Workday HCM Full Course | Workday Learner Community

Summary

Highlights

• Explore Workday as a leading cloud-based HR management tool. 🌐
• Maximize your Workday experience through comprehensive menu navigation. 👨‍💻
• Create efficient organization structures with cost centers and companies. 📊
• Understand staffing models that fit various organizational needs. 👩‍🏫
• Configure job profiles and compensation plans seamlessly. 🗂️
• Stay informed on Workday updates and releases for optimal usage. 🆕
• Practical exercises designed for real-world applicability in HR. ✨

Key Takeaways

• Unlock the potential of Workday's HR capabilities! 🎉
• Master menu navigation to personalize your Workday dashboard. 📋
• Learn how to craft organization structures with supervisory organizations. 🏢
• Discover the power of staffing models and job profiles. 🤝
• Embrace the financial acumen by understanding compensation configurations. 💰
• Navigate through Workday's release cycles like a pro. 🔄
• Get hands-on with real-world HR scenarios to enhance your skills. 💡

Overview

Chapters

• 00:30 - 01:30: Introduction The 'Introduction' chapter begins with a warm welcome to Zentex's in-depth Workday stream training. It highlights Workday as a leading cloud-based Human Capital Management system, emphasizing its role in streamlining various HR processes such as payroll, benefits, and talent management. The chapter sets the stage for the training, aimed at equipping participants with the skills to configure Workday effectively, unlocking its full potential for HR capabilities.
• 03:00 - 06:30: Agenda This chapter discusses how HR professionals can effectively use Workday to manage various HR functions. It emphasizes the user-friendly nature of Workday's interface for viewing employee data, tracking absences, handling recruitment and onboarding, conducting performance reviews, and gaining insights through analytics. The chapter aims to empower HR leaders, managers, and specialists to centralize their workforce information for optimal performance.
• 15:00 - 20:30: Understanding Reorganization and Company Creation The chapter "Understanding Reorganization and Company Creation" explores the concept of the Workday platform, starting with an introduction to its functionalities. It delves into the key product areas that Workday covers, highlighting the benefits it offers to businesses. Implementation aspects, essential business objects, navigation basics, and the layout of landing pages within the software are also discussed. Additionally, the chapter reviews the operational cycle of Workday and differentiates between various tenant environments. The chapter emphasizes using Workday to automate manual tasks and foster innovation in HR.
• 20:30 - 31:00: Cost Center and Location Hierarchy The chapter introduces the Workday HCM (Human Capital Management) training, focusing on the concepts of cost center and location hierarchy. It mentions various implementation cycles and organizational structures, including supervisory location hierarchy. The session sets the stage for a deeper dive into these topics as part of the broader HCM training program.
• 31:00 - 39:00: Supervisory Organization The chapter titled "Supervisory Organization" includes presentations and practical sessions. It starts with a disclaimer that all resources and information are copyrighted by Zarantech and should not be shared externally. The instructor, named Roboy, introduces himself as an IT engineer who graduated in computer engineering.
• 40:00 - 46:30: Location Creation and Assignment In 'Location Creation and Assignment,' the narrative speaks to an individual's educational background and career journey. The speaker details completing a master's degree in Management Information Systems from the University of Bridgeport in the United States. Subsequently, they worked in the US for about one and a half to two years before returning to their home country for familial obligations. Currently, they have accrued over seven years of experience in their field, particularly noting three years in a specific workday role.
• 46:30 - 55:30: Tenant Access and Assignments The chapter discusses the ease of learning configurations in software development, especially for those with a computer science background. It emphasizes that programming skills are not necessary for most roles except for integration roles. The focus in Workday is on configuring, using, and testing the system without requiring programming. The chapter also highlights the author's experience in working with various companies, bringing a diverse range of knowledge and expertise.

Workday HCM Full Course | Workday Learner Community Transcription

• 00:00 - 00:30 [Music] hello and welcome to zentex in depth workday stream training your key to unlocking the full potential of workday's HR capabilities as a leading cloud-based human Capital management system work GM streamlines HR processes like payroll benefits talent management and more our exclusive training will equip you to figure workday to support
• 00:30 - 01:00 your organization's HR strategy you'll Master work DayM intuitive interface to easily view employee data track absences handle recruiting and onboarding conduct performances review and gain insights with the analytics either you are an HR leader manager or specialist zentex will prepare you to maximize your work day to centralize your Workforce information
• 01:00 - 01:30 simplify manual task and drive HR Innovation now let's take a look at the agenda number one introduction to workday number two key product areas of workday number three key benefits of workday ATM number four implementation areas number five overview number six business objects number seven basic navigations number eight landing pages number nine Le cycle number 10 tenants
• 01:30 - 02:00 number 11 implementation cycle number 12 post production number 13 organizations number 14 supervisory location hierarchy let's dive into the video now so I welcome you all uh to the workday HCM training all right then uh let's get started we'll quickly walk over through uh what HCM is because a lot of it we'll talk about during the sessions
• 02:00 - 02:30 so we'll go through a lot of presentation a lot of hand on handson and every presentation we'll have this disclaimer which will mention that all the resources all the information that is uh given here is the copyright of zarantech you're not supposed to share it outside else you will be in trouble okay because work is not an open source system tell something about myself um I didn't give my introduction my name is R oboy I've been an IT engineer I did my graduation in computer
• 02:30 - 03:00 science and then I did my masters from us in Mis uh from University of Bridgeport so that is where I come from and I worked in the US for about uh 1 and a half to two years and then moved back to my home country for family reasons and I've been here since then I have I'm canning about 7 plus years under the belt for my workday experience that also includes my 3 years of
• 03:00 - 03:30 computer science software development experience which kind of help me in learning the configurations pretty easily but rest assured there's no programming needed for any of you except for if you're going for integration roles that is when you need some level of programming else all the workday programming free all you have to do is configure the system and use it and test it uh and I've worked in multiple places I worked in different companies and organizations so bring together a good
• 03:30 - 04:00 amount of experience to share with you not with an experience that uh a lot of you has but core technical workday experience and I started as a business analyst uh as a junior business analyst and within an year and a half I was transitioned as a senior hris analyst because I work day and night understanding the system so I expect the same commitment from you uh maybe not so
• 04:00 - 04:30 rigorously because it was a d need for me but some commitment and some consistency will definitely get you where you want sure so let's get started workday is a financial and HCM management system back in 2016 when it was launched it was actually launched as a financial management system and in 2011 it came out as an ncn system and since then they have covered at least theyve actually exha exhausted The
• 04:30 - 05:00 Fortune 500 clients and most of those clients are in the US so they've exhausted what I mean by exhausted is they are all those clients are already using workday so the market is pretty pretty saturated when it comes to new clients which are Fortune 500 that's why they are moving towards the Europe and Asia Pacific region because now they are trying to capture the market there so us Still Remains the hottest Market because imagine the big companies using workday
• 05:00 - 05:30 there's a lot of employees come and goes there's a lot of movement that continues to happen every other day right and Anil busri and David Duff are the two Prime members of this organization who also started people soft but that was taken over by Oracle in an brutal acquisition and instead of fighting it back they started workday which is now the work like the biggest giant in the hrn financial ecosystem
• 05:30 - 06:00 workday is a SAS solution which is the biggest selling point of it when it started SAS means software as a service software as a service means you don't need any storage any in-house storage you don't need any server storage you don't need anything else except for the Wi-Fi connection and the Machine to use it that was the only requirement if in the SAS system because everything is on
• 06:00 - 06:30 the cloud workday has partnered with AWS I don't know if they're still doing it or they have moved to Google Cloud but they partnered with AWS for any Storage Solutions and they have servers data centers across the world workday helps organize staff pay and develop Global Workforce so it's workday is basically like I won't beat it on the bush it is basically a One-Stop shop like we go to the mall we get everything we can get our groceries we can get our appil we
• 06:30 - 07:00 can get our clothes we can get our Footwear watches makeup Bakery every little thing you can get there the same way workday is the mall for every Enterprise that's why it's called in the Erp workday Erp enterprise resource planning right and it helps plan everything within your organization but that's now the company's Choice what area of work day they want to use they
• 07:00 - 07:30 want to use just the recruiting they want to use the payroll they want to use the benefits they want to use the absence management they want to use the time tracking they want to use workday financials so that completely depends on company to company that where the need is and what area of workday they can use right so that is why if anyone has any questions that which area of workday
• 07:30 - 08:00 has the most jobs and everything that's not even a valid question the reason for that is because like I just mention every company uses or Implement workday based on the gaps based on the gaps that they have in their organization which workday can fulfill so that company will have a job based on that so there's no specific area of workday which has more jobs than the other there's jobs in every area it's just depending upon how you're trying to
• 08:00 - 08:30 look for it okay then a few again like few visuals to it what workday is and how it works it gives it's basically a unified Global application like it's the mall of every Erp uh organization it gives you actionable insights the reporting structure of f is pretty pretty awesome compared to its competitors and since everything is live in the system so all
• 08:30 - 09:00 that data that you see in reports in graphs in pie charts is all actionable acable means you can click on it and see for which employee that data is the system is very agile you can scale it you can scale it up you can scale it down as and when you need it which means you can do more customizations so you can reduce the customizations and those happens pretty quick the user interface is I think the most Superior I have seen in any in any
• 09:00 - 09:30 other system in any other competitors and definitely it manages Erp means your HCM systems HCM means human Capital Management how are you managing the human in your organization how are you managing those employees that is what a human Capital Management is and few areas of work they defined in a visual like big data analytics is now called pris analytics recruitment talent
• 09:30 - 10:00 management time tracking benefits project planning and Analysis ideally known as procurement and projects Payroll Solutions HRM is nothing but a generic core HCM so these are not just the only areas there are many other areas which workday has like workday docks workday Journeys many many other areas that one can learn but the best best way to start
• 10:00 - 10:30 your workday journey is to learn the HCM everyone will focus on hm because without that you cannot implement the system so you need the HCM learning of it and spend some time as a core HCM consultant then you'll be able to understand like some people here are experts in recruitment some here are in experts in payroll then you can take a direction of becoming an expert in that area of work day but to be an expert you
• 10:30 - 11:00 have to first understand the Core Concepts which is what we'll do in this course what are the benefits of HCM it gives you a complete understanding of how the workforce is like I said that someone asked a question about what project are we doing the project is we'll start by creating organizations We'll add people into it we'll understand how that is done and everything will reol revolve around those people that we'll do we'll understand how people are
• 11:00 - 11:30 paid we'll understand what the Business Leaders in the sales service happens to different business process we'll easily configure system on the specific business needs that only can happen if you have the right security right and then we can take ad hog transactions from reports we can do transactions on employees a lot of it can be done so you will see the actual power of our workday is
• 11:30 - 12:00 it actually modified the way we used to work in the HR ecosystem with a lot of paper things happening you would literally realize finance and HR teams these are the two teams in any organization which will have most of the printers in one setup I'm talking about pre pandemic even post pandemic if you're going to office the like the project management office which has your HR team or the finance team these are the two teams
• 12:00 - 12:30 which will have the most number of printers or which will go through most number of paper rims throughout any year because there's a lot of things that you print there's a lot of manual things that goes out but with workday you really don't need anything to print out everything is within the system and this is just another visual of what are the different areas of workday starting from the bottom left organization ation benefits absence some
• 12:30 - 13:00 of them can be combined together but some of them remain a standalone setup like payroll on the right hand side third from the right payroll is completely Standalone but very well connected what I mean by that is everything that happens with in the system at the end of the day it comes to payroll because employee has to get paid right you're going on an unpaid time off which means you're not getting paid for those days and on top of that there is
• 13:00 - 13:30 like a short work week and you are an hourly worker so you're losing hours you're not getting paid for the time off all that information once goes to payroll that is how you get paid right and that is how it works few things to focus on in the Adaptive Foundation box on the right hand side you can see the embedded Services you can see something called as configurable business process very very important we will configure our own business process with an example we'll
• 13:30 - 14:00 understand how it works how it can be scaled up how it can be scaled down you'll do some reporting yes and on the left hand side you can see something called as security again very very important because everything that you can see and do in the system comes from security and workday has its footstep like I said it has already exhausted The Fortune 500 clients most of the companies are already using
• 14:00 - 14:30 it and they have literally their Footsteps in any any industry that you can think of hello everyone I wanted to provide a brief overview of Zar Tech's training program for workday ATM in this course we will explore the key capabilities of work dat SCH the leading Cloud platform for human Capital Management whether you are a new to workday or experienced user looking to expand your skills our training
• 14:30 - 15:00 encompasses all aspects of work DayM from core HR and talent management to recruiting payroll and time tracking we cover it all over the years zarand has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with work day our Alum have a achieved remarkable
• 15:00 - 15:30 transformation in their organization centralizing HR data increasing efficiency and enabling fact based Decisions by enrolling zarantech workday HCM training you will gain a practical insights from certified experts hands-on experience configuring the system the ability to handle real world's hm challenges and confidence don't miss this opportunity to master workday ATM and deliver breakthrough results visit the link
• 15:30 - 16:00 below and learn more about our workday ATM training program take your career to the next level and become a workday super user today okay so today's session please keep your notes handy please keep pen and paper um I'm not a big fan of digital notes uh because somehow we take a lot of digital notes and they do not you know they're not that effective as we have the paper and Pen the old school
• 16:00 - 16:30 way but I leave that to you that's your call how you want to make notes because in today's sessions you have to make a lot of notes which are going to be very very important till the end of the course so let's get started a quick disclaimer so most of our time we'll spend today in understanding these Core Concepts and each of these Core Concepts that we have listed in this presentation is an individual Topic in itself s with
• 16:30 - 17:00 each topic I'll also mention the amount of hours that are needed that we'll spend together on it and the amount of hours that you have to spend outside the session to get a clear understanding and a good hold of the topic okay so starting with the first core concept the first core concept is organization in your notes please write it down six pillars
• 17:00 - 17:30 of work day in that the very first topic that you have to write down and this has to be in caps like in capital letters called as organization and in parentheses next to it just write down supervisory that is okay if you write that in small but the key concept here is organization okay now uh whatever definitions we have for these topics like supervisory organization staing model you don't don't have to write those in whole I'll
• 17:30 - 18:00 just give you some keywords to it so you also don't have to write a lot but write the primary elements of it okay for organization just write down structure of workday and wherever you have in parentheses you must have written supervisory from supervisory just pull down an arrow like this and write write down Foundation of workday which is right written like this so for organization the note is
• 18:00 - 18:30 structures yeah put down structures add an s in the end structures of workday and for supervisory specifically write down Foundation of workday atcn now in the same topic in uh maybe in the next line you can write other types of organization just write types of organization and just next to it write down company cost
• 18:30 - 19:00 center location SL location hierarchy I repeat types of organization and you don't have to write anytime going forward if I ask you to make notes of supervisory organization you don't have to write the complete words again but yeah again you should ideally but to keep it short you for supervisory the short word is s for organization the short word is O RG so soup or that's that's the slang we use so if
• 19:00 - 19:30 you're not a big fan of making notes you can just write the keywords elsewhere so the types of Aug that we have are company cost center it's Center c n t r not TR company cost center location SL location hierarchy there are other types as well but those are not very relevant in a generic hm scenarios so we'll just leave
• 19:30 - 20:00 that so now what is this organization so cost center company location slocation hierarchy the workday system organizes everything within organizations and supervisory is the most important one because this allows us to group workers into a management hierarchy for example if you are an employer you report to some manager right you have some colleagues please
• 20:00 - 20:30 excuse my drawing here and you have few more colleagues here and this particular manager reports to some other manager who also has more people under his or her belt and so on and so forth the hierarchy goes until the top level where you have your CEO or whatever that top level looks like you know whether it's uh the CEO or board of directors or EXE tives or the president whatever it could
• 20:30 - 21:00 be so this is your top level right every Circle it does not see Circle to me but I did try my best here in a free hand drawing so all these circles are nothing but different supervisory organizations what I mean by that is at every level there is a manager setting who owns this organization and managing this team so on and so forth fourth so these this is
• 21:00 - 21:30 one of the type of organization which is the foundation that's why in your notes with supervisor you have written it down Foundation of workday because this this setup allows you to create supervisory organization and then only you will be allowed to create positions which then is used to hire employee so this is the base of s work day HCM without employees you obviously
• 21:30 - 22:00 cannot do anything what's the purpose of having an HCM right so supervis organizations take care of that and this is a very bad visual that I've drawn but something similar we have and we'll work with that we'll actually create a structure like this of our own to get a real time feel how organizations actually look okay so right now just have these notes and every keyword in this note we will touch upon again and again until
• 22:00 - 22:30 the end of the course right then the second core pillar make sure you number them also the organization would be the first the next is Staffing models this is a pretty simple one pretty small one but very very deeply effective in a way that if you get it wrong then you might have to rework a lot of the things and it's directly related to your supervisory
• 22:30 - 23:00 organizations now Staffing models please make a note of Staffing models and pull out two arrows out of it in one write position management and in the other write job management so Staffing models is your second core concept and there are two types of Staffing models one is position management the other one is job management both of these are work delivered and another line of note that you have to make it this it is is assigned at the supervisory organization
• 23:00 - 23:30 level so write it down assigned at soup or gevel if you write if you want to write the short version of it and another line of note that we have in this is it inherits down the structure or even if you just write the word keyword inheritance that will also help because we like I said and I'll repeatedly say that uh we'll continue to tou on these topics because each of
• 23:30 - 24:00 these topic is an independent chapter in itself which we'll once we start we're going to refer to these notes on the keywords that we have written to make sure that we have everything and we have not missed anything so what are these Staffing models when we create the top level organization like the CEO we assign it a staffing model whether it's whether it be a position management or job management we'll understand that later when we do the topic so let's say we use
• 24:00 - 24:30 job management at the top level and you only have to do it once that you assign it at the top level and any organization you create below that it will automatically inherit and that is what I mean by the word inheritance right so within Staffing model you have two types position and job which we'll understand later and then one line of not is assigned at the top
• 24:30 - 25:00 level inheritance another line of note you have to add is can be switched right can be switched and in parenthesis you must have seen like uh you know with all these insurance and everything there are these asteris in small which says terms and conditions apply right so with this particular line of note which say say uh what did I just
• 25:00 - 25:30 say that can be switched in parentheses right down applicable only till a certain point because we will Define what that point is later in the session I repeat last line of note for Staffing model is can be switched and in parentheses use that uh Aster applicable only till a certain point then the third topic is job profiles the third concept is job
• 25:30 - 26:00 profile which is very Elementary because all all these three are related right what we do is we first create supervisory organizations right we assign Staffing models to them and in parallel we should have our job profiles also ready in the system so once we start hiring in this area we should have these job profiles which we can associate with those workers because what without job profiles what are you going to post on
• 26:00 - 26:30 the career portals so job profile is very very Elementary the only thing that you have to make notes of it is in job profile pull down an arrow and write down job family and then from there pull down an arrow in the same row or you can put it in the next row as well but put it in a continuity of the arrow write down job family groups okay and then another of note that you need in jaw profile is just write down a line which
• 26:30 - 27:00 says position in in caps and write down a row it says job again in Gs and next to the position try to draw something like a chair try my best again this looks like a chair yeah little bit if we look it in a different direction yeah so next to the position draw a chair something like this please do a better job than I did and for job you don't
• 27:00 - 27:30 have to draw anything just write down that word job job profile again is a small topic but very very Elementary to the complete structure of when we start doing the hiring now the next set of Core Concepts now the first three Core Concepts a supervisory like I said I'll also share the timeline of it so please write down uh 2 to 4 hours that is what we'll spend together and outside this just double the number
• 27:30 - 28:00 of hours on this particular topic we spend two to four hours now whether that we divide it into five sessions we divide it into two sessions we divide into three sessions that's a different thing but this is the total number of time that is needed to practice it together to go over the theory of it to learn the topic and it's not like set on Stone everyone has a different capacity of learning and understanding and also with the experience it helps so that's why the
• 28:00 - 28:30 range 2 to 4 hours now the next set of Core Concepts number four core compensation there are two types of compensation one is core compensation and another is Advanced compensation there are separate Consultants who are skilled in advanced compensation and core compensation to be skilled expert in advanced compensation you also have to be obviously expert in core compens comp ation but if you want to be an
• 28:30 - 29:00 expert in advanced compensation you have to take a different course for it because that covers different topics than what we do here this covers the core setup of how compensation is designed in the system and how it actually relates to an employee salary so in core compensation there are only three keywords that are the primary elements those there are other keywords as well but in your notes you have to
• 29:00 - 29:30 write down compensation package is equal to you can use the equal to sign compensation package is equal to compensation grade plus Compensation Plan and you can just write c m you don't have to write compensation every single time you can just write comp so comp package is equal to compensation grade plus Compensation Plan from compensation grade pull down
• 29:30 - 30:00 an arrow and write down pay range reference from Compensation Plan pull down an arrow and write down salary slash hourly slash allowance I repeat from compensation grade pull down an arrow and write down pay range reference from compensation plan pull down an arrow and write down our salary
