Jonathan Carter, PMP, SPHR, SHRM-SCP

Hiring Restrictions in Workday HCM If you’ve worked with Workday’s staffing models, you’ve probably encountered hiring restrictions. What Are Hiring Restrictions? In Workday, hiring restrictions determine: ->Who you can hire (job families, locations, worker types). ->Where they can be hired (supervisory organizations, positions). These restrictions are configured within the Position Management or Job Management staffing models and ensure that your hiring process aligns with your organization’s policies and structures. Common Challenges & How to Deal With Them 1. Mismatch Between Position and Job Profiles: -> Issue: A position may not allow the job profile you want to assign. ->Solution: Double-check the position's hiring restrictions and update them to include the required job family or job profile. 2. Limited Worker Types: ->Issue: Want to hire a contingent worker, but the position doesn’t allow it? ->Solution: Ensure the staffing model allows multiple worker types for flexibility. 3.Geographic Misalignment: ->Issue: Unable to hire a candidate due to location restrictions. ->Solution: Confirm that the supervisory organization includes the candidate’s work location. Pro Tips You Might Not Know: ->Utilize Default Restrictions: Set up broad, default restrictions at higher-level supervisory organizations to reduce repetitive configurations. ->Leverage Temporary Overrides: For urgent hires, temporary changes can be made to restrictions,just ensure they are reverted once the hire is complete. ->Audit Regularly: Use Workday reports to identify misaligned restrictions or unused positions, ensuring your system stays efficient and compliant. ->Combine Restrictions with Security Groups: Align restrictions with security roles to limit who can edit or override hiring rules. Love this workday bite? Here are three ways I can help you: a) Check out my featured section in my profile for the link to my youtube channel for free Workday HCM videos and stuff b) Course for International Students on Gumroad c) Course for Indian Students #workday #workdayhcm #workdayhcmlearn #learnworkday #learnworkdayhcm #workdayhcmstudy #studyworkdayhcm #workdayhcmcourse #courseonworkdayhcm #courseworkdayhcm

47

4 Comments

After 6+ years of hands-on experience in Workday HCM, I’ve poured my knowledge, sweat, and countless hours into creating a course that doesn’t just teach Workday HCM but teach at a fraction of the cost charged elsewhere. Here’s the thing In countries like the US, UK, and Canada, similar courses often cost upwards of $500-$1,000! (Yes, I checked extensively). The price tag reflects the "brand" but doesn’t always guarantee warmth or personalized insight. My mission? To make high-quality Workday HCM training accessible and affordable, with the added benefit of Purchasing Power Parity. That means your location-based discount is already baked in to my offering. For busy bees , who are really pressed for time. My Workday HCM(Self-Learning) Course can be a really big blessing What’s in the course? ->Core Concepts (like navigating Workday and mastering organizations) ->Advanced Skills (Compensation, Staffing Models, Reporting, and more) ->Interview Prep, Resume Building, and Job Orientation,tailored for getting you that job for which you are doing the course. -> Live 1:1 session with me to clear all your doubts This isn’t just another recorded course It’s a career toolkit. You get: ->15 hours of recorded sessions ->Live Q&A with me ->Practical examples paired with theoretical depth This isn’t a faceless corporate program. It’s built by someone who understands the journey, the challenges, and the aspirations of learners like YOU. If you’ve been holding back because of budget or lack of clarity, this is your chance to invest in yourself. Pro Tip: ->For anyone considering entering the Workday HCM ecosystem, start small but intentional. ->Dive into one module deeply, then leverage your learning across other interconnected functionalities like Reporting or Business Processes. ->This course is structured to help you do just that! Let’s talk What’s holding you back from upgrading your Workday skills or switching from the dead-end HR or HRIS analyst position into an ERP domain? If you’re curious, DM me or check out the full details here in the featured section of my profile or in the comments below Let’s grow together, one module at a time. #workdayhcm #compensationplanning #technofunctionaltips #workdayhcm #workdayorganizations #hrtech #workdaytips #workday #learnworkday #learnworkdayhcm #workdayrocks #workdaylearn #workdayhcmlearn #compensationconfiguration

24

3 Comments

Hello y'all! Looking to benchmark some perspectives, so I'm reaching out here to all of you smart folks: have you or anyone you know implemented SuccessFactors as an HCM in the past several years, and if so, did you have line of sight to or know the people that handled the employee/administrator training as part of the transition? I want to talk to them! (Or you, if you're that person.) #successfactors #benchmarking 😊

3

It is becoming increasingly important for companies to pursue sustainability in all business practices, including payroll. https://ukg.inc/4fYryAq #WeAreUKG #UKGBlog #Sustainability #Payroll

2

UKG announced it has been named a Leader in NelsonHall’s 2024 Payroll Services Evaluation for Multi-country Payroll. UKG is positioned highly for its ability to both deliver immediate benefits to customers and meet their future needs. NelsonHall also named UKG a Leader in Digital Payroll for helping organizations digitize and transform payroll operations, as well as Extended Services, for augmenting payroll with a suite of HCM and workforce management technology. https://ukg.inc/3Z1lEay #WeAreUKG

6

Advanced Security Groups in Workday HCM Most users are familiar with basic Security Groups only What Are Advanced Security Groups? ->Unlike standard Role-Based or User-Based groups, Advanced Security Groups let you configure nuanced permissions for complex business scenarios. For instance, you can Combine Roles Dynamically,Grant access to users performing hybrid roles, like an HR Generalist doubling as a Payroll Partner. ->Apply Contextual Access: Create conditions where access varies by geography, department, or supervisory organization. ->Temporary Access Groups: Enable short-term access for project-based roles or external consultants without disrupting existing configurations. Why Do We Need Them? ->Global Compliance: Ensure data privacy standards like GDPR and CCPA are met without overhauling existing groups. ->Flexibility in Growth: Scale access easily for new departments or acquisitions. ->Improved Audit Readiness: Trace exactly who has access to what, under specific circumstances, for compliance audits. How to Set Them Up? ->Define Complex Needs: Start by identifying areas where standard security groups fall short (e.g., multi-region teams needing varied access). ->Leverage Condition Rules: Use advanced logic (e.g., “if region = US and role = HR Manager”) to dynamically grant access. ->Run Audit Reports: Use Workday’s built-in security audit tools to validate configurations. ->Use Advanced Reporting: Analyze and refine group usage over time, ensuring alignment with evolving business needs. Some Insights: ->Custom Domain Security Policies: Advanced Security Groups can be tied to custom domain security policies, allowing you to secure data even at granular levels like specific datasets or fields. ->Integration with Workday Prism: When combined with Prism Analytics, advanced groups can help restrict access to critical business intelligence reports, balancing insights with security. Pro Tip: ->Did you know you can set conditional access based on worker tenure? For example, you can configure an Advanced Security Group to allow new hires access to onboarding content while restricting sensitive data access until they complete probation. This feature is often overlooked but can significantly enhance compliance during onboarding. Love this workday bite? Here are three ways I can help you: a) Check out my featured section in my profile for the link to my youtube channel for free Workday HCM videos and stuff b) Course for International Students on Gumroad c) Course for Indian Students #workday #workdayhcm #workdayhcmlearn #learnworkday #learnworkdayhcm #workdayhcmstudy #studyworkdayhcm #workdayhcmcourse #courseonworkdayhcm #courseworkdayhcm #workdayhcm #securitygroups #configurablesecurity #hrtech #workdayhcm #advancedsecurity #hrtech #workdayenthusiasts #securityconfig

62

2 Comments

Are you ready for 2025? In the wake of Workday Rising, many organizations have begun their discussions around FY2025 budgets. If you attended—either in person or virtually—did the conference influence your initial project plans? If so, how do you plan to approach staffing for the project? If you have any questions or concerns about identifying qualified talent for your upcoming project that allows you flexibility on usage (time and materials) and price, please schedule a time with me. I would love to hear from you! #Workday#BGSF

