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This session provides Australian HR leaders with a roadmap for understanding the key challenges and opportunities for HR leaders, driving strategic workforce planning to ensure you have the right talent, in the right place, at the right time, embracing AI to automate, augment, and enhance HR functions, and are building a culture of continuous growth and development.Resources:Report: Forever Forward HR Leader APJReport: AI Skills Revolution7 Eleven x Workday Case Study Video: CFO ADAPT Insights: 3 things top performers do for the most success in AI | Duration: 2245s | Summary: Drawing on ADAPT's recent research on Agentic and GenAI across 800 Australian business leaders, Dr Michael will explore the key factors that contribute to AI success for CFOs. AI is now a strategic priority with 70% of respondents planning to increase their investment, however, only 25% of organisations have automated workflows, highlighting a gap between AI readiness and actual implementation. Learn the 3 things top performers do for AI success, how to track long-term value and ROI, and which internal measures set the leaders apart.Resources: Workday Blog: How AI Is Changing Corporate Finance in 2025Workday Blog: The Agentic Wave: A New Era of Workforce ManagementReport: Global CFO AI Indicator Video: Moving the Office of the CFO Forever Forward | Duration: 2380s | Summary: The potential for accounting and procurement teams to make strategic business impact has never been greater. Together, we’re charting a course to unlock this potential and harness the power of data, people and processes. Join this session to learn about the latest enhancements in AI, analytics and user experience, and see where we’re heading next.Resources:Report: CFOs and CIOs as Change Agents Leading the Operational Efficiency TransformationReport: 2024 Gartner® Magic Quadrant™ for Cloud ERP for Service-Centric EnterprisesQuick Demo: Workday for Finance Leaders Video: Getting Started with AI for FP&A | Duration: 950s | Summary: In today's dynamic environment, FP&A professionals are challenged to optimize forecasting, data analysis, and reporting capabilities. AI is redefining the strategic potential of the FP&A teams, enhancing efficiency, accuracy, and allowing FP&A teams to operate at their best.Join us to hear the tangible impact of AI on FP&A and practical tips for preparing your team and technology to embrace this transformation.Resources:eBook: Getting Started with AI for FP&A: Practical Steps Toward Greater Business ImpactAdaptive Planning DemoAdaptive Planning Free Trial Video: From black box to finance powerhouse: how Insignia reshaped their future of finance | Duration: 2342s | Summary: What if finance didn’t just report the numbers — but shaped the story? Join us as we unpack how Workday Accounting Centre transformed Insignia from operating in the dark to leading with clarity, control, and confidence. Plus, get a glimpse into how agentic AI is set to revolutionise finance even more. 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Transcript for "Student: Customer conversations with University of Arkansas System": So having spoken about where we are today and the excitement of having Workday Student here, it's one thing for Workday to talk about what we think is a great product. But perhaps most importantly for those of you in the room is to prove out that this thing that you've now seen that works and exists as software can be deployed successfully. And not only have we done that now more than 80 times, we are implementing Workday Student ending increasingly large and complex, organizations, and there are none larger or more complex than the University of Arkansas system. I am unbelievably grateful to stand in front of you today. We spoke earlier about the spirit of the customer community, especially within higher education. And what our next guest has done is travel all the way from Arkansas with really only a few weeks notice to be here and to present their Workday student journey, which, like we've already discussed, began with HR and finance across those 14 institutions and most recently included Workday Student. It's my sincere pleasure to welcome the VP and CIO of the University of Arkansas System, mister Stephen Folkestone. Welcome, Stephen. Well, good afternoon. It's a pleasure to be with you all today. I I do want you all to know that, it's, it's very interesting. We actually had, an Australian presence on our team, Ray with Deloitte. Stand up, Ray. Come on. Stand up. He is standing. Is from Australia and so he was our student architect. And so he was a dear friend. I will tell you that he broke my back door handle at a party. So, I always have a I have a party every year at my house, for the team. And so, Ray as well as about, I don't know, 40 or so other Deloitte consultants have been in my house. So, so so so that I understand the audience, so who all in here are tech? Technology tech. Okay. And then who are functional users? Okay. Alright. So I haven't you know, I don't do this very often, but I think I'm supposed to have a joke and an activity. Okay? So here's my joke. I need you to laugh even if it's just nervous laughter. Okay? There are only two industries that refer to their customers as users, IT and the illicit drug business. Right? Okay. Thank you for laughing at that. Okay. Second is an activity. If you had to choose between your sense of smell and your smartphone, which would you pick? Sense of smell or smartphone? Okay. So if you if you go with smell, raise your hand. And smartphone? Okay. You all are my people. I found you. I'm gonna need you a minute. You since you're on the front, you're gonna there's gonna be an activity for you. Alright. So let's get started here. So, University of Arkansas System, so 70,000 students, 28,000 employees. We have 14 individual institutions, in a single Workday tenant. In terms of products, well, I guess, we have them all. And fun fact, for all the products compared to our peers in higher education, we have the highest adoption rate of the functionality of those products of any other institution, something we're very proud of. We're very focused on getting the most value we can out of Workday, always moving forward, always innovating. So this is just a graphical representation. We have large institutions, we have small institutions, we have, urban institutions. We have rural institutions. We have an academic medical center, that we support. They're all on Workday. So this is where we started. Yeah. Right? So you're looking at this this and you're thinking probably a few things. How'd you get there? Right? Well, I inherited this problem. You might be thinking, you know, looks like a fun project, maybe. Or you might be thinking, you know, that, that, you have something similar to this at home. Right? Maybe not ERP or or but you may have something like LMS or something like that. But we had when we started, we had three campuses on three separate instances of Ellucian Banner. We had a campus on BASIS, which is a mainframe. Alright? I had a campus on Jinzabar. Our hospital is on SAP. Three campuses on three separate instances of colleague. A campus on Oracle. One campus on Microsoft Dynamics because why not? I I have to admit you all, every time I see that logo now, I think of the Sydney Opera House. So right? And then we had three campuses on Poise ERP, which was so old, we couldn't find a logo. Right? And so it's, actually running on open l OpenBMS. Does anybody know what OpenBMS is? Oh, okay. Right. It's kinda like a mainframe, but less popular. Right. So it's, it was, like the ultimate modernization project. Our student environment looked similar, just some different logos as you can see. So, again, we had Volusia banner. We had a few more, folks on individual instances of Oracle. And then we had a campus on thesis and then, of course, my favorite, Poise. You know, we talk about single source of truth. And so, really, you know, for us to know anything about pre work day, to know anything about what was going on out in our ecosystem. It started with an email to to all our institutions with a spreadsheet that said, hey. Please complete this spreadsheet, you know, and return it. And so, like, you know, six weeks later, you might get half the responses. We started implementation by splitting our campuses up into cohorts. So and we did this with HCM Finance as well. Our HCM Finance implementation, we went live with our first cohort in July of twenty twenty, The height of the pandemic because we're insane. We went live with our second cohort, July of twenty twenty one, and then finally, our academic medical center, July of twenty twenty two. We then started our student implementation, and we broke it up into our smaller institutions would go first, and then we would go live with our larger institutions. Second. So, our small institutions, the seven campuses you see there, have been live since August of twenty twenty four. And then all of our four year institutions will be fully live August 2025. In Workday world, when you're registering students, so we have all campuses registering students, you're considered live at that point, but you still have a couple of modules that you have to finish implementing. They're smaller modules like student financials. So just some clarification there. So, again, birthday student, you know, student life cycle, you know, unifies all student services together, business processes into a single cloud platform. I'm gonna show you, like, the benefit of some of the business process information. I've got a I'm gonna do a demo. Please don't judge me if you were in Linda's session this morning, which was excellent. But, again, single source of truth, access to real time data. So the purpose of this slide is not to overwhelm you, but we moved almost a million student records, right, in combining it. So, yes, our data conversion really was that hard. It was very difficult because we were combining and we had to dedupe. But as we went through the process, Workday made it easier by doing enhancements to support the deduplication of records. Of course, we went through the process of getting approval on business design, and then we had seventeen ninety eight test cases executed. Now if you look at the number of test cases that we had for HCM and finance, you can see that this is about half the test cases. Right? So there's a narrative out there that people think, well, student is so much bigger. Well, it is bigger in terms of data. But if you've made it through your HCM finance