Highmark (HM) Health faced similar challenges that many multilocation, multi-entity organizations face: siloed information, inconsistent data, and costly maintenance fees. It became clear that HM Health’s systems did not have the capability to support the organization’s goals moving forward.
When HM Health saw an opportunity to transition from a historically decentralized model to a centralized, fully integrated system, it selected Workday. The change enabled HR to roll out a comprehensive digital transformation strategy that included a shared services model focused on enterprise effectiveness and creating commonality across divisions.
Benefits and results.
We’ve been able to engineer the type of change required to move towards the company’s promise of a low-cost, high-delivery model—something that wasn’t possible before Workday.
EVP and CHRO
Reporting and insights.
The reporting tool in Workday enabled HM Health to streamline reporting processes and gain reliable, real-time, multidimensional insights. HR can now provide faster support and has complete visibility into the contingent workforce, helping to reduce spend for contingent workers.
standard reports now reduced to 93
reduction in cost for contingent workforce
Systems consolidation and engagement.
HM Health consolidated multiple systems into one centralized system of record, empowering HR to better manage and engage the workforce. Managers and employees have readily adopted the self-service functionality in Workday.
system of record led to 18% IRR based on cost reductions
adoption of manager and employee self-service
Process automation and configuration.
The business process framework in Workday enabled HM Health to redesign and standardize HR-centric policies and procedures. This transformation reduced operating costs and increased time for value-add activities, improving internal and customer-facing processes.
of business processes redesigned and standardized
reduction of overall operating costs
increase in employee effectiveness rating