• 30:00 - 30:30 SL hourly SL allowance uh it would be a slash because it's a type of plan we create allowance plans within the system likewise I think I'll start with this so salary and hourly is also a type of plan in the system we create salary plans we create hourly plans we create allowance plans so any other plans apart from salary and
• 30:30 - 31:00 hourly supplement the compensation which you said absolutely correct but these all are created by different plans like onetime payment plan relocation plans uh onetime joining bonus all these are created as different plans that's why it would be a forward slash not an and and then in another row write down this in caps compensation eligibility rule uh compensation eligibility
• 31:00 - 31:30 rules compensation eligibility rules and in parentheses write down again in caps and if you can bold it up in your notes write down Main driver underline the main driver put it in double codes whatever it is but please highlight that properly another keyword or a couple more keywords that you have to write down is compensation
• 31:30 - 32:00 elements and another one is profiles and in parentheses next to profiles write down grade SL plan because there are something there are things called as grade profiles and plan profiles which basically the concept is the same but are used independently of each other so that's why the note profiles and in parenthesis you can write grades SL plans so your core compensation if you can visualize it if you're working in an organization
• 32:00 - 32:30 or if you worked in an organization you were receiving a salary right where is that coming from that is coming from your plans whether you are a salaried employer and hourly employe how does the plan know what amount it needs to be paid that comes from your grades it provides you the reference ranges based on your job profile which we discussed as the last topic what was your market value value as a minimum and maximum so there was a range that was defined based on the job
• 32:30 - 33:00 profile and where is that job profile it is attached to the worker why because you are hired in a position through the Staffing model and that position is in your supervisory organization so everything connects back and forth and if the sooner you understand that relation the better consultant you will
• 33:00 - 33:30 be okay and this compensation takes a minimum a minimum of 3 hours together and it's very very Hands-On there's not much theory in it uh it's completely mostly Hands-On and it's it's an interesting topic it's easy to understand but the volume of handon is good so sometimes uh people get lost so in the first three topics
• 33:30 - 34:00 it's it's slightly lighter but these three topics are very heavy handson and concept wise as well so make sure that you do not miss any session and if you do be very proactive in going to the recordings uh that when you are associated with an organization you get a salary that comes from your compensation plans and how does a compens plan know that this is the
• 34:00 - 34:30 amount that it should be paid out that comes from the pay range references which is your compensation grade how does a compensation grade know that this is the range because it is associated with the job profile and based on the market rate there's always a range defined for a job profile and job profiles are associated with based on the Staffing model that you use how they are implied and Staffing models are directly asso ass at with your supervisory organizations where you have
• 34:30 - 35:00 your positions to hire employees and job profiles are associated so it's just trying to explain how each and every topic that we do is connected to each other in one or the other way and the earlier you try to understand this uh these dots earlier you connect these dots the better consultant you will be for work that's all I was saying all right the next topic is security core pillar number
• 35:00 - 35:30 five a lot of keywords here so start writing each and every keyword in different row okay the first one is functional area for pillar number five which is security the first bullet point for security is functional area and the sub bullet to functional area is domain and the second sub bullet is business process right next to the
• 35:30 - 36:00 domain you have to write domain security policies right next to business process you have to write down business process security policies in the same row domain security policies right next to domain you can write it in parenthesis also and for business process you have to write business process security policies then the next thing you have to write is securable items in in a fresh row write down securable items all these two things
• 36:00 - 36:30 that I mentioned domain and business process are sub bullets or yeah are sub bullets to the functional area Point securable items and then two sub bullets to this one is called as securable actions and the other one is called as securable reporting items then fresh row or new bullet point security groups and again two sub bullets to this one is
• 36:30 - 37:00 role based Security Group and the other one is user based Security Group yes that's safe and that's also correct uh since since you brought it up I'll give you an a little more extension to your assumption is if we take an example of those 10 business analysts let's let's only talk about role base now okay user base are very simple road base is what takes a little bit of time so uh just for your example
• 37:00 - 37:30 you have 10 business analysts but not all of them are in the same location okay their responsibilities are the same but their responsibilities are to manage project for different organizations or for different locations so in that case we use role based their role is the same but the their role might be restricted to some other constraints
• 37:30 - 38:00 like a location or an organization or a certain set of groups so that's just an extension to what you are thinking uh like a recruiter is an example right you have Recruiters in global organizations who do recruiting for the regions they support right they all have the same access they all do the same thing but for different regions for different organizations that they support and
• 38:00 - 38:30 recruiter in Texas cannot be doing recruiting for Denmark right we will have two recruiters they will have the same security within the system just doing things for different people that's all and then uh those security is very very visual in it so again write down 4 hours a minimum that we need and one more bullet point I'll add here is
• 38:30 - 39:00 configuration just write down a bullet point for security write down configuration piece or configuration element and in parenthesis write down you have that at theate symbol right at security policies what I mean by that point is and will make a lot of sense once we touch this topic in uh in depth is is the configuration thing in security
• 39:00 - 39:30 is only at the security policies you don't have to work anything with domains and business process you don't have to change you have to change the policies so that is what I meant by this that the configuration element the configuration handson that you have to do is only add the security policies the bullet point is configuration element and in parenthesis you can write using the add the rate Sy at security policies now the last core pillar business
• 39:30 - 40:00 process which ties everything together by the name itself business process is nothing but process and a process is nothing but a series of steps now when that series of steps are executed in the order defined which helps you achieve a business objective that is what is called a business process right there's a lot of this is a very very heavy Hands-On topic but if we
• 40:00 - 40:30 break it down into certain sessions it becomes easier to catch up and also understand okay so let's start with some notes on business process the first one is default definition the second one is business object definition or in in other words you can also write it down as object based definition but it's the same thing the third one is Rule based definition the first one is default
• 40:30 - 41:00 definition the second one is object based definition or business object based definition either one is correct the third one is Rule based rule not rule rule based definition business process is the pillar the core topic Point number six and within that these are the different types few more bullet points under the business process topic are
• 41:00 - 41:30 entry conditions validation conditions two different things but write them down together in different lines with entry conditions write down in parentheses has must be true entry conditions in parenthesis or in that same line write down must be true for validation conditions the same way write down must be false then write down subprocess then write down another
• 41:30 - 42:00 bullet point under the business process parallel step inbox order that's it so all these things that you have written if it's on one page that's good the reason I'm asking is because uh once we start going deep into each and every topic after every couple different topics we'll come back to this page and we'll see how much we have covered and
• 42:00 - 42:30 how we are connecting the dots and not just that this particular these notes that we have made today is going to be so much helpful when we have to do our revisions so for example we you have an interview ler and you want to revise your hcn what you do you open this page you look at each and every bullet point you look at each and every topic and you think of a scenario you make up a story
• 42:30 - 43:00 that if someone ask me a question about this this is the story that I have ready do I even know this concept if they ask me anything related to this I should know this so this not just gives you an outline of what the pillars are in workday but also helps you prepare for any interview that you may have in near future so that's why these notes are very very important so business process 5 hours
• 43:00 - 43:30 put it down as 5 hours because these three topics that we have core compensation security and business process like I said are on the heavier side and once we finish compensation I'll start poking each of you to start applying which you ideally all should earlier as well but uh some people like they wait until they have some knowledge through it
• 43:30 - 44:00 that's also uh very valid so I'll start working each of you to start updating your LinkedIn start applying as rigorously as possible because by the time we finished business process you should have your interviews lined up and start preparing and I should hear questions coming in from you guys that this is what they were asked in the interview that should be your goal first bullet point is compensation package is equal to compensation grade
• 44:00 - 44:30 plus Compensation Plan the next one from grades pull down an arrow and write down pay range references from plan pull down an arrow and write down salary hourly allowance then another bullet point is compensation eligibility rules which you write have to write down in caps and just next to it in parenthesis write down main driver again in capital letters highlight it like underline it
• 44:30 - 45:00 put it in quotes is there any other keyword that I shared with you guys no code compensation is what we'll cover in this course I mentioned Advanced compensation is something if you want to learn it's a different course comp elements is one line and then in another line write down profiles profiles was the next right yeah for profiles in parenthesis write down grades SL plans uh for everyone wherever you have written compensation eligibility rules glad we came back here uh in parenthesis
• 45:00 - 45:30 write down a equals to B like give some space within it write down a is equal to B that is the logic we'll follow every single time we are working with eligibility rules okay so this a equals to be is just like that chair visual that will always remain with you in your head whenever we are talking about eligibility rules so the way of keeping
• 45:30 - 46:00 things you know way of remembering things throughout you know through a long journey is always through visuals that's what my experience is so a equals to B is that visual for eligibility rules see um this course is the basic for any workday hm to know of right any consultant who is applying for any hm position is expected to know these topics like they should be very Hands-On
• 46:00 - 46:30 on these there are two additional topics that we'll do after this one is reports and the other one is eibs but those are not considered as core concept because uh the understanding of it primarily happens at the real-time job because of so much permutations of combinations of things we can do one or the other way but we learn the concepts of those as well but majority of the learning for those topics happen on the
• 46:30 - 47:00 job yes Integrations are very very important for it but integration is an independent Topic in itself and it's a whole different ball game also it's purely Technical and you need to have some programming experience to be able to catch up onto it and the only thing we cover for Integrations in this topic is the inbound eibs that's a of integration that is the only thing that is expected from a workday consultant which we will cover B we
• 47:00 - 47:30 won't cover because for that we need a separate test environment to test it out which we don't have plus it requires again knowledge of some Java Concepts and some HTML Concepts which uh like it's not expected from a hm consultant Enterprise interface builders these are your bulk data load operations uh for Integrations yeah
• 47:30 - 48:00 there's a dedicated course for Integrations uh yes for data conversion uh let me check with the team what course they have for data conversion okay I'll be connecting with the team in office probably next week so I'll I'll check with them in person and let you know as a data conversion consultant you have to do a lot of EBS I don't have like I said uh some of you might already have received it for others you will receive it shortly I'll
• 48:00 - 48:30 soon after this call I'll connect with the support team and check on the timeline of the same uh and once you receive it the recordings after every session take about 24 hours to be uploaded so probably you might not be able to access the recording for the same day let's say for today's recording you might not be able to access it today but tomorrow you can because there is some editing that goes behind as you can see there are some watermarks being put in and we skip
• 48:30 - 49:00 out like any gaps that we have for example if you're doing something and there was a power uh disconnect or anything like that which kind of extended our a minute or two so we exclude those things from the recording to keep it specific to what we have discussed those kind of editings takes a little bit of time so that's why they keep a window of 24 hours to get that recording uploaded but as far as far as LMS access I'll connect with the support team and get a timeline on when it should be because you all will receive
• 49:00 - 49:30 an email uh from the support team that this is your access and this is how you can access it any other question so this is what we have for today we won't do anything uh this tomorrow we'll work on some navigations again a pretty light session uh there's not much notes for tomorrow so a little lighter again but before we conclude the session today any questions anyone has Let's test your knowledge
• 49:30 - 50:00 here is a question for you which of the following is not a module within the work dates Institute option a COR HR option b payroll option C analytics option D marketing take a moment to think and when you're ready choose the correct option and remember each choice holds a key to unlocking the answer good luck and type the correct answer in the comment section hello everyone I wanted to provide a brief overview of Zar
• 50:00 - 50:30 Tech's training program for workday cm in this course we will explore the key capabilities of work datm the leading Cloud platform for human Capital Management whether you are a new to workday or experienced user looking to expand your skills our training encompasses all aspects of work datm from from core HR and talent management to recruiting payroll and time tracking
• 50:30 - 51:00 we cover it all over the years zarand has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with work day our alumini have achieved remarkable transformation in their organization centralizing HR data increasing efficiency and enabling fact based Decisions by enrolling zarantech work DayM training
• 51:00 - 51:30 you will gain a practical insights from certified experts hands-on experience configuring the system the ability to handle real world's HCM challenges and confidence don't miss this opportunity to master workday HCM and deliver breakthrough results visit the link below and learn more about our workday C training program take your career to the next level and become a workday super
• 51:30 - 52:00 user today hello good morning good evening so in the last session uh what we did was discussing the six Core Concepts that we'll walk over in detail uh one by one but before we do that we'll start that from next week on the first bullet point that you have in your notes uh I so continuing on the yesterday's session that we did so this is how your workday system looks like and there will be instruction that
• 52:00 - 52:30 will be shared with you how to log in and everything but uh in today's session we'll just walk over a few navigation Concepts which are pretty easy pretty pretty I think pretty light to understand as well okay so uh just a quick show fans of how many of you have already seen the workday system or have used it either as a customer or as an implementer in any capacity you have seen and use the system all right so
• 52:30 - 53:00 this is your homepage of your workday screen you have multiple options on the homepage header which is the top bar here so let's get started from the top left this is your menu option this gives you this is basically called AS Global navigation this gives you a list of all the available worklets reports dashboards that are visible to you based on the security that you have now we
• 53:00 - 53:30 have not talked about security okay so based on the security that you have uh you will see these worklets and there are some work Lads which are specifically for employee there's something called as if you're making notes just write down these two abbreviations one is ESS it's called employe self-service uh yes like worklad
• 53:30 - 54:00 dashboards applications these are interchangeably used and the second one is MSS manager Self Service you can change the order of these you can add up to 20 applications if you want to change the order you can you can sort them also you can add applications you can you want to add both this you can add that you'll get added to the menu as simple as that by click on the
• 54:00 - 54:30 button here you go you have your birthdays added if you want to shuffle the order that you want birthday to be here you can also do that pretty simple pretty straightforward and then you have shortcuts right in this anything that you use on a day-to-day basis you can create a shortcut for that right you can add the you can add up to a maximum of 10 shortcuts let's say I
• 54:30 - 55:00 have a new higher report which I need to use daily so let's say this is that report I just add it into my shortcut menu and here it is again using the edit button you can Shuffle the order of your listing of shortcuts it get saved I'll suggest that you do not not just for this but overall within the setup once you receive the
• 55:00 - 55:30 tenant access please do not remove anything do not delete anything unless until and unless you have created that yourself this is a shared environment a lot of Consultants a lot of candidates like you use this tenant on a day-to-day basis for practice so I'll recommend please do not mess with anybody else's data it's highly highly disrespectful
• 55:30 - 56:00 and it's not a very well appreciated thing within the workday ecosystem even though you're learning right now you're already part of the workday ecosystem okay second excuse me for a minute please that's a good question the reason is that whatever you create you don't create it as your own account you create it through the account of this person and this is not a real employe this is a dummy employee but this has all the security that is needed so every time
• 56:00 - 56:30 you log into the tenant if you're not logged in as this person there's a way that you need to log in as this person and do everything so technically this is that person who is doing everything it's not you who are doing everything in real world you will have your own account obviously but this is a test setup we cannot create multiple accounts we only get one test setup and we can only use the limit number of users that we have okay so if somebody is logged in
• 56:30 - 57:00 maybe there are number of users with the same account right like Logan has multiple user licenses like my question is like if I can log in somebody else can also log in at the same time and that depends using the same account now you said like we'll be given a login to access the tenant right yes that login will be Logan it won't be my name no it won't be anyone's name it will be it won't be Logan's name as well it might be something else but the directions
• 57:00 - 57:30 will be shared with you but we cannot uh like we cannot be sure of that depends on how many users we can create but then there's this asynchronous right if I can go in somebody else can also go in and uh next to the menu button is your home button this is like in the earlier iPhone series we used to have a button in the center which you click anything you're doing it bring you back to your homepage this is that homepage you're doing any particular process if it's in
• 57:30 - 58:00 the middle of it you click this if there's an option to cancel it you will get a popup that to discard it or save the changes else it will just open up else it will just navigate to this homepage okay and on the homepage you can see there are certain lats on the right hand side you can see some important dates this is highly configurable you can add more things as you can see there are some top apps here timely suggestions some
• 58:00 - 58:30 announcements that you can add here on the right hand slide which is like fire drill is in good example then benefit elections enrollment time is a good example or if your company has stocks listed on Stock Exchange and the window is open you can check that as well so very good information that you can do so B this will completely be customized based on your company need what information that you need but a waiting
• 58:30 - 59:00 your action will always be there because this refers to your inbox item here on the top right next to the profile picture earlier the name of this was called as inbox but there was a very recent release update from workday and they have changed the name to my tasks okay so this gives you a list of that and now coming to the header again on the rightmost side you have the profile picture this is like your account button
• 59:00 - 59:30 you click on it you can open up the profile homepage and multiple options here right you click on the profile it brings you to your profile page where again you have multiple options you see information like personal information your compensation information time of information based on if your company is using work the career planning you will see this if they're using benefits you will see this if they
• 59:30 - 60:00 using payroll you will see this if they're using the travel module you will see this the modules that are enabled in the system only those will be visible to employees so basically this is like your account and any other application that you have the next option to the left like I said it has been revamped it has been renamed as my tasks which is nothing but the actions that you have to take within the system I said that announcement is
• 60:00 - 60:30 one area where you can post Global announcements so I was just giv an example that if your company is listed on Stock Exchange and usually employees get stocks on discount so for example if your company stock is $200 at the moment you might get it at $120 as an employee so the there's a window that opens up it's called open enrollment where you can buy stocks from
• 60:30 - 61:00 the company at a discounted price so if that window is open you can post an announcement here that the window is open for this and this day because everyone who logs into the system will be seeing these announcements that that is what I mentioned uh you don't have to subscribe to any uh news feed like news will all only be work related or company related automatically everyone is subscribed to that based on their security and how
• 61:00 - 61:30 that work is for example if you're a manager and your teammate not your teammate your direct report requested for a time off okay and as an ideal process it will come to you for an approval so that approval step will be in your inbox and you will also get an email notification you will get an email on your work address your work email that this employee has requested for time off or so and so date please take the
• 61:30 - 62:00 necessary action you can change the content of the notification but you ought receive that by default and then you loog into the system you open up your inbox and take an action on that particular step yes but it's the same thing they've just added certain features to it so if I remove this this is how it was earlier and there was no Advanced option now you can filter based on certain criterias
• 62:00 - 62:30 earlier it was not there you can filter on the date range parameters so on and so forth ear it was not there plus you can add few more things here but any action item any notification that is meant for you you will get that you will get to see that in your email your work Emil yes all right so this is how your inbox look most the time you will see these reassigned steps which comes when there are no users assigned to particular step
• 62:30 - 63:00 is very common in this test environment in the real world you should limit these kind of steps at the minimum because that means your security is not set up rightly but that's a different topic in the real world you should uh limit these kind of things happening like reassigning step reassigning step happens is like for example uh if you're a manager using that same example if you're a manager and one of your direct reports applied for a time off and you
• 63:00 - 63:30 left the company now that open business process item which is approval for that time off is still pending and the manager is not there so that step will go unassigned you say it says business process unassigned we have to minimize these incidences these number of St that means your security is not set up right okay now the next thing on the header is
• 63:30 - 64:00 your notifications the primary difference between your my task and your notifications is the information notifications are primarily for your information purpose and most of these are designed on the business process so any action item that you are liable to take in a business process process comes in your my task and any notification that we have set up for
• 64:00 - 64:30 that comes on your notifications and these are very simple like dear Logan thank you so much for applying this is a custom one like we configured it based on this action so there's no action that you have to take it is just for information like we schedule reports right you're a recruiting administrator you need a report uh every Monday for any future hires we create it for you and you will see something like this that document available and we can
• 64:30 - 65:00 customize that right there are custom notifications there are system notifications that we'll touch upon once we'll start with the business process topic because we'll create notifications the manager is leaving at the end of October and if you're trying to send tasks see the day of termination till that date that current manager owns that task their account is active right till then the new manager
• 65:00 - 65:30 does not begin so until unless the new manager does not begin you can manually reassign those task but the automation cannot be possible because until and unless the position that the manager was sitting in becomes empty and someone comes in it does not work very well so you can manually sign those Tas that's pretty much common and that's what we all do also that in cases of this we reassign
