Name: Your Ultimate HR Guide to Workday 2025R2: New Features, Real Impact
Uploaded: 2025-10-21T18:30:05.583Z
Duration: 57 min 32 s
Description: Your Ultimate HR Guide to Workday 2025R2: New Features, Real Impact

Transcript for "Your Ultimate HR Guide to Workday 2025R2: New Features, Real Impact": Hello, everyone, and welcome to the looking forward for further webinar for our twenty five r two HCM release. So we have a big agenda today, so I'm just gonna go ahead and kick start. So my name is Sania, and today, I will be joined by my fellow workmates, Frances and Charlotte to discuss some of the latest HCM future releases. We may have a few forward looking statements that are subject to change. Please note this is covered under our product statement agreement. So before we get started, here are a few housekeeping items. So this webinar is being recorded and will be emailed to you within twenty four hours. If you have any questions, you can select the, q and a button on the right hand side, and, hopefully, we'll have some time left at the end to answer any questions that came in. We have uploaded some resources for you to view, so just select, the docs on the right hand side to download. And, also, lastly, you'll be prompted with a say survey after the webinar concludes, and we like your feedback. So, Workday is all about HR. This means we're designing solutions for the world of HR today and tomorrow. And we deeply understand today's reality for our chat leaders. You're facing an urgency to adopt AI while still focusing on delivering on the bottom line. Meanwhile, your talent is fluid, and the future of work doesn't look like what it did six months ago. And as we look for what we're hearing from you and the market, we're understanding your strategic priorities. So across industry, size, and region, you are looking to support the people, the work, and the business. So today, we're here to help you understand the features in our twenty five r two release that help you be that destination workplace, unlock your peak performance and build for your future workforce. So let's start with our first priority, being a destination workplace. You want to attract and retain your top talent, and to do this, you need to provide an engaging experiences prior to day one and to continue to provide them throughout their careers. So let's see what we've delivered in twin with 25 r two that allows you to achieve this goal. Like we mentioned, being that destination workplace starts prior to day one. With our core recruiting, we've invested to creating engaging experiences for your external candidates. First, it's by making it easier than ever to apply to jobs by simplifying the experience. With our social sign on, for candidate accounts, candidates can use their existing Apple and Google accounts to create can candidate accounts when applying for jobs at your organization. Candidates use the standard Google and Apple sign on process managed by those, social accounts. What does this mean? A quicker application process by eliminating the need to create a separate Workday account and a fewer credentials for candidates to remember. And to improve the experience for both candidates and recruiters, especially for those of you in high volume industries, we've also make it easier to collect availability of the candidate on the external job application with our core recruiting. Recruiters can now view candidate availability on their candidate profile and the candidate grade. For your recruiters, they can now comprehensively manage and assess a candidate's work availability, which streamlines the hiring process for high volume roles. For your external candidates, it reduces the number of questions they need to answer during the entire recruiting experience, giving them a better experience with your organization. And, of course, while not a part of twenty five r two release, we would be remiss to skip over Paradox, which is another way we are improving our experience for your external candidates. Now available with Workday is our newest external candidate experiences that introduce a chatbot experience directly into the career site. After external candidates made you through the process, it's time to onboard. So we introduced our onboarding plans earlier this year, and we continue to expound on that investment. So in our twenty five r two release, we will introduce journeys as part of the onboarding plan to provide a robust experience for new hires. For those of you who want to leverage new onboarding plans, product for new hires, you can further simplify the experience with embedded journeys. This creates, consistency and take employee's seamlessly past day one with journeys. They become familiar with journeys as they onboard, and as you continue to create more journeys, they are already comfortable and familiar. And as they become comfortable with journeys, as your workers continue on in their careers, they will be able to take journeys enrollment into their own hands. So in this release, we will enable it so that you can set up existing or new journeys for self-service discovery and distribution. So with our self-service journeys, this expands the support you give to your employees but empowers them to own it. So this improves the user experience, allowing them to find and self enroll in journeys that fits their needs at their convenience. And we're also expanding what you can offer in your journey, so continue to improve, your employee experiences. So now you can seamlessly incorporate what, accent cards into the journey experience. So after a developer deploy in an accent app that contains accent cards to your production tenants, Administrators can add those accent cards to journeys. So this accent cards can, display snapshots of information, enable actions about a, specific topic, and provide users quick access