Transcript for "Workday 2025R1: HR & AI Innovations You Can't Miss": Hi, everyone, and welcome to the Workday looking forward webinar for our '25 r one HCM release. My name is Taya Burns, and I'll be joined by my fellow workmates to discuss the latest HCM feature releases. We may have a few forward looking statements that are subject to change, so please note this is covered under our product statement agreement. Before we get start, we do have a few housekeeping items. 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 we will leave some time at the end to help answer any questions that come in. We have uploaded some resources for you to view, so just simply select docs on the right hand side to download. And lastly, you'll be prompted with a survey after the webinar concludes, and we really appreciate your feedback. Half of CHROs, fifty percent, reported facing challenges related to maintaining morale and motivation among their workforce according to SHRM's CHRO priorities and perspectives. According to SHRM's CHRO priorities and perspectives. You have pressures to deliver on the bottom line, support your employees that are stressed out and burning out, and navigate a technical technological shift powered by AI. Today, let's discuss how you can use the twenty five r '1 release to give you, your managers, and your employees the tools you need to navigate the changing world. With your Workday HCM subscription, you have a credible partner that gives you data and insights that are contextual so you can quickly act in an HCM tool that is connected. And this is truly the difference you get with Workday. We are contextual and unlock your data so you have the insights you need to take action. And Workday is connected. We connect the entire employee life cycle and give you the opportunity to connect and extend our foundational technology. And finally, you are a part of a proven, reliable, and trusted platform. And with an HCM suite that is contextual, connected, and credible, you're success to support your strategic priorities. Across industry, size, and region, you are looking to support the people, the work, and the business. So let's now move on to how twenty five r one helps you be that destination workplace, build that future ready workforce, and unlock your peak potential. You are looking to attract, retain, and energize top talent, but workers are stressed out, distracted, and disengaged. Being a destination workplace is the first strategic priority we'll focus on today. You want to be a place that attracts the best talent and be a place employees want to stay. So let's see how the 25 r on release allowed you to realize this priority. Let's first start with how you can engage and listen to your employees so you can strategize on how to be that destination workplace. Get moments that matter supports leaders and HR business partners to make better strategic decisions and create compelling experiences for each unique moment of the employee life cycle. With the delivery of rule based questions, PCON administrators can create rules that determine the timing of when questions are asked so you can target them for specific moments along the employee experience. Employees then receive questions relevant to their experience that they are actively going through, such as onboarding or offboarding, so they have context to answer them. And you'll dramatically speed up the process of gaining sentiment insights by automating manual translation work. This ensures that insights from diverse global teams are quickly accessible so you can foster a more inclusive and comprehensive understanding of employee sentiment. And this feature leverages the latest advancements in GenAI translation technology to automatically translate all comments into the dashboard language. And it's now quicker to understand the sentiment underlying your large amount of comment data. Using Workday's Illuminate capabilities, you get a summary of survey comments grouped by NPS. This allows business leaders to quickly get a sense of the key themes being surfaced in comments. The NPS grouping gives you insight into the sentiment among promoters, passives, and detractors with refreshed with data refreshed after each survey round so you can then determine strategic priorities that can help drive retention and lower attrition. So now let's take a moment to watch a quick demo on the To support better understanding your employees and their engagement levels, we now offer the ability to utilize generative AI translations and summarization to get a better understanding based on the comments. First, our administrator here is looking at an AI summary. This is going to break it down from an ENPS score. This is going to allow administrators to better understand for those in a zero to six, seven through eight, and additionally, a nine through 10 specific areas of ways that we can improve engagement. This will ensure that we can improve retention and attrition by focusing on engagement in each area. Additionally, when we look at comments we also know that understanding individuals in their native language is critical. However, being able to translate them can take time. Now we support the ability to translate comments. This is going to allow individuals to input their feedback directly in their native language, but save our administrators and leaders time by allowing them to understand in their native languages. This will help improve ways to better understand engagement and also support communication between employees, utilizing AI to, again, improve and better understand the sentiment of engagement within the workforce. Another way you can create a