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HCM Fundamentals
Course Manual and Activity Guide

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holders. Version 30 v2 (April 2018)
HCM Fundamentals for Workday 30
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2 HCM Fundamentals for Workday 30

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HCM Fundamentals for Workday 30 3

CONTENTS
HCM Fundamentals for Workday 30 ......................................................................................... 16
Overview .................................................................................................................................... 16
Section One: Workday Framework ........................................................................................... 16
Section Two: Working in Workday ............................................................................................ 17
Section Three: Workday Tools .................................................................................................. 17
Course Structure ....................................................................................................................... 18
Chapter 1: Core Concepts and Navigation Basics ................................................................. 19
Overview .................................................................................................................................... 19
Objectives .................................................................................................................................. 19
Core Concepts ........................................................................................................................... 20
Activity 1.1 – Core Concepts.................................................................................................. 21
Business Objects ....................................................................................................................... 22
Basic Navigation ........................................................................................................................ 23
Additional Navigation Topics ..................................................................................................... 27
Guided Tours ............................................................................................................................. 31
Hide and Require Fields ............................................................................................................ 32
Tenant Setup ............................................................................................................................. 32
Language and Terminology Considerations ............................................................................. 33
Actionable Reports .................................................................................................................... 35
Activity 1.2 – Search and Navigation ..................................................................................... 39
Chapter Review ......................................................................................................................... 41
Chapter 1 Knowledge Check .................................................................................................... 42
Chapter 2: Organizations in Workday ...................................................................................... 43
Overview .................................................................................................................................... 43
Objectives .................................................................................................................................. 43

Supervisory Organizations ........................................................................................................ 44
Creating Supervisory Organizations ......................................................................................... 45
Characteristics of a Supervisory Organization.......................................................................... 47
Managing Supervisory Organizations ....................................................................................... 51
Activity 2.1 – Create a Supervisory Organization .................................................................. 53
Activity 2.2 – Create Subordinate Supervisory Organizations .............................................. 56
Additional Organization Types and Organization Hierarchies .................................................. 58
Activity 2.3 – Explore Additional Organizations ..................................................................... 66
Activity 2.4 – Create a New Location ..................................................................................... 67
Organization Hierarchies ........................................................................................................... 69
Location Hierarchies .................................................................................................................. 70
Reorganization .......................................................................................................................... 70
Activity 2.5 – Modify a Location Hierarchy............................................................................. 72
Organization Assignments on Supervisory Organization ......................................................... 74
Activity 2.6 – Set Up Organization Assignments ................................................................... 76
Organization Reports ................................................................................................................ 79
Chapter Review ......................................................................................................................... 80
Chapter 3: Staffing Models ........................................................................................................ 82
Overview .................................................................................................................................... 82
Objectives .................................................................................................................................. 82
Staffing Models .......................................................................................................................... 83
Hiring Restrictions ..................................................................................................................... 84
Differentiating Staffing Models .................................................................................................. 84
Activity 3.1 – Select a Staffing Model .................................................................................... 87
Maintain Staffing Models ........................................................................................................... 88

Chapter Review ......................................................................................................................... 89
Chapter 4: Jobs and Positions .................................................................................................. 91
Overview .................................................................................................................................... 91
Objectives .................................................................................................................................. 91
Job Profiles ................................................................................................................................ 92
Differentiating Job Profiles, Job Families, and Job Family Groups .......................................... 96
Activity 4.1 – Create a Job Profile .......................................................................................... 98
Creating Positions and Jobs ................................................................................................... 100
Activity 4.2 – Create Positions ............................................................................................. 104
Activity 4.3 – Set Hiring Restrictions on Job Management Organizations .......................... 107
Activity 4.4 – Approve Positions and Hiring restrictions ...................................................... 109
Activity 4.5 – Assign a Position to an Assignable Role ....................................................... 111
Job Requisitions ...................................................................................................................... 112
Activity 4.6 – View a Job Requisition ................................................................................... 114
Managing Filled and Unfilled Positions and Jobs ................................................................... 115
Chapter Review ....................................................................................................................... 118
Chapter 4 Knowledge Check .................................................................................................. 119
Chapter 5: Overview of Compensation .................................................................................. 120
Overview .................................................................................................................................. 120
Objectives ................................................................................................................................ 120
Compensation Overview ......................................................................................................... 121
Compensation Eligibility Rules ................................................................................................ 122
Activity 5.1 – Create Compensation Eligibility Rules ........................................................... 125
Compensation Eligibility Reports ............................................................................................ 127
Compensation Elements ......................................................................................................... 127

Currency Exchange Rates ...................................................................................................... 128
Compensation Grades ............................................................................................................ 128
Activity 5.2 – Create Compensation Grade and Assign to Job Profiles .............................. 132
Compensation Plans ............................................................................................................... 135
Compensation Package .......................................................................................................... 139
Activity 5.3 – Create Compensation Plans and Compensation Package ........................... 140
Compensation Events ............................................................................................................. 143
Total Rewards Report ............................................................................................................. 145
Compensation Reports ............................................................................................................ 147
Optional Activity 5.4 – Employee Compensation Audit Report ........................................... 148
Compensation Defaulting Troubleshooting ............................................................................. 149
Chapter Review ....................................................................................................................... 151
Chapter 6: Hiring Workers ....................................................................................................... 154
Overview .................................................................................................................................. 154
Objectives ................................................................................................................................ 154
Hiring and Supervisory Organizations .................................................................................... 155
Process Overview.................................................................................................................... 156
Hire Process ............................................................................................................................ 159
Activity 6.1 – Hire into a Position Management Organization ............................................. 162
Activity 6.2 – Hire into a Job Management Organization .................................................... 166
Chapter Review ....................................................................................................................... 168
Chapter 7: Overview of Configurable Security...................................................................... 170
Overview .................................................................................................................................. 170
Objectives ................................................................................................................................ 170

Configurable Security .............................................................................................................. 171
Configurable Security Framework ........................................................................................... 171
Security Policies ...................................................................................................................... 174
Security Policy Change Control .............................................................................................. 179
Activity 7.1 – View Security Policy Permissions .................................................................. 182
Activity 7.2 – Modify a Domain Security Policy ................................................................... 185
Security Groups ....................................................................................................................... 187
Workday-Assigned Security Groups ....................................................................................... 190
Activity 7.3 – Manage Workday-Assigned Security Groups ................................................ 191
User-Based Security Groups .................................................................................................. 193
Activity 7.4 – Assign User-Based Security Groups ............................................................. 195
Role-Based Security Groups ................................................................................................... 197
Activity 7.5 – Explore Role-Based Security Groups ............................................................ 202
Security Reports ...................................................................................................................... 204
Chapter Review ....................................................................................................................... 205
Chapter 8: Overview of Business Process Framework ....................................................... 207
Overview .................................................................................................................................. 207
Objectives ................................................................................................................................ 207
Configurable Business Processes .......................................................................................... 208
Business Process Framework ................................................................................................. 209
Business Process Terminology ............................................................................................... 210
Business Process Definition Overview ................................................................................... 210
Copying or Linking Business Process Definitions .................................................................. 211
Activity 8.1 – Copy a Business Process .............................................................................. 213
Business Process Configuration Options................................................................................ 214

Business Process Step Types ................................................................................................ 214
Business Processes and Subprocesses ................................................................................. 216
Approvals for Business Processes ......................................................................................... 219
Editing Business Processes .................................................................................................... 221
Activity 8.2 – Edit a Business Process ................................................................................ 225
Business Process Step Configuration ..................................................................................... 227
Activity 8.3 – Configure Business Process Steps................................................................ 234
Business Process Notifications ............................................................................................... 239
Activity 8.4 – Create a Business Process Notification ......................................................... 242
Activity 8.5 – Test Business Process Configuration ............................................................ 244
Visualization............................................................................................................................. 247
Activity 8.6 – View Business Process Diagram ................................................................... 248
Designing Your Business Process .......................................................................................... 249
Chapter Review ....................................................................................................................... 250
Chapter 9: Additional Staffing Transactions ......................................................................... 252
Overview .................................................................................................................................. 252
Objectives ................................................................................................................................ 252
Contracting Contingent Workers ............................................................................................. 253
Activity 9.1 – Contract a Contingent Worker ....................................................................... 255
Activity 9.2 – Convert a Contingent Worker......................................................................... 257
Staffing Movement................................................................................................................... 259
Activity 9.3 – Transfer a Worker .......................................................................................... 266
Position Swap .......................................................................................................................... 270
Switch Primary Job .................................................................................................................. 270
Termination .............................................................................................................................. 271

Activity 9.4 – Terminate a Worker........................................................................................ 279
Job Overlap ............................................................................................................................. 281
Activity 9.5 – Overlap Jobs .................................................................................................. 283
Staffing Reports ....................................................................................................................... 285
Chapter Review ....................................................................................................................... 286
Chapter 10: Event Management .............................................................................................. 288
Overview .................................................................................................................................. 288
Objectives ................................................................................................................................ 288
Finding an Event...................................................................................................................... 289
Task Reassignment and Request Reassignment .................................................................. 289
Request Delegation Change ................................................................................................... 291
Activity 10.1 – Request Delegation ...................................................................................... 296
Cancel and Rescind Business Process .................................................................................. 298
Activity 10.2 – Rescind an Event ......................................................................................... 301
Correct Business Process ....................................................................................................... 302
Activity 10.3 – Correct a Hire Event ..................................................................................... 306
Managing Supervisory Organizations ..................................................................................... 307
Activity 10.4 – Move Workers and Inactivate a Supervisory Organization ......................... 308
Chapter Review ....................................................................................................................... 310
Chapter 10 Knowledge Check ................................................................................................ 311
Chapter 11: Overview of Reporting and Custom Fields ...................................................... 312
Overview .................................................................................................................................. 312
Objectives ................................................................................................................................ 312
Report Writer ........................................................................................................................... 313
Report Writer Navigation ......................................................................................................... 313