to accent card, accent app capabilities. So by embedding accent cards as a step type in your journeys, you enable your organization to create meaningful, flexible, and unique employee experiences that bring in data from accent app and from third party applications. Another way to improve your employee experiences is by listening to their voices, And we do this with Workday Peakon employee voice. So targeted for 25 r two plus, the integration between Peakon and Workday HCM is also getting smarter. We're enabling listening right with with our Workday itself by, survey surveying directly in the my task inbox in Workday. So it's designed to complement the many other survey, method delivery that you have with Workday. Obviously, the most popular being email, different natural workspaces like Slack, MS Teams, or SMS, and several of the other options we have for frontline workers. So the new with this new integration, to work the SCM will give you a simple integrated experience, and you can answer the full survey there without even leaving the inbox. This will be on desktop to start, but we will also bring this to the work mobile app, which will be critical for frontline workers. And we are also improving our ability to listen in this release, with two new question sets within Workday pecan designed to help you gain deeper insights into critical aspect of your organization. So that is ESG and AMCC magnet nursing excellence. So this research based question sets are designed to be easily integrated into your extend existing surveys, saving you valuable time and resources in developing your own questions. So the increasing importance of ESG factors is undeniable, impacting everything from investor relations and brand reputation to talent attraction and retention. So our new ESG question set allows you to directly measure and understand your employees' perception and engagement related to these critical areas. And for our health care customers, we introduce a dedicated questions that focus on the ANCC magnet model principles in 2023. We are now bringing this into the Workday platform. This set of question sets allows you aligns with seven components prescribed by the AMCC, providing you with valuable insights into your nursing staff's ex experience in this critical areas. And finally, for PCON, we are introducing percent favorability. This is a third scoring method we are offering to meet your needs depending on their, preference and listening programs. So in this mode, scores are expressed as the percentage of employees who rated questions favorable, neutral, or unfavorable. And although we won't be pulling a new five point scale, percent favorability allows us to express scores using our measurement scale, to a format that many customers are, accustomed to based on our validated conversion methodology. So what does percent favorability means? It's a way of calculating and reporting scores. So the big scores would be represented as a percentage, specifically with percentage of favorable responses out of all the scores in the aggregation window. So scores will be broken down as zero to three as unfavorable and then four to six as neutral and then seven to 10 as favorable. In pecan, you can choose this as an alternative to NPS. We're also improving the way for employees and managers to communicate about future growth in twenty five r two plus. Employees can now share a, saved career path with managers. Managers may then view, the employee's shared career path and AI powered next steps for the employees. This provides managers insights into employees' career aspiration to align on growth areas and enable managers to support employees' growth journey. And another way to be that destination workplace is by creating positive experiences for your employees, especially in their day to day experiences. So in our time tracking, we are bringing a new experience feature that gives both workers more flexibility, which is flexible check-in and check out. So with this release, you can now configure custom thresholds around check-in and check out times, giving workers the ability to adjust their time entries within those parameters. So this ensures that employees can accurately record their work hours even if there are delays between when they arrive and when they check-in or when they leave and when they check out. So I've added a new section to the time entry template. This section includes a range of options for managing check-in and checkout times. And with this feature, workers can modify their time entries on both desktop and soon mobile devices within the thresholds that you configure. You can set these thresholds any anywhere from zero to a hundred and twenty minutes for added, flexibility. And improving experiences for employees mean introducing new, employee self-service features that help with mobile support for additional payroll data. This means, ESS and admin users can now view and access their essential payroll forms through APD in a Workday mobile app. This enhancement improves accessibility by allowing users to complete, their payroll tasks on the go anytime and anywhere. It also reduces delays by removing, desktop reliance, encouraging more timely data submissions. And another way we are helping you improve your experiences is by introducing new capabilities targeted for health and wellness, which are some of an employee's top priorities. So earlier this year, you heard about Workday Wellness, and I'm excited to give you an update. So in this release, for our customers and early adopter, we are introducing customer and partner wellness hubs. This allows you to manage and approve partner driven worker communication. We now also provide embedded EOI response and decision experience. We've introduced an API enabled solution for real time exchange of data that with our expanding, ecosystem of