tag:blogger.com,1999:blog-9491497264244486162024-03-12T07:51:42.790+00:00A blog about learning Workday HCMMy online diary about Workday HCM and all things HRIS, HRMS and HR systems.
Questions or ideas for posts? I can be reached at: helloworkday@gmail.com.
If this blog has helped you at all, please click on one (or many!) of my ads. Then I know that someone is reading. :)HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.comBlogger92125tag:blogger.com,1999:blog-949149726424448616.post-26032756227701288912021-01-07T20:34:00.002+00:002021-01-07T20:34:47.289+00:00Report security<p><span style="font-family: arial;">This blog will probably be a mishmash of Workday, PeopleSoft and SuccessFactors for the foreseeable future as I continue to consult on Workday topics while using SuccessFactors and PeopleSoft in my day to day job.<br /></span></p><h3 style="text-align: left;"><span style="font-family: arial;">SuccessFactors <br /></span></h3><p><span style="font-family: arial;">Today, I was supporting an HR user who needed access to certain data in order to do some analysis for the HR VP over here in Europe. I know that I have access to a really good report but my user did not. My user has access to similar data so I asked my SF guru colleague in the US what I needed to do to enable the report for the user.</span></p><p><i><span style="font-family: arial;">"Hold on, I'll add her to the report."</span></i></p><p><span style="font-family: arial;">Me: Wait, what? We need to grant access to reports individually?</span></p><p><span style="font-family: arial;">My colleague: "Well, in some cases, yes. It depends how the report security was originally set up."</span></p><p><span style="font-family: arial;">It's an interesting concept that you can roll out reports and lock them down individually, at a user level but there is always a maintenance and upkeep tradeoff, isn't there?<br /></span></p><h3 style="text-align: left;"><span style="font-family: arial;">Workday<br /></span></h3><span style="font-family: arial;"></span><p><span style="font-family: arial;">I previously posted about <a href="https://aboutworkday.blogspot.com/2013/06/configuring-workday-hcm-application.html" target="_blank">Workday domain security</a> and the same concept still holds true. If you can access the domain you can see the data on the pages or in a report.</span></p><p><span style="font-family: arial;">I guess this SF concept is a little like the 'report sharing' feature in WD. You can share a report with another user which is like giving them the framework and structure to easily run a report but the output is still dependent upon their domain security so you cannot give them more access than what is in the domain security.</span></p><h3 style="text-align: left;"><span style="font-family: arial;">PeopleSoft<br /></span></h3><p><span style="font-family: arial;">Old faithful is predictable on the topic of report security. If you have access to all the tables, you can access the report. Even PS had a 'sharing' option but it was more than you were copying your report definition over to another user id and then you each had your own copy rather than a 'shared' version.<br /></span></p><p><span style="font-family: arial;">So I guess in this case we are more alike than different from a user perspective. :-)<br /></span></p>HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-70742820937600382062021-01-02T13:07:00.000+00:002021-01-02T13:07:01.890+00:008 years later: how global is Workday?<p><span style="font-family: arial;">Back in 2012 when I was just starting to learn Workday I wrote a post at the time <a href="https://aboutworkday.blogspot.com/2013/05/how-global-is-workday.html">How global is Workday?</a> and I was especially curious about how they handled a European requirement which wasn't a US requirement. My use case was 'company cars'. </span></p><h4 style="text-align: left;"><span style="font-family: arial;"><span style="font-size: medium;">What did Workday do for company cars in 2012? </span><br /></span></h4><p><span style="font-family: arial;"> In 2012 Workday had <u><b>no</b></u> company car functionality which was a bit of a disappointment as:</span></p><p><span style="font-family: arial;">1. PeopleSoft had company car functionality. (Actually, I should use present tense here as PeopleSoft has <a href="https://docs.oracle.com/cd/E28727_01/hcm91fp2/eng/psbooks/hhcc/chapter.htm?File=hhcc/htm/hhcc03.htm" target="_blank">company car data</a> functionality, if you're an Oracle customer.)<br /></span></p><p><span style="font-family: arial;">2. The data structure is not complex or intensive. </span></p><p><span style="font-family: arial;">3. There are government requirements around tracking who gets a company car since an employee is taxed on it. </span></p><p><span style="font-family: arial;">There was a brainstorm kicking around the Workday Community which many US multinationals and European customers voted up.</span></p><p><span style="font-family: arial;">The suggestion from WD consultants at the time was to cannibalize the Business Assets functionality. It was an awkward suggestion to enter data in a consistent manner in fields that were not designed for this purpose. The other suggestion was to build a Custom Object, also not a great idea since there are multiple car data fields needed.<br /></span></p><h4 style="text-align: left;"><span style="font-family: arial; font-size: medium;">So we're just starting 2021 and nine years later, what's changed?</span></h4><p><span style="font-family: arial;">If you're a UK Payroll customer who only needs to track company cars for UK employees, you're in luck! If you're not a UK Payroll customer or you have cars outside the UK, to use a UK term, 'sod you!'</span></p><p><span style="font-family: arial;">If you're in the former camp and you're a Workday UK Payroll customer, Workday has delivered the functionality to set up cars, assign them to employees and to run the report to deliver the data to the government for tax purposes.</span></p><p><b><i><span style="font-family: arial;">Well...it's a start and it's better than nothing!</span></i></b></p><p><span style="font-family: arial;">There are some kinks to still be worked out as others have pointed out. It would be nice to have an EIB to load the car data. Also WD has held back on exposing the tables so customers are not able to design custom reports around who has what car and even which employees have cars. I find both of those point to be big limits to gaining value from the data.<br /></span></p><p><span style="font-family: arial;"> And If you're not a UK Payroll customer you can...</span></p><p><span style="font-family: arial;">(create your own list of ineffective workarounds here).</span></p><p><span style="font-family: arial;">In all seriousness, you choose the best ineffective workaround that meets your needs. I've seen companies say:</span></p><p><span style="font-family: arial;">- Store it in the local payroll systems - Great, that covers the taxation aspect but most companies in Europe operate at least one payroll system per country. Trying to get a report of all employees who have a car for compensation purposes is a lengthy hassle that involves contacting local resources and compiling reports.<br /></span></p><p><span style="font-family: arial;">- Create a dirty little custom solution, such as a .NET app - Great, but how many .NET apps do I need to create and does HR need to use instead of just using the core HCM?</span></p><p><span style="font-family: arial;">- Go back to the Excel / local payroll combos we all know and love so well - Back in the early days of HRIS this happened quite a lot. Central HR needed to track X while local HR took care of Y in local payroll. It's not a great solution as it entails double data entry but it's certainly possible and was all the rage in 1983.</span></p><p><span style="font-family: arial;">I plan to do an update nine years from now and sincerely hope that we're in better place at that time. </span><span style="font-family: arial;"><span style="font-family: arial;">In the meantime, happy motoring. <br /></span></span></p><p><span style="font-family: arial;">As always, differing opinions fully welcomed in the comments or by email, always open to new ideas and perspectives. :-)<br /></span></p><p><span style="font-family: arial;"> </span><br /></p>HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com4tag:blogger.com,1999:blog-949149726424448616.post-8423346972548345082020-12-30T11:15:00.001+00:002020-12-30T11:15:23.606+00:00Updates and a techonology move<p><span style="font-family: arial;">It's been a while since I've updated this blog. If you're still here, drop me a comment to say hello or click an ad so that I know someone is still reading me?<br /></span></p><p><span style="font-size: medium;"><i><span style="font-family: arial;">So what's new?</span></i></span></p><p><span style="font-family: arial;">I'm still here and ended up doing something new, for the past four months I've been at a company who is running PeopleSoft alongside a (relatively recent) SuccessFactors instance. Let's call them NewCo (NC) for now.<br /></span></p><p><span style="font-family: arial;">I know a lot of you out there are SF fans whose careers in the SAP space parallel mine in the PeopleSoft space. It wasn't that I was specifically seeking out a move to SF ('old dog' and 'new tricks' springs to mind) but I'm not a diehard software loyalist and the time, space and place was right for me. <br /></span></p><p><span style="font-family: arial;">The technology landscape of how this company is running both PeopleSoft and SuccessFactors is a story for a different day and another post...</span></p><p><span style="font-family: arial;">It's still early days on my SF experience but a few thoughts as I start to get my sticky fingers on the system.<br /></span></p><p><span style="font-family: arial;">I joined a conference call early on and it was with the consulting partner who implemented the instance of SF and the top management of NewCo. Man, I know I'm in a rut with all things PS and Workday but I slotted very easy in my brand new SF rut!</span></p><p><span style="font-family: arial;">It was the exact same conversations that I've been having in the past few years at companies who have recently implemented Workday, but 'find and replace' the term 'Workday' with 'SuccessFactors' and you get the idea.</span></p><p><span style="font-family: arial;"><span style="color: red;">NewCo Management:</span> 'So what should be next on our horizon, what should we be worrying about?'</span></p><p><span style="font-family: arial;"><span style="color: #2b00fe;">SF Consulting Partner:</span> 'Well, you'll want to standardize your operational processes so that you can maximize your software investment by implementing new functionality. We recommend that you set up a global governance team comprised of representatives of the various HR functions...you'll need resources available to test the twice annual upgrades...you should join our customer community for tips and interaction with other customers...'</span></p><p><span style="font-family: arial;"><b>Basically it was the EXACT SAME conversation that I'd hear post-implementation in a company running Workday. </b>Yeah I know all of you out there who are more hardcore IT and technology agnostic are rolling your eyes right now but for some reason I didn't realize that underneath the covers that these cloud solutions would be so similar. One would not have expected this if you listen to the sales pitch of the various vendors. ;-)</span></p><p><span style="font-family: arial;">I'm reminded of the 'Coke vs. Pepsi' debates of the 1990s in the US. I know there's a diehard population who swear by one or the other and can tell the difference in a blind taste test but for the remaining 95% of the population, they're indifferent. Give them a can of caffeinated brown fizzy water and you've met their need. </span></p><p><span style="font-family: arial;">Is it the same as an HR systems user? As long as I can hire, promote, pay and terminate an employee does it really matter to me if I do it in Workday or SuccessFactors? Stay tuned as I figure that one out. <br /></span></p><p><span style="font-family: arial;"> </span></p><p><span style="font-family: arial;"> </span></p><p><span style="font-family: arial;"> </span></p><p><span style="font-family: arial;"> <br /></span></p><p><span style="font-family: arial;"> </span></p><p><span style="font-family: arial;"> <br /></span></p>HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0London, UK51.5073509 -0.127758323.197117063821153 -35.284008299999996 79.817584736178844 35.028491700000004tag:blogger.com,1999:blog-949149726424448616.post-76638055945949245262018-05-07T16:28:00.000+01:002018-05-07T16:28:14.756+01:00Auditing Workday business processesI've previously talked about <a href="http://aboutworkday.blogspot.co.uk/2013/07/business-processes-in-workday-hcm.html" target="_blank">Business Process functionality</a> in Workday. Today a topic near and dear to my heart is <i>auditing</i> those business processes (BPs).<br />