implementation, you can get through your student implementation. Okay? We had a one per less a point 1%, error rate on our config, compared to 3.5 on HCM FIM, and then 715 integrations. Now you have to remember, we have 14 different campuses, so there's a lot of duplication. Right? You can have, 14 different or 14, integrations to the same, you know, federal, service. Right? I share this with you though, this number, because I want you to understand that if if it can be if it can be integrated into, Workday can do it. Okay? We ran into a situation where some folks are like, hey. We hear that you can't integrate into our learning management system, Blackboard. We're like, well, that's not true. Right? And so we there was drama, you know, and I had to call special meetings. Look. You know, we've already built this integration. We're gonna, you know, cookie cutter it, and we're gonna hand it off to you all. But if if it can be integrated with, Workday can integrate into it, whether it be a housing system, an LMS, a payment processor, not an issue. So I think not everybody agrees with me, but I think that the go live process for student is easier than ACM finance. Because with student, you go in milestones. So you have your recruiting, and admissions. You have your building your courses. You have the process of bringing your applicants in. You have building out advising academic plans, student onboarding and registration, student financial charges, tuition and fees. And then, of course, towards the end, you have your transcripts and and everything associated with that. So you really have five go lives with your your, implementation, and it follows the life cycle of the student. So instead of just one big bang, you know, so, like, July 1, you go, you know, live with HCM and finance all at once. This is a more of a phased, go live approach. I think it's easier. So training will training in our timeline. So in February, we did advising and registration training, and then we did a mock semester in March. And then in August, we'll do faculty training, for viewing course register rosters and verifications. Now before I go to this next slide, I wanna qualify and say, the numbers you're gonna see are reflective of people who have never used Workday when they sat down for a mock semester. They came to the mock semester. We gave them a a to do list, set them down in front of the computer, and said, good luck. Okay? So this is the result of doing that to them. Right? So 33% after doing mock semester were extremely confident. 61% were somewhat confident. How would you describe your experience performing today's checklist in Workday? 31%, easy and simple. 58%, not too bad once I got the hang of it. This is no training. This is here's a checklist. Go forth and and do the checklist. So to to add to this, we now have 35,000 students registered for the fall semester. Alright? And the only real resource we gave them this is a yard sign from one of our campuses that I remembered that I had, so I added it in here. But we these QR codes, you know, how to see the class schedule, how to view your academic progress. Right? So we have 35,000 students registered, and our site for training only has 4,000 hits. So 31,000 students registered without going to the help site. K? Nice and easy. Workday journey journeys is a game changer. Whenever we showed this to the campuses, their response was, this is why we want Workday. I know you saw Linda's excellent presentation this morning, Workday journeys. Mine's not going to do it justice. But I just want you to know that this is the real game changer in getting your students through the process. You can embed videos. You can have links to the resources internally. It is really a game changer for your student experience. It's amazing. Alright. So back to integrations. So this is a picture screenshot of a dashboard that we have for our applicant admissions funnel. I know that you all use a CRM. I think most of you all are Salesforce. Right? So when we started the project, we have three campuses that love their CRM. We're like, no problem. We'll integrate. But since it's so tied to their enrollment and getting students in the door, they're very cautious about any change to that. So we kicked off the project, and I kid you not, like, we started the project and, like, two weeks in, you know, I get called to a high level meeting, and they're like, look, you know, we need to delay the project. Delay the project? We just started, like, two weeks ago. They're like, well, we need the we need our our CRM integration built. I said, you don't go live for, like, two years. Like, you know, like, well, we we think we need to delay. I said, okay. We're not delaying. Right? But what we'll do is, you know, while it's not needed until this milestone, we'll pull it ahead and we'll get it done six months, you know, early so that you feel comfortable that it's gonna work and it's gonna flow in. Went off without a hitch. I mean, it was worked perfectly. So about probably about 45,000 of the of the 60,000 applicants came into CRM integrations. K? It's not gonna be an issue for you. Another thing I heard a lot about was, will we be able to charge students, right, correctly? We were. Not a problem. Will we be able to take student payments? Yes. We