News, trends, and insights about the government sector.
As U.S. federal agencies respond to a sweeping executive order on workplace diversity, real-time data and a broader definition of workplace inclusion will be critical to establishing sustained equity.
Lift-and-shift cloud migrations don’t save governments money over the long term—they hamstring transformation and waste precious public funds. Will Greer, vice president, government, at Workday, shares how there’s a better way.
Charles Ewen, CIO at the Met Office, the UK’s national weather service, joins us to talk about why there’s no one-size-fits-all approach for today’s CIOs. Informed by the findings of our latest global research, we also discuss how IT’s role within the business must evolve for a new hybrid world of work.
For U.S. federal agencies looking to attract and retain talent and modernize human resources operations, moving to the cloud is the logical choice. Learn more about how to empower employees, make HR a more strategic partner, and bring predictability to budget cycles.
Government IT projects can be complex. We’ve evaluated our government customer engagements and feedback to analyze what’s worked well in their move to the cloud, and key focus areas needed to set them up for success. Here’s what we’ve learned.
Not every “cloud” is the same. Government finance and human resources teams should carefully weigh the differences between an enterprise management cloud approach and simply migrating existing ERP systems to a hosted data center.
The Workday Partner Industry Innovation Awards honor industry-specific solutions from our services partners built on top of Workday Prism Analytics and Workday Adaptive Planning.
Even as we recover from a difficult 2020, the world will never be the same. Jim Shaughnessy shares thoughts on five key technology policy challenges and opportunities in 2021 and beyond, ranging from workforce development to social justice.
The COVID-19 pandemic has damaged local economies and led to high unemployment. We believe there is an innovative solution to help address these challenges: the creation of skills-based talent marketplaces.
Cooperative purchasing agreements and group contract vehicles allow higher education and public sector organizations to adopt cloud-based finance, human resources, planning, and student technologies more quickly and efficiently.
Fresh off a successful go-live of Workday Financial Management and Workday Human Capital Management, the ERP project manager for Port Orange, Florida, shares deployment tips and explains how “digital transformation” is really “people transformation.”
When government agencies modernize their ERP systems, CFOs gain better visibility into agency spend and processes, and CIOs are able to shift resources to more strategic priorities.
This year, we’ve significantly expanded the number of industry-specific sessions we’ll have at Workday Rising. Here’s a sample of some of the stories our customers will share about successes in their industries.
Workday is pleased to be named a successful bidder on the Next Generation HR and Payroll Services (NextGen HR and Pay) project with the Government of Canada.
It's been nearly a year since the General Data Protection Regulation (GDPR) went into effect. Marcel Pieters, with Deloitte Consulting B.V. in the Netherlands, provides a closer look at how businesses are managing GDPR and its impact across the world.
The Wall Street Journal CFO Network annual meeting in Washington D.C. came at an interesting time. U.S. President Donald Trump was meeting with North Korea Leader Kim Jong-un in Singapore, and the G7 Summit had wrapped up just days before. Learn what CFOs and private and public sector panelists discussed around these topics, in addition to accounting standards, blockchain technologies, cybersecurity, and more.
In this episode of Behind the Cloud, Workday Chief Privacy Officer Barbara Cosgrove talks with host David Clarke about the main principles of GDPR compliance, Workday’s role in supporting our customers’ compliance, and the skills and capabilities needed to ensure data privacy.
The responsibility to comply with data privacy obligations is not one that our customers, and those considering Workday, bear alone. Barbara Cosgrove, vice president, chief privacy officer at Workday, highlights three features of Workday that directly address GDPR requirements.
In an interview with GovLoop, Sherry Amos from Workday discusses the state of technology in government entities, including how organizations have benefited from their gradual adoption of cloud technologies.
How prepared is your business for May 25, 2018—the date the General Data Protection Regulation becomes enforceable? At Workday Rising Europe, Jeremy Baker, affiliate professor at ESCP Europe business school, outlined how organizations can prepare for these new rules and avoid penalties for non-compliance.
How can companies help shape public policy? Stewart Verdery, founder and CEO of Monument Policy Group, discussed this topic and more at a roundtable he facilitated at Workday Rising. Learn what sets apart companies that are effective in engaging in policy, and the importance of participating in conversations in Washington D.C., in this interview with Verdery.
Karen Niparko, executive director of HR, and Chris Longshore, director of HR technology and innovation for the City and County of Denver, discuss challenges they face as a complex government entity, and how a new HR system has brought greater stability and automation.
One year from today, the EU’s General Data Protection Regulation will take effect. Will you be ready? Learn about the tools Workday offers to help customers meet their GDPR obligations.
New proposals by the Trump Administration, plus other changes to laws impacting the workforce, will likely have a significant impact on HR and payroll organizations in the coming months. We provide an overview of these potential changes, and discuss how technology can have a huge impact.
Many veterans face obstacles as they try to transition from the military into civilian careers. Learn about Workday's Career Accelerator Program (CAP), soon to enter its second year.
Finance leaders from Brown University and the City of Orlando share their experiences as customer design partners for Workday Planning, and how this new product will impact their organizations.
Workday VP John Webb discusses our industry strategy, and reveals what makes Workday—and our customers—unique in how we approach this effort.
The workforce is changing. The latest discussions among government leaders are about how to prepare for these changes.
Today is Veterans Day, a time to reflect on the sacrifices made by those who have served in the armed forces to protect the freedoms so precious to us. As a country, we must do all we can to support returning veterans’ efforts to find challenging and rewarding employment. It’s a fight that needs fighting: 188,000 veterans that served after 9/11 are currently unemployed, according to the Bureau of Labor Statistics. The good news is that technology and data can be used to help address this problem—an effort that we at Workday are passionate about.
On Friday I posted on the Workday Blog about a meeting at the White House about opening up data to address U.S. Veterans’ unemployment. Related to that, a new federal law goes into effect today that requires federal contractors and subcontractors to adopt benchmarks for hiring and employing veterans.
Last month I joined leaders from both the public and private sectors in a discussion at the White House. We met in a room as stately and mahogany-adorned as you might envision, with the talk focused on a common goal: using open data to connect job seekers with employers. Closing the gap between skills employers need and locating people with those skills is key to building a more efficient labor market. It’s especially important to one swath of the workforce that we in the U.S. owe our gratitude, which is returning military veterans.
There’s been a great deal of news coverage in recent weeks about the Affordable Care Act (ACA), including a recent development that pushes back compliance with two of the most significant employer-facing mandates until 2015. Yet those in the business of human resources know the scope of the change ahead may be the largest in the industry since President Ford signed ERISA into law.