hi emily yeah there's no audio yet um let me know if you can hear my voice okay cool great um yeah we'll give give everybody probably another you know probably a minute or two past um 11 o'clock pst just so everybody can trickle in oh hi everyone so it is the top of the hour so we can go ahead and start um we can do some introductions first and then we'll go over everything so welcome everybody today is the it asset management webinar focusing on it asset management and hr specifically the onboarding off-boarding process my name is annie zu i'm an i.t asset management solution consultant here at servicenow and then demoing with me today will be claire would you like to introduce yourself yeah hello everyone my name is claire russell i'm an employee workflow solution consultant here at servicenow so i focus in on our employee experience offering um and today i'll be covering our onboarding and off-boarding module of that so very um nice to meet you all and excited to share what we have prepared for you today great thanks clara um and then oh i guess mika did you want to introduce yourself yeah thanks annie so hi everyone my name is mika anderson i'm also an it asset management solution consultant counterpart with annie um also a certified system administrator and hopefully i'll be able to answer any of your questions and moderating the chat as we follow along with annie and claire thanks so great thing about uh the chat um so some housekeeping items of course right we have our safe harbor notice up for any forward-looking statements and then additionally if you have any questions please do use the q a function mika will be handling those questions as they come through and then we may pause throughout to take some of the questions live and there will also be time at the end to take some of the questions um in addition this session is recorded so afterwards you will be able to access both the recording as well as the deck all right so with that being said uh we're gonna go over the agenda for today so more or less the first 10 minutes will be spent on going over the overview so very high level what is it asset management whoops it looks like my screen's injured both for the hardware and as well as the software side and then clara will go ahead and do an overview of the employee experience and then we're going to jump into our live demo where claire and i are going to pass it back and forth and we're going to follow a couple personas through their journey onboarding as well as off-boarding and then finally time at the end for q a all right so jumping right into it right when we're looking at it asset management as a whole it's really made up of both hardware as well as software asset management the main goals of it asset management is reducing risk saving money and planning better if we start over here on the left we can see the full end-to-end lifecycle of a piece of hardware within your organization from request source receive all the way to disposal right today we're going to focus on two portions one is going to be um the request sourcing receiving and then at the end is the retiring or disposing or reclaiming and that's because we're focusing on that employing onboarding and off-boarding story similarly on the software side right the entire life cycle for software so request all the way to retire making sure that the employee has the right software as they're starting making sure we reclaim those licenses as they're leaving so we're not leaving any money on the table and then across both of these right making sure that our asset managers or rit folks have a great experience as they're managing these different moving pieces all right to you claire yeah so today we're going to be covering our employee workflow solution our enterprise onboarding in transition fits right within our hr service delivery but what that means is removing the complexities for your employees so seeing how they can have an enterprise onboarding experience typically we're seeing a lot of our customers have onboarding built out within your hr system so your core hris but what that fails to do is pick up the other pieces from other departments so whether tasks are being assigned from i.t or facilities or legal what we seek to do is give that unified experience for the employees so that they are having one centralized onboarding experience removing those complexities and ultimately having a productive onboarding and off-boarding experience so that they're ready for day one and as they leave your company everything that they need is taken care of before they leave and they're not walking out the door with their computer next slide annie yeah so this is just an example and i'm sure many of you can reflect um on what you're doing throughout your onboarding experience but what we're covering today will be that triggering event and how it fits into the entire employee's life cycle of onboarding um all the way to that they are all the way um until they're day one so we'll see uh how parties are having visibility your employee is completing tasks um and all of this is out of the box so not um building from scratch this is going to be out of the box to assist with your teams and your onboarding experience next slide annie thank you claire so she covered the onboarding portion and then right the uh mirror of onboarding is offboarding right so employee departs the company all the way over here on the left that is claire's area of expertise this is where right the hiring manager might put in a request for an employee separation voluntary or not and so on and then on the back end on the asset off-boarding side right hardware asset management is looking at reclaiming that device and then evaluating it deciding if it's uh supposed to go for repair if it's ready for redeployment if it's supposed to be disposed or if it's time to retire it and then for the software asset