Country

Issue Type [in JIRA: Workday Workstream

[needed for JIRA] Country] [in JIRA: Component]

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 010 Absence Light

Task Australia 01 WD HCM Core

Task Australia 010 Absence Light

Task Australia 010 Absence Light

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core
Task Australia 01 WD HCM Core
Task Australia 01 WD HCM Core
Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core
Task Australia 01 WD HCM Core

Task Australia 01 WD HCM Core

Task Australia 02 WD HCM Compensation

Task Australia 02 WD HCM Compensation

Task Australia 02 WD HCM Compensation

Task Australia 01 WD HCM Core

Test scenario title

Review Worker Profile

Create Position - 01

Create Position - 02

Create Position - 03

Create Position - 04

Create Position - 05

Hire - 01

Hire - 02

Hire - 03

Hire - 04

Hire - 05

Hire - 06

Hire - 07
Hire - 09

Hire - Convert Contingent Worker to Em

Hire - Convert Contingent Worker to Em

Hire - Convert Contingent Worker to Em

No Show - 01

No Show - 02

Termination - 01

Termination - 02

Termination - 03
Termination - 04

Contract Contingent Worker

End contract for Contingent Worker

Payment Election Change

Change Organization Assignments for W

Edit a Position

Freeze a Position

Close an Unfilled Position

Close a Filled Position

Cancel Hire

Rescind Hire

Correct Hire

Cancel the Termination

Rescind a Termination

Correct a Termination

Request Delegation

Standard Manager Reports

Standard HR Partner Reports

Edit Employee Contracts

Remove manager of sup org

Allow manager access to compensation

Add a matrix manager to somebody

Add a matrix manager to somebody - Ch

Remove the matrix manager of somebo

Move a worker from one team (manager

Move a worker to a different branch off

Split cost centers (payroll only)

Switch part-time / full-time

Change original hire date

Check supervisory hierarchy

Check access to Find Workers report

Change home address

Change internal CP phone number

Change preferred name

Change default working hours

Mark/unmark someone as blue-collar w

Change PERS department

Delegation

Enter Absence
Add dependents

Correct absence

Return worker from leave

Positions - Create Position

Positions - Edit Position Restrictions

Positions - Edit Position
Positions - Close position
Add DGR license
Add government ID

Upload CV
Change marital status
Change citizenship

Rescind citizenship change

Compensation Change - salaried emplo

Compensation Change - hourly employe

One Time Payment

00_Other_Testing
Description
Verify that full worker profile is visible for the country you are responsible for; notice the differences for worker
profile outside your country or region.

Try to create different positions in different supervisory organizations. Please note that regional positions are
created by regional HR, HQ positions by HQ HR, country positions by local HR. Check what are the steps in
business process and where approval went if creating position outside your area of responsibility.

When creating position check the approval routings if matrix manager is assigned or HQ organization is assigned

Check while creating position what are restriction in example try to choose different location than you are
responsible for. Please also check what worker types and subtypes are available.
If different location is choosen check if you can see the position which you created in this location. In order to
check it search for the supervisory organization and go to the tab staffing.
When creating position check if Change Organizational Assignments task is triggered, which is sent to the HR
Partner’s inbox.

In Create Position when you choose matrix or HQ organization please check if approval goes to Matrix
Organization Manager / or HQ HR Partner. If you choose matrix manager it has to be approved by matrix Once
it is approved create position is completed.
Hire an employee (use created position or try to fill vacant position). Complete multiple hires for: Current Date,
Future Date and Past Date.

Please add "Additional Job Classification" field with CP signature. Once an additional job classification is added
you will need to change the Business Title according to the additional job Classification Name.
Add information about blue-collar worker

Check if relevant HR Partner get additional task "Change Organizational Assignments", check if HR can assign
Matrix manager (if needed). If filled in the Matrix Organization manager will be involved in approvals (please
contact security admin -> Catalina Schenzel or izabela Plak in order to accept it).

After the hire has been initiated, complete the propose compensation inbox task. Verify that the compensation
package, grade and/or grade profile, and appropriate base pay plan default into the compensation sub-process.
Enter the new hire's base pay plus any applicable allowance plans.

After the hire has been initiated, complete the organization assignment inbox task. If Organization Defaults are
in scope, confirm defaulted company and/or cost center and modify as needed. Of no defaulting organizations,
enter company, cost center, and any applicable additional organizations as applicable.

After the hire has been initiated, complete applicable approval or sub-process steps. Take note of the approval
routings (especially when using different initiators) and sub-processes that are a part of the hire process.
Please use delivered logins to login as manager and complete required steps.

