• workday
    Workday和Slack达成合作,为客户集成 Workday and Slack: Building Integrations for Our Shared Customers workday宣布与Slack建立独特的合作伙伴关系,这是我们不断将人放在企业中心的使命所驱动的。 考虑一下:Slack和Workday都希望能够与他们在哪里见面 - 帮助他们以最直观的方式连接并完成任务。更重要的是,我们都希望为客户提供更智能,更丰富,更高效的工作方式。作为云计算公司,我们的合作伙伴关系为我们的客户提供了一个独特的机会,将合作和联系转化为更好的业务成果 我们正处于企业软件的转折点。我们的工作方式正在经历一场深刻的变革,其原因在于电子邮件日益增多,迈向最佳解决方案以及文化工作规范发生变化。在工作变得更加透明和协作的同时,团队的分布比以往更加分散。鉴于这些变化,Workday和Slack通过提供更智能,更丰富,更高效的方式完成工作,在塑造未来工作方面发挥着核心作用。 我们一起可以让人们更直观地工作,减少摩擦,让工作更容易完成。 对于客户来说,这种战略合作伙伴关系意味着他们将能够从Slack界面中使用Workday来获取上下文和可操作数据以完成任务。最初,员工将能够通过会话语言与Workday进行互动,以获取同事信息,随时向同事提供反馈或请求休假,而无需离开Slack。 随着时间的推移,我们将在Workday应用套件中添加更多功能。随着这些新功能的添加,使用Workday / Slack集成的客户将自动接收这些更新,进一步增强用户在Slack中可以直接执行的操作。 我们认为,Workday和Slack的整合将成为赋予员工权力的游戏规则。员工将能够以前所未有的方式与人力资源部门进行接洽。无需迁移到其他应用程序,他们将能够以直观和熟悉的方式解决他们的许多问题和问题。Slack和Workday是人们喜欢使用的工具,并从中获得显着的日常价值。因此,我们可以共同让人们更直观地工作,减少摩擦,让工作更轻松完成。 在Workday,创新一直是我们的核心价值观之一,并在开放的理念和协作的基础上为客户的利益尽力而为。我们相信,未来属于专注于“我们”的公司,我们像Slack这样的合作伙伴在帮助我们的客户实现Workday投资价值最大化方面非常重要。   以上由AI翻译完成,供参考。HRTechChina 倾情奉献
    workday
    2018年03月27日
  • workday
    在专业服务中,这是关于拥有疯狂技能的一切 这可能听起来像是一本“城市字典”中的短语,但在专业服务领域,没有什么比为客户提供大量“疯狂技能”更重要。这些疯狂的技能涵盖了员工成功所需的全部人才属性 - 不仅包括技能,还包括能力,行为,语言,认证等等。 评估专业服务公司的前景迅速超越了销售渠道,并向您的人才基地征求提案。成功交付项目取决于分配给这些交易的人员,因此潜在客户通常希望深入了解您的团队的资质和参考资料。确保客户成功,获得新参考资料并保持重复业务的最佳方法是确保根据项目所需的技能为每个客户分配适当的团队。 不幸的是,一些专业服务公司并不了解每个员工的才能概况,以了解哪些员工有成功提供客户服务的疯狂技能。专业服务公司面临的挑战有两方面:他们必须记录人才属性并保持最新状态,并且必须将这些信息纳入其运营和规划流程中,如项目资源决策,招聘和能力规划以及执行的学习计划。 成功的公司通过纳入其资源管理工具和流程的人才管理战略实现了这一目标。 人才管理战略 仅在入职过程中管理人才数据是不够的。至少,专业服务公司需要一个季度或更好的连续流程来更新人才概况。 你的公司应该有一个正式的人才管理战略,记录雇员的特征,并使他们在招聘,绩效支持,项目资源人员配置和能力计划方面很容易获得。尽可能实现流程自动化,并激励影响其发展的员工及其管理人员跟踪他们的技能和职业发展。 提供洞察人才属性的运营解决方案可以帮助企业了解哪些技能推动当前和未来最大的需求。 应将每位员工的技能,能力,语言,认证和其他属性都作为独特组件进行跟踪,以便全面了解其工作人员资料。 在资源管理中利用人才属性 仅根据可用性分配人才,而不是适应性,成功的保质期很短。先进的资源管理战略应该在确定项目人员时利用技能,能力,认证,要求等。通过将工人人才属性纳入资源管理工具和流程,资源经理可以了解按需技能的当前和未来可用性。 投资于提供工作环境的解决方案 公司经常使用诸如项目管理或专业服务自动化等工具,这些工具只能为他们提供捕捉时间和向客户开账单的能力。然而,提供洞察人才属性的运营解决方案可以帮助企业了解哪些技能正在推动当前和未来最大的需求。 一个理想的解决方案不仅能够成功实现项目跟踪,而且还能实现自动化智能人才管 通过机器学习实现专业服务自动化,企业可以根据完成的项目任务,工作人员反馈,学习课程和认证自动捕获和更新工作人员资料信息。 我们正处于专业服务公司的十字路口。那些通过前进途径获得员工疯狂技能的知名度并启用强大的员工档案数据的公司将拥有抢占市场的巨大机会,技术人员将在这里提供帮助。
    workday
    2018年03月15日
  • workday
