Professional Documents
Culture Documents
Presentation Training
Presentation Training
1. Think Workday
2. Use Workday
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Before we start
It is important to remember…
… We are now in the Testing Phase, meaning the system is not yet in the final configuration nor layout.
Things may not work properly yet. Nevertheless we train now to allow you time to absorb the
information load before we go live.
… Things may look different at go-live. We will organize a re-training before go-live to update you
on the changes post-testing.
… We will by far not use all features of Workday HCM at go-live, the CP functionalities will increase
over the next months and years.
… Workday is a cloud-based system releasing a new version every half year – it will continually evolve,
meaning the interface and some business processes may change in time.
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Workday @CP - Vision and Outcomes
A global HR platform for corporate-wide HR processes, which simplifies HR administration, upgrades existing HR processes
and makes room for new ones, increases transparency for employees and managers, and improves HR reporting for everyone.
Experience Quality
STRATEGIC
(future)
Deliver information and insight Deliver a unified platform that Empower employees and
Deliver a solution that is
that is accurate and broad, that is flexible, scalable, and managers to manage data with
modern, comprehensive,
users and management can rely supports future change. less reliance on HR.
automated and delivers great
user experience. on.
• A broad range of HR data stored development of the HR • Clear ownership and approvals
accurate and reliable function
in one platform • Less admin burden on HR
• Less reliance on HR for ad-hoc • Easy to integrate with third
• Inbuilt automations to ease HR
reports party systems (i.e. payroll),
administration
• Improved global and local supports future changes
• Reduced manual work
reporting
• More transparency
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Agenda
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Access to the tenant
https://wd3-impl.workday.com/cargopartner3/d/home.htmld
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Search bar tips
Prefixes can narrow down the search. E.g. to search only supervisory orgs use „ Sup: “ ,
To search for a supervisory or matrix org you can search by the manager‘s name as well. Prefix „Org“
narrows down the search.
Press enter to get more search results than what the bar displays
All role holders get the same notification & tasks (e.g. if HR approval is needed, all HR Partners in
that country will get it. First to solve clears it for all.
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2. Organizations
Organizations group workers, resources, costs, and various Supervisory Groups people who report to the same manager
categories of data.
Cost Center @CP we defines only the Payroll cost centre type
• Positions are assigned to organizations and rules can be as an organization. The Reporting type is an
built around those assignments. earning type (details in the training later).
Location Branch office
They can be combined into hierarchies to represent how
organizations roll up to one another Location hierarchy A geographical area (e.g. South China, China, NEA,
Global)
Workers will be members of multiple organization types Company Legal entity that employs CP staff
Only Corporate HR can create new organizations, edit or Pay group Groups people who are processed on the same
payroll
delete them.
Matrix organization Groups people who report to the same functional
(=matrix) manager
HQ Members These are 2 custom made orgs HQ and HQ IT, that
group people who work for HQ or HQ IT. Drives
permissions for the HR HQ Executive role. 7
Think Workday
Move someone from one department to Assign the worker‘s position into a different supervisory org, the
another one managed by the new manager.
Change cost center Assign the position into a different Cost Center organization.
(100% on one cost center)
End the employment under one legal entity Assign the position to a different company organization.
and continue under another legal entity
(nothing else changes)
Record that someone is a HQ employee Assign the position into the HQ organisation.
(equivalent of the HQ FIS checkbox in PERS)
3. Positions
Different than in PERS, Workday uses the concept of Position as the foundation for all hires.
People can only be hired into positions, and positions can only be created into supervisory organizations.
+ + =
Find / Create a Job Hire a Worker Worker fills Position
Find a Worker
Requisition
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Difference Between a Position and a Worker
You cannot hire someone without a position being available
In Workday the worker and the position are two separate objects:
Position Attributes Worker Attributes
Gender: Male
Time Type: Full Time
FTE: 100 %
When a worker sits in a position, they gain the attributes of that chair.
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Multiple positions concept
An employee (not CW) can hold multiple positions, each with their own organizational assignments,
meaning also each with their own managers or matrix managers if needed.
Main
position
only
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Characteristics of roles
1) Most roles are assigned to positions (role based security). These are the business roles, needed to
navigate and operate in the system.
2) Some roles are assigned to people (user based security). These are the administrator roles,
needed to confugire and maintain the system. Corporate only!
3) Roles inherit down the hierarchy of that organization.
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Security roles @CP
Details in the Glossary Workday @CP -> Security Roles
HR Partner
Training &
Payroll interface
Rollout Manager
Partner
(TRM)
Security roles
in use @CP
Matrix
Organization HR Executive
Manager
Manager with
Compensation HR HQ Executive
Access
Manager
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Think Workday
1. You do not see the full details of one of your employees, just the public profile. What could be
wrong, how do you check?
2. A manager complains they cannot see the details of one of their employees, just the public profile.
What could be wrong, how do you check?
3. A manager reports they can see compensation of employees outside their own area of
responsibility. What could be wrong, how do you check?
Homework
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5. Business Processes
Vacant position /
Create position
Manage Manage Employee
Job Change Personal Data
Hire / Contract
Contingent Worker Manage
Manage Employee
Termination
Contract
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Business Process Terminology
− During a review or approval step, the approver may elect to send the process step back to the
Send Back submitter for correction
− Processes can only be cancelled while they are still in progress (before they are complete)
Cancel
− Anyone can cancel a transaction they have initiated
− Completion makes the data for this business process available to other systems
Complete − When a completion step finishes, the business process is listed as complete, even if there are
more steps to do 17
Characteristics of busines processes
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6. Non-HR ivolvement in business processes
1. Manager
In the Hire BP responsible for Onboarding Setup. Without it, the Hire is not completed!
Approval required for Delegations.
Upon completion of the Hire BP, receives another inbox task as reminder to order licences & work tools.
Probation period review
3. Employee as self
Can initiate some personal data changes, most of them requiring HR approval afterwards. More details later.
Global policy is not to make it mandatory for employees to administrate their own data, but you decide it differently in you own country.
4. TRM
Upon completion of the Hire BP, receives a notification with the new joiners basic details, as info for Onboarding.
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Tired?
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