List of Workday Adaptive Planning HR Analytics Customers
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Since 2010, our global team of researchers has been studying Workday Adaptive Planning HR Analytics customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Workday Adaptive Planning HR Analytics for Workforce Analytics from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Workday Adaptive Planning HR Analytics for Workforce Analytics include: Philips, a Netherlands based Manufacturing organisation with 67247 employees and revenues of $18.02 billion, McLaren Racing, a United Kingdom based Automotive organisation with 1312 employees and revenues of $713.0 million, Tennis Australia, a Australia based Leisure and Hospitality organisation with 3172 employees and revenues of $489.0 million and many others.
Contact us if you need a completed and verified list of companies using Workday Adaptive Planning HR Analytics, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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McLaren Racing | Automotive | 1312 | $713M | United Kingdom | Workday | Workday Adaptive Planning HR Analytics | Workforce Analytics | 2023 | n/a |
In 2023, Mclaren adopted Workday Adaptive Planning HR Analytics to unify financial and workforce planning and to model spending decisions under Formula 1’s cost cap across its UK and global operations. The deployment positions Workday Adaptive Planning HR Analytics as a central Workforce Analytics environment to support coordinated budgeting, headcount planning, and scenario-based cost modelling for on-track investment decisions, and the customer relationship is documented by Workday.
The implementation focused on finance and workforce cost planning modules, including driver-based modelling for headcount and payroll cost projections, multi-scenario planning and version control for rolling forecasts. Workday Adaptive Planning HR Analytics was configured to consolidate finance and workforce inputs, enable rapid scenario switching, and support cost-cap constraint modelling aligned to Formula 1 regulatory requirements.
Governance was organized around centralized planning ownership in the finance and workforce planning functions, with model governance and controlled rollout across UK and international sites to ensure consistent assumptions and scenario definitions. The deployment is explicitly used to improve the speed and accuracy of scenario modelling for on-track investment decisions, reflecting Mclaren Workday Adaptive Planning HR Analytics Workforce Analytics support for finance and workforce planning functions.
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Philips | Manufacturing | 67247 | $18.0B | Netherlands | Workday | Workday Adaptive Planning HR Analytics | Workforce Analytics | 2023 | n/a |
In 2023, Philips expanded its Workday footprint by adding Workday Adaptive Planning HR Analytics to centralise headcount and workforce cost planning across its global HR and finance functions. Workday Adaptive Planning HR Analytics, classified as Workforce Analytics, was provisioned to create consolidated workforce plans and to align financial and human capital projections across planning cycles.
Deployment emphasis targeted the workforce and cost planning capabilities within Adaptive Planning, enabling consolidated headcount models, cost layer attribution and scenario-based headcount forecasting across business units. Configuration work included standardized planning dimensions such as employee category, cost center and time period to support cross-functional reconciliation between HR and finance and to enable coherent planning inputs into the Workforce Analytics environment.
Operationally the implementation spans Philips global HR and finance functions, with centralised planning workflows designed to reduce manual reconciliation and produce a single view of headcount costs for budgeting and forecasting cycles. Governance changes focused on joint HR finance planning cadences, shared planning master data and role-based access to Workforce Analytics outputs to preserve data integrity and improve cross-functional decision making.
Vendor and press coverage reports that the deployment created a single view of headcount costs and improved workforce forecasting, outcomes visible in Philips centralized workforce and cost planning processes. The case centers on Workday Adaptive Planning HR Analytics delivering Workforce Analytics capabilities to unify headcount and cost planning across Philips HR and finance functions.
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Tennis Australia | Leisure and Hospitality | 3172 | $489M | Australia | Workday | Workday Adaptive Planning HR Analytics | Workforce Analytics | 2022 | QMetrix |
In 2022, Tennis Australia implemented Workday Adaptive Planning HR Analytics. The deployment was delivered with implementation partner QMetrix and targeted budgeting, forecasting and workforce planning across Tennis Australia national operations to support finance and HR planning functions.
Workday Adaptive Planning HR Analytics was configured to provide multi-dimensional scenario modelling and real-time workforce planning workflows, combining budgeting and forecasting logic with driver-based headcount modelling and planning cycle orchestration. The configuration emphasized Workforce Analytics capabilities to align financial plans with human capital scenarios and to enable iterative what if analysis.
The implementation integrated finance and Human Capital Management data sources to enable consolidated planning and a unified dataset for workforce scenarios. Operational coverage focused on national operations and centralized planning processes, with finance and HR identified as primary contributors to model inputs and scenario definitions.
Governance established joint finance and HR planning processes and centralized model administration, with QMetrix supporting phased configuration, testing and rollout activities. Change efforts centered on standardizing planning definitions, consolidating data feeds into the adaptive planning models, and formalizing cross-functional planning workflows.
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