our partners enables integrations through the Workday Wellness data exchange. So let's first start with our connected partner ecosystem. This releases allow early adopter customers to easily onboard and approve registered wellness partners. You can approve and manage partners as a use case level. This approval is one time and facilitates the entire experience, including an API embed, enabled solution for real time exchange of data. Our expanding ecosystem of wellness partners enables integrations through the work that, wellness data exchange. And we're also introducing our wellness insight hub, that make it easier to have actionable insights to determine what change you can and should make to improve your employee experiences for health and wellness. You'll be able to identify underutilized programs and services. You will have the ability to benchmark against industry peers and gain insights with real time employee sentiment. With our API enabled solution for real time exchange of data, we provide guidance with a powerful data set that combines performance, partnership, and employee sentiment that gives you insights that enable actionable recommendation. And moving on to help, this is another way for you to be that destination workplace by providing employee support directly in their HCM experience. Work to help includes the ability to create knowledge based article to proactively answer their frequently asked questions. And with this, release, we are making it easier to add those articles into your HCM experience with bulk uploads. Authors can, upload up to a 100 doc and, doc x articles into knowledge management as drafts or late, for later publication. This means authors can add content to the content library in fewer steps, resulting in a more efficient authoring process so you can, more quickly get to the end get the answer to employee questions out there for them. This saves your HR team time to answer questions, deflecting cases coming their way, and create that that destination workplace with a positive experience for employees and managers alike. And for those questions that came your way, and we're making it easier to manage them. With the ability to add a case ownership, this feature will allow case solvers to edit the case owners or the created by, field, which is secured to the help case data domain, after a case has been created. So this enhancement improves efficiency and data accuracy while also strengthening privacy controls, especially in scenario where cases are created via email, which we will discuss, further in the presentation. So being a destination workplace is a priority within across our customers. You've seen how release after release, we continue to invest across Workday FCM suite, making it easier, to be that destination workplace even prior to day one so you can continue to engage and retain your top talent. So that is all for me today, and now let's switch it over to our next strategic priority to unlock key components. I will pass over to you, Charlotte. Thanks, Sania. For the next strategic priority we've invested in, we'll take a look at unlocking peak performance. You're looking to make your workers more productive and reduce bottlenecks so they can spend their time on more strategic work instead of daily repetitive tasks. Let's take a look at what we deliver to help you with this strategic priority. First, we're making it easier to administer Workday HCM suite with all our products in our new hub, the HCM admin hub. This brings you a centralization of configuration tasks per product. An example of how we're consolidating tasks includes making it easier for time administration with categorized configurations. Examples of features like time entry and approvals, schedules and calendar and calculations and validations. The admin hub is available with our core product. It enhances findability oh, can you not hear me? Hello? One second. I will try again. Okay. Now now we can hear me. Perfect. Thank you very much. Okay. We'll start again. I'm so sorry that. Thank you, everyone. Appreciate you letting me know. So like I mentioned, for the next strategic priority oh, okay. So we have been able to hear me. Perfect. Thank you, everyone. You guys are so cooperative. Okay. So like I mentioned, the HCM admin hub is available with our core HCM product. This enhances findability of configuration tasks and reports and enables administrators to more easily navigate between configuration tasks. For if you are having issues hearing me, it looks like you need to click on the speaker. So if you are experiencing audio issues, please check if your browser has muted the webinar. You can enable audio or use the control at the bottom of your screen to unmute. Okay. So like I mentioned, this HCM admin hub is saving your administrators time so they can spend less time navigating and more time focused on the changes that are impactful for your business. Administrators can easily use and set up configuration tasks for core HCM, recruiting, compensation, benefits, absence, time tracking, and scheduling. For example, from the new absence section, you can now access the new time off page, the new leave of absence page. From the new time tracking section, you can now access our new time entry and approval page and schedules and calendar pages. The new calculations and validation pages. Thanks everyone. Appreciate it. We're making our UI more accessible in other places across the HCM suite to help consolidate tasks and navigate quicker. Another example is our enhanced UI in compensation business processes. We started this journey in our last release and in twenty five or two, we're bringing this new UI to more of those compensation business processes, but not all of them yet. Our enhanced UI for more compensation we're applying this new enhanced UI to more common business practices, including