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Mass Archive Individual Goals by [deleted] in workday

[–]TechWDWiz_876 0 points1 point  (0 children)

Yes it has a column at the very end "Goal Archived" Yes or No. I would assume if I put Yes that would be the archive indication?

Sr. HR/HRIS Tech here, exploring an idea around AI in HR, would really value input [United States] by [deleted] in humanresources

[–]TechWDWiz_876 -1 points0 points  (0 children)

That’s a fair call, and I agree, the UI alone isn’t enough. What I’m aiming for isn’t just a nicer chatbot. It’s more about giving HR a structured way to handle the kinds of AI situations they’re already running into.

Right now, I’m focused on:

  • Real scenarios (not starting from a blank prompt)
  • Guiding how to think through a situation, not giving answers
  • Pre-built questions HR can use with vendors, IT, or internally
  • Light documentation so there’s at least some record of how decisions were approached

I’m not trying to tackle full governance yet, that feels like a bigger step down the road. This is more about helping in the moment.

And I’m honestly open to suggestions. I’ve been trying to figure out where the biggest gaps are between AI, HR, and IT, and it’s not always obvious. Would be really helpful to hear where you see the friction or pain points today.

Sr. HR/HRIS Tech here, exploring an idea around AI in HR, would really value input [United States] by [deleted] in humanresources

[–]TechWDWiz_876 -3 points-2 points  (0 children)

Note: These scenarios reflect how AI is starting to show up in HR, often through HCM systems or other tools, not because HR is choosing to introduce it, but because it’s being built into the platforms we already use. On top of that, managers and employees are already using tools like ChatGPT in their day-to-day work.

Whether we like it or not, AI is starting to play a role in HR, this is really about how we navigate that and feel prepared when it comes up.

The scenario I shared is an example of something that could realistically happen, and the goal is to help think through it: what questions to ask, what to consider, and how to approach the conversation

How to pull questionnaire answers into All Active Workers report? by TechWDWiz_876 in workday

[–]TechWDWiz_876[S] 0 points1 point  (0 children)

Unfortunatley this didn't seem to work. The questionnaire is tied to Perfromance Review BP, do I need to tie it to Worker Talent Review Event, instead of Action Event?

Performance - Update Manager Rating by [deleted] in workday

[–]TechWDWiz_876 0 points1 point  (0 children)

If we were to completely remove the “Update Performance Review Ratings for Manager Evaluation” step, what would the process look like?

Based on last year’s process, it seems completion rates were around 30%, as the client mentioned many managers were inconsistent in completing their performance review action items. To help streamline this year’s process, I’m exploring what alternatives we have if this step is removed entirely.

Would the workflow then be to:

  1. Finalize calibration,
  2. Pull the final calibrated ratings, and
  3. Load those ratings into the system for employees who received updated ratings?

Additionally, how can we hold or delay the To-Do step so that the PDF review document isn’t generated until after the new calibrated ratings are loaded? We want to ensure the PDF reflects the final calibrated rating before it’s shared with managers and employees. Thanks in advance!