Workday customer certification

It's been a year since I wrote about Workday's customer certification program.  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.

What is Workday customer certification?

Workday Pro 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.

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.

How does it work?  

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.

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. 

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.

Would I like to become Workday certified?

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:

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.

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.

Should you become Workday certified?

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:

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?

2. If you are coming from a completely different technology and branching into WD.

3. If you are working in a country that is known for offshore activities, it may be a way to distinguish yourself.

Would I particularly hire someone who is WD certified over not?  

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.

Other reading on this topic, how difficult is it to pass the exams?

https://www.quora.com/Once-you-do-the-Workday-training-how-difficult-is-it-to-pass-the-test-and-get-certified-for-Workday-integration

Workday certification

From the mailbox, an interesting question:

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'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).

Background:

 

• Historically, Workday has kept certification severely locked down; you could only become certified as a Workday internal employee or a Workday partner.
• 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.
• 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.)

 

So what's new?

 

Workday is bringing out customer certifications!  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.

Workday's materials specifically call out that it's "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."  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.

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.  

The nitty gritty details 

 

Workday has developed a certification roadmap, but is taking a phased approach with releasing the various options.  First up is reporting.

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.

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.

More thoughts

 

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 Report Writer class).  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.

My take

 

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.

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.