compensation processes that are unglued, meaning not part of the consolidation business process. Just a reminder of what this new UI brings. You can use templates to simplify the experience and only show the required fields for the transaction. This gives you and your managers a more intuitive experience with less scrolling and a more consistent user experience across all compensation transactions. Let's take a look at what came in our '25 on one release and what tasks you can now use as templates in in our twenty five r two release. A good place to start, consider consolidating the compensation step into your change job and higher. We're also making it quicker for your managers in their compensation manager review experience. We've updated the UI for the planners view and organization summary in the compensation review process. The new actions menu reduces clutter and replaces unlabeled icons. In this update, the compensation planning header is configurable and translatable, and we renamed errors column to issues. This enhanced UI improves clarity, reduces clicks, and enhances efficiency. This enables an intuitive and visually appealing experience for leaders handling high stakes compensation decisions. Now, managers can plan compensation easier, faster, and with fewer issues and health cases. This feature is no longer opt in and will be automatically available in the twenty five r two release. Another way we're unlocking peak performance is by freeing up time for your practitioners entirely. In this release, we're able to accomplish this with our automatic payout of expired accrued time off after a designated period. This enhances a recent feature that automated the expiration of accrued time off. By eliminating manual processing of payouts, we're bringing you time and resource savings. We're able to do this with our seamless connection of existing absence and payroll calculations. With the payroll calculation engine ensuring accurate and timely compensation. And to continue improving that administrator experience with our absence features, we've introduced a new framework that allows for creating and maintaining custom additional fields on leave types to support global leave absence use cases. This enables you to meet reporting and regulatory requirements by tracking data within Workday. This also allows you to meet your compliance needs with your own fields, reducing the wait time for compliance updates from months to minutes. And to continue automating task for administrators to save them time, we're introducing the ability to dynamically generate editable documents for Absa's business processes to continue saving your HR department's time. You can configure generate document actions on business processes such as request leave of absence, correct time off, and request time off. With this document generation action, this automates a manual and time consuming process that previously rips data errors and inconsistent outputs. Another way we're improving performance is by continuing to introduce hubs where appropriate. Another hub we're bringing to your workers, specifically for your employees, is our time management hub for workers. This provides employees a single point of access to navigate absence, time tracking, and scheduling tasks and reports. This hub is available on our desktop and mobile application. The advantages for your workers by enabling this new hub is that it simplifies navigation, improves task findability, prioritizes relevant tasks, and reduces time and effort to complete tasks. But we're also improving the way that workers can even enter time, specifically for those of you that use our project time tracking with our new configurable projects time trend time entry experience. This new time entry includes the ability to project search by keywords or filtered prompts, bookmarking projects, auto updating time, a weekly summary and navigation, copy from prior week, and even the ability to copy and paste cells. This new entry experience simplifies project time entry, reduces project search time, and increases worker productivity. With this new experience, employees can more accurately and more efficiently enter the time, improving reconciliation of time to projects. And for those of you with heavy frontline worker populations, in the last year, we've introduced our workday kiosk. And in this release, we continue to enhance that experience. Now we enable workers to check-in and out from an Android tablet. This release brings parity between iPad and Android. And we're also bringing configurable attestation that gives workers a set of prompts and a list of responses to ensure that clock in or clock out meets certain regulations for meals and breaks. This improves our kiosk offering while helping you stay compliant. And it's not just workers seeing improvements to help them spend more time being productive. The time entry approval feature is even being approved to help managers and administrators review, edit, and approve time more quickly right from their mobile devices. In '25 r one plus, we brought the edit and approve time feature in time tracking to the mobile application. With edit and approve time on Workday mobile, your managers and administrators can add time entries for their workers. Online bulk approval is enabled just as with the desktop edit and approved time. By bringing this experience to mobile, this feature streamlines the manager experience by automating and simplifying workflows, saving time, and increasing efficiency. And we're also making it quicker for managers to navigate around tasks for their entire time. In this release, we're enhancing our already existing manager insights hub. We're consolidating critical time, scheduling, and absence tasks and reports into that one central location. This enables managers to more easily support their