• 65:30 - 66:00 those starts but time off is one such thing where we have Auto approval as well like we can put a process and where it auto approves if a manager does not approve it in two weeks or something we can set that set those things but automatically picking task from one's inbox to another no that is not a functionality that there are ways to cater that when it comes to transactions if it's like a bul
• 66:00 - 66:30 data change is something called as M operation management management the short form of it is called Mom and it holds a report from the system for any pending items and reassign it like we can do certain actions you want to reassign it you want to delegate you want to cancel it correct it so on and so forth and m o mom Mass operations management but it's not something that we use regularly it's
• 66:30 - 67:00 not a very matur feature in the system we still there are certain limitations to it as well but yeah ways uh still what we can do we try to customize it but at some point of time we get through system limitations and we have to live with it so no no system is perfect that's what I would say every system has something that you anyway coming back to our homepage the next button that you
• 67:00 - 67:30 see next to this is called workday assistant this is like a chat bot you type in watch my time off it will give you those answers and this works completely on artificial intelligence and machine learning it enhance its memory based on what kind of questions you ask right now it might not work because it needs to be set up correctly and which is a big setup in itself if your company is not using this area of workday then you might not see it in
• 67:30 - 68:00 your environment but this is a test setup and someone might have enabled it that's why they seeing it and it might not be visible every single day then last but not the least the search bar which is the most powerful thing within the system anything you have to do any action you have to do anything you have to create it starts from here you want to create anything just type in the keyword create and type in what you want to create you want to create a compensation grade type that next to the create you want to create a job profile
• 68:00 - 68:30 type that next to this 90% or in fact more than 90% of the items that we create in the system you can just type in create as a prefix and type in what you want to create there will be some of the other type of tasks that are available in the system but this search bar is not just you can search anything the system you can search for people in the system you can search for reports so anywhere you
• 68:30 - 69:00 have to go in the system you start with the search bar and over the period of time once we start practicing more into the system your experience in using the search bar will become much better so we'll obviously use that uh every single day to do every single thing right another piece of navigation is something called as related actions button right which you see this as three dot wherever
• 69:00 - 69:30 you see this as three dots like example I open this person's profile manager three dots location three dots what else I can have three dots on performance transactions three dots so anywhere you have these three dots we sometime call it the Lego or the brick
• 69:30 - 70:00 or the twinky but the technical name of this three dots is called related actions and it's also this button is also the same right now by the name itself if you try to break down it related action it means that if you're getting this button that means it's some type of object in the system we don't have to confuse ourself what kind of object we're talking about just understand anything which you see highlighted in blue and you have a related action this means
• 70:00 - 70:30 it's an object and if you have a related action that means you can perform some action on that object like this is complete manager plan you have record for it these are the actions that you can take I think the better option would be to go like on a worker history or even job details you know this employee is member of this organization if I click
• 70:30 - 71:00 here these are the actions I can take a big list of actions I can take and all these are coming because my security is of Logan mck that's why she has a super super user access so you can see all those things so based on what object this is a position so so if it's not a hyperlink that means uh your security is not the most Superior one it is what could be and not just
• 71:00 - 71:30 that you can also click these and this will open up What that particular like I just clicked on San Francisco it's a location it has some details to it so on and so forth okay so in real world you will have the related actions button in majority of the things that you see because you will be a the administrator going forward but your access might still be restricted based on certain
• 71:30 - 72:00 administrators on so we'll look into that as in when we reach to that stage so this is the complete setup of your homepage your basic navigation and once we start with topics we'll obviously run through different tasks like if you have to create an organization we open that we'll understand what are the different items we have to create and we'll learn more so navigation is like a everyday
• 72:00 - 72:30 learning thing right you navigate to new pages you navigate to new worklinks new dashboards every single as part of the topic that we start with can be like the header is the same for all but the one that you see like what your actions are your important dates all that can differ based on company to company because these all are configurable you can customize them based on your requirement that like I said that every single topic that we
• 72:30 - 73:00 start with we run some task we go through different pages of the workday and that is a new navigation for each of us but navigation is one thing see once you get access to the tenant you click on these things once you will remember them it is not a hard not to crack U that makes yeah but there are some topics like security business process compensation where in the initial phase it gets slightly confusing am I going in the right
• 73:00 - 73:30 navigation is this where I click and that is part of the process there will be instances where you will see where you'll get lost that okay now where what next where do I click okay so I'll also give you some directions on that as well so in one of the sessions next week that will be an extra session an extra session mean that is not listed or we don't have any presentations of that topic that is very very important for any workday consultant to know about workday
• 73:30 - 74:00 updates when and how does workday gets updated it's a software at the end of the day there are workday updates like we have like any other software you need updates in it your cell phones Android iPhones iOS Mac OS all gets updates every now and then so what are those updates how do we work around it as a team also what are the different
• 74:00 - 74:30 environments that workday provideers and what are the purpose of each and every environment that is also very important to understand so in one of the session I cannot say on which date or on which day of the next week but next week will definitely go through that particular topic and that's very very important and once we have tenant access we'll start with the supervisory organization basically the organization topic and uh
• 74:30 - 75:00 we'll build on so that first few sessions are literally very very important if you set up the base right your following sessions will be easier to understand you'll be able to relate back to what you do everything you do you have to relate it back to your previous session and how that gets connected okay so I'll pause here uh this is what was scheduled for today let
• 75:00 - 75:30 me know if you have any questions and we can go through that no like it won't be extract we'll be done using the regular days we have I just mentioned like it's an extra topic that we'll cover so if let's say mahad you applied for a time off and your manager gets that in their inbox and then left the organization tomorrow okay so that item will go unassigned that means because it cannot
• 75:30 - 76:00 find a manager as for the process if an employee initiates it should go to the manager that manager is a role now there's no one assigned to that role right so that step gets unassigned so we were just talking about that we have to avoid these kind of instances in the real world in this in this chel you will see a lot of those cases so you don't have to worry about it or spend time on it I was just giving you like an understanding that if you see
• 76:00 - 76:30 something like this this is what it means okay any other question before we log off not at this moment because I think the Tent Access is not ready yet so once we have that we definitely do you will get tons of assignment I'll let you guys enjoy this weekend see business analyst is a lot of things we are we have a business analyst in the group also and he can definitely share his experience business analyst is
• 76:30 - 77:00 basically you're a leason you're a bridge between the business and the technical team and you have to wear multiple hats so there's a there's a site called as 99 guru.com like 99 Guru guru.com which has these concept explained in the most simplistic manner so you can check that site you can learn a lot of the information about what a business analyst is what a business analyst should do if you have to go into the
• 77:00 - 77:30 work the ecosystem if you have business analyst experience it becomes a little easier because you know how to deal with business and the technical team but it's it's a big discussion in itself and cannot be catered in this one session but yeah go through that particular site see what the business analyst is also read about testing what is testing and how do we do it and if you have any question we can discuss those Mom Mom it's called Mass operation management
• 77:30 - 78:00 you can just have it as a note there's not much like because we won't do it anyway but something it's a workday keyword you can just have a note of it these are basically tasks which allow us to um manage these unassigned tasks of certain types in different capacity that is where we use Mass operations management I don't want to break your
• 78:00 - 78:30 spirit on this mahad but uh I have an instance I have an example obviously I cannot share the details of that person he was a USBS driver and he joined the training because he could never finish college he did not have a degree and he was he just joined in looking at some adword and and somehow he got interested in it he enrolled for it and he had a job before
• 78:30 - 79:00 we finished the course he was doing this USPS job for almost I think almost one and a half years close to two years and he obviously it's not a first choice for anyone but he made a difference and that was a turning point for me as well if a person like this can get a job anyone can do it any any literally anyone can learn it
• 79:00 - 79:30 if you have the right direction if you have the right consistency if you have the right mental attitude towards it there's no and that person was I think 42 very very nice guy he was 42 years old I think that answers all your questions see I don't know what mindset
• 79:30 - 80:00 you're thinking with this ma but I'm trying to explain it to you that you have to give a 100% no no amount of degree complement that obviously degrees are there I also have a master's I also have a bachelor's I have certain qualifications as well from how as well but that does not specify that I go sit in the interview and my degrees do the job for you right your degrees position you for success to excel in what you want to do
• 80:00 - 80:30 but you have to make the effort to get that done right I'm not comparing a uspas driver with someone as an MBA graduate or have an MBA degree or higher than that no please don't get me wrong I'm not comparing anything I'm just trying to give you uh a sense of you know conf idence that anyone can do this and and that includes everyone in this batch also so leverage what you
• 80:30 - 81:00 have obviously you have an upper hand you have an MBA degree you're very well qualified so use that to your advantage now how do you want to use it that is up to you how do you want to present that on different portals like LinkedIn to recruiters that's completely up to you right the better job you do in presenting yourself the better opportunities you will grab hello everyone I wanted to provide a brief
• 81:00 - 81:30 overview of Zar Tech's training program for work datm in this course we will explore the key capabilities of work dat here the leading Cloud platform for human Capital Management whether you are a new to workday or experienced user looking to expand your skills our training encompasses all aspects of workm from core HR and talent management to recruiting payroll and time
• 81:30 - 82:00 tracking we cover it all over the years zarand has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with work day our alumini have achieved remarkable transformation in their organization centralizing HR data increasing efficiency and enabling facts based Decisions by enrolling zentex
• 82:00 - 82:30 workday HCM training you will gain a practical insights from certified experts hands-on experience configuring the system the ability to handle real world's HCM challenges and confidence don't miss this opportunity to master workday ATM and deliver breakthrough results visit the link below and learn more about our work dayn training program take your career to the next level and become a workday super
• 82:30 - 83:00 user today so uh today's agenda that we have for is understanding the release cycle tenants there are different types of tenants that workday has there is a release cycle that follows through like a software update cycle when is the software updated and then how does the implementation happen and once the implementation is completed what is the different post
• 83:00 - 83:30 production okay so we're going to talk about these things and in in every particular uh topic uh in addition to this we'll also talk about the different roles that basically are there in the system not in the system different types of profiles that you can pick up and you know start applying like as a business analyst what will be so we'll understand the roles
• 83:30 - 84:00 and responsibilities of different job profiles within the workday ecosystem like someone is a solution architect someone as a senior consultant someone as an analyst someone as a business analyst someone as systems analyst so we'll talk about a little bit brief on that as well but uh I think it would be UNF for others who will miss the session because it's very important and I don't know like I've said it multiple times
• 84:00 - 84:30 that the classes are from Tuesday to Friday and if I've said that and if I also mentioned it if there will be a cancellation you will be spec explicitly specified about it there was no cancellation so I don't know if you guys were able to figure out that you can go to the LMS and check it there I think the others should have also done it but but I still don't uh feel you know we should start with these topics that these are very very
• 84:30 - 85:00 important so I'll leave it to you guys if you want me to start with it I can go with it but in tomorrow's session we'll have to do it again so this is our today's agenda starting with the release cycle T so we'll have to break it down in two sessions now so we'll start with the release cycle post and you don't have to like uh draw any visuals here I'll draw the visuals you can take a screenshot of it
• 85:00 - 85:30 okay
• 85:30 - 86:00 so workday is a software and every software need updates right like your cell phones use particular operating system which also needs an update whether it's an iOS whether it's an Android whether it's Google and we don't know what the timeline for those updates are but we should know what timeline is when a software update happens within workday
• 86:00 - 86:30 right okay so as I was saying like every software has it updates workday also have its updates and there are two primary updates one that come in March and one that come in September you can see there's a gap of 6 months between both the releases and just this month there was another release now why are we discussing this particular topic and how important this is this is important because you as workday
• 86:30 - 87:00 consultant are responsible to execute these testing you will be the beta testers uh in your team in your core workday team who will be responsible for making sure that whatever is being released in this particular cycle whatever is used to you you will use it whatever is not relevant to you you won't test it now let's understand what is covered in any annual release these are
• 87:00 - 87:30 basically called as your by anual releases exactly use this on your LinkedIn as well in your resumes as well that you orchestrated or you organized the biannual release sessions right so you get to see new features okay you get to see enhancements on the existing feature you get to see Buck fixes report fixes security
• 87:30 - 88:00 fix I'm not sure how many of you ever looked into an Apple update like I'm an I'm an iPhone user and uh I very stringently look into uh you know what updates are coming and a lot of time uh there are these updates which are related to security fixes there are small bugs that they have found something of those nature so those are also part of your release and in
• 88:00 - 88:30 this release what happens is workday gives you a specific tenant we'll talk about a tenant in the after this topic so tenant is nothing but a workday environment given by a workday for which you have paid and you use it for your own requirements for your own purpose but for this annual release there is a specific tenant that we use and the name of that tenant is sbox preview we'll
• 88:30 - 89:00 come to you'll understand more about what this is when we'll talk about different tenants but you get access to a different tenant sandwalk preview five weeks before the release date let's say the release date in sometime mid-march so so five weeks from that five weeks before that somewhere in August early August or even last week of July you will get this tenant will open
• 89:00 - 89:30 up where you will log in and you will test all these things right so new features would be like workday has developed something new so they are launching it you can decide that whether you want it or not right an I'll come to you in a minute enhancement would be like uh you working on a business and there is an existing business process which got modified with
• 89:30 - 90:00 an extended step that could be an enhancement bug fixes where does the bugs come from Bugs means your defects where does those come from those come from different customers like you are testing something and you realize it's not working as expected even if the configuration is cor correct so there is a possibility that workday might not workday developers might not have set it up correctly so you report that to work day
• 90:00 - 90:30 that will be counted as a defect for a bug and workday's development team will go ahead fix it and depending upon which release they want to push it to production they'll bring it here and let's say in the September release you have that bug fix so it's your responsibility to make sure that you test your configuration accordingly that you have done a good job in and Report fixes uh security fixes there are certain audit reports not certain there
• 90:30 - 91:00 are quite a few audit reports that we use to understand that do we need to change anything in our reports are security so it's a lengthy process it takes about a month and a half to get that done and uh the next thing I'll discuss is what how will you take part in it yes un go ahead anything you don't have to download anything everything is on the cloud the only thing you need is a link and the right credentials to log
• 91:00 - 91:30 in that's all yes link to their specific ten because all of these are on different instances on the cloud it's not like workday like workday owns all the tenant but once you are a customer of workday are the new owner of that so these sandbox review is with the company throughout the year but workday continue to work on this because they are releasing new items in it in your sandbox preview
• 91:30 - 92:00 tenants that's why the access is locked down and if you make a configuration change then only the your workday team members who have access to this tenant will be able to see what you have done nobody else outside that will have visibility to you don't need any workday consultant like you said that your company already registered with work day you are a customer and someone from your team will be uh given certain extra
• 92:00 - 92:30 credentials to connect with the workday team now and then whenever there is a need for it and they will be your customer relationship manager kind of thing every customer get a customer relationship manager who help you with all these questions now how does this work what's the process and how do we operate in it now the most common way of doing this is when the release there's a there's a big file that comes out on workday Community whenever the release is happening and that file is called the
• 92:30 - 93:00 what's new file you can make a note of it it's called The what's new file and uh when that file comes up we download it like someone from the team who always takes lead on this testing they download that file and they share it like on a share drive like a Google Drive something you know that and it's a big Excel f it will have with every release there's more than 100 or 150 rows that gets added right now I think it's somewhere around 700 to 800 rows in that
• 93:00 - 93:30 fight and workday is coming up with more features and announcement with ever upcoming releases now what you do is if you are a core etcm person you'll filter on the core HCM features enhancements or fixes if you're an absence person you'll f filter on those if you are a Time tracking person payroll person likewise you will filter on your relative area and there is a column in the
• 93:30 - 94:00 report which has three status one is test now one is test later and the third one is test never what happens is the lead downloads the file you all set up a call sit in a room and you all do this activity together or in the virtual environment everybody was asked to do that in their
• 94:00 - 94:30 own time but I think the best way is that you all get in a room do a working session for about an hour or two hours and filter out all the cases that needs to be tested now tested later or tested never tested never would be the cases where you don't use that functional area let's say you don't use workday payroll so there's no point for you to test any new features or enhancements of bug fixes on the workday payroll side right
• 94:30 - 95:00 that particular file that work delivers has all the new features irrespective of if your company uses it or not okay so you'll filter out so test never gone you don't need that the next thing is test later test later would be let's say workday release Discovery boards back in 2022 which is a very good feature but not many companies have adopted for it for many reasons though it's a very good
• 95:00 - 95:30 feature uh good functional area that workday has added but not all companies have the right resources or the time to work on something new because they're already Neck Deep In some cases something some enhancements so you mark it as test later giving a comment that this might be useful to us but we'll test it later test it later means one once workday has done the release completely like you can
• 95:30 - 96:00 do it post March you can do it post September right and you will still do it in sandbox preview because you still have like your company owns it now you have access to it you can use that tenant for that P that purpose right and then comes the test now test Nows are those critical scenarios which you definitely make make sure you test it out and why do you need to test it out now because every company who a workday customer gets access to sandbox
• 96:00 - 96:30 preview and why there is a separate tenant for this for this release cycle is because this sandbox preview is nothing but a replica of your production environment your production environment is where all your live data is all your company data live in that tenant which all your employees go in log their time off or look at their payroll update their personal information new people get hired like all happening real time
• 96:30 - 97:00 so this sandbox preview is a replica of it plus the new features so you have to make sure that with this release whatever you are testing whatever is critical to your uh environment you test it out with the the real time data that you have but in a test inir so for every company a Sandbox preview will look different because it
• 97:00 - 97:30 will be their company's data with those new enhancement in place so you have to test it with realtime data you don't have to create any test data or any dummy data you will have your real company data in there in your test envirment which you will use to test all the scenarios features bug fixes so you will mark them as test now and I think everyone get about 2 weeks window to finish their testing and it
• 97:30 - 98:00 happens quite often that workday has given you a particular you know item in the sheet which is not working is expect so what you do is you go to community you look into it you research on it and you will find some comments if someone else is testing and they have experienced the same thing they'll check cck on it and work day will get back to you that you know this is something that might not have been fixed properly they'll come back in the next release with
• 98:00 - 98:30 it so you will have to mark all of them yes an go ahead yes yes I'm coming to that so when you do when you finish your testing which I was just mentioning that there might be scenarios where things have not been fixed properly and there might be scenario where you don't need it at that particular time right there's another column in that sheet which tells you
• 98:30 - 99:00 that this feature is automatically available and this feature requires a setup so they're automatically available irrespective of that you will get those because those are required and they usually don't uh you know bring any Tech debt for you guys because for any company because they are Backward Compatible pretty much right if it's something that they are changing in the process then that will be released as a
• 99:00 - 99:30 new feature right and let's say for that new feature it's marked as setup required so you'll do the setup you will see that uh this is not applicable to me or maybe I can do it later not right now I don't have the time so in that sheet only you mark your comment that I need it l and your company lead who is in direct contact with workday they submit that sheet on a portal and that is our workday gets to
• 99:30 - 100:00 know that this company needs these many features and not these ones so those will not be released in your environment in your real time environment that was the last file that I worked with very recently this month itself yeah everything that's that's why it's becoming more because workday has expanded its products a lot that's why it's becoming Moree sandbox preview is the test environment that you will get access to to do your release testing
• 100:00 - 100:30 this is that test environment that you will log into to test all these things is uploaded with all the new releases and all and this is nothing but a replica fraud fraud means production a real time instance for any company that depends on uh like how your company is structured or your workday team is structured I it should be anyone who's working on workday should be part of
• 100:30 - 101:00 your workday revs ideally like the purpose of sandbox preview is only during the release testing but there can be exceptions where if you let's say you have five other tenants also in your company and all of them has some or the other project running and you need to do a small testing of something you can use it not a problem but don't make it a habit of it because workday continues to
• 101:00 - 101:30 update it with new announcements and new features and you would not know when your the work that you have put in in that tenant might get refreshed so that's why we don't use it for any of our projects or anything we only use it for testing purposes anything new that workday releases by annually you do it in sandbox preview first correct anything you want to build on top of that once the release happens
