We are currently in the process of building out our benefits for later this year. If you host your benefits inside of workday, where does your team usually place the benefit event for new employees? Is this a day 1 event? Additionally, how do you handle the dependents? They must be added prior to selecting benefits, correct?
Thanks!
Before anyone reads further, I did find a thread from 3 years ago about this and I kind of wanted to see if there were any updated ones considering, ya know, that was 3 years ago...
For context: We go live in December. I've been snooping around our dev and sandbox environment, but I find it very confusing to find anything I would want to "save for later". I added "All Reports", "All Employees", and "Data Validation" to my app list. But I want to be more prepared as someone who is basically going to be doing upkeep and maintenance after go-live.
Also to add: We just got access to our dev environment last week. We're working with Deloitte on the build, and they are building it. So, I'm not sure if ALL functionality is there and if any tips and tricks that wouldn't work. But the more, the merrier. Thanks!
Requirement:
I created 2 accruals:
But after employee crosses 1 year, the balance is not calculating correctly. Looks like overlap/proration/front load transition issue.
Has anyone implemented something similar? Did you use separate accruals or a different approach?
I've been in the ecosystem for several years. I've done 3 implementations from the customer side and trying become an independent consultant. Im certified in HCM, data loading and security. I feel like I've spoken to linkedin recruiters from all the workday staffing firms but haven't had the best experience. Who do you guys have good experiences with? And what do the HCM consultant roles pay on average?
So far I've spoken to GQR, PlanetGroup, FocusGroup, LRB, and integrum.
Also, are there agencies working directly with workday? So far I've heard about one doing something called "schedule A"?
Help! Question for the forum. We are trying to test this for our upcoming review season and I been tasked if this is possible when a manager launches the Employee Review Template. Is the system sophisticated enough to handle logic branching type questions? For example we want the following:
Question 1. How likely is this person to leave in the next review period?
Risk of Loss options:
If a manager selects:
Then a secondary drop-down question would appear:
How detrimental would this person’s departure be?
Impact of Loss options:
Question 2. Is this Crew member ready to be considered for promotion?
How is the data encrypted from the cellphone (app) to the tenant?
I'm not a fan of the delivered procurement workday dashboard. I've asked our purchasing team what they'd like to see in a dashboard, but they don't know what they want. They just know they don't care for the workday delivered set.
When I search online, I can't seem to find any alternative suggestions. Anyone have some recommendations?
Looking for help with workday AMS support. Not looking for any firms, just independents able to provide support.
7 years in the ecosystem. 5.5 yrs with partners. 1.5 yrs as an independent….I’ve come across three recent Workday launch deployments that were 💩 impls. There used to be a time where an implementation done by WD would guarantee a functionally fit system…..the quality of work at WD is terrible now….but good for me for sending more and more customers into the real world with a shitty system…..that’s when I get my billable hours, cleaning up their garbage
Rant over
Hello,
When an employee transfers out of a manager’s organization and the manager attempts to create a backfill requisition, they receive the following error after selecting the employee in the “Select a Worker to Replace” field:
The entered information does not meet the restrictions defined for this field. (Previously selected Worker in Start Job Requisition).
This occurs because the employee is still active, but is no longer within the manager’s supervisory organization.
How can we grant the manager access to select the transferred employee as the replacement worker on the requisition after the transfer has already occurred?
Thank you.
Hi All! We are currently experiencing an issue related to the Employee Review PDF Output.
After printing PDF for the Employee Review, the Manager Calculated Rating is displaying "0" instead of the expected calculated rating visible within the review process in WD.
Has anyone experienced a similar behaviour?
Any suggestions or guidance would be more than appreciated!
Thank you in advance for your support!🪐🙏
I recently joined a company where I will be supporting Workday time tracking & absence. I'm familiar with how time tracking works at a basic level because I've been supporting Core HCM for the last 2 years, but this is a whole new ball game. The person who was in this role before left NO internal guides for how they do things & had to leave abruptly.
If you were in my shoes, what things would you focus on to get familiar with how time tracking & absence work together and why they work the way they do? I've been researching what I can in WD community, but I basically need a crash course.
Checking if this is possible. We won’t some to report to a person who manages their contract but said person is not a true people manager. Any work arounds/ideas?
I am currently looking to get more certs but my current partner will not approve it, even though I offered to pay for it myself. Do you know partners who will take independents on to get licenses and agree to work there if opportunities come up in that function? Open to paying a fee to join as well.
This is a funny situation in my company. We have deployment agent in customer central like we all know. Some of us seem to use it a lot and promote it in the HR community in the company. Now our 1st line support, key users and payroll partner are asking to access to customer central to try it out and our manager is like "it is a great tool, let them in". As a security admin, I am reluctant to let it happen even though I can restrict that they cannot use object transporter or some deployment tools but still, customer central should be for those who configure the system, not for those who use the system and if you want to learn about the system, you need to go through trainings and read community documentation first. However, am I gatekeeping :D I need to have your opinions.
Hello,
We are trying to limit the visibility of termination reasons and we want to make sure managers cannot see any termination reasons that HR Partners have entered while processing the termination.
We have unchecked the box for Manager Reason for all voluntary and involuntary term reasons, but the managers can still see the term reasons when viewing the worker history and termination event details or when running the Terminations report (standard report).
When running the task Configure Optional Fields, the only option for reasons is Secondary Reasons, but even after hiding those, Managers can still see them in worker history and reports.
Is there anything we can do to hide the termination reasons from managers that we are missing?
Thanks!
I'm curious what others are doing or how others feel about this. Our HR Operations group is asking to get access to view BP definitions. They don't currently have any responsibility in Workday other than helping employees with basic navigation and they do some data entry / initiate certain types of job or compensation changes. They are trying to make a case this access will help them do their jobs better. I am worried that we'll have people not understanding what they are looking at and possibly giving out bad information to other groups. But I also understand I may be overthinking this.
How are others handling BP definition visibility, or how would others handle this situation?
We are wanting to send the calibration nbox to managers.Anyone has set this up before or sent the calibration? If so, Who do you have on the BP step for the calibration participation details?
Talent partners or your Talent Administrator? Im the talent admin but im wondering if the talent partner would be fine to send them that step
Does Workday natively support producing a single payment file that combines multiple payment types (e.g., ACH, wires, checks) and entities, or does it require separate files by payment type and company?
We are looking to introduce kyriba as a middleware for our banking integrations. But at the time of implementation we were told workday cannot send a single payment file consisting of multiple payment types and banks.
I am curious to understand is there a way we can send a single consolidated payment file out of workday and then let kyriba do the bifurcation?
How are you guys handling it if you use kyriba?