team. It provides managers a way to navigate absence, time tracking, and scheduling tasks all from that manager insights hub. And as managers use this consolidated experience to navigate through those various tasks, they'll also find a new experience designed to automate and improve scheduling creations. In this release, you can now auto generate short breaks to eliminate the manual effort and time to add required breaks to schedules. For you, this means minimizing legal risks and potential fines by automatically adding breaks to shifts. This also reduces the likelihood of incorrect or noncompliant break allocations, leading to more accurate schedules. And we know changes have to happen even in mass. With our new feature to bulk edit shifts, schedulers can now edit or delete multiple shifts for multiple workers on a single schedule in one transaction. You can find target shifts using filters for date, time, subgroup, tags, worker assignment, and more. You can then bulk update key shift details such as start and end times, open shift board postings, subgroup organization, tags, notes, or unassigned workers. This allows your schedulers to more quickly and efficiently update schedules for their organizations. And in the case that changes are made, we're improving the way to audit and report on changes after scheduling adjustments. With our predictive scheduling penalty, schedulers can track, audit, and report on scheduling changes with standardized reason types and centralized control. This removes subjectivity and creates a more auditable process, significantly reducing potential legal liability for customers. Overall, this simplifies the manager's role and supports better auditing and reporting of all scheduling adjustments across the organization. Another way we're automating and improving our scheduling capabilities for schedulers is with multiple role assignments. This allows workers to work multiple roles or functions in one day with different jobs and pay rates. With this new capability, this enables automatic creation of up to four shifts per worker through the scheduling optimization engine. This supports multiple shifts without the need to make a manual copy or make adjustments. For your schedulers, this unlocks their productivity by saving time and reducing manual scheduling work. This increases worker and workforce flexibility and efficiency while controlling labor costs by optimizing shift assignments. Additionally, this improves scheduling fairness and accuracy. Another way we're unlocking peak performance is by bringing AI experiences directly into your hands. This includes new agents, but also new generative AI experiences. One that will speed up time is using a GenAI experience to help create important knowledge articles based on your benefits. Our AI generates articles for health care and generates readable and searchable benefits content by leveraging your existing benefit plan data. In this release, this includes new tasks. Generate help articles for benefit plan. Specifically, we use AI to analyze your selected plan and generate a draft help article to review and edit. And with our already existing AI features and help articles, this content is easily modified and translated. And finally, let's discuss the way that we're unlocking productivity for some of your heaviest workday users, your payroll professionals. First is the introduction of our Irish people and our update to UKI payroll. Working now provides the ability to process and calculate wages, ensure timely payments, and handle necessary reporting and compliance with Irish revenue authorities for your Irish workforce. This streamlines and automates the payroll process for Irish workers, reducing manual errors and accelerating process. And like the rest of our new pay payroll offering, you can stay up to date with Irish payroll regulations including the pay modernization with real time reporting capabilities directly to revenue. With the introduction of Irish payroll, we now simplify payroll management across The UK and Ireland. We're also continuing introducing AI experiences to increase payroll professional recommendations, assign costing allocations for costing company, earning position restriction worker, and create payroll accounting adjustment, change reason, and employee. The introduction of these payroll prompts in the in these features increases efficiency when using these tasks by utilizing machine learning that is unique to the individual. In payroll, HR business partners often need access to employee payslips to resolve pay related questions, but were blocked by legacy security constraints. Now with our payslips by organization, they can securely view employee payslips for the organizations they support. They'll spend less time on configuration and more time on what matters, delivering exceptional support for your employees that deserve it. With placelets by organizations, you'll give your HR partners the access they need to answer paid questions with confidence. And additionally, in our payroll features, we're enabling users to upload attachments for additional payroll data. These attachments are sent straight to the vendor system for storage and management, which requires vendor system support. This streamlines payroll processes. Employee self-service uploads accelerated data collection and reduce administrative burden, saving HR and payroll time. And it improves accuracy and compliance. Documents are sent and stored directly in the payroll vendor system to help minimize manual errors and support regulatory compliance. Another exciting introduction in this release is to enable a new approach to period closure. This is available to EA customers in the twenty five r two release and it introduces two closure paths. A deterministic path, users manually select pay groups, filter desired periods, and