“We’ve kind of left that to the imagination of each manager,” says Morrison. Access to information like talent cards is quick and easy, and we can look at them and say, what are the characteristics of this candidate, what’s their background, and probably most importantly, what are their interests?” She continues, “It’s really helping us to find the right talent for the positions that are open, and, like most IT functions, we always have jobs to fill.”įor employees, Workday helps them understand their next steps, options available to them, and how they can grow their careers. “But in every single one of my executive committee meetings, we talk about talent. “We still do a major once-a-year talent calibration,” Morrison emphasizes. Workday has allowed the company to have an ongoing conversation about talent instead of just a once-a-year review.
Workday just makes it really seamless when we bring these organizations into the Cardinal family.” It doesn’t do that.’ That can be a huge turnoff when you’re trying to culturally integrate companies. And we don’t have to deal with the issues of, ‘Oh, look at this HR solution. “When you’re bringing in a brand new culture and a brand new organization, the first things new employees have to encounter are your HR and benefits policies. “Like a lot of companies, we’re very acquisitive,” says Morrison. Workday has also facilitated smooth transitions for new employees coming into Cardinal Health through acquisitions. I can remember not that long ago when our CEO would turn and say, ‘Carole, how many employees do we have in X, Y, and Z? Oh, I’m sorry, you can’t tell me that, right?’ Now we have one place of record for things like headcount.” She continues, “We have implemented Human Capital Management in most of our Asia facilities. Having one system of record and one place for employees to get information helps eliminate errors and increases the value proposition for employees.” Our employees think of their experience at Cardinal Health holistically. “For us, one of the real joys of Workday is having one integrated solution,” Watkins says. They are scheduled to go live with Workday Payroll in January 2015. Then the company turned its attention to deploying Workday Payroll, gaining even more value from Workday’s unified platform. “We made a decision that I haven’t regretted for a day.”Ĭardinal Health went live in 2010 with Workday Human Capital Management. And through the process it quickly turned from going with a traditional solution to, why not Workday? It was apparent that this was an innovative solution: the cloud functionality, the ability to have new releases twice a year, and a real customer focus,” says Carole Watkins, chief human resources officer at Cardinal Health. “Then we heard about this thing called Software-as-a-Service. The best-in-class, true cloud for finance, HR, planning, and so much more.Ĭardinal Health selected Workday in 2009, as the company had just gone through an operational overhaul and had considered one of the traditional ERP vendors for its HR application. Solutions for extensibility, including app development and integrations. Project and resource management, billing, time tracking, expenses, and more. Talent acquisition, learning, and performance optimization. Payroll, time and attendance, and absence management.Įxpenses, procure-to-pay, strategic sourcing, and inventory management. Maximize value by adding on to your Workday investment.įinancial, workforce, and operational analytics benchmarking and data management.
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