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Most companies have auditing or corporate governance in place to minimize risk; in the HCM world areas that often require auditing are processes and procedures that relate to hiring, pay changes and terminations. These are areas where fraud can occur, such as the hire/term of a 'ghost' employee, or pay increases that are not authorized. <br />
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<h3>
How do you audit business processes in Workday?</h3>
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</h3>
Similar to how there are many routes into a city, there are a variety of ways to get this job done. In our case, our Compliance department decided that these 4 Workday BPs should be audited quarterly:<br />
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-Hire<br />
-Change Job<br />
-Request Compensation Change<br />
-Termination<br />
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Our Compliance department does not state <i>'how'</i> you need to do a job, but instead they have requirements of what is necessary to prove at the end. Their requirement from us is to <b>'show that no unauthorized changes occur on the business processes.'</b><br />
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<b>How do we do this? </b></h3>
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<b><br /></b></h3>
We have a set of Work documents for each process; they include a variety of details about the process, such as the process description, the participants, requirements, regulatory reports required from the process (if any) and importantly for us here, the business process flow broken down by steps (both internal and external to the system).<br />
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Our locked down Word documents are the 'golden copy' and our Workday business processes should always mirror the same tasks, performed by the same roles, with the same conditional logic, etc.<br />
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So for each audit, it's a matter of using the Excel button in Workday to download each BP and then bringing our Word documentation steps into this Excel and manually going line by line to make sure that they match on 'who,' 'what' and 'how'.<br />
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<h3>
Isn't there an easier way?</h3>
<h3>
</h3>
You'd think there should be, as WD always highlights the audit aspects of their system. So I set out to find a way to do this task in a more efficient manner than I just described. In addition, back in the early days of my career, as an auditor myself, it was always easier to pass a process which was locked down systematically and performed automatically, as opposed to one that someone had to remember to do and where eyes can sometimes miss a line or a step.<br />
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<h3>
Here are some items that I looked into:</h3>
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</h3>
<h4>
1. Use the 'Audit trail' feature </h4>
One of the nice things about Workday is that it has a built-in audit trail automatically turned on. So while you're on a page, such as the Hire BP, you can click through to "View Audit Trail" and see an audit trail for the object:<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhYcjc86rTDqCA_K3FtzU_UkyW8HpOOtpl8F3BpLovj7fgAULB8ALVOrfRPty21rg5YaNdCpe52KORIhckg93nQOQTUWOpWCfyxMHXyVvcBAK4isBYw74J5rIQsNuNXxGwhhA2yr5jQ9Nu/s1600/audit_trail.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhYcjc86rTDqCA_K3FtzU_UkyW8HpOOtpl8F3BpLovj7fgAULB8ALVOrfRPty21rg5YaNdCpe52KORIhckg93nQOQTUWOpWCfyxMHXyVvcBAK4isBYw74J5rIQsNuNXxGwhhA2yr5jQ9Nu/s640/audit_trail.jpg" width="640" /></a></div>
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<b>Does this solve my problem?</b><br />
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Unfortunately, no. While it will cover the 'big things' like if a step or notification is added/deleted it does not show the changes if a step is edited, for example.<br />
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<h4>
2. Use the <b>'View User or Task or Object Audit Trail' report</b> </h4>
This one looked promising, like it would allow you to audit<i> all BPs</i> for changes at once, rather than individually per process. (We'd like to be able to edit more than the four I previously specified, but using the manual method did not justify the risk.)<br />
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Here's what this one looks like:<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiHaeZ_X_ZkhP7KzinCRRkQXPqIhrhFyBKqpAKfARYjlSx45xK6gaiESKZYuAUMmIiZwmmE4Kmh5Frb8A_CgVMlnsdJ3WX1-Mi_Fs5aPe2Mx3x4Pq6eUWlcR8EtyU4CzcAkkMIRzMfxwvgr/s1600/audit_trail2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="237" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiHaeZ_X_ZkhP7KzinCRRkQXPqIhrhFyBKqpAKfARYjlSx45xK6gaiESKZYuAUMmIiZwmmE4Kmh5Frb8A_CgVMlnsdJ3WX1-Mi_Fs5aPe2Mx3x4Pq6eUWlcR8EtyU4CzcAkkMIRzMfxwvgr/s320/audit_trail2.jpg" width="320" /></a></div>
When you run it in a Sandbox environment it looks quite interesting showing new value, old value, the operator who made the change, date/time stamp, etc.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxnkpKA0ckF03FaWDgNVdIDQoZu_OU-jw7H_n0QlHvhUBBq1ZrBqgj9gNaBkB0aZqjrGlXS8ucUSMCBmA7_vr6ow8UGoRan91Hk2EHhbmweyBiGg5yZs4NCLpXtE2puf-7pXaA_aPJDXsz/s1600/audit_trail3.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="272" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxnkpKA0ckF03FaWDgNVdIDQoZu_OU-jw7H_n0QlHvhUBBq1ZrBqgj9gNaBkB0aZqjrGlXS8ucUSMCBmA7_vr6ow8UGoRan91Hk2EHhbmweyBiGg5yZs4NCLpXtE2puf-7pXaA_aPJDXsz/s640/audit_trail3.jpg" width="640" /></a></div>
<br />
<b>Does this solve my problem?</b><br />
<br />
Unfortunately, no. When I ran this one in Production for a one month time frame, I got the message: "<i>The number of transactions found in the specified time range
exceeds the report limit of 50,000. Please narrow the time range and try
again.</i>" Looking on Workday's Customer Connection, it seems that others have the same experience. It seems that something is not indexed correctly or there is some other issue that you're filtering through all transactional audited data rather than only the BP audit data. Those could perhaps be workable if you're a smaller company or have less transactional data or are only auditing on a very narrow time frame, such as a week. <br />
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<h3>
So now what?</h3>
I turned to the trusted <a href="http://aboutworkday.blogspot.co.uk/2012/10/workdays-user-community-site.html" target="_blank">Workday Community</a>, with the hope that some brighter mind than me has come up with an awesome solution. It seems that the question has been asked many times in the customer forums over the past few years so I sifted through the responses with high hopes.<br />
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There are some newer features and customers have presented some ideas. I will not bore you with these in the meantime, but the above was meant to illustrate the types of steps that you need to do as a Workday customer to meet a basic business requirement when it's not delivered out of the box. <br />
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<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com1tag:blogger.com,1999:blog-949149726424448616.post-83047142579503156272018-05-06T15:56:00.001+01:002018-05-06T15:56:18.255+01:00But I just want a basic report!We are currently trundling through our rest of world (non US, Canada, Mexico) Workday implementation. We are in the second round of test loading data.<br />
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As a part of our data validation our Workday implementation partner is issuing reports to us from the test system. I am combining these reports with PeopleSoft reports in Access. Then our HR community is reviewing the data to ensure that it matches.<br />
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One of the items that we need to validate is 'HR Partner.' In PeopleSoft we have an HR partner assigned at the department level. We're bringing that over to Workday and assigning an HR partner to a supervisory org (along with other roles such as Absence partner).<br />
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I have a report from PeopleSoft, it includes two fields: Department ID and HR manager ID.<br />
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Trying to get the equivalent from Workday is like trying to get blood from a stone.<br />
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First our Workday implementation partner ran me a report that looked something like this:<br />
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<img alt="" 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" /><br />
Our Workday implementation partner seems to be staffed with consultants who have never worked in-house. Fair enough, a lot of consulting houses are like this, as they've never done operational support they have no concept of how things actually work once the software is turned on.<br />
<br />
I know everyone likes to say how great Workday is, that you no longer
need to know codes you can work off of description but try matching on names from two different systems. People get married, etc. it's just inefficient.<br />
<br />
Also, how am I supposed to parse all of the gobbletygook in the box?<br />
<br />
I clarified the request and asked specifically for 'Supervisory Org code' and 'HR Partner employee ID'. In return I received this response:<br />
<br />
<span lang="en-GB"><span style="font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;"><span style="color: #1f497d; font-family: "calibri" , sans-serif; font-size: x-small;"><span lang="en-US" style="font-size: 11pt;">Due
to the Worker, Sup Org, and security business objects in
Workday, we’re limited from splitting out a single org’s assignments
into multiple rows when an org has multiple assignments. We’re trying
one last effort during India time tomorrow to see if we can get it to
work, but it’s not looking promising.</span></span></span></span></span><br />
<br />
I mentioned a while back when I took the reporting class, how <a href="http://aboutworkday.blogspot.co.uk/2013/05/my-review-of-workday-report-writer.html" target="_blank">Workday reporting is not intuitive</a>, but these folks are experts, Workday certified consultants.<br />