Standard Reports .................................................................................................................... 314
Activity 11.1 – Run Standard Reports ................................................................................. 316
Custom Reports ....................................................................................................................... 317
Creating Custom Reports ........................................................................................................ 323
Activity 11.2 – Copy Standard Report to Custom ................................................................ 328
Report Security ........................................................................................................................ 331
Scheduling Reports ................................................................................................................. 334
Configurable Alerts .................................................................................................................. 335
Worker Trending Reports ........................................................................................................ 337
Custom Fields .......................................................................................................................... 337
Activity 11.3 – Create a Custom Object............................................................................... 343
Chapter Review ....................................................................................................................... 346
Chapter 12: Self Service........................................................................................................... 348
Overview .................................................................................................................................. 348
Objectives ................................................................................................................................ 348
Workday Accounts................................................................................................................... 349
Employee Self Service ............................................................................................................ 350
Worker Profile .......................................................................................................................... 352
Onboarding .............................................................................................................................. 356
Manager Self-Service .............................................................................................................. 359
Activity 12.1 – Employee and Manager Self Service .......................................................... 363
Chapter Review ....................................................................................................................... 365
Chapter 13: Workday Mobile ................................................................................................... 367
Overview .................................................................................................................................. 367

Objectives ................................................................................................................................ 367
Inbox ........................................................................................................................................ 368
Analytics .................................................................................................................................. 368
Mobile Notifications ................................................................................................................. 369
Directory Search and View Team ........................................................................................... 369
Setup........................................................................................................................................ 370
Workday Mobile Solutions Features ....................................................................................... 371
Video Activity 13.1 – Workday Mobile ................................................................................. 372
Chapter Review ....................................................................................................................... 373
Chapter 14: Overview of Integrations and High Volume Events......................................... 375
Overview .................................................................................................................................. 375
Objectives ................................................................................................................................ 376
Workday Web Services API .................................................................................................... 377
Workday Integration Tools ...................................................................................................... 377
Integration Cloud Platform....................................................................................................... 377
Custom Integrations ................................................................................................................ 377
User-Built Integrations ............................................................................................................. 377
High Volume Events ................................................................................................................ 378
Demo 14.1 – High Volume Event – Hire.............................................................................. 382
Chapter Review ....................................................................................................................... 384
Chapter 15: Resources............................................................................................................. 386
Overview .................................................................................................................................. 386
Objectives ................................................................................................................................ 386
Workday Community ............................................................................................................... 387

Documentation ........................................................................................................................ 391
Adoption Kit ............................................................................................................................. 393
Training Catalog ...................................................................................................................... 395
Learning Management System ............................................................................................... 396
Chapter Review ....................................................................................................................... 398
HCM Fundamentals Lab ........................................................................................................... 400
Part One .................................................................................................................................. 400
Part Two .................................................................................................................................. 406
Appendix A – Challenge Activities ......................................................................................... 408
Challenge Activity 1 – Supervisory Organizations, Jobs, and Positions ................................ 408
Challenge Activity 2 – Compensation and Hiring ................................................................... 415
Challenge Activity 3 – Business Process Security Policy ....................................................... 422
Challenge Activity 4 – Business Processes and Transactions ............................................... 425
Appendix B – Daily Review Questions ................................................................................... 430
Day 1........................................................................................................................................ 430
Day 2........................................................................................................................................ 432
Day 3........................................................................................................................................ 434
Daily Review Question Answer Key ........................................................................................ 436
Appendix C – Knowledge Check Answer Keys .................................................................... 441

Chapter 10 Knowledge Checks............................................................................................... 445
Appendix D – Activity Answer Keys ....................................................................................... 448
Chapter 1 ................................................................................................................................. 448
Chapter 2 ................................................................................................................................. 449
Chapter 4 ................................................................................................................................. 451
Chapter 5 ................................................................................................................................. 451
Chapter 6 ................................................................................................................................. 452
Chapter 7 ................................................................................................................................. 452
Chapter 8 ................................................................................................................................. 454
Chapter 9 ................................................................................................................................. 455
Chapter 10 ............................................................................................................................... 456
Chapter 11 ............................................................................................................................... 456
Chapter 12 ............................................................................................................................... 456
Chapter 13 ............................................................................................................................... 457
Appendix E – Touchpoints ...................................................................................................... 458
Touchpoints ............................................................................................................................. 458
Appendix F – Workday Pro ...................................................................................................... 459
Customer Accreditation program ............................................................................................ 459

Learn more: community.workday.com/pro ........................................................................... 459
Appendix G – Class Evaluations ............................................................................................ 460
Available at the Start of the Last Day of Class ....................................................................... 460
Available After Class Ends and Roster Submitted ................................................................. 460
Class Evaluation (Session Within a Curriculum): Available at the Start of the Last Day of
Class ........................................................................................................................................ 461
Class Evaluation (Within a Curriculum): Available After Class Ends and Roster Submitted . 462
Appendix H – Deployment ....................................................................................................... 463
Deployment Overview ............................................................................................................. 463
Appendix I – Shortcuts, Tips, & Tricks................................................................................... 464
Workday Streamlined .............................................................................................................. 464

HCM FUNDAMENTALS FOR WORKDAY 30

OVERVIEW
This course includes the Workday Human Capital Management (HCM) Fundamentals that will
help you progress through your Workday HCM deployment. We will cover how to execute the
major HCM business processes, perform administrative activities, and set up core system
functionality. In addition, we will cover an overview of business process configuration,
configurable security, and Workday Report Writer.
This class is designed for members of the deployment team prior to the planning stage of
deployment. While customers who are in production will also find this class useful for new
workers, it is not designed to be an HCM transactional class. Recorded training modules and
HCM transactional virtual classes for in-production customers will meet that training need more
efficiently.
SECTION ONE: WORKDAY FRAMEWORK
We will review basic navigation and core configuration of the Workday HCM system, as well as
introduce you to security and business process framework, and how to modify a business
process. We will hire employees to test configurations. Below is a list of the areas we will
address:
• HCM Core Concept Overview

• Navigation
• Organization Structures
• Creating Supervisory Organizations
• Other Organization Types and Hierarchical Rollups
• Staffing Models
• Job Profiles
• Jobs and Positions
• Creating Jobs and Positions Using Different Staffing Models
• Configuring Basic Compensation Components
• Hiring Workers
• Security Overview
• Assigning Security Permissions to Workers
• Business Process Framework
• Modifying Your Business Processes

SECTION TWO: WORKING IN WORKDAY
Workday allows you to manage, administer, and support your workforce. This includes tracking
employee, pre-hire, and contingent worker data. In this section, we will generate examples of
basic transactions and discuss the steps involved. These activities help you become more
familiar with the Workday system and the methods of navigation. We will perform the following
tasks:
• Contracting Contingent Workers

• Converting a Contingent Worker to an Employee
• Job Changes
• Termination and Job Overlap
• Task Reassignment and Delegation
• Event Management
• Employee and Manager Self Service Actions
• Using Workday Mobile
SECTION THREE: WORKDAY TOOLS
Once your data is in the Workday system and your business processes are configured to meet
your business needs, it is time to start using the tools and resources available to you. Below is a
list of the areas we will include:
• Workday Standard Reports

• Creating a Custom Report
• Custom Fields
• High Level Overview of Integrations
• Defining High Volume Events
• Resources
• Workday Community
• Administration Guide Overview

COURSE STRUCTURE
You will use this manual throughout the class. There are interactive elements in this class,
including:
Demos Demos show concepts, configuration, and functionality within a

Workday training environment.
Activities You will use your individual training tenant to perform activities in the
Workday system. These activities reinforce concepts discussed in the
videos, demos, and course manual.
Knowledge At the end of each chapter, you will answer questions to check your
Check knowledge of that chapter’s content.

Chapter 1: Core Concepts and Navigation Basics
CHAPTER 1: CORE CONCEPTS AND NAVIGATION

BASICS
OVERVIEW
Navigating through Workday is made simple through the use of powerful search capabilities and
multiple navigation tools. In this chapter, we will review these tools and discuss the multiple
methods you can use to find tasks, reports, and business objects. In many cases, there is more
than one way to perform an action on an object.
Additionally, we will learn about the core concepts of Workday HCM. This overview will provide
you with an understanding of what is needed to perform transactions in Workday.
Keep in mind that all tasks and reports are secured and require you to be in the appropriate
security group to access them. If you cannot see a task, report, or the data described in this
guide, it is because you do not have permission to view it. Security is configurable, so during
class we use configuration that is specific to this Workday training tenant.
OBJECTIVES
By the end of this chapter, you will be able to:

• Describe Workday HCM core concepts.
• Log into a Workday tenant.
• Demonstrate navigation techniques including searching for objects, accessing and
removing worklets, and locating and running standard reports.

CORE CONCEPTS
• Supervisory Organizations: The foundation of Workday HCM. This type of

organization groups workers into a management hierarchy.
• Staffing Models: Defines how jobs and positions are created and filled in a supervisory
organization.
• Job Profiles: Defines generic features and characteristics of a job and of a position that
is built off that profile.
• Compensation: The umbrella term for compensation packages, grades, grade profiles
and plans.
• Security: A security group is a collection of users or a collection of objects that are
related to users. Allowing a security group access to a securable item in a security policy
grants access to the users associated with the security group.
• Business Processes: A sequence of one or more tasks that accomplishes a desired
business objective.
Supervisory
Organizations
Business
Staffing Model
Processes
Security Job Profile
Compensation

ACTIVITY 1.1 – CORE CONCEPTS
Business Case: In this activity, you will demonstrate comprehension of HCM core concepts
by matching the terms below with the definitions listed in the first column.
TASK #1: MATCH THE DEFINITIONS WITH THE CORRECT TERMS

Definition Core Concept
1. Allows a group of users to access an item in A. Business Processes

Workday.
B. Job Profiles
2. Defines how jobs and positions are created and
filled in supervisory organizations. C. Compensation
3. One or more tasks that accomplishes a business D. Staffing Models

objective.
E. Security
4. Groups workers into a management hierarchy.
F. Supervisory Organizations
5. Defines the characteristics of a job.
6. Includes objects such as packages, grades, and

plans.

BUSINESS OBJECTS
Workday uses a very powerful object-action model that drives navigation and reporting. The
power of objects is that when you see something in Workday, you can perform an action on it.
When you view a page in Workday, most of the items on the screen are links, and many of
those items have a Related Actions icon next to them. These features make Workday reports
and viewable pages actionable.
Workday stores data as business objects (e.g., organizations, workers, positions) that are
similar to database tables or worksheets in Excel. Just as a database table or worksheet has
columns and rows; a Workday business object has fields and instances. Workday automatically
links related business objects together. For example, a worker is associated with a position, the
position is associated with a job profile, and the job profile is associated with a management
level, job classification, exempt status, etc.
In the diagram below, the “Worker” is the object and the attached rectangles are examples of
related objects or groupings of objects related to the primary object.

BASIC NAVIGATION
Workday is designed to give you multiple ways of doing the same task. To navigate the system,
you need to be familiar with:
• Standard screen elements

• Navigation tools
• Single and multi-select fields

APPLICATION HEADER
The following chart describes elements of the Application Header and Workday Worker Profile
menu:
Elements Description
This icon on the upper-left corner takes you back to the Home landing
Home
page.
You can search for tasks, objects (such as workers, pre-hires and
organizations), and reports in the search bar. Predictive suggestions
return common matching results to which you have access based on your
security configuration.
Indicating a Category to the left of your search results page allows you to
target your search to an area of interest, thereby producing faster and
more accurate results. You can set a preferred search category in your
Preferences. That default category is used when you sign into Workday. If
you manually select a different category, it applies for that search and
returns to your default category for the remainder of your session.
Search
Search prefixes also allow you to narrow down your results to a specific
type of search result. When using a search prefix, Workday searches all
items of that type and returns all the results available to you. Examples of
common search prefixes include “org:” for organizations and “bp:” for
business processes. To find all search prefixes you have access to, type
“?” in your search box. You may also choose to use categories to further
refine your results when using a search prefix.
If enabled and configured, you can search on synonyms for Workday
terms that you want to find when searching, as well as hide certain results
that you do not want to see in search results.
Workday Icon Click on the Workday icon to return to your Home page.
Click on your name or picture to view your worker profile, access all
Worker
menus including your Inbox and notifications, manage your user
Profile
preferences, or sign out of your Workday session.

WORKER PROFILE MENU

Elements Description
The Home landing page uses one consolidated view to display
worklets giving employees, contingent workers, and managers access
Home
to information and commonly used tasks for self-service and manager
self-service.
The Inbox will contain all activity that is required of you. When Inbox is
Inbox
selected, your Inbox opens in full-screen mode.
The Notifications link displays notifications regarding business
Notifications
processes and rules-based alerts such as birthdays and time off.
This landing page provides technical administrators and implementers
easy access to all the tools needed to create and manage custom
Workbench
reports, calculated fields, analytic indicators, and other administrative
tasks and reports.
A list of the standard reports and tasks available to you, sorted by
Sitemap
functional category.
This page provides access to a configurable list of favorite business
Favorites objects, reports, and tasks. Favorites can also be used when
searching in prompts.
A list of all the audit reports and tasks available to you, sorted by
Audit
functional area.
The Workday drive is a virtual drive in which you can store generated
reports. Users can find the same information through a Reports
W: Drive (My worklet on the Home page. When a new report is available in your W:
Reports) Drive, a notification will display in the application header and in your
Inbox. You can also tag reports sent to your W: Drive to make them
easier to locate.
Workday documentation can be used to obtain information on
attributes of objects, system configuration, or procedures. The
Documentation
Documentation link will take users to the Administration Guide section
of the Workday Community.
To direct your end users to your training and help documents, use the
Edit Tenant Setup - System task and enter your training and help
Help website's URL in the 'Help' Link field. To add other links, such as one
to your support center, create Quicklinks worklets and include them as
required worklets on the Home page.
This allows you to change your password and user account
My Account
preferences.

STANDARD SCREEN ICONS

Icon Description
Brings you back to your Home page.
Clicking on the Worker Profile opens all sections available from the home
page. This includes Inbox, Notifications, Workbench, Favorites, W:Drive,
Documentation, Help and My Account.
Displays the Related Actions menu for an object (available only if the
user has permission to perform additional actions on that object).
This Actions button is displayed on the header of many pages in
Workday. Just like the Related Actions menu described above, this
button provides a menu for an object.
Used to narrow down data. Clicking this icon allows you to add a filter to
your data.
Click to view this page as a PDF file that you can print. This can be
restricted using the domain Export to PDF and Excel.
Click to view this page as an Excel file. This can be restricted using the
domain Export to PDF and Excel.
Used to indicate that the report can be viewed as a chart.
Click the Pool Tag icon to put worker(s) into a selected talent or
succession pool.
Returns to the previous page and allows rerunning either a report or a
task with new values.
An up or down arrow will appear in the column heading of a report if you
have clicked on it to change the sort direction.
Appears in the upper-right side of worklets and landing pages and acts
as a menu or settings option.
Opens the associated instance, replacing the current view page (only
available on select view pages).
The Alert is a warning message that alerts you about system limitations
based on configuration. You may continue your process or configuration
when an alert message displays.
The Error is a warning message that alerts you there is a critical error. An
error must be corrected to move forward in a process or to enable your
configuration.

TASK PAGE ICONS

Icon Description
The Required Field indicator contains an asterisk that indicates that you
must enter a value for this field before saving or submitting the page.
Clicking the Prompt icon displays see a list of available values sorted in
folders (if applicable).
The Calendar icon opens a calendar to select your date.
Click the Delete Row icon to remove the current row from the grid.
Click the Add Row icon to add a row to the current grid.
When you click the OK button, the system accepts your changes.
The Submit button accepts your changes and moves you to the next
step in the business process.
The Done button closes a confirmation screen and returns user to the
page which the task or process was initiated from
The Cancel button disregards all changes.
The Save for Later button saves the item in your Inbox until action is
taken.
The More option gives you several additional choices depending on the
business process.
ADDITIONAL NAVIGATION TOPICS
INBOX
The Inbox can be found on the Worker Profile Menu, and contains an Actions tab and an
Archive tab. The Actions tab is an activity stream that displays business process tasks,
approvals, and to dos which require an action. The Archive tab displays historical actions and
business processes within the last 30 days. You can also choose to add the Inbox as a worklet
on landing pages.

The Inbox displays filter options and sorting capabilities. You can choose to edit your own filters
using condition rules you configure. Under Archive, you can refresh or view more processes.
The standard filters for the Actions tab are:
Filter Description
All current business process tasks, approvals and to-dos awaiting your
All
attention.
Favorites Inbox items you starred as favorites.
Overdue Business process items past their due date.
Bulk Approvals
Under the Actions tab of your Inbox, there is a pull-down icon on the top right which gives you
the option to Bulk Approve items in your Inbox, refresh your Inbox, or begin delegations.
When you select this option, a Bulk Approve screen opens up with approval items from your
Inbox. You can choose the “Select All” checkbox, or you can select individual items to approve
in bulk.

NOTIFICATIONS
The Notifications section on the Worker Profile Menu displays notifications regarding business
processes and rule-driven alerts such as birthdays and time off. When working with
notifications, you can “Mark all as read” or refresh.
WORKLETS
Worklets are reports that can be displayed as tiles on a Workday landing page. They provide
users quick access to frequently referenced data and tasks common to a specific functional
area. Worklets can be identified as required or optional on landing pages based on the user’s
security group(s). Required worklets cannot be removed or rearranged from the page, while
optional worklets can be added or removed by the user.
Security determines which worklets are available. For example, the Personal Information
worklet is available to Employee-as-Self, in which every employee is a member, while the My
Team Management worklet is only available to managers.
LANDING PAGE CONFIGURATION

At the top right of each landing page you will see a gear icon. By clicking this icon, you can
personalize your landing page. You can add or remove any recommended or optional worklets
to or from this page. You can also specify the order in which you would like these worklets to
appear.

PROMPTS
Workday utilizes prompts to help users navigate in search fields. Prompts display all content
available to that field, allowing you to navigate through levels to find information more easily. As
you navigate through prompts, the top of the pane displays which level you are currently in,
allowing you to return to a previous level. If the prompt only contains one folder or available
level to choose, it will default to open.
SINGLE-SELECT FIELDS
If a field displays a prompt list icon, you are required to use one of the prompt values. In single
select fields, only one value is allowed and the prompt list will disappear once a value is chosen.

MULTI-SELECT FIELDS
If a field permits more than one value, the prompt list will stay open to allow you to choose as
many values as necessary. The field expands as you enter additional values and you can click
the X to remove entries.
FAVORITES
Your favorite business objects, tasks, and reports are found on the Favorites link in the worker
profile menu. You have the ability to mark any item in Workday as a favorite by using the
Favorite > Add related action off an item in the system. This allows for easy access to those
items which you use most often and your prompt boxes will display a folder for easy access to
your favorites.
GUIDED TOURS
Guided Tours help users complete tasks by displaying customized instructional text for selected
fields as part of business processes. Unlike Step Help-Text which appears at the top of the
page, Guided Tours appear next to each respective field.
When Guided Tours are configured, a question mark icon displays on the task header to
indicate that help text is available for fields on the current screen. If the user would like to
expand and view the help text, they can click on the question mark in the upper-right corner of
the screen, and descriptions will display on each configured field to help the user complete the
information.
Use the Configure Guided Tours task to add tenanted titles and text that you want to appear on
specific fields within a selected business process. The Translate Guided Tours task will allow
you to manually translate the Guided Tour title and text into any of the language translations
that Workday supports.

HIDE AND REQUIRE FIELDS
To have more control over what users see in tasks, you can determine which users see certain
fields within business processes. Fields can be configured to be either hidden or required for all
users or for specified security groups.
Use the Configure Optional Fields task to specify a field based on business process or
functional area, as well as the criteria used to determine for whom the field is hidden or
required.
TENANT SETUP
A tenant is a unique instance of the Workday system with data separated in a database that is
securely segregated through password-controlled access. You can configure the tenant to meet
your unique business needs. Workday performs most of the tasks that support your tenancy
during your initial deployment; however, you may need to:
• Customize the Workday sign in page.

• Establish the default settings for a variety of data and information formats.
Workday provides several tasks for configuring specific areas of your tenant, as needed. These
tasks are accessed by navigating to the Tenant Setup report and selecting a tenant setup task
specific to the changes needed. Throughout this guide, there will be reference made to different
Edit Tenant Setup tasks to assist with various system configurations.
Resource: More information about Tenant Setup and Tenant Management is

available on Workday Community.

LANGUAGE AND TERMINOLOGY CONSIDERATIONS
The basic tenant language for Workday is English, but there are a series of terminology and
translation configuration options available to you.
TRANSLATIONS
Workday can deliver Employee Self Service and Manager Self Service into over 20 languages.
Resource: A full list of languages is available on the Workday Community.
These languages are primarily allocated based on the location the worker is hired into.
However, the individual user can change the language they view the system in (e.g., if they live
in a country with dual languages such as Belgium or Canada) by going to My Account settings
and selecting Change Preferences. A Preferred communication language can also be
designated for business communications.
The choice of languages can be restricted using Edit Tenant Setup – Global.

CUSTOM LABELS
If certain terms used by Workday do not match up with the language used in your enterprise,
you do have the ability to override some of these objects’ labels. The Maintain Custom Labels
task enables you to create, edit, and delete custom labels, which will override the original
Workday terms in certain tasks and reports. You can define override values for different
variations of the term when relevant, such as the singular, plural, and possessive forms of the
terms. We also provide a Preserve Case option that always displays the custom label in the
case you define.
SYNONYMS
Customers can create synonyms within the system. These are used as search criteria to find
information in the system. The advantage of this is that it allows customers to map their
terminology with Workday terminology. Then users can be accurately directed to information
within their tenant. These synonyms can be maintained in Edit Tenant Setup – Search.

ACTIONABLE REPORTS
Workday uses a very powerful object-action model that drives navigation and interactive reports.
When you view a page in Workday, most of the items on the screen are links and many of those
items have a Related Actions icon next to them. These features are what make our reports and
viewable pages actionable.
One example of an actionable report is the Find Workers report. You can use the Find Workers
page to filter search results by various criteria, such as location, job profile, and supervisory
organization. As you select a value for any filter category, or facet, the Find Workers page
immediately updates the resulting list of workers and facet value counts. The facet value counts
help you understand the worker population that satisfies the current filter criteria and guide your
exploration.
Workday displays search facets on the left side of the Find Workers page. Facets are non-
tenanted; they correspond to generic categories such as location. Each facet contains one or
more facet values. Facet values are tenanted; they correspond to specific values in your tenant.
For example, the facet Location would display facet values for your specific locations.
Each facet value is followed by a number indicating how many workers have that facet value.
For example, if you have a Chicago Sales Office location with eight workers, the location facet
would display a facet value of Chicago Sales Office (8).
By default, no facet values are selected. As you select facet values to narrow your search,
Workday dynamically updates the facet value count numbers for other facet values. For each
facet, Workday displays the facet values with the most workers. If there are more facet values
for that facet, click the More... link to display them. For facets with many possible facet values,
Workday provides a prompt to select an additional facet value.
To create a custom Find Workers report, copy the standard version, and then modify the report
to your needs.

In the Find Workers report, you have the ability to Compare Workers by selecting the box next
to their name in your results and selecting the Compare button. You can compare up to five
workers at a time.

Compare Workers opens up a window to view a side-by-side comparison of key worker

attributes from the Talent, Compensation, and general HCM areas:
DASHBOARDS
Dashboards are worklets that can be included on your Home landing page. Workday provides
pre-configured dashboards for distinct functional areas. In addition to using the pre-configured
Workday-delivered dashboards, you also can create an unlimited number of custom
dashboards. Each custom dashboard can display a set of custom reports that have been
enabled as worklets. Workday allows you to have unlimited amount of types under Dashboard,
but still six worklets per type. The Maintain Dashboards task will give you the ability to set up
which dashboards you want to allow users to set up.


ACTIVITY 1.2 – SEARCH AND NAVIGATION
Business Case: You are a new Workday user. Sign on to your system and follow the
instructions below to get a feel for searching and navigating in Workday.
URL:
Your assigned training tenant # (replace “X”s in the url above):
https://_________- host _____.workdayeducation.com/unified _____/login.htmld
TASK #1: SEARCH
1. Log in as Logan McNeil (lmcneil) using the following password:
2. Enter Termination in the Search box and click the magnifying glass or press your
Enter key. How many search results do you receive?
3. Using a search prefix, type bp: termination and click the magnifying glass.
A. How many search results do you receive?
B. What type are these search results?
4. Enter Benefit Events Status Report in the Search box and view the predictive search
results. Then enter ben even stat in the Search box and note your results. Notice that
searching on partial and abbreviated words will still return the result you seek.
5. Enter betty liu in the Search box and press your Enter key. View all of your search
results using the current default category All of Workday.
6. Change the Category on the left side of your search results to People.
A. How many search results do you receive?
B. What are these search results?
TASK #2: NAVIGATION
1. Remove worklets from the Home page that you do not think you will use in your initial
deployment (perhaps Benefits Dashboard).

2. Click the Add Row icon at the top of the table to add a new row.
3. Using the prompt, find Inbox and add to Logan’s worklets.
4. Click OK.
5. Run the Address Change Report with no date criteria. Who had the most recent
address change?
Hint: Use the Sorting feature in the Address Change Report rather than scrolling
down the list.
6. Find the supervisory organization that handles Payroll. How many workers are in the
Payroll department?
7. Navigate to worker Deborah Simpson. Viewing her Worker Profile, answer the
following questions:
A. What is Deborah’s position?
B. Who is her manager?
C. What is Deborah’s hire date?
D. Who reports to Deborah?
Hint: Use the Team icon to view Deborah’s organization.

CHAPTER REVIEW
This chapter provided a brief introduction to the core concepts of HCM, which are Supervisory
Organizations, Staffing Models, Job Profiles, Compensation, Security, and Business Processes.
These six core concepts are essential for Workday HCM transactions. In following chapters, we
will cover each core concept in more detail.
When you see an object in Workday you can click on it to get more information or use the
Related Actions icon to open the menu and initiate an action.
Landing pages are a collection of worklets that allow users to access information, tasks, and
reports.
• The Home landing page is a consolidated view of information and tasks for both self-
service and manager self-service.
• The Workbench landing page provides quick and easy access to existing tasks and
reports for technical administrators and implementers.
All landing pages are configurable. Worklets can be added and removed at any time.
Worklets can be configured to be required or optional for specific security groups. Required
worklets will be pre-loaded when a worker first signs into Workday and cannot be removed.
Optional worklets will be pre-loaded when a worker first signs into Workday and can be
removed by the user at any time.
Most reports and Workday pages can be exported to either a PDF or Excel file.
Search can be used to find information in the Workday system because most data is indexed
and searchable.
The Inbox is where you find tasks that you are responsible for completing. The Inbox is found by
clicking on the Worker Profile on the top right of your screen, and will open to a fullscreen view,
which includes current action items and archive processes. The Inbox worklet can also be
configured on landing pages.

CHAPTER 1 KNOWLEDGE CHECK
1. What is the name of the icon that allows you to view information or perform tasks on
a landing page?
2. True or False: Search allows you to use partial searches, abbreviations and
misspelled words.
3. What is the name and location of the icon you should select when you want to act on
or make changes to an object?
4. True or False: Security and Business Processes are considered cross applications
and impact all Workday solutions.
SAMPLE DECISION POINTS
1. Which worklets are required for your enterprise? Which worklets are optional?
2. What will be on the Home page?
3. What reports will you display?
4. What types of Dashboards will you set up and allow workers to choose from? Who
should see them?

Chapter 2: Organizations in Workday
CHAPTER 2: ORGANIZATIONS IN WORKDAY

OVERVIEW
An organization is used to group resources, workers, and costs to support a particular business
function. Workday supports several organization types, but the primary organizational structure
for HCM is the supervisory organization. Workers are grouped and tracked within supervisory
organizations, and other organizational structures can be put into the system to represent
alternate organization views.
In this chapter, we will begin by focusing on the supervisory organization, the foundation of
Workday HCM, and then look at other common organization types that can be created and
maintained. These include some more commonly used organization types such as Company,
Cost Center, and Region.
In addition, organization hierarchies will be defined and the purpose of these hierarchies
explored. Once your organizations and organization hierarchies are created, these structures
may change over time. The reorganization tasks covered in this chapter will allow you to
restructure as your business changes.
OBJECTIVES
By the end of this chapter, you will be able to:

• Build a supervisory organization hierarchy by creating and reorganizing supervisory
organizations.
• Configure a location and include it in a hierarchy.
• Demonstrate and explain how roles are assigned and inherited on supervisory
organizations.
• Configure and explain the purpose of default organizations.
• Navigate other types of organizations, including cost centers, companies, and
organization hierarchies.
• Define the purpose of at least two organization types.

SUPERVISORY ORGANIZA TIONS
Supervisory organizations are the foundation to HCM; they group workers into a management
hierarchy. A supervisory organization can be a business unit, department, group, or project.
Jobs, positions, and compensation structures are associated with supervisory organizations and
workers are hired into jobs or positions associated with a supervisory organization.
Business processes can be assigned to a supervisory organization. All business process

definitions are established for a supervisory organization hierarchy, with possible variations for
particular organizations within that hierarchy.
As the primary organizational structure, supervisory organizations are the focus of this section.
The following diagram is an example of the grouping of workers in supervisory organizations.

There are four key characteristics unique to a supervisory organization that are covered in this
course:
1. Positions are only created within a supervisory organization.
2. Employees must be hired into a supervisory organization.
3. Assignable roles have responsibilities within a supervisory organization.
4. Unique business processes can be assigned to a supervisory organization.
CREATING SUPERVISORY ORGANIZATIONS
AVAILABLE FIELDS
Information Why It Is Important
Superior and Subordinate Determine the organization hierarchy.
Organizations
Primarily used to control when the organization
Availability Date* starts to appear in prompts and is fully viewable
using the View Supervisory Organization task.
Organization Name Name of the supervisory organization.
Optional field that can be used as an additional
Organization Code
identification field.
Tenanted data. Can create hierarchies and is
Organization Subtype*
reportable.
• Role Assignees
• Role Assignees and Members
Organization Visibility* • Role Assignees of Current and
Superiors
• Everyone
Allows you to identify a URL associated with the
External URL
supervisory organization.
Required data when creating a supervisory
organization; inherited from the superior
Primary Location*
supervisory organization if not entered. Used for
security routing and reporting purposes.
Each of the staffing models provides a different
Staffing Model (Tab)** level of control over staffing and supports
different staffing goals.

Denotes the manager and other support

Assign Roles (Tab)**
personnel. Drives business processes.
Appears during the create/edit supervisory
Identifiers (Tab) organization task to provide government
identifiers.
* Required fields
** Subordinate organizations will inherit information from the superior supervisory organization.

CHARACTERISTICS OF A SUPERVISORY ORGANIZATION
SUBTYPES
The supervisory organization can have organization subtypes, like division and/or department.
You define each organization subtype (managed with the Maintain Organization Subtypes task)
for your specific needs. All organization subtypes are tenanted data.
If your business needs to, you can also set up and enforce the hierarchy of your organization
subtypes. For example, you might have three organization subtypes of department, division,
and team. In your organization, departments are always superior to divisions, which are always
superior to teams. Therefore, you could create and enforce this structure, ensuring that no one
in your organization creates a team that is superior to a department. To configure a subtype
hierarchy, use the related action off the organization (e.g., any supervisory) and navigate to the
action of Hierarchy Structure, and the Create task. Once created, you can use the related action
off the organization to view and correct any exceptions before using the Enforce task to not
allow future exceptions.
You also have the option to allow levels to be skipped whereby an organization can report to
any superior organization subtype, not just the organization subtype indicated as immediately
superior. If the option to skip levels is not checked, then once the hierarchy structure is
enforced, the superior's level must be the level immediately above the subordinate's level.

VISIBILITY
An organization's visibility determines who can view the organization. Visibility options are:
Visibility Definition
Anyone can see this organization. Most supervisory organizations are
Everyone
set up this way.
Role Assignees Only members of the organization and workers assigned to a role to
and Members support it can view the organization.
Only a worker assigned to a role on the organization can view the
Role Assignees
organization (whether assigned directly, defaulted or inherited).
Role Assignees of Only workers assigned to a role in the organization or a superior
Current and organization can view the organization. Workers who can view the
Superiors organization can also view all subordinate organizations.
ASSIGNABLE ROLES
Assignable roles manage security tasks, access to employees, and involvement in business
processes. Assignable roles are in each type of organization (e.g., Supervisory, Location
Hierarchy). Roles are used in business processes to assign tasks; they can either be inherited
from a superior organization, specifically assigned to an organization, or roles can be defaulted.
These role assignments and the security groups to which they are linked are critical for business
process routing and notifications.
Depending on your security access, roles can be assigned on an organization using the related
action Roles > Assign Roles, or directly from a worker using the appropriate Assign Roles task
in the worker’s related action Security Profile menu.

ROLE INHERITANCE
In Supervisory Organizations, roles are assigned to a position (if you are using the Position
Management staffing model) or a job (if you are using the Job Management staffing model). The
worker who fills that position or job accepts the role and their name is displayed in the Assigned
To field. If a position is unfilled, the Assigned To field will display the position title, indicating that
the position is unfilled. A role can be assigned to any level in a supervisory organization
hierarchy; however, if the role is not assigned directly, it is inherited from the superior.
In the following example, the HR Partner Role for Global Modern Services is assigned to a
position, Senior HR Representative, which Susan Jones fills. All subordinates of Global Modern
Services will inherit Susan Jones as their HR Partner, unless the role is directly assigned
differently to their organization, as is shown in the Human Resources supervisory organization.
The Staff HR Representative position, which is Mark Davis’ role, is assigned the HR Partner role
for Human Resources. All subordinates of Human Resources inherit Mark Davis as their HR
Partner.

If a position assigned to a role becomes unfilled, then that role will inherit the role assignment
from its superior. Using the example from the diagram above, if Mark Davis were to vacate the
Staff HR Representative position, then Human Resources will inherit the HR Partner role
assignment of its superior, Executive Management, which would be Susan Jones. When the
Staff HR Position is filled, the worker filling that position automatically assumes the HR Partner
role.
In job management, the job that is assigned to a role is always filled by a worker. If the worker is
terminated, the job becomes inactive and no longer displays as assigned to any roles. The role
will inherit from its superior, until the role is reassigned to another worker.
MULTIPLE MANAGERS
You can assign multiple managers to a supervisory organization, which is a common
requirement in some industries where shift workers report to multiple managers. When an
organization has multiple managers:
• More than one position can occupy the manager role.

• Two or more managers share equal responsibility for workers in an organization.
• All managers have the same abilities to initiate, view, and approve transactions on a
group of workers.
• All managers display as equals on organization charts.
• All managers will be seen in the assigned role of Manager for the supervisory
organization.
• Multiple managers will appear on the worker’s profile and display in reports.
• You can select one Manager as the main manager for reporting fields and integrations
using the Single Assignment Manager section under assigned roles.

Touchpoint: Assignable roles are used for security and business process routing
and approvals. The same role may have access to multiple functional areas across
HCM and Financial. For this reason, it is important to have all teams review how
roles are used across the application.
MANAGING SUPERVISORY ORGANIZATIONS
Managing changes to the supervisory organization is part of life. Workday easily facilitates any
structural changes you may require.
Below is a screen shot displaying the reorganization options for existing supervisory
organizations.
Recall that within the subordinate organizations you create, the organization subtypes that are
allowed depend on whether or not you have an enforced hierarchy structure.
Reorganization Options Description

Provides the ability to move a supervisory organization by
Assign Superior
making it a subordinate of a different supervisory organization.
Allows you to quickly create a new supervisory organization
and include it in the hierarchy as a subordinate. The new
Create Subordinate supervisory organization will inherit the same staffing model,
assignable roles and organizational assignments as the
superior organization, if configured to do so.
Allows you to create a new related organization and select
which subordinate organizations will move into it. Divide does
Divide Organization
not assume as much inheritance and will require fields to be
populated, such as Location.

To inactivate a Position Management or Job Management

Inactivate Organization organization, the individual positions and workers need to be
removed from the organization prior to inactivating.
This administrative task allows workers to be moved in or out of
Move Workers a supervisory organization (provided that they use the same
staffing model).
These reorganizational activities utilize the business process framework, which means you can
route the organizational changes to relevant parties for approval before they take effect. You
may also rescind or cancel a reorganizational activity, if needed. These topics will be covered in
more detail in later chapters within this guide.

