Workday and Mohawk Industries

Mohawk Industries

"Workday is able to give us visibility into where we are spending, where we can shift resources to better align with production manufacturing, and what the impact is to the bottom line. We're excited about how we'll be able to grow with that, since we can now answer these questions and meet needs as they arise."

Scottie Chance
Director, Hire to Retire Processes
Mohawk Industries

Mohawk Industries

Case Study Overview

Mohawk is a leading supplier of flooring for both residential and commercial applications. Mohawk offers a complete selection of carpet, ceramic tile, wood, stone, laminate, vinyl, rugs and other home products. These products are marketed under the premier brands in the industry, which include Mohawk, Karastan, Ralph Lauren, Lees, Bigelow, Quick Step, Dal-Tile and American Olean. Mohawk's unique merchandising and marketing assist our customers in creating the consumers' dream. Mohawk provides a premium level of service with its own trucking fleet and over 300 local distribution locations.

Challenges
  • As Mohawk moves aggressively into emerging markets, it needed an HR system that could strategically cultivate talent while keeping costs in line
  • 10-year-old legacy ERP system had minimal employee self-service capabilities and very rudimentary self-service capabilities for managers
  • Data was hard to get to, hard to report out, and difficult to get into the hands of executives
  • Highly manual and paper-based environment

Solutions
  • Workday Human Capital Management
  • Employees can readily access their own personal information and make changes to their own data, which saves HR staff time
  • Provides regular updates, so software is never out of date and IT resources can be freed up for other projects

Results
  • Implemented at a third of the cost and a third of the time as an on-premise solution
  • Visibility into where Mohawk is spending, where resources can be shifted to better align with production manufacturing, and what the impact is on the bottom line
  • With improved talent management, ability to be more capable of identifying opportunities and people that can take advantage of those opportunities
  • HR staff can become a workforce authority and function more strategically

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