicing the needs of guests.
In order to accomplish that goal, Four Seasons must
have a singular focus on its workforcethe company
not only keeps track of who its employees are, but also
what their needs are from a development perspective.
In addition, Four Seasons tracks employees career
aspirations to learn how the company can satisfy those
individuals internally.
Talent management is the real
business of Four Seasons. We
have two things that provide us
with competitive advantage: our
brand and our people. When we
go into new locations, its vital
we bring our service culture with
us. Thats the most important
thing we deliver to our clients,
and so we need to be able to
mobilize our talent around the
world to provide stellar service.
Mary Sullivan
VP of Corporate Human Resources, Four Seasons
5. Simplify Operations by Fostering an Agile Workforce
As a leading specialty chemical manufacturer with
125 years of experience, H.B. Fullers reach spans the
globe. To promote a culture of innovation, collaboration,
and recognitionall while driving toward superior
resultsH.B. Fuller strives to keep its employees engaged
and challenged with the spirit of winning, the power
of collaboration, and the essence of courage. With
operations in four geographic regions, a workforce in 32
countries, and customers in over 100 nations, H.B. Fuller
needed to put in place a system with global capabilities
that offered unprecedented exibility. Since implementing
Workday, H.B. Fuller executives have more time on their
hands, which allows them to focus on customer needs and
strategically manage the workforce. Having instant access
to global HR information for better decision-making
through a unied business solution allows H.B. Fuller to
achieve signicant cost savings to affect the bottom line
and increase engagement from the workforce.
Agility is key in people-centric
businesses. We no longer have
to limit our business strategies
by the inexibility of our systems.
Ann Parriott
VP Human Resources, H.B. Fuller
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6. Unify Your Organization Around a Central Mission
The companies in the Zappos family pride themselves on
providing stellar customer service externally to customers
and vendors, and internally to their employees. Achieving
such a high level of satisfaction is only possible through
aligning the entire organization around the companys 10
core values:
1. Deliver WOW through service
2. Embrace and drive change
3. Create fun and a little weirdness
4. Be adventurous, creative, and open-minded
5. Pursue growth and learning
6. Build open and honest relationships with
communication
7. Build a positive team and family spirit
8. Do more with less
9. Be passionate and determined
10. Be humble
These core values drive all of the business decisions at
Zappos, including how to utilize technology tools. Zappos
is using Workday to provide on-demand transparency of
information to employees (core value #6!), and harnessing
the power of Workday integrations to feed other systems
throughout the organization, increasing efciencies in areas
like purchase order management and benets administration.
About Workday
Workday is the leader in enterprise-class, Software-as-a-
Service (SaaS) solutions for managing global businesses,
combining a lower cost of ownership with an innovative
approach to business applications. Founded by PeopleSoft
veterans Dave Dufeld and Aneel Bhusri, Workday
delivers unied Human Capital Management, Payroll,
and Financial Management solutions designed for todays
organizations and the way people work. Delivered in the
cloud leveraging a modern technology platform, Workday
offers a fresh alternative to legacy ERP. More than
280 customers, spanning medium-sized organizations
to Fortune 50 businesses, have selected Workday.
With a strong core, Zappos
develops its culture, brand,
and business strategies, while
ensuring the entire organization
is moving together.
Tony Hsieh
CEO, Zappos.com