    Workday 发布第四季度财报,营收5.825亿美元,2017年全年收入为21亿美元,大幅增长。 2018年2月27日,加利福尼亚州普莱森顿 - 面向财务和人力资源企业云应用的领先企业Workday,Inc. (纳斯达克代码:WDAY)今天公布了截至2018年1月31日的第四季度和全财年的业绩。 Workday股票价格一年来增加了53%,目前为128美元,市值达到260亿美元。股评是持续看好,目标股价调高到140。 第四季度财报 •总收入为5.825亿美元,与2017财年第四季度相比增长了32.5%。认购收入为4.900亿美元,同比增长33.7%。 •营业亏损为8,130万美元,或收入为负14.0%,相比去年同期的营业亏损8,890万美元,或收入的负20.2%。去年同期,非美国通用会计准则第四季度的营业利润为5,550万美元,占收入的9.5%,而非美国通用会计准则运营利润为2530万美元,或收入的5.8%。 •每基本和摊薄股票的净损失为0.42美元,而2017财年第四季度每基本和摊薄股票的净亏损为0.44美元。非GAAP每股摊薄净收益为0.28美元,而非GAAP净收益为每股去年同期摊薄了0.16美元。 2018财年业绩 •总收入为21亿美元,较2017年度增长36.1%。订阅收入为18亿美元,同比增长38.5%。 •营业亏损为3.032亿美元,或收入的负14.1%,相比2017财年营业亏损3.531亿美元或负收入的22.4%。非GAAP营业利润为2.156亿美元,或收入的10.1%去年同期,非美国通用会计准则的营业利润为5,260万美元,占收入的3.3%。 •每基本和摊薄股份的净亏损为1.55美元,而2017财年每基本和摊薄股份的净亏损为1.94美元。非GAAP每股摊薄净收益为1.03美元,而非GAAP每股摊薄净收益为0.23美元去年。 •经营性现金流量为4.657亿美元,自由现金流量为3.242亿美元。 •截至2018年1月31日,现金,现金等价物和有价证券为33亿美元。未支付收入超过15亿美元,比去年同期增长25.8%。 新闻评论 “第四季度是非常成功的一年,我们为Workday Financial Management提供了最好的季度,其中包括两家新的财富500强客户,并扩展了我们在人力资源部门的领导地位 - 现在拥有超过175家财富500强企业作为Workday HCM客户,“Workday联合创始人兼首席执行官Aneel Bhusri说。“将我们的可参考客户的快乐基础与我们独特的愿景相结合,将我们的计划,执行和分析结合在一起,并打开我们的云平台,使Workday在未来几年的持续增长中处于强势地位。”
    workday
    2018年02月28日
  • workday
    Workday宣布成立2.5亿美元的基金,,聚焦新兴技术,如AI,区块链等 2018年2月7日(GLOBE NEWSWIRE) -   Workday(NASDAQ:WDAY),在企业云应用的领导者财务和人力资源,今天宣布了一项2.5亿创投基金。Workday Ventures是公司的战略投资部门,专注于识别,投资和与早期发展阶段的公司合作开发新兴技术(如人工智能(AI)和机器学习,区块链以及增强和虚拟现实),可应用于企业。   Workday Ventures将由经验丰富的Workday高管Leighanne Levensaler和Mark Peek负责管理,他们被任命为董事总经理和联席主管。Leighanne将担任Workday公司战略高级副总裁职位之后,她将在2016年担任公司应用领先的产品管理职位。 Mark是一位企业界资深人士,为Workday Ventures带来了超过30年的财务和运营经验,此前曾在Workday担任联席总裁兼首席财务官,此外还担任包括Amazon和VMware在内的公司的领导职务。 Workday 宣布将开放其云平台,为其客户和合作伙伴生态系统创造新机会,扩大Workday核心应用程序的力量。对Workday Ventures的投资建立在这一努力和公司持续的可扩展性之上,为新兴公司提供人员和技术专业知识,探索新的用例和创新技术,以塑造下一代企业技术。 除了资金外,Workday Ventures投资组合公司还将获得Workday在企业领域的丰富经验,市场知识和全球影响力,其中包括: 获得Workday产品主管和领导者的指导,他们可以指导投资组合公司对企业进行导航,包括大规模建设和交付技术,以及创建可持续的商业模式。 与Workday客户的联系 - 世界上一些最大,最具破坏性的品牌,共有2600多万用户。 在技​​术层面上进行实际操作,包括访问Workday数据科学家,架构师和工程师。 对新闻的评论 “Workday Ventures的投资加强了我们对于企业创新前沿的承诺,”Workday联合创始人兼首席执行官Aneel Bhusri表示。“将Leighanne和Mark的领导力与我们对企业市场的深刻理解相结合,将使Workday Ventures成为行业领导者,支持我们投资组合公司,社区和企业的发展。” 关于Workday  Workday是财务和人力资源的企业云应用程序的领先供应商。Workday成立于2005年,为全球最大的公司,教育机构和政府机构提供财务管理,人力资本管理和分析应用程序。从中型企业到财富50强的企业都选择了Workday。 大型公司生态化建设步伐都会越来越快,一来建立适合周边生态,二来希望找到未来的新机会,三来为业务增长寻求动力。
    workday
    2018年02月08日
  • workday
    Workday发布2018年人力资源展望:新技能和更多人员数据 2018 Outlook for HR: New Skills and More People Data 随着我们开始新的一年,帮助读者面对业务挑战,我们请Workday高管和合作伙伴提供对未来一年的深刻见解。我们发现,领导层正在重新关注人才管理和招聘,员工经验以及2018年技术和数据在推动工作场所多元化等举措方面的重要作用。 首先是人才竞赛。 寻找和留住高级人才在一个增加工作选择性和竞争的时代将继续成为许多人力资源领导者的首要考虑,许多人力资源领导者,更多的仔细看看需要支持其业务目标的具体技能。 IBM全球工作日实践组长Richard McColl表示:“新技术,尤其是工作和生活的数字化正在推动新技能人才的需求。“人力资源部门必须评估发展中的内部人才与外部雇佣人员之间的平衡,才能使他们获得最快的人才。例如,像学士学位这样的传统要求已经不再是工作的先决条件 - 技能是优先的。事实上,在过去的几年里,在美国雇用的IBM员工中大约有15%没有获得学士学位。“ Alight Solutions Workday产品战略副总裁Nelson Egurrola对此表示赞同,重申公司在内部看待员工的重要性,并确定他们需要填补的具体技能差距,以帮助改善招聘流程。 “我们必须更多地关注有针对性的招聘,以确定真正的人才需求和具体工作所需的基本技能。我们可以使用Glassdoor和LinkedIn等社交媒体网站,将公司需求与候选技能相结合,实现候选人渠道流程的自动化。“ Workday首席人事官员Ashley Goldsmith表示,到2018年,技术和数据将在工作场所多样性方面发挥重要作用。她说:“组织将采用人力资本管理技术,因为它们可以更深入地了解多元化数据,帮助揭示模式和趋势,突出成功和不足之处,并有效跟踪目标。” “这些工具将帮助企业聚焦多元化和包容性趋势,这对于职场文化和商业成功至关重要。” 随着组织努力在2018年建立尽可能最好的团队并留住最优秀的员工,员工将成为驾驶员的座位。人员经理将需要担任辅导角色,以帮助团队成员发展自己的技能 - 不仅是为了业务的需要,而且是为了进一步实现个人的职业目标。 “如果您能为您的客户和员工创造最佳的体验,那么您的组织更有可能在新的数字时代取得成功。” -  IBM全球Workday实践领导者 - 理查德·麦科尔 Workday公司领导和组织效能副总裁Greg Pryor解释说:“员工将要求选择性,反过来,雇主将依靠技术来提高内部流动性,交叉培训和职业发展机会的透明度,以鼓励和引导员工对新的或不同的角色和职业路线感兴趣“。 行业分析师认为,今年的雇主经验应该是雇主的重中之重,即使这意味着人力资源领导者的转变。IBM的McColl说:“在数字时代,进步是由人和经验驱动的。“换句话说,如果你能为你的客户和你的员工创造最好的体验,你的组织就更有可能在新时代取得成功。经验的重要性意味着我们可能需要重新思考CHRO的作用。CHRO现在处于数字化人员体验业务,无论他们喜欢与否。“ 有一件事是肯定的,那就是我们进入2018年:技术将成为更好地洞察员工的关键,这将有助于创建一个更多元化,更有参与性的员工队伍。 以上为AI自动翻译,查看原文请看下面 As we start a new year of helping our readers face their business challenges, we asked Workday executives and partners for their insights on the year ahead. We found that people leaders are renewing their focus on talent management and recruiting, the employee experience, and the important role technology and data will play in driving initiatives like workplace diversity in 2018. First up is the talent race. Finding and retaining top talent in an era of increased job optionality and competition will continue to be top of mind for many HR leaders, with many taking a closer look at the specific skills needed to support their business goals. “New technology and, in particular, the digitization of work and life, is driving a need for new types of talent with new skills,” says Richard McColl, IBM’s global Workday practice leader. “HR must assess what balance of developing internal talent and hiring externally will get them there the quickest. For example, traditional requirements like a bachelor’s degree are no longer the prerequisites for a job—skills are prioritized. In fact, over the past few years, about 15 percent of IBMers hired in the United States haven’t had a bachelor’s degree.” Nelson Egurrola, vice president of Workday product strategy from Alight Solutions, agreed with this sentiment, reiterating how important it will be for companies to look internally at their workforce and identify the specific skill gaps they need to fill to help improve the recruiting