destination workplace is by offering the ability to to your workers to upscale and reskill. So you can understand the impact of the learning courses you create and buy, we're going to continue to saving you we're going to continue saving you time by summarizing content feedback. Often, popular learning courses can be filled with comments and relevant helpful feedback that can get lost among dozens of done or completed comments. With Workday Illuminate, you can summarize the most valuable pieces of positive and negative feedback amongst the comments to take action to improve the course content. And so you can get the best content possible to aid in your upscaling and rescaling efforts, you can take advantage of our investment into partnerships for learning. Now we can partner with essentially any content vendor that goes through the approval process. This breaks down some major barriers for customers with industry specific needs and existing content vendor relationships. The enhanced CCL platform streamlines the integration process for third party content providers, allowing them to seamlessly connect with Workday Learning. Content providers can now independently build and manage their integrations, eliminating the need for custom solutions. As a result, you gain access to a wider range of content providers and automatically benefit from any future CCL enhancements. The streamlined setup process consolidated into a single efficient flow further simplifies the engine experience. Another way you can engage with your workforce is by improving the experience for learning administrators when it comes to building their campaigns. With our engagement builder, creating and maintaining campaigns and refining your audience is simpler than ever. And with a message builder embedded in the experience, you can easily reach the right learners at the right time. Engagement builder enables you to create and manage audiences and engagements from a centralized work workspace with improved search and filtering. You will experience faster processing times, especially for high volume engagements and greater observability into engagement performance. You can run engagements using integration system user accounts, which can prevent interruptions to your engagements. Schedule engagements automatically rather than manually. Engagement builder uses Workday message builder to when they create notifications for engagement items using rich text editing, AI content suggest suggestions, and personalized report fields to capture attention and drive action. You can preview notifications for engagement items exactly as recipients will review them, including the ability to view and link notification templates. And part of being a destination workplace also means highlighting offerings to employees about how and where they can grow their careers. With our suggested jobs powered by hired score, this improves the experience for employees and makes it easier to find those new opportunities internally with high converting job recommendations delivered in the flow of work. This is done through AI powered alignment of employees to open roles based on past professional experience, resume, education, and internal mobility policies. Highly tailored job are surfaced in career hub and opportunity marketplace for employees so you can continue to drive your talent mobility strategy. And another point of conversation regarding being a destination workplace is your total rewards. Conversations around compensation and benefits are sensitive, but ultimately have a big impact on your workforce. To make these conversations easier and to support your compliance needs, we now offer minimum wage management and validation in all core compensation business prep processes. This displays minimum hourly rates based on work location by leveraging payroll authority minimum wage tables with the ability to use optional custom calculations. This does not require Workday payroll. We also include a new audit report in mass operation management type. For you, this helps compliance with minimum wage requirements and Workday maintains payroll authority minimum wage tables, which reduces your administrative burden. We're also improving the experiences for managers to make updates to compensation. This includes a new user interface for compensation changes that take advantage of templates. The templates allow you to simplify the experience and only show required fields for the transaction. This gives your managers more intuitive experience with less scrolling with a consistent user experience across all compensation transactions. Machine learning for plan assignments and compensation changes will also be available. A couple of things to note about this feature update. This feature is optional in 25 r one and automatically available in 25 r two for higher compensation. This feature is in preview for 25 r one and automatically available in production for 25 r two for request compensation change. For our advanced compensation customers, we have introduced the flexibility to hide the pool and spend for specific populations of planners, reviewers, and support roles during the compensation review process. This includes security to deliver reports, tasks, and field, and provide you greater flexibility that you want to share pools with specific roles and or staff levels. This automates security and reduces manual reports and intervention, improves manager experience, and satisfies leadership requirements to keep pools and budgets secure. And we're making it easier for employees to manage the benefits aspect of their total rewards with their benefits and well-being wallet. This