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Alight Solutions is a leading provider of integrated benefits, payroll and cloud solutions. With more than 15,000 professionals across 29 countries, Alight provides leading-edge benefits administration and ERP technology and services to more than 3,250 clients including 50% of the Fortune 500. Alight’s combination of data-driven insights and technology expertise creates unique value for clients. Alight is a six-time member of IAOP’s Global Outsourcing 100. Learn how Alight drives better business outcomes and employee wellbeing for organizations of all sizes at alight.com.
In this white paper, we will discuss advanced compensation on Workday – best practices and highlights of some of Alight's learnings as a future-minded Workday deployment, operations and application management services (AMS) partner.
In the past, trends in human resource (HR) system solutions adopted a “best-of-breed” approach. On top of (or in addition to) a core HR system (often an on-premise ERP) organizations would purchase and manage separate systems for recruiting, talent management, compensation, self-service and sometimes even payroll. This approach provided very robust functionality at the domain level but became difficult to maintain and expensive to sustain. A bifurcated user experience and potential conflicts with upgrade schedules and data routines triggered the need for data warehouse solutions and sophisticated integration portals.
More recently, two major events triggered a change in approach: the Cloud was born and the power of data analytics became a powerful, top-of-mind strategic business tool. These events caused the pendulum to swing and the new focus became...unified data. Core human capital management (HCM) and payroll systems established in the Cloud began to resolve the problems of the past and organizations started realizing the benefits gained by moving from a customization mindset to an efficient configuration paradigm.
The future is built in the Cloud and the future is now! What more could companies ask for? But what does this mean for critical, high-touch HR processes like advanced compensation in Workday?