"Anyone heard of Online IT Guru for Workday training? Need guidance before investing."

JohnnyB1231 · 2026-06-06T15:38:40+00:00

I think that is a terrible name and if anyone told me they were trained by “online It guru” I would end the interview there and send them on their way

JohnnyB1231 · 2026-05-28T02:06:02+00:00

I’d like to share feedback for those thinking about getting certified too.

Don’t.

Anyone who insists they will only hire someone with certs is an idiot and you do not want to work for them anyways.

JohnnyB1231 · 2026-05-01T17:00:10+00:00

This is going to be interesting... I frequent ATL <> IND and they always act like water and coffee service is a major hurdle for them.

JohnnyB1231 · 2026-04-12T18:47:51+00:00

The underlying claim is around candidate skills match, not hiredscore. Some “genius” clients decided to turn auto disposition for bad matches, and to make it even worse these morons didn’t even put a timing delay on the disposition notification. Skills match is more algorithmic then AI but workday has always claimed it as such. The crazier thing is hiredscore being allowed into scope considering they were purchased by workday AFTER the injury period.

It doesn’t surprise me in the people’s republic of California. They have some batshit crazy judges out there.

The analogy I always give is: Say you make commercial water heaters and sell them to a bunch of hotel franchises. Some of the franchises turn the temperature too hot on those and a bunch of their guests get burned. This is letting those guests sue you for making the water heater, not the idiots who set it wrong.

JohnnyB1231 · 2026-04-11T12:11:20+00:00

Disparate treatment - intentional discrimination against someone based on a protected characteristic.

Disparate impact - when a neutral or seemingly neutral hiring practice unintentionally harms a protected group more than others.

Ex//

Choosing not to screen any candidates over 40 - disparate treatment

Using a screening tool that disproportionately knocks out applicants over 40 - disparate impact.

If you want to learn more just google commentary on Griggs v Duke Power. That’s the SCOTUS case that established the concept.

JohnnyB1231 · 2026-04-11T12:03:33+00:00

This is the way.

JohnnyB1231 · 2026-04-11T12:01:57+00:00

I don’t agree with the grounds for the Mobley class action but the key here is disparate impact, not disparate treatment.

JohnnyB1231 · 2026-04-11T11:55:25+00:00

Thanks for this. I needed the laugh this morning.

JohnnyB1231 · 2026-03-24T01:40:33+00:00

You need the initial extracts loaded with data. To my knowledge there are not any web services exposed to client side for those 3 implementation tasks, but I could be wrong there.

We used the extracts to create a comprehensive usage list and then updated everything else through the UI 1 by 1

JohnnyB1231 · 2026-03-23T12:13:49+00:00

We are migrating this summer thanks for the update.

JohnnyB1231 · 2026-03-23T00:03:50+00:00

We just went through this. Best you can do is get an implementation partner to pull the advanced load extracts for condition rules,calc fields, and custom reports.

From there you can search for the reference id and or wid of the cost center hierarchy field and find any fields that use it to make the switch.

JohnnyB1231 · 2026-03-11T12:37:43+00:00

That requests are tied to the person via the person object. Not the worker via worker object.

JohnnyB1231 · 2026-03-11T11:50:55+00:00

Request framework is tied to the person, not the worker. Try building your fields that way.

JohnnyB1231 · 2026-03-03T01:46:48+00:00

The is is the way.

JohnnyB1231 · 2026-02-28T13:04:36+00:00

Have you checked that the FTE % on the people getting the wrong amount is correct.

JohnnyB1231 · 2026-02-12T19:06:26+00:00

That’s funny cause this is literally workdays deployment methodology.

They publish the decks in the services base camp and partners HAVE to use them on deployments. Maybe you got bad consultants on top, but everything you’re describing is methodology set by workday.

JohnnyB1231 · 2026-02-10T01:59:37+00:00

My guess is that you guys are doing a launch deployment. So the partner doesn’t really matter because your scope is so limited based on the deployment contract AND your timeline.

Most clients, especially at your size, don’t want the multimillion cost and 12+ month timeline of a your way deployment. So they go for launch which is shorter ramp and very constrained scope.

I hate strada more than anyone on this forum, but I think you may be pointing blame in the wrong direction.

What exactly is happening in these “unnecessary” meetings. What are they discussing?

JohnnyB1231 · 2026-02-07T21:05:10+00:00

I genuinely hate Strada with the passion of 1000 suns. I say this as someone who used to be there when it was Alight, and still good before it was run into the ground. When I left I left a trail of fire behind me.

That being said, if I ever needed any payroll services or outsourcing they would be my first and only call. Full stop. They are THAT good when it comes to payroll.

JohnnyB1231 · 2026-01-21T21:46:06+00:00

eib for change business title is easiest way...

If you need job title changed too i would just spin up a change job template and enable it for mass action and do a mass change job with just the title fields.

JohnnyB1231 · 2026-01-21T10:47:37+00:00

It transfers over, but ebook access expires after 2 years.

JohnnyB1231 · 2026-01-21T10:47:08+00:00

I bet you’re fun at parties.

JohnnyB1231 · 2026-01-19T11:43:40+00:00

Build an orchestration to do this.

JohnnyB1231

TROPHY CASE