was delivered to customers in production in twenty four r two plus, and we enable you to target program cards to specific work group to consolidate the benefits information that an employee might need on the go. An example is that an employee is at the doctor's office and needs to provide their medical ID number. They can use their mobile device to go to the wallet page of the benefits and pay hub to access their medical plan information. To set this up, we delivered the maintain benefit and well-being wallet task. With the new task, you can modify the page title, instructional text, section titles, as well as enable and disable sections in the wallet section. And continuing the conversation for benefits on the Workday mobile app, we have changed the UI experience, appearance, and presentation of information for workers. Workers will notice visual changes, but functionality remains the same for mobile enrollment. We enhance accessibility and benefits on mobile with new accessibility features that include dynamic text resizing, talk back, translation to languages other than US English based on the user profile settings, and The US solution will continue to be improved upon and kept up to date with new accessibility improvements, but now improve security and accessibility. To become a destination workplace, we make it easier than ever to listen across the globe to what drives engagement of your people and provide you the tools to make those changes for your workers so you can continue to attract and retain top talent. So that's it for today for what twenty five r one brings so you can be a destination workplace. Now let's switch to our next strategic priority to reach next level productivity, and I'll pass it over to you, Lucy. Thank you, Taya. Hi, everyone. Hi, everyone. I'm excited talk to you today about our next strategic initiative, building your future workforce. This showcases how you can flex and adjust your ever changing company strategies and operating structures. With Workday, you can consistently adapt your talent strategy to unlock and maximize the full potential of your workforce in a responsive way, whatever the future may hold. So let's take a look at what we've delivered. First, we've delivered intuitive experiences for HR practitioners so you can keep a pulse on your talent. This includes change job enhancements, simplify corrections, ability to change supervisory org and review step, hire experience, compensation and consolidated BP, and new hire UI, and resignation modernized UI. As part of our commitment to improving worker life cycle experiences, we are enhancing the job change process. We will enable updates to the supervisory organization during the review step of the job change process, addressing a current bottleneck that occurs when an incorrect supervisory organization is selected at the start. And we continue to work on the new hire experience by including compensation within the consolidated business process. With 25 r one, we'll make the new hire experience user interface automatically available for all customers, providing a more intuitive guided experience. Finally, we are bringing our UI modernization that you've seen on change job and hire to resignation BP. This will be part of a larger effort to bring modernization to the complete offboarding experience in future releases, including termination. These intuitive enhancements create a cohesive experience across employee status change transactions that make it easier and simpler to complete and keep your talent moving where it needs to go. And within the job profiles themselves, you can continuously refine to attract and retain your top talent and provide those opportunities internally with AI in the create edit job profile task, allowing you to leverage this technology to generate and refine job descriptions. In our efforts to modernize workforce management, we are prioritizing job architecture. A well organized job catalog with quality data is crucial crucial for unlocking the full potential of the Workday platform, enabling talents, rewards, and operational strategies. We provide job profile insights that offer quick informative details such as the job profile, job family, number of workers, and open requisitions associated with each job profile. Additionally, we introduce skill pills when creating or editing job profiles, showcasing aligned skills and offering AI driven skill suggestions. Furthermore, we look forward to delivering third party skill insights in collaboration with Opportunity at Work, a nonprofit focused on democratizing the workforce through skills based hiring. Many enhancements in this release build out on the manage job profile business process introduced in twenty four r one, rounding out this key business process. Additional insights help you manage job profiles more efficiently and to a higher quality. Skills add a key dimension helping companies to move towards skills based workforce management along with skill insights that help identify essential skills for career advancement and support skill based hiring. Parts of being able to develop your future workforce means managing your total workforce, including your contingent workers, so you can be ready to flex with additional talent needs. For teams that are managing your contingent workers, there are times when the user is either unexpectedly out of office or simply forgets to establish a delegate before a planned absence. This can slow down critical business processes such as approvals. Now with Workday Workday Vintli, you can build out admin manage delegation. This feature introduces a new security permission whereby program administrators