management piece right identifying the pieces of software that are both assigned to that employee as well as located on that hardware we can go ahead and reclaim those licenses both from the hardware as well as deep provision those sas licenses and we're really looking to automate the request reclamation evaluation and removal of hardware and software so that entire asset reclamation experience all right um with that being said i think we can hop right into our demo uh claire do you want to take over a screenshot yeah i'm going to steal screen chair right now and i'll get our sides pulled up and can i get a confirmation that you can see my screen annie yep i can see it awesome so we are going to cover two perspectives today first we'll go through onboarding and then um the flip side we will walk through off-boarding so again if there are any questions through our presentation today um please feel free to put them in the chat we'll answer them as we go through i want this to be as interactive as possible but we are going to cover the entire onboarding journey so annie and i will take turns going through it but essentially i will be covering nick our new hires experience how he's able to get his um order his computer before day one having that enterprise experience we'll then see our hiring manager's perspective how maria is able to have visibility into those tasks that are being assigned to her either from hr most importantly i.t but she has direct insight into where her employee is at in this journey without having to ask i.t ask other departments um if those tasks are being completed annie will pick up on casey um who will be working on getting our new hire ready for day one and then last we'll look through anna and how she's able to design this process so that is really the out of the box capabilities but we'll see how she's able to have direct insight into creating those tasks or being assigned to the employee so for nick our new hire and our first um persona that we'll meet today he has just accepted his offer so upon that start date or that effective date being entered into your core system of records so whether that be adp or workday oracle hcm depending on your core system and your process it has been entered in the system and that's going to trigger out nick's steps for completing his onboarding process now nick like many of us is going to work through his onboarding process on his mobile phone but as we can see through these instructions he's able to do so on either his mobile app or his desktop just depending on his comfort level we want to meet employees and the ways that they'd like to work so for us and for many employees that means working on our mobile phone but if he's more comfortable he can also do this on his desktop now i'll get that pulled up for us and nick has read through these instructions and he's going to begin his onboarding experience now as he enters the mobile app he can see content that is being pushed to him this is based on who he is and where he sits in the organization so for an employee working in one specific state he might have state information local office updates for an employee working in a different role he might need a computer for day one um but for those that don't he would not see this um content such as getting his uh ordering a laptop so really designing that employee's experience and having that personalized content getting him excited and communicating what he needs to know before day one now as he comes in nick it can oversee and see all of the tasks that have been assigned to him um and when he needs to complete them by so we can see all of the tasks that are for day one but as we know onboarding can go up to 90 days getting your employee acquainted um and up to speed with all of the information they know now nick is excited to begin working on all of his onboarding tests and he can see what he has to complete as well as when he needs to complete them by um if nick were to leave the app though he had to run to the grocery store he um has to take care of his family he would be able to still come back into the app so he's able to complete this at his leisure he just knows um that he should get everything done before day one so he can be productive now as we can see all of nick's tasks are being assigned from a variety of departments so again thinking back to your hr onboarding we can surface those tasks in here as well we're not seeking to replace that we are seeking to enhance that experience and remove the complexity so nick isn't having to go into a variety of systems he isn't having to figure out okay what do i need to complete for my it team my facilities team my legal team everything will be surfaced in one area for him now he can see that he needs to select his equipment and he's very excited about this um he wants to be ready for day one and if we think back to our own onboarding experience having a computer on day one is very important to getting the job done so nick is able to begin the selection of his equipment he's guided through this process easily and is able to complete it almost like a shopping experience so in the background you would determine what assets um and what types of laptops nick um is able to select so he isn't selecting anything that he wouldn't be pre-approved for already so we'll say he wants a macbook um and in the background you can also bundle assets that will be associated with this so here we can see that not only is nick going to select a computer but he also can see that he needs an hdmi a wireless mouse and a keyboard ensuring that nick is ready for day one he's not going to get to um his first day and not have all of the equipment he needs so removing some of the uh that back and forth you might have with items i.t teams submitting a request every time he gets there day one he realizes he needs all these things that might be three