They are awful. I need to complain to Workday.

Has anyone seen the actual release note pertaining to the UI changes. I'm not talking about the Worker Profile, but the overall UI itself. If you don't understand, just open a Preview tenant and click into anywhere that has a selection list, like a custom report filter.

This is absolute trash, the way the font is smaller than before and spaced way out. I'm over it!

https://preview.redd.it/149h1sksmekh1.png?width=282&format=png&auto=webp&s=e987f230c258bc10abf5890706c55246505db38c

EDIT: I found it on the What's New in Workday Report: https://doc.workday.com/release-notes/en-us/uiplatform/10823398.html

Workday can expect a rant incoming...

I will prob get this post removed or not even posted. I could have entered my job family groups and families manually faster than this stupid EIB. The instructions on Community even say to place both on one EIB, when that is not the case. The error messages are the worst because they DON’T offer resolution. I’m done.

Hi everyone! I’m new to this community and looking for some advice from people who have made a similar transition

I’ve been working in HR / People Operations for several years at a company that uses Workday. I’m comfortable with the functional/user side and with HR processes, but I’ve realized I’m much more interested in the systems/problem-solving side and would like to move toward a Workday/HRIS role.

My main gap is backend configuration experience. I understand the business/process side, but I’m trying to figure out how to bridge the gap from Workday user to someone who can work with configuration, BPs, reporting, security, etc.

I have started networking with our internal Workday team, but I’d also like to learn proactively.

For anyone who came from HR Ops/generalist or a similar background:

- How did you get your first Workday/HRIS opportunity?
- What would you learn first in my position?
- What can I realistically practice without configuration access?
- Any Workday Community resources or other learning resources you’d recommend?

I’m especially interested in hearing about how people actually made the transition. Thanks!

My company is switching from Oracle to Workday. Looking for guidance on creating reports in a way if you’re teaching someone with no experience. I have access to the workday community and there are a lot of videos. Can someone help with creating a roadmap?

Thank you!

I can’t initiate a job change for worker (the button doesn’t even show in their profile) although they definitely don’t have a future termination event.

Security is definitely ok.

Anybody seen this before?

What are the pros and cons of this functionality based on what you've seen?

Hi anyone that has a boomerang that turns learning assignments into learning enrollments via the engagement functionality? Does it work well; and have you found it being a better solution than not having the boomerang on (as we know the engagement functionality does NOT enroll learner but assigns). I’m kinda worried about using engagements for onboarding and compliance trainings as it does not enroll learners.

Please share your perspective if you any thoughts/experience with this.

Is it possible to launch the nine box without having it go to managers inbox? But instead have it go to the HRBPS inbox for them to complete on behalf ot the manager

Hey family, hoping someone can guide me here...I have a worker that is on a specific work schedule in the UK. their work schedule consist of M, T, W, Thu 9-6pm and FRIDAYS 9-1pm only. When the worker submits a time off for Friday's the absence does not respect their work schedule and is booking them for a full day, which has caused an issue for their time off balances since this worker has not caught this in the past and has been deducted for a full day instead of .5 days.

I have played around with the setting "restrict requests to days to include on calendar" and days t o include with no luck, can anyone provide feedback how to create a logic for the system to follow the scheduled full day on M-th, but on Fridays to default to .5 days?

I also read that you can create a condition rule on the "daily quantity default" is that possible?

https://preview.redd.it/l9gmfmb8eakh1.png?width=737&format=png&auto=webp&s=315174c73110aff3359835db3be3103fc0c95aa2

https://preview.redd.it/a2dk32a8fakh1.png?width=1528&format=png&auto=webp&s=3205fcb05c708c154662e896ef9529bf37881208

Does anyone know what venue will be used for the Kelly Clarkson concert?

I’m looking for advice from experienced Workday Financials / Accounting Center / Integration architects who have designed similar patterns.

We implemented Workday Accounting Center about two years ago as part of our migration from Oracle to Workday. One recurring use case for us is M&A integration.

When we acquire a company, we need to bring the acquired company's monthly trial balance into Workday Accounting Center on an ongoing basis. The source ERP varies by acquisition — it could be NetSuite, Oracle, Workday, or another ERP.

Our current pattern

Today, we use Workday Studio to:

• Pick up the trial balance file from an AWS location
• Transform and map the source data
• Map the acquired company's accounts and dimensions to our Workday accounting structure
• Send the resulting data through our Accounting Center process

The monthly trial balance volumes are generally not very large, and this is primarily a monthly finance-close process.

The pattern works, but because we need to repeat this for M&A integrations, we're looking at whether there is a simpler, more scalable, and faster-to-implement architecture.

What I'm trying to understand

If you were designