Q1: Can organization roles be inherited down to subordinate organizations?
A: Yes, roles like "Manager" or "HR Partner" can be inherited by subordinate organizations in Workday, based on the organization hierarchy (e.g., Supervisory Org). Set this in the role’s configuration.
Q2: What are the visibility options available?
A: Visibility options include:
Everyone: All users can see the org.
Self: Only members of the org.
Custom: Specific security groups (e.g., HR only).
Set via "Maintain Organization Visibility" task.
Q2: What are the visibility options available?
A: Visibility options include:
Everyone: All users can see the org.
Self: Only members of the org.
Custom: Specific security groups (e.g., HR only).
Set via "Maintain Organization Visibility" task.
Q3: What are the mandatory events to create a Sup Org?
A: Mandatory events:
Define Organization Name.
Assign a Manager (for Supervisory Org).
Set Organization Type (e.g., Supervisory).
Done via "Create Supervisory Organization" task.
A: Mandatory events:
Define Organization Name.
Assign a Manager (for Supervisory Org).
Set Organization Type (e.g., Supervisory).
Done via "Create Supervisory Organization" task.
Q4: What is the prefix for searching an organization?
A: Use "org" as the prefix (e.g., "org Sales Team") in the Workday search bar to quickly find organizations.
Q5: What are all the tasks we can perform while reorganizing?
A: Tasks during reorganization:
A: Use "org" as the prefix (e.g., "org Sales Team") in the Workday search bar to quickly find organizations.
Q5: What are all the tasks we can perform while reorganizing?
A: Tasks during reorganization:
Move workers to new orgs.
Reassign roles (e.g., Manager).
Update cost centers.
Inactivate old orgs.
Create new subordinate orgs.
Use "Reorganization" task or "Move Workers" BP.
Q6: How to inactivate a Supervisory Organization?
A: Use "Inactivate Organization" task:
Reassign roles (e.g., Manager).
Update cost centers.
Inactivate old orgs.
Create new subordinate orgs.
Use "Reorganization" task or "Move Workers" BP.
Q6: How to inactivate a Supervisory Organization?
A: Use "Inactivate Organization" task:
Search for the org.
Select "Inactivate" action.
Specify effective date.
Reassign workers/roles if needed.
Select "Inactivate" action.
Specify effective date.
Reassign workers/roles if needed.
Q7: While creating an organization, which organization does not require a reorganization event?
A: Company Organization does not require a reorganization event, as it’s a top-level org created during tenant setup (e.g., via "Create Company" task).
Q8: Can a Company be changed once it is defaulted?
A: No, the default Company cannot be changed after tenant setup. You’d need to create a new Company and migrate data (via EIB or manual updates).
Q9: What type of organization, Business Process is associated with?
A: Supervisory Organizations are associated with Business Processes (e.g., hiring, termination BPs) to route approvals based on the org hierarchy.
Q10: Can the Staffing Model be inherited to Subordinates?
A: Yes, Staffing Models (e.g., Position Management, Job Management) can be inherited by subordinate Supervisory Orgs. Set at the parent org level.
Q11: Does Workday provide the ability to create Custom Organizations to meet your unique business needs?
A: Yes, Workday allows Custom Organizations (via "Create Custom Organization" task) to define org ypes tailored to business needs (e.g., Project Teams).
Q12: Can we hire a worker into a Cost Center Organization?
A: No, you cannot directly hire into a Cost Center Org. Workers are hired into Supervisory Orgs, and their cost centers are assigned via the worker’s position.
Q13: Can an applicant be present in the system before creating the supervisory organization?
A: Yes, an applicant can exist in Workday (via Recruiting module) before a Supervisory Org is created. Applicants are tracked independently in the "Candidate" object, not tied to a Sup Org until hired.
Q14: Can you create a position before creating a supervisory organization?
A: No, you cannot create a position before a Supervisory Org exists. Positions are tied to a Sup Org in Workday’s Position Management model, so the org must be created first.
Q15: At what position can you not change the staffing model?
A: You cannot change the staffing model at the top-level Supervisory Org after it’s set (e.g., Position Management or Job Management). Changing it requires creating a new org and migrating workers.
Q16: Can the Staffing Model be inherited to subordinates?
