Anyone have a sense of what this looks like? We have set up E-Verify for Workday and CHRO is now asking about E-Verify+

There's no documentation on Workday Community that I can find and I'm struggling to understand what the difference is or if it's even a possibility. It seems like you'd need to have a link for uploading documents into the system... would that be added to Workday BP?

Hi! I am sure that this has been posted before and if the answers are on that thread please link it.

I am a young professional who is currently a program analyst who has about 6 years total experience including project management. I want to make a career change and thought workday would be a great pivot. For additional background context, I have my Bachelors in HRM and minored in PM with my MBA and kind of want to move away from PM. Are there any recommendations to break into this field/ role suggestions? I don’t mind funding more expensive courses if that’s what it takes, I just don’t know where to start other than the Workday Basics course through Coursera. TYIA!!

I have been doing configuration on the client side for about 3 years now. But I have over 5 years of experience supporting Workday overall. I specialize in Talent, HCM, and Learning. I enjoy configuration because I’m always learning something new and enjoy problem solving. I always thought I’d move into consulting later in my career as it would provide more flexibility (contract roles, etc.) if I decide to have a family.

However, I have found myself interviewing for a very good consulting job. I want to hear from others who went through this switch and what their experience was. Did you regret it? Did you miss config?

Thanks in advance!

We are currently utilizing JIRA and I'm not impressed. I'm considering migrating us to WD Help as we use it for HR and Finance currently. Thoughts? What are the pros/cons of each? I have a list I have created but want to make sure I am not missing anything.

Hello All,

Need your help in identifying the issue, once we create pre-hire it's created in system but when we try to hire the same pre- hire we can not see the same for hire.

What could be the issue any workaround to fix the same ?

I have several years of FP&A and record to report background and I’m leaving SAP and Oracle fusion behind coz they seem over saturated and I noticed workday financials are gaining traction coz of the ease of use with HR and they don’t have baggage from legacy SAP or Oracle apps, which is making transition to S4 HANA a nightmare unless you start afresh.

But I am finding out it’s hard to learn WD financials coz the ecosystem seems to be closed up and it’s hard to obtain certifications or training unless you are lucky to work on an implementation

Given all this, is there a real pathway for someone like me to put down some $ and get myself educated coz opportunity for Workday ERP is really niche and salary is very competitive if you are like in a leadership/SME mode.

I guess what I am asking is how do I use what is available with workday and get a certification? They don’t seem to be handing it out for 300 bucks like Oracle Fusioj general ledger.

I have a customer that is being implemented with Launch Express (ridiculous scoping by sales) and they are also “Manufacturing”. Of course partners will say yes to deals that had no business on launch, but here I am with 0 idea on how to even set this up.

1100 employees
In/out punches
Punches must correlate to a work order and also a phase of the work order and whether the work order is complete, in progress…etc
But there are over 18,000 work orders with multiple phases of those work orders.
Obviously can’t have an employee use a work tag that has a drop down of 18k work orders.

So yeah…..now what?

Currently, our benefits team has to make a manual adjustment to remove the vol life of spouse and child if the employee cancels/denied via EOI. The associated deductions would then be refunded via payroll. The manual adjustment seems like the go-to route based on what I’ve seen in community but I’d like to know if any of you have automated this by any chance? Thanks in advance!

Hi Team,
We are planning to move from Learning Campaigns to Engagement Builder and would like to migrate our existing campaigns where possible. However, our current Learning Campaigns were created using Saved Searches as the audience source, not Custom Reports, so they are not eligible for migration to Engagement Builder.

We would like to understand the recommended approach for closing the existing campaigns and creating new ones in Engagement Builder.
 
There are some questions we would like to find the answer for:
1. Is there a way to close an existing Learning Campaign?
2. What happens after a campaign is closed? Are there any impacts on reporting, historical data, completion tracking, or campaign-related information?

I would appreciate any ideas, guidance or experience from anyone who has already completed a similar transition.