View new hire successfully created and notice inability to view future dated hire as of current date.
Complete Inbox tasks for Onboarding, as applicable. As minimum should include: 1. Enter Contact Information
2. Enter Name Information & Personal Information 3. Enter Government IDs 4. Enter Payment Elections 5.
Review documents

Using an existing contingent worker and open position, initiate convert to employee process. Navigate to
related actions -> Job -> Convert to Employee. Choose the supervisory organization for the position being filled.
Complete applicable data and note the contract end date and reason section. Once submitted, this will initiate
the Hire process. Take note of the approval routings (especially when using different initiators) and sub-
processes that are a part of the hire process.

After the hire has been initiated, complete applicable approval or sub-process steps. Take note of the approval
routings (especially when using different initiators) and sub-processes that are a part of the hire process.
View conversion successfully complete. Worker will appear as employee worker type as of effective date, with
contingent worker job details in worker's full job history.

Navigate to an employee's Worker History tab and from the Hire Event related actions, select Business Process
and Rescind. Enter a comment for the reason and Submit. Rescinding a no show hire is the recommended
approach versus terminating the worker so that headcount and turnover reports are accurate.
Verify that the worker's record is no longer active (only the pre-hire record will remain). Verify the position
remains open to fill.

From the Terminate Employee task (or from an Employee's related actions, select Job Change - Terminate
Employee), process an employee termination. Enter the Termination Date and Termination reason. Notice
additional termination date defaults and adjust as necessary.

Enter termination date

1. enter the date in the past
2. enter the date in the future
Check what is last day of work / pay through day

After the termination has been initiated check if you have received:
1. Assign roles for terminated worker
2. Maintain Employee Contract

Check if superior get request to collect equipment and work tools

Search for the Contract Contingent Worker task or alternatively navigate to the vacant position, select related
actions > hire > contract contingent worker. Fill necessary data, check if relevant HR Partner receve information.
End contract for Contingent Worker with all necessary data. Check if appeared on org chart after termination
date.
Change bank account for employee

Search and select task Change Organization Assignments and select an organization to process and an effective
date. Select one or more workers in that organization. The Override Organization Assignments (top section)
selected will populate the proposed Company and/or Cost Center organization for all workers selected to
change.
Edit a filled position by navigating to a worker's job tab, and as a related action off of the position, select, edit
position. Notice the options you have available as an edit. Change a detail such as time-type or location for the
worker and submit the process. Return to the worker as of the effective date of the changes and note the
change against the worker record. Take note of approval routings as applicable and confirm process.

Find an unfilled position and using the related actions off the position, select Freeze Position. Note that the
position is no longer available to be filled. As a follow-up, manage the position freeze by Unfreezing the position
and note it is then available to be filled based on unfreeze date.
Find an unfilled position and using the related actions off the position, select Close Position. Note that the
position is no longer available to be filled.

Find a filled position and using the related actions off the position itself, select Transfer, Promote, or Change
Job. As part of the business process, indicate that you would like to close the current position (rather than leave
vacant). Note that the position is no longer available to be filled.
Initiate the hire process but cancel prior to final approval. Verify that the employee does not exist as an
employee in the system and position remains open.

Hire an employee for an open position and rescind after the process has been successfully completed. Verify
that the worker is no longer an employee in the system and position remains open.
Hire an employee for an open position and correct data after the process has been successfully completed.
Verify that the worker's data has been updated.
Initiate a termination event for a worker. Cancel the termination prior to the completion step and verify that the
employee is still active.
Terminate an employee or find a previously completed termination event. Rescind the successfully completed
event and verify that the employee is active in the system.
Terminate an employee or find a previously completed termination event. Correct the successfully completed
event and verify that the employee's termination details have been updated.

As a Manager (as self), request delegation to delegate tasks to another use. Notice any approvals required and
options for delegation. Initiate a task requiring the delegator to approve. As the delegate, verify tasks are routed
to delegate, and the delegate can 'switch roles' between their employee as self account and delegated account.
Additionally, review if delegate can initiate tasks for any BPs allowed.