ACTIVITY 2.1 – CREATE A SUPERVISORY

ORGANIZATION
Business Case: You are leading the team to set up a supervisory organization structure for
Wealth of Knowledge, a training organization within GMS that will be headquartered in San
Francisco, with an additional location in New York.
In this activity, you will create the supervisory organization of Wealth of Knowledge (WOK).
WOK will be a part of the Human Resources organization, and its primary location will be in
San Francisco. You will assign Logan McNeil as the Manager of the Wealth of Knowledge
supervisory organization.
TASK #1: VIEW A SUPERVISORY ORGANIZATION
1. Sign in as Logan McNeil (lmcneil).
2. Enter Human Resources into the search box.
3. Select the Human Resources supervisory organization.
4. Answer the following questions about the Human Resources supervisory

organization
A. What is the Superior Organization?
B. What are its Subordinate organizations?
C. Review the Members tab. Who are the members of this supervisory
organization?
D. Select the Details tab. What is the primary location of Human Resources?
E. Select the Roles tab. How many Assignable Roles support Human
Resources?
F. Who is assigned as the Manager of Human Resources?
TASK #2: CREATE A SUBORDINATE SUPERVISORY ORGANIZATION
1. On the top of the page, click Actions next to Human Resources to view the Related
Actions menu.
2. Select Reorganization > Create Subordinate.

3. Leave today’s date as the effective date.
4. Click OK.
5. Enter the following Subordinate Organization information:
Field Name Entry Value

Availability Date Leave default of today’s date
Organization Name Wealth of Knowledge
Organization Code WOK
Include Manager/Leader in Name (Selected)
Organization Subtype Division
Primary Location Leave field blank
Tip: We are not entering a Primary Location for Wealth of Knowledge because it will
inherit the primary location of its superior, Human Resources. If we wanted to
override the primary location, we could do so.
6. Click Submit.
7. Click Done.
8. You should be back on the Human Resources supervisory organization page. View
the Subordinate organizations, including the supervisory organization you just
created. Click the Wealth of Knowledge link.
9. Answer the following questions about the Wealth of Knowledge supervisory

organization you just created:
A. Are there any Members in this organization? Why?
B. Click on the Roles tab. Why are these roles assigned to this organization?
C. Who is currently assigned as the Manager of Wealth of Knowledge?
TASK #3: ASSIGN THE MANAGER ROLE
1. Click the Related Actions for Wealth of Knowledge, and select Roles > Assign
Roles.
2. Leave today’s date as the Effective Date, and click OK.

3. You would like Logan McNeil’s position to be assigned to Manager of Wealth of

Knowledge. In the empty row, enter Manager in the Role field.
4. In the Assigned To field, search for Logan McNeil and select her position, Vice
President, Human Resource.
5. Do not put anything in Single Assignment – this is for organizations that want to
select a single assignment manager for reporting purposes and in integrations where
only one name should be used. Click OK.
6. Click Done.
TASK #4: VIEW ORGANIZATION CHART
1. Select the Related Actions for Wealth of Knowledge and click the Org Chart button.
2. Review the org chart of Human Resources and its subordinate organizations,
including Wealth of Knowledge.

ACTIVITY 2.2 – CREATE SUBORDINATE

SUPERVISORY ORGANIZATIONS
Business Case: To continue building the Wealth of Knowledge structure, you will create two
subordinate supervisory organizations, Course Development and Training.
TASK #1: CREATE A SUBORDINATE ORGANIZATION
2. Navigate to the Wealth of Knowledge supervisory organization by typing Wealth of

Knowledge or WOK in the Search box.
3. From Wealth of Knowledge’s Related Actions, select Reorganization > Create

Subordinate.
4. Leave today’s date as the effective date, and click OK.
5. Enter the following Subordinate Organization information:

Availability Date Leave default of today’s date
Organization Name Course Development
Organization Code CDEV
Organization Subtype Department
Primary Location New York
6. Click Submit, and then Done.
7. In the header section of Wealth of Knowledge, notice that the Course Development
Department is now a Subordinate to Wealth of Knowledge.
8. Click on the Course Development Department link and view the Roles tab to see
the assignable roles that inherited from Wealth of Knowledge, including the Manager.
TASK #2: CREATE A SECOND SUBORDINATE ORGANIZATION
1. Click on the Wealth of Knowledge link on the top of the page to navigate back to
the Superior Organization.

2. Create a second subordinate supervisory organization, effective today, using steps

from the previous task above and the information in the table below to guide you:

Availability Date Today’s date
Organization Name Training
Organization Code TRN
Organization Subtype Department
Primary Location New York
3. Click Submit to save your changes.
4. Navigate to Wealth of Knowledge’s org chart to view the new Wealth of Knowledge
hierarchy:

ADDITIONAL ORGANIZATION TYPES AND ORGANIZATION HIERAR CHIES
An organization is used to group resources, workers, and costs to support a particular business
function. Organizations can be included in a hierarchy to represent a structure, such as a
reporting hierarchy used to view reporting relationships. New organizations can be added and
existing organizations can be split or inactivated.
Different types of organizations track different information. Supervisory organizations track

workers and enable business process approvals. Cost center organizations track costs.
Company organizations provide a vehicle for statutory reporting.
You can create unlimited numbers of each type of organization and then use them for different
types of reporting.
ORGANIZATION TYPES
Workday defines and delivers the most common types of organizations. Within each type, you
can define organizations to reflect your company’s requirements. You can create unlimited
numbers of each type of organization and then use them for different types of reporting. Some
types of organizations can be combined in a hierarchy to represent a structure. The following
table lists some of the types of organizations provided:
Organizational Use
Types
HR
A functional organization that has an assigned manager(s) and support
roles. When placing a worker in a supervisory organization you are
Supervisory
assigning one or more managers to the worker and including them into
a management hierarchy.
Matrix Establish an indirect manager relationship.
An organization used to hold retirees; tracks and provides access for
Retiree
retiree administrators and partners.
Costing
Company An organization that represents a legal entity. (Based on configuration)
An organization used for financial reporting, such as a financial
Cost Center
department, to track revenue and expenses.
Customer-specific regions reflect the area of responsibility for a worker
Region
instead of work location.
Location Group workers by their physical location.

Organizational Use
Types
Pay
Pay Group Group workers with similar payroll processing parameters.
Academic
Academic Unit A unit of an academic institution, such as a School of Medicine.

Hierarchy
Company Hierarchy Allows for multiple relationships of companies for reporting purposes.
Cost Center Allows for multiple relationships of cost centers for reporting purposes.
Hierarchy
Region Hierarchy Allows for multiple relationships of regions for reporting purposes.
Location Hierarchy Allows for multiple relationships of locations for reporting purposes.
Academic Unit Allows for multiple relationships of academic units for reporting
Hierarchy purposes.
Custom
Union, Configurable Organizations that allow you to group workers into logical
Growth/Share, etc. constructs that are not defined by Workday-provided organizations.
Resource: A complete list of all Workday-delivered organization types can be found

on the Workday Community.
MATRIX ORGANIZATION
Matrix organizations allow you to create and manage dotted-line relationships between workers
and managers. You can assign workers who are working in more than one group to a matrix
organization in addition to their supervisory organization. A matrix organization reflects a
worker’s dotted-line relationship to one or more managers. For example, a marketing worker
and an engineer, reporting to the Marketing manager and Development manager, respectively,
can be assigned to a group that reports to a product manager.
Reports Description
View all matrix assignments for workers based on
Matrix Assignments
selected organizations.
View the details of a matrix organization including
Matrix Organization
visibility, members and supporting assignable roles.

Tasks Description
Use to add members to an existing matrix
Assign Matrix Member organization by worker name or position as of an
effective date.
Assign worker to a matrix organization. This is a
business process that can be added as a
Assign Matrix Organization
subprocess in business processes such as Hire
Employee and Job Change.
Create Matrix Organization Create a new matrix organization.
Remove a worker from matrix organization of
Remove From Matrix Organization
which they are currently a member.
Use to select a matrix organization and remove a
Remove Matrix Member
member.
Matrix managers can be involved in approvals of HCM business processes, such as job
changes, merit increases, and performance reviews, for the workers in their matrix
organizations. Business process definitions must be configured to include matrix managers in
order for them to participate. This input supplements and informs the staffing decisions made by
the worker's primary supervisory manager. You can configure the role so that the manager can
or cannot view workers' compensation information.

COMPANY
Companies are the primary organization type used by Workday Financial Management. A
company in Workday equates to a single tax ID within your enterprise, based on your
configuration. Most of the delivered financial reports are run in the context of a company, such
as balance sheets and income statements.
Applicable to the businesses located within United States, an Employer Identification Number or
EIN (also known as Federal Employer Identification Number or FEIN) is the corporate
equivalent of a Social Security Number, although it is issued to anyone, including individuals,
who have to pay withholding taxes on employees.
You can specify a base currency for each company, which enables you to use multiple
currencies across Workday. Even though different companies may use a different currency, a
base currency can be defined so that all currencies are converted to the base for accounting
purposes.
Company organizations are set up when you want to record business transactions, produce
financial statements, or create other statutory reports.
COST CENTERS
Cost centers are organizations that are used to record financial transactions, including revenues
and expenses. Employees and contingent workers can be assigned to a cost center during a
staffing transaction. HCM may use cost centers for workforce or headcount planning as well as
tracking HCM transactions with financial impacts, such as hiring and terminations.
Touchpoint: HCM may be assigned with assigning workers to cost centers and
company organizations. The HCM deployment team should consult with the
Financial organization to define these organizations correctly.
LOCATION
In the Workday system, a location can be created as a business site, business asset, campus,
instructional, inventory, or work space. The business site location is used to account for the
physical location of workers and provides a page to enter time profile, time zone, and locale
information. This is the type of location that would be associated with a supervisory organization,
while a business asset location is linked to finance.
Reminder: A minimum of one location must be entered into the system prior to
creating a supervisory organization because Primary Location is a required field
when creating a supervisory organization.
Characteristics of a location include:

• A work location that will include the physical address as well as additional details such
as email and phone number(s).
• Postal Code Validations can be set up using Maintain Localization Settings > Contact
Information. You can validate or require codes, and be country specific.
• Time Profile defines the standard number of hours worked in that location each week.
Usually this is 40 hours (8 hours per day), but in locations such as Paris the work week
might be defined as 35 hours. The Time Profile is created prior to creating the Location.
• Locale controls the format for dates, times, and currency. If you specify a locale for a
location, users belonging to that site inherit that locale.
Note: If locale is not set at the location level, users inherit the locale set in the
tenant. Users can override any inherited locale by changing it in their preferences.
Touchpoint: If you are using Workday Recruiting, be aware that locations may be
visible to all candidates, both internal and external. Consider devising a naming
convention that is meaningful and easily understood.
CUSTOM ORGANIZATION
Organizations enable you to group together resources, workers, costs, and other organizations
for business process routing, security, analytical, and reporting purposes. Generally,
organizations have members and roles that support a specific business function. Workday
delivers a number of different organization types for different functional purposes that are
independent from one another. For example, your supervisory organization organizes the

reporting structure, and this may be completely different from your costing structure for which
cost centers and regions are used. We recommend that you use delivered Workday
organization types when possible, but if you need organization types that Workday does not
deliver, you can also create your own Custom Organization types.
You can use Custom Organizations to:
• Aggregate data for reports.

