http://www.workday.com/resources/customer_case_studies/chiquita.php
So, Chiquita never had a global HR system. We had, mainly, three regional systems that didnt integrate with one another and served only local needs. So, one of the things we were really looking for is to have a true global system of record for our HR data. Secondly, we were looking to make sure that we had consistent processes across all of our regions and that we could effectively manage compensation data, performance data in such a way that, again, we drove consistency as well as made it easier for us to manage the global workforce and in a way that provided us with transparency and visibility that we didn't have before. Those were the real main drivers to selecting workday.
HR had a number of goals with the workday implementation. First and foremost was the implementation of a global HR system so that we could answer the proverbial CEO question of how many people work for the company today. Beyond that, HR also had the goal of reducing HR headcount by automating processes that were highly manual in the past. Additionally, they also wanted to ensure consistency in how we manage our employees worldwide, consistency in compensation, as well as in performance management.
For Chiquita, being a very traditional IT organization, the move to a software as a service solution like workday is actually a very large paradigm change. It was driven for two reasons. One was a cost driver, where we were more interested in the on demand type, pay as you go model rather than the upfront capital - large capital - investment that we would have to make for an on premises system. And in the space of HR, it was very hard to tie back that capital investment to a very specific ROI number. Meaning that, year after year, an investment in an HR system fell to the bottom of the list; and, therefore, there was very little chance that we were going to be able to roll out a global HR system that didn't have an on demand software as a service flavor to it. Having said that, it was, again, a big paradigm change for the IT organization. But once we thought through the software as a services model, thought through how another provider was going house our data, and then compared that to what we were doing with our own internal data centers and the outsourcing of those data centers and the systems that lived in the data center, we very quickly became more comfortable with having a third party running and maintaining the system infrastructure for HR. What became more complicated was the realization that the data was going to be housed in a system that Chiquita did not actually own; and, we had a lot of discussions with the workday folks to understand the level of security around the data that was going to be housed by workday. And after several discussions, we got comfortable with the fact that workday was probably doing a better job at securing the data than we would have done internally.
One of the advantages to selecting workday and software as a service is that now the IT team doesn't need to worry about installation, configuration and ongoing management of the solution versus what they would've had to do if it was an on premises solution. So the amount of effort expended in getting the workday up and running was very minimal from the IT prospective. On an ongoing perspective, that allowed us to redeploy those resources to more value added business facing initiatives and gave us more flexibility in ensuring that we didn't have to go back to the business mask for more dollars in either resources or for infrastructure costs allowing us, again, to make sure that we had better utilization of our business resources targeted against the right business initiatives.
HR has had an excellent experience with the update process. There seems to be excellent communication between the workday teams and the Chiquita HR team in terms of what new features and functionality will be released in the upgrade, and what they might need to look out for as the upgrade
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The Workday User Experienceby workdayvideo3,061 views
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