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This Workday Tutorial talks about the basic functionalities, features and offerings of
Workday software.
WORKDAY OFFERINGS
Workday is building a complete suite of on-demand products to help you run your
business.
Payroll – Workday is delivering a powerful new payroll product that allows you to
group employees, manage payroll calculation rules, and pay employees according to
their organizational, policy and reporting needs. We also offer the ability to integrate
with leading outsourced payroll providers such as ADP Payforce.
Learn from Mindmajix experts with Real Time Scenarios, Curriculum, Free Demo for:
>> Workday Training
>> Workday Integration Training
>> Workday Payroll Training
WORKDAY ARCHITECTURE
Workday’s applications run entirely in-memory, in a highly object-oriented
structure. Persistence is mainly for the sake of data safety …but not entirely. In
earlier releases, Workday kept absolutely everything in RAM. However, certain
things are kept only on disk, such as:
Audit files.
Certain documents (notably resumes)
Integration Server :
Workday only talks to the outside world via web services.
Persistent Strore :
All the workday application changes will be captured in Database.
Workday uses GPLed MySQL/InnoDB.
This is responsible for data replications and Data backups .
Data Source: Data sources are defined and delivered by Workday. Workday
delivers different data sources for the key primary business objects. Each data
source associated with a primary business object has its own security.
Business Object :Workday stores your data as business objects –
organizations, workers, positions, and so on- which can be thought of as
database tables or worksheets in Excel.
Fields & Instance: Instances of a business object in Workday are like rows in
a table or spreadsheet. A business object is composed of a set of related
fields, similar to how a table or spreadsheet is composed of a set of related
columns. Workday automatically links related business objects together
Organizations in Workday
Location:
In the Workday system a location can be created as either a business site or
as a business work or work space.
Used to account for the physical location of workers, and provides a page to
enter time profile, time zone and locale information.
Minimum of one location must be entered into the system prior to creating a
Supervisory Organization.
It represents
Time Profile
Physical Address and Contact information
Locale
Changes include:
Adding a subordinate org
Dividing an org
Changing a superior org
Moved the entire structure, including all positions or headcount groups and
workers plus all subordinate orgs
Inactivating an organization
Move Workers
Allows workers to be moved in or out of the Supervisory org
Not a business process
Not a staffing activity, but rather as part of reorganization
Custom Organization:
Company
Cost center
Region
Supervisory Organization Hierarchy
Cost Center Hierarchy
Location Hierarchy
Region Hierarchy
Company Hierarchy
Custom Org [Type and Sub type]
Company
Primary organization type used by Workday Financials
Base currency can be specified for each Company
Steps to create Company:
Company Hierarchy
Region Hierarchy
Used to assign Locations and Organizational Roles that support them. Allows for
multiple relationships of Locations for reporting purposes.
Note: Locations are not organizations.
Key Features
You must specify the number of positions to fill
An open, approved position is required before you can hire, promote, transfer,
or demote workers
Each position you create can have its own definition and hiring restrictions
Specific positions can be closed if no longer needed
Approve multiple positions at once
Report on both open and filled positions
Track overall position history
Job Management:
Provides the least control over the definition of individual positions
The hiring restrictions you define apply to all jobs in the supervisory
organization, and you can define only one set of hiring restrictions per
organization
Specific limits on the number of jobs that can be filled are not required
Useful for organizations that prefer to define broad job requirements and rely
on staffing workflow and approvals to control the number of workers in a
supervisory organization
Key Features
Hiring isn’t limited to a predefined number of openings
You don’t need to create a separate, open position for each job you want to fill
Any hiring restrictions you define apply equally to all jobs in the organization
No ability to report on unfilled positions
Hiring Restrictions:
Hiring restrictions define the rules and conditions for holding a job in a position,
headcount, or job management organization and enable you to:
Limit staffing to specific job families and job profiles
Restrict the locations where a job or position can be filled
Define the required qualifications, experience, and skill levels of workers hired
into a job or position (position management organizations only)
Limit staffing for a job or position to a specific worker type (employees or
contingent workers)
Limit staffing for a job or position to a specific time type (full or part-time
workers)
Navigate to the related action of the supervisory organization (Make sure that
organization has Job Management staffing Model)
Under the organization menu click on Set Hiring Restriction
Enter hiring restriction for the jobs
Agenda
About Compensation
Compensation Elements
Compensation Structure
Compensation Review
Eligibility Rule
Compensation Plans
Compensation Grade
Compensation Package
About Compensation:
Compensation in Workday tracks compensation at both the enterprise-wide
and the individual worker level
The compensation structure is comprised of grades and plans which are
grouped together into a package
Compensation Grades provide guidance with reference pay ranges, Grade
Profiles allow localization, and Compensation Plans provide various types of
pay components
Compensation can be changed for an individual employee or as part of a mass
event such as a Merit or Bonus event
When a Merit event is launched, for example, any employee with the merit plan
in their compensation will be included in the event
This could apply to one person or thousands of workers
Compensation Structure:
To establish a compensation structure in Workday you should:
o Define compensation elements to make the link between compensation and payroll
earnings
o Define guidelines (grades, grade profiles and steps) associated with compensation
elements
o Add the plans and guidelines that you want to bundle together into compensation
packages
Compensation Review:
o They are really just criteria. Example, people in this organization can have access,
or people at a particular management level can have access
o Can be overridden
Compensation Plan:
o Salary.
o Hourly.
o Allowance.
o Merit.
o Bonus.
o Future Payment.
o Commission.
o Stock.
o One-Time Payment.
Click OK to save.
Click Close.
Enter Create Allowance Plan into search box
Navigate to Create Allowance Plan task
Enter today’s date as the Effective as of date
Select Amount Based Plan
Click OK to continue.
o Complete amount
o Select currency
o Select frequency
o Select currency.
o Grade Name
o Minimum salary.
Click OK to save.
Click Close.
o Eligibility rule
Click OK to continue.
o Select compensation package
o Select compensation grade
Click OK to save.
Click Close.
Agenda
6. Consolidated Approval :- This enables you to combine multiple approvals for the
same person into a single approval task notification
9. Batch :- When we add this as a step, it simply means that the associated business
process step will not complete until the job process completes
10. To Do :- It is an activity that the responsible person must do outside the Workday
System.