• Use roles for the custom organization for business process routings.
• Compensation (based on membership in an organization you might give special
allowances, etc.).
• Security (organization membership based).
Some types of organizations have a corresponding hierarchy for grouping organizations to
represent a structure. Hierarchies provide the ability to inherit roles and consolidate results. You
can use custom organizations to group workers into logical constructs that are not defined by
Workday-provided organization types.
Use the Maintain Organization Types task to define custom organization types. You can
configure a custom organization to be a worktag in financial transactions, and assign a worker
to the custom organization in organization assignment so that the custom organization defaults
as a worktag into transactions that involve the worker. Custom organizations cannot be
subordinates of roll up Workday-provided organization types.
Steps to creating a Custom Organization:
1. Maintain Organization Subtypes
2. Maintain Organization Types
3. Create Custom Organization
4. Create Subordinates (if desired)
5. Assign Members


MEMBERSHIP
Workers can reside in a number of organization types. They must be hired into a Supervisory
Organization, but can also be part of a Company, Cost Center, Region, and Custom
organizations. Oliver Reynolds is a member of all of the following organizations:

ACTIVITY 2.3 – EXPLORE ADDITIONAL

ORGANIZATIONS
Business Case: The Wealth of Knowledge supervisory organization, as well as the workers
hired into it, will be associated with several other organization types including a Company
and a Cost Center. You will explore those organizations so you are familiar with them.
TASK #1: VIEW A COMPANY
2. Search for org: global modern USA, and navigate to the Global Modern Services,
Inc. (USA) company.
3. Answer the following questions about this organization:
A. What is the organization Type?
B. How many Members are in this organization?
C. Click on the Roles tab. What types of Assignable Roles are assigned to a
Company organization?
TASK #2: VIEW A COST CENTER
1. Navigate to the 41600 HR Services Cost Center.
2. Answer the following questions about this organization:
A. What is the organization Type?
B. How many Members are in this organization?
C. Click on the Roles tab. Who is the Cost Center Manager?
D. Click on the Details tab. Which cost center hierarchy is this cost center
included in?

ACTIVITY 2.4 – CREATE A NEW LOCATION
Business Case: As GMS increases their global customers, you would like to create a
training center in the UK. You will create a new location in Reading where you will hire
Wealth of Knowledge workers in future activities.
TASK #1: CREATE A LOCATION
2. Enter Create Location in the search box.
3. Select the Create Location task.
4. Enter the location information:

Location Name Reading
Location Usage Business Site
5. Click OK.
6. On the Details tab, select the Location Type of Training Center.
TASK #2: ENTER CONTACT INFORMATION
1. Click on the Contact Information tab.
2. In the Phone section, click the Add button.
3. Enter the following Phone information:

Country Phone Code Preferred Countries > United Kingdom (+44)
Phone Number 01635 201 325
Phone Device Landline
Primary (Selected)
4. In the Address section, click on the Add button.

5. Enter the following Address information:

Effective On Leave default of today’s date
Country United Kingdom
Address Line 1 204 Stephens Rd
City or Town Reading
County Berkshire
Postal Code RG1 1DA
Primary (Selected)
TASK #3: ENTER BUSINESS SITE INFORMATION
1. At the top of the page, click on the Business Site tab.
2. Enter the following Business Site information:

Time Profile Standard Hours – 37.5
Locale English (United Kingdom) – en_GB
Time Zone GMT United Kingdom Time (London)
3. Click OK and review the location you created.
4. Click Done.

ORGANIZATION HIERARC HIES
Organization hierarchies are used for reporting to reflect different organizational roll ups. You
can change how you roll up organizations at any point and can have multiple views (hierarchies)
of your data, as long as the lowest level assignments are correct. Hierarchical organization
types support inheritance of organizational roles down the hierarchy.
Organization hierarchies do not store positions, workers, or transactions, only organizations of a

relative type. Therefore, cost center hierarchies store cost centers, company hierarchies store
companies, and regional hierarchies store regions. Organizations group positions, workers, and
transactions. Positions and workers are created within/hired into supervisory organizations and
locations. They are then assigned other organization types such as companies, cost centers,
regions, matrix, and any custom organizations.

LOCATION HIERARCHIES
Location hierarchies allow you to define locations within a multilevel structure. Location
hierarchies are most often built to represent geographical areas. For example, a location
hierarchy of Northern Europe can be created, and could include locations such as London,
Stockholm, and Dublin. The Northern Europe location hierarchy could be included in a location
hierarchy of Europe.
Roles can be assigned at the location hierarchy level, but not to locations directly. The roles of
HR Partner (by location) and Compensation Partner (by location) allow you to assign these
types of support roles by geographical location, rather than supervisory organization.
Location Europe
Hierarchy
Location Northern Southern

Hierarchies Europe Europe
Locations London Dublin Rome
REORGANIZATION
When creating organizations such as supervisory organizations, companies, cost centers, and
regions, a reorganization event needs to be created. A reorganization event enables you to
group reorganization occurrences into an event that can be tracked in the Workday system. You
can apply a common effective date to the reorganization activities and view and manage those
activities in delivered reports and queries.
The reorganization event might include one change to the organization structure or it can group
multiple reorganization activities for one or more organizations and track these activities in the
reorganizations report.

Matrix organization creation and changes do not require a reorganization event.

ACTIVITY 2.5 – MODIFY A LOCATION HIERARCHY
Business Case: To keep our locations organized and to report on them in various hierarchy
groupings, Logan will add our new location of Reading to the existing location hierarchy of
EU – United Kingdom.
TASK #1: ADD A LOCATION TO A LOCATION HIERARCHY
2. Navigate to the EU – United Kingdom location hierarchy. Notice that this is included
in a larger, EU – Northern Europe superior location hierarchy.
3. On the Members tab, which locations are already included in this hierarchy?
4. From the EU – United Kingdom’s Related Actions, select Reorganization > Assign
Locations to include existing locations in your hierarchy.
5. Click on the Reorganization field prompt, and then select the Create
Reorganization task.
6. Enter the following Reorganization information:

Reorganization Name Wealth of Knowledge Expansion Project
Reorganization Date Today’s date
Description Reorganization of Wealth of Knowledge
organizations and organization hierarchies.
7. Click OK to save and continue.
8. Click OK to confirm your new Reorganization event.
9. Click on the Locations prompt icon, and select Reading.
10. Click OK, and note that the Reading location is now a part of the EU – United
Kingdom location hierarchy.
TASK #2: ASSIGN A ROLE TO A LOCATION HIERARCHY
1. Click on the Roles tab. Who is the current Compensation Partner (by Location)?

2. Logan would like to make Yolanda Torres the Compensation Partner for the United
Kingdom. From EU – United Kingdom’s Related Actions, select Roles > Assign
Roles.
3. Leave today as the Effective Date, and click OK.
4. Assign the following role to the location hierarchy:

Role Compensation Partner (by Location)
Assigned To Staff HR Representative – Yolanda Torres
5. Click OK and Done.
TASK #3: TEST ROLE ASSIGNMENT
1. Sign in as Yolanda Torres (ytorres), using the class password.
2. Navigate to Lucy Collins, a worker in the London location.
3. Select Lucy’s Related Actions, and hover over Compensation. Notice that you can
Add Stock Grant for this employee.
4. Navigate to Jeff Gordon, a worker in the Dallas location.
5. Select Jeff’s Related Actions. Notice that Yolanda cannot add a stock grant for Jeff,
because he is not in the EU – United Kingdom location hierarchy.
6. Sign out as Yolanda Torres.
Note: You will learn more about role-based security in a future chapter.

ORGANIZATION ASSIGNMENTS ON SUPERVISORY ORGANIZATION
Supervisory organizations have an Organization Assignments tab. Use this to identify other
organization types you can assign as defaults during staffing changes. This allows employees
who are hired or moved into a supervisory organization to automatically become members of
other types of organizations such as companies and cost centers.
These default organization assignments can be set up for each supervisory organization or for
an individual position and the assignments can be edited for individual employees. These
assignments are inherited by the supervisory organization's subordinates unless overridden.
There is an Allowed Organizations field in which you can enter one or more organizations. This
controls which organizations will be available in the prompt list when assigning organizations to
a position or an employee. The Default Organizations field is the organization that the position
or employee is automatically associated with when moved into the supervisory organization. If
the default organization values need to be adjusted during a staffing event, select from the
prompt list any allowed organization.
If this needs to be changed, you can use the organization assignments for individual employees
or use the Change Organization Assignments task to change the organization assignments for
one or more workers in a supervisory organization.
Since Change Organization Assignment is not a template-driven business process, each

organization can be secured using its own domain.

