However, we see more and more companies taking matters into their own hands. When we polled some of our largest customers, we discovered that many of them had their own analytics teams inside the HR organization to handle data requests. While this solves one issue—having to ask IT to pull information—it creates another: each team resorts to running a complex daisy chain of software that is strung together in order to answer workforce questions. A simple query like,“Which employees are most at-risk of leaving based on their tenure and pay?,” can take months to answer and in many cases, the data is outdated after doing the analysis. By the time HR receives the information they need, those at-risk employees may have already left.
Wouldn’t it be great to be able to get answers about your workforce quickly and easily? One of the things that differentiates Workday from legacy HR systems is the Power of One, which has a number of benefits including access to real-time data to help you guide the business with agility and insight. When people analytics are easily accessible to everyone, we can make better decisions faster.
This is what we’ve set out to achieve with Workday Prism Analytics, which will bring together both Workday and non-Workday data in a self-service tool that empowers users to access workforce insights when they need them.
Here are four ways we intend to help customers use Workday Prism Analytics to benefit their HR organizations: