HCM: -

1. Staffing

 Job Profile - If you're seeking employment, this is a job description. The document contains the
basic information that will help you decide if you're qualified and interested in applying for the
position. For managers and human resources professionals, a job profile is more detailed,
providing information on how the job title and compensation were determined. The simpler
version of a job profile is most helpful for people seeking jobs or trying to better understand
their present position.

 Job family - Is a collection of related jobs that requires employees having similar knowledge,
skills and abilities at different levels. Thus, a job family has jobs at progressing levels defining a
career path for an individual, with incremental requirement of the similar knowledge, skills and
abilities.

 Job Position - A job title is a term that describes in a few words or less the position held by an
employee. Depending on the job, a job title can describe the level of the position or the
responsibilities of the person holding the position.

 Job requisition - A job requisition is a document used to request a hire, explain why it is
needed, and determine the budget available for the role. Hiring managers fill out a job
requisition when they wish to create a new position or refill an existing, vacated position.

 Pre-Hire - A pre-hire is someone you track before employment. You can create pre-hire records,
provide sourcing and contact information, and track the pre-hire process. All employees have
an active pre-hire record after they're hired or terminated. You can tie this pre-hire record to
open positions for internal transfers or rehires.

 Hire Employees - You can hire a pre-hire or former worker into a job or position in your
organization. This position automatically becomes the worker's primary position.

 Rehire Eligibility - While completing a termination, Workday includes the Eligible for Rehire
prompt on the Termination business process and the Exit Interview tasks. Workday also
includes this prompt on the No Show business process. You can use the Configure Optional
Fields and the Maintain Localization Settings tasks to hide or require the prompt.

Your selection during the Termination or No-Show business processes or Exit Interview tasks
automatically updates the prompt on a terminated or rescinded worker's pre-hire profile. If you
make conflicting Yes and No selections between the business process and the tasks, then the
value on the pre-hire's profile is No. If you make Yes and blank selections, then the value on the
pre-hire's profile is Yes.
  Difference b/w Employee, Contingent, Internships and Co-op workers –

Employee Worker – Is permanent employee for that employer and will have all benefits that
are provided by this employer.

Contingent Worker – Is contractor employee for that employer and there salary will be paid by
3rd party agency/company. For more details on this please search for “Agency Management
functionality”.
These types of employee will be hired for shorter duration and also we can convert the
contingent worker to Employee

Internships employee

Usually a one-time work (10-12 week) assignment, often in the summer

Typically, doesn’t interfere with college classes due to timing, but less training is given because
of this

Can be full- or part-time, paid or unpaid, depending on the employer and the career field

Undergraduate students (rising Junior/Senior) are eligible in most cases. It’s rare to find
internships available at larger companies for freshmen and graduating seniors

You don’t have to miss a semester or two to complete an internship

You’ll have an edge over students who don’t have experiential education gained through an
internship

Internships are usually limited to one area of responsibility (marketing, human resources, IT,
etc.)

Average GPA sought is 3.0, with 3.5 in some cases

Co-Ops

Co-ops are a joint venture between the university, a selected employer, and you

Traditionally at least three work terms alternated with school terms, resulting in a 5-year
degree program (it’s going to take longer to graduate, but you’ll have some good experience)

Co-Ops are full-time, paid positions

More training is offered through a Co-Op

Some Co-Ops are rotational, offering opportunities across functions

Graduate students are eligible in most cases for Co-Ops

 Students frequently start at higher salaries and higher levels of responsibility than interns

 Change Job - Can be with different items

Move Manager's Team
Worker Transfer
Position Swaps
Promoting Worker to Manager

 Multiple Jobs - Place an employee with a primary job or position into another job or position.
The additional job can have a different supervisory organization, compensation rate, pay rate,
scheduled hours, location, or job profile.
Employees can have any number of additional jobs. You can't give additional jobs to contingent
workers.

 Start International Assignments - You send an employee on an international assignment by

creating an additional position for the employee. It can have a different supervisory
organization, compensation rate, pay rate, scheduled hours, location, or job profile than the
primary job or position.
The employee's worker profile displays the international assignment as the default position
with the label (IA) after the position name to distinguish it from the worker's primary job.

 End International Assignments - When you end an employee's international assignment,

Workday removes the employee from the position and returns the employee to their primary
position.
If you end the international assignment and terminate the employee on the same date, the
international assignment continues to display as the default position on the worker profile.

 Difference b/w Non-exempt and Exempt employees-

A nonexempt employee must be paid the minimum wage and overtime pay for any time
worked beyond 40 hours in a given week. Under FLSA rules, nonexempt employees are entitled
to time and one-half of their regular pay rate for each hour of overtime
Exempt positions are excluded from minimum wage, overtime regulations, and other rights and
protections afforded nonexempt workers. Employers must pay a salary rather than an hourly
wage for a position for it to be exempt.

 Supervisory Organizations
A Supervisory Organization is a logical grouping of employees who report to the same Manager.
A Workday Manager is defined as the person who is ultimately accountable for the completion
of performance reviews.
To be assigned the Manager role, a worker must be a member of the superior Supervisory
Organization.
 Staffing Model - Position Management and Job Management

 Cost Center - Workday Cost Centers are features of Human Capital Management (HCM) and
Payroll transactions that have a financial impact.
Each position in Workday is assigned a Cost Center, currently referred to as a budget, and
workers are assigned to positions through staffing transactions.