Trilha Workday HCM: tudo o que estudar, tópico por tópico

Supervisory organizations as the primary hierarchy for worker assignments, management reporting, and business process routing; sub-types, top-level orgs, and the relationship between supervisory org and manager

Non-supervisory organization types used for financial segmentation and reporting: cost center organizations, region hierarchies, company org type, and how workers are assigned to these organizations alongside their supervisory org

The two primary staffing models in Workday: position management (headcount controlled by named positions) versus job management (no pre-defined seat constraint); when to choose each model and configuration implications

Job definitions as reusable templates (job profile, level, family) versus positions as specific seats in a supervisory org; creating, editing, and closing positions; position headcount and availability rules

Job profiles as the core definition of a role (job level, job classification, pay rate type, skills, competencies); job families as grouping constructs; job profile usage in hiring, compensation, and reporting

How Workday derives the management chain from the supervisory org hierarchy; move worker and move organization business processes; matrix management and additional managers; impact of reorganization on in-flight business processes

Location objects in Workday representing physical sites; location hierarchy for regional grouping; location usage on positions, worker profiles, and compensation; time zone and locale configuration on locations

Effective dating as the foundation of Workday's temporal data model: effective date vs entry date, correcting vs rescinding vs retroactive changes; key tenant configuration (fiscal year calendar, currencies, date formats)

The Hire business process: initiating a hire from an open position or job requisition, required steps (personal information, job details, compensation, documents), conditional steps, and integration with onboarding tasks

The worker profile as the aggregate view of an individual's employment record: personal data (name, contact, national IDs), job data, compensation, skills, documents; difference between employee and contingent worker profiles

Change job business process covering transfers between supervisory orgs, promotions (job profile or compensation change), lateral moves, and temporary assignments; difference between move worker and change job

Contingent worker type in Workday: contractors, consultants, and agency temps; engagement and end engagement business processes; differences in profile visibility, compensation, and benefit eligibility vs regular employees

Terminate employee business process: voluntary vs involuntary termination, last day of work vs termination date, position availability after termination, offboarding task configuration, and rehire eligibility

Assigning workers to non-supervisory organizations (cost center, region, company, fund, grant, program) at hire or via change job; defaulting rules from position and supervisory org; impact on financial reporting and payroll

Introduction to Workday Absence Management: absence types, time off plans, accrual basics, requesting and approving time off business process, and leave of absence versus time off distinction

Position restrictions as the set of attributes that define who can fill a position (job profile, worker type, time type, location); position availability rules; how restrictions affect hiring eligibility and headcount reporting

Anatomy of a Workday business process: definition, step types (action, approval, approval chain, checklist, to-do, consolidated approval, report, integration), step order, and the relationship between BP definition and BP instance

Configuring approval steps with approver type (role, position, person, manager hierarchy), approval chains for sequential routing, to-do steps for manual tasks, and checklists for grouped activities within a business process

Condition rules in business processes: when conditions are evaluated, operators and operands, grouping with AND/OR, using conditions to route to different steps or skip steps; condition rules on approval steps

Workday delegation framework: delegating initiation and approval actions to another worker, delegation period and scope, delegation security policies, viewing delegated tasks, and audit trail for delegated actions

Business process security policies that control who can initiate, act on, view, and cancel a business process; relationship between BP security and domain security; editing and activating BP security policy changes

Configuring notifications within business processes: notification step type, notification templates, recipient rules (role, position, specific worker), custom notification text, and configurable system notifications

Business process lifecycle actions: running (initiating) a BP, completing in-flight steps, cancelling a BP in progress, rescinding a completed BP to undo its effects, and correcting post-completion; audit implications

Performing bulk HR transactions: mass terminate, mass transfer, mass organization change; using Enterprise Interface Builder (EIB) to trigger business process events in bulk; error handling and rollback for mass transactions

The three primary security group types in Workday: role-based (tied to an organization role), user-based (explicit list of users), and job-based (derived from job profile or job family); when to use each type and membership rules

Domain security policies as the mechanism controlling access to Workday tasks, reports, and data: security policy components (view/modify), assigning security groups to domains, functional areas, and activating security changes

Deep dive into BP security policies from the security administration perspective: difference from domain policies, initiate and process permissions per security group, inherited vs overridden policies, and auditing access

Functional areas as logical groupings of related domain security policies; using functional areas to organize and audit security configuration; relationship between functional areas, domains, and security groups

Configurable security: intersection of security groups to narrow data access beyond a single group; use cases for constraining manager self-service to their own supervisory org; intersection rules and limitations

Segmented security groups for partitioning sensitive data (e.g., executive compensation, sensitive HR data); segment definition, segment-based security groups, and applying segments to compensation and worker data

Tools for auditing Workday security: View Security for Securable Item, security group membership reports, domain security policy reports, user activity audit log, and diagnosing access issues

The three-tier compensation structure: compensation packages as the top-level container, compensation grades controlling pay range, and compensation plans (salary, hourly, allowance, bonus, stock) as the pay component detail

Eligibility rules that control which workers qualify for a compensation plan or grade; rule conditions based on job profile, worker type, location, organization; assigning eligibility rules to compensation plans and packages

Merit and bonus plan configuration and cycle management: merit increase matrices, bonus target percent, proration rules, compensation review events, manager self-service for merit and bonus entry, and approval routing

Benefit plan types (medical, dental, vision, life, 401k, FSA); benefit plan configuration; enrollment events (open enrollment, life events, new hire); benefit group assignment and plan availability

Eligibility rules controlling access to benefit plans: conditions on worker type, hours per week, location, age, and employment status; benefit eligibility rule assignment and waive benefit configuration

Workday Total Rewards: configuring statement sections (base pay, bonus, benefits, equity), statement templates, population selection, generating and publishing statements to worker self-service

The compensation review business process for annual or off-cycle reviews: review period setup, eligibility snapshot, manager entry worksheet, multi-level approval, compensation change application, and audit reporting

Workday Report Writer fundamentals: simple reports for flat data, advanced reports for multi-level related data with filtering, matrix reports for cross-tabular aggregation; report output types and sharing

Calculated fields in Workday reporting: field types (arithmetic, condition, lookup, date difference, concatenation), scope and reusability across reports, and using calculated fields for complex data derivations

Workday data sources as the entry points to the business object model; primary and related business objects; traversing relationships between objects; selecting the correct data source for a reporting use case

Securing Workday reports: report owner and sharing settings, assigning reports to domain security policies, report output security, limiting report access to specific security groups, and report certification

Creating and managing Workday dashboards and worklets: worklet types (report, task, external URL), dashboard layout, audience configuration, homepage worklets vs dashboards, and real-time vs scheduled refresh

Workday EIB for inbound and outbound data movement: EIB template configuration, data transformation (XSLT), file formats (CSV, XML), validation and error handling, scheduling EIB runs, and common use cases (mass load, extract)

Introduction to Workday Studio for complex integrations beyond EIB capability: Workday web services (SOAP/REST), WSDL structure, integration system configuration, cloud connectors, and when to escalate from EIB to Studio