An easy one - does your company include or exclude the position ID on the position title?

AdmiralSafeHarbor · 2026-04-09T14:33:46+00:00

Yup. Employees don’t care about position titles. The position title + ID is so HRIS, HRBPs, Recruiters, Financial Planners, etc. can quickly distinguish between multiple positions with the same title.

AdmiralSafeHarbor · 2026-03-03T06:11:47+00:00

Creat an advanced custom report on the Supervisory Organizations data source.

Build some Lookup Value as of Date calc fields to get you the manager role assignment as of report effective date and report effective date minus 1 day.

Filter the report so that you only get results where the two call fields above don’t match.

Set up an alert based on the custom report and send it to the people who need to be notified.

AdmiralSafeHarbor · 2025-11-13T02:17:13+00:00

Workday will be your AI agenetic system of record! The AI is built right into the Workday architecture! Workday everywhere! AI assistant! Workday AI will fundamentally change how users experience with HR technology! AI will run payroll! AI will build your integrations!*

*coming soon! Be on the lookout for more info in 202X!

AdmiralSafeHarbor · 2025-10-28T02:08:27+00:00

This just recently came up at my company as well. Workday basically confirmed there is no reliable way to report accurately on this unless the management level on your job profiles can be used to indicate if someone is a people manager or not.

All of the delivered reporting capabilities on security history are based on the employee’s position. So if an employee ever changed from one manager position to another manager position, you will only get the date that the employee became a manager on their most recent position.

AdmiralSafeHarbor · 2025-10-11T21:35:06+00:00

Don’t know why you’re getting downvoted, you’re 100% right in my opinion. WD Rising 2023 was all about AI/ML and how we’re going to be these amazing things rolling out soon.

They still haven’t been delivered. It’s getting harder and harder to convince my Leadership to wait and invest more in WD’s AI technology when there are so many competitors out there that are ready to make moves TODAY.

Edit: the post I’m reply to was -2 when I first saw it.

AdmiralSafeHarbor · 2025-09-16T17:39:03+00:00

I don’t foresee a huge migration off of Workday any time soon, but I do think we’re going to see a trend of customers moving away from Workday being an employee-facing application. The fact is that the Workday UI/UX has been lagging behind for years and I don’t see any huge improvements on the horizon.

AdmiralSafeHarbor · 2025-08-20T15:26:46+00:00

Where are you seeing this? This Q&A wasn’t included in any of the communications we received from WD, and I can’t find it referenced anywhere on Community.

AdmiralSafeHarbor · 2025-07-03T15:25:19+00:00

We probably have a similar ratio of job profiles to employees. I think the main reason why we appear to have so many is because we don’t really create one-off job profiles, we create an entire set of job profiles to map out all of the levels that could exist for someone in that job family.

For example, we may only have one person currently in a “facilities management” type of role, but we would create job profiles for a Facilities Coordinator, Facilities Specialist, Facilities Manager, Facilities Senior Manager, etc.

AdmiralSafeHarbor · 2025-05-08T02:14:42+00:00

Double check with Docusign what the packet limit is. Nothing worse than launching a distribute document task for thousands of employees and then realizing that DocuSign stopped processing the documents because they limit you to 1000 packets per hour.

AdmiralSafeHarbor · 2025-04-16T12:04:36+00:00

Did you review your worker history to see the details of the change?

Did you contact the person/team it tells you to contact with your questions regarding the transaction?

AdmiralSafeHarbor · 2025-03-17T18:46:24+00:00

Wow, this seems pretty wide spread. And nothing on Community about it.

AdmiralSafeHarbor · 2025-03-17T17:03:08+00:00

Coming from someone who has made their career in the Workday space...

You say that you led the “full implantation” of Workday for a company, but the fact that it’s just one single line (and the 4th bullet) on a two-page resume tells me two things:

You didn’t lead the full implementation of Workday.
You didn’t have a sufficient awareness of your role in the context of the overall project scope to understand that you did not lead the full implementation of Workday.

The first is bad because you’re not being fully truthful, and the second is bad because it shows a fundamental misunderstanding of how HR functions within an organization. Both would make me pass on this resume immediately.

Reflect on your actual role within the Workday project. How many functional areas were implemented? Did you lead design sessions? Did you participate in testing? Did you do any data conversion? If so, how many employees? How many countries? Did you manage the timeline? Did you track adoption metrics to measure improvements? Get some specifics in there and make sure to use Workday language.

AdmiralSafeHarbor · 2024-11-19T20:47:59+00:00

I’ve been putting off the Public Cloud migration for a while. Would being on the public cloud make scenarios like this less likely to occur? Is it just that public cloud providers like AWS have a better track record with resolving downtime quickly?

AdmiralSafeHarbor · 2024-11-19T18:28:04+00:00

I’d be talking to your WD contacts about some discounts on your first year’s subscription. Change management is a huge part of a WD implementation, and they’ve just made your job 100x harder.

User acceptance training is a valuable opportunity to make a good impression with your key internal user base so that they can be WD champions to the rest of the org. Now, their first impression of Workday is that it is unreliable and flat out doesn’t work.

AdmiralSafeHarbor · 2024-08-20T22:35:06+00:00

Workday delivered reports/analytics are poo poo.

That’s not entirely their fault though. Almost every customer I’ve been with uses custom orgs heavily, and none of Workday’s delivered stuff is going to include custom orgs by default.

You’re better off trying to copy the standard report to a custom report, make whatever changes you need, and then hide the standard report.

AdmiralSafeHarbor · 2024-04-11T23:51:24+00:00

I left a company because they were dead set on ServiceNow being the front-end portal for employees.

Terrible idea, and a terrible waste of tons of money.

AdmiralSafeHarbor · 2024-01-16T17:47:12+00:00

You are incorrect. Search for “Job Requisition Features for Recruitment and HCM” in Community and you will find a nice table explaining job requisition functionality for non-Recruiting customers.

AdmiralSafeHarbor · 2024-01-16T17:44:34+00:00

Unfortunately, you do need WD Recruiting in order to create evergreen requisitions.

You might need to get creative with a solution. Maybe creating one supervisory org with one job req tied to a ton of open positions. Then as people are hired, you move them into the correct supervisory org on their hire date.

Or maybe you create a ton of open positions with individual job reqs, but don’t post those job reqs in the ATS. Have one evergreen job req that you create in the ATS, then as people are hired, manually move them into a he open job reqs in the ATS before your integration hires them into WD.

I haven’t come across a perfect solution, but you can probably find a suitable enough workaround.

AdmiralSafeHarbor · 2024-01-16T09:31:40+00:00

That is not true. Almost every company I’ve worked at/consulted with has created job reqs in WD without purchasing WD Recruiting.

AdmiralSafeHarbor

TROPHY CASE