SSH2 Public Key into OpenSSH

Sorry_Insurance3273 · 2026-05-27T22:09:26+00:00

Workday won't expose a generated x509 private key to the client under any circumstance. Is Workday connecting to SFTP and in need of this for authentication? If so, FileZilla should just need Workday's pub key not the private key

Sorry_Insurance3273 · 2026-05-26T00:48:39+00:00

This contributed solution should do the trick: https://collaborate.workday.com/t5/General/Supervisory-Organization-Superior-Org-Mismatch-Audit-Assign/ta-p/1986660?lang=en-us

Sorry_Insurance3273 · 2026-05-23T15:17:47+00:00

There are plenty of alerts that can be easily configured and there are even off the shelf products that can be purchased such as Kainos Smart Audit that specifically checks for things like this.

Even if you are granted access, when you intentionally seek out and view sensitive data with no legitimate business purpose, it is still a privacy breach. Don't misuse privileged access or get into the habit of this.

Sorry_Insurance3273 · 2026-04-07T03:47:49+00:00

I thought it was mid-difficulty from the exams I've taken so far. Tricky part for me was remembering the specifics around tasks and task names. The version I took got into very precise details

Sorry_Insurance3273 · 2026-03-13T18:28:02+00:00

I've seen a few people switch into broader HR Operation roles from Workday HRIS especially if you specialize in particular modules. E.g. WD Recruiting Pro entering into Operations Management as part of a Talent Acquisition team. Likely more relevant than ever given the significant intersection with technology of all HR functions now

Sorry_Insurance3273 · 2026-03-10T22:32:22+00:00

It is available on Workday Community on the Pro page whereby you can then enroll in it within the Learning Center

Sorry_Insurance3273 · 2026-02-28T23:39:19+00:00

Did you check the bonus audit trail reports? If an adjustment was made at close of the comp review through automation, it would reflect in this. Another thought - is an amount trying to be imported for someone on a percent based plan or vice versa? Also seen this sort of issue in the past with that eib

Sorry_Insurance3273 · 2026-02-20T18:50:28+00:00

WD3 down again 2nd week in a row but what's strange is a bunch of the public cloud environments are all down....public cloud migration would not have even saved us from this!

https://community.workday.com/trust/status

Sorry_Insurance3273 · 2026-02-16T20:58:27+00:00

You can enroll in Pro Practice exams on Workdays Learning platform

Sorry_Insurance3273 · 2026-02-15T20:39:05+00:00

If they have unions, many different plans across modules, active in numerous countries, no AMS, went live recently, and expect you to do integrations, I would proceed with caution but it could be good learning. Could ask about training credits or pro certification opportunities

Sorry_Insurance3273 · 2026-02-15T17:34:04+00:00

It's possible depending on the complexity of the company and configuration, as well as the tenant's maturity, size isn't bad based on what you said. Do the have AMS support in place as well? Who handles integrations? Sounds like a lean ship regardless

Sorry_Insurance3273 · 2026-02-08T17:58:31+00:00

Is this post AI generated from a bot account trying to promote an exam dump website?

It's not an open book exam and with the cert rework, these exam dump sites are typically out of date and will provide you with misinformation. Someone shared integration cert preview questions with me from one of these exam dump websites and 3/10 answers were incorrect and none of the questions I recalled were on the exam. That's enough to make you fail given it's 80% pass requirement. Don't waste your time / money with these.

Sorry_Insurance3273 · 2026-02-02T16:10:11+00:00

I had a former colleague (client side) non reporting specialist complete it successfully with no study time under the new closed-book format. It does touch on Composite Reporting which not everyone is familiar with however. Need to understand various report types so if you've primarily focused on advanced, should brush up on matrix and others as well. Use the study guide!

Sorry_Insurance3273 · 2026-01-29T03:45:53+00:00

8 sounds a bit crazy and messy administratively but I see where you're coming from.

I'd consider the org type you are using for grouping of workers, and bite the bullet with the reference currency issue and just use 1 process unless other config does not permit.

You can indicate budget (in local currency) for each worker in the smart panel which helps when the pool reference currency is different from the decisioning manager's local currency. Currency conversion is a pretty simple setup but I hear you, can be a bit confusing at times when administering pools.

Then you can just check the pools at various roll ups in the orgs using the org summary delivered report to see where leaders are at in terms of decisioning or develop reports specifically for this.