requests um so just ensuring that he's all productive ready to go we'll select it and he's going to order and check out now we'll follow along with this request but for nick it's all taken care of he's ready to start he's going to have his computer ordered for him and he's able he's even able to track that request as well and see the status you can have a notification sent to him with that shipping information so nick knows that as he comes in he's able to complete those tasks and be productive for day one um having that positive experience and ensuring that he's all set to go so for our next perspective nick has completed some of his tasks he knows he can go back and complete them um as needed but we'll then transition to our hiring manager maria so maria cares about seeing her team she is a hiring manager so she wants to check in on nick's onboarding experience and ensure that he's all ready to go on day one so that he's having a positive experience and as productive as possible as we come into our employee center this is maria's one start area to get resources and support from her organization now in the past she might have had to go to a variety of service portals such as a portal for hr versus i.t but with the enhancements in rome this is our unified employee center so she needs to just go to one area in order to get that support creating that consistent experience for her within the employee center it's been designed for that employee's experience and providing her that consumer-like approach so she's able to search across your organization and content using a global search which will almost act like a google search she's also able to see things such as active items so things she needs to take action on again surfacing her up anything that she might need to be aware of any approvals we can see that nick has requested those four items so we'll go ahead and approve that for him so that he's ready to go as well as any popular topics or recommendations now in the background ai is pushing these up to her in order to be most helpful for her so what is going to be helpful as her role as a manager so that may look different um depending on the time of year any quick links or apps that she's also using in her day-to-day again just acting as a centralized location for her to get resources um so she's not having to navigate around and figure where to go maria is a manager though and she wants to take a look at her hiring or her team's status so within her manager center maria is able to have a high level oversight into her team with some of these analytics directing her attention um and one of the things that catches her eye though is this new hires experience so she can see that nick has some tasks that he needs to complete um so we'll take a look and see what still needs to be done now maria is able to see that nick is our new hire when he's starting again pulling in from your core information even what his position location is as well as who in hr has been assigned this task now this is going to give maria that direct visibility into if i have a question who am i going to ask to give her more of that personalized approach maria can see at a high level all of the tasks that she needs to complete on behalf of nick so do i need to select cloud accounts for him to be ready for day one so as we come in again maria is able to select access to these accounts she knows that these are the ones that he will typically be using this can be done autumn and be automated but for maria her company has set it up that she does still need to select these and she's able to order them and we'll see later where that will serve us maria also wants to ensure that nick is completing his task so she is able to have direct visibility into his test and as we see nick still has nine tasks that he needs to complete um so she is able to remind him on those tasks as well last maria is able to have visibility into the tasks that have been assigned from it and where it is at in the process maria really enjoys this because she's not going to have to email back and forth check with it see if his email account is being opened is he being added to active directory all of these are done automatically the request has been sent to it automatically in the back and maria is not having to fill out those manager forms that we are seeing or email i.t everything is being done in the background with um but giving her visibility into the steps and what is being completed so she knows her new hire is going to be ready on day one so we've seen how our manager maria is able to have that direct insight she can see where it is at in the process but again thinking of that enterprise level experience this can expand to different departments as you grow so assigning tasks to legal finance giving that enterprise level experience so maria knows her employee will be ready for day one and most importantly alleviating some of that burden on your teams who would be responding to those questions now i'm going to transition to casey and annie's going to pick up um with our demo great thanks so much claire uh let me know when you can see my screen yep annie we can see great right so claire just walked us through what it looks like from the new hire as well as the new hires manager side now we're going to walk through as casey kuhn and casey is our asset manager here at this organization i'm currently on the hardware asset overview workspace as casey oftentimes starts her day here right since we're taking a look at onboarding we could go to asset requests and here we can see all the requests within the organization it's not necessarily coming from onboarding but that's what we're focusing on today and there's actually this one for susan gomez opened by april tutor so i've got i've gone ahead and actually saved a separate view where we can find this request because casey could either start