can grant access to select users that will allow them to manage delegation assignments on behalf of others, ensuring operations continue to run smoothly. And we're introducing a number of user experience enhancements across Vintli with candidate management, activity logs, and enhanced page designs, and navigation options for workday settings, work order settings, management levels, and expenses and adjustments to name a few. Improved user experience makes it quicker to complete tasks and access that information you need. Now that you've managed your contingent workers and moved talent where it needs to be, you need to build out that workforce plan to help you execute those changes. For our customers that use adaptive workforce planning, you can now visualize the headcount plan and assess impact analysis based on your changes. As you make changes to your plans, you'll be able to toggle and view those changes in an org chart look and feel. This will provide users with various views of the headcount plan, for example, by supervisory org or by cost center. And we're making the planning experience more collaborative by introducing the ability to submit and approve the bottom up headcount plan up to organizational hierarchy. This allows managers of managers to track progress of roll up orgs, headcount plans, and provide the ability to send back to ensure the best plans possible are made to support your business and the talent you need. We've also made advancements when it comes to supporting and developing your talent at a global lens. Now candidates can enter the date on the career site, which reflects their location's date format. English UK and English Canada are now available for the external career site. We also expanded defaulting from browser settings to include mapping to locales. For example, English Ireland maps to English UK. Overall, this creates less confusion and a more positive experience for candidates and less administrative overhead for recruiters. And we're also continuing to support those global candidates. Now they will be shown all languages available on a on languages on a job posting when supported by the site in their search results. Previously, only the base language was returned and the results would appear as not found. This creates a much greater candidate reach with the chance of getting the right candidates when catering for target languages. And for those of you recruiting in industries with a focus on high volume recruiting, you can now complete offers and EAs without touch based on BP configuration. Stand offers can be automated, allowing the candidate to receive the offer in minutes. This will save your recruiters time by processing candidates automatically and also allows the candidates to move through the process quicker, minimizing the risk of losing candidates to competitors. In the end, this ultimately means a quicker time, but a lower cost to hire. So after you've made those plans, it's time to find the talent you need to fill those roles. We're making it even easier to streamline your hiring, improve your candidate quality, and decrease recruiting costs by bringing our recruiting and HiredScore AI for recruiting capabilities closer together. In this release, we now have AI driven talent rediscovery directly within Workday recruiting, enabling recruiters to source from across the system, for example, past applicants and prospects powered by fetch capabilities offered through Workday. And you can also take advantage of leveraging your internal talent. With our embedded internal fetch for talent rediscovery, we provide AI driven internal talent rediscovery directly within Workday. This provides recruiters with visibility and seamless actionability of top fit workers for open roles. What this means for you is decreasing your time and costs of hire and ultimately improving employee engagement and retention by driving an internal mobility first strategy. So let's take a look. In this release, we support the ability to embed Fetch directly within the recruiting experience to help better support talent rediscovery. Here we have a recruiter who is looking at a current marketing coordinator role that they are looking to fill, and they want to understand if there's any past talent that has previously applied that they might want to consider or any internal candidates. Directly from here, we now see the new embedded fetch tab. What this does is it surfaces Hyatt's code fetch capabilities supported by the AIRC SKU to better support talent rediscovery for a role. In this case, our Hyatt score fetch is proactively suggesting candidates that maybe have applied in the past. We can see who's been contacted, who's viewed, and in this case, who might be new. Yes. Jenny is over a hundred miles away, but maybe we're considering this individual for a remote role. Now we can surface the hired scored insights and their additional informations, and at this point, save them as a lead. Additionally, we also support the ability to do this from an internal talent rediscovery. This is going to allow us to look at current employees. So, again, we can save those recruiting costs by understanding individuals that are good fits for the role at this moment. And once you're ready to bring those employees on board, you can use Workday onboarding plans and external preboarding to engage employees from candidate to new hire to fully onboarded through a seamless and personalized experience. Onboarding plans equips administrators and business leaders with the insights they need to understand the effectiveness of onboarding to inform strategy. Onboarding plans will be available to core HCM