perform closures directly in a dedicated user interface task. Then, there is an AI assisted path powered by Workday centralized inference services. It forecasts upcoming or overdue closures, proactively alerts users on the global payroll hub, and can initiate the closed pay periods task to confirm closure. Without closed pay periods, we streamline operations with both period closures through a centralized UI, reducing manual effort. And to continue continue saving time, we'll use AI driven insights to surface closure recommendations to help you stay ahead of deadlines with proactive alerts. And we'll support both manual and AI assisted paths based on user preference and business needs with flexible workflows. And we've also got updates to our global native payrolls. With this release, we're delivering the following prompt recommendations for Canada payroll. Record Canada withholding order for worker, deduction recipients. Create ROE data for events. This includes prompts on pay group, companies, ROE creation criteria. View ROE's to amend. Prompts include pay group and companies. ROE period prior period history result, prompts include companies. And cancel ROE prior period history results companies. Again, these features are designed for your payroll professionals to increase their efficiency when performing these tasks. And also for our Canadian payroll customers. With this release, we enable you to calculate statutory holiday earnings for Canadian workers during the retro payroll calculation process. This automates a previously complex and error per manual process. The benefits you'll receive are that it increases efficiency in managing statutory holiday payments, it minimizes manual errors or incorrect application of complex provincial rules, and it provides a clear audit trail of calculations and payments, and ensures underpayments are paid out in a timely manner. And then for our Australian payroll customers, we continue to enhance this offering. In this release, we introduced the capability to manage collective agreements in payroll calculations. We provided a new set of custom report fields that organizations can utilize to construct tenanted pay components, advance lookup tables, custom reports, and custom payslips. We delivered a new collective agreement proration event to ensure that the correct set periods are created when a collective agreement is assigned or terminated for a worker. This allows you to automatically calculate pay based on collective agreement rules to reduce errors and save time for your payroll team. Also, you can create customer reports and payslips that provide a clear view on collective agreements, the positions they affect, and the workers in those positions. Then for our UKI payroll customers, outside of expanding to Ireland, we introduce a feature that addresses a critical area within Workday's UK payroll functionality. Ensuring accurate application of the 50% overriding regulatory limits on income tax deductions will significantly reduce manual intervention. The introduction of this feature ensures adherence to customers his majesty revenue compliance guidelines. For your payroll professionals, we unlock that time by streamlining payroll operations and efficiency while reducing risk of recalculations and queries. And finally, for those of you taking advantage of our global payroll connect to manage payroll outside of our native offerings. Earlier this year, we introduced checklists into our global payroll hub. Now, we enable users to add contextual comments and upload supporting documents directly to individual checklist items within the global payroll hub. Supported file types include commonly used formats such as excel, pdf, and more. What this gives you is enhanced collaboration, streamlined documentation, and improved transparency. Now teams can communicate directly within checklist items, reducing reliance on external channels. They can attach relevant files alongside comments for easier reference and auditability. And it captures conscious conversation history and shared materials in one centralized location. In this release, you've seen how we unlock you, your managers, and your workers' peak performance by introducing new UI experiences and automation to give them back time in the day. That's it for unlocking peak performance. Let's move on to our new final strategic priority, building for the future of work. Awesome. Thank you, Charlotte. So I'm really excited to cover our investments in our last strategic pillar around building the future of work. Building your future of work is how you can flex and adapt your talent while adjusting and readjusting to your ever changing company strategies and operating structures. So let's take a look at what we've delivered. To build the future of work, you need to set the foundation from the ground up. In HR, this means looking at your job architecture and making sure you're set up for success, not only for the future of your business, but also to be able to change and flex as necessary. Our job architecture hub is a groundbreaking new feature for intelligent insights directly within core HCM. This is an all in one insights to action interface designed to manage your job architecture. It includes functionalities like find similar jobs, data gap detection, market skills, skills based operational analytics, and a job profile audit task. This helps you maintain a quality job architecture and allows you to modernize your business quickly. In the hub and beyond, we have our find similar job profiles. This feature allows you to identify similar existing job profiles using real time suggestions. Beyond the hub, we've integrated this feature directly into the manage job profile business process. This means you can now identify similar existing job profiles with real time suggestions on both create job profile