process. “We must focus more on targeted recruiting in order to identify the true talent need and which underlying skills are required for specific jobs. We can use social media sites like Glassdoor and LinkedIn to intersect company needs with candidate skills to automate the candidate funnel process,” he said. Workday Chief People Officer Ashley Goldsmith said that in 2018, technology and data will play an important role when it comes to workplace diversity. “Organizations will embrace human capital management technologies because they provide deeper insights into diversity data, help reveal patterns and trends, highlight successes and shortfalls, and enable effective tracking of goals,” she said. “Such tools will help organizations keep a spotlight on diversity and inclusion trends, which is critical to workplace culture and business success.” As organizations strive to build the best teams possible and retain their best workers in 2018, employees will be in the driver’s seat. People managers will need to take on coaching roles to help team members evolve their skill sets—not only for the business’s needs but to further their personal career goals as well. “Your organization is more likely to succeed in the new digital era if you can create the best experiences for your customers and your employees.” —Richard McColl, IBM’s global Workday practice leader Greg Pryor, vice president of leadership and organizational effectiveness at Workday, explains, “Employees will demand optionality and in turn, employers will rely on technologies that enable more transparency around internal mobility, cross-training, and career development opportunities to encourage and guide employees interested in new or different roles and career paths.” Industry analysts agree that the employee experience should be a high priority for employers this year, even if that means a shift for HR leaders. “In the digital age, progress is driven by people and experience,” says IBM’s McColl. “In other words, your organization is more likely to succeed in the new era if you can create the best experiences for your customers and your employees. The importance of experience means we may need to rethink the role of the CHRO. The CHRO is now in the digital people experience business, whether they like it or not.” One thing is for sure as we head into 2018: Technology will be the key to unlocking better insights into our employees that will help create a more diverse, engaged workforce.