customers in twenty five r one, and external preboarding will be available to recruiting customers. So as your employees continue through their employee life cycle, they need to easily access ways to continue to grow their careers, and you need ways to rapidly deploy your talent outside of the traditional org structure. This is where FlexTeams comes in. In twenty five zero one, we're opening up FlexTeam web services for easy import and export of data, facilitating the rapid creation and management of FlexTeams and accelerating internal mobility and productivity. You'll also have the ability to complete and endorse flex teams and add flex team members in bulk. This creates an easier management experience so you can spend more time addressing the needs of the business rather than building out this team that supports you getting there. And, of course, building your future workforce means meeting them wherever they are across the globe. With Workday journeys, you already have the ability to build out guided experiences that deliver key information to explain strategic policies and processes such as your DEI strategy. You can also use a journey to help guide an experience for a moment that matters, such as going on parental leave. But some of you are supporting global workforces, so you need to meet them in their preferred language so that they can take advantage of the resources you're offering. In twenty five zero one plus, we'll support journeys translations that makes it easier to support and translate journeys for multilingual workforces, and you can track each journey builder translation in one place. This is powered through Workday with generative AI assisting you in these translations. In the end, AI translations for journeys means you can easily tailor content for a global population. To build your future workforce, you need to have the technology that allows you to flex and adapt with a talent strategy that not only supports you, but also your company and your changing strategies and operating structures. In twenty five r one, we continue to iterate to deliver you the tools so you can consistently adapt that talent strategy and maximize the potential of your current and future workforce. So that takes us on to our next, key imperative, for twenty five o one. So let's turn it over to you, Charlotte, for our final strategic priority. Thanks, Lucy. The final strict strategic priority we hear in HR is the desire to help make their workers more productive and reduce bottlenecks so that they can spend their time on more strategic work instead of daily tasks. Let's see how Workday has invested in our twenty five hour release so you and your teams can unlock peak performance. One way that we've invested is by making easier and more intuitive experiences for our payroll administrators. In the fall, we released our new SKU Global Payroll Connect. We continue to expand and add functionality in this release. You can now create and manage checklists for third party payrolls and Workday payroll to keep track of your payroll processing progress done directly from the hub. This benefit will especially improve the experience by allowing you and your payroll teams to build out your payroll checklist directly in Workday, giving you a unified and seamless experience with the singular working space. We also know how critical it is for your global payroll experience to ensure that payslips are confirmed. We now provide a solution for electronic or digital signing of external payroll documents. This supports your compliance in regions like Argentina that require workers to sign payslips to confirm accuracy or receipt and simplifies the signing process for payslips, tax, and other documents. This feature offers a unified and flexible esignature solution, enhances operational efficiency by reducing manual processing and reliance on third party application and ensures compliance with regional legal requirements. We also continue to improve the experience to help you unlock your peak performance for productivity and create a more accurate payroll in our native payroll offerings. For those of you with populations in The US, Canada, Australia, and The UK, you can now take advantage of our data entry check for pay input alert that alerts users in real time of unusual entry of payroll inputs amounts. It can be used with on demand payment by worker, add payroll input by result, edit payroll input, run, and manual payment by worker. This increases efficiency and saves time with simple AI driven experiences to prevent costly mistakes and rework support payroll accuracy. And we've also introduced a new business process around your payroll inputs. Anyone enabled on the new business process policy will be able to request payroll input business process in Workday. The payroll practitioner can then review the payroll input prior to calculation and will be now able to track all requests in one place, review, and send them back or approve to process in payroll. This enhancement continues to increase efficiency and accuracy through greater tracking and auditing options and reduce errors with automatic anomaly detection. We're also improving our auditing options by now making pay anomalies available to those of you that use our native payroll offerings for Australia, Canada, and The UK. This was already made available to The US payroll offering. Pay anomalies leverages machine learning to audit pay results, detecting anomalies, and allow you to quickly take action on results that need to be addressed. This saves you and your practitioners time by using AI to audit payroll results to detect anomalies. For those of you with our UK payroll