and edit job profile tasks. The clear benefit is to ensure data integrity and prevent duplicate entries. This ensures any duplicates don't make their way into the job architecture hub. Architecture hub. So with your job architecture in place, this release makes it easier than ever to see how your current employee skills align with your updated and new job profiles. Our new skill fit analysis report lets you compare the skills of a group of workers to a specific job profile or see how different worker groups align to a specific set of skills, including suggested skills. From there, you can view skills alignment in percentages, skills in common, and skills gaps. This report can be embedded in the intelligent job architecture hub and the HR partner hub for easy access. So by understanding the skills gaps for your workforce, it's easier to make the informed talent decisions for how you build your future workforce, where you might upskill, reskill, or even bring in external talent. Part of building the future of work is looking at how you manage your entire global workforce. Our next feature touches on requirements for how managers are reflected in the supervisory organization structure. This supports a common practice in areas such as Japan and South Korea, but it's also available to all customers around the globe. This concept of manager integrated organizations allows you to identify a supervisory org as being manager integrated. So what does that mean? Well, it means the organization thinks of the manager as being a member of the organization itself. When a supervisory org is configured as manager integrated, Workday will provide the new information for display on relevant worker profiles and deliver new fields to enhance reporting. This feature provides better support for regional practices, streamlined integrations, and more accurate headcount reporting by including the manager as a member of the organization they manage. And we're also building on our existing capabilities to manage your global workforce and their requirements. Global address validation is now available for an additional 89 countries. This expands significantly beyond the 30 countries delivered in twenty four r two. For your global organization, this simplifies the user experience for your workers. For your HR administrators, they get improved downstream processing as we reduce data errors. And at Workday, we aren't just able to look at your regular workforce. When you build out your future workforce, we know this also might mean your contingent workforce. So to better support this evolving workforce, we're really excited to be supporting multiple jobs for contingent workers. This crucial enhancement allows organizing organizations to track multiple types of workers tied to a single worker record. For those of you with a contingent workforce, this simplifies workforce tracking and enables comprehensive reporting, supporting the increased demand to leverage contingent labor. So now you've set the foundation, it's time to explore how you can build a future workforce, whether that means pulling in external talents or upskilling your existing talent. Let's look at how we make it easier to bring in that external talent. So earlier this year, we introduced embedded talent rediscovery, which is powered by HiredScore, and we delivered this directly into the Workday requisition. In twenty five r two plus, we're enhancing the high score embedded fetch feature to include external leads from your other recruiting systems. Leads from connected CRMs, select talent pools, or previous ATS data will now appear directly in the embedded fetch grid, and you can manage them just like Workday leads. For your hiring managers, this saves them time and reduces friction when looking for the best talent. It will speed up the time to fill those important job requisitions and support more effective candidate rediscovery. And once those candidates apply and start making it through the requisition funnel, we're introducing an AI experience that makes it quicker to evaluate those candidates. Recruiters can now see a clear summary of interview feedback across interview rounds and sessions right on the applicant profile or in tools like HighScore HMTA collaborator and fetch profile. This reduces friction for recruiters and speeds up the time to fill while also improving efficiency for candidates evaluation. Building your future workforce also means upskilling your existing workers, and we're introducing new features into Workday learning to make this easier. First is a new acknowledgment lesson type where you can fully configure the text. We know these types of lessons are usually placed at the end of a course or a lesson, so we encourage you to use this in conjunction with course sequencing. This lesson type provides a verifiable record that learners have agreed to follow established guidelines or processes while also removing a need to embed acknowledgments within videos or packaged content. And to ensure your lessons, courses, and programs are consumed in the proper sequence you designed, you can now set and enforce the sequence of content at the program level. This feature follows the same logic as the course sequencing feature and is enforced using a new enforced content order checkbox. This gives your learning administrators more control over a learner's path and removes the need to use complex prerequisites to enforce content order. Ultimately, this helps reduce your compliance risks. And for those of you with a heavy frontline workforce, such as the health care, manufacturing, and retail industries, we're introducing another new lesson type, observational checklists. This will be rolled out in two phases. For phase one in this release, it covers all three workflows for observational checklists. And for phase two, the consumption workflows, which