Prudential Asia's HR Journey to the Cloud

1. Prudential Asia’s HR Journey to the Cloud
Adam Spring – Senior Director, HR Effectiveness
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2. 2
Who we are:
Prudential Corporation Asia is a leading life insurer and asset manager in Asia, with a
presence in 15 markets covering Cambodia, China, Hong Kong, India, Indonesia, Japan,
Korea, Laos, Malaysia, the Philippines, Singapore, Taiwan, Thailand, the United Arab
Emirates and Vietnam.
+90 years in Malaysia
+80 years in Singapore
+50 years in Hong Kong
Approaching 20 years in
Vietnam

3. Why we chose Workday – success criteria:
1. Simplify complex people processes and help provide greater control,
accountability and governance
2. Create a single version of the truth with consistent, high quality and
real-time core data & analytics
3. Provide a sustainable technology platform working across multiple companies,
languages, currencies and channels
4. Provide a unique identifier for every Prudential employee throughout their
career
5. Put more control back to the business through Employee and
Manager Self-Service
+100 HR Processes +40 legacy HR applications +20 Payroll arrangements Multiple employee IDs
January 2012
54 Consistent Processes Single Source of Truth +50 system integrations 1 single employee ID
September 2016
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4. Workday’s Global Customer #245
Workday’s Asia Customer #1
Oct 2011 Dec 2012 2013April 2012 2014
Phase 1
Regional Office
Core HR
Time Off
Phase 3
Performance
Management
& Mobile
Signed with
Workday
Phase 2
Country
Implementations
complete
Phase 4
Talent Management
& Succession
Analytics
Phase 5
On-Boarding
Share Plans
Payslips & Tax
Forms
2015
HCM Core HCM Optimization
2716
11 Workday Updates
2018
• Benefits
• Learning
Our Workday Story – implement & extend:
Workday Inspire Award Winner 2015
4
2016
• Annual Pay
Review
• Safety Incidents
• Business Assets
2017
• Recruiting
• Feedback
• Surveys

5. Our experience since implementation:
• (The pace of change at Workday)
• Simplicity - Intuitive user experience
that’s improving all the time
• Translations
• Reporting capabilities
• Reliability – very few performance
issues / downtime
• Mobile solutions
• The Community
• The pace of change at Workday
• Business Processes take a while to settle
and can easily be “over-engineered”
• Security is thorough but has complex
concepts that need to be learnt (ie
intersections)
• Changes to the IT infrastructure
requirements & time-zone issues can be
frustrating (ie Workday’s Browser support policy)
• Not enough Asia focused developments
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6. Technology that engages our employees:
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70%
75%
80%
85%
90%
95%
% of employees accessing Workday
79% low
94%
high
86%
average

7. Technology that engages our employees:
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Significant increase in the number of Workday mobile sessions each month in the last year
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
Workday Mobile Logins
+138%

8. Technology that allows for different kinds of managers:
Absence
Manager
Compensation
Manager
Staffing
Manager
Performance
Manager
Merit ManagerTalent Manager
Stock Manager
Generic Workday Manager Role – gives access to a supervisory org only
8Security GroupsSecurity Roles Security Domains Business Processes

9. Personalization:
Using Workday to provide an individual
experience for every employee
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Home Page “Happy Birthday” message for every employee
Home Page “Happy Anniversary” message for every employee
Personalized Share Award certificates available directly from Workday
All Annual Pay Review letters distributed electronically via Workday
Using Workday to trigger staff offers and incentives
Individual Onboarding Experience

10. Analytics – our single source of truth:
Consistent approach to calculating key people
metrics across all our businesses
Example Dashboards & Reports in Workday
 Executive dashboards - Summarize key business
metrics to “monitor” the organization’s health
including high performer turnover, voluntary
turnover rates by quarter, hires and terminations,
etc.
 Compensation Dashboard – Allows reward team
to quickly isolate a population and their
compensation details to make informed decisions
on compensation offers, promotions, etc.
 Performance Management Dashboard – tracking
of status of individuals in objective setting, mid
year and end of year reviews by grade, local
business unit, department, division, performance
rating, etc.
Very low chance of error
Snapshot in time
BEFORE
AFTER
Data from
Multiple sources
Drive Data Integrity via a
Single Data Source
Accessibility
At Anytime
Time consuming
Manual process
Simple, fast,
automated process
Error Prone
Real Time
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11. Some recommendations:
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Be active in the Workday Community
Be clear about your on-going support model right from the start
Add as many self-service “hooks” to Workday as you can
Continually challenge the effectiveness of your HR processes
Use Workday to help drive your people analytics agenda
Track emerging data privacy regulation across Asia and
understand how that impacts Workday