• 101:30 - 102:00 it will be in your other tenants and then you can test it out you can build more on top of that okay have something that you you know additional setup you want uh yes but we have not discussed the sandbox tenant yet so I'll I'll put a PIN to that because the next thing what we going to discuss is sandbox and other tenants let's you know um before we get into different types of tenant just want to check with you are you clear what you will be doing in a release cycle because this is a very
• 102:00 - 102:30 commonly asked Topic in interviews not in length but they'll ask you have you been part of the buy anties because a lot of the customers do not do it very do not do a very good job in it and probably they miss a lot on it so you have to build a story around it tell them that you took a Le on it and you make sure that team did the job that they're supposed to do and it was all in an organized manner in a systematic Manner
• 102:30 - 103:00 and we always follow a particular pattern in the company or a process the first of all you should remember that it comes in March and September they might try to trick you what about the other months in other months also there are small updates and features that come but those are something you know it's like you have IOS 16 you have ISS 16 1.01 1.02 you won't really care about it that's the same thing with workday those
• 103:00 - 103:30 fixes are primarily you know some changes in the cloud setup and anything that does not impact your company information at all once in a blue moon some change comes out of the blue which might disrupt some of you're working like not too long ago a few months ago workday Chang made a security change as part there are also weekly changes that comes in right work they made a change that employee ID will be more secured like
• 103:30 - 104:00 you cannot just go in and search by an employee ID they created a separate domain for it and how it disrupted our uh environment not just our everyone's is that people were no longer able to search with employee ID like payroll team in any compan is the most heavy user of employee IDs they do not care about teams they need employee IDs and they were not able to search by so we found out that this was done in a weekly change and we quickly made the change
• 104:00 - 104:30 tested it out and we released it so that was like a two-day thing but for two days your system not working as expected is a big thing for any company that was not in sandbox review that comes in your regular tenants reg tenants okay so yes there are certain uh features which if you mark it as test later you can review those and see if this is something that you need in the near future and then you can test it up that came in a weekly refill
• 104:30 - 105:00 that was not part of the B anual release release like there are updates that comes in weekly also but we never care to check them or what's happening but only once in a blue moon if it disrupts any of the configuration that is when we get to know okay something came in the weekly release also so we work accordingly there was a security domain that uh was added and that was securing your employe ID so what we did is okay we searched
• 105:00 - 105:30 for it on community what happened and we realized not just us everyone in the community uh as a customer got disrupted and anyone who has resolved it they post the answer there we found out from those answers that this is the domain that they used from that domain we added the security groups for which we need to give access to we tested it out in one of our environments and yeah then we put
• 105:30 - 106:00 it into production so this by annual release is why it is important and like I said you can put it on your LinkedIn as well uh you know just write uh in your headlines workday release or by anual release anything any word will work because companies still and there is an organization its name is Kos who provide automation to these testing it's like there will be no manual efforts or like not a manual effort from the
• 106:00 - 106:30 complete team but a Selected Few who can help with the Automation and they have automated this release site but they are very very expensive for an organization which is about like a global organization they charge half a million dollars just for that Kos k a i n o s not all of them the buck fixes definitely enhancements a few of them but the new features are something which you know every software updates
• 106:30 - 107:00 something so those are those new releases okay now we'll do one more thing and then we'll conclude the session so if you want to take a screenshot of this you can take it so production tenant is where all your live data is when an implementation is happening that means when when your company is transitioning from Legacy system to workday system Legacy me system means any older system to workday system and once everything is live there
• 107:00 - 107:30 is this tenant called as a production tenant where all your company data is that's why I written it live and during the implementation time we also call it the gold tenant and once this is set like once your company has implemented workday you get access to other other tenants also along with that because this is like you need tenants to work on things right you need to maintain the system so the very first sen that you
• 107:30 - 108:00 get access to is your sandbox which you don't have to pay anything this is an exact replica replica of production and this has a refresh cycle which is Friday 6 p.m. PSD Pacific Time what do I mean by refresh is let's say today is Monday for some of you it's Monday you do all your testing for smaller items smaller
• 108:00 - 108:30 projects in sandbox like creating new reports testing it out working on small features and all right every Friday that will be gone and replaced by whatever we have whatever happened in production like any new hires got added in the system there were some reports that were added some were deleted so refresh every Friday the system is down for 12 hours
• 108:30 - 109:00 because the refresh is happening and workday does it right and the next Monday like the following Monday your sandbox is again an exact replica of products that's why we say anything you want to break break it in sandbox anything you want to test test it in sandbox this is your playground you can you can literally do anything you can delete the CEO here nobody will give because the next Monday you will find that CEO again this is your real playground okay
• 109:00 - 109:30 but you can get an exemption for only two weeks let's say you're working on a project in this for some reason you are not able to finish it by the end of this week let's say I started a project yesterday in sandbox which is uh adding a new time of plan I added it yesterday now the team is testing for some reason the team is not able to finish the testing by this Friday okay and you
• 109:30 - 110:00 cannot duplicate your effort by you know waiting for it to refresh and then do that again next week so what you do is you request send a request to workday that please do not refresh my tenant this week and they'll exempt you that means for two weeks your tenant will not be refreshed but the next week's Friday there's nothing we can do it has to be refreshed that's workday policy you can only get an extenstion
• 110:00 - 110:30 for two weeks now this is your s right this is for your smaller initiatives smaller things that you are working like day-to-day troubleshooting something is not working as expected you look into that now there are other tenants for your bigger items like you want to implement something new in payroll or you have a new absence policy that you want to implement you have a new benefits rule that you have to implement which you know will definitely take you
• 110:30 - 111:00 more than one week some take months some take years so in that case there are different tenants and those are your implementation tenants we call them impl tenants IM and this is you have to buy from B like in companies some people have some companies have two some companies have five some companies have 7even I've worked with all of these
• 111:00 - 111:30 companies right depending upon how many projects there are what is the road map for your workday in your company if you are let's say workday like I said Discovery board is one of the recent not really from last year it's one of the very good releases that workday has so at the time of release cycle when you are doing this you marked it as test later okay now you want to make sure
• 111:30 - 112:00 that you know now is the time you have the resource you have the bandwidth who can work on it so you will pick up an implementation tenant start looking through Community how to set it up how it works and work on it and let's say take about 3 months right so today is September 26th 3 months from now which will be September December 26th right and let's say you put a go life date that you know everything is done January 1st the New Year's Day we
• 112:00 - 112:30 launch it in production so on January 1st in fact one day before you will move all your configuration from this implementation tenant to production tenant and once that is done you will request workday to refresh this and once that refresh happens refresh always happens from production it's only one way refresh does not happen from implementation to production or from sandbox to production it only happens one
• 112:30 - 113:00 way okay so now your implementation as of maybe January 2nd or that particular first week whenever you put a request for refresh your implementation ten is now again a replica of your production which means it's now brand new with the most upto-date information information and you're all set to pick up new projects in it and the third type of tenant that you already looked into which we already discussed is your
• 113:00 - 113:30 sandbox preview which is only used primarily used for your release Cy release this we don't have to worry about any refresh cycle on this because it's all controlled by work okay and this also has your company date like your real time date now there's another type of tenant there are actually two more types of tenant but one which you should know and that is called your GMS the full form of
• 113:30 - 114:00 this is global modern Services everything is this tenant is fictitious Global modern Services is a workday developed organization it's not a real company workday has created a dummy company called AS Global modern services which is fictitious every employee in this is not real and once you are a workday customer they give you access to this tenant
• 114:00 - 114:30 where you can go in and see how workday is set up this is for your learning purpose for example in your previous comp in your company previously you were using ADP you're very Hands-On with ADP now your company has implemented work dat how will you learn how will you know how they do the work so you will get access to GMS where you can go in and see okay this is how the setup is and this is how you can leverage it and GMS has most up to-date features
• 114:30 - 115:00 enhancements and everything and you can log in any time of the day it it works as and when you become more confident more Hands-On in the configuration you your usage of GMS will start to decrease because because you will now know how to do hands you have all the resources you need you don't need any you know reference to any tenants but sometimes I still go here
• 115:00 - 115:30 for time off queries because this tenant has the most recent configuration as for the basic policies so it is helpful if you're are confused that you know how to set it up like if you want to learn Discovery boards you can go in GMS also and see how they have done the setup so not very commonly used on a day-to-day basis implementation and sandbox are the two tenants which we use on a day-to-day basis for our work GMS once in a while when we need to do some research or we
• 115:30 - 116:00 are working on something new so these are the different types of tenant uh that we have any questions now please raise your hand for any questions that anyone has and we'll go over the questions yes un go ahead like I said you don't have to worry about the refresh cycle of the soundbox preview we'll have to request as and when you want it you can you can ask for it to be refreshed so new features are something that workday is coming up with in the recent release
• 116:00 - 116:30 enhancements is for any existing process or any existing functionality that there is they've added an extension to it Buck fixes is what customers usually find and logs as defects and they pick those up and then put it into you know settings and report and security fixes usually are something which are automatically available like we just have to run reports and see if you know
• 116:30 - 117:00 there is something which might be of concern to your company and a lot of it depends on company to company how they have done the setup and the testing depends on that there is no timeline on it like I've written it refresh company needs on what project you are doing there is no no no date no timeline on when do you want it to be refreshed Project's done and everyone in the team decides yeah we need you know a fresh new tenant you refresh
• 117:00 - 117:30 them you also get review along with that it's just that we don't use it as often we only use it during the release cycles and you also get access to GMS so you get all of this it's not like it's in your hand that you know we don't need GMS no you will get it it's up to you if you want to use it or and there are depending upon what industry you in if you're in an education institution then you will not get access to GMS you will get access to
• 117:30 - 118:00 something called as AMU which I don't know the full form of and also if you are into a government organization like any say state or central government you get ACC you again don't get access to GMS you get access to something else I think it's called GM mu government something but for implementation sandbox and sandbox review That Remains the Same let's test your knowledge and here
• 118:00 - 118:30 is a question for you what transaction would you like to add a new employee to the workday system option A hire an employee option b change job option C terminate an employee and option D at Department beneficiary take a moment to think and when you're ready choose the correct option and remember each choice holds a key to unlocking the answer good luck
• 118:30 - 119:00 and type the correct answer in the comment section hello everyone I wanted to provide a brief overview of Zar Tech's training program for work DayM in this course we will explore the key capabilities of work dates here the leading Cloud platform for human Capital Management whether you are a new to workday or experienced user looking to expand your skills our training incompasses all aspects of work datm
• 119:00 - 119:30 from core HR and talent management to recruiting payroll and time tracking we cover it all over the years zarand has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with work dat our alumini have achieved remarkable transformation in their organization centralizing HR data increasing
• 119:30 - 120:00 efficiency and enabling fact based Decisions by enrolling zarantech workday HCM training you will gain a practical insights from certified experts hands-on experience configuring the system the ability to handle real world's HCM challenges and confidence don't miss this opportunity to master workday ATM and deliver breakthrough results visit the link below and learn more about our work dayn
• 120:00 - 120:30 training program take your career to the next level and become a workday super user today at different types of tenants and understanding the release cycle in today's session we'll continue with the leftover topics is how the implementation happens and what are the post production basically what we call as AMS support right so from that I'm opening
• 120:30 - 121:00 up few things here so uh yesterday so there are two phases in which I won't say two phases there are two categories in which the role of a workday consultant differ and that might be something which you have to think on which side of the system do you want to go right so I'm going to add in few more boxes here with some
• 121:00 - 121:30 information
• 121:30 - 122:00 so implementation cycle and post-
• 122:00 - 122:30 production AMS support implementation cycle is where your organization is moving from
• 122:30 - 123:00 your legacy system to the workday system right and a company basically a customer who's trying to implement it needs the help of an implementation partner who implements the system for them a few example of implementation partner company are like deoy Accenture KPMG and you can get a big list of that on the workday site as well okay now let's say your company's implementing workday you hired a company
• 123:00 - 123:30 let's say PWC to get the job done now PWC will have certified workday consultants and product or project managers that will help Drive the complete transition right these kind of roles are definitely the Consultants are highly technical because they have to implement different areas of the system depending upon what your company is looking for do they want only work the HCM with
• 123:30 - 124:00 benefits and payroll or do they want work the HCM with Benefits payroll time tracking absence management recruiting So based on their experience based on what the company needs different Consultants will deployed on the same project and your role if you go into an implementation
• 124:00 - 124:30 is so the reason I'm sharing this with you so that you can make a better decision where does your interest basically lies in and in this case if you're a project manager your major responsibility is managing the team making sure that whatever the client is asking is being delivered without any scope creeps without any you know conflicts and all conflicts will be there but you have to resolve them and product manager is more on a
• 124:30 - 125:00 technical side of it who will be consulted when a workday consultant has a problem so they'll consult a product manager because they are very technical on that side of it so if you are at an implementation partner form they will send you for a certification you'll get certified you'll be started working on uh with
• 125:00 - 125:30 different customers so your role will be very technical mostly Technical and you'll be dealing with the business and at that particular time a workday consultant actually is in contact with the business analyst most of the time because when an implementation is happening you need someone from the business who understand workday functionality a little
• 125:30 - 126:00 bit and also is a good bridge between the business and the implementation partner team so I started from this role I converted myself to this role okay so your role here will be be more or less with business most of the time but it will involve a lot of testing which is a good way to learn the system also you take the requirements on the
• 126:00 - 126:30 business you form the brds you form them into technical specification documents which is basically your your BRD gets translated into technical requirement documents right you can convert them into RTM which is your uh RI Matrix 6 or uh requirement transformation document there many different types of documents that depends on how your company uses
• 126:30 - 127:00 which one does they use and you don't have to worry about how BRD is written and all that every company has their own format but you should have a basic understanding of how it works irrespective of which some it it like different names are used like some companies take the BRD convert it into functional specification document some converted into technical specification document it's it's company to company but BRD is something which majority of the company
• 127:00 - 127:30 uses yeah it's mostly done in agile form BRD is still there it's just that with agile they might be using uh J for you know Sprint tracking that in this print this is what the map is and more or less when the implementation is happening there is a product manager project manager from the Implement side
• 127:30 - 128:00 and there will be a project manager like a product lead or a project manager at the customer side as well who will be dealing with all that agile process making sure it's being follow agile is a methodology it's not a software there might be a software by that name but agile is a methodology like waterfall these are software methodologies uh which or project management methodologies which you can learn it's agile waterfall
• 128:00 - 128:30 spiral there are many others but agile is the within agile also you have these scrum Cycles basically there are these four um I don't know what we call them it's been a while I have to refresh those so you have these four different things in aile which you have to follow are the scrum Cycles you can get certified in scrum you can become a certified agile scrum Master as well
• 128:30 - 129:00 it's called a CSM certification so all those things but that would help you be a more functional side of it and you can put yourself in an industry but when we talk about workday you can literally transition from one role to another okay so now once the implementation is completed okay within implementation
• 129:00 - 129:30 also there's a lot of other things that happens uh which is a lot in detail for which you have to be at an implementation partner company you have to have that technical skills or build those skills uh in the shortest period possible because you will be deployed on projects as soon as you get certified now once that happens the system gets implemented there's a lot of rounds of testing that happens there are three rounds of
• 129:30 - 130:00 testing I'll put them down here starting from unit testing which is basically the developer making sure that what they have configured is working as expected the second one is end to endend testing this is basically a team based
• 130:00 - 130:30 testing or function when I say team based it means different areas of the system like you have implemented benefits and payroll so you need in the testing once the developer has done their testing once developer has finished their side of
• 130:30 - 131:00 testing you need to have your company product leads like you will have a benefits lead you will have a compensation lead you will have a payroll lead sit together in a room and test the functionality to make sure that everything is working working as per their requirements now once that is done the last phase and the most important phase in the workday cycle is your
• 131:00 - 131:30 uat this is your user acceptance testing in this you will have real time users what I mean by realtime users is actual employees in the company like all of this is being done by employees in the company but this will be like employees not someone in HR who can who log into the system so
• 131:30 - 132:00 let's say your company implemented workday benefits and payroll so in the uat phase they will test how how they can look at the benefits how easily they can uh you know do their benefit elections how easily they can add dependence how easily they can add a benefit event or when the benefit enrollment window opens how much how many employees can actually navigate to the system and do all those things at the same
• 132:00 - 132:30 time and from the payroll side it will be they're able to see their pay slips they can download them they can navigate to their banking information they can change it they can split it between two Banks so that would be the uat and in every phase once you they have to follow a test script there's a test strategy that is
• 132:30 - 133:00 defined again either by a consultant or a business analyst depending upon which stage you are in and that has to be approved by the manager or product manager or the project manager if your company follows that but because see when it comes to you u8 people does not understand what a payroll input it all they want to see is when they log into the system they can navigate to their payroll information so you need to give them those scripts that
• 133:00 - 133:30 and that has to be very detailed like step by step it has to be very granular log into the system navigate to X place open y look at observe the Z thing take action on ABC so on and so forth and you have to ask the user when they do the testing they also have to update that script so testing is very very important
• 133:30 - 134:00 in one of my last batches I had a candidate uh who specifically joined the training just to understand workday testing though uh he had a background of uh testing itself so there are a lot of testing roles as well he was certified in uh some of the other testing uh methodologies so he was able to quickly find it I think in the third week itself he was able to find a position he
• 134:00 - 134:30 started interviewing sorry in the third week he received interviews by I think La end of the or the initial fifth week uh he already had a job but he still finished the training so just to let you know if anyone is interested in testing there are roles for that also now implementation is done you did all these testing okay you have certain modules of the work day implement it for you so once all the rounds of testing is
• 134:30 - 135:00 done there's a decision on when we have to put this in production tenant that is when your system goes live there's a proper communication message that has to be drafted approved by the team because that will be sent out to the whole organization ation now this is what we have done this is how you can do it and we are live with workday now you no longer have to access your older system for your payroll workday is the new
• 135:00 - 135:30 system of information so like this Communications will be sent out and there always is a hyper window what does that mean whether you at the customer end or you are at the implementation and now other companies might call it differently but this is the most common uh term I have heard now hyperare window is nothing but where your project is
• 135:30 - 136:00 live but you still keep a week or two weeks uh like you're always on toes if anything breaks down right you have a new product that has been launched in your company so for the first two weeks you are always on your toes that anything comes down you will resolve that at a higher priority so that is something called as hyperare Windows you can build a couple stories around uh these when you prepare
• 136:00 - 136:30 resumes that this project was delivered and uh in the hyperare window we received this so the person interviewing you will understand okay you know what hyperare window is and it's not mandatory it's usually for big bigger initiatives for smaller initiatives like implementing a time off you might not need a hyperare window hyperare window I'm I'm sorry M I'm not able to
• 136:30 - 137:00 follow at which particular Point you're asking yes is live like it's ready for use in production by employees not alive it's live L it depends on company to company and also depend on the size of the project as well and sometimes it might not be even needed but if it's a bigger initiative we usually keep a hyperare
• 137:00 - 137:30 window that is from the implementer side like all the implementation has happened they uh associated with you they partner with you and you have your complete work the system now now let's you know put this particular on one side and just talk about the customer now when we talk about the customer this is what comes in
• 137:30 - 138:00 place your post production and for that there are companies who support you with that now let's say your team was like a 10 member team and uh none of them has se seen the workday system they only saw it when the company decided to transition from the Legacy system to workday and slowly and gradually they were also trained on how to use it but now let's say you need to
• 138:00 - 138:30 build some reports you need to implement more things in it right and you have to expand that functionality into different parts of the world you definitely need someone who is very much Hands-On into the area that you want to expand so there are companies who support you after the implementation right in that case again you can still be a business analyst or a workday
• 138:30 - 139:00 consultant helping those implementations and again there will be a product manager or a project manager and there will always be an HR Support role now this HR Support role will primarily come in place when you are on the customer end right this will be like your business partner or someone in your HR Ops Team who has been in the organization who knows how the processes work so process wise this person will
• 139:00 - 139:30 support or help the team make decisions on any new implementations you can obviously hire more workday consultant as a customer in your company you can hire some specified skilled like skilled in specific areas of work you can hire those Consultants with those implementations or you can have a post- production support like uh somewhere from like Kos or cognitive there are