offering, we are also now providing the ability to transition workers to pensioner status. With this, you can calculate, pay, and report pensioners in line with his majesty's revenue and customs guidance. We've also improved the user experience so that individuals can more quickly ask their questions in the context of their work with our enhancement that allows you and your workers and managers to create a case directly from a quick tip. This provides workers and managers with an easy mechanism to create a help case within the context of the task that they are working on. Workers no longer need to switch contact to access help, and they can rely on a simplified case creation process as a result of a suggested case title and case type. For our customers with Workday help, to turn this on, you'll use the edit tenant setup system and select the create case from quick tip checkbox. And finally, to help you to continue improve your knowledge based article offerings, we are introducing a new delivered report to track user engagement with key aspects of the service experience, starting with article viewing to case creation. With this report, you can analyze article engagement and case deflection while gaining insights on self-service adoption. We also know that when it comes to giving people your people the tools that make them more productive, it needs to be done in a way that supports compliance. And the feature we're discussing here will especially support that for our customers in the retail and hospitality space. Now within twenty five r one within Workday scheduling, you'll have the ability to add school calendars and school rules for minor workers. This includes the task to create a scheduling school rule and also the ability to override the scheduling setting for a worker to apply that school rule and in the case that a student has a different availability. This ensures compliance in state and federal regulations. And we'll also save those same scheduler's time when it creates the schedules by giving them full control to edit individual time increments or make bulk updates instantly. This reduces effort by enabling edits across multiple days and time ranges in one action. With this enhancement, there is a new mass add, new schedule tags value, and save labor demand. The ability to mass edit existing schedule tag values, and then you can select multiple days and a start and end time range. Also, to prevent you with scheduling convicts to begin with, we now allow individuals to enter start and end times on your absence tables. This is a new configuration capability allowing start and end times to be recorded when requesting absence against an absence table. This ensures scheduling does not assign shifts when a worker is unavailable. This improves your workforce planning by managing availability and more effectively and enhances accuracy and flexibility with better reporting and decision making with detailed absence timing. We're also improving the productivity for your employees by saving them both time and clicks during their time tracking experience. With our new time kiosk, employees can log in via an iPad with their employee ID, can check-in and out for shifts, meals, and breaks. The time data feeds seamlessly back into Workday. Downtime is supported, including Workday scheduled downtime and local downtime as it is stored locally on the kiosk. As soon as network connectivity is restored, the time clock events will feed back into Workday. We also hard code location and cost center work tags. Additionally, with this release, we also support multi position. So as a worker checks in for the day, they can choose the position that they need to check-in for. The Workday time kiosk gives you and your employees an easy and efficient time capture method for your hourly workforce that is both simple and physical cost effective option. Android will be later will be available later this year. And for those workers that are still using our mobile device or desktop experiences to enter their time, they too are getting a more user friendly experience with our time tracking intelligent prompt recommendations. Thinking about a frontline worker entering time frequently and often they are entering the same time type. AI powered recommendations for workers choosing their time type when entering their time are now available. This is based on a statistical model of frequency. You can opt into this feature in the maintain machine learning prompt recommendations. This will also respect eligibility rules such as time eligibility rules and projects. With this, we reduce the clicks needed to select the time type from three or more to just one. This allows users and workers to start or finish their shift more efficiently. And we also lower potential error rates, thus reducing the time manager and administrators must spend on identifying and correcting errors. And for your time administrators, we've invested to improve the efficiency and improve your work life balance by enabling effective dating framework for the time entry template on key time entry configuration for time tracking administrators. Prior to this, non effective date time entry templates led to retroactive manual adjustment after incorrect entries and potentially lead to incorrect payroll calculations. With the ability to effective date, your administrators will be able to update time entry templates to be effective in the future without the need to remember to go back and manually edit those time entries. And for your managers that spend their time approving their time that is entered by employees, they will be able to more easily narrow their focus to