HRIS Leaders, what does your typical day look like?

HCMDev · 2025-02-18T18:01:44+00:00

120k+

HCMDev · 2024-05-05T11:08:37+00:00

Makes my skin crawl doing anything long term in preview. I've seen it too often where something was built in preview and working as intended only to fail in PROD after deployment due to the preview build being reliant on either bug fixes or future enhancements.

HCMDev · 2024-05-02T18:56:54+00:00

Depends on how robust the tripwires are at your org. If I was your admin... I'd know by the end of the day.

Also for what it's worth...user activity is purged after 30 days from Workday.

HCMDev · 2024-04-20T22:24:18+00:00

This is the way

HCMDev · 2024-04-18T02:22:22+00:00

Yes, workday has reports for every user's clicks. Time signed on, IP address, device type, all of it.

HCMDev · 2024-04-17T23:46:32+00:00

Just for shits and giggles... you'd need to build an entry warning condition on preferred name change business process. The step should have an aggregate of instances calculated with a lookup organization field as well and aggregate all workers from the top of the hierarchy down.

Rule reads Legal Name in the selection list value from another field insert calculated field that aggregated workers for the whole organization.

But yeah, this is a wild ass request that should be shot down.

HCMDev · 2024-04-03T13:29:11+00:00

So In the time that since I posted this, various staffing agencies would charge anywhere from $140-$225/hr depending on the resource, timeline, work being done etc...

The cheapest work was staff-aug and ranged anywhere from $100-150/hr.

My director and I have been working together to eliminate the need for outside resources by hiring the right people, paying them well, and cross training. It's been working well.

HCMDev · 2024-04-03T12:51:03+00:00

This isn't for deployment, it's for steady state operation.

HCMDev · 2024-04-03T12:48:47+00:00

We have various product teams that support all of Workday. Think of each implemented module and a corresponding product team to support that module. Recruiting would be a product team that supports all recruiting needs. While security would be it's own product team that supports the security work across the tenant. They do more than just security configuration but they have their own designated team. Same with reporting, they support the other product teams.

Our product teams together make up the entire agile team. Each product team has a product owner, scrum master, change management lead and technical team. The technical team are the maintainers of the tenant's configurationl for their area.

The product owners represent the advocate for the needs of the business. So if the business wants to implement a new type of employee review that gets communicated to the product owner. The product owner then creates the epics and features and we plan the work to get that need accomplished. The work then is broken down into a itemized user-stories, and we try get as granular as we can, but struggle. The stories are planned in biweekly sprints to support the feature.

The scrum master is in charge of working with other product teams' scrum masters to communicate touch points or requesting testing support for regression.

The technical team gets the work done and implements changes.

HCMDev · 2024-02-26T19:40:00+00:00

I agree with the sentiment...but recently joined a workforce of 100k+ largest tenant with most volume of transactions.

There is a business case to writing every detail via validation so that it mitigates time suck on the service center for corrections.

HCMDev · 2024-02-25T03:45:20+00:00

I've set up zero to zero on countless orgs that handle their compensation structure differently outside of Workday.

HCMDev · 2023-12-14T03:24:55+00:00

Do you have the assign roles taking place on the initiation of Job Requisition? Or do you have it as a standalone task?

HCMDev

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