Below are common & useful reports for Managers. Run the below reports as a manager (also with subordinate
organizations to see differences for direct & indirect reports). Validate report data & gain familiarity with MSS
reports for manager guide materials. 1. Headcount Analysis 2. Headcount & Open Position Analysis 3.
Headcount Report 4. Compare Team 5. Compensation Summary 6. My Direct Reports Staffing History 7.
Employee Timeline 8. Contingent Workers in My Organization (if applicable) 9. Turnover Summary 10.
Outstanding Actions for My Direct Reports 11, Anniversaries this week and next 12. Worker Change History
Report

Below are common & useful reports for HR Partners. Run the below reports while logged in as an HR Partner,
selecting various organizations as applicable in prompts. Validate report data & gain familiarity with HR standard
reports. 1. Current Worker Detail Report 2. Headcount Report (or any Headcount Analysis report noted for
Managers) 3. Directory by Organization 4. Find Workers 5. Hires & Terminations by Quarter 6. New Hire
Summary 7. Onboarding Status Summary 8. Terminations by Type & Quarter 9. Termination Details 10. Staffing
Activity Summary 11. Average Length of Service 12. Terminations by Race and Gender 13. Top Termination
Reasons
Access the Employee Contracts section from Actions - Job Change - Employee Contracts, and edit the existing
contract or add one if none exists.

From the worker's related actions go to Security Profile then to Add Roles - Remove roles and remove the
Manager role from a supervisory org he/she managers. Afterwards check on the supervisory org the Roles tab
and check that the higher up manager has been inherited.

Assign the role Manager with Compensation Access to a person for a supervisory org. Log in as that manager
and check that the person has access also to people in subordinated supervisory orgs (role is inherited down)

Add the position of somebody into the matrix organization led by the matrix manager of choice. Use the BP
change organizational assignments or use the BP change job. Check that the BP is triggering an approval by the
matrix manager. Ask Corporate HR to approve for you, check notifications you received upon approval and
check that BP is completed and matrix manager added.

On the worker profile, Job section, Support roles tab, verify that the matrix manager you assigned is visible.
Note that the BP needs to be completed first, meaning matrix manager's approval must have been granted.

Remove the position of omebody from the matrix organization lead by the matrix manager of choice. Use the
BP change organizational assignments or use the BP change job. Check that the BP is triggering an approval by
the matrix manager. Ask Corporate HR to approve for you, check notifications you received upon approvak and
check that BP is completed and matrix manager removed.

Change the supervisory organisation of this worker. Use the BP change job and select the new supervisory org.

Change the location organisation of this worker. Use the BP change job and select the new location org.

Assign costing allocations (employee profile -> Action -> payroll > Assign costing allocation) for the earning type
Reporting and Payroll. Before submitting, try out a case where the split sums up to more and less than 100%,
check that the error message is displayed.

Change default weekly hours and scheduled weekly hours to indicate full time or part time for an employee.
Countries may correct following wrong data as example: BA Sarajevo - PN 13301; BG Sofia - PN 18391; DE
Hamburg - PN 16685; DE Hamburg - PN 18369; DE Munich Headoffice - PN 9728; HU Budapest - PN 18473; HU
Gyal (Road) - PN 18439; IE Dublin - PN 15881; IN Calcutta - PN 15138; RS Beograd-Dobanovci - PN 10253; SG
Singapore - PN 17783; TH Bangkok Airport - PN 5103; VN Ho Chi Minh City - PN 18304;

Use the task Edit Service Dates and change original hire date field

Verify that all supervisory organizations are subordinated correctly! Click on the related actions button of any
supervisory org and select the button Navigate Hierarchy. Then move to every single sup org in your country
and verify that the superior sup org is correct and the subordinated sup orgs are correct. This hierarchy drives
role inheritance, so it is of utmost importance that it is correct!!

Either type in the search bar for Find Workers or go to the home page menu go to Directory and on the View
section click Find Workers. Search e.g. by gender and check that the serach result only indicates people within
your own country of responsibility.
From the hamburger menu on the home page got to personal infomation and in the Change column select
Contact Information. Click edit button to change, make your changes and submit. The process should lead to the
HR Partner (in most of the countries it will be yourself) for approval.

From the worker's Actions - Personal data - Change work contact information add a different internal number

Select one employee. From the profile, Actions button, go to Personal Data -> Manintain names. Edit the
preferred name. Uncheck the checkbox Use Legal Name as preffered Name in order to view all the name fields.
Different per countries you may see here fields for Cyrilic or other local script names along with latin script.
Make you changes and submit. No further approval should be needed.

Scenario - the default weekly hours of an employee change from 40 to 38,5 for whatever reason. Select an
employee that does not have 38,5 default hours. Use the change job business prosess and perform these
changes: first, on the DETAILS section change the default weekly hours to 38,5. Observe that the FTE field right
below is now changed and displays a wrong FTE. Now go to the LOCATION section change also the scheduled
weekly hours to 38,5 to match full-time. Go back to details and observe that the FTE is now correct.