her day at the workspace or this report that just pulls in specifically onboarding related requests so for casey this looks just like any other request it's just that the source of it is coming from onboarding and for here we can see for susan gomez there's four requested items both the apple macbook pro 15-inch which is a piece of hardware as well as software licensing if i drill down into one of these right we can see each step that's needed for procuring these particular items for susan i'm going to hop over to the catalog tasks and then click this source task and here i can source this request as you can see it pulls both the hardware as well as the software pieces into one source request page and i can go ahead and i'm going to start allocating some of these licenses over to susan as you can see for casey casey never needed to be notified by uh susan's actual manager all she needed to do was log into the screen that she logs into every day and then from there can start taking actions on the requests that are needed for this day i'm going to go ahead and directly purchase the macbook from the vendor and then drop it off at our central location where we go ahead and dispatch all the laptops to our employees and then one more license okay once i've gone ahead and submitted that request right we can see that that this particular step is now closed complete and then we can see for the software asset lines that these have now been fulfilled and the apple macbook pro 15-inch has been ordered right once it has been ordered it will follow the uh we can see the purchase order that is tied to it and then it will follow the typical procuring process so between purchasing from the vendor and then receiving it and then deploying it to susan so one thing to keep in mind here is that as casey is going through and completing these tasks actually for somebody like able tutor in this case or in clare's earlier case it was manager maria they will be able to see updates being made to their request for their new hires so that removes a lot of the conversation back and forth that typically happens within organizations between hr and it right phone calls emails and so on and new hires being kept in the dark not sure when they can start not sure when they're getting their equipment all right um and then with that claire i'm gonna pass it back over to you awesome thanks annie stealing screen share okay so for our final onboarding perspective we are going to look at anna and she is essentially our admin so designing this whole experience and we'll look at some of the automation and the behind the scenes into the when those tasks are going out who's assigning those tests um and some of the capabilities around that so anna our admin here can see our manage lifecycle event for onboarding so this essentially is those out of the box capabilities um but you would be able to design this onboarding experience so when those tasks are going out and to whom they are for so here we can see that within his pre-hire task we can see those um either notifications requests um catalog items tasks for different departments i mean we're able to see when they're going out and again who is completing them now for our it team today um we're able to filter this out as well so we can see who is the owning group and removes some of that those hr tests now as you come in it will be only in control of its tasks and hr's control of hrs so just ensuring that they're assigning their tasks and working on them and designing that onboarding experience but essentially this is where you can have that co-cla that collaboration between those two teams to design this enterprise onboarding experience now as we filter out we can see all of the tasks for those pre-boarding again these are being these are uh triggered by workflows you can have them be conditional as well so once that new hire date has been triggered and our new hire is working through their onboarding experience we can see that with that trigger equipment is going out setting up that email setting up other things like a voicemail as you go in and you design your ombre experience to get feedback you can add activities as needed and you can design these onboarding experience per employee too so um for different roles for different locations um they're going to have a different onboarding experience and so this is where you're able to design that for your employee now for those employees that might fail might not become an employee at your organization a lot of the times we get the question uh what happens with this automation all of these are being triggered you're removing a lot of manual processes what happens if what happens if the employee is no longer going to work at your organization well we do have a recent capability so when this is triggered everything will essentially be undone so making sure that your systems aren't being provisioned to employees that aren't working there making sure that assets aren't being prepared and making sure that the desk and phone setup isn't being set up for the employees so again you have those checks to ensure that all of this is being automated removing some of that burden off of your teams during this ombre process but if something were to happen you can remove that um for your employee um so you're up to compliance if an audit were to occur now as we think about our off-boarding experience and i'll get this loaded for us but essentially um you can create those different life cycle events and these are out of the box for your different ex transfers off-boarding as well so within our off-boarding experience that will now cover uh it would act the same way um and once this loads let me get this loaded for us but um again these are out of the box and so you can design that too for things such as transfers off-boarding experience to have that automation and ensure that your tasks