• 139:30 - 140:00 companies many companies who support that and again the work will be the same they will have Consultants specified Consultants deployed to help you out you will connect with them directly uh through different uh communication mediums and they'll help you implement it but if you are like I'm a time of expert I'm an absence and time of expert and an certified hm consultant so if anything in my company comes related to absence or time off or
• 140:00 - 140:30 related to HCM I'm the first point of contact for them if something is beyond my skill level then yes I let them know or I'll research for it the very first thing is I do a research for it if I can do it yes I'll do it I'll try my best if this is something which really really is very complex then we find something for a post- production support the reason I'm sharing this all with you so you can decide because there
• 140:30 - 141:00 are so many opportunities here you can get hired at an implementation you can hired at these companies you can hir get hired at a customer end and when you are at a customer end your main responsibil is to maintain the system and that the course that you're doing will make you a techn functional person so you will have the functional knowledge of it of how to work with the business and also the technical skills on how to manage the
• 141:00 - 141:30 system whatever the title of it is does not matter at the end of the day everyone is working either as a consultant this workday consultant also has so many different titles senior analyst hris analyst HCM systems uh uh project managers so on and so at the end we all are workday Consultants or business analyst in one or the other way until you transition into a more if you want to go more
• 141:30 - 142:00 technical in a managerial Ro you will have a product manager role or if you want to go more on the functional side where you want to manage a team you will be a project manager and HR team will always be there I'm not specifying just one role like the complete HR whether it's someone from the benefits team someone from the absence team someone from the core HR team like an HR partner or an HR operations Specialist or even someone from the onboarding team who basically
• 142:00 - 142:30 work with employees on a day-to-day basis to help them get those things sorted out and if they are not able to like sort it out like something breaks down in the system and employees reach out to them I'm not able to apply for a time off I don't see on my screen now nhr support role obviously cannot do it they will come to the company's work their consultant and tell them this is the case and can you please help resolve it you will fix it you'll let them know
• 142:30 - 143:00 it's fixed and they let the uh basically the employ and your company know that it's fixed if there's a new project coming in any kind of requirement let's say HR team has a required they want to streamline some processes they'll Reach Out to the product of the project manager that project manager will build out a BRD the scope definitions and everything so a lot of things happen in the process it's not like someone send you a request on Skype or slack or any
• 143:00 - 143:30 like Microsoft teams that I need this can you please build it no obviously you would not say no on their face but you'll be like there's a process behind it we have to document this majority of the companies fail to do doent their processes and implementations and that is a big big concern specifically with organizations bigger than 5,000 employees because after a couple years
• 143:30 - 144:00 when you track back you'll see this so many things in the system that have been created but no documentation and when you need audits for it then you have to go back to each and every person and a lot of time these Consultants they switch company a lot so what happened 2 years ago that person is no longer with the organization so just giving you an overview of how different roles work and
• 144:00 - 144:30 you can take a decision on which role suits you the most uh we are not covering any specific areas of work we are covering the Core Concepts of workday that would be your all the notes that we I requested you to make add in your notes in the initial sessions or did we go through that exercise yet uh I would say yes because this course is highly
• 144:30 - 145:00 technical you will understand the configuration of it you for your experience Ruka as a manager role or as a director role you'll be able to understand that if someone requests you for any enhancement you can give them an answer whether that's feasible or not understanding the system capability of because there are also certain limitations to the system as well but that depends on which area we are working this course will we'll go over
• 145:00 - 145:30 did um can you answer me uh with this question did we go through the six pillars of workday yet we did right so we'll cover those six pillars and once we cover those each and every pillar has its own set of configuration that we have to do which will give you a basic understanding how basically the system is set up we will be developing all those Concepts through configuration through some set of requirements like they will be those
• 145:30 - 146:00 requirements will be blanket requirements I'll be sharing some generic requirements that this is the requirement that we have received and this is how we will cater to it using this configuration design and the purpose of doing all those configurations is so so that you will understand the complete processes behind it how employee is hired how employee is transferred basically employee life cycle from hire to retire but in the back end how that is
• 146:00 - 146:30 set up in the system that someone in the front end like an HR Support Ro can easily terminate someone but in the back end how does that work they can easily hire someone how does that work in the back end so we'll work on that side of the system as
• 146:30 - 147:00 well so when you are looking at LinkedIn for different roles uh I'll suggest prefer the ones that are on the customer side because they prefer employees who are a good team player see systems come and go workday also comes with the validity it's been a great system and it will continue to be a great system for many more years to come but sooner or later this technology
• 147:00 - 147:30 will also be taken over by something else right now it's a giant like no company as of today has the capacity to compete with workday has the technology to complete compete with work that's why it's the market leader right but a leader is not a leader all the time so irrespective of that they want employe company wants people who can learn something quickly but are a good team player has the
• 147:30 - 148:00 ethical value of being you know present in the company has that Integrity as well they'll help you learn the system and all but they they look more for your behavioral analysis that how do you behave in certain situations so your interview is partially technical partially functional or partially behavioral but when you apply at an implementation partner company your interview are mostly Technical and also at the post-
• 148:00 - 148:30 production support organizations and implementation partner can also be a post- production support company okay so prefer applying at customer roles but if you find a role which you think that you know you can take uh control of definitely go ahead and apply don't restrict yourself or anything for any particular location also if you have reasons for it that's absolutely okayy
• 148:30 - 149:00 to play a little smart look for hybrid roles there are still companies uh hiring for hybrid roles but please follow this thumb rule go through the description if you can relate to at least 10 to 15% of the job description go ahead and apply without any second thoughts you can start applying now you can start applying in after a few sessions I leave that to you but once we are till the compensation topic I'll
• 149:00 - 149:30 start poking each of you to now literally apply apply apply because it's a proc finding a job is a process in itself which you all must be aware of if you're waiting for us to finish the course that will be too late for you okay so make sure that uh you know you start in a timely manner so that you don't end up being like missing on things which you know regret things
• 149:30 - 150:00 which you should have done earlier yes go ahead it's already written in parenthesis so your unit testing is basically your developer for doing the testing so M if you have configured something you have to test it out as well right you cannot just do like you configured and give it open it up for others to test you do a basic sanity test for yourself so that is unit
• 150:00 - 150:30 testing end to end testing is when you bring different functional leads team from different functional or within the HR sit together and test the functionality to make sure that data is Flowing from one area of work day to another seamlessly with without any errors ideally benefits information flow payroll is the end right every information that is there falls in the payroll site because at the end employee gets paid based on everything after their insurance is deducted if there are
• 150:30 - 151:00 any unpaid time off or paid time off so on and so forth so you have cross functional teams sitting together doing the testing end to end if you just go by the name end to end you're testing different areas from end to end that nothing breaks uat which is the most important is your user acceptance testing you will request certain volunteers from your company to come sit with you and test the functionality and give you a
• 151:00 - 151:30 feedback that as an end user how does it feel is everything working is expected and the reason for all these three phases is because in each and every phase you find different perspective and based on that you change the setup if needed I'll request you all to please take a screenshot of this I'll remove these arrows that might confusion this you can
• 151:30 - 152:00 draw this as well you can take screenshot of it whichever way you feel convenient uh there are multiple ways for it I would suggest um if you are comfortable
• 152:00 - 152:30 you can transform your last or the most recent experience into a workday experience if you know you are not feeling confident that your current experience will you know grab more attention you can just add some workday keywords into your most recent experience and very stories around it that you know because I majority of the interviews happen based on your most recent
• 152:30 - 153:00 experience any other
• 153:00 - 153:30 question if you want a list of customers you can just go to workday.com you can find a list of customers and not
• 153:30 - 154:00 just start you can get a list of implementation partner companies as well it's for uh I would say it's for people who are at a senior like a director or a manager level within workday so the company send them to understand what's upcoming in the new releases what is workday
• 154:00 - 154:30 bringing up it's like a new like you know Apple has its annual event it's something like this what are the new products new features that they are bringing in and uh for a director level or VP level they decide okay what kind of decisions we need to make going forward you have to keep yourself updated Al it can be a long-term carrier definitely yeah yeah ABS it will be a long-term career because see when a companies invest such a huge amount in a
• 154:30 - 155:00 system they'll at least keep it for 10 years at a minimum right the previous softwares like people soft Oracle people have used for 20 25 years and now that the technology has drastically changed so they are moving to workday so workday is going to be there for another 2025 years right and Deo is in in the whole world I think this
• 155:00 - 155:30 company if that's what you're talking about it's worldwide right if I'm not mistaken yeah Deo is a global company okay that's good so so here's a list of customers that you can see you can filter based on the industry like they literally have their Footsteps in each and every comp everywh see business analyst honestly in
• 155:30 - 156:00 my experience does not require a training because there's so many resources online that you can spend time even if you spend 30 minutes a day on it you'll be able to learn in less than a month's time analyst is someone like uh there's no length or breadth of you know what a business analyst can do it completely depends on what domain what experience they have but they are literally the bridge between your business and the technical team so you should know how to
• 156:00 - 156:30 speak the language of business and also the technical right what you already are working in HR so you know how business Works how business speaks what we'll teach you is how workday works so that you can speak that language also and I would not say that you know um any background will help you in this why because you should know how to leverage your background and transform into a workday experience like it's just a playoff
• 156:30 - 157:00 words uh I'm not encouraging it but I'm saying that if you does not feel confident that you know your profile is up to the mark workday ecosystem Works something like this that uh the resume ma uh that we prepare in the last experience we add on few pointers that we know the work base system this is what we have done in that it's just add you know gives you that little bit of credibility in front of others that you know the system which
• 157:00 - 157:30 you already do like once we start with the technical side of it you will get to know the system more tomorrow we'll start with the first pillar of organization it's any your notes and I mentioned it to be somewhere between 2 to four week or 2 to 4 hours no not for each someone's are smaller some takes more time like a average time it's not a something set on Stone that is an average time which we
• 157:30 - 158:00 ideally take uh goe Concepts we oh you're talking about the first chapter in the LMS right start with unit 2 first and uh unit one is inherently part of every see Core Concepts the six pillars are your Core Concepts yeah throughout the course we'll work on that navigation throughout the course in every technical session
• 158:00 - 158:30 you'll learn something new about navigation so we don't need to spend specific time on that okay any other questions before we conclude the session for today yep see uh mahad whatever skills
• 158:30 - 159:00 you have or don't have you should know or you should present yourself as the best candidate for that Ro bottom so we going to whatever from whatever experience whatever skills you have you have to present it in a way that the person in front get an understanding okay you know things you can get the job done but
• 159:00 - 159:30 before you present your resume to your client or anyone where you're applying look at that resume yourself ask questions to yourself if you are confident that you know this resume this profile tells me that I'm the best person for this job then go ahead and apply for it no I'm saying that that is something which you have to you know take on for yourself nobody can help you in
• 159:30 - 160:00 that I said that in the very first session this is not a spoon feeding sessions we do not look at resumés we can give you the resources uh okay I can check with the team I don't know if they have changed in any process but yeah until as of today we don't look at racing news I have done that in the past uh I
• 160:00 - 160:30 have helped candidates in the past but that was different scenario that was a different uh thing we were doing but that was not a good experience because what happens M see uh it's not like we don't want to help we want to help but then the candidates are not putting in the same amount of efforts like for every small change for every small experience they are coming back and forth with resumés and what we are telling them to change they are not changing
• 160:30 - 161:00 it because everyone comes to the mindset that okay this is the thing this is what I do but they're not understanding how the market operates which we are trying to make them understand so they don't make the changes accordingly and that does not go well so resume part you take care of it we'll share the resources we'll share the links where you can read the blogs where you can see the sites this is how it's done this is how you should do
• 161:00 - 161:30 it yeah so like just start applying I would say apply see it's a it's a lot of hit and trial also right finding a job it's not like even with referrals people do not get jobs but without a referral just through like a an opening that you saw somewhere you got that job so everyone has their own experiences so you should knock every single door that you see whether it's through a referral whether it's through
• 161:30 - 162:00 a LinkedIn any other portal but your LinkedIn is the best source right now but if you find something elsewhere as well just go ahead and apply hello everyone I wanted to provide a brief overview of Zar Tech's training program for work dat in this course we will explore the key capabilities of work dat schm the leading Cloud platform for human Capital Management whether you are a new to workday or experienced user looking to
• 162:00 - 162:30 expand your skills our training encompasses all aspects of work DayM from core HR and talent management to recruiting payroll and time tracking we cover it all over the years zarand has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with work day our alumni have achieved remarkable
• 162:30 - 163:00 transformation in their organization centralizing HR data increasing efficiency and enabling fact based Decisions by enrolling zentex work DayM training you will gain a practice practical insights from certified experts hands-on experience configuring the system the ability to handle real world's HCM challenges and confidence don't miss this opportunity to master workday HCM and deliver
• 163:00 - 163:30 breakthrough results visit the link below and learn more about our workday ATM training program take your career to the next level and become a workday super user today all right so this is this is how your workday tenant looks like and I think this is on the most recent version of it which happened sometime mid September or second week of September and uh these are this is basically your homepage uh just a quick
• 163:30 - 164:00 show fans how many of you are seeing this for the first time has everybody seen this page already oh so uu you have seen the workday screen before all right so this is your work the screen your landing page there are multiple landing pages anything you open it brings you to a certain page that's called a landing page and this is your
• 164:00 - 164:30 homepage here you can see the menu option menu option is this is your Global navigation basically if you hover over it it also says Global navigation it has all the applications and work lates listed here you can have up to maximum of 20 in one list this is basically for your own benefit based on one security role you have if you're a manager if you're just a regular employer if you're in the HR team if you're in the payroll team
• 164:30 - 165:00 depending on that specific applications will be prepopulated already but there will be some that will be there for all like benefits benefits and pay this would be for all employees recruiting would be specific to recruiters likewise for my recruiting report compensation and benefit will be specific to a compensation administrator so on and so forth there
• 165:00 - 165:30 was somewhere think birday my team compensation summary this would be something a manager will have access to both is I think it will be available to all head counted open position would be someone in uh HR operation so my team would be again for managers my team members again for managers so these applications you can change the
• 165:30 - 166:00 order you can put them the way you want it and not just that a lot of these applications are worked it delivered you can create your own as well sometimes we have dashboards that we create we put them as booklets here and if you want to add any app just click on the plus sign you can find it here or let's say you want to add the anniversaries here it will get added in the menu it's added you can go back and see
• 166:00 - 166:30 here right here let's you don't want it on the top you can click on the edit button and you can scroll it down wherever you want it to and save the changes likewise the shortcut buttons is for again for your easy access anything that you do on your day-to-day basis like you need this dashboard every single day put it as a
• 166:30 - 167:00 shortcut so on and so forth I want to add a shortcut let's say oh yes you can only have up to 10 shortcut so you have to remove something first so you GL on the edit button and uh I think think I do not prefer deleting anything because it will might disturb someone else's configuration so I'll just delete team learning for now I'll add it
• 167:00 - 167:30 later and the shortcuts okay so this would be specific to each and every book you can have it the way you want it but I thought that you're asking the this many option is available for all no but let's say you will have a different order I'll have a different order so I've added the new ha letter again using the edit button I can
• 167:30 - 168:00 Shuffle the order of it as in when I want it but I'll remove it for now because I'll add the team learning thing here so do not delete anything in the system I I request you all to please not delete anything in the system uh because this tenant is not just shared
• 168:00 - 168:30 by us it can be shared by other candidates as well so please be respective of please be respectful of their configuration as well and do not mess with any existing configuration you can play around it but do not delete and that is why we'll create everything of our own we'll create organizations we'll create models we'll create positions we will create our own
• 168:30 - 169:00 compensation structure business process and security it so this is your Global navigation this workday symbol that you see is your homepage anywhere you are in the system let's say I am at this particular step and I want to see this course how it looks like can start it I'll just click here and it will bring me back to
• 169:00 - 169:30 my home page it's like that in the earlier iPhone models they used to have a button just one single button in the center that is what this is and based on which company you join in this logo will change to your company's logo if you're working at Netflix this will be Netflix logo if you're working with Amazon this will be Amazon logo so you can do that
• 169:30 - 170:00 co-branding that's absolutely that's most of the companies do it then over to my right hand side starting from the rightmost this is your profile button like every account is a profile button it has multiple options not many of them we use on a regular basis in fact ever the only thing we do is we view the profile here you can see different panels summary job contact personal
• 170:00 - 170:30 compensation and within each panel you have multiple boards some people call it Bo some people call it tabs some people call it areas there is no specific word for it and depending upon what different areas of workday your company has availed or subscribed for you will get that let's say your company's not using workday benefits you won't have it here your company's not using the pay module like the payroll you won't have
• 170:30 - 171:00 it here so on and so forth company's not using travel or procurement it won't be here and this would be same for all employees the only difference would be based on your sit security what information is visible to you for example uh Logan is your colleague right you guys are in the same team and if you navigate to Logan's profile you click on the contact information the only thing you see
• 171:00 - 171:30 is work contact information because that's public information within the company you won't see the home contact information and likewise for Logan as well but if your manager is looking at Logan they might might have access to this and also to the emergency contact you as an employer or a PE Logan will not have that access and it's all defined in the back end which we'll also
• 171:30 - 172:00 learn and then the button to the left as you can see there are two buttons one is a bell icon one is this folder this is called as my tasks as of this release in September it actually came back came in the month of March this year also uh but I don't know the adoption rate for this so my task is your inbox initially it was called as inbox this year they have rebranded it
• 172:00 - 172:30 to as my tasks now when you click on it these are all the action items so uh in your notes write down my tasks is equal to action items repeat my tasks is equal to action items these are not like your regular emails that you receive on your work email that someone has done this someone has done that these are proper action
• 172:30 - 173:00 items that you have to take like here you have to Che select the overall status you have to take a mass action on particular item you have to do a benefit change so on and so forth so these are all your action items versus the one is the Bell icon these are your notifications notifications are primarily for the purpose of information just letting you
• 173:00 - 173:30 know that you have received or a very good example which will help you relate it if you're a manager your employee has applied for a time off right you might not be aware of that but that notification will be in your work email saying that uh your employee XY XYZ has applied for these days of time off now that is one notification when you log in into your
• 173:30 - 174:00 workday system you will also have a my task action to approve it and once you approve it that approval notification will be sent out to the employee in their work email that this has been approved so your inbox item come from business process so does your notifications though there are other places where notifications can be set but primarily the notifications that you
• 174:00 - 174:30 receive are from your business processes related to the inbox actions that we do which we'll design in our own sessions once we reach the topic of business process so for notifications write down information purpose only and in parenthesis write down mostly sent on work email or sent via work
• 174:30 - 175:00 eil all right yes H go ahead uh one he said notifications is for information only information purpose only yes information means any announcement kind of a thing you're saying announcement will be different announcements is usually for a bigger group it's not for a particular worker so this is like you see it's a
• 175:00 - 175:30 notification it says background process your work your workbook was successfully generated and that's it now if you click on it that might take you to a different landing page where there might be an action to take but in this notification there's no action that you have to take like this one it says hire Peter ready this this this details that's it but if I open this I click on it it will tell me that
• 175:30 - 176:00 this is the process that was initiated who initiated it what was the process history of it so on and so forth so for your information no yes majority of the notifications that you receive as an employee are from business process but there are other places where we can set notifications also those would be like alerts and scheduled processes those also come in the form of notifications they are not process
• 176:00 - 176:30 based no it it goes away automatically yes so for example I'll give you a real time example let's say let's visualize this as real that you are a recruiter okay and you have received this inbox item and so does five other people so your yours is a team of six people including you all are recruiter right and business process work in a way that it sends out to a group a security
• 176:30 - 177:00 gr so if I open this should have the security pro right so if I go to the process you can see the background check this one awaiting action is going to the recruiter there's a security group called as recruiter that is where it is going to now that Security Group might be assigned to five more people including yourself now you all will receive it now whoever process is it once they click
• 177:00 - 177:30 submit it will be gone from everybody's inbox all the six recruiters initially you will all receive it based on the region you support based on the team you support you filter your employees that this this task is for my region I support so I'll pick it up you do the status update you click submit and it will be gone from everyone's index alerts created in the system where