is currently designed and targeted for twenty six r one. This new lesson type allows you to design comprehensive checklist with a clear hierarchy of sections, tasks, and specific evaluation criteria. This ensures consistent and thorough assessments. While designed for the frontline worker industries in mind, customers across all industries and geographies can also take advantage of this new lesson type. So as you create new content for the purpose of upskilling your workforce, we're also looking to save time updating the details in Workday Learning. With generated learning content descriptions, you can use AI to revise descriptions content. This includes the ability to professionalize, condense, and expand text options. Right now, this requires course title and initial course description to work. This feature gives you more accurate and meaningful descriptions. It delivers higher quality recommendations and ensures consistency for organizations with distributed or decentralized learning functions. Managers are also being empowered to guide their workers and help them develop toward their future goals. Already, employees can use GenAI to help craft development items. And with this release, managers can create development suggestions tailored to each employee directly in the manager insights hub. These development items are based on employee skills, job profile, and saved career path. This saves managers time and effort with creative development items for each employee along with clear and inspiring suggestions. This lets them spend less time gathering employee information and more time having meaningful, engaging career conversations. Just as important for building your future workforce is planning for the future and being ready for change. To help manage your succession plans, we're providing an updated user experience in the HR partner hub. Our new succession planning reports gives customers a centralized view of succession planning within their organization. You'll receive out of the box insights into recent succession planning activities and roles that require attention. This easy to understand report helps you build a healthy pipeline of future leaders. It helps you spot succession gaps and promote call to actions on succession planning as a whole, all while keeping business continuity top of mind. And the easiest way to understand the future of your workforce is through our reports and analytics. In twenty five r two, we'll be extending the trended worker data source to now cover 72 of data. That's double the current number of periods supported today. This data source allows the reporting of historical workforce metrics trended over time that helps with activities such as headcount planning. It unlocks broader trend analysis to support strategic workforce planning and insights, and it uses the new field in your maintain trended workers task that allows you to specify the number of periods you want your end users to see. Also in '25 r two, we're delivering the analytics and reporting hub. This is a configurable, centralized, and organized hub for report authors and admins in order to navigate all their analytics related tools, tasks, and reports. It spans calculated fields, prompt sets, report tags, dashboards, prism, UX migration, the works. You'll also get quick links to tasks and cards that show some high level metrics. The hub is customizable too so you can add links to other reports your team uses and make adjust adjustments where appropriate. You have a one stop shop with everything at your fingertips, which really helps to save time in your day to day and decreases the cost of onboarding new members to your reporting team. Lastly, we want you to spend more time focused on the insights that matter most. That's why we're excited to introduce our navigation experience redesign soon. We've created a more intuitive and efficient experience with clear content divisions at a simpler, more organized menu structure. A very helpful enhancement is that you can now bookmark pages in your browser to save time, which lead directly to the specific page. It all leads to a clearer and more efficient experience, empowering you to extract insights faster. As we wrap up wrap up, remember that building your future workforce is about flexibility, adaptability, and preparation. With 25 r two, you now have the tools to transform your talent strategy and unlock the full potential of both your current and future workforce to really set your business up for what's next. So you've heard about some of our 25 r two innovations that will help you adapt in this new age of work. And to make the most of these innovations, you need to know how to put the technology to work. Workday success plans are subscription based plans that provide comprehensive expertise, support, and education that help our customers do just that. These plans can help you connect the dots between your business goals and technology. They can help you build and expand your workday expertise. They can help you to deploy with confidence and set yourself up for success in production, to keep pace with innovation, and finally, to enhance the value of Workday Illuminate. So to learn more about Workday success plans, please chat with your account team. So for myself, Charlotte, and Sania, I want to thank you for listening. And just a couple of quick reminders, we encourage you to download the key takeaways from today's session. You'll also receive a survey, and we'd love to hear your feedback. Thank you so much, and have a great workday. And finally, I did want to mention for those of you that weren't able to attend Workday Rising, we've got some rising to you coming up, in cities near you. So you can see the key cities and dates here, to really take a look out for. And with that, thank you so much, and we hope to see you again soon.