    workday
    2018年01月30日
  • workday
    Workday2018财年第三财季净利-8554.60万美元 同比增加25% 11月29日 Workday(股票代码:WDAY)公布财报,公告显示公司2018财年第三财季净利润为 -8554.60万美元,同比增长25%; 营业收入为5.55亿美元,同比上涨35.6%。 其实营收和利润都有上涨,发布公告时有一波反弹,但依旧不及跌势。昨天美帝科技股票普遍大跌。。。 昨天收盘大跌7%,今天盘前又跌2.39%。截止30日收盘 103美元,跌幅3.32%  
    workday
    2017年11月30日
  • workday
    Fortune评出美国最适合父母工作的50佳公司,Workday 排第一 The 50 Best Workplaces for Parents By Fortune Editors November 28, 2017 1. Workday Courtesy of Workday, Inc. U.S. headquarters: Pleasanton, Calif. Industry: Information Technology No. U.S. employees: 5473 Parental Benefits Fertility treatments covered by health plan: Yes Total maternity leave: 100 days Fully-paid maternity leave: 100 days Total paternity leave: 100 days Fully-paid paternity leave: 60 days Parental leave after adoption: 60 days Parental-leave benefits to part-time employees: Yes On-site or near-site child care center: Yes Employees say: “Management makes it very clear that personal lives come first and work is to be balanced with your outside life. We focus a lot on personal health from things like exercise, taking time off, team building events and simply having fun.” “Workday encourages a work/life balance which has allowed me to spend more time with my family. I did not have this with my past employer who expected me to always be available and even made me feel guilty for taking maternity leave. With Workday I am now able to volunteer with my children’s activities and actually spend extra time with my family. This has made an enormous difference in my overall well-being and happiness.” 2. Ultimate Software Courtesy of Ultimate Software U.S. headquarters: Weston, Fla. Industry: Information Technology No. U.S. employees: 3972 Parental Benefits Employees who telecommute: 50% Fertility treatments covered by health plan: Yes Total maternity leave: 60 days Fully-paid maternity leave: 50 days Total paternity leave: 60 days Fully-paid paternity leave: 20 days Parental leave after adoption: 60 days Parental-leave benefits to part-time employees: No On-site or near-site child care center: Yes Employees say: “I just returned from my four weeks of paid paternity leave and it was a once in a lifetime experience! Most companies still do not recognize the value a father can provide to his family after the birth of a child, so we are blessed that Ultimate does!” “Words can’t even express how thankful I am to work for Ultimate Software. From the first day that I’ve arrived it has been a blessing. From the company paid benefits for my entire family, to the stock given which helped us to have our first home built, to all of the company perks given on a day-to-day basis, to the wonderful people and the work/life balance. I hope to retire here.” 3. Deloitte Courtesy of Deloitte U.S. headquarters: New York City Industry: Professional Services No. U.S. employees: 55608 Parental Benefits Employees who use flexible schedules: 95% Employees who telecommute: 95% Employees who use compressed work weeks: 1% Fertility treatments covered by health plan: Yes Total maternity leave: 120 days Fully-paid maternity leave: 120 days Total paternity leave: 80 days Fully-paid paternity leave: 80 days Parental leave after adoption: 80 days Parental-leave benefits to part-time employees: No On-site or near-site child care center: Yes Employees say: “Executive leadership tries to create an atmosphere of good work/life balance. Benefits are very competitive including a wellness benefit, 16-week paid caregiver leave, sabbatical program and retirement pension plan fully funded by firm.” “Firm flexibility has had significant impacts to my personal life. I have a daughter who has special needs which often has me out of the office for specific therapies and appointments. Both client, management and team has fostered a culture of allowing and demonstrating an understanding of these unique issues to help adapt to my schedule.” 4. Comcast NBCUniversal Jeff Fusco—AP for Comcast U.S. headquarters: Philadelphia Industry: Telecommunications Parental Benefits Fertility treatments covered by health plan: Yes On-site or near-site child care center: Yes Employees say: “The new Parental leave policy is a huge win! I love that fact that even though we are a Fortune 50 company people genuinely care about your wellbeing and your life outside of Comcast.” “Working for Comcast has literally changed my life and been one of the biggest blessings in my life! When I started at Comcast, I was also tackling being a first-time single mother. There were definitely days that were challenging and hurdles to tackle but I would not be in the position I am today if it were not for my supervisor and support team coaching and encouraging me along the way. Comcast genuinely cares about employees and their career development.” 