are being assigned to your it teams and your other teams as you're working through this process so for anna she's able to design and have that organizational efficiency with that managed life cycle builder but again has the ability to rescind some of that if something were to happen now we're going to cover our off burning experience today and how this is going to be triggered for our employees experience and we're going to uh meet our manager maria so maria uh will be the triggering event of our off-boarding experience many times our employees tell our managers and they're the first person that finds out about this process so for maria she's going to go back into her employee center and she has not worked through this process before so with the resources that have been prepared to her by her teams she's able to search um for a voluntary um a voluntary leaves little keywords siege search this for her and she's able to see all of the documentation and resources that have been prepared to her by by a voluntary separation we obviously support involuntary separations as well that would look a little different in terms of timing but maria's employee has had a positive experience they're just leaving um with uh to go to a new company so if she had any questions she would be able to read into these knowledge articles but maria wants to kick off this process as she fills out she is able to choose a specific employee that is going to be off-boarded and then the effective dated a date of the departure many times and from what we've seen with customers hr is the first person to be notified um and then it is notified a little bit later um and almost has a fire drill for their department so this is just ensuring that the second the manager knows they are updating the core hcm that will get this notice and then with the reason why for reporting capabilities and as she submits this off those triggers of tasks will be sent off for the employee for the employee to have those tasks assigned to them and for the it team to begin this off-burning process so we've seen how maria is able to trigger this catalog event or this action um ensuring those tasks are being assigned and i will now transition back to annie um to do to pick up with casey thanks claire i'm gonna take screen share just let me know when you can see it yep we can see great thank you all right so back to casey um the piece that clara was just talking about right that off-boarding request i kind of wanted to show a little bit of what it looks like on the back side especially or specifically for the asset reclamation portion what's actually happening is that within this asset lifecycle there is one of the options to reclaim asset and here depending on who it's requested by what's requested for if it's coming from the reason being an employee separation and then the assets the date the method shipping pickup or drop off as well as any particular notes right so that's what's happening in the back end to kick off this particular workflow now for casey i can actually go and look at the off-boarding requests that are there for me and i have one for ally pumphrey i can go ahead and then click into this asset reclamation request and i guess something to point out for others who have seen servicenow before asset reclamation as part of it asset management at servicenow is something that is new as part of the san diego release so for the asset reclamation request we can see there's two items that are created one from the hardware side and then one from the software study if we look at the stages right receiving evaluation and then completing we can actually click into this hardware asset reclamation line and then drill down into this task and here is where we would put relevant information such as the carrier the tracking number the ship date which stock room it should be sent to as well as a description helping out anybody who's looking at this particular asset task once it has been shipped all right i'm gonna hop back over once it has been shipped and then we can mark it as received we're going to start evaluating it so we're evaluating base to see if it's available for redeployment right meaning that it still has life left and it's still usable then we should make the most out of our inventory and then reassign that laptop somebody else or at least put it back into the available inventory sometimes that's not the case right the laptop might be at end of life or it's not in usable condition if those are the cases either we're going to send it off for disposal or send it back to a vendor for maintenance and repairs depending on what our evaluation result is actually each one of those decisions can trigger the corresponding workflow to pick up each of those requests right whether it's an rma a disposal or um back to inventory so once we've received that piece of hardware back from ali we're also going to scrape the software from it right so i can click into the software asset reclamation line and we can see a couple different reclamation tasks there's revoking the user license allocations and that's just helping us maintain good um allocation best practice data keeping within our platform and then there's revoking single sign-on access revoking sap access and then revoking user subscriptions so currently i have mine set up to be manual reclamation but if you have integrations built with those single sign-on vendors or those sas subscription vendors you can definitely automate those revocations you can have the task be kicked off from within servicenow and then go into those staff vendors and de-provision those subscriptions if i take a little bit of a deeper look into the subscription section here we can see some examples such as koopa adobe systems and so on i can even go ahead and reclaim them from here if i'm doing it manually sometimes right our customers might have a mix of sas vendors