that exact group on the edit and approve time with new filters. This allows them to more accurately and efficiently edit and approve time to get to payroll. We are enabling four filters, employee time, worker type, pay rate type, and job exempt status. Administrators can default filters and identify filters to be available enabled on the time edit time approval template. All of this ultimately improves that overall manager experience. And finally, for how we can help you unlock that peak performance, it's by improving the analytics that you will have available to make those important decisions. In twenty five r '1 plus, we will have out of the box inbound connectors to bring data from common data warehouses directly into Workday Prism. This includes a standard interface of s of SQL query and object explorer and the ability to bring only relevant data using filters. This makes it easier and faster to bring data from these sources into Workday for more comprehensive insights. And also with Workday Prism, we'll give you your Prism analytics dimension support, which filters reports with predefined dimension values for faster reporting. You'll have searchable and discoverable dimensions. By managing and maintaining the dimensions, you'll gain more control over their analysis, ensuring accurate and relevant insights tailored to your specific needs. And in our core reporting, managing prompt sets will get a whole lot easier. Our new centralized task simplifies the creation, editing, and maintenance of your prompt sets. With a clear view of where each prompt set is used, you can ensure accuracy and consistency across your reports and dashboards. This means less time searching and more time focusing on what matters most, gaining insights from your data. And while translation of tenanted reports is currently possible, it needs to be done report by report. With our 25 r one enhancements, we will enable doing bulk translations of multiple reports at once in an easy to use interface that easily maps the translations. This will allow for improved user experience and a faster and more streamlined method of doing translations. In your discovery boards, you can now make your data pop with conditional highlighting. With this enhancement, you can now bring your table visualizations to life by highlighting key data points based on your own rules. Want to emphasize deadlines, flag critical values, or spotlight important trends? It's all possible with conditional highlighting. In your table visits, you can highlight date, text, and Boolean values based on your specific conditions so you can transform your data into a compelling story that jumps off the screen and grabs your audience's attention. So for our payroll administrators, HR practitioners, analytics creators, and others, we're here in twenty five zero one to help you unlock your peak performance through capabilities such as our global payroll checklist, our time kiosk, and various data connectors. We're here to help you deliver that operational efficiency so you can drive bottom line results for your business. But before we leave you today, we just wanna share some highlights about what's coming right around the corner. Just because we're talking around our '25 on release doesn't mean we're done there. And in fact, we have some exciting features that will be available prior to r two that will help you to continue to achieve those strategic results. We're continuing to invest in experiences that drive next level productivity, and we'll also continue investing in our AI experiences that save managers time digesting and understanding their employee. Using an employee's available talent data, our Gen AI talent highlights feature available with talent optimization in 25 Arbonne plus generates employee specific summary content with strength and growth opportunities to help managers have career conversations with their team. Data sources includes performance reviews, feedback, goals, development items, current job profile, job interests, and skills within the last twelve months. This will provide a quick understanding of employee strengths and growth opportunities so managers and employees can have constructive conversations regarding career opportunities and the way to grow so that employees stay engaged. This also protects data integrity as Workday is doing the summarization for you, so it's not leaving that core HR system of record. And our smart focus insights will be available later, and and it continues to create experiences that drive next level productivity for HR leaders. This feature will leverage large language models to generate summaries for more natural and easier to understand critical context behind those insights. This means deeper understanding leading to more informed impactful decisions within people analytics. With our smart focus insights, we elevate data storytelling by surfacing personalized focus insights and stories even with more natural sounding summaries. This will give you contextual and relevant insights that drive greater productivity, freeing up time for strategic decisions rather than examining every workforce insight and data point. When we talk about unlocking peak performance, we need to talk about helping across all industries. In the future, we're going to continue to improve the frontline manager experiencing by bringing the edit and approve experience into the mobile device. This will continue to enhance and expand on our time, absence, and scheduling features in the mobile application as managers will be able to see those absences, schedules, and time related details in an experience designed just for them. And part of