<br />
I'm not quite sure if the problem is consultant knowledge or the Workday system itself. If I ever get to the bottom of it I'll let you know. In the meantime we'll just go on a wing and a prayer than our HR Partner data is being converted successfully.<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com5tag:blogger.com,1999:blog-949149726424448616.post-15453117555369159322018-03-28T19:20:00.001+01:002018-03-28T19:20:21.351+01:00ExhaustedWe have restarted our European PeopleSoft to Workday implementation which was <a href="http://aboutworkday.blogspot.co.uk/2013/07/a-project-delay.html" target="_blank">stopped back in 2013</a>. My goodness I am tired.<br />
<br />
One of the selling features of SaaS like Workday is, 'they're so easy to implement!' We did a first prototype with a limited population back in late December. Starting the first week of January I've worked every single weekend except for two. When I say I 'worked the weekend,' that means that I worked 10 hours per day instead of the usual 12-14 hour days that I do during the week.<br />
<br />
I love implementation! I don't mind extra hours as I like the mental challenge of figuring out conversion topic. I worked for PeopleSoft as an implementation consultant. I've been implementing HR systems for 20+ years. This is honestly the worst implementation that I've ever known.<br />
<br />
<h3>
A few 'data things' that suck when you're implementing Workday:</h3>
<b>1. The need to produce lots of load files.</b><br />
<br />
Our Workday consulting partner has given us a list of files to produce from PeopleSoft. We're pretty basic, implementing the absolute minimum, but we still have 40 employee data files to produce. Setup is handled separately. I'm not sure about you other bright and shiny SaaS providers but 40 files is a lot to produce.<br />
<br />
<b>2. The need to populate data...or failure</b><br />
<br />
I get that one of the advantages of SaaS is the built-in data checks and functionality. Over here in Europe and Asia we have a minimum set of data. We don't provide benefits to dependents so the dependent birthday is not required. 'State' is often not a required data element in Europe or Asia but it is required in WD and in the US.<br />
<br />
I have physically cringed when I had to send data reports out to our shared service centers that they need to figure out 'required States' and 'require postal codes' for employee addresses when none currently exist in PSoft today (and it obviously isn't a concern for downstream systems, integrations, etc.).<br />
<br />
The employees in our shared service centers work hard to add and update data and I just gave them 20k rows of data where they need to contact the employee or somehow get on google maps to figure out an employee's post code.<br />
<br />
<b>3. The amount of setup data stuff has just floored me</b><br />
<br />
I mentioned <a href="http://aboutworkday.blogspot.co.uk/2018/03/saas-limitations-marital-status.html" target="_blank">marital status</a> earlier. But it seems that I am setting up everything....name prefixes like Mr./Mrs., citizenship status like France native. I expected to have to set up things like our Contract types but I'm setting up lots more. HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com3tag:blogger.com,1999:blog-949149726424448616.post-64261152384513079322018-03-21T18:52:00.003+00:002018-03-21T19:42:54.670+00:00Guest Writer 1 sends us another post! <span style="color: blue;"><span style="font-family: "arial" , "helvetica" , sans-serif;">I sometimes receive emails from people who are trying to transition from other technologies (SAP/SuccessFactors, Oracle/PeopleSoft, etc.) to Workday. Here are some thoughts from Guest Writer 1 on the topic. If you'd like the honour of being 'Guest Writer 2,' email me a post: </span><span><span style="font-family: Arial, Helvetica, sans-serif;">helloworkday@gmail.com. In the meantime, enjoy the thoughts of Guest Writer 1:</span></span></span><br />
<br />
I’ve been reading Vinnie Mirchandani's
excellent book SAP Nation recently. It points out that the economy (what
software folks rather oddly like to call an ecosystem) around SAP is
about the equivalent in size to the Republic of Ireland. Quite a few
SAP customers have contributed to the book, directly or otherwise.<br />
<br />
I don’t know how Workday compares and I have neither the time, the
resources nor the inclination to find out. What is certain is that
whatever the size of the Workday economy, they (Workday) have a very
significant slice of it.<br />
<br />
Very little detail of the detail of the contents of Workday applications
leaks out - it’s quite remarkable in comparison to other software and
services vendors.<br />
<br />
At one level this is entirely understandable.<br />
<br />
It’s a fierce world out there in enterprise sales - competitors will
seize any chance they can to point out a lack of functionality or a
customer who would prefer something added or something to work in a
different way. Less scrupulous competition will even bend the truth and
try to sow fear and uncertainty.<br />
<br />
On the other hand, almost every other vendor has an active community
beyond the bounds of its own websites and social media where people swap
frank opinions about various aspects of software and services.<br />
<br />
There are a few independent voices, Matthew Heminger, Ahmed Liman are
two, but they are part of a rare but slowly growing breed of
professionals operating in connection with Workday but remaining outside
the tightly controlled world of Workday and their partners.<br />
<br />
<b>Time will tell whether the “grey market” in Workday Talent will become
significant. </b>What is certain is that ambitious and industrious folk in
various parts of India are gaining Workday expertise through some
official and some very unofficial means. For those of us who have been
around long enough to remember PeopleSoft, this is a familiar picture.<br />
<br />
Workday continues to restrict implementation access to those who have
officially certified training - and outside of Workday this means
partner employees only. Since becoming a partner is way beyond the reach
of an individual or even a small company, this effectively rules out
self-employed contract workers from working on implementations.<br />
<br />
Again this is understandable from a Workday perspective - much has been
made of the “Wild West” that exists in talent available for projects
involving other vendors and Workday avoids this by the tight controls.<br />
<b><br /></b>
<div class="gmail_quote">
<b>What is clear is that it's not just the approach to software that Workday does very differently.</b></div>
<div class="gmail_quote">
<br /></div>
<div class="gmail_quote">
Whether customers benefit from the official "partner only" lockdown depends upon who you talk to of course.</div>
<div class="gmail_quote adL">
<br /></div>
HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-54827361075925125942018-03-18T18:13:00.000+00:002018-03-18T18:21:10.187+00:00SaaS limitations - marital statusOne of the main selling points of SaaS and cloud solutions are '<b><i>it's so easy! Everything is there for you out of the box! It will be the easiest implementation ever!</i></b>' Just for the record, maybe that's the case if you have no HRIS and do business by Excel, but no, it's not that easy. I have worked 10 of the last 12 weekends trying to keep up with our awesome SaaS timetable. Here is an example of why things are not as easy as they should be...<br />
<br />
Workday does not deliver marital statuses, you configure them. Peoplesoft delivered them out of the box and then you added as needed. (Thank you PeopleSoft!)<br />
<br />
So you're starting from scratch in Workday. Your Workday implementation partner will tell you to 'go and define them and let me know.' So off you go to set up 'Single' in every country where you do business....That's right, every marital status is tied to country of work. So if you're in 75 countries, you're setting up 'Single' 75 times.<br />
<br />
<h3>
This gets even more interesting if you have an acquisition.</h3>
<br />
As WD allows each customer to define their own marital statuses they won't match across the instances. We acquired a company that tagged their statues with 'W1' for Wave 1, 'W3' for Wave 3 of their implementation.<br />
<br />
Their code looks like this:<br />
<table border="0" cellpadding="0" cellspacing="0" style="width: 272px;"><colgroup><col width="272"></col></colgroup><tbody>
<tr height="20">
<td class="xl68" height="20" style="height: 15.0pt; width: 204pt;" width="272">DIVORCED_ITALY_W3</td>
</tr>
</tbody></table>
<br />
Our existing code looks like this:<br />
Divorced_ITA<br />
<br />
If you're using these items in an integration you're re-coding as you combine instances and code sets. Or you're re-coding as you convert.<br />
<br />
Just for the record I HATE SMART CODING and this is an example of why. A developer has to see that code list. As soon as it became inconsistent, then smart codes no longer matter, it may as well be sequential numbers.<br />
<br />
If the consultant misses to enter a code then you get a random WD generated one to add insult to injury. <br />
<br />
The other company also entered 'local language' marital statuses where a US equivalent did not exist. So 'Duurzaam Gescheiden' is entered on people from the Netherlands. As we are a US headquartered company this becomes difficult to work with. If you were a Dutch company, I'd fully get it.<br />
<br />
Finally, our recently acquired company was headquartered in Ireland. They entered the first codes for Ireland. So 'Single' equates to the Single value for Ireland. You don't know that unless you bring down the whole table with the country to figure that out. So now our developers are re-coding to where they sent 'Single' on a payroll interface, post implementation they need to select 'Single_IRL' or the data needs to have been converted correctly to the new company's code.<br />
<br />
This is the kind of stuff that I think WD should be delivering!<br />
<br />
I imagine, if I did a poll of European companies and asked, what is your marital status description for the UK, France and Germany I'd get pretty similar responses. If I asked for the codes though, I'd get a whole range of responses depending on who set up the codes.<br />
<br />
<h3>
<b>THIS is the missed opportunity of SaaS!</b> </h3>
<br />
Dictate a code list to me, I'll take it and map to it. Companies evolve and acquire others. Every time you acquire a company you're going through a 'fresh' implementation even though you're on the same HRIS. It was not like this for PeopleSoft and it shouldn't be like this for Workday.<br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com2tag:blogger.com,1999:blog-949149726424448616.post-92144290684502759652018-03-14T20:51:00.001+00:002018-03-14T20:51:45.431+00:00A guest post<span style="color: blue;"><span style="background-color: white;">It's been a while since I've written anything. I have requests from companies who wish to pay me to put content on this site but I will always keep this site as an honest blog. Just my thoughts, opinions and perspective on Workday as someone who is learning things as I go. I always welcome the thoughts, opinions and perspectives of others and I am especially pleased that a guest writer has sent me the following post.</span></span><br />
<br />
<h3>
A guest writes...</h3>
<h3>
</h3>
I’ve been reading this blog since it started. It’s really interesting (and remarkably rare) to see a “warts and all” unbiased account of what it’s like being a Workday customer.<br />