have, integrations with two different payment processors, Transact and Nelnet, and, it's fully integrated. Not a problem. Will we be able to do refunds? Yes. We have a refund service called BankMobile, and they work with the student to get their account information. Nice integration. Works very well. So, again, not an issue. Okay. So I felt like I need to do an AI slide because that's what all the cool kids are doing. But I'm gonna talk about something a little bit different. So I think you all probably you you're aware of of Workday's AI strategy. So they're more focused on quality agents versus quantity. Right? As you think about AI, you know, my understanding from people that know tell me that the larger the language model, the better the AI. K? You have a small set of data, you know, your AI will not be as good as if you train it against large amounts of data. Who has more data than Workday? Student ecosystem that's already in the cloud and and able to be turned into that large language model. Right? So we feel like, and I think Workday would agree, that we really made the right choice in terms of AI strategy. And we made the decision to go with Workday in 2017. And the technology continues to future proof, Right? So we're very excited about what's coming down the road, and, we will uptake it as soon as possible. Alright. So I wanna do a quick demo for you all, believe it or not. But I'm actually gonna do it in production, because I'm adventurous. Clearly, I'm in implementation mode, right, because I have a lot of icons. But this top left one is production. So Alright. So I'm gonna go into a training tenant where we have, anonymized the student. And I think you saw this earlier today, but I want you to see it with production, data. So let me type in. So I'm gonna do a proxy so I can proxy in as a student. And I'm gonna proxy in as Allie, Arkansas. There she is. Alright. So I'm gonna go to academic hub, and I'm gonna go to my academic plan, create an academic plan. This this functionality has been a huge hit with everyone. The drag and drop of being able to put courses over like this, build out multi year. Alright. So we can click on so eligible for to enroll. If they're not eligible to enroll so let's do English comp here. English comp two. Not eligible because of the role. They haven't done English comp one yet. Right? So that functionality has been a big hit with our end users, and it's something that, really made our go live easier and hopefully will help lower the time to degree. So that concludes my presentation, and I'm happy to do q and a with Kate and then with the audience as well. And you're the CIO? Just gonna demo the product on the road? Well, I mean, you know, you have to eat your own cooking. Right? So You certainly did a very good job of that. Watch out, Linda. I think he's coming for you. Alright. Well, let's kick things off, for a discussion. We've got a nice intimate room here today, so I want to make sure we leave some time for you all to ask some questions as well. Gonna start with a hard hitting one to kick things off. Why is Arkansas spelled like that? That's a good question. Some would say it's Arkansan, Kansas, but it's a good question. And then there's actually how do you hyphenate it? It's complicated. It gets hyphenated? I don't wanna know. We taught we taught Kate a new word today, autumn. Wait till we tell her it finishes with the letter n. That's gonna rock her world a little later. So look, we we spoke before the session today, and sincerely, thank you again. Just phenomenal to have come all this way and to presented your journey. But, actually, this goes way back, and I think the people in this room will appreciate more than most that this doesn't start with, HR and finance go live in 2020. This starts with persuading, is it the board of governors or your council to actually embark on trustees to embark on this process in the first place. You were part of that. So maybe just to kick things off, give everyone a sense for how you painted a picture and created a vision that all of this effort and investment and collaboration was going to be worth it. Sure. So, I wasn't actually part of the University of Arkansas system. I was part of an affiliated organization. And the board of trustees felt like, the the the UA system was getting behind on from a technological standpoint. I mean, we had a mainframe and we had those, you know, the old POISE systems and we had all these different platforms. And so they wanted to be more thoughtful, you know, and make data informed decisions and they knew that they had to do something different. So I I presented to them a vision at the request of the president, and honestly, I I built a slide similar to the one that I showed you all where you have all the different systems and you're pointing towards it wasn't a Workday logo at the time. But fun fact, I showed a Workday video, that I maybe, screen scraped off of your website That was a finance that showed how you could have multiple companies within one environment. And so in the demo, it was like North America, South America, you know, Europe. And I paused the video at that point and I said, now think of it like this. Think of this as UA Fayetteville, UA Little Rock, UA Fort Smith. And so that helped them really