• 177:30 - 178:00 you have to send out some notifications to update someone that this report has been ideally we create alerts right uh like 30 days before someone contract is expiring these these kind of things where we have to update a group of people that this is what is happening and if there's an action please take that action so we create alerts and we send out notifications set of notifications on them so that they get
• 178:00 - 178:30 and also when we create reports we can schedule reports to be delivered at a particular timeline and for that also we can set notifications so that the person receiving it gets a work email that this report is now available for them to download announcements are totally different announcements are ideally on your homepage I don't know if they have it here see these are some alerts these are also delivered as
• 178:30 - 179:00 notifications okay so let's say this is an [Music] alert this is a alert basically uses a report as an input mhm and these are the re all these recipients whoever are the manager level one as an output to this report let's say this report has 10 people in it and for those 10 people whoever the manager is they will get this notification that the following employee
• 179:00 - 179:30 has scheduled a time off and the name of the worker MH so this also comes in your work email as a notification but this is technically not a notification this is an alert yeah that's okay notification type are automatically defined we don't control that but if you understand this is not coming from a business process this is an alert that is being processed now next to the my askask and notifications is something called as
• 179:30 - 180:00 workday assistant this is an optin feature if your company wants to use it definitely go ahead and use it but you would have to configure it first and the way it works is it's like your chatbot and you have to basically enable it which I don't think oh it's so let's say you want to request time off this is how it works okay what's the start date and end date of your time on so let's say your start date is 09 30
• 180:00 - 180:30 2023 you enter that it says you're requesting a timer for this go ahead and pick the type of timeo you want to take or type edit to change your date let's say I want to do you know vacation hours so how easy it has made your life there seems to be an error is what system telling you daily quantity is required and must have a value so whatever that is it is configured in a way and this is very very logically
• 180:30 - 181:00 based on your machine learning and AI Concepts this work day ass system continue to upgrade itself with the type of queries it receive so this there's more to come it has to become a little more mature in what it is it's not a very old feature that workday has it's just few years so it will take some time to be at a stage where you know we can flawlessly use it but something companies have started
• 181:00 - 181:30 adopting the only reason we are able to see it is because it's enabled in this particular setup so ideally in the workday ecosystem the way these things work and this is a very common concern every client has is your team has to divide their task based on the region they support if let's say in this case there are two recruiters who support the same region and one of them picks it both of them picks it up at the same time one
• 181:30 - 182:00 finishes earlier than the other then the task will be considered as completed now there can be instances where both of them are entering the information at the same time for some reason the system does not save both the information they only save the information which has been entered first that's correct or incorrect that's a different story but this is how it works notification will be sent out to all inbox items will be sent out to all
• 182:00 - 182:30 based on the security group they are associated with and then internally there has to be a mutual understanding which one they have to pick and which one others have to pick I wish was a better way you know more directed towards an individual recruiter but um everything is done through security groups it's not assigned to an individual user it gets assigned to a security group no see in system everything is
• 182:30 - 183:00 tracked everything is timestamped to the fraction of seconds also everything you click that will be recorded not per say click but every action that you take every change that you make even a small modification but what are the chances that they both are entering that information at the same time it's rare I mean it's very limited but the system will somehow pick up pick up the one because you cannot do the same thing at
• 183:00 - 183:30 the same fraction of seconds okay because there are audit Trails for every single thing right for example even if I look at this there are audit Trails example if I go back to be older you can see at this Daye this particular time you see 12374 to
• 183:30 - 184:00 951 MH if they're going that grandular I don't think anyone can do things at the same time all right moving on so the search bar this is the most powerful thing in the workday which allows you to take actions create anything in the system initially when you log into the tenant you have to be very very creative in using search
• 184:00 - 184:30 bar because one keyword might have 10 different tasks related to it so I'm not asking you to write the whole for example but just take an example of this create feedback template let's say you're new to the system and you want to search for a task which help you create some feedback so if you only write feedback and hit enter you might get hundreds of item in the system see there are some learnings
• 184:30 - 185:00 there articles task and reports many such information and over to the left you can see these are the Saved categories if in whichever category the system find similar keyword they'll give it the count here you can add more categories from here what you're searching for if the output is pretty small it will be pretty fast but sometimes it take time I've not seen yeah like I agree the response time is pretty quick here but
• 185:00 - 185:30 uh not 100% based on my experience so anything you're looking for some employee you can use these existing filters here you're looking for a task let's say related to compensation you will get something in the drop down if that does not work you can click on view mode or if you want the whole list just click here and hit enter you'll get all the tasks and
• 185:30 - 186:00 reports if you want to relate to an organization because this has the compensation keyw people who a sales compensation though it's in the job profile but it's showing it people and this employee has so any everything related to that keyword will be listed in your search criteria so slowly and gradually you will become more you'll become better every time you use this now once we start creating things there's a thumb rule that I follow and I
• 186:00 - 186:30 request you to follow as well anything you want to create in the system for a majority of it I'm not saying 100% for majority of the configuration that you do in the system prefix everything with the word create so let's say you want to create a compensation grade you don't even have to write the complete compensation grd though I recommend that in the beginning days try to type in the complete task complete report so that you have a
• 186:30 - 187:00 memory of it right so I want to create a comp grade what I'll do is I'll prefix it with and here's my task so anything you want to create in the system type in what you want to create and prefix it with this keyword create see if there is already a task that exists if it does not then we'll have to find something else you have to create a custom report see I don't even have to write the complete
• 187:00 - 187:30 thing this search functionality is so smart in itself that it understood just by giving two letters of each of the words but two letters are at a minimum if I just give r see my complete search is messed up if I just add one letter here it's giving me what I need so a minimum of two is needed that's a thumb Rule and but initially I'll suggest that you please
• 187:30 - 188:00 write the whole task and obviously you might not know what the whole task is but if you have used it once and you're using it again then I'll recommend please write WR the board and one thing that definitely something to explore on if you type in question mark and hit enter it will give you a list of all the prefixes that you can use for example if you want to search for a business
• 188:00 - 188:30 process you use BP colon and this is the most common like everyday use for me at least I'm looking for a BP I just search in BP it will give me a list of all the hires that are available in the system likewise BP termination it will give me a list now I'm looking for a job requisition I'll write in Jr and a number next to it let's say 1 2 3 4 something like this if something exists now I don't know what
• 188:30 - 189:00 coding how they are putting a pattern around the naming Convention of the job requisition whether it's only a number answer for numeric you can find that that out not I would say we as consultant do not use much of it we mostly use BP that's what I've seen are searching for some location use Lo but other than that in my experience I've not used much but something this is
• 189:00 - 189:30 where is up depending upon what your nature of your work is you might find some other Prix useful to yourself click on my homepage and this is where the announcements are ideally they are on your homepage and announcements are specifically information which you need to broadcast to a whole like to the whole company or even if you have to restricted you can again do that through
• 189:30 - 190:00 securitys one last thing in navigation which is very very very important there's something you would see that these are blue BL links right like this is not a Blue Link this is this is and business title is not with every Blue Link you will have three dots this three dots is your related actions button related actions by the name
• 190:00 - 190:30 itself you break it down if you click on it it should give you some actions related to that Blue Link now these Blue Links anytime you see workday is based on very very Advanced object oriented models right now I'm not asking you to learn what that is that will not help but everything in the Blue Link is an
• 190:30 - 191:00 object not a business object just an object some of them might be a business object but all of them are first an object and every object you can take an action and that action can be taken through this related actions button and depending upon the type of that object like this is a worker right this is a location this is
• 191:00 - 191:30 a supervisory organization this is a position this is a job profile your options will change so if I click on the job profile what actions I can perform you can see on this job right I can do it through here likewise if I go to this position you can see this is a position these are the actions I I go to a supervisory organization you can see supervisory
• 191:30 - 192:00 organization these are the actions you can take it so on and so forth depending upon what type of object that is now if I open this let's say position position is related to worker it also has a location like within this also it's giving you some information each of these are objects in itself right Logan McNeil is a worker
• 192:00 - 192:30 type object right now this is a worker so it becomes an instance we'll talk about these terms a lot when we start with reports that is when the real concept of business objects data sources instances become a lot clear and the reason you are able to see all these actions is because you all like we are logged in as Logan mcneel who is a super super user who has majority of the access in the
• 192:30 - 193:00 system right for any regular user you won't even see these Blue Links they can only be able it will be view only for them so let's say I log in as Logan's colleague they can see this but they cannot they won't have this related actions button they cannot click on it like if I click on it it takes me to that particular page that particular
• 193:00 - 193:30 object from here I can navigate to other places because I have the security and the button on employes profile also is the same so the workday delivered name is related actions but companies use different name just for fun some people call it the Lego because it looks like a brick some people call it a brick some people call it Twinkie so on and so forth so it's no
• 193:30 - 194:00 big thing that your company might name it something else but this is ideally a related actions and as we progress with different topics we we navigate to different pages we create multiple items so your navigation like where do you have to go next Your Instinct of or your basic understanding of this is where I have to go next this is what I have to do next will improve so I'll take a quick pause to see if anyone has any questions yeah
• 194:00 - 194:30 because have the security for it Logan mcneel has super access like a super user access that's why you see all these options and it will be completely based on one's security of what they can see and what they can do in the system that is what C secur is basically it answers this question what you can see and what you can do in the system okay now moving on to our first core
• 194:30 - 195:00 pillar organizations so there is a work the delivered report called as organization types you can see there are 58 items here these are the different types of organization that are worked delivered I just need to confirm that Customs one added yes so as you can see here 58 different types of
• 195:00 - 195:30 organizations are just work day delivered I think this is recently added aile tribe just check because added in 2022 so could be a work to delivered and based on what industry you are in you can use the ones that your company needs the one that we will be working with is company cost
• 195:30 - 196:00 center location location hierarchy last not the least so in your notes also you have these listed down supervisory location location hierarchy C Center and Company the task of creation each of these starts with the keyword create you want to create a company type in create company you want to create C Center type in create cost
• 196:00 - 196:30 center as simple as that now one thing we have to understand uh do you have this keyword written in your notes uh please go back to your notes and open the page where you have the first fillar written down do you have this keyword written reorganization okay if you have not added please in that same first spillar write down reorganization wherever you get some space let's write down
• 196:30 - 197:00 theorganization and like this also we learn some navigation like you have these options here by clicking this it comes down to a normal size I can expand it you have these you can export it to work worksheets is a workday uh functional area it's it works like Microsoft Excel but not obviously that fluent that advanced like Excel is they are maturing this as well if you want to export this to excel like
• 197:00 - 197:30 download this local to your machine you can also do that so some more navigation items you want a different view to it you can do that by clicking here it will collapse all the rows okay this might not be applicable because like after collapsing you will see everything in one to but this is the default setup and also down here you can filter by default you can see 30 at once
• 197:30 - 198:00 and then you can just navigate to other pages but if you want to see all at once just in one scroll you can do that and this is your work dayst button now when we talk about organizations what exactly those are let me pull up a screenshot for you I thought it's better we design it earlier okay can you see this visual that I have so in this you can see the
• 198:00 - 198:30 one on the left represents your supervisory organization structure where you have the company node on the top let's let's call it white hat top note CEO where your CEO is sitting because your CEO also reports to someone and that is your company right in some companies you have Executives reporting to CEO in some companies you have Board of members to whom CEO also reports so there can be
• 198:30 - 199:00 one more level up in this but assuming the general scenario your CEO is the top level which is your top node of type super supervisory whad is not of type supervisory topn note CEO is let me start with The annotation also okay so this is your top node and then branching out multiple
• 199:00 - 199:30 organizations the type Remains the Same please understand the type of each of these organizations is supervisory supervisory organ ization is the foundation of your workday HCM because this allows you to create position and only when you create position you can hire employees and put them in a management structure without this you cannot hire
• 199:30 - 200:00 employees and from there you have VPS VPS has directors reporting to them so on and so forth you can have multiple branches here as well till the last level of employe but this is how organizations are designed not just for one type for all of them so if I navigate to let me clear this so if I navigate to the right hand side this is a location hierarchy
• 200:00 - 200:30 setup where each and every organization is of type location hierarchy and within that you have these locations locations are basically your physical address of any office space or any business area and to put them under a hierarchy we use location hierarchy the next is your Cent Cent is if anyone of you not
• 200:30 - 201:00 familiar to understand it in simple words it's a bucket of money that the company gives you not to you basically it gives to the the senior leaders like VPS and directors that this is the bucket of money that you are free to use on your employee salary on your employee events but you won't get anything extra than this this should cover your annual
• 201:00 - 201:30 appraisals and all that so all the expense of your team should come out of this bucket so Cent is nothing but a bucket of money as easy as that but in the back end it's not that easy this is just an high level understanding of what that is but as hm Consultants you don't even have to go into the detailing of it usually C Center are handled by the finance team they share the information through the call centers VI use so we have all
• 201:30 - 202:00 these again different types of different organizations all of them are of type cost center and likewise you can also put them under a hierarchical order this would be a cost center hierarchy right and likewise any type of organization you want to create you saw the 58 different types that we have anything you want to create will be designed the same
• 202:00 - 202:30 way one reporting to the other there are custom organization types as well which are created by consultant not work to delivered that does not have a reporting feature inherently like by default they don't report to anyone they are just Standalone organizations that is covered in advanced compensation but I'll still give you a highlight of it how to create
• 202:30 - 203:00 custom organizations but at the end of this topic first we'll focus on creating cost center locations sorry cost center locations and supervisory and one more thing I mentioned is your company okay so let's start with creation of your company first the task that we use is create company uh when did we start this what was the start date of this so we'll
• 203:00 - 203:30 finish in six weeks and yeah as I was saying that it just goes down and as when company finds the right fit they'll hire you in December also okay on January 1st also okay but you have to be convincing enough that you are the right candidate for them if you go with the mindset that there's no jobs outside then irrespective of how skilled you are you will not care okay but good to know that uh it'll be
• 203:30 - 204:00 done in like six weeks okay so starting with create company task here is a task I just added create comp create companies right here so I start with it now any anytime you work with any type of organization any type irrespective of which industry you are in whenever you
• 204:00 - 204:30 work with organizations you create them you modify them you will always be prompted to enter a reorganization event now think of this reorganization event as your as your buddy or as your friend who has a record or consider this as your personal assistant who has a record of all the activity you did to complete a particular project it's like a folder we
• 204:30 - 205:00 create on our drives or we create on our laptops on our workstations to capture all the details for all the information documents related to an object right or you can think of it as a physical folder with all your documents in it for a particular project that is what reorganization is now what it does is the system when you are working with when you have to create a reorganization first let's say just
• 205:00 - 205:30 follow the demo and then I'll uh explain once again so I'll do a create reorganization and I'll use a unique name okay and that name I need to think of it so power is my unique Alias I'll continue to use it going forward likewise you'll have to think of a unique Alias for yourself just for this
• 205:30 - 206:00 environment okay we'll talk about it again I'll give it a date let's say I give it start of the month to make it simple I'll click okay again I'll click okay and I'll create a company okay Power top I just put it this way we'll repeat this activity just go with the flow right now okay I've have created a company
• 206:00 - 206:30 It's called Power talk now I'll go ahead and create another company using the same task now I don't have to use the same option again let me just go to the homepage it's refreshing again again use the option of now it's again asking me for a reorganization every time I create any type of
• 206:30 - 207:00 organization it will ask me for this so now I don't have to use the create reorganization I use the power reorganization event click okay and I'll create another one that will be let's say power two
• 207:00 - 207:30 example I might not use both of them but just for the purpose of them so I've created two companies okay I'll create another activity which again you repeat I'll create a location hierarchy also again if you see the system is asking for a reorganization EV I'll use the same thing and I'll give it the name I'll use power in all my
• 207:30 - 208:00 configuration because that's my unique Alias do not use it in your configuration you'll have to use your own so I've created this I've created three organizations two company one location now see the benefit of this I run a report called as reorganization I don't need to put a date it will give me all of the list of all of them and in this another navigation if you're
• 208:00 - 208:30 looking at a report like this and you want to filter you can do it real time you just have to click on the headers so I click here I can sort it out I can filter it out just like your Excel filters and sort so I'll search for the power I open it up and now you can see that I can trace it back on what I did for a particular project or for a particular initiative
• 208:30 - 209:00 that all of them are listed here and this really helps in the beginning when you're working on projects you have everything in one place you just run the the reorganization report filter on your reog event you can have two different views that these are the things that you created though this report is not very informative like it will show you that organization it will not tell you the type of organization right even in this it does
• 209:00 - 209:30 not tell you the type of organization you are creating so you have to go here and see the type which is defined here yeah we are not going into the detail of tax ID tax numbers and all those pin IDs and that we are just creating it from the purpose of HCM not from the finance though there are obviously a lot of options that you can add in a
• 209:30 - 210:00 company you can see cash balances tax details industry codes creditor identifiers there's so many but these all are accounting and financing we won't go into and once you have created something you can also edit it but again you should have the security for it so I go to the company I can do company
• 210:00 - 210:30 edit but it does not allow me much option but it does tell me you can edit the name and code make sure you use the effective date since we started the batch in September so I follow this thumb rule that I do all my configuration effective first of that month whichever month we start so that you know everyone is on the same page ideally real time you will be doing it on that particular day so I want to
• 210:30 - 211:00 change it I'll just add company in the name itself so that in my reorganization report I don't have to get confused in real world when you receive a requirement to work on something like this you have to ask the request what naming convention do you
• 211:00 - 211:30 want me to follow if they don't have anything look at the existing setup and for find out a pattern you say so I've changed it so this reorganization is nothing but your folder of your events and every time we do this but it's not like even after 6 months if you're creating a company you're using the same reorganization event obviously you will have to create a different world why we create this because we have everything
• 211:30 - 212:00 under one roof and majority times uh let's say youry just acquired another organization and you have to move create a lot of supervisory organ organizations locations a lot of different stuff we have to do so you can trace it back with this report if you create everything under one name you can trace it back and this is a workday required event you have to identify reog
• 212:00 - 212:30 event which is very very important this folder is not a company this folder is just a folder within that folder we have three organizations you don't have to worry about what these organizations are or how they are connected whether they report to someone that's not the concern right now the learning objective here is the purpose of reorganization I just created these
• 212:30 - 213:00 dummy data these are not connected together just created dummy to give you uh a demo of what reorganization is and why it is required by work yes but don't confuse it that see when you have a folder visualize a folder first right in folder you have 10 documents or 50 documents each document is an independent identity a document does not report to
• 213:00 - 213:30 anything they are just part of that folder so when you create that reorganization event you started the migration and let's say it took you about a week or two weeks to finish that complete migration project anytime you have to trace back that on which particular date on which particular day at what particular time I migrated let's say 10 organizations I migrated 20
• 213:30 - 214:00 organizations I created this so on and so forth that all information will be in that folder and that is this folder they're not underneath it or anything they're not reporting to this they are just part of that particular folder it's a report at the end of the day this is a report that we looking at and let's say after another 6 months or an year your company acquires another uh organization then you will create another folder for that for one project
• 214:00 - 214:30 you know you even like there's no from work day from the number of uh reorganizations event you can create let's say for that ABC acquisition workday is doing you can part it into multiple reog events also there is no limitation to that but it's always ideal that you put one project under one folder or one Rog event in technical words to easily trace it back if
• 214:30 - 215:00 needed does that make sense the topic that we covering is your first pillar different types of organiz izations and how we work with them but not everything in this will be under this any type of organization we create workday always pops up asking us for a reog event so we have to provide this by end of day or early tomorrow you will have
• 215:00 - 215:30 tenant access and I'll start giving assignments now these assignments do not expect this a classroom assignment that it's locked somewhere you will get an email on it no all these assignments are real time why because we go with the flow of how candidates are working how better they are understanding how quick they are picking up the concepts and based on that what topic we have covered on that day the assignment will be specific to