7

At ADP, we are proud of the work we've done to advance DEI in the workplace internationally and have been named to Seramount’s 2024 Global Inclusion Index! Read more about our efforts and best practices! #GlobalInclusionIndex2024 #ADPLife

1

2 Comments

I just heard another Workday® client celebrate finishing their gold build. Next week they start planning Phase II - even though that was NOT the plan 6 months ago. This happens so often that it should be part of the standard HRIS project timeline (and not just Workday, all HRIS vendors) After a decade in HR systems, I can tell you exactly why. 80% of the time, your implementation partner skips asking key questions. Not because they're sloppy - they just don't have enough hours allocated to build what you really need. It's how these projects are priced, sold… and then structured. It’s built-in. The other 20%? Those early configuration decisions you made with such confidence? Trust me, six months in you'll discover questions you didn't even know to ask. Or answers you didn’t even know to give. Or, maybe worse, answers you DID give, that you now realize were totally wrong. These errors are inevitable if you don’t have support on your side of the table. Now we're seeing these new "Launch Now" style programs popping up. They promise a quick go-live with basic functionality. Everything else? That's right - Phase II. For a 100-person startup, maybe that works. But if you've got 350+ employees or you've been around for more than 2-3 years, pause before jumping at these stripped-down builds. What looks like speed now often means more fixes later. But by then, you’re paying license fees. Nobody tells you this part: Phase II isn't a sign something went wrong. It's inevitable. The real mistake is not planning for it. Your new system will launch with exactly what you asked for, whether you knew you asked for it or not. But it’s likely not what you'll actually NEED. To back up to 10,000 feet and be clear, this is the nature of large software implementations. It’s not a vendor issue. It’s not a partner issue. It’s a systemic and process issue. …rather analogous to death and taxes. So, the best time to budget for Phase II? Probably yesterday.

20

4 Comments

Enable seamless access for employees with an intuitive, streamlined interface to instantly retrieve Benefits Summary Plan Documents in real-time, intelligently! Oracle Generative AI Employee Benefit News

2

Workday Trainings & Certifications 💡 Happy Friday! If you are interested in getting Certified in Workday across any workstream, feel free to let me know. I can help explain the process and requirements for enrolling in training and maintaining your certifications at GQR. And, If any Workday, HRIS, or IT Leaders want to get their team pro-certified, please also reach out to learn more. #workday #workdaycertifications #workdaycommunity

86

48 Comments

Uncover the top payroll trends for 2025, from AI to cybersecurity, and see how UKG One View empowers payroll teams to adapt and thrive. https://ukg.inc/4gauGcE #UKGBlog #WeAreUKG #GlobalPayroll

8

Ever wonder who's who in the world of HRIS core systems? Check out these two sites: 🔹 Great view of the larger market with a list of players and total # of Customers. https://lnkd.in/g_G7MFjM 🔹 For a side-by-side comparison of all market players, this site is pretty handy. https://lnkd.in/gSZT8wDX I've found that several of the HRIS software companies are designed to support certain company sizes (e.g. Gusto is great to run payroll for a company < 10 employees and Workday is best suited 5,000+, though they are trying to go down to 1,000). Things that vary between them: 🔹 The range of modules and special features 🔹 Module customization options (BambooHR is great user interface, but very basic process options) 🔹 HR/IT Team Size required to support it If you're looking to maximize the software you're currently using or looking to dip your toe into the market to shop for a new one, I can help. I was a member of a Workday implementation for my former employer and have helped several companies since then in maximizing or migrating on platforms smaller than Workday. Save yourself the headache of a new implementation and find the right fit for you and your company, for where you are today and where you want to go. Having an objective and experienced player on the team could help!

5

Are IT employers interested in certifications? Robert Half's Thomas Vick shares, "Many organizations are realizing it makes them more adaptable and agile than requiring degrees above all else." Read more from CIO on how job seekers can use certifications to help launch and advance their careers in tech.

6

1 Comment