understand the vision and, you know, in a way that was not real techie like. It was real practical to them. Because that was part of, you know, the campuses coming together. Like, until that point, we had just been, a loose, you know, federation of of institutions that maybe shared a health plan. That was it. So it was really a big change. And and when we started the project, we had campuses that said, oh, oh, we're part of a system? I didn't know that. It's like yeah. So we were very inclusive, you know, in starting the change management process early in in the selection process. We we were using Zoom. This was in 2017. We were using Zoom before Zoom was cool to bring all our campuses and stakeholders together, to be part of the process for selection. But, you know, going to change management though, that was kind of the beginning of our change management process. What I learned along the way is that organizations that haven't changed in a while really, you know, there's you you have to work with them in a different way. You have you really have to, be very con give them concrete examples of what change management does for you. And so I'll I'll give a quick example. When we went live during the pandemic because we're crazy, we we went live July 2020, and we had one campus that because their their system was so old, it couldn't run two payrolls in one day. So it had to do, like, the monthly payrolls in one day and then the semi monthly was the next day. And so it was gonna be a change impact, for the campuses. I don't know why my Be a next trick. What's it gonna do now? I don't know why my hold on. Just did that. But, it was going to be a real change impact for our campuses, specifically our employees. And so we said to our HR departments, like, hey, listen, we gotta have a special strategy to communicate that folks are gonna get paid two days later, this one time. And they said, okay. Well, we'll just send them an email. Like, no. We're gonna have to do more than that. We're gonna have to, like, we yeah. We gotta we have to manage this change. And so we did a very robust change program. We had managers talk to their employees. We communicated. We put up flyers. We did all the things. And so at the end, it was a it was a nonevent. And I saw the head of HR, and I said, wow. We we got through that payroll change. And she said, yep. It wasn't a big event after all, was it? And I thought, no. It wasn't a big event because we did change management. Right? And it's my perfect example that I share with folks. Yeah. It's amazing. I think a couple of things really stood out from the presentation and just what you've outlined there. We don't have similar examples here of, you know, systems of 14 institutions coming together like that. But consistently, what we've seen through the universities that have gone live is even within a single institution, bringing faculties together and going on that journey is really challenging. But it seems like that change management really allowed you to get everyone to pull in the same direction. Was it really as easy as you made it seem? I would tell you that the student implementation, the change management, and I'm not sure we weren't able to really do we had a whole change management plan program. We were doing all the things that you do for HCM Finance, and then the pandemic hit. And so we went live virtually. Like, all our HCM Finance implement go live implementations we're virtual. Right? Our first academic medical center, you know, payroll was built designed and built completely virtually. It was a $150,000,000 payroll first go around. And so we we, you know, we had really amazing plans for HCM Finance. Once we came out of the pandemic and we were able to really do what I would call normal change management, you know, it was, you know, we ran a very we took lessons learned from the HCM Finance, but, you know, we really knew more about what we were doing. We understood change management. And people, by that point, were used to change. Like, when we started, a lot of folks hadn't changed in a really long time. And so, it was, it was a a challenge for them. But, you know, the other thing about it too is that change management is a lot easier when the solution is easy to use. Right? I mean, I shared with you all the stats. 35,000 students registered and only 44,000 hits to our help site. Like, that's pretty amazing. So is that a a drastic difference from the staff experience? We candidly you know, we've been doing HR and finance in A and Zed for some time now, and it's it's a pretty consistent thing that getting that change amongst staff can hit some resistance. But it seems like even the survey results you shared, and I wrote it down, somewhere, but I think it was over 90% of the students had a level of confidence going in with just the checklist. Was that drastically different from the staff experience or similar? You know, it it's it's different than the staff experience. But, again, our entire HCM finance go lives are clouded by the pandemic and the fact that we did everything virtually. All the training was virtual. So, I would say though that, you know, it takes a year after you go live. I think there's there's an institution that's going live here soon. It takes about a year for things to really settle