some of which they have integrations for and then some of which they don't have so some will be manually reclaimed and then some of them will be automatically reclaimed so once i can go once i go ahead and remove all of these licenses for ali i can go ahead and close this task right what casey was able to do was again just be notified from somebody on the hr site but not having that back and forth communication between and then also right for the asset management portion this is considering security or making sure nobody walks off with a laptop that they're not supposed to we're reclaiming those accesses to the system so make sure that there's no access granted once they leave the organization and then also we're optimizing our software asset management as well as hot hardware asset management spend right if we can reuse that laptop then we want to put it back in into inventory and then deploy it to the next employee and then for software if somebody is no longer with the company and no longer using any of those licenses we can reclaim and then reassign it to somebody without having to purchase new or additional licenses right so that does take me to the end um claire was there anything else or are we good for wrap up we are good to take questions and for wrap up all right thank you i'm gonna pull my deck back up can you see the slide yes great so there's some time for q a i think i saw just a couple come in and actually looks like mika answered most of them but i guess we can do a quick recap of what we saw today right so um on the asset management portion we saw both for onboarding and off boarding one place for casey to complete all of these she never had to leave the platform she saw exactly what she was supposed to see and the day-to-day tasks for her regardless of if it was coming from onboarding or off-boarding or just a generic asset request right it never looked that different and all the movements felt familiar and then claire did you want to recap your section yeah so we've seen how regardless of the perspective of the employee or the manager you're able to have that enterprise level experience so assigning tasks making sure that there's visibility across your organization so that it is in the loop tasks are being assigned with automation and with everything today that we've seen it is out of the box to provide that ease of use um and adoption for your organization great thank you so i guess we can take some questions i see some in q a right now um one from michael largenses how deeply does this integrate with a new lifecycle model in csdm 4.0 i'm not sure about this one because i haven't uh read into this yet i don't know claire have you heard anything if not we can always follow up i think we can send that as a follow-up okay cool and then the other one from carol is can you speak on how the pos link to the vendor yes so for the purchase order at least on the asset management side there's a couple of different ways i guess one is depending on your vendor they might have there might be an integration out there that already exists with um an integration to service now so for example some popular procurement ones are koopa or if somebody uses cdw there's also that kind of integration and then if not because servicenow does have an open api you are uh there are there is document documentation on how to integrate with other third-party vendors oftentimes right our customers choose to still do the actual po process outside of service now just fine the pl within servicenow then just acts as a shell so that there's something to tie all these assets to and then you can at least match the two purchase orders all right i'm just gonna check the question it says somebody asked do we have similar to this in rome ham pro right so um for rome the i guess the ui that i showed today that is available on san diego and then i know that the asset reclamation workflow was also part of san diego but i believe that you can still have the workflow in rome of course um right i'm going to plug san diego a little bit here just because we had a massive overhaul on the ui especially for hardware asset management that new hardware asset workspace the product team really worked on worked on creating it with the hardware asset manager in mind but yes the flow that's running behind you would still have access to that okay let's see how much of the onboarding offboarding automation workflows is slash r possible if you have ham pro and not hrcm right so i guess claire do you want to talk to if they don't have hrcm what they can expect yes so everything that we showed today was included with employee onboarding and transitions which is a separate sku uh you do not need to have the um our hr service delivery product for that um so everything we had shown today was within that scope of eot thank you all right let me hop back to the chat somebody says integration of pos from microsoft d365 confirmed um because i'm not sure if that's confirmed um let i don't know me can you try to find some documentation on that one yeah in terms of the question in regards to pos from microsoft 23d365 um can i get a little bit more clarification on whether we are looking for a microsoft integration okay um i guess as shandricka maybe types that into the chat i'll take this one it's how is pl linked with contracts slash requests slash tax tasks right so um as long as there's a mutual field where whether there is uh whether there already is one or there isn't so for example requests npos would be linked contracts and pos i'm not too sure and then the tasks would be linked to the requests but either way as long as there's some mutual field or some kind of drilling done function or you can always configure a field on a contract record for example that has a space for po number then you can have those be related lists every time you pull up a po record for example so