Challenges.
A series of mergers and acquisitions had left Aurecon with fragmented HR technology systems and varying process disciplines. Consequently, Aurecon possessed incomplete, inaccurate, outdated and inaccessible personnel data that made it difficult to match its leading talent to the clientele.
Why Workday.
Aurecon set out to combine its HR data into one global system, introduce uniform processes across its business that would uphold data integrity, and create a high-quality user experience for its employees.
Workday has really given us the opportunity to deliver excellence on all fronts, particularly our client and employee experience.
Chief Information Officer
Benefits and results.
Organisational development.
The global performance and development process ran in April/May and Aurecon enjoyed compliance rates of over 99 per cent – results not seen previously in any corporate process, let alone an HR process. With effort reduced by an estimated 50 per cent, most process time is now focused on valued interaction rather than perfunctory administrative tasks.
52%
increase in performance management completion rate
User experience and organisational management.
Aurecon saw an immediate boost in employee empowerment, measured by real-time feedback and more frequent updates of personal data. With employees in control of their own data, they could decide exactly how they wanted to be represented. The skills and experience, find worker, and organisational structure functionalities allowed for full visibility of all 7,000 employees, so technical directors could now open up their resourcing searches across borders for better collaboration.
Gained 24/7 mobile access to HR info and processes
Increased employee engagement
Systems consolidation and flexibility.
For the first time, Aurecon had one global HR data store, uniform HR processes for every country it operates in, and consistent data curation across all parts of the business. All other HR systems were retired or taken out of active use, leaving Workday as the sole source of HR data and creating a single, global HR platform with reliable, accurate, and up-to-date information. Reporting (for example, global headcount data and regulatory requirements for diversity and equality) has transformed from periodic releases after many hours of manual compilation and verification to real-time, self-service deliveries.
1
global HR system with accurate, real-time data
97%
decrease in time to create a report