All staffing transactions in Workday, including hires, promotions and transfers takes place between Supervisory Orgs
Jobs/Positions are defined, opened, staffed and managed
Individual Position is always assigned to a specific org
A position is considered filled and unavailable to fill if there is a worker filling the position
Job or Position in Workday is based on a job profile
Job profiles enable to describe general characteristics of a job
To identify special skills, training another qualification
Not specific to Supervisory Orgs
Job Profiles can also be used as criteria in compensation selection rules to generate compensation packages
Job profile definition consists of:
Job Title-name of profile
Job Code
Management Level
Exempt or Non-Exempt
Job Classification
Job Family-categorization
Company Insider Type
Work Shift Type
Pay Rate Type
Qualifications-Knowledge, Skills, Experience, Certifications
Jobs/Positions are defined, opened, staffed and managed
Individual Position is always assigned to a specific org
A position is considered filled and unavailable to fill if there is a worker filling the position
Job or Position in Workday is based on a job profile
Job profiles enable to describe general characteristics of a job
To identify special skills, training another qualification
Not specific to Supervisory Orgs
Job Profiles can also be used as criteria in compensation selection rules to generate compensation packages
Job profile definition consists of:
Job Title-name of profile
Job Code
Management Level
Exempt or Non-Exempt
Job Classification
Job Family-categorization
Company Insider Type
Work Shift Type
Pay Rate Type
Qualifications-Knowledge, Skills, Experience, Certifications
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Positions
Positions are always associated with a supervisory org
Can be moved between orgs through staffing movements but must always be associated with a Supervisory Org
When filling a job/position, one must select a job profile
Cannot have a position filled in the system which does not reference a job profile
Edit a Position- allows the position definition to be changed
Close a Position- permanently closes the position to future hires
Job Profiles can be created and used for multiple positions (preferred when it makes sense)
Job profiles can be created to represent each job or position. This is not preferred due to the maintenance for the customer
Management Level Hierarchycustomer defined hierarchy that designates levels such as manager, vice president and so forth
Management levels are assigned to a Job Profile and can be used for reporting
or in the creation of some rules and business workflow
Staffing Models
Each Supervisory Org will have a designated staffing model. The staffing model:
Determines the level at which you set staffing limits and controls
Where hiring restrictions are placed
How workers, jobs, and positions can be moved between supervisory orgs
The level of reporting available
Must be defined for each Supervisory Org
There are 3 unique staffing model options:
Position Management
Headcount Management
Job Management
Position Management
Staffing is done by creating and defining positions
For each position, hiring can be restricted to particular job profiles, worker types or business sites
Position management can be used to define required qualifications, experience and education levels for a worker
Provides great control over recruitment.
Particularly useful for Organizations that need to impose tight controls on who can be hired and require precise definition of each they want to fill
Key FeaturesApproved position is required before we can hire, promote, transfer, and demote workers.
You must specify the number of positions to be filled.
Each position which is created can have its self definition and hiring rules.
Positions remains open until they close manually
Can be moved in between Organizations
Headcount Management
Positions
Positions are always associated with a supervisory org
Can be moved between orgs through staffing movements but must always be associated with a Supervisory Org
When filling a job/position, one must select a job profile
Cannot have a position filled in the system which does not reference a job profile
Edit a Position- allows the position definition to be changed
Close a Position- permanently closes the position to future hires
Job Profiles can be created and used for multiple positions (preferred when it makes sense)
Job profiles can be created to represent each job or position. This is not preferred due to the maintenance for the customer
Management Level Hierarchycustomer defined hierarchy that designates levels such as manager, vice president and so forth
Management levels are assigned to a Job Profile and can be used for reporting
or in the creation of some rules and business workflow
Staffing Models
Each Supervisory Org will have a designated staffing model. The staffing model:
Determines the level at which you set staffing limits and controls
Where hiring restrictions are placed
How workers, jobs, and positions can be moved between supervisory orgs
The level of reporting available
Must be defined for each Supervisory Org
There are 3 unique staffing model options:
Position Management
Headcount Management
Job Management
Position Management
Staffing is done by creating and defining positions
For each position, hiring can be restricted to particular job profiles, worker types or business sites
Position management can be used to define required qualifications, experience and education levels for a worker
Provides great control over recruitment.
Particularly useful for Organizations that need to impose tight controls on who can be hired and require precise definition of each they want to fill
Key FeaturesApproved position is required before we can hire, promote, transfer, and demote workers.
You must specify the number of positions to be filled.
Each position which is created can have its self definition and hiring rules.
Positions remains open until they close manually
Can be moved in between Organizations
Headcount Management
Staffing is done by creating headcount groups specifying the number of positions/hours needed to be filled
Hiring restrictions can be placed to particular job profile, worker type or business site
Particularly useful for organizations that hire large number of into the same or similar jobs with same or similar requirements
Also beneficial for organizations which define broad categories of jobs
Key Features
Must allocate positions to the headcount group before you can hire, promote, transfer, or demote workers into the group
You must specify the number of positions or hours to fill in the headcount group; hiring can continue until all positions or hours are filled
You have the ability to group positions together that have similar job and compensation requirements
Entire headcount group can be moved in between Orgs
Job Management
Staffing is done by defining a set of hiring for the entire organization
You can restrict to job profiles, time type, worker type or business site
It is useful for organizations preferably for wide job conditions
For organizations that rely on work jobs and support to maintain the count of employees in a Supervisory Organization
Key Features
No system imposed a limit on the number of jobs that can be filled in an organization
do not require to manage a different, free position for a position we want to fill
Hiring restrictions are equally applied for all the jobs in an organization
Hiring Restrictions
Establishing restrictions for any staffing model may be done by using the following:
Job Profiles
Business-Sites
Worker Type
Full Time or Part-Time
Hiring restrictions can be placed to particular job profile, worker type or business site
Particularly useful for organizations that hire large number of into the same or similar jobs with same or similar requirements
Also beneficial for organizations which define broad categories of jobs
Key Features
Must allocate positions to the headcount group before you can hire, promote, transfer, or demote workers into the group
You must specify the number of positions or hours to fill in the headcount group; hiring can continue until all positions or hours are filled
You have the ability to group positions together that have similar job and compensation requirements
Entire headcount group can be moved in between Orgs
Job Management
Staffing is done by defining a set of hiring for the entire organization
You can restrict to job profiles, time type, worker type or business site
It is useful for organizations preferably for wide job conditions
For organizations that rely on work jobs and support to maintain the count of employees in a Supervisory Organization
Key Features
No system imposed a limit on the number of jobs that can be filled in an organization
do not require to manage a different, free position for a position we want to fill
Hiring restrictions are equally applied for all the jobs in an organization
Hiring Restrictions
Establishing restrictions for any staffing model may be done by using the following:
Job Profiles
Business-Sites
Worker Type
Full Time or Part-Time
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