you can have a po record with related lists of contrast requests and tasks tied to it or any other kind of combination that i just mentioned okay shandricka wanted to avoid entering purchase orders in two systems all right so we're going to track that down for you and if we don't get to it live today we can definitely follow up d365 will be the main tool for account and service now is rit got it right um are there any other questions currently the q a is empty oh it says will you clarify again what systems you need for this life cycle we have him and sam what is the list of licenses do you need for this to work right so everything that i showed on my portion that's him and sam um claire for yours what kind of licensing would you like yes so everything that i showed today was enterprise enterprise onboarding and transitions that sku um that does include employee center which i showed from the manager's perspective so just eot from the employee workflow side thank you and if we we can get follow-up um too about that information if you were to contact your sales reps any other questions i guess clear for you then are there any oh i see somebody we have a ham pro in sam pro but in rome right uh all the workflows should still be available in him as well as sam for rome and i believe i can find this but i think that there's documentation out there on what it looks like to go from rome to san diego and maybe what the transition looks like and what the differences are that we can send out but i was going to say oh so if you oh so if you only have ham and sam would you kick off the off-boarding tasks by going to the asset lifecycle of the catalog right that's correct so if you only had ham and sam um instead of uh you know what clara earlier showed you would essentially that asset say asset lifecycle section of the catalog that's the screen that i showed you when i was showing the back end of the reclaim asset i just didn't start from the service catalog portion but you you drill down and then you can find something that's called reclaim asset all right so robin asks how is auto provisioning done um i'm assuming that you're talking about auto provisioning for the software licenses is that true yes okay great right so the auto provisioning or i guess maybe kind of like allocations would be um earlier there was a screen i was on where i was requesting the allocations as well as a piece of hardware for everybody so that would that is just live that tells me how many licenses are available and then once i assign it to in my example it was susan um right like that takes away one allocation from the pool of available ones i did show it manually but you're able to do it or you're able to automate that where you don't have to do each one of the drop downs that i did is that what you were asking right so let's see is there a standard way of integrating with third-party supplies to provision and d provision licenses i'm thinking if you have 300 of subs software that is a lot of work right so for the sas integration uh or the sassy provisioning piece we have a running list of direct integrations with sas vendors and those you can automate the provisioning as for reclaiming some of those licenses you can do it if you're or one of the ways that you can do it is if your organization is leveraging something like an sccm you can have the workflow kickoff in servicenow to tell sccm to go and reclaim that license from those machines um let me in the meantime look for that list of sas integrations um all right so i did not answer one question now are we able to set up integration with a vendor to provision a subscription license right so yes so provisioning uh can also be done at least for the sas piece i know that some vendors will allow it for your for some of the other vendors i guess it would have to see well one if there's an existing integration either built us by built out by us or the vendor or a third party or if they have an open api and then you have the resources you can definitely set up an integration between us and that vendor right see any other questions welcome looks like mika is giving is entering that uh deprovisioning license question is there anything else let's see and if you want to uh answer that question over a chat i'm still looking for a documentation to supply that i can also go in individually yes no worries um in the meantime i guess we can also broaden it out if there's any questions about item or employee workflows in general we do have both clarin and ion okay there's no questions yet uh so it's we still have about 12 minutes i guess we can stay on for another you know five minutes or so oh we do a question so for this demo you have the hrsd and on on offboarding applications which are fee based along with him and sam right so for my portion i was showing both ham professional and sam professional uh which are additional products and then for clairside do you want to talk to yours yes so for my side i demoed um just employ on um enterprise onboarding and transitions so both of them are working together and yes they are fee based and we can send that to um in a follow-up email or if you're interested you know please feel free to reach out to your account representatives they should be able to connect you to us or the other appropriate parties okay so let's say we can give it another two minutes and then if nothing comes in then you know for those of you who are still on thank you so much for joining us today i hope this is helpful and then be sure to check out the servicenow website as well as reach out to your account representatives if you have any follow-up questions and again the recording as well as the deck will be sent out or will be made available to you shortly after the webinar thank you all all right thanks so much everybody i don't see any more questions so um go ahead and end the meeting thanks for joining