When Alvin Valeriano joined Yokogawa Electric as global director, Data Planning and Management COE, the multinational had different HR systems across different regions and countries. “It was common to have scattered processes, and data management was chaotic and inefficient,” says Valeriano. “One country would be aggregating data one way, another a different way.”
Valeriano knew the global business needed a universal system that would enable people data to be consolidated, visualized, and fully utilized across the entire enterprise—not just by HR but also by people managers and employees themselves. After an intensive market search, Yokogawa landed on Workday Human Capital Management (HCM), impressed by its user interface. “Among the many HR systems we looked at, the main deciding factor for choosing Workday was its ease of use,” recalls Valeriano.
Visualizing the global organization.
As Yokogawa grew into a successful multinational, it had deployed different HR systems across different regions and countries. Deploying Workday enabled the company to unify its HR processes across the world and standardize data definitions to support real-time reporting. As a result, authorized users can visualize global, regional, or country data in a couple of clicks via reports and dashboards.
Valeriano notes that it previously took a considerable amount of time to extract data and build reports and dashboards—even at the country level. Workday has revolutionized reporting speed, quality, and granularity, providing true enterprise wide visibility. “HR leaders can finally see the overall picture of our organization through headcount, attrition, gender, and diversity dashboards,” Valeriano says.
Workday has given us immediate, accurate, and consistent data, conferring decision-making authority.
Global Director, Data Planning and Management COE
Opening up HR self-service to employees.
Previously, Yokogawa’s HR systems were largely used only by people in the HR organization. By introducing self-service options in Workday, the system is used by and works for its employees. “Since we deployed Workday, HR data is mainly used by employees and managers, with support from HR,” explains Valeriano.
Collaborating with their managers, employees can use the system to map out their own career path and development program. As they build their talent profiles, employees are also feeding their skills and experience details into the system. As a result, people managers are gaining an ever-more detailed picture of the talent available across the business, allowing them to rapidly mobilize new teams in response to demand spikes.
Workday has made a big contribution to Yokogawa’s HR transformation journey.
Global Director, Data Planning and Management COE
Engaging people in career planning with AI.
Valeriano points out that as the accumulated data feeds into Workday AI tools, career suggestions become more personalized.
“AI-enabled tools can suggest the most appropriate training, based on an employee’s intended career path and profile,” Valeriano explains. Valeriano is also excited by the system’s potential to paint pictures of different career options across the business. “Using AI, we can showcase what kind of opportunities are waiting for people in the future. I think this will be an incredible tool to help open people’s eyes to career path possibilities.”