ORGANIZATION ASSIGNMENTS ON LOCATION

When creating or editing a location hierarchy, you also have the ability to restrict other types of
organizations that can be assigned during staffing changes based on the location of a worker's
position. You can designate these restrictions on the Organization Assignments tab on the
location hierarchy.
When using the Change Organization Assignments task, the organization prompt list displays
allowed values on the location hierarchy (or hierarchies) intersected with allowed values on the
supervisory organization. If you do not specify values on the Organization Assignments tab, all
values are assignable for that organization type.

ACTIVITY 2.6 – SET UP ORGANIZATION

ASSIGNMENTS
Business Case: You would like to ensure that workers hired in the Wealth of Knowledge
hierarchy become members of other organizations as well, including a Company, Cost
Center, and Region. To help ensure this, Logan McNeil will set up default and allowed
organization assignments for Wealth of Knowledge and its subordinate supervisory
organizations.
TASK #1: SET UP ORGANIZATION ASSIGNMENTS FOR WOK
2. Navigate to the Wealth of Knowledge supervisory organization.
3. From Wealth of Knowledge’s Related Actions, select Supervisory Organization >

Edit Supervisory Organization.
4. Enter the following Organization Assignments in the Allowed and Default

Organizations fields, replacing any values that were inherited from Human
Resources:
Organization Type Allowed Organizations Default Organizations

Company Global Modern Services, Inc.
(USA)
Cost Center HR Services 41600 HR Services
Region Headquarters – Corporate Headquarters – Corporate
US – Northeast
EU – Northern
Important: After entering an allowed cost center hierarchy (HR Services), the only
values available in the default Cost Center prompt are those within the defined
hierarchy.
5. Click OK to save.
TASK #2: SET UP ORGANIZATION ASSIGNMENTS FOR TRAINING
1. Navigate to the Training Department (TRN).

2. From Training Department’s Related Actions, select Supervisory Organization >

Edit Supervisory Organization.
3. Using the prompts, replace the bolded Organization Assignment in the Default
Organizations column, leaving the values in the Allowed Organization column as is.

(USA)
Region Headquarters – Corporate US – Northeast
US – Northeast
EU – Northern
Important: The only values available in the default Region prompt are those you
assigned in the Allowed column.
4. Click OK.
TASK #3: SET UP ORGANIZATION ASSIGNMENTS FOR COURSE DEVELOPMENT
1. Navigate to the Course Development department, and use the steps above to
configure the following organization assignments:

(USA)
Region Headquarters – Corporate US - Northeast
US – Northeast
EU – Northern
2. Save your changes.
QUESTIONS:
1. Why were there existing organization assignments when you opened Wealth of
Knowledge?

2. If the Allowed column has the HR Services Cost Center Hierarchy, what are the
alternative Cost Center organizations that can be selected if the default of 41600 HR
Services is not the correct value?
3. Describe the difference between a Region and a Location.

ORGANIZATION REPORTS
We have many delivered organization reports available within Workday. Below is a list of just a
few of the reports:
Report Description
View a directory listing of workers for one or more supervisory
Directory by and/or matrix organizations. Details include worker, supervisory
Organization organization, phone number, email, title, and location. Enables
you to audit workers for organizations.
View an organization spreadsheet of the selected hierarchy and
Organization Hierarchy subordinates. Accesses the organization as its primary object.
The organization object returns one row per organization.
View an organization chart of the selected organization to see
the relationship between this organization and subordinate
Org Chart
organizations. You can expand organizations to see a workers'
reporting structure.
View the organizations you belong to with assignable roles,
location, organization type, organization subtype, and
Organizations I Belong assignable roles you fulfill. Enables you to check your
To organization memberships and if you have security access, you
may use the Related Actions menu for these organizations and
roles.
View the organizations you manage with organization roles,
Organizations I location, organization type and subtype, and organization roles
Support or Manage you fulfill. Enables you to access Related Actions for these
organizations and roles.
Similar to the Org Chart, this report allows you to view and
navigate through the hierarchy structures without displaying
Navigate Hierarchy
workers. This improves performance results when you want to
view only the hierarchy structure.

CHAPTER REVIEW
The main organization type within Workday is supervisory organization. This is a critical
component to the setup of HCM. Supervisory organizations are used to run business processes,
collect data, and assign workers to their management and support teams.
You must have a reorganization event when creating an organization. Reorganization activities
such as inactivating, dividing, creating a superior or subordinate, and move workers utilize the
business process framework and allow you to require approvals and cancel or rescind the
process, when necessary.
In addition, other organization types drive different behaviors in Workday. Workday provides
different types of organizations and you can create custom organizations to meet your unique
business needs. Some types of organizations can be combined in a hierarchy to represent
structures for reporting and tracking. You can create an unlimited amount of organizations within
Workday to reflect your company’s requirements.

CHAPTER 2 KNOWLEDGE CHECK
1. What is the primary organizational structure within Workday HCM?
2. Which of the following are changes that can be made to supervisory organizations?
A. Create Subordinate
B. Dividing Organization
C. Assign Superior
D. Inactivate Organization
E. All of the above
3. True or False: All workers in a supervisory organization must be assigned to the

same company.
4. True or False: If a worker changes positions, any roles assigned to them will follow
them to the new position.
5. How are workers included in a location hierarchy?
6. Which organization type groups workers based on a Tax ID?
SAMPLE DECISION POINTS
1. What is your supervisory organization structure?
2. What organization subtypes represent your terminology? Do you need to implement

a hierarchy structure?
3. Which locations represent your organizations? (e.g., headquarters is in San

Francisco)
4. What are the standard weekly working hours (time profiles) for each of your
locations?
5. What other organization types will you use?
6. When assigning other organization types to a supervisory organization, what is

allowed and what is the default for each?


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HCM Fundamentals

Course Manual and Activity Guide

Workday Touchpoints Kit

The Next Level

2 HCM Fundamentals for Workday 30

Learn more about our training opportunities on Community:

HCM Fundamentals for Workday 30 3

Section One: Workday Framework ........................................................................................... 16

Section Two: Working in Workday ............................................................................................ 17

Section Three: Workday Tools .................................................................................................. 17

Course Structure ....................................................................................................................... 18

Chapter 1: Core Concepts and Navigation Basics ................................................................. 19

Core Concepts ........................................................................................................................... 20

Activity 1.1 – Core Concepts.................................................................................................. 21

Business Objects ....................................................................................................................... 22

Basic Navigation ........................................................................................................................ 23

Additional Navigation Topics ..................................................................................................... 27

Guided Tours ............................................................................................................................. 31

Hide and Require Fields ............................................................................................................ 32

Tenant Setup ............................................................................................................................. 32

Language and Terminology Considerations ............................................................................. 33

Actionable Reports .................................................................................................................... 35

Activity 1.2 – Search and Navigation ..................................................................................... 39

Chapter Review ......................................................................................................................... 41

Chapter 1 Knowledge Check .................................................................................................... 42

Chapter 2: Organizations in Workday ...................................................................................... 43

4 HCM Fundamentals for Workday 30

Supervisory Organizations ........................................................................................................ 44

Creating Supervisory Organizations ......................................................................................... 45

Characteristics of a Supervisory Organization.......................................................................... 47

Managing Supervisory Organizations ....................................................................................... 51

Activity 2.1 – Create a Supervisory Organization .................................................................. 53

Activity 2.2 – Create Subordinate Supervisory Organizations .............................................. 56

Additional Organization Types and Organization Hierarchies .................................................. 58

Activity 2.3 – Explore Additional Organizations ..................................................................... 66

Activity 2.4 – Create a New Location ..................................................................................... 67

Organization Hierarchies ........................................................................................................... 69

Location Hierarchies .................................................................................................................. 70

Activity 2.5 – Modify a Location Hierarchy............................................................................. 72

Organization Assignments on Supervisory Organization ......................................................... 74

Activity 2.6 – Set Up Organization Assignments ................................................................... 76

Organization Reports ................................................................................................................ 79

Chapter Review ......................................................................................................................... 80

Chapter 2 Knowledge Check .................................................................................................... 81

Chapter 3: Staffing Models ........................................................................................................ 82

Staffing Models .......................................................................................................................... 83

Hiring Restrictions ..................................................................................................................... 84

Differentiating Staffing Models .................................................................................................. 84

Activity 3.1 – Select a Staffing Model .................................................................................... 87

Maintain Staffing Models ........................................................................................................... 88

HCM Fundamentals for Workday 30 5

Chapter Review ......................................................................................................................... 89

Chapter 3 Knowledge Check .................................................................................................... 90

Chapter 4: Jobs and Positions .................................................................................................. 91

Job Profiles ................................................................................................................................ 92

Activity 4.1 – Create a Job Profile .......................................................................................... 98

Creating Positions and Jobs ................................................................................................... 100

Activity 4.2 – Create Positions ............................................................................................. 104

Activity 4.4 – Approve Positions and Hiring restrictions ...................................................... 109

Activity 4.5 – Assign a Position to an Assignable Role ....................................................... 111

Job Requisitions ...................................................................................................................... 112

Activity 4.6 – View a Job Requisition ................................................................................... 114

Managing Filled and Unfilled Positions and Jobs ................................................................... 115