Workday HCM

Core Concepts and Navigation Basics

   1.CORE CONCEPTS

SUPERVISORY STAFFING JOB PROFILE COMPENSATION SECURITY BUSINESS

ORGANIZATION MODELS PROCESS
Business Objects
• Workday uses a very powerful object-action model that
drives navigation and reporting

• Workday Stores data and Business objects

• For example: Organizations, Workers ,Positions etc.

• Workday automatically links related business objects together.
Management
Level

Roles Job Profile

Job
position Classification

Security
Address
Groups

Worker

Absence Compensation
2. ORGANIZATIONS IN WORKDAY
Types of organizations
Reorganization
Characteristics of fundamental organization
More organizational types:
       Matrix Organization, Company Creation, Cost Center Organization,
Location, Location Hierarchy, Region, and Region Hierarchy are some
examples of organizational structures.
• In Workday, the term organization refers to a fundamental building block
for managing information both financial and non-financial.

• The financial account is the account of Financial Assets (such as loans, shares, or
pension funds).

• The non-financial account deals with all the transactions that are not in financial
assets, such as Output, Tax, Consumer Spending and Investment in Fixed Assets.

• The organizations may be arranged in hierarchies and enable reporting

at various levels within the hierarchy. Moreover, within the
organizational hierarchies, the roles and security are also allotted to any
level. Cost Centre and Supervisory Org are the most suitable examples of
Workday delivered organizations.
• The organization in Workday performs to;
 Arrange workers into various groups that serve a common
purpose
 It usually represents how work is performed and the workforce
is organized. Besides, how it can serve many other purposes and
are used across the whole platform
 Moreover, all workers are tied to different individual
Organizations, each with a different purpose.
Moreover, Workday Org. is useful for security, reporting, and
business processes.
·Workday training offers different types of facilities like HCM,
Payroll, Financial management, etc.
• The following are the various organizations and grading in Workday.
Location:
Steps for Location creation:
Supervisory Organization
Maintaining Supervisory Organization:
Reorganization
Custom Organization:
Steps for Company creation:
Cost Center Organization type
Steps for building a Cost Center:
Matrix Organization:
Region
Location Hierarchy:
Cost Center Hierarchy:
Region Hierarchy:
Management Level Hierarchy
Position Management
Types of
Organizations
• There are different types of organizations under
Workday. These include HR organizations, cross-
functional organizations, costing Org. and Payroll
Org.
HR Organization
Human Resources manages some duties like talent management, compensation and
employee benefits, training and development, compliance, and workplace safety.
An HR department can help provide organizational structure and the ability to meet
business needs by effectively managing the employee lifecycle.

cross-functional organization?

A cross-functional team is a group of people with a variety of expertise who come together
to achieve a common goal. It typically includes employees from all levels of an organization.
Example:
A few examples of cross-functional teams include product development teams, event
planning teams, and project management teams. These teams typically include members
from different departments who all have different types of expertise that they can bring to
the table in order to achieve a common goal.
COSTING organization
Costing allocations (formerly known as job assignment funding), tell
Workday how a worker's position will be funded and for how long.
Costing allocations can be assigned to a position as a whole or to specific
earnings.

Payroll Organization
Workday Payroll Management allows employees to access their payroll
records from anywhere via any Internet-capable device. It also offers the
ability for your organization to perform comprehensive audits over any
length of time to break down complex analytics that can allow the
company to become leaner in the future.
The following are the key activities of
organization types;
• Staffing Allocations:
• Organization Hierarchies:
•  Role Allocations:
• Financial and Payroll types:
•  Hierarchies
Characteristics of Fundamental
Organization
Reorganization assignments
Availability of Date
Visibility Configuration
Sub-Types allowed
The re-org. tasks include the following-
Build a new Org.
Allot Included Organizations
Allot workers to a custom organization
Shift Retirees
3.STAFFING MODELS

• What is staffing model : Each supervisory organization appoints a staffing model that decides
how employees contracted into that supervisory organization. In the same fashion Staffing in Work
day characterizes how jobs and positions created and filled in a Supervisory Organization. (Supervisory
Organizations (Sup Orgs) are the organizational structure in Workday that connects workers to their manager and to the manager's unit
within the organizational hierarchy of the department)

• There are two types of staffing models: Position Management and Job

Management.
 In Position Management, a position must be created for each new
employee/opening. Reports will show open positions and vacancy rates.
 In Job Management, no positions are needed in order to create a job requisition.
• Position Management
 Most control
 A position is created to be filled by
one worker
 Position must be approved and
available
 A chair can be empty or filled, must
be available to bring someone in
 A chair has its own characteristics.
• Job Management
 Most flexibility/ speed
 Hiring restrictions are set for
the entire org
 No defined quantity for
number of jobs available
 4. JOBS & POSOTIONS
Jobs profiles
Job descriptions and localizations
Salary and job descriptions Grades
Hierarchy at the management level
Differentiating between job families, job profiles, and job family groups
Making a job profile (Task)
Positions
Managing open and vacant roles
Establishing jobs (Task)
Editing position limitations and Editing position.
5. COMPENSATION
Overview of Compensation
Components of Compensation
Remuneration Components
Payment Programs
Payscales, Grade Profiles, and Steps
Reimbursement Plan
Rules for Compensation Eligibility.
Component of
compensation
Base pay, either an hourly wage or salary. Base pay is frequently
a major decision factor for most employees in deciding to accept
the job.
 Wage and salary add-ons. These include overtime pay, shift
differential, premium pay for working weekends and holidays, and
other add-ons.
 Incentive pay for performance. Incentives give workers strong
reasons to perform above the standard.
Benefits. .
7. DEFINING BUSINESS PROCESS
A Summary of Business Processes
Getting to a Business Process Definition by Navigating
Business Procedures and Supervising Organizations
Starting from Scratch to Create a New Business Process  
Building a New Business Process from the Ground Up 
Modifying an Existing Business Process
Condition Rules
Requirements 
Creating Custom Notifications
Replacing an enterprise procedure.
8.TRANSATIONS IN WORKDAY
Creating candidates
Hiring in management positions
Assigning security groups depending on users
Appointment to management positions
Staffing changes
Termination
Relocate employees and deactivate supervisory institutions
Day-to-day accounts examining personal information 
Cancelling a process
Changes in Compensation.
9. REPORT
1.Overview of Data Sources
2.Business Item
3.Fields Summary
4.Report Writer Summary
5.Report Formats
6.Reports from the Workday Standard
7.Creating Matrix Reports and Simple, Advanced, Search Bar Reports.
8.Before-hand field computations
9.Individual report Types
10.Exchange of Reports
11.Planning reports.
• Types
• Basic
• functionality: pdf and excel format
• Advanced report
• Built in functions like grpahs charts
• Composite

• : based on access by the role

• * employee as self :
• * Manager :
• HR partner :
• Hr Business process intiator
• Timekeeper
• Cost center manager
• Finance reviewer
• Finance business process initiator. Cost related
Workday Reporting
• What is workday reporting
Execute workday reporting from whatever application you like and at
home—a PDF document and an excel spreadsheet store the results of all
of your reports.

Reports may be downloaded and shown in graphical or tabular style

using the data from the workday reporting
Workday reporting essential features
1. Report Writer
2. Embedded analytics
3. Standard reports
4. Custom reports
5. Dashboards
Types of workday reporting
• Composite report
• Simple report
• Advanced report
• Transposed report : side-side
• Matrix reports :
• Nbox reports :
• Trending reports :
• Search reports :
Advantages
• Real-time statistics and pertinent information.
• They are employing customizable security to regulate the reporting
data.
• Taking immediate action in response to the data in the personalized
report.
Optimization factor of workday reporting
• Data source
• Filter Conditions
• Fields
• Sort
• Security
Module : Calculated fields
• Calculated fields, also known as “Calc fields” or “CF,” are how
Workday refers to programming variables/database record
buffers, and they’re useful in reports and integrations
Examples of calculated fields
Calculated fields can be workday-Delivered
Calculated fields can be constants
Calculated fields must be arithmetic calculations
Calculated fields can be a calculation of dates
Construction from other calculated fields
Functions of calculated fields
• create date calculations
• Execute simple math calculations
• Convert currencies
• Manipulating text
• Determine true or false
• Obtain range bands from numeric or currency fields
• Find levels and values in hierarchies and organizations
• Sum, count, and aggregate information across related instances
• Find values in related objects