5. Salesforce Jakub Mosur Photography U.S. headquarters: San Francisco Industry: Information Technology No. U.S. employees: 17417 Parental Benefits Fertility treatments covered by health plan: Yes Total maternity leave: 130 days Fully-paid maternity leave: 0 Total paternity leave: 130 days Fully-paid paternity leave: 0 Parental leave after adoption: 130 days Parental-leave benefits to part-time employees: Yes On-site or near-site child care center: Yes Employees say: “Work life integration is the best I have ever had in my career. The job is fast-paced and demands are high, but I’m empowered and measured on my deliverables. I’m given the flexibility to manage my schedule so that I can be present with my family.” “The maternity leave policy is awesome. It was great to take six months maternity leave to bond with my child. I was also given some additional time off and flexible work from home options on return. This is a godsend as many companies I know do not give any maternity leave to begin with. It greatly reduced my mental stress in returning back to work after a break.” 6. Edward Jones Courtesy of Edward Jones U.S. headquarters: St. Louis Industry: Financial Services & Insurance No. U.S. employees: 42950 Parental Benefits Employees who telecommute: 20% Fertility treatments covered by health plan: No Total maternity leave: 120 days Fully-paid maternity leave: 120 days Total paternity leave: 14 days Fully-paid paternity leave: 14 days Parental leave after adoption: 120 days Parental-leave benefits to part-time employees: Yes On-site or near-site child care center: No Employees say: “You have the opportunity to build a career to whatever level of success you desire. You can have as flexible of a schedule as you want as long as you run an ethical and profitable branch.” “A new [Parental Leave of Absence] benefit was added last year, that I was able to take advantage of: My husband and I adopted one of our foster children. I was able to take time off from work to help her settle in and adjust to the new horizon she was becoming a part of.” 7. Cooley Courtesy of Cooley LLP U.S. headquarters: Palo Alto, Calif. Industry: Professional Services No. U.S. employees: 1892 Parental Benefits Employees who use compressed work weeks: 1% Fertility treatments covered by health plan: Yes Total maternity leave: 130 days Fully-paid maternity leave: 80 days Total paternity leave: 60 days Fully-paid paternity leave: 35 days Parental leave after adoption: 130 days Parental-leave benefits to part-time employees: Yes On-site or near-site child care center: Yes Employees say: “In addition to the generous leave policy for parents, Cooley permits employees to gradually ease back into their work schedule for six months after returning. This benefit was invaluable in enabling me to return back to work.” “I have been with Cooley for 17 incredible years. I am a parent to six kids and never once have I felt like I’ve had to make a choice between being a great parent and a great lawyer here at Cooley. It truly is a ‘best of both worlds’ kind of place. My work schedule is incredibly busy but also very flexible so that I can fully meet my parental responsibilities to all my kids and still also fully meet my responsibilities to clients and colleagues. A completely supportive environment with respect to families is what we have here at Cooley—a rare thing indeed for a large international law firm.” 8. SAP America Courtesy of SAP America U.S. headquarters: Newtown Square, Penn. Industry: Information Technology No. U.S. employees: 18379 Parental Benefits Employees who use flexible schedules: 100% Employees who telecommute: 100% Fertility treatments covered by health plan: Yes Total maternity leave: 60 days Fully-paid maternity leave: 60 days Total paternity leave: 60 days Fully-paid paternity leave: 30 days Parental leave after adoption: 30 days Parental-leave benefits to part-time employees: No On-site or near-site child care center: No Employees say: “While in the middle of a very difficult set of diagnoses for my daughter, I was promoted to a highly visible position. I was not only able to take care of my family, but excel in my job because SAP’s flexibility and excellent training programs.” “I