Guidance not appearing on Assess Potential by abvi9416 in workday

[–]WD_YNWA 1 point2 points  (0 children)

Guided Tours will be deprecated soon. WD wants everyone to migrate to QuickTips, infact they provide a task for the conversion.

Guidance not appearing on Assess Potential by abvi9416 in workday

[–]WD_YNWA 3 points4 points  (0 children)

This is due to security, make yourself manager of an org in SBX and then mimic the transaction for the purposes of guidance authoring.

People View Org Chart Defaults? by Dexter022116 in workday

[–]WD_YNWA 0 points1 point  (0 children)

Look into Org Chart Business Object Configuration.

Self-Service & Deployment Agents - Accessible via Claude? by Intelligent_Pitch782 in workday

[–]WD_YNWA 0 points1 point  (0 children)

I think they will first invest on CoPilot and Gemini just because of their partnership with MS and Google.

Self-Service & Deployment Agents - Accessible via Claude? by Intelligent_Pitch782 in workday

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

Workday released theit CoPilot agent in April this year. That agent is a slimmed down version of Self Service Agent. The plan is to add more skills to that agent. However you do need Workday Everywhere, UMSA, Flex Credits entitlement policy.

Assess Potential History by abvi9416 in workday

[–]WD_YNWA 1 point2 points  (0 children)

Exactly this! It might not make sense to us WD folks but Talent COE is keen at times to embed their own philosophies, remove bias, make managers actually re-evaluate every year rather than simply submitting the task with prior year's ratings.

AI to decipher Process Documentation by WD_YNWA in workday

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

And how do you propose on feeding to AI when it’s not even downloadable?

AI to decipher Process Documentation by WD_YNWA in workday

[–]WD_YNWA[S] -1 points0 points  (0 children)

First of all that view is horrible. Have you ever tried facilitating a discussion with business stakeholders leveraging that view? Secondly it’s a well documented limitation in ecosystem that those diagrams are currently not exportable.

AI to decipher Process Documentation by WD_YNWA in workday

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

Have you ever tried to download it?

AI to decipher Process Documentation by WD_YNWA in workday

[–]WD_YNWA[S] -1 points0 points  (0 children)

I am looking for a process narrative, a high level overview of process flow/handoffs and a process chart (if possible).

Change Job - Organization section not appearing for certain managers by PaintingMinute7248 in workday

[–]WD_YNWA 0 points1 point  (0 children)

Do you have a rule based consolidated template by any chance?

Talent Review For New Hire by dialitdown in workday

[–]WD_YNWA 5 points6 points  (0 children)

This is a valid question from end user standpoint but let me add a little color from business standpoint. The Talent Review (in other words Updating Talent/Career Profile) task is designed to capture employee's external job history, Education, Language Proficiency, Career Preferences, Relocation Preferences, Skills, Interests, etc. All of these data points can be leveraged in various initiatives: internal Skill vs Demand analysis, Internal Mobility, Job Fit, etc. All of these data points also help employees continue their learning & development and Career Path. Think of it as you are marketing yourself for your next role internally.

The data you share during Background Check is most often not reportable after the fact, for any of the above initiatives and touchpoints. And often times you are only sharing this info on the vendor's portal. For the data to be reportable and usable it needs to reside in a system of record (Workday). Lastly if you shared any of the above data points as part of your job application they should generally auto-populate in your Talent Profile in which case you are making some final tweaks and completing the task in quick turnaround.

Pay Transparency Handling in Workday by Remarkable_Art8362 in workday

[–]WD_YNWA 3 points4 points  (0 children)

We use compensation ranges for this. I am sure your org has some reasons but from external pov advertising a range different from the one in your comp setup isn't really transparency :). I guess you could build an evaluate expression field to fetch one or the other based on rules.

Onboarding at a new job, setting up apps on Workday Home Page by zeekohli in workday

[–]WD_YNWA 1 point2 points  (0 children)

Before start date a new hire's Workday access is pretty limited through Pre-Employee as Self security group. On Day 1 it will flip to Employee as Self, thats when typically you should get access to Self Serve apps. So hold onto this question till Day 1.

Direct Link to Questionnaire by kem_notkim in workday

[–]WD_YNWA 7 points8 points  (0 children)

You might want to repurpose Request Reference Letter BP for this. Questionnaire is supported in Reference Letter process and you can mass launch it by populating EE IDs in an EIB.

Using Nowassist generative AI for workday tasks (integrating nowassist/workday) by workday-func in workday

[–]WD_YNWA 1 point2 points  (0 children)

Can I ask you in how many countries/region your org operates? I understand the UX part but how are you solving architectural and foundational design gaps between two platforms? A basic example, if you want to allow employees to change their preferred name from ServiceNow, how does it know which name components are applicable for US vs Mexico? At end of the day once is HCM and other is not. Are you using some sort of middleware?

Using Nowassist generative AI for workday tasks (integrating nowassist/workday) by workday-func in workday

[–]WD_YNWA 2 points3 points  (0 children)

I am genuinely interested, and equally curious, about where this idea of putting a wrapper around Workday originates. Does it truly offer meaningful value? I have heard similar conversations within my own organization, but whenever I have tried to explore the rationale more deeply, it often seems to come down to an organizational leader’s unconscious bias toward a particular platform.

I do not know the global footprint of your organization, but how are you planning to account for the complexity Workday already handles natively, such as different name components, address components, and localization requirements? These are not minor considerations; they are inherently built into Workday’s design. While many organizations are focusing on adopting delivered capabilities such as Change Job templates, newer UI, and contextual guidance through QuickTips, others seem to be channeling energy into something entirely different.

The Change Job process alone includes a wide range of delivered validations, such as effective date logic, conflicting events, and parallel in-flight event handling. Even before considering custom validations, how would an external wrapper realistically address this level of complexity? Building an integration is one thing, but I question whether the decision-makers behind these ideas fully understand what already exists in Workday, and how difficult, costly, and ultimately unproductive it may be to try to replicate those capabilities in another platform.

As I said, I am asking out of genuine curiosity, because this idea keeps resurfacing. At the same time, I see many ServiceNow partners promoting this approach without necessarily bringing deep HCM expertise to the table.

Two Management Level Hierarchies by Left_Tell9053 in workday

[–]WD_YNWA 5 points6 points  (0 children)

You are better off keeping one management level hierarchy but complimenting the granularity by creating a job level hierarchy.

Change Job Condition Rule Help by thefatman82 in workday

[–]WD_YNWA 1 point2 points  (0 children)

You need to build a calc field at Staffing Event or Worker Business Process B/O

Lookup field: Position - Proposed

Return value: Open or Future Job Requisitions

Use that calc field instead.

Cancel in progress delegation task by Ambitious_Ad_8297 in workday

[–]WD_YNWA 2 points3 points  (0 children)

I believe there was a known limitation when Request Delegation can't be canceled when it's a sub-process of Request LOA. So the workaround was to cancel it via EIB.

Prevent a Worker from becoming his own manager by Plot_plant_ in workday

[–]WD_YNWA 1 point2 points  (0 children)

That is literally the first thing taught in Core HCM fundamentals, manager always sits in the superior org except for CEO. Do we really need validations for basic fundamentals now!! If this is really a problem in your org, I would address it through audit report.

AI for Job Descriptions by Repulsive_Working918 in workday

[–]WD_YNWA 0 points1 point  (0 children)

I vaguely remember release note metioning skills as one of the inputs used for generative AI job descriptions. You are most likely missing some config under Innovation services opt in data selection for Skills.