building that future ready workforce is also empowering your employees to get themselves ready for the next step. Within self-service journeys, we will within journeys, we will provide the ability to do self-service journeys, which you can then designate a journey as a self-service and publish to a library for recipients. This empowers employees to discover curated content for less predictable moments that matter so that employees are more engaged to their hire to retire life cycle and find support when and where they need it. And for upskilling and reskilling, both internal and external users, ecommerce with workday learning will provide the ability customers the ability to add prices to courses and allow users, internal and external, to purchase that content. This includes a partnership with Stripe as our designated payment provider. Ecommerce allows you to monetize relevant courses for external audiences while maintaining a single experience with Workday Learning for Extended Enterprise so that they can continue to track and report seamlessly alongside internal learners. And with many more exciting features to come with r two con coming, continue to keep on watching. Throughout this webinar today, we've discussed how we're here to achieve what we hear are the strategic priorities for HR teams across the globe. Whether your primary goal is to be a destination workplace, build your workforce for the future, or unlock your peak performance, there is something for everyone in this release. But before we turn it over to a brief q and a, there are some final thoughts on how you can continue to take advantage of Workday resources. First, don't forget to download the resources available in this webinar. We have uploaded some resources for you to view. Just simply select docs on the right hand side to download. And just a reminder about our Workday success plans offering. This is a subscription based service that gives you plans and offers exclusive timely access to resources, tools, and expertise for an even deeper understanding of our twenty twenty and e five r one features. We also have Workday professional services. These are our world class professional services team that are committed to ensuring your success. And with better predictability predictability and fewer disruptions, you can deploy twenty twenty five r one with conference. And finally, browse the Workday marketplace. Here, you can explore the Workday marketplace for apps and solutions that enhance Workday's capabilities and help you address your specific business challenges. With that, we've come to the end of our webinar, and we've seen some common questions. So I'll just take a few right now that will that will protect answer these. So one question was around time kiosk and is this a separate SKU? No. This is included with your time tracking subscription. So you will be able to get that if you have worked in time tracking. Another question that came in that was quite common was around the embedded fetch features that we offer. This is included with our workday recruiting and if you have our hired score offering. You will not be able to leverage this without hired score. Okay. The questions are coming in now. So just a reminder, this presentation will be shared after this, webinar ends, and so these will be of it these slides will be available. Also, don't forget to download docs available. One question that I did have was how far back Fetch looks. So the way that Fetch looks right now is it will be one year at onboarding and then up to three years. So that is how long Talent Rediscovery will be available. So, yes, if you do not have hired score at this moment, you will not be able to see fetch on the dashboard in the job requisition. So one question I had is is AI powered recommendation for time type available if we are not using the time tracking feature? At this current time, no. This is available with our time tracking, SKU. Does time kiosk support time attestations? At this time, no. But this is something that is on the road map to be delivered soon. In regards to admin delegations, what is Vindly? So Vindly is our vendor management system. So this is a tool that allows you to manage your total workforce. So Vindly is a way that you can contract and also work with contingent workers should you need to augment or flex your workforce. Do you need benefits and pay hub to have the benefits and wellness wallet at this time? Yes. You do. For time tracking, any plans to secure the login with an employee ID like a PIN? I have seen an example in the past where we use a PIN, but we will have to double check and get back to you. Who maintains the minimum payroll wage authority table? So Workday maintains those minimum payroll wage authority tables, and we update those on a weekly basis. Do we need workday recruiting to make use of the AI enabled job description and other recruiting AI services? So in this release, we actually make available within the job profile business process the ability to do job descriptions utilizing AI. It is no longer just in the job requisition, but is in the job profile themselves. Time kiosk does not support badging. If you are looking for badging, we recommend that you take advantage of our partners, for time capabilities. Right now, there are no other integrations between Workday and Stripe. It is just with our ecommerce. Unfortunately, we are out of time. So at this moment, we are going to have to take the rest of these questions, and we will respond to them after the webinar. We want to thank you for your time today. I hope you are excited about 2025 o '1 as we are, and have an absolutely wonderful work day.