Change the additional job classification group Blue-collar worker. Use either the Change Job business process
(full version) or Edit Position business process (short version) but which will trigger a subsequent Task of Change
Organizational Assignments. This can be submitted with no further change.

From the worker profile, Actions - Additional data - Edit Effective-Dated custom object. Fill in the effective date
and click submit. This will trigger a taks for the HR Partner, this task is where the actual data change is
happening. Change and submit.
Search for the task My delegations and try it out on yourself.
Select a female employee. From Actions - Time and Leave - Enter absence select the dates and the absence type
Maternity Leave. Submit and observe the next task Add dependents.
From Actions - Benefits - View dependents - Add

Go to the worker profile Time Off. In the table first column go to the related actions button of that leave you
want to correct (the 3 dots at the end of the link), select Business process - Correct. Make a correction and
submit.
Actions - Time and leave - return worker from leave. Fill First Day Back at Work and Actual Last Day of Absence.
Submit.

Think of a real situation of an employee not in Workday now (hired after the data migration) and create a
position matching reality. If no such case applicable, create a position in any supervisory org in your region. Use
the Create Position task and fill out the mandatory fields. Include something that you can correct later - e.g.
select part-time if the position is actually full time or vice versa, or enter multiple locations. Follow the process
steps to complete.

Scenario: correct the mistake you intentionally made when creating a position. Note that the position must be
still vacant to use this business process.
Search for Edit Position Restrictions and select the vacant (!) position you created. Correct what is needed (e.g.
replace part time by full time or remove some locations). Submit.
Can be used on filled positions only. Search for the tsk Edit Position, select a position of your choice and change
something - e.g. the job profile. Note that the job title and business title automatically default to the new job
profile you selected. Click submit and note the error message. Correct the business title to match the additional
job clasiffication or add an additional job clasiffication CP Signature if none added and submit.
Search for Close Position, select a vacant (!) position and follow the steps. Submit.
Worker profile - Personal - IDs - Add - Edit licenses, enter a license for dangerous goods.
Worker profile - Personal - IDs - Add - Edit government Ids, enter the worker's government ID.

Worker profile - Personal - Documents - Add, upload CV to category Candidates resume and Cover Letter
Worker profile - Personal - Personal Information - Edit. Change marital status.
Worker profile - Personal - Personal Information - Edit. Change citizenship.

Once you sucesfully completed the chnage of citizenship go to worker profile - job - More - worker history, in
the table find the process Personal Information Change and click the actions button at the end of the link 8the 3
dots) - business process - rescind. This will undo the citizenship change. Go back to the worker profile and check
that the original citizenship statius is displayed again.

1. Initiate Compensation Change process for any salaried employee (Pay Rate Type of that employee needs to
be set to "salaried", not hourly) with today as effective date
2. Verify if grade profile in the "Guidelines" section is correctly defaulted.
3. In "Salary" section where base salary is stored please check if the currency and frequency are correct. If there
is no base salary assigned please assign it and then check this
4. In "Period Salary", "Allowance" and "Bonus" sections assign all plans available under "by Compensation Rule"
(if not yet assigned). When assigning the plans please verify if:
- All plans that should be selectable for your country are selectable.
- for "Allowance" and "Bonus" plans correct currency and frequency are defaulting in
5. Submit the business process by clicking submit button.
6. Go to the Employee Profile and check if all compensation changes have reflected in Employee Compensation
section

1. Initiate Compensation Change process for any hourly employee (Pay Rate Type of that employee needs to be
set to "hourly", not salary) with today as effective date
2. Verify if grade profile in the "Guidelines" section is correctly defaulted.
3. In "Hourly" section where base salary is stored please check if the currency and frequency are correct. If there
is no hourly plan assigned please assign it and then check this.
4. In "Period Salary", "Allowance" and "Bonus" sections assign all plans available under "by Compensation Rule"
(if not yet assigned). When assigning the plans please verify if:
- All plans that should be selectable for your country are selectable.
- for "Allowance" and "Bonus" plans correct currency and frequency are defaulting in
5. Submit the business process by clicking submit button.
6. Go to the Employee Profile and check if all compensation changes have reflected in Employee Compensation
section
1. Initiate One Time Payment for any employee with today as effective date
2. In One-time payment section add all plans available under "All plans" When adding the plans please verify if:
- All plans that should be selectable for your country are selectable.
- correct currency is defaulting in
3. Submit the business process by clicking submit button.
4. Go to Employee Profile and check if the one time payments have been successfully processed
Use this test scenario to report any issues not related to any test scenario from the list assigned to your
country / area