• 215:30 - 216:00 that so these assignments I'll dictate it you will have to write it down if you can remember it good you want to type it want to write it that's completely your choice but do not expect that it will be like a printed sheet or anything like that and those assignments initially will be very very simple just a few steps you have to do basically what assignments are what we do in the tenant as of that day the inherent assignment
• 216:00 - 216:30 is to replicate that and the extension of that assignment is to do that once again to make sure that you able to do it faster and when you do it the second time you will have more questions okay but for today there is no assignment because uh the tenant access is yet to be released which like I said is on its way and not all of you might have the tenant access at the same time
• 216:30 - 217:00 what I mean by that is tenant access is released in batches so some of you might have it by tomorrow some of you might have it by end of tomorrow someone who is part part of the core workday team who is a setup administrator in the company a system administrator in the company for workday if you are not part see we are training you to be part of the core workday team not a part of the core workday team then you won't be doing
• 217:00 - 217:30 this you'll be a systems person who will receive requirements and then you deploy that system please focus when I'm saying something so these all are different types of organization all these three three structure that you see the one on the right top is your location hierarchy structure the one on the right bottom is your cost center structure the one on the left is your supervisor structure all of them are
• 217:30 - 218:00 independent like you said that right now they are independent yes they are independent and we'll connect them at the worker level so this is just for your visualization we'll create a structure exactly like this in our can we take a screenshot just a minute here yeah please I request everyone to take a screenshot of it all right uh thank you all uh and uh we'll
• 218:00 - 218:30 connect tomorrow let's test your knowledge and here is a question for you what organizational unit in workday stores worker information job details and position position history option a company option b Department option C worker profile option D business unit take a moment to think and when you're ready choose the correct option and remember each choice holds a key to unlocking the answer good luck and type
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• 220:00 - 220:30 training program take your career to the next level and become a workday super user today okay so in the last session we started off with organization just for the demo purpose we did not do much but we understood the concept of free organization we'll do that again in the demo today and we'll build off on the other types of organization today so that is what we'll focus on and the other types I mean cost center location
• 220:30 - 221:00 hierarchy location and comp uh supervisory organization in the same order as I just specified so I I've logged into the tenant I'll run the reorganization report definitely whenever you create anything in the system don't use test you'll find so much with this name
• 221:00 - 221:30 as test just just tells you that you're a lazy workday consultant so don't use test so Rea you mentioned it it was named as xpd so there you go so we're going to create a similar event and uh there would be instances where you in the beginning you might create multiple
• 221:30 - 222:00 organizations not organization multiple reorganization event because you are not able to find the previous one that's a pretty common mistake Consultants to in the beginning like if you just see here Global and Global these two are same work day does not stop you from using the same name again in case of reorganization so in case you have incorrectly created one you can mark it as
• 222:00 - 222:30 inactive any modification happens on that you go to the reorganization market as in that it's not mine so I won't change it just letting you know so I'll start again from the beginning I'll first create a company okay focus on the demo when I'm doing uh you're not supposed to be doing the
• 222:30 - 223:00 same at the same time because then you will miss what we did think is it running a little slower today okay so we're going to use this create company R event so I forgot what the name I used in the last session does
• 223:00 - 223:30 anyone happen to know that once you workday wants you to put a transaction of similar event basically any reor what's the lital meaning of reorganization that there are managers being shuffled new people come in or there are some changes happening within the organization right related to the reporting structure it could be any sort of change all that accounts for
• 223:30 - 224:00 reorganization and why reorganization because your different types of organizations is what like you see this structure here right you have multiple structures for call centers for locations any changes happening in this work day tells you that you need to enter a reog event if you're shuffling any of these organizations to someplace or you're removing them you're making any changes to them it has to be recorded in one
• 224:00 - 224:30 report and that report is nothing but your reorganization event so uh if I audio sorry so the one that I created which was power so if I show you that in another tab it gives me a list of all the companies that I created in the last session so I can literally download the report give it to business that this is
• 224:30 - 225:00 what we did in the last uh activity where you asked us to you know make these changes I know it's like I don't know what benefit would give to them but this is our workday is everything is recorded everything is organized in one or the other way okay so we already have a company
• 225:00 - 225:30 which is power top node company I'll create another one they for anyone who missed it in the last session let's say the company kind of added a child Branch to it and open up another subsidiary for it
• 225:30 - 226:00 like alphabet is a parent company Google is a child company so let's say this is a child company that we have we don't want to give it a code subtype will be be a company these are work delivered subtypes which you have to populate we didn't discuss much on the other elements in the last session so let's discuss that so every organization type will have a subtype and this subtype are nothing but just for reporting purposes you can pull a report at the end of the day that
• 226:00 - 226:30 these are the items and what are their subtypes subtypes only are for your internal purposes again there are no specific usages of this but it's a mandate it's a required field by work this so we have to pop it and the thumb rule that we follow is the type of organization you are creating you also use the same
• 226:30 - 227:00 subtype visibility we keep it to everyone so that anyone in the ten can look into it ideally we don't keep it to everyone specifically for company and cost center because these are only HR specific visibility areas but in this tenant if we select anything other than everyone uh we get some issues and uh that kind of takes a lot of time so just
• 227:00 - 227:30 for the demo purpose we mark it as everyone ideally we do it only for role assigns basically who has the right security they only can see these and every time you create a company you have to Define what the headquarter currency is let's say the headquarter we already have the parent company as USD we can do this for euros again it does not derive anything but we have to mention this
• 227:30 - 228:00 here you can make sure you remove these because these might add on some errors okay and refresh my report
• 228:00 - 228:30 here now I have this Power electric private limited we had this one now this now a lot of you will come up with the question can we edit it after we have created yes you can so let's say I want to change the name of this so I'll go to the related actions it go to company either company erit or company
• 228:30 - 229:00 name and code now please understand all these options that you're looking at is because you are logged in as Logan M to again as a super user access as a normal employee in the company might not even have this option without any security there's nothing you can do so we'll start I think we are doing any everything as
• 229:00 - 229:30 of close we can change it to and you see the code is all organization ID this is something workday added itself so we didn't Ed there are many different types of IDs that every entity in the system gets
• 229:30 - 230:00 they are all called as your reference IDs so now you have power Technologies private limited you have Power electric but right now this Power electric does not report to your power Technologies right now these are two different companies that is also okay you can keep it that but if you truly want this to report it that we'll do one extra step oh you see we don't have the
• 230:00 - 230:30 security for it l so we can assign this as a superior to this we look into that and the supervisor organization right now let's just understand that these are two different companies that we have in the system so that was about company now let's create some cross centers end is really slow today for what reason these are different types each
• 230:30 - 231:00 type has its own purpose so why would we call something which already has a type something else I'm just curious to know the thought behind the question the process of creating organization is same for all but these are different types don't uh if you try to mix them I don't know what benefit you will get out of it but one thing for sure it will confuse you a
• 231:00 - 231:30 lot again following the thumb rule add and create and a prefix now for some reason the tenant is not loading the search bar so if you are not confident that you have written the right thing just write it down and hit enter it will give you related options for those keywords so we'll start with this
• 231:30 - 232:00 again when you have a lot of different cost centers you can put them together under a hierarchy that hierarchy would be let's say you have uh we we'll do that okay we are just doing that only so I'll give it the name we'll keep the names just by numbers and the department so I'll put it CC but you definitely have to start with power because that's
• 232:00 - 232:30 your that's my unique Alias so your should be different Power CC engineering one okay in this case the sub type would change to a cost center visibility again it should only be for all assigns but you'll do it everyone if you select other any other option other than this there's a possibility you might not even see it yourself because of the security it
• 232:30 - 233:00 works you can restrict it to companies the companies that you have created so I can which means that only I can associate it with these companies that I have created but I don't want any restriction related work tags we are not working on this but you might get an error in cases for any of the work tag this is enabled so just go through the list yourself if anything is enabled if
• 233:00 - 233:30 it is what do you have to do is just select here whatever next option you get just select one of them that will remove move the error but since we don't have that concern so we can just skip this in assign roles again make sure you keep it blank so you have your CC engineering one okay I'll copy this because I'll create a couple more like
• 233:30 - 234:00 this okay now I'll create another one and one more just to get some volume in it you notice something I'm even though I'm removing cost center it still gets automatically populated tell you the reason
• 234:00 - 234:30 why it's 10 and wide setting we can change it but we won't but I'll show you I've created now I have four different cost centers two of them for devops two of them for engineering but if some leader comes and ask me a report of all the C centers that I have will I give him a list of these four yes but will I give it just straight up these are the four one these
• 234:30 - 235:00 are the four C centers that we have let me know what you want to do with it the first thing they'll ask is that put it in an organized structure put it in a hierarchy so that is when we create cost center hierarchy and then we assign these C centers to that so that we can they report not technically but in an organization visualization uh view they report to a
• 235:00 - 235:30 superior that is what your cost center hierarchy would be so let's look into that first and the visual will be able to clear all the doubts that anyone has so I'm creating a cost center hierarchy now this I'll select C Center hierarchy not the center so I have created this which is of type this if I go to the related
• 235:30 - 236:00 actions sign included organizations we'll select this we'll select the ones that we have creative the benefit of doing that that we now get a structure like this ear these all four for independent cost centers no one reporting to anyone like there's no person who owns this that we can tell they report to but in this o structure you could have
• 236:00 - 236:30 created we can also do it this way I'll create another hierarchy here there are multiple ways you can reorder that again we don't have the security for it so what I was uh what I was trying to do is I want
• 236:30 - 237:00 these two organization or let me remove it from there actually so now engine ring has a separate branch of it which only covers this [Music] and this STP I ideally wanted this also to report to the top but uh we don't have that option with the security that we need let me try a different
• 237:00 - 237:30 way yeah let's just keep it this way so we have created two her keys and each of them have two cost centers to it put in a particular order so I think that clears your cost center hierarchy questions someone have that question so just to keep put them in a hierarchical structure in an organized way so now if I need a report I can just put a report for this and it will give me information for these as well because in a system uh
• 237:30 - 238:00 even for a smaller company you have a lot of different cost centers and you cannot just have them independently sitting in the system you need to have a reporting structure at so this was about cost center the third thing we do which is very important but before I do that any question on company and cost center yes we can for that you will have to create the company hierarchy and then
• 238:00 - 238:30 put those locations the different companies that we have created under it so you can do that as well we move this task we have those different companies that we have created and just try to could be a company
• 238:30 - 239:00 hierarchy that's it so it's all created we go to the reorganization even when we are doing signing different companies here have to enter the reog event and this I know I said that electric will report to this but let's say these two are reporting directly to your Pub all right the next thing we'll do is
• 239:00 - 239:30 work with locations now there are two things in location one is called as location and the other is called as location hierarchy though workday tells us that location is also a type of organization but it does not behave that way because whenever we want to create a location it does not ask us for any reorganization event it's just open the task and you start working with it so in my understanding I don't consider location
• 239:30 - 240:00 as a type of organization but yes location hierarchy definitely is a type of organ organization so what we'll do is we'll first create a hierarchical structure for location hierarchy and then we'll create locations okay the difference is locations are nothing but the physical address of the company for example if you're a bank you have four different offices within a same
• 240:00 - 240:30 city that will account for four different locations within your system and how would you put that under the same roof like under a reporting structure under hierarchical structure under an structured structure basically you create a location hierarchy let's say your bank is in New York and you have one office in Rhode Island one office in Queens one office in Manhattan and one office you know just at the Time Square place so you will
• 240:30 - 241:00 have four different physical address now it may not be like an act ual office office but that address is your company address like where any kind of business runs whether it can be a warehouse it can be a storage unit it can just be a call center Service Center or it could be anything it can be a headquarters as well does not matter as long as that's your company work site or we call it the
• 241:00 - 241:30 Business site you have to enter that in the system because you will have employees working there who will report to that location right so let's say you have four of these so you create four different locations and in locations you add in those details of the addresses and then you put them all under one location hierarchy which would be New York or east United States whatever it
• 241:30 - 242:00 could be so we'll create a location hierarchy structure first considering everything that we do we'll create on a global scale that a company uh has offices all across the world the power company has offices all across the world so we'll create at the top level one hierarchy then below we'll create four different hierarchies one for Europe Asia Pacific
• 242:00 - 242:30 us I think three will we'll add one for Canada separately that is covered some companies have started putting Canada with americaas we call it latam like Lattin in America and all and likewise like Japan is being added as part of Asia Pacific so we call it jpack but not every company follow
• 242:30 - 243:00 that so we'll start by creating the first location Inari will be a top level location Nar subtype will be location and if you notice something that once we change the type of organization our subtypes also changes that is because there is a task which give us a list of all of those it's called maintain organization
• 243:00 - 243:30 subp which gives us a list of let's say these are the organization type right if you look into cost center hierarchy it will give you area if I filter on company hierarchy it will give you company so you can add your own as well like you would notice that some companies has a different one so you can add what type you want and which type of organization will it apply
• 243:30 - 244:00 to so whenever I select company hierarchy I get the option of company and the company hierarchy so if you look at location hierarchy here you see Geographic Division and location location hierarchy which is what we just saw Geographic Division and location so just like you won't find it listed anyway in the presentation just wanted
• 244:00 - 244:30 to show you so thought maybe something you should in real time scenarios you won't have this that's why I'm removing this because you'll add it later okay so I'll keep this tab open in another tab I'll create another location now have Amia I have us and I
• 244:30 - 245:00 have the top L I can go here go to the related actions reorganization and assign locations but I want this to first report it here so I'll go to the top level reorganization H we still don't have that
• 245:00 - 245:30 option I make any security changes that might not be a good idea okay so I'll have to go back and see why this option is not enabled so in reorganization there should be an option for location hierarchy which will allow us to change the reporting line of this that this power USA should be
• 245:30 - 246:00 coming under the power location that is then assignment that I'll take back myself but at least we'll go ahead and we we won't create more location hierarchies until we get that issue resolved okay but let's understand creation of a location at least that is what we can learn okay so for location the task is
• 246:00 - 246:30 simple create a location and you will see it does not ask for any reorganization that is why I don't consider it a location but as I don't consider it as a organization type but work day tells us that it is an organization I'll give it the name as let's say power forting and 90% more than 90% of the time we select it as business side there's a reason for
• 246:30 - 247:00 it okay we'll discuss that later once we understand how this is all created so you have details Tab contact information and business side we'll have to populate small information in each of these for details we only add the location type it could be let's say in headquarters and select multiple also does not make a difference in the
• 247:00 - 247:30 contact information you definitely need to have a phone number and an address that's the minimum else you'll get an error so we'll add in the phone number then it's for business purpose we cannot change that this is the reason we select it as business sign because based on the type you select this will automatically be added as your work contact basically for the office
• 247:30 - 248:00 location not for your personal worker record but for your office location if you have to give it to someone this will be that number my default and we have to mark it as primary because one office location can have multiple phone numbers which you can by using the add button you can add it but the system tells you you have to mark at least one S Prime even if you only have one same with the
• 248:00 - 248:30 address anyone with a Boston pin code have that on top of the mind because we might get an error let's see if you get an error because work has validations in the back end that will validate that this is not a Boston
• 248:30 - 249:00 pin that's the only information that you have to populate the next thing is the Business site we have to select some minimum elements like what is the time profile for that whether it's 40 Hour Work Week 37 hour work so these are some work de delivered ones you can create your own as well so I'll go ahead and use this and all other options are optional
• 249:00 - 249:30 if you want to select them you can select it these are optional not much yeah let's see if we get an error so we have an error which says 956 that is not a valid post is both for Mass CH it so can anyone just give me a quick pin code so we have this location
• 249:30 - 250:00 created but we don't have a superior assigned it basically our location hierarchy so what we do is we go to the related actions location and assign location hierarchies we already have the power USA created but this is see when we are assigning it to a location Arch is asking us for a reog event but when we are creating it does not ask for
• 250:00 - 250:30 it so slightly tricky but that's how work day is in this case we'll enter the this one can I create this let create us did someone create
• 250:30 - 251:00 this so now if you look at this location this has a superior sorry a location for power USA which is what we created and power USA has a member power Boston now we can have this as power Boston remote and power Boston office that is what the trend followed when the pandemic hit at everyone was working remotely right and and that time all the locations were remote so you can create
• 251:00 - 251:30 multiple location that refer to one hierarchy so something similar we'll start building on this structure right now we only have the US and the Amia hierarchy we'll create APAC and Japan like this we'll have more hierarchies and then we'll have locations reporting to it okay so assignment what you have to do is create your companies create cost center create locations don't create hierarchies of
• 251:30 - 252:00 them yet I'll have to figure out because the option is missing so you have to create your company if you have already done that's good now you have to next thing is create cost center create at least a couple different cost centers you don't have to create a hierarchy around it because we're not going to use the hierarchy but if you want to practice I leave that to you and the third is create locations you have to create at least
• 252:00 - 252:30 three locations for each region three in us three in Europe three in Asia Pacific and three for yeah I think this would suffice this is enough so nine different locations you should have in your tenant by tomorrow and I'm not concerned about what address you give them as long as you uh put in the right country and the
• 252:30 - 253:00 right pin code whatever goes inside that's not of concern because because if you don't enter the right pin code you will get an error the next thing that we have left is supervisory organization now we are over time and uh we'll also have to give some time for Q&A so we'll do that tomorrow so before we do that you have to have these structures created okay so I'll go ahead and check
• 253:00 - 253:30 with all of you uh any questions anyone has yeah we'll take the trend access a little later once uh I just want anything related to what we have done today that is what I am asking right now see uh going forward silence mean two things you did not understand anything and you understood everything and you don't have any questions both of which are concerning all right so if you don't have any questions please feel free to
• 253:30 - 254:00 drop off and we'll connect tomorrow anyone who has ten and concerns please stay on and each of these different areas of work day requires different and dedicated training okay what we cover here are the Core Concepts we can not go in any of that specific areas of work because even in one year we cannot finish one of them yeah so many and I think what I'm saying
• 254:00 - 254:30 what I would suggest is you're just looking at few open positions on different sites compared to the open positions and the one that you're looking at that company needs a payroll consultant that's why they are asking for payroll there are which not even use workday payroll so in their requirement they won't have payroll yeah that also like depending upon what area of work day that company
• 254:30 - 255:00 uses their requirement will be accordingly right why would they post a workday payroll consultant if they don't know what they payroll so don't get uh don't get into this understanding that payroll is in demand no no area of workday demands for any particular specific consultant they need consultant based on the requirement they have in their organization okay okay so continue to
• 255:00 - 255:30 look for it you'll find the one that will and even if they're asking for payroll it's not that they're only asking for p they'll be asking for something else as well so I shared this in my initial session a thumb rule that you all should follow is if you can relate yourself 10 to 15% of the job description you feel confident you can do it just go ahead and apply focus on the things you know not on the things you don't know hello everyone I wanted to provide
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• 256:00 - 256:30 we cover it all over the years zarch has empowered thousands of HR professionals and system administrators with the knowledge to drive adoption maximize value reach New Heights with workday our alumini have achieved remarkable transformation in their organization centralizing HR data increasing efficiency and enabling fact based Decisions by enrolling zentech work DayM
• 256:30 - 257:00 training you will gain a practical insights from certified experts hands-on experience configuring the system the ability to handle real world's HCM challenges and confidence don't miss this opportunity to master workday ATM and deliver breakthrough results visit the link below and learn more about our workday training program take your career to the next level and become a workday super
• 257:00 - 257:30 user today so we'll use this task and uh since uh is a GMS tenant so one thing that I'm familiar with is the refresh every week sometimes once sometime twice in a week the refresh happens so we lose the data so we have to create things again which does help us in one or the other way we get to practice I'm going to use which you already should have in your
• 257:30 - 258:00 tenant so when we are creating this supervisory organization in the organization assignment section this is where we attach our company and our cost center which I don't have created yet so what I'll do first is create this we did not do this did we do the supervisory organization we have wanted done the cost center the location and location
• 258:00 - 258:30 hierarchy and the company company we have not done the super so once uh once you have completed all that the next step is to create this supervisory organization using the task create supervis and for that let me
• 258:30 - 259:00 quickly yeah we are going to the next thing next typ of organization which is super supervisory or centerin company because my data got refreshed so now when we go ahead and create a supervisory organization this will be our top level supervisory and we'll create it using the task create supervisory organization we'll see if you want to include the manager name in