out. I've got a few more questions, but I also want to leave some room for anybody in the audience if you'd like to ask some questions as well, which we didn't really tell you we'd do. But you said what you Well, ask Kate the hard questions, and then if I can hit something, I will. Thanks. I've got some backup questions. But if there is anyone, in the crowd, I'm sure you'll be sticking around for a little bit afterwards. But for the benefit of the audience, would anybody like to ask Steven a question? Thanks for coming all this way to talk to us today. So my question is more so around the readiness for student and knowing that now that we know we need to have HCM and financials deployed. What I know there's a lot of tenant readiness that goes into looking at the touch points between HCM, FAN, and student. So do you have any examples or just pointers for going through that readiness journey ahead of student? I would not be the best person to give you the specifics, but I have folks that could give you the specifics on the readiness and the touch points. There's very much touch points about, you know, because a student, you know, a person is a person in Workday. Right? Whether you're a student or an employee. So you have to think about those touch points between, you know, the student employee, and they're, you know, also applying for another job. And then, you know, in our situation, they're going to multiple institutions at the same time. So there's a there is really some thought process, much like with design of your FDM that you have to put into those touch points. I think at rising this fall, we're going to do a whole session on that. We were going to do it last year, but, the the, person from my team, had a, a family emergency. But, yeah, rising, this year, we're gonna do a whole session on that. Would anybody else like to ask a question? Did you get any data about student satisfaction and the student experience before implementing Workday versus after? Did you notice a difference there? You know, we I don't think we did any surveying of their their satisfaction with you mean satisfaction of their legacy system? Yeah. And just their overall satisfaction with the process of onboarding and viewing their academic status and all that kind of stuff. You know, we didn't. It's a it's a good question, though, but we we didn't we felt like I mean, we we haven't gotten any complaints about this transition. I mean I mean, from from students. Right? But, you know, it's it's always a transition for staff and faculty and and and, you know, we've we've managed that very well. But now we we didn't really do a survey ahead of time. I guess maybe we should have. I don't know. Probably. We were you know? And maybe the change management team did, but, I don't know. Maybe time for one more question. Oh, there we go. Just over there. Considering one of the benefits, I would imagine, is to have a single sort of truth for students and for staff, how has this also improved your, identity and access management for the university? Yeah. Good question. So, it has certainly forced us to, at least the campuses, to really have to step back and reexamine their legacy process. We were fortunate to partner with Microsoft to take advantage of some federation functionality that they have available to federate all of our, active directory environments together. But one thing that Workday provides you is what's known as a universal ID. And so whether you are, a student, a a staff member, or an applicant, or a prospect, you live on with that universal ID. And it is, I think it's immutable. It's immutable ID. They also have very robust, duplicate management. It's called UDMF, I think. And that has really enabled us to, you know, manage the duplicates that you inherently can have when you have, you know, again, folks like, one of the things you run into is you have twins that, you know, the parents forget, you know, which one, or, you know, whose Social Security number is who, so you have to go through a process of that. But, it greatly improved our entire, with the universal ID. It's something to really think about whenever you're going through the process and and and, you know, directionally, back to the question around touch points, it's something you really want to think through. As a father of twins who confuses their names, getting their Social Security right is knowing that that's helpful. Well, you know, we were bringing all these legacy systems together, and we had one individual that we were pretty confident was the same person that had three different Social Security numbers. So Was he a trip? I don't know. I've heard they figured it out. Very good. We have gone a little over time. We've got Stephen here for the afternoon, and I don't think you have any other engagements and in country for about a week or so. So if you do have time, please come up and say hello. On behalf of Workday and the broader higher education community, I'd really like to, really thank you again. It's been an unbelievable experience having you in town. We are working you really hard, so thank you very much for filling your diary and working all sorts of odd hours. And thanks for what I think is one of the most amazing presentations I've seen the CIO give before. So thank you. Thank you.