<br />I feel a bit sorry for local UK (or anywhere else) providers - they can deliver peerless products for UK users, but they’ll be ignored by any company that wants a “global” solution. Anecdotally it seems that quite a lot of Workday’s UK business comes, as PeopleSoft’s did, from US multinational organisations who buy primarily in the US and then decide they can use the same solution elsewhere.<br />
<br />I can also see both sides of the “global” argument - Workday has delivered a lot more global (non US) functionality over the years (and with a considerable investment in Dublin recently this is set to continue apace). On the other hand, my reaction when I read the early blog postings and other musings online was “more fool the buyers”. In other words, don’t buy a product and then complain it doesn’t have a certain piece of local market functionality.<br /><br />
If UK (or elsewhere) customers rejected Workday because there wasn’t enough local market content, they (Workday) would have to act.<br />
<br />Businesses are assumed (certainly within UK law as I understand it) to be more “savvy” about the business contracts they sign than ordinary personal consumers - and are therefore expected to do their homework about products and services they buy, so I don’t have a lot of time for them complaining later that something doesn't do what they want - unless they were misled (and I don’t believe Workday does that).<br />
<br />It seems to me buyers balanced missing local content against a global single system (I heard one HR Director say so directly once at HT Tech in Amsterdam).<br />
<br />Personally, I rue the loss of some local colour (note the spelling) in the UK due to “American Cultural Imperialism” - but the blame for this lies in two places - and a considerable amount of it has to go to people in the UK just adopting a lot of idioms, spellings, business pricatises and cliches from the USA without question.<br />
<br />
<span style="color: blue;"><span style="background-color: white;">Guest Writer 1 and I welcome your thoughts about this post. If you'd like to see more posts from Guest Writer 1 and others, please leave a comment so that we know. Or if you'd like to write something for this blog, please send it over to: helloworkday@gmail.com </span></span>HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-28288818741080091102018-01-01T15:07:00.001+00:002018-01-01T15:07:48.717+00:00Name formatting in WorkdayI am currently looking at Workday's name formatting. When a user logs to look at an employee's data or to enter a new employee they see a country-specific name format, like this one for the US: <br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNVWXPCuyfwBFJo0VGajHcZS5DHV8dPrWaw7HyNaN9oL-8XGjQAQuNbacSP5EPGd9WT377fPTbIHC8fbc2V7jSy7DngAugaWNp1z9TqYVXUbeY0xFTn8HMzSOeHjtoyyg114pwETz724YL/s1600/name.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="482" data-original-width="996" height="307" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNVWXPCuyfwBFJo0VGajHcZS5DHV8dPrWaw7HyNaN9oL-8XGjQAQuNbacSP5EPGd9WT377fPTbIHC8fbc2V7jSy7DngAugaWNp1z9TqYVXUbeY0xFTn8HMzSOeHjtoyyg114pwETz724YL/s640/name.jpg" width="640" /></a></div>
<br />
<b>Workday defines the name format for you by country.</b> It is one of those '<i>it's SaaS you'll take what you're given</i>' situations. <br />
<br />
For my dear readers in India, the India name format is this:<br />
<ul>
<li>Prefix, Given Name(s), Middle Name, Family Name, Local Given Name(s), Local Middle Name, Local Family Name, Suffix</li>
</ul>
<br />
For our friends in China, you'll see this when you enter a Chinese employee:<br />
<ul>
<li>Title, Chinese Family Name, Chinese Given Name, Given Name - Western Script, Family Name - Western Script </li>
</ul>
This structure looks great and you'll be consistent. No matter what company you're working at you'll always see the same fields per country. <br />
<br />
<h3>
Here's the name formatting challenges in Workday:</h3>
<b>1. You cannot turn parts of a name on or off.</b><br />
<br />
Some companies consider their payroll systems to be 'king,' especially outside of the US. If your payroll system only contains first and last name but not middle name, you'll need to add the middle name into the first name field instead.<br />
<br />
When Workday does not let you hide the middle name field you'll be in a regular audit battle to get your self-service or HR users to put it into the first name field instead of the delivered middle name field.<br />
<br />
Or you need to code around it, so that your interface to payroll takes the middle name field and concatenates it into the first name field.<br />
<br />
In my perfect world the customer would be able to configure what fields they would like displayed per country.<br />
<br />
<b>2. Workday dropdown values are not delivered.</b><br />
<br />
I had thought that one of the advantages of a standardized SaaS would be to deliver standard values such as the name prefixes like 'Mr.' and 'Mrs.' This isn't the case, they are defined locally in each tenant. In theory, you set these up during your initial implementation and never touch them again. It becomes interesting if you do an acquisition or merger of two different systems however...<br />
<br />
For the United States company A has 'Mr' set up and so does Company B. Each company has had to set up these values on their own.<br />
<br />
It becomes interesting because the references IDs are different.<br />
<br />
Company A set them up consistently using the full country names:<br />
Mr_United_States_of_America<br />
Mrs_United_States_of_America<br />
<br />
Company B used country codes instead, so they look like this:<br />
MR_USA<br />
MRS_USA<br />
<br />
At one point they started to add a 'w2' and 'w3' which was probably 'wave 2' and 'wave 3', so that we had 'MR_CAN_w2'. In a few cases they missed to add any reference ID so the system generated one for them.<br />
<br />
The end result is a patchwork mishmash of inconsistent coding for the reference IDs which are used by integrations.<br />
<br />
Company A and B need to go through an exercise to decide which values and reference IDs will be used in the future state and integrations need to be reviewed and revised.<br />
<br />
I just don't understand why Workday doesn't deliver some of this stuff right out of the box.<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-24435457573525925262017-09-13T00:40:00.000+01:002017-09-13T00:40:13.764+01:00Workday's new user interface<br />
One of the things that I hear frequently is that users *love* Workday's interface. I can see why, it's easy and intuitive to use and pleasant to view. So I'm quite surprised that they're bringing out a new version of it. Here is a preview, the left is the current version that we know and love and the right is the future version: <br />
<br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZjnwl1TNswuz16DXQaX1HguhVbTBnz7xA01xq3gq-3xH4lPjxalqyD9q19dZ2bcEQqk6j-Q8MZwOohhDG_nuQQLJc8k9UPMvsqC8cW7RsqaZfcEdhlOXobC-NENTArrMa6byBDVbSfz0d/s1600/Canvas+Desktop.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="552" data-original-width="1126" height="312" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZjnwl1TNswuz16DXQaX1HguhVbTBnz7xA01xq3gq-3xH4lPjxalqyD9q19dZ2bcEQqk6j-Q8MZwOohhDG_nuQQLJc8k9UPMvsqC8cW7RsqaZfcEdhlOXobC-NENTArrMa6byBDVbSfz0d/s640/Canvas+Desktop.png" width="640" /></a></div>
<br />
<b>My initial reaction is 'ugh!'</b> It's called the 'canvas user interface' rather than the landing page.<br />
<br />
<h3>
Why is Workday making this change?</h3>
According to WD it will make for a consistent branding experience between desktop and mobile users. It will also allow for more branding by customers in mobile. On the plus side the blue that you see in the canvas can be customized in color, so if your key company color is red you can change that. Users will be able to set whatever color they want on their mobile devices however.<br />
<br />
Also WD stated that the darker text will be easier to read. <br />
<br />
<h3>
When?</h3>
Workday is handling the desktop experience separately from the mobile UI. Mobile is already in production. Customers can preview and use the new interface in desktop production but it's an opt-in. Everyone will be forced into using it as of WD 31 in Sept 2018. In the meantime your users are suffering through an inconsistent experience between desktop and mobile.<br />
<br />
<h3>
Customer impacts?</h3>
At least customers have a year to start changing any of their documentation, training materials or job aids. This is a major overhaul in the look of the software.<br />
<br />
<h3>
User opinions?</h3>
As I informally chat with HR systems people in my WD circle, no one is impressed. In the greater WD community people are seeing it as a step backwards. In particular people are wondering why WD is devoting so much time to making its product mobile friendly when so many users are desktop based. My personal favorite is the people who are comparing it to software of yesteryear like old Windows systems or *shudder* PeopleSoft 8. I actually see the PSoft comparison on the drilldown pages, plus the sample blue is similar to the PSoft blue.HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com3tag:blogger.com,1999:blog-949149726424448616.post-21488343460869013732017-01-18T15:49:00.000+00:002017-01-18T16:43:50.811+00:00Auditing Workday configuration - replication datesI am receiving many emails in the past weeks about auditing Workday. Workday offers courses specifically tailored for auditing professionals. In case you are preparing for a WD audit, I'd like to share some of these solutions with you.<br />
<br />
From the mailbox:<br />
<br />
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<i>I
am an Auditor and my client uses workday. I audited configurations on
Sandbox and client mentioned that Sandbox is replicated from production
environment but client was not able to show me how to see replication
dates. </i></div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<i><br /></i></div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<i>Can you guide me , how to see replication date or configuration for replication (Prod > Sandbox)?</i></div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
</div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<br />
As a former IT auditor, these questions make my day. Auditors are not dreadful people. One of the key rules I've found with auditors is that 'there are many routes to the same city.' Meaning: as long as you can prove something to me, I don't care what method you use, as long as it is reliable. <br />
<br />
<h3>
Question: How do I prove when a Workday Sandbox was copied from Production? </h3>
</div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<i><br /></i></div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
1. Ask the customer to log on to Workday Community and print out the documentation that states mandatory sandbox refreshes once per week (it exists, including the timing).</div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<br /></div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
2. Ask the 'Named Support Contact' (the person who can ask for/defer refreshes) to log on to Workday Community ad to go to the<b> <i>tenant management</i> </b>page. Print this log. It will prove that the customer did not put in any 'defer sandbox refresh' requests during your audit test period. Therefore you can depend on the copy date as detailed in step one.</div>
<div class="gmail_default" style="font-family: georgia,serif; font-size: small;">
<br /></div>
HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-38907721144426856922016-11-27T18:12:00.001+00:002016-11-27T18:12:42.719+00:00Workday customer certificationIt's been a year since I wrote about <a href="http://aboutworkday.blogspot.co.uk/2015/06/workday-certification.html" target="_blank">Workday's customer certification program</a>. As the fine folks at Workday sent me an unsolicited marketing email recently on this very topic, I thought I'd check in and see what's new on this front. Specifically, let's talk about *customer* certification, rather than the general certification that Workday does for its own consultants and partners.<br />
<br />
<h3>
What is Workday customer certification?</h3>
<br />
<b><i>Workday Pro</i></b> is Workday's certification program for Workday customers, i.e. not the general public. Customers can sign up their employees who take the WD training and tests to reach a level of knowledge that is similar to a certified partner.<br />
<br />
Workday suggests that overall customers can get better value from their employees in the knowledge that they can deliver similar value on par with an external consultant. WD suggests that employees can be recognized as having obtained a certain level of knowledge and can also access the latest and greatest update training that is only available to WD certified consultants.<br />
<br />
<h3>
How does it work? </h3>
<br />
There are a number of certification tracks, examples: WD HCM core, Benefits, Studio, Absence, etc. For each there is a set of "Workday Pro" training. So you pay for your training credits for a track and they give you a course, study guide and an exam.<br />
<br />
IF you've already taken the equivalent 'regular' courses in the catalog it seems that will carry over. You're still paying for the content but you're not required to utilize it. The main thing in this case would be the exam. <br />
<br />
The clever marketing minds over at WD went through their training records and figured out I would qualify for a few certification tracks based on the courses I have already taken, so this was the gist of the email they sent to me.<br />
<br />
<h3>
Would I like to become Workday certified?</h3>
<br />
No. I've been certified in a number of schemes over the years: HR in the UK (CIPD), HR systems in the US (IHRIM), plus a number of extra ones in the information security space. Here's why I wouldn't do it:<br />
<br />
1. I cannot in good faith ask my company to do a second outlay of cash. It's already enough money to take the courses the first time.<br />
<br />
2. It's a multiple choice and true/false test. I don't put huge stock in multiple choice tests, in particular when exams are not overseen and anyone can be taking it on the other side of the computer.<br />
<br />
<h3>
Should you become Workday certified?</h3>
<br />
I've recently received this question a few times via blog email in various formats such as WD consultants going in-house. In particular, I'd say 'Yes!' if any of the following apply:<br />
<br />
1. If you have not taken the courses and your company is willing to pay for them and for you to become certified, why not?<br />
<br />
2. If you are coming from a completely different technology and branching into WD.<br />
<br />
3. If you are working in a country that is known for offshore activities, it may be a way to distinguish yourself.<br />
<br />
<h3>
Would I particularly hire someone who is WD certified over not? </h3>
<br />
No. While I am quite good at multiple choice and true/false tests, I don't care if anyone else can do them. More important to me is someone's ability to follow a logical thought process and to understand HR business processes. However, I imagine my more technical counterparts would prefer a coder who has gone through this process to prove a level of knowledge.<br />
<br />
<h3>
Other reading on this topic, how difficult is it to pass the exams?</h3>
<br />
https://www.quora.com/Once-you-do-the-Workday-training-how-difficult-is-it-to-pass-the-test-and-get-certified-for-Workday-integrationHRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com2tag:blogger.com,1999:blog-949149726424448616.post-78296043228782302442016-04-17T11:39:00.001+01:002016-04-17T11:39:26.194+01:00Making optional fields required in WorkdayThis is a subject that is near and dear to my heart. I like a system that is user friendly and makes things as simple as possible for the users. At the same time I recognize the dangers of system customization in particular during upgrades or when patches are applied and customizations must be re-done. A few thoughts on this topic.<br />
<br />
A brainstorm has been open on Workday's Customer Connection since March 2010 to allow for customers to configure when optional fields should be required. It has received 982 votes from 483 companies since I last looked, so this is functionality that many customers would like to have.<br />
<br />
I have followed this brainstorm over time. On the surface it should be a simple request to allow customers to make an optional field required. However, as customers chime in with use cases, it does seem a little more complex than that.<br />
<br />
<h3>
Requested functionality </h3>
<ul>
<li>Make field X required as this is important to our company.</li>
<li>Make field X required when Y is entered. Example, make area code required when a phone number is entered. (This one was later added as an optional validation that a company could turn on/off. Some prefer to keep it off where they have internal speed dial codes.)</li>
<li>Make fields certain required during a new hire but not during a data change. Example, you can change a phone number without changing an address but upon hire both should be entered.</li>
<li>Make field X required in certain countries. For example, country of birth or nationality are relevant in France and Germany but not the UK.</li>
<li>Make field X required for employees but not contingents, example: birth date.</li>
<li>Make certain fields open/not open for entry depending on the process and other sub-data elements </li>
</ul>
<h3>
Advantages of having the ability to make fields required </h3>
<ul>
<li><i><b>Integrations </b></i>top the list. One customer mentioning having to chase 2,000 data errors per month due to missing fields. In particular customers are nervous that interfaces to payroll systems will error out.</li>
<li>It's much nicer to stop a mistake at the time of entry instead of through an after the fact audit. </li>
</ul>
<h3>
So how has WD progressed on this topic?</h3>
Feel free to jump to the next heading as this tired me just reading it. The short answer is, no it hasn't been delivered but at least it's marked as a Candidate. <br />
<ul>
<li>Mar 2010 Brainstorm opened. A lot of comments follow about how useful this would be for customers.</li>
<li>Feb 2013 A WD employee thanks everyone for the ideas but mentions that no timeline is in place for delivery</li>
<li>Mar 2014 Another WD thank you and no timeline message.</li>
</ul>
<ul>
<li>Apr 2014 A Workday developer comes into the discussion to vet out some ideas and confirm the use cases. (Not exactly sure if a developer or business analyst, but let's say developer for now.) </li>
<ul>
<li>Provide a mechanism such that optional fields in Workday that are not
part of the BP can be marked as either required or not allowable for data entry.</li>
<li>Offer the ability to mark the optional field with a red asterisk. </li>
<li>Make fields required depending on data entered in other fields.</li>
<li>Suggesting that the country-specific requirement belongs to the localization strategy and as such is not a part of this request. </li>
</ul>
</ul>
<ul>
<li>Apr 2014 Some more back and forth discussion with the developer and the developer's suggestion to have a call along with a voting mechanism to vote for a time.</li>
<ul>
<li>A grand total of 16 people from 10 companies attended the Pacific time afternoon session. The requirements seem to expand further...good documentation from the developer of the call. Requirements include:</li>
<ul>
<li>Hide not used fields from the user.</li>
<li>When you hide the fields readjust the page to fit the fields instead of blank space.</li>
<li>Allow optional fields to be made required on BPs as well as their corresponding EIBs.</li>
<li>Automatically fill a field with a default value.</li>
<li>Potentially allow for making fields required per organization.</li>
</ul>
<li>Confirmation that people wanted field control per business process rather than across the application.</li>
<li>Expansion that per BP a field could be required, optional or hidden.</li>
</ul>
</ul>
<ul><ul>
</ul>
<li>May 2015 Customers kick start the discussion seeking an update.</li>
<li>Oct 2015 Customers ask again for an update. </li>
</ul>
<ul>
<li>Oct 2015 The developer responds that they're looking at a phased approach starting in WD26. Options include:</li>
<ul>
<li>Set the fields as required or hidden at an overall BP level (so the same required/hidden status in initiation, revew or approve).</li>
<li>Set the fields as required <i><b>per step.</b></i></li>
<li>Queue lots of customer discussion about sub-processes and how the initiation step only is insufficient.</li>
</ul>
</ul>
<ul>
<li>Mar 2016 Another customer request for an update. </li>
<li>Apr 2016 Another customer request for an update.</li>
</ul>
<h3>
What is the workaround in the meantime?</h3>
1. Make a validation rule on a step of a business process. We have done this but it's not the nicest solution.<br />
<ul>
<li>You do not get a red asterisk as in the delivered required fields so the user does not know it is required until it hits the validation step. While power users will get used to regular entry self-service users need more system help. In addition, some companies responded that once it hits the validation it can go into an error step and a manager loses all of the data entry done depending on their clicks. Also the system generated error messages are not the best.</li>
<li>Depending on your requirements, these validations can become numerous, so yet another thing to keep track of and test.</li>
</ul>
2. Another suggested option is to make a calculated field tied to an optional field which would address when something needs to be populated only in certain situations. However, you're now maintaining another calculated field.<br />
<br />
I am curiously awaiting the next update from Workday on this one. As they say, <i>'watch this space'</i>.<br />
<ul>
</ul>
HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com3tag:blogger.com,1999:blog-949149726424448616.post-84089125153749720092016-04-16T18:43:00.001+01:002016-04-16T18:43:43.557+01:00Workday and divestituresA few months back I asked for contacts who had divested a part of their employee population from a Workday instance into a spin-off company who would also be using Workday. I am pleased that a large US multi-national responded and was able to share their insight on a call with me. I thought their experience was helpful, so here are my notes.<br />
<br />
<h3>
<b>Background</b> </h3>
A large US headquartered manufacturing company in over 150 countries with 55,000 employees spinning off 15k of those into a new company. The 15k belonged to a line of business that was a niche specialization and employees were located at sites in 12 countries.<br />
<br />
The parent company (let's call them company X for now) had freshly implemented Workday before the spin-off decision (let's call that one company S) was taken.<br />
<br />
The direction was to maximize the speed of the work, there was no time for a fresh implementation from scratch. <br />
<br />
<h3>
How did it work? </h3>
Company X worked with Workday to create a cloned instance which copied the configuration (BPs, security, setup data, etc.) without
employee data and then extracted and loaded Company S employee data under a 1 week
HR data freeze.<br />
<br />
Employee data
was loaded in S as “History from previous system” for comp and performance
data rather than bringing over the job data as it exists at X<br />