• 259:00 - 259:30 this subtype will be now department division group it could be any of these depending upon how your company operates ideally the top level subtype should be supervisory and below that some companies have departments then groups then divisions some companies has divisions groups and departments so it's company to company there's no specific uh guideline to this and you can create your own sub types as well so I'll go
• 259:30 - 260:00 ahead with and use Department visibility for this definitely has to be to everyone because they should be able to see the AR chart and just on the top Lev you have to give a primary location which I think let me create one as well that's an operation Center we put into phone numbers standard
• 260:00 - 260:30 40 uh this would be specific side now when you create your top level supervisory organization please watch this very carefully only once you have to Define which Staffing model this is your second core concept which we'll start upon today which particular Staffing model you will use position management or job
• 260:30 - 261:00 management we have to Define it at the top level not for each organization because each organization will inherit from the top but at the top level when you create the first organization which is ideally for the man for the CEO or like the board of directors whoever is at the top of the hierarchy chain you have to Define this now let's say we want to use position management we'll go into the detail of each of these but just for the sake of demo I'll select one in the assigned
• 261:00 - 261:30 rules you have to minus out anything that there is so keep that blank for all the organ ization types that we have at the moment now this is where we attach our company and our cost center you can see organization assignments so if you break the term organization you already know three other types which is company cost center location and location hierarchy basically four are the types out of that you will add in these to
• 261:30 - 262:00 here now what this will do is anytime you do a hire in this organization or any of the subordinates these organization will also be a default inheritance what what does that mean let's say I'm hiring five people in one of the subordinates one of the organization that report to this which also has these organization assignments they will also be a member of willit private limited and a member
• 262:00 - 262:30 of wellit CC1 as a as a member of one of the supervisory organization so when you hire someone there is a task in the hire process which is called as change organization assignments there's a dedicated task for it I can show you the business process for it it's called change organization assignments see multiple versions of
• 262:30 - 263:00 it this one change organization assignments for work this is usually a subprocess in the higher business process see they have you have used it in higher the initiation happens everything happens here and here it is change organization assignments in this step the particular
• 263:00 - 263:30 thing any hiring or any recruiter that has to do is make sure that they're associated with the right company in write cost center if your organization has multiple companies you can list them down here but what would be the default one you add them here let's say you have another company um you know purple private limited which uh is also subsidiary of velvet or another entity in its own you can add that here so at the time of when that task comes of
• 263:30 - 264:00 change organization assignment the recruiter or whoever the hiring uh person is following the process will be able to use a drop down and select whether this member will be associated with velvet or purple and if you have other types of organization you can see there are multiple types of organizations not all of them are work the delivered like agile tribe is not a work de delivered one so you can add those here but for our use Cas is only till company and
• 264:00 - 264:30 cost center so Rea this is where we attach it see first you need to understand this that what you saying Department might be a division for someone else right but I got your so all those things are not company those will be your supervisory organizations let's let's let's do a real time example on this so let me create this okay so you understood creation of the first very first one well with CEO
• 264:30 - 265:00 right that's your top level now you want four different uh entities in itself it could be research engineering Finance sales now what I'll do is you go to the related actions here and you want them to report to CEO is that the case or no okay no problem problem so you go to the reorganization and use the option of create
• 265:00 - 265:30 subordinate now Focus one thing here this thing that we created is of type supervisor now the next thing that we are doing is also creating another supervisory it's just that it will be called a subordinate because it reports to one of the supervisory organization that we have so go to the related actions we'll go to reorganization create subordinate okay I'm going to
• 265:30 - 266:00 use 119 11200 for all my setup going forward you should use first of the month or you can use this also I'm going to name it as executive let one okay I includ the name
• 266:00 - 266:30 now let's say I call it so usually faster but for some reason it's slower today select this Asma Division I don't have to enter anything else no Staffing model no organization assignments once I submit this you will notice that it's inheriting this now we have a subordinate called as velvet executive
• 266:30 - 267:00 if you notice the Staffing model it's being inherited organization assignments it's picking up those what I'll do is I'll go ahead and edit this and I'll just mark it name as I'll just change the name I don't want to change any date I want to use the same date that I have I'll continue to use my top level and create few more
• 267:00 - 267:30 subordinates using the reorganization create subordinate gen rization subtype again Division if I go here I have engineering I have sales I'll go ahead and create another one this so I have three different divisions reporting to the CEO and all of them
• 267:30 - 268:00 have the same Staffing model which is position management have the same organization assignments which is company and cost center let's say I want to associate a different cost center with this and like you said you want a different one so I'll create one first sales now I go back to my it's the sales
• 268:00 - 268:30 one that I created I go back to this related actions is that option there's option is not coming up there's an option which should come here change organization assignment and it should be here in the organization is it
• 268:30 - 269:00 here so we can like to your question Rea we can definitely change it even if it's inheriting option here should edit does not okay you can do it in the edit
• 269:00 - 269:30 also so here I can add in the other one which is your well with CC sales but I this is not the way of doing it this is like the backend way of doing it this is not so now this one has the same company but a different cost center so to your question yes you can do that and ideally that is actually the way we do it but not through this there's a different task called as
• 269:30 - 270:00 change organization assignments that is what we use uh it's actually the right way of doing it you don't consider that an assumtion that is exactly how the way it is being set up but at a larger scale when we are uploading cost centers let's say your company grew exponentially in the last few quarters from 500 to maybe 1500 employees and you need different cost centers for that so the finance team is the source for funneling those
• 270:00 - 270:30 information and the HCM side consultant is responsible for loing that data in the system and associating them with the right with the right organizations it's called change organization assignments but I think that's been restricted for some reason but what you can do is you can go to supervisory and use the edit supervisory organization that will allow you to change the cost all right so what we did just now is created a top level organization and
• 270:30 - 271:00 if You observe we'll observe the a chart and then the Navigator AR and I'll share what the difference is O chart is a worker level setup like it gives you the view for at the worker level so in our organization we don't have any workers yet so probably you won't get a better view of it but let's navigate to existing setup this employee already this
• 271:00 - 271:30 organization already has employees in it so this is a a chart right you can see employees on the Limelight their names are being highlighted and their title their location this can be conf like this can be changed like you want to display their title and the location you can change that now versus you can see their supervisory organization highlighted on the top right versus if I
• 271:30 - 272:00 navigate just here versus if I navigate to the other option which was navigate hierarchy in that the organization structure is on the Highlight not the work not the work employee organization chart okay there some kind of data loads
• 272:00 - 272:30 happening in the back end which is making everything slow in the front end and in the organization chart you have this option of customize chart view you can remove this disable this so that you don't see any extra boxes like this for any open positions basically keeps your organization chart clear see how this is loaded so from here I'll use the other option which is
• 272:30 - 273:00 your navigator app the earlier view was of the O chart now here here if you see you have the organization highlighted so this is more specific to the organization it should have been named organization chart but it's used to the navigate hierarchy you can see that these are the different organizations with their type and subtype like supervisory Department the top one is supervisory division so depending upon
• 273:00 - 273:30 each company how they want to set it up you can have supervisory Department and these ones as supervisory division does not make a difference the primary thing to focus here is all these are of type supervisory now in this case HR service department is a subordinate to Human Resources you can see this particular HR service department has a superior which is human resources which makes this a subordinate and this one is a superior
• 273:30 - 274:00 to all these organizations but the primary thing to understand is all of the these are of type supervisor Superior and subordinate is just a way of differentiating between organizations in relation or relative to when we talking in an a chart or a navigator art so that's how it looks and same for C Center same for companies as well can you please repeat the last Point supervisory and then subordinate dis
• 274:00 - 274:30 lust so I'm saying that supervisory you will see these three terms commonly interchangeably use subordinate Superior supervisory the primary thing to understand is all these three are of type supervisory it's just that when we talk about them in reference to other one is subordinate the other one is a superior like in this case HR operations department is a subordinate to what
• 274:30 - 275:00 human resources or HR operation Department if you open the details as a superior which is human resources but and has some subordinates also which means HR operations Department report to human resources and these two organization report to HR operations department but as you can see here the type is supervisory the type of
• 275:00 - 275:30 this also is supervisory and the same goes for the other subordinates the type is supervisory so don't get yourself confused that oh no this is of type subordinate no subordinate and Superior are not types of organization these are just way of telling that in reference to other organizations all of them are of type supervisory and only the top level you have to create using the create
• 275:30 - 276:00 supervisory organization all the rest of the structure we have to create it using Create subordinate option okay any questions any confusions and now to my own organization uh did you guys create the location hierarchy structure
• 276:00 - 276:30 yet no the location hierarchy part were you able to like I know you did not do it but we did cover it in the sessions right I don't know why I'm having a mixed um recollection of if it did that or not for some reason the Velvet okay there it is so all you need to do is related actions based on what type of view you want it you go to navigate hierarchy or a chart so I'll prefer
• 276:30 - 277:00 navigate hierarchy whenever I'm working with organizations it's much cleaner so likewise you have to create at least four levels so this is your level zero you have CEO then you have Executives then you can have directors below directors you can have senior managers then managers so at least four levels you have to create I'm not going to create four levels because it's anyway going to get refreshed because my
• 277:00 - 277:30 tenant is of type GMS and yours is of type implementation so yours won't get refreshed for a long period of time but mine will get refreshed every week so wanted to check uh quickly take a quick pause and see if anyone has any questions related to this so the assignment if you want to note it down you can note it down create four levels of organizations supervisory organizations starting from the CEO on
• 277:30 - 278:00 the top level and if your company has a specific subtype like supervisory you cannot change that that's the worked deliver type but you can have your own subtype and if you want you can create that using the option maintain organization s Ty the location hierarchy is the reason we do location hierarchy is to Club locations together in a hierarchy
• 278:00 - 278:30 because if you notice something when we create locations the system does not ask for a reorganization event that means if you're creating 10 locations they are just straight up in the system open there's no hierarchy set to it no location reports to anything so location hierarchy is a way to create a reporting structure for those locations now to your use case you can change the location anytime not not exactly anytime but uh ideally there
• 278:30 - 279:00 should not be any you know added employees or Associated workers to that locations then only you can change it but the thing that you have to understand here is you don't associate locations with organization they are associated with workers directly we have not reached to that point the organization assignments only applies on supervisory organization we associate all the other types of
• 279:00 - 279:30 organizations like cender company to supervisory organization not the other way around because employees are hired within supervisory organizations so your location hierarchy if ideally the common way that we have seen is uh you have a remote location you have an office location you have multiple offices like my company has a good amount of offices just in Netherlands and Belgium like multiple office
• 279:30 - 280:00 physical locations so to cater that we create one location Archy Netherlands within that we have all those physical locations that we put up and depending upon where we are hiring the employees we select that location at the time of hiring does does that help so uh I I'll get this done first so you can use maintain organization subtypes to create your own type of subtypes so what you do is you
• 280:00 - 280:30 navigate to let's say the supervisory here sorry you actually click on the plus sign let's say you want to create your own type which is Velvet and give it the name PR and select to which organization types this will be applicable so I think the reason we because of this it was giving that name I'll save that now if I want to
• 280:30 - 281:00 create another organization let's I want to create another create one level down vog create subordinate velvet director gdm go to market kind of thing right now in this sub type you
• 281:00 - 281:30 will see that option well test so you can create that of your own if you want to if your company uses something else other than this but ideally we go with the ones that work they delivered only in case where something is not available we create our right and you can see your primary location vet Connecticut location is inherited from Superior so you can change that also not a problem now
• 281:30 - 282:00 coming to the location hierarchy create location hierarchy just excuse me for a second this loads so we'll use this task to create the location hierarchy ideally the ideal setup that the company should have is you should have a top level location which is basically the location hierarchy for your headquarters wherever your company headquartered is where every thing reports up
• 282:00 - 282:30 to so let's say I'll give it the name as velvet top location hierarchy subtype uh since I'm not very convinced with this so I'll create my own then I'll use the task again and if you notice I'm the Velvet is not available here because I only enabled it for supervisory type what I'll do is I'll use the same to enable it for location as
• 282:30 - 283:00 well I use this ability everyone so what I'll do is I'll just create the whole structure here here you do have an option of organization assignment you can attach a different company cost center but that will be applicable in Matrix organization types or Customs okay that is part of the advanced HCM uh and a rare scenario that we need to use if we have a different requirement of
• 283:00 - 283:30 creating workers which report to multiple organizations that is when we use these but at locations we usually don't assign any organization assignments so we follow the same P you have created your top level location Archy you can then again go to reorganization they should have to is all the access it usually is someone must have removed
• 283:30 - 284:00 it but they may not so what you do is you can create locations here like the one that I did was uh the Boston one sorry Connecticut I can at least assign it to my top level I'll go to location assign location arches when assigning that it does ask for the Reon and this is where I'll add
• 284:00 - 284:30 that and that is how my organization will have a member for this and any employee so when we do the hiring we we do not give them velvet top LH we associate them with velvet kinetica and then our members start get populating so if you have multiple offices I can create another location here
• 284:30 - 285:00 Boston headquarters on for example any postal code from Boston anyone has because if I enter a wrong one it will give me an error let's see if this one works just add in the time profile and leave the rest to the default ones only because of this
• 285:00 - 285:30 0208 I can follow the same process but this if I do this for every location that will be an additional step for me so what I can do is I'll directly go to my location hery go to the related options go to organization or it's yeah go to reorganization and use assign locations it does the same thing that we
• 285:30 - 286:00 did earlier just we have to enter the we can actually select more locations that here so we don't have to go from location to location erarchy we can go from location hery to locations so now you have this here and if you look at the op chart of it it won't see the N see these are of type location hierarch and these are
• 286:00 - 286:30 of type location now whenever you hire someone in any organization you use this you don't use this but once they're hired in this they automatically shows us account of members in the location hierarchy also so I think that adds another assignment to for all of you is to create your location hierarchy structure and complete it see this is very
• 286:30 - 287:00 important you have to complete your organization structures if you don't complete it you won't get a full understanding of how other things work any questions with any particular topic that we have done so far so supervisory organization you have to create a complete structure location hierarchy if you don't have it please create it ideally it should be your top level location hierarchy then emia APAC Europe oh sorry
• 287:00 - 287:30 not Europe basically us within that so basically going back to this visual here let me open that yes I can show you that but uh if you're expecting that to be seen in one screen no that is not possible you cannot see two types of organization charts in one these all are independent of each other we connect them at the supervisory or level if you all recall this visual we looked into it in the initial session
• 287:30 - 288:00 we have this is what you have have to create for your supervisory this is what you have to create for your location here cost center just one or two is fine we don't need much it's more of a finance thing but at least you you should have your supervisory structure ready your location structure we talked about this in the initial sessions we have seen this multiple times that this is what we have to create I hope this visual bring backs
• 288:00 - 288:30 bring back some conversations we had so these get those done right to your question yes we can definitely look into the hierarchies here I'm not sure what it's happening in the back end something is the Ten is really really slow today so Usha to your point you can navigate to the related actions and click on the a chart on navigate Archy to look out those organization
• 288:30 - 289:00 structures Let's test your knowledge and here is a question for you which workday objects holds pay components eligibility rules and instruction for generating payments option A compensation package option b great profile option C pay group option D payment election so take a moment to think and when you're ready choose the correct option and remember each choice
• 289:00 - 289:30 holds a key to unlocking the answer good luck and type the correct answer in the comment section I wanted to show you but uh the tenant does not seem to favor so you go to the related actions from your supervisory organization or any type of organization that you have you will have an OP a chart or navigate hierarchy the two buttons the difference which I explained earlier any one of them or you can from a worker profile you can also click on that team button it also gives you the same thing this is
• 289:30 - 290:00 a matrix organization you see this lines this is a custom organization type called as Matrix Oran just covered in advanced letc just giving you a small so this is how you can look at but yeah if you want to see the company or a c Center or location Ary organization chart we'll have to do that in a different tab cannot do it in the same tab yeah you have to do it in a different tab like
• 290:00 - 290:30 different the one that create uh depends see you have that option of visibility right you create it we select everyone everyone's mean everyone in the organization can see but ideally for cost center we use some other option than everyone but in this test environment we select everyone because um if we hide it then sometimes we also are not able to find it correct yeah okay so for supervisor
• 290:30 - 291:00 organization yes it's every everyone for location it will be everyone because these are like public information there's no hidden things in this any questions so you have two assignments one from the last session which was on location hierarchies make sure you create that and from today's session creation of your supervisory organization structure in tomorrow's session we'll focus on the Staffing model your position management and job
• 291:00 - 291:30 management and to focus on that we need to have your your organization structure because we will continue to play around for this topic and the next one as well for others if you don't have any question please feel free to stay or feel free to drop off I'll leave that to you I can see a Word document will still shows the work work document you can minimize the document if you want when you click on share you can like share all screens you don't
• 291:30 - 292:00 have to log out uh um Can can you give the control to me once yeah no not the screen control your screen control so you share and then you give me the control so you are in remote right yeah now go and click on the Chrome button uh click on the related actions and go in the the first option supervisory and you have go
• 292:00 - 292:30 ahead second option no keep that as is use the second option get get out of this what do you want to do for that particular question because this is the one that you want to change right so it's just populating that Fe okay so now you see that second question what do you want to do yes no you see the option is already there for you just select that see that radio button you see that option there
• 292:30 - 293:00 which gets populated 11900 xpd USA so so before you before you go to any other thing understand what you're doing here you're trying to edit something for a supervisory organization the first the supervisory organization it's automatically populating the one that you have to edit which is what you want to do gives you two option that you want to change name and set a new effective date as you know whatever we create is created as of a particular date which we enter now if you want to change
• 293:00 - 293:30 something with a new date let's say you created something as of September 1st and you want to make a change and today is October 1st and you want to change as of today so you can use that but in our case we will use the second option because we want to make changes to the default as of the date when we created this so select that now click okay in this you see that check box which says include manager and leader and uh unselect that click
• 293:30 - 294:00 okay click on that organization again xpd USA I know because hiring is restricted in this environment because of that same you looking at that please do not resend data so it's a environment we have limitations on the hiring and not to get red flagged uh this is being restricted so we'll have to use existing hires we'll have to use an
• 294:00 - 294:30 alternative way to to get to the configuration that we want to so hiring is restricted see the count that you see on your organization so depending upon which view you're looking at you're looking at the O chart or you're looking at the navigation hierarchy the O chart it will give you the count of positions whether it's open or whether you have employees hired in it it will give you that total count to the navigate hierarchy it gives you the
• 294:30 - 295:00 count of more organization report to it yes can you click on the related actions of this oh so it's of type supervisory so okay obviously we don't have any workers so this is the count for this custom chart view you see that arrow on the left custom chart view you deselect these options
• 295:00 - 295:30 okay time this is a text you will see a lot of open often uh like these are just positions people created and left it there and they continue to show up every time you open an O chart so we have to do this in which organization did you create those positions na they are different navigate to your organization first you can click on any of these where you have your positions you can just click on the name you don't need to click
• 295:30 - 296:00 on go to the staff tab here it is you can get the full view through the op chart that you were looking at earlier but in that case you will also get The Unwanted positions the tenant so that will be a lot confusing still show you based on each organization it will not be like uh it will be organization to organization like you open the a chart click on the back page
• 296:00 - 296:30 button and using that custom chart customized chart view select the open position just the open you can get keep the other one selected apply go down open the executive management here continue to scroll down yeah you
• 296:30 - 297:00 see that uh information which one did you have your positions in it cck on the Arrow we'll be on a different organization right and one organization can only have one type of Staffing model you can look at the details tab also that will give you any subordinates that you have Superior so on and so forth these are job profile in job we don't work with positions we work with job uh if I
• 297:00 - 297:30 answer this now others will get confused because this is what we have to do next let's see if we can hold this off until tomorrow because tomorrow we will cover this hello everyone I wanted to provide a brief overview of Zar Tech's training program for workday ATM in this course we will explore the key capabilities of work dat schem the leading Cloud platform for human Capital Management whether you are a new to work day or
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