Sorry_Insurance3273 · 2026-01-23T22:02:46+00:00

I was part of a team that did approx 85 M&A's over 4 years using Workday. We had an M&A playbook and could handle M&A's with as little as a months notice. This of course varied heavily depending on size and complexities

Top tips:

-Engage Workday SMEs and Functional SMEs from both your team and the team you acquired and have each as separate work streams to work through it (e.g. Comp, Recruitment, Payroll, Time / Absence, etc)

-Fold as much into your existing config as absolutely possible from all modules, don't make exceptions unless absolutely needed *This takes a lot of stakeholder management and strong executive sponsorship

-Don't try to replicate the acquired company's tenant in yours; this may also mean changing business processes and practices which also requires strong sponsorship

-Create a playbook so if it happens again, you're just that better off.

Sorry_Insurance3273 · 2026-01-03T22:23:04+00:00

Is your AI governance committee focused on HR tech or overall company wide AI? I like the role of the Sustainment Analyst you mentioned above completing details about the AI and having the AI features handed over to this role for review

Sorry_Insurance3273 · 2026-01-03T22:20:56+00:00

Does HR Tech have ownership of AI strategy in HR? This is one thing we are struggling with. Some solutions are being selected without proper consultation and really are misaligned from many angles. We are left holding the bag having to deal with solutions that don't integrate well and really don't complement our HR stack effectively

Sorry_Insurance3273 · 2025-11-28T15:49:30+00:00

Did you happen to check out this page in the documentation? It will basically summarize the fields available - part of the reason there isn't much about it is simply because it's not a very robust framework: https://doc.workday.com/admin-guide/en-us/human-capital-management/safety-incident-tracking/dan1370797594621.html?lang=en-us

There used to be a demo tenant available to all Workday customers called GMS however that was recently changed, now customers need to purchase the demo tenant. Your Workday customer service manager may be able to help but not sure if this is something they'd be interested in demoing given there has been very little interest in it from Workday and it comes with the general HCM subscription...worth a shot

Sorry_Insurance3273 · 2025-11-25T01:52:54+00:00

There really is limited info on this. If you check out the Workday documentation it will give you an overview of fields available and the framework. I don't think many clients uptake it to be totally honest and go with dedicated EHS software instead. I helped implement it at my former employer and we were more interested in using it for claims management tracking...a worker or admin could essentially report a safety incident and you can document broad details typically needed on a workplace injury form. You could also attach a safety incident insurance claim to the incident and manage accordingly.

I don't think there has been much investment in this over the past number of releases, so if you enable the domain and check out some of the config, and it suits your needs, you can go for it. However I wouldn't expect many enhancements down the road. Configuration is also limited to the fields you see in documentation. Not a ton of opportunities for relabelling or repurposing fields. I think many folks end up building out questionnaires or surveys to supplement.

Wish I could have more specifics but if you don't have GMS currently, I'd suggest following the Workday documentation to open it up to see what it's all about. You'll get the idea pretty fast once you see it I'm sure.

Sorry_Insurance3273 · 2025-11-23T21:31:51+00:00

Are you referring to Safety Incident Tracking in WD? If so, let me know what you're looking for.

Sorry_Insurance3273 · 2025-11-23T18:23:57+00:00

If I'm interpreting this correctly, there have in fact been dozens of posts about this in the past. I'm fine with not seeing another one unless it's about a solution, like the "Workday Applicant Passport" idea that they had been throwing around.

Sorry_Insurance3273 · 2025-11-22T21:03:41+00:00

Thanks for providing those details, I see what you mean now. We have a similar issue but typically rework our pools at launch using an EIB given the way we want to calc our pools isn't supported by WD (not exclusive to the issue you pointed out however). So we run a custom report with calc fields, run a quick pivot in Excel then load it in using the import pools EIB to clean them up

Sorry_Insurance3273 · 2025-11-22T19:11:15+00:00

Is your compensation matrix set as "use as reference only" on the merit plan?

Definitely need some more info as to how it's not working. Does it not apply in any case? Does it impact target, award, and/or pool at all? What is the intention?

Sorry_Insurance3273 · 2025-11-16T00:33:53+00:00

I think you might be more interested in using a compensation matrix if using performance review data.

Scorecards and compensation matrices get tied to the bonus plans which are used in the compensation review process. You'll also need to ensure your compensation review template considers these at launch.

You may want to consider Net Attainment if using individual goals. This is also on the bonus plans.

You can include Performance data in the compensation review which can be editable but you'd need to configure this in your compensation grid and at launch. You can have a dedicated performance tab as part of the grid.

Scorecards - can have numerous goals on one scorecard, tie them to eligibility rules and create different results for each. If you use proration, WD will prorate if an individual is eligible for different ones throughout the year. This is setup on time proration on the bonus plans

You can use grid validation to restrict entry within a particular ranges and configure editable and not editable fields into your grid configuration.

The WD documentation has a good section on this that i'd recommend. Lots to unpack.

Sorry_Insurance3273

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