<br />
<h3>
What took a lot of time?</h3>
It was big work to re-establish the supervisory orgs. S chose not to clone as their organizational structure was brand new rather than a carry over from X. For the other orgs S cloned location, cost
center, etc. but then had X locations in the location hierarchy, for
example, which were never S locations.<br />
<br />
<span style="font-family: Symbol;"><span><span style="font: 7.0pt "Times New Roman";"> </span></span></span>It
took 6 months to get Workday to acknowledge S as its own company then 4
months to get an account manager and even further time to get one in its own
region.<br />
<br />
<h3>
Staffing the team</h3>
While S brought over 15k of employees, most of the HR function was built up from scratch from new outside hires. While there was a TSA (transitional service agreement) on the systems side to administer Workday for a time after the spin-off, S ‘tribal knowledge’ was lacking, understanding *why* WD
was configured why it was.<br />
<br />
There were 20-25 people supporting Workday at X prior to the spin (HRIS, IT etc.), but these jobs didn't go away post-spin as the support organization still had the same number of integrations to support, etc. S began with 6 staff members and the TSA with the assumption that more would be hired post-TSA. <br />
<br />
<h3>
Any call-outs that would be worth mentioning?</h3>
Post go-live there was 6-8 weeks of data stabilization just to make sure that the right employees were in the S instance. Then there was a longer project to get the X data de-activated in the S instance, such as those non-S locations, job profiles, etc. This is a trade-off of the 'quick clone' method, that non-S setup data will always be in the S instance.<br />
<div class="x_MsoListParagraph" style="text-indent: -18.0pt;">
<span style="font-family: Symbol;"><span>·<span style="font: 7.0pt "Times New Roman";"> </span><span style="font: 7.0pt "Times New Roman";"></span><span style="font: 7.0pt "Times New Roman";"> </span></span></span></div>
<br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com1tag:blogger.com,1999:blog-949149726424448616.post-37305831579001426592015-12-02T10:15:00.002+00:002015-12-02T10:15:19.203+00:00Good morning Workday Rising Dublin!It's an overcast day in Dublin, but great to see the Workday energy here, from the signs decorating the airport doors to the buzz at the convention centre.<br />
<br />
I have a full schedule of interesting looking sessions. I mainly focused on global customer ones (as opposed to ones led by Workday resources), but did slip in the UK payroll one out of curiousity.<br />
<br />
Like last year, I'll take some notes and share them here. <br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-37055139281909197282015-08-26T15:32:00.001+01:002015-08-26T15:32:24.427+01:00Divesting a population off of Workday?Looking for some feedback from those who may have done this task before. Please leave me a comment or send me an email <span>helloworkday@gmail.com </span>if you'd be open to a short chat or email conversation if so.<br />
<br />
Thank you.HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-92022809426742326882015-06-07T11:26:00.001+01:002015-06-07T11:26:51.822+01:00Workday demo tenantsAn interesting one I recently learned about...Workday offers what they term a 'Shared demonstration tenant' (to the named support contact at a customer site only).<br />
<br />
It's basically a sample database with a limited number of user ids which is shared across the spectrum of Workday customers. Workday provides this so that customers can see sample configurations, i.e. it's not for training or running a full business process, but rather for an occasional lookup, such as if you're thinking about implementing some new functionality. <br />
<br />
<h3>
Advantages:</h3>
<ul>
<li>You can use this sample tenant to access sample configurations without having to pay for your own tenant. Remember, WD (like most other Saas providers) charges per tenant.</li>
<li>This is great if you're thinking about increasing your usage of functionality within HCM, for example, but as well if you only had HCM and were considering a complete expansion into another area such as Finance. You can roam freely on your own, without being bothered by sales consultants filtering the information.</li>
</ul>
<br />
<h3>
Disadvantages:</h3>
<ul>
<li>As WD says, it's only a demo tenant with limited functionality. It's not meant to prototype the full business process. For example, it doesn't do <a href="http://aboutworkday.blogspot.co.uk/2015/01/proxy-access-in-workday.html" target="_blank">proxy</a>, nor can you make your own IDs! </li>
<li>You're sharing it with lots of other customers. If someone puts something ridiculous into it, you don't know if that comes from WD or another customer.</li>
<li>It's refreshed every Monday and potentially during the week too, if things are broken. Work quickly!</li>
</ul>
<h3>
</h3>
<h3>
My take:</h3>
<ul>
<li>I like it! I come from a world where if you want a 'sample' set of configurations, then you're implementing a PeopleSoft vanilla database. As we all know, databases take up space, i.e. cost, and vanilla is the first to go when we need to implement a training database.</li>
<li>You're depending on the "Named Support Contacts" to not share this log-in info willy-nilly, which I think is a reasonable assumption for such a position. </li>
<li>It provides value to customers. You're not forced to take on the additional charges of an additional database when your usage is only going to be occasional.</li>
</ul>
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com6tag:blogger.com,1999:blog-949149726424448616.post-58650441767434509742015-06-06T14:44:00.000+01:002015-06-06T14:44:56.903+01:00Workday certificationFrom the mailbox, an interesting question:<br />
<br />
<span style="color: blue;"><i>Are you Workday Certified? I've read some several online posts
about becoming Workday Certified and these seem to be more on the
implementation partners of Workday and not the clients directly but I
was curious to know if you had any experiences in that area. </i></span> <br />
<br />
I've been following the Workday certification topic for years. It's been a hot topic on Workday's Community discussion board, with 100+ 'up votes' from customers supporting the idea of expanding certification options. As well it's come up repeatedly at customer forums and Workday Rising (Workday's customer conference). <br />
<br />
<h3>
Background:</h3>
<h3>
</h3>
<ul>
<li>Historically, Workday has kept certification severely locked down; you could only become certified as a Workday internal employee or a <a href="http://www.workday.com/company/partners.php#" target="_blank">Workday partner</a>.</li>
<li>I find it creates an interesting proposition as many of the partners take young, bright people right out of university, train them on Workday and put them through the certification process. However, these bring minds while well educated have no practical HR or IT experience and are just starting out their careers as junior consultants. While you may have some more seasoned certified consultants, you may also get these fresh minds, as non-partners are effectively excluded from certifying.</li>
<li>If you are certified and leave your employer, the certification will expire if you are not able to renew it as per the rules (go back to step 1 and see who can be certified.)</li>
</ul>
<ul>
</ul>
<h3>
So what's new?</h3>
<h3>
</h3>
<b>Workday is bringing out customer certifications!</b> It's being branded under the name 'Workday Pro,' and is specifically targeted (or limited, depending on your view) to the employees of Workday customers. Read: contractor or contingent workers at customers may not attend, nor can 'ordinary' independent consultants.<br />
<br />
<span style="font-family: Times,"Times New Roman",serif;"><span style="font-size: small;"><span style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif;">Workday's materials specifically call out that it's<i> </i></span><i><span lang="EN-GB" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-ansi-language: EN-GB; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-GB;">"targeted
at customers who want to actively engage and work side by side with the
Ecosystem on a path to develop a similar level of knowledge and expertise.</span>" </i><span style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif;">I think this is a great step for customers as there are many savvy HR systems, HRIS, HRIT (or whatever other branding that your company uses) who would like to be fully engaged on an implementation rather than suffering the after effects upon go-live.</span></span></span><br />
<br />
Workday is quick to call out that it's won't grant 'implementer' access, the holy grail of implementations, in particular due to the more efficient i-load functionality which beats the 'regular' Workday EIB data loading functionality, hands down. <br />
<br />
<h3>
The nitty gritty details </h3>
<h3>
</h3>
Workday has developed a certification roadmap, but is taking a phased approach with releasing the various options. First up is reporting.<br />
<br />
The certification process seems to be modeled upon the partner certification process: you take the courses (in person or online), then the written multiple choice test, then agree to take the bi-annual release update training.<br />
<br />
Side note: I once asked our WD certified partner if she had any plans for the weekend. She gave me a brief look at her screen, it was a series of items that she had to cover for her update training. As it couldn't impact her billable hours on our project she was doing it on the weekend.<br />
<br />
<h3>
More thoughts</h3>
<h3>
</h3>
As this is a new item, WD covers various scenarios--what happens if you move companies, what happens if you don't take the update training, when does it expire, etc. In particular I was curious as to how this would apply to me; I've taken the 3 courses listed under the reporting track (check back here for where I discussed the <a href="http://aboutworkday.blogspot.co.uk/2013/05/my-review-of-workday-report-writer.html" target="_blank">Report Writer class</a>). IF you've already taken a course, you do not need to take it again. The only additional cost is the 1 credit fee for the written test/biannual updates.<br />
<br />
<h3>
My take</h3>
<h3>
</h3>
Disclaimer: I was previously a PeopleSoft certified consultant. I think this is a step in the right direction, the more we can empower customers to take ownership of software and processes, the better.<br />
<br />
However...if I was my boss (who is absolutely super, the best boss in the world!), I'd question the value. As long as you know that your employee is reasonably competent and good at their job, do you really need certification? If anything, it just gives the employee more leverage to ask for a raise or search for another job. Or is this a motivator for employees, to be able to become certified? Maybe it is, if you haven't yet taken the classes.<br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com9tag:blogger.com,1999:blog-949149726424448616.post-55688132102312562592015-06-04T15:27:00.000+01:002015-06-04T15:27:19.096+01:00How to stay current on new Workday releases<br />
<span style="font-size: small;">Today's blog post came from the mailbox, a question from S: How do you remain up to date with new Workday functionality?</span><br />
<br />
<br />
<b>Some key background facts:</b><br />
<ul>
<li>WD does version updates twice per year </li>
<li>WD pre-announces upcoming release dates in advance, so you can make your plans. The next version upgrade is known and the one after is tentatively given. So in the case of the upcoming WD 25, the dates are known.</li>