think SAP is a great place to work to be a Working Mom. I have been able to reinvent my career a few times here to adjust to the changes in work life needs. My managers have always been very supportive. I was able to take advantage of the maternity leave program, part-time return to work programs, and vacation to care for my newborn. One of the biggest reasons woman leave the workforce is because they cannot balance caring for children and delivering on their career. At SAP, my managers helped me believe that I can do both and give me the support to do both.” 9. Kimley-Horn Courtesy of Kimley-Horn U.S. headquarters: Raleigh, N.C. Industry: Professional Services No. U.S. employees: 2805 Parental Benefits Employees who use flexible schedules: 10% Employees who use compressed work weeks: 96% Fertility treatments covered by health plan: Yes Total maternity leave: 60 days Fully-paid maternity leave: 35 days Total paternity leave: 60 days Fully-paid paternity leave: 5 days Parental leave after adoption: 60 days Parental-leave benefits to part-time employees: No On-site or near-site child care center: Yes Employees say: “Kimley-Horn’s support and recognition of women professionals and their emphasis on work-life balance is unparalleled. There is no feeling that there is a ‘glass ceiling’ present at Kimley-Horn.” “I am truly allowed to be myself with this company. I don’t have to worry about not fitting in, because in order to fit in, you just have to be yourself. I have never worked at a company that had this genuine attitude towards its employees, and truly want each and every one of us to succeed not only in business, but in life as well.” 10. Wegmans Food Markets Rich Schaub Photography U.S. headquarters: Rochester, N.Y. Industry: Retail No. U.S. employees: 47084 Parental Benefits Fertility treatments covered by health plan: Yes Total maternity leave: 60 days Fully-paid maternity leave: 30 days Total paternity leave: 60 days Fully-paid paternity leave: 0 Parental leave after adoption: 60 days Parental-leave benefits to part-time employees: No On-site or near-site child care center: No Employees say: “Wegmans allows me the time to be a mom, as well as understanding that I need to work as much as possible too. If my child is ill, leaving to get him is never as issue.” “I am so very thankful for our benefits. Wegmans truly takes care of us. My wife and I have a child who has had special medical needs. We are so very grateful that Wegmans medical benefits have helped provide what we need for our child. I also love the people I work with. I feel like we are family working together to help our customers.” Left 40 Others Best Workplace for Parents 11. American Express 12. Kimpton Hotels & Restaurants 13. Hyatt Hotels 14. Adobe Systems 15. USAA 16. World Wide Technology 17. PricewaterhouseCoopers 18. Genentech 19. VMware 20. Ernst & Young 21. Accenture 22. Zillow Group 23. Capital One Financial 24. Plante & Moran 25. West Monroe Partners 26. Squarespace 27. Orrick, Herrington & Sutcliffe 28. Intuit 29. NVIDIA 30. Progressive Insurance 31. Allianz Life Insurance Company of North America 32. Quicken Loans 33. Scripps Health 34. Hilton 35. First Horizon National 36. Point B 37. Marriott International 38. Navy Federal Credit Union 39. LaSalle Network 40. Crowe Horwath 41. SAS Institute 42. Total Merchant Services 43. PrimeLending 44. David Weekley Homes 45. Pariveda Solutions 46. Bank of America 47. Texas Health Resources 48. Roth Staffing Companies 49. T-Mobile US 50. Atlantic Health System Original link: http://fortune.com/2017/11/28/best-companies-working-parents/
    workday
    2017年11月30日
  • workday
    Workday利润增长主要来源续约客户,之后或进军财务领域 日前,Workday(股票代码:WDAY)公布2017财年第二季财报,公告显示公司2017财年第二财季净利润为-8253.20万美元,同比增长23.6%;营业收入为5.25亿美元,同比上涨39.08%。 Workday,Inc.是人力资源SaaS服务商,产品涉及人力资本管理、工资单、融资管理、资助金管理、考勤处理、采购、员工费用管理和分析等模块。公司于2005年3月在内华达州成立,2012年6月在特拉华重组。 财报中显示,4900万美元的经营利润比上年同一季度的610万美元有明显增长。经营利润占收入的9.3%,相比之下一年前仅占1.6%。每股净收益24美分,比一年前的4美分有了大幅提升,并轻松超过分析师预期的15美分,此外,Workday上调2018财年展望,订购收入预计上升36%至17.57亿美元,合每股1.750美元。 Workday的CFO Robynne Sisco表示,订阅收入猛增42%,达到4.35亿美元,这主要得益于新签客户和老客户续签,其中,90%以上的订阅收入来自续约合同。销售和营销费用同比增长了36%,但总体低于收入增长得42%。这表明,客户口碑在日益拉动销售额。并且,Robynne Sisco还说,自己最近竟然接到了一名CIO主动打来询问产品的电话,要知道,过去五年,Workday一直想要拿下该名客户。 此外,由于Workday大力投入于招兵买马,每个季度的利润会出现波动,据悉,Workday本季度新增500名员工,员工总人数达到7400人。 值得一提的是,虽然人力资源是Workday的核心业务,但高管们强调,公司会关注财务方向的机会,此前该领域一直是SAP SE和Oracle的天下。Workday的联合创始人兼CEO Aneel Bhusri给出的理由是,很多企业已经完成了CRM和HCM方面的改造,下一步会关注财务升级。而Robynne Sisco补充:“我们认为财务这一块完全有理由再现HCM那样的成功。” 附:Gartner在今年6月发表的《云财务管理服务魔力象限》图 来源:36氪,作者:徐宁。转载或内容合作请联系zhuanzai@36kr.com;违规转载法律必究。
