u/Potential_Shirt_4956

For the full file, O4i make sense.

I am curious how O4i handle change detection.

As Workday start to charge api call, does this apply to O4i if 3rd party call O4i ?

our requirement is HR can see salary range, manager can't.

We have a report on job profile to show the salary range. and we want to secure the salary range (which is on comp grade profile) but I found out it's Tenant Non-Configurable, and viewable to all users. And we can secure comp grade.

does that mean the only way is to secure on comp grade, configured in such way manager can't see comp grade to achieve the goal?

Hi,

I can use some help

In auth policy, we need to configure on network/vpn (if in list of ip address) v.s. off network

I have some question for "off network" setup, which has an option to configure access restriction.

1. Includes Workday-Delivered Security Groups = All Users, this is default, and can't change

2. Allows Access to Security Group

Question: what if I don't add any security group there, does this mean it mean "no restriction"?

Question: if I only add one SG "HR Admin", does that mean "HR admin" can still access wd tenant performing the duty while off network, anyone else can't?

3. Excludes Functionality

Question: if I add "Check In/Out" here, does it mean regardless what configured in "Allows Access to Security Group", no one can check in/out when offnetwork

Our tenant auth policy configuration is like this

1. allows access to security group has 5000 security group, include "all employee", then bunch of user based security groups (e.g. HR admin, Fin admin).

2. Excludes Functionality is empty.

Question: If "all employee" is already there, what's the purpose/usage to add "HR admin" there

we have a default "change job" bp, and a supervisory organization based bp configured on Logan McNeil's supervisory organization . Our test suggest if an employee transfer team but stay under Logan McNeil's supervisory organization, the org-based bp is used. If employee transfer in Logan's org, or transfer out of Logan's org, the default bp is used. Is it expected behavior?

View Security Groups for User is super fast.
I tried to create report using "security group" DS, and using subfilter "member" which take forever to run.

which data source is best?

I have a report on data source "security group", filter by security group. Run report works fine.
run task "wql to report" error out:
wql error: Instance Set Security_Group--IS (1$2325) is invalid for prompt

why is that?

I have hire eib. If I go to event, business process loaded, i can see 10 emplyee got hired. if I go to one of these employee's bp event, I can see detail, and I can use "action event" as BO to surface the hire event detail. That report is on individual employee.

how can I report on EIB integration event level, so I can tell this EIB load hired 10 employee?

There is change job bp, and move worker bp, what's the difference? is there other method?

one location can be shared by hr, finance, scm, and have location usage of business site, business asset, inventory site, ship to etc. In my view, business site usage is equivalent to HR location.

we setup job req and choose location. We don't use workday recruiting, and feed job req to 3rd party ATS (Greenhouse), which then feed candidate back to workday.

Is there a way that validation/alert can be in place to prevent we choose "non-HR" location when creating job req?

We operate in 2 countries (US and Canada). And have a role based security group "Payroll Analyst" assigned to company. We acquire a company (let's call B) also operate in 2 countries. As part of M&A, we plan to change the support model, instead of shared service, align the support to the local, and 4 HR team, each support their own region
In Company A - country US, 2 payroll analyst support roughly 2000 employee
A - Canada
B - US
B - Canada

Should we create 4 "Rule Based" security and use "Payroll Analyst" as baseline?

in "membership" section, one example of rule is company = A, and country = US?
in "access to instances" section, I am not sure what does this mean, and how it should be configured. I attempt to include "company = A, and country = US", it error out with message: "Invalid Rule instance. Only Access Constraint rules are allowed on this prompt"

Do you use Workday native functionality, use Extend to customize user experience, outsource to a 3rd party vendor system, or hybrid approach for example recognition is in Workday, then Integration send data to 3rd party for redeeming reward?

Hi Proxy access policy define who can proxy as who. can this be more granularly defined? such as Benefit team can proxy as this group of users, but can't see paycheck, performance rating.
Payroll team can proxy as that group of users, but can't see performance rating and learning history.

The other question, I usually see "can proxy as all employee, all contingent worker". What's the difference of "can proxy as all users". is the former active user, and latter include terminated?

Thank you!

Hi, we have multiple impl tenants. one of them don't have prism enabled.

to enable prism in this tenant, do we have to refresh prod (which has prism enabled) to this impl, or we can just directly enable it in impl?

What's the pro and con to decide between these two options?

Thank you!

Generally, how do you plan refresh cadence, around the monthly, quarterly maintenance?

Are we able to migrate report from Extend dev tenant to implement tenant?

Requirement is to pull feedback company wide in date range. for that purpose, we use ds:Requested Feedback Responses. Only down side is that it does NOT include type:anytime feedback.

And I look at other DS:Feedback Received, it allow me to extract anytime feedback, however, it has a mandatory filter:worker, which only allow you to specify one worker at a time.

Any insight?

Thank you!

we have employee in Company A for first 6 months of year, then around 6/30 employee will transfer to company B. We want the employee not be able to access to the historical data of company A. What's the best way to implement this? we are floating the idea of terminating in A and hire into B and ending up one user with 2 employee IDs. is it a good idea?

I asked this not from contract perspective because we have Adaptive SKU, just not implement it yet. The question is more from functionality setup perspective. Our HR roadmap is to leverage "Org Design and Scenario Modeling" in year 2026, and in 2027 implement Adaptive workforce planning, with the understanding that we could implement "Org Design and Scenario Modeling" without implementing Adaptive Workforce module.

In Career hub, Career Path Builder, stuck at "Select another option, or update your skills to view suggested next moves for this career path".

the "Save Career Path" button grey out.

What could be the root cause?