</ul>
<ul>
</ul>
<h2>
<span style="font-size: large;"><b>So how do you get up to speed on the next version? </b></span></h2>
<br />
Primarily, the Workday Community is your source for information!<br />
<br />
Using the example of the next release (WD 25) for example <br />
<ul>
<li>June 2015 (as of the writing of this post)</li>
<li>August 2015 - WD 25 is released in Sandbox tenants</li>
<li>September 2015 - WD 25 is released to Production tenants</li>
</ul>
<br />
<h4>
<span style="font-size: large;"><b>Prior to Sandbox release (accessible now)</b></span></h4>
<b> </b> <br />
<span style="color: blue;"><b>1. Workday produced webinars & videos</b></span> - there are a variety of recorded webinars from quick previews of specific functionality to a 45 minute overview of HCM updates, for example.<br /><b> </b><br />
<span style="color: blue;"><b>2. Workday Brainstorms targeted for release</b></span> - this is a webpage where you can filter on various features such as 'mobile' or 'calculated fields' to see the customer requests that are targeted for the upcoming release. Just because something is <u>targeted</u> however, does not mean that it will actually make it to production!<br />
<br />
<h4>
<span style="font-size: large;"><b>After Sandbox release (accessible in August)</b></span></h4>
<br />
<span style="color: blue;"><b>3. Preview tenants</b></span> - WD releases preview sandbox tenants in advance, so that you can try out new functionality. For example, WD25 will be in preview in early August. In the past customers have noticed when something is not working or breaks current functionality, so this is the chance for Workday to fix it before production.<br /><br /><span style="color: blue;"><b>4. 'What's new' report</b></span> - Once your sandbox tenant is actually upgraded there is a report you can run from inside your tenant, unsurprisingly secured under the <i>What's New in Workday </i>domain.<br /><br />
<h4>
<span style="font-size: large;"><b>After Production release (accessible in September)</b></span></h4>
<br />
<b><span style="color: blue;">5. Documentation updates</span> - </b>Once the new release is available, there is a variety of smaller documents that become available, one of them is 'What's new in Documentation' list. It's a list in Excel that contains the new/changed documentation item, and critically it includes a link to the documentation add/change, saving you the hassle of having to search to find the updates.<br />
<br />
<span style="font-size: large;"><b>Always available </b></span><br />
<br />
<b><span style="color: blue;">6. Retired Functionality Reference</span> -</b> This is an Excel doc that WD provides that provides details about the retirement of features and functions, from both a future and past perspective. I find this one quite helpful as it provides the reason something is being discontinued and its replacement, as well as the impact, e.g. you'll need to update business process X or your training materials that reference the feature. Items on this list range from simple fields or reports to larger items like the retirement of the Headcount Staffing model (Sept 2016). It's usually updated after the Production release of each version.HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com2tag:blogger.com,1999:blog-949149726424448616.post-66934302982577943492015-04-02T14:44:00.001+01:002015-04-02T14:44:17.678+01:00Daylight savings time in WorkdayHere in Europe, we adopt daylight savings time a little differently than in the US in the springtime. Ours only came last weekend, on the 4th Sunday in March, while friends in the US and Canada moved in the 2nd Sunday of March. Mexico uses the 1st Sunday in April.<br />
<br />
A few things about Workday's handling of daylight savings time:<br />
<ul>
<li>The clock shifts automatically, a customer isn't needing to do anything.</li>
<li>Scheduled jobs: when the Pacific timezone springs forward from 2 to 3 AM, any 2 AM scheduled jobs automatically start at 3 AM.</li>
<li>Overnight workers: the system is smart enough to realize that there is a 'missing' hour in the shift, so a worker's calculated hours does not include that 'missing' 2 AM one when the clock jumps forward.</li>
<li>All of this functionality has a similar counterpart action during the autumn time changes as well. </li>
</ul>
I compare this to our current, traditional non-cloud PeopleSoft ERP world where a database administrator manually has to reset the server clock and takes the system down as a part of that process. As we are a global PeopleSoft instance, we have people in the system from the Asian morning through to the South American evening. Therefore our downtime is very limited--depending on the exact countries, but 9 AM in Singapore is 2 AM in London and 10 PM yesterday in Argentina so it's a rare hour in the day where someone is not online. It's mainly the hours just after Argentina's workday ends, prior to Asia waking up. Taking the system down at 2 AM in London to make the time change impacts the Asia daytime. Granted it's only twice a year, but with the process re-scheduling too.<br />
<br />
Many years ago I recall speaking to someone at RBS (The Royal Bank of Scotland) and they had a global PeopleSoft instance which also ran global payroll and due to performance plus business requirements, they were constantly running someone's payroll at some point, had other processes running or had users in the system, except for a brief, weekly half hour allocated as a maintenance window where the system could be taken down.<br />
<br />
<b>So overall, I like this Workday functionality; I think it's clever, fit for purpose and gets the job done easily for customers and is miles ahead of the traditional ERP functionality on this front.</b><br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-23595746991086651052015-03-22T14:56:00.001+00:002015-03-22T14:56:37.247+00:00Interesting blog: Workday trainingSpotted <a href="http://wdposts.com/blog" target="_blank">an interesting blog</a> last week by Matthew Heminger. I had taken some of his courses back when he was an instructor at PeopleSoft and I was a PeopleSoft consultant, he's a top notch instructor. As Matthew approaches things from his many years as a trainer, it's definitely worth a read as I think he highlights some key points.<br />
<br />
In some ways I feel that the rapid speed of SaaS implementation (not Workday in particular, but any SaaS) makes this topic timely; as you're moving at such a rapid clip there's even less time for knowledge transfer and training as implementation schedules are so condensed.<br />
<br />
On a related note, one of the conversation threads I've been following for years on the Workday community site is about training strategies and longer term how to keep training materials up to date as Workday continues to evolve: processes, pages and fields change, how to keep up? It seems to be a topic that is interesting to many people...<br />
<br />
Having started the HR training (version 16 or 17), taking a glance through the current 24 and future v 25 functionality, it's a struggle to stay up to date.<br />
<br />
Further, from a European perspective, the issue is compounded by being multilingual, as I'm sure is the case in other regions of the world as well for many companies. Our training documentation (HR+manager+employee) needs to be in a number of languages. <br />
<br />
As an unrelated sidenote, it's interesting how many <a href="https://www.youtube.com/results?search_query=workday+training" target="_blank">youtube videos</a> have cropped up showing Workday and offering training since the last time I gave that a google. It's great to see so much knowledge and talent sharing out on the internet! <br />
<br />
<br />HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com1tag:blogger.com,1999:blog-949149726424448616.post-59136959685852411662015-03-10T18:15:00.001+00:002015-03-11T09:06:44.188+00:00More European thoughts on WorkdayI mentioned yesterday this <a href="http://ahmedsuniverse.blogspot.co.uk/2015/02/an-open-letter-to-workdays-bhusri-and.html" target="_blank">interesting blog post related to Workday in Europe</a>. I think this topic kicks up some passion from those of us in Europe who knew/worked for PeopleSoft. With many of the same brilliant minds at Workday I think we had very high expectations, especially based on the first looks at the early versions of the software. While I don't disagree with any of Ahmed's points (well, except for the suggestion that the UK would leave the EU and to be honest, I'm indifferent to the Wheel), his post kicked up a few thoughts in my head which complement his posting.<br />
<br />
<h3>
1. More European functionality is needed</h3>
For anyone who's ever worked with PeopleSoft, I think in some ways the international features often appeared to be bolted on after the fact. Need a new field for France? Ok, stick it under the French flag. Oh, same field for Germany...and Spain, wait, no let's put it over here instead. You only need to look at the Diversity tables in PeopleSoft to understand what I'm talking about. Why in heaven's name did they come up with multiple tables to cover one little thing...except that it was built after the fact in a clunky manner.<br />
<br />
So many of us expected that Workday would take those learnings and be ahead of the game. I heard someone once say about WD: it's PeopleSoft but with everything fixed and better. This is why I struggle quite a bit when WD has *less* functionality than PeopleSoft on the global front.<br />
<br />
Basic stuff like car data, contract data, for whatever reason it exists in PeopleSoft but not in Workday. OK contract data technically exists in Workday but with only a handful of fields while PeopleSoft has 3 pages of fields. In addition, WD contract data is seen as flawed from a European perspective--it doesn't allow for the tracking of 2 contracts simultaneously, a situation that occurs in Europe.<br />
<br />
Further, WD is missing some basic, legally required fields, which is quite a frustration. (Yes, I realize we can create custom fields, but I'm not sure why they're not there out of the box?) For example, there is some EU legislation called the <i>European Working Time Directive</i>. It sets guardrails about the hours an employee can be expected to work. An EU Directive is then implemented into legislation on a per country basis. So here in the UK, an employee can opt-out of being controlled by the legislation (so an individual can agree to work more than the 48 hours average cap). We need an employee to decide if that is the case, and an employee has the ability to change his/her mind later at any time.<br />
<br />
Yes, we can control that on a form, or an email or an Excel or a custom field, but having something like this in the HRMS would make the most sense. Further, if you enabled this via employee self-service, it would be a piece of cake for the HR administration side. However, Workday does nothing on this front, not even a yes/no box to track it. <i>I see this mainly on things where the US does not have a similar requirement, then WD is slow to understand the requirement and then to build it.</i><br />
<br />
To put it into another perspective, if I was a European HRMS going into the US market, and let's say I did payroll too, I couldn't walk onto the scene and say, well, I know you have a 72 hour requirement to get a check out to an employee in California, but we don't have that requirement in the UK, so are you sure that you really, really need it? Hogwash.<br />
<br />
I think we see this play out over and over whenever there is a requirement that doesn't exist in the US.<br />
<br />
<h3>
2. The lack of payrolls really is a downer</h3>
