Optimising your Workday integrations landscape

You bought Workday because you liked the idea of having a single platform for all your HR applications. But like many customers, you've probably found Workday doesn't offer everything you need. 

So, you've invested separate 'best of breed' applications to give you the required functionality and implemented some sort of integration with Workday.

Integrating Workday with other HR applications is very common. But as your business grows and applications evolve, so does your HRIS landscape. It's essential, therefore, that you review your HRIS integration landscape to ensure you continue to reap the benefits and maximise your return on investment. 

The benefits of Optimised HRIS Integrations


Integrations between HRIS applications bring a host of benefits to your organisation.

Accurate, Secure and Compliant

Reducing dual entry of data across your applications improves data accuracy and drives efficiencies in HR.

For example, if a new hire in Workday is automatically sent to your Learning Management System, it removes the need for secondary HR data input. 

Similarly - integrating HR and Payroll systems drives efficiencies in the monthly payroll processes, minimises risk and improves security which in turn helps to maintain compliance.

Additionally, regulatory compliance (e.g. GDPR) can be simplified with automated process and audit trails. Easily accessible reports on who's taken mandatory training and automatic deactivation of account access on termination are other benefits of well-optimised integrations.

Single Source of Truth

Too often, organisations waste time questioning which data source they should trust. Mastering all data elements in one place enables you to make decisions on the same data. 

Easy Access and Increased User Adoption

Single Sign-On (SSO) means users can log into Workday without the need to remember usernames and passwords. Employees can also access pay information such as bank details and pay history if you integrate Workday with your Payroll system.

Enriched data and automated processes lead to an improved user experience, which in turn increases adoption of the system.

Data-Driven Decision Making

Operating standalone HR applications make it difficult for HR to see the bigger picture. Having a holistic view of all data items allows you to spot trends, using these to develop HR strategy.

Conducting your ROI Analysis


To create a viable business case for the introduction of a new integration or optimising an existing one, it's essential to consider the IT costs against the expected benefits.

Don't just look at the implementation costs; the ongoing support costs of integrations also need to be considered. These costs will vary depending on the integration type:

  • Workday Studio integrations offer more customisation, thus increasing the complexity. These require more effort to build.
  • Cloud Connect integrations provide pre-built connectors to third party vendors.
  • Enterprise Information Builder (EIB) is a simple export of data in/out of Workday. These are typically less expensive.


When performing your ROI analysis, be sure to review the business processes and look for gaps caused by disconnected applications or overlapping data sets. 

Ask 'What is the cost of dual data entry?'. Grab your stopwatch and record the time taken to perform a typical administrative activity. It may only be a few minutes, but this quickly multiplies if the task is repeated 25 times a month! 

Typical Integration Challenges


Integrating two applications isn't always straightforward. 

It involves data mapping exercises to allow data to flow between the applications. Duplicate, outdated, inconsistent, incomplete or incorrect data seriously slow down this exercise. A well-maintained data dictionary, regular data audits and well-designed processes can help drive standards and quality across your applications.

Heavy customisation of applications will increase the complexity of the integration design. Similarly, understanding process flows between systems is simpler in large organisations if global processes are in place.

Finally, resourcing an integrations project is a common challenge for organisations. You will need significant time from a wide range of stakeholders, including application owners, process owners and HR. This, coupled with the technical knowledge required to design and build the integration, makes integration projects difficult to deliver without third party support. 

How Change Associates can help


Our team of Workday professionals conduct full assessments of your Workday configuration and its integrations to other applications in the HRIS landscape as part of a Workday Infrastructure Review.
We'll explain the optimisation opportunities and help you realise their benefits. 

To find out more, contact info@changeassociates.com

Ben Dudley
Workday Project Manager

 

Image (c) Shutterstock | metamorworks

 

Last updated: 8 Oct 2020