    workday
    2017年09月04日
  • workday
    Workday收购客户管理工具Pattern开发团队,后者平台已停止服务 日前,成立两年的加州创企Pattern背后的开发团队被悄悄收购,收购方为财务管理和HR软件公司Workday,后者已于2012年上市,市值约209亿美元。 两公司未公开此次交易的条款,Pattern CEO Derek Draper在自己的领英主页宣布了收购消息,但拒绝进一步置评。作为交易的一部分,Pattern已于上周末停止Pattern服务。 Pattern的目标是为销售人员减轻管理客户关系的负担,成立以来,该公司获得了Felicis Ventures,SoftTech VC,First Round Capital和多位天使投资人的支持;去年,这些投资人对其进行了250万美元种子轮投资。 Draper和他的联合创始人Zack Moy以及Josh Valdez均曾就职于谷歌,一年前,Draper和5位同样出身谷歌的同事一起运营着公司。Draper和Valdez早先在社交媒体营销公司Wildfire就已经结识,后来这家公司在2012年被谷歌收购。 在领英主页上,Draper写道,他和团队都“非常高兴踏上一段全新的征程”,并期待在Workday“开创未来”。 Workday过去的收购案还包括:去年收购大数据分析公司Platfora,以及在线学习公司Zaption(该平台在交易后随即关闭),这两笔交易的条款均未获透露。 【猎云网(微信:ilieyun)】8月17日报道(编译:LOVEWINS)
    workday
    2017年08月17日
  • workday
    刚刚,Workday宣布开放Workday Cloud Platform 进入Paas市场。   刚刚WorkdayCEO  Aneel Bhusri  在拉斯维加斯举行的workday Altitude大会中宣布,开放其Workday Cloud Platform 进入Paas 市场。详细地址可以看 这里 Aneel 解释了为什么要进入,以及客户和伙伴们的强烈需求。同时比喻Workday 很像阿波罗登月计划一样,一步一步的来。第一步是HCM ,第二步是国际化,第三步是财务,第四步是棱镜分析与规划,开放平台则是第五步!   我们附录下Aneel 的英文全文帮助大家更好的了解: “When will Workday open up its platform?” This question is one of the most frequent ones we’ve received over the years from customers, analysts, and employees alike. And we have always been clear with our response: While opening up the platform was a likely possibility in the future, we needed to stay focused on more immediate priorities for our customers and the requisite needs of our application development teams. Indeed, we had to ensure our technology core offered rock-solid reliability and scalability as well as the flexibility to continually evolve with a rapidly changing business landscape. Today, we are ready to take a big step forward on our extensibility journey by announcing our intent to open our platform to customers and a broader ecosystem of partners, independent software vendors (ISVs), and developers. The news was shared by our Chief Technology Architect Jon Ruggiero at Altitude, our annual conference for the Workday services ecosystem. This announcement followed an exciting platform hackathon that took place earlier at Altitude and validated that we are on the right path. And like everything we do, we based our decision on customer input. Simply put, a growing number of customers have been asking for a more open Workday platform. They want to use Workday as a cloud backbone that supports cohesive, digital workflows across multiple business applications—reflective of how their people work and how their businesses operate in today’s hyper-connected, real-time world. By opening up the Workday Cloud Platform and entering the Platform-as-a-Service (PaaS) market, Workday intends to enable customers and our broader ecosystem to use our platform services to build custom extensions and applications that can significantly enhance what organizations are able to accomplish with Workday. For instance, customers will be able to create new tasks and business processes to consolidate workflows and they’ll also be able to integrate external applications with Workday using new APIs. This is just a sampling of what will be possible when opening the Workday Cloud Platform, and we’re looking forward to exploring all the ways we can empower our community to develop solutions for more unique business needs, while continuing to benefit from Workday’s contextual data, robust security, battle-tested scalability, and engaging user experience. While it’s still early days, I believe that opening up the Workday Cloud Platform will prove to be one of most important moves we’ve made since starting the company back in 2005. As a big fan of the Apollo missions, I have been fond of comparing Workday’s strategy to the process of sending a rocket to the moon. HCM was our first booster rocket that launched the company, international expansion was the second stage, Financial Management was the third, and the combination of Planning and Prism Analytics was the fourth and most recent step in our journey. Opening up the Workday Cloud Platform and entering the PaaS market will be number five—a major step for Workday as we continue to innovate and bring increasing value to our customers. It’s an exciting time for the Workday community, and I look forward to sharing more about this next phase of our journey together in the coming months (hint hint Workday Rising in the fall). —Aneel
    workday
    2017年07月12日
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