A: Yes, the Staffing Model (e.g., Position Management) is inherited by subordinate Supervisory Orgs. It’s defined at the parent org level and cascades down.
Q17: What criteria are used for hiring restrictions?
A: Hiring restrictions in Workday are based on:
Position Availability: Open positions in the Sup Org (Position Management).
Eligibility Rules: Worker type, location, or job profile requirements.
Budget Constraints: If tied to financial approvals.
Security Policies: Role-based access to initiate hiring BPs.
Q18: What tasks would you use to edit the restrictions and worker information?
A:
Edit Restrictions: Use "Edit Position Restrictions" task to modify hiring criteria (e.g., job profile, location).
Edit Worker Info: Use "Change Job" or "Edit Worker" tasks to update worker details (e.g., name, contact info).
A: Company Organization does not require a reorganization event, as it’s a top-level org created during tenant setup (e.g., via "Create Company" task).
Q8: Can a Company be changed once it is defaulted?
A: No, the default Company cannot be changed after tenant setup. You’d need to create a new Company and migrate data (via EIB or manual updates).
Q9: What type of organization, Business Process is associated with?
A: Supervisory Organizations are associated with Business Processes (e.g., hiring, termination BPs) to route approvals based on the org hierarchy.
Q10: Can the Staffing Model be inherited to Subordinates?
A: Yes, Staffing Models (e.g., Position Management, Job Management) can be inherited by subordinate Supervisory Orgs. Set at the parent org level.
Q11: Does Workday provide the ability to create Custom Organizations to meet your unique business needs?
A: Yes, Workday allows Custom Organizations (via "Create Custom Organization" task) to define org ypes tailored to business needs (e.g., Project Teams).
Q12: Can we hire a worker into a Cost Center Organization?
A: No, you cannot directly hire into a Cost Center Org. Workers are hired into Supervisory Orgs, and their cost centers are assigned via the worker’s position.
Q13: Can an applicant be present in the system before creating the supervisory organization?
A: Yes, an applicant can exist in Workday (via Recruiting module) before a Supervisory Org is created. Applicants are tracked independently in the "Candidate" object, not tied to a Sup Org until hired.
Q14: Can you create a position before creating a supervisory organization?
A: No, you cannot create a position before a Supervisory Org exists. Positions are tied to a Sup Org in Workday’s Position Management model, so the org must be created first.
Q15: At what position can you not change the staffing model?
A: You cannot change the staffing model at the top-level Supervisory Org after it’s set (e.g., Position Management or Job Management). Changing it requires creating a new org and migrating workers.
Q16: Can the Staffing Model be inherited to subordinates?
A: Yes, the Staffing Model (e.g., Position Management) is inherited by subordinate Supervisory Orgs. It’s defined at the parent org level and cascades down.
Q17: What criteria are used for hiring restrictions?
A: Hiring restrictions in Workday are based on:
Position Availability: Open positions in the Sup Org (Position Management).
Eligibility Rules: Worker type, location, or job profile requirements.
Budget Constraints: If tied to financial approvals.
Security Policies: Role-based access to initiate hiring BPs.
Q18: What tasks would you use to edit the restrictions and worker information?
A:
Edit Restrictions: Use "Edit Position Restrictions" task to modify hiring criteria (e.g., job profile, location).
Edit Worker Info: Use "Change Job" or "Edit Worker" tasks to update worker details (e.g., name, contact info).
Q19: Worker has two types of records in Workday system, what are they?
A:
Employee Record: For active workers (post-hire).
Contingent Worker Record: For contractors or non-employees.
Both are stored as "Worker" objects but differ in type.
A:
Employee Record: For active workers (post-hire).
Contingent Worker Record: For contractors or non-employees.
Both are stored as "Worker" objects but differ in type.
Q20: How can you remove a position in Workday?
A: Use "Close Position" task:
Search for the position.
Select "Close Position" action.
Specify effective date.
Ensure no worker is assigned (move or terminate first).
A: Use "Close Position" task:
Search for the position.
Select "Close Position" action.
Specify effective date.
Ensure no worker is assigned (move or terminate first).
Q21: What is the relationship between Job Profile and Position?
A: A Job Profile defines the role’s generic attributes (e.g., title, skills). A Position is a specific instance of a Job Profile within a Supervisory Org, tied to a worker or left open.
Q22: When a worker is moved from one organization to another, can the staffing model be different in each organization?
A: No, the staffing model (e.g., Position Management) must be the same across the organizations involved in the move, as Workday enforces consistency within a tenant.
Q23: Which staffing model applies hiring restrictions to the entire Supervisory Organization? Explain with steps involved there.
A: Position Management applies hiring restrictions to the entire Sup Org. Steps:
Define restrictions in "Create Position Restrictions" (e.g., job profile, location).
Assign restrictions to the position in the Sup Org.
Restrictions cascade to all positions in the org, enforced during hiring BPs.
A: A Job Profile defines the role’s generic attributes (e.g., title, skills). A Position is a specific instance of a Job Profile within a Supervisory Org, tied to a worker or left open.
Q22: When a worker is moved from one organization to another, can the staffing model be different in each organization?
A: No, the staffing model (e.g., Position Management) must be the same across the organizations involved in the move, as Workday enforces consistency within a tenant.
Q23: Which staffing model applies hiring restrictions to the entire Supervisory Organization? Explain with steps involved there.
A: Position Management applies hiring restrictions to the entire Sup Org. Steps:
Define restrictions in "Create Position Restrictions" (e.g., job profile, location).
Assign restrictions to the position in the Sup Org.
Restrictions cascade to all positions in the org, enforced during hiring BPs.
Q24: In Position Management, a position still exists in the old organization when a worker together with his/her current position has been moved to a new organization.
A: Yes, in Position Management, the original position remains in the old org as a "closed" position. A new position is created in the new org for the worker during the "Move Worker" BP.
Q25: Changing the staffing model of a parent organization does not automatically change the staffing model of the subordinate organizations; you must change the staffing model of the subordinate organization manually.
A: Correct. In Workday, the staffing model (e.g., Position Management, Job Management) is inherited at creation, but changing the parent’s model doesn’t automatically update subordinates. You must manually update each subordinate org using the "Edit Organization" task.
Q26: Which Staffing Model is useful for organizations which prefer very broad requirements?
A: Job Management is useful for organizations with broad requirements. It focuses on job profiles without position-level restrictions, allowing more flexibility in hiring and worker assignment compared to Position Management.
Q27: How to edit the Staffing Model for a Supervisory Organization?
Q25: Changing the staffing model of a parent organization does not automatically change the staffing model of the subordinate organizations; you must change the staffing model of the subordinate organization manually.
A: Correct. In Workday, the staffing model (e.g., Position Management, Job Management) is inherited at creation, but changing the parent’s model doesn’t automatically update subordinates. You must manually update each subordinate org using the "Edit Organization" task.
Q26: Which Staffing Model is useful for organizations which prefer very broad requirements?
A: Job Management is useful for organizations with broad requirements. It focuses on job profiles without position-level restrictions, allowing more flexibility in hiring and worker assignment compared to Position Management.
Q27: How to edit the Staffing Model for a Supervisory Organization?
A: You cannot directly edit the staffing model after the org is created. Instead:
Create a new Supervisory Org with the desired model (e.g., Job Management).
Move workers to the new org via "Move Workers" BP.
Inactivate the old org using "Inactivate Organization" task.
Create a new Supervisory Org with the desired model (e.g., Job Management).
Move workers to the new org via "Move Workers" BP.
Inactivate the old org using "Inactivate Organization" task.
Q28: If you turn on the No Job Restriction check box, a hiring restriction is not required.
A: Yes, enabling the "No Job Restriction" checkbox (in Position Management) removes the need for hiring restrictions on a position, allowing any job profile to be assigned without constraints.
Q29: In which Staffing Model can the history of the position be tracked?
A: Position Management tracks position history. Each position has a unique ID, and changes (e.g., worker assignment, closure) are logged in the position’s history, viewable via "View Position History" task.
A: Yes, enabling the "No Job Restriction" checkbox (in Position Management) removes the need for hiring restrictions on a position, allowing any job profile to be assigned without constraints.
Q29: In which Staffing Model can the history of the position be tracked?
A: Position Management tracks position history. Each position has a unique ID, and changes (e.g., worker assignment, closure) are logged in the position’s history, viewable via "View Position History" task.
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