I realize global payroll can be a bit of a pipe dream. However, I'd like to outline a scenario that I think is very common and I've heard it from many companies both large and small:<br />
<br />
Payroll is king. If we cannot pay our employees properly, then everything is broken. Our payroll system also does employee self-service to change tax withholding, address, etc. and it also stores all our training data and...fill in the blanks. There are some pretty nifty payroll products in Europe and many of them are 'payroll systems with HRMS functionality'. <br />
<br />
When you come in with a system like WD, sure there are a lot of great advantages such as having one place to get your employee headcounts etc. But I'm always amazed when people are surprised, that the Euros don't want to use the Workday system. And really, why should they (beyond higher level management telling them to do so and providing the additional budget for headcount). If your Belgian payroll system offers that you can change your address and tax code but Workday does less by not covering the tax code part, it's seen as a secondary system.<br />
<br />
I realize European payroll can be complex as every country has their own requirements, however, this is such an area of opportunity! I cannot tell you the number of green screen DOS like applications that I've seen through the years, old faithfuls that print out on dot matrix printers.<br />
<br />
In particular, from what I've seen and heard of WD's Absence Management--it's seen in a favorable light from the European perspective, flexible and able to handle the myriad of differing European and company-specific requirements. I think that is the frustration here, that WD has half of the puzzle solved, but won't take the step forward to create a seamless, integrated one stop shop.<br />
<br />
<h3>
3. An overall lack of global thinking</h3>
I realize it's a US company with big US clients, but they are never going to make any gains in say, SAP's backyard with this type of thinking. It will merely be US multinationals that have offices around the globe who will make up WD's European presence.<br />
<br />
For example, fortunately Workday is now delivered in a number of languages for both Employee and Manager self-service. (No idea about how hard translations are to do as they're still struggling to provide Malaysian, Greek, and Norwegian only comes in version 24, etc.) Their newish recruiting product only comes in a handful of languages and the mobile app is only English or French. Yes I realize you could access via the browser if you wanted Spanish or German, but why release all this great mobile functionality then don't enable it in anything beyond English or French?<br />
<br />
Or, I've waxed eloquent plenty of times on the training schedule, but this sort of American mindset often permeates everything that is scheduled. For some reason, 8 AM doesn't seem to exist in California but all the user groups etc start only at 10 AM Pacific. I must admit, I found it amusing that the latest Compensation user group meeting has 'Global Compensation Fundamentals' as the top item on the agenda as WD is seeking customer presenters. The timing is 10 AM Pacific which is ok for US folks but a 7 PM start on the European continent or 3 AM the next day for Australia. I have bothered to bring this up to WD (when the topic was the global HCM group, another ironic one) as have others with other calls, but the answer is a stock 'it will be recorded, there will be more in your timezone', but there never is.<br />
<br />
I think the frustration is that I like others work for global companies or US multinationals where the awkward timing moves around the globe. It seems like WD puts itself and its California clients in #1 position at all times. That may not be the true case, but it seems like the perception from this side of the pond. Back when I worked at PeopleSoft as a consultant I did a 6 week stint between gigs working in customer support. I had to be in the Pleasanton office by 8 AM to support East coast clients, so not sure what has caused the California-centric approach.<br />
<br />
Overall, I continue to think that Workday has a lot to offer and I was rather impressed with some of the advanced reporting that I saw recently in a class (more on that in a different posting), but these were my thoughts on all things European today. HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com1tag:blogger.com,1999:blog-949149726424448616.post-46576976344328689732015-03-09T20:45:00.000+00:002015-03-11T09:07:14.998+00:00Another European opinion on WorkdayI recently had the pleasure of attending 2 more Workday online classes. They began at 5 PM UK time. To start with, I had to listen to the instructor kick off the call by asking who we were supporting in the Superbowl. I didn't give a flying fig about the conversation (as Philly was out). Instead I was doubly irritated that I could only choose an online course that was either East coast or West coast US timezone and here we are <a href="http://aboutworkday.blogspot.co.uk/2013/04/thoughts-on-workday-training-few-months.html" target="_blank">two years after I first started ranting on the topic</a> and Workday STILL doesn't have a proper European presence. It's fine you have an office in Dublin, but the courses are offered in the US timezone. In addition, the Superbowl thing was very US centric...I don't even know what to say here. Often in a foreign county, 'you don't know what you don't know' and I think it applies here. <br />
<br />
Either WD wants to be a global player or not...not sure which it is in the moment though.<br />
<br />
Another European blogger has <a href="http://ahmedsuniverse.blogspot.co.uk/2015/02/an-open-letter-to-workdays-bhusri-and.html" target="_blank">a few thoughts about Workday</a>. I have some further thoughts brewing on this topic, but would recommend that you give this post a look in the meantime. HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com0tag:blogger.com,1999:blog-949149726424448616.post-2630501247484121872015-01-14T17:11:00.002+00:002015-01-14T17:11:57.680+00:00Proxy access in WorkdayI was recently catching up with some former work colleagues who now work in a company that uses Workday. They were not aware of the proxy functionality in Workday, so I put together a little info, maybe helpful for someone else too. <br />
<br />
<h3>
What is the 'Proxy' functionality in Workday?</h3>
<ul>
<li>It allows certain users to switch over to *acting as* another user (without having to log in as another user).</li>
<li>It is only valid in<u><span style="font-size: small;"><b> non-production environments</b></span></u>--you configure the ones where you want to use it.</li>
<li>It allows you to set boundaries--which users who can use it, who they can/cannot log in as, etc.</li>
<li>It's been available since 22 or 23 (off the top of my head)</li>
</ul>
<h3>
<b>Why use proxy?</b></h3>
<ul>
<li>For those in the trenches having to test out/approve functionality, this is a huge time saver. </li>
<li>In particular, it saves you the hassle of having to create accounts, reset passwords, log in again, etc. plus the added risk of having those floating around.</li>
</ul>
<br /><h3>
How do you use it?</h3>
1. Log in as normal. If you are a user with this access, then go to the 'Start Proxy' menu and choose who you'd like to proxy in as. Here, Logan will proxy in and act as Steve:<br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1ZKm23Fjr9dQ9UT9g9cvxlo95n_whm5KmeaVNZNV2EWl6aSBUji5cq8aUPYvp-zheL5AbvYC1hU6pKtAHv0fm7cqXpRkCQmCWfuvodmH3T-IirBoAkA5FIg-A2G4NuKtJP2uziVqySvlf/s1600/prox1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1ZKm23Fjr9dQ9UT9g9cvxlo95n_whm5KmeaVNZNV2EWl6aSBUji5cq8aUPYvp-zheL5AbvYC1hU6pKtAHv0fm7cqXpRkCQmCWfuvodmH3T-IirBoAkA5FIg-A2G4NuKtJP2uziVqySvlf/s1600/prox1.jpg" /></a></div>
<br />
2. Test out whatever functionality you want. You'll see whatever Steve has access to see. Note the 'on behalf of' in the corner in case you forget who you're logging in as. <br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjeGBnWCMFx1WddjbV22Y5sWhyB7JP7wtNtIRJlbTJQhYSTbxJG_0YrGVOVxf9FkB1TftSBA2c9Tgt9zEl83zEb1XbZPiLHvCDAAXF8Pcu0jtT00Hamg30tPhxlJcr5tEuWDmqql-HdtiB8/s1600/prox2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjeGBnWCMFx1WddjbV22Y5sWhyB7JP7wtNtIRJlbTJQhYSTbxJG_0YrGVOVxf9FkB1TftSBA2c9Tgt9zEl83zEb1XbZPiLHvCDAAXF8Pcu0jtT00Hamg30tPhxlJcr5tEuWDmqql-HdtiB8/s1600/prox2.jpg" /></a></div>
<br />
3. Once you're done, access the 'Stop Proxy' menu, Confirm and hit OK. <br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjm03JhqP7nnC4H_0H8zkP7z4BYvPuXe2iiW1SxJgXFGnbz-UzRL7Jwd7jMKUTeNunym8UqPKe8r8NwlU-6RdEAgDCrqFpTiwjzTrBX2Gxxc53G10iI9sQsdWw4sBceWX-_chA_GPnzdp13/s1600/prox3.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjm03JhqP7nnC4H_0H8zkP7z4BYvPuXe2iiW1SxJgXFGnbz-UzRL7Jwd7jMKUTeNunym8UqPKe8r8NwlU-6RdEAgDCrqFpTiwjzTrBX2Gxxc53G10iI9sQsdWw4sBceWX-_chA_GPnzdp13/s1600/prox3.jpg" /></a></div>
<br />
4. There you go, you're back to your original access. <br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdSx3CStXF_z4meCX4oPYc85xxp3ISiAadfQSDDOS2XkmV1b4g2j4GvTlGUhqqHlUK9I8J8gAIkK5I8UKu2qJCfhI5UZA7wQRY6zTXREVUHntuXT4d6_3harOfZYK6oth352SuL3QGTRJ3/s1600/prox4.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdSx3CStXF_z4meCX4oPYc85xxp3ISiAadfQSDDOS2XkmV1b4g2j4GvTlGUhqqHlUK9I8J8gAIkK5I8UKu2qJCfhI5UZA7wQRY6zTXREVUHntuXT4d6_3harOfZYK6oth352SuL3QGTRJ3/s1600/prox4.jpg" height="153" width="640" /></a></div>
<br />
<h3>
What is the configuration behind this functionality?</h3>
<h3>
</h3>
Here you go. <br />
<ul>
<li>Choose which non-production environments where you'd like to enable this functionality.</li>
<li>Choose any exceptions (CEO, VP's etc?)</li>
<li>Choose the user groups who can proxy.</li>
<li>Choose which user populations can be used for proxy testing. This one is helpful if you have certain restricted groups, such as a European Works Council heavy country that you'd like to exclude. As well, you might want to only enable a certain sub-population if you're just rolling out a piece of functionality to a certain population.</li>
</ul>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5dPo4_PRPle0P66tx0xeUe13eOuZZHJmXu9WkjfOYpsuAprVISV7VlVvmOQzHDa2FAa5YaXX70XpvpMdPQYN06PAjYN9t79xmNCpKvCYO3Q0iaASJFqBykbdfjddH22BLKumHlbdr-e-6/s1600/prox5.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5dPo4_PRPle0P66tx0xeUe13eOuZZHJmXu9WkjfOYpsuAprVISV7VlVvmOQzHDa2FAa5YaXX70XpvpMdPQYN06PAjYN9t79xmNCpKvCYO3Q0iaASJFqBykbdfjddH22BLKumHlbdr-e-6/s1600/prox5.jpg" /></a></div>
<br />
<h3>
How do I know what Proxy functionality is currently enabled?</h3>
<h3>
</h3>
Run the report: <br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5tdUWs1ltZfvnk12NfoYO46NJQWMK1CY0gUVN3bXCqWYmax8Vg315Ffn7fmFmwYv3H2yuM9HIxrTE5hBULpD1zvtC22vpAt0K7Ctu-r5G8oNahaGTFXNamfHAHgydwh0fDI-fUaHKM02f/s1600/prox6.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5tdUWs1ltZfvnk12NfoYO46NJQWMK1CY0gUVN3bXCqWYmax8Vg315Ffn7fmFmwYv3H2yuM9HIxrTE5hBULpD1zvtC22vpAt0K7Ctu-r5G8oNahaGTFXNamfHAHgydwh0fDI-fUaHKM02f/s1600/prox6.jpg" /></a></div>
<br />
<h3>
Overall:</h3>
<ul>
<li>I like this functionality a lot, I think WD got this one right 'out of the box,' instead of drip-feeding us a little preview functionality and then enhancing over 5-6 versions.</li>
<li>This is a huge time saver for people doing testing, enabling you to really see what a user sees without going through all the account creation jazz.</li>
<li>It's simple to run/stop and use. Full points on the usability front here. </li>
<li>I haven't talked to my friends in compliance on this one, so no comments there. I suspect that's why WD keeps it out of the Production environment, to minimize the risk on that front.</li>
</ul>
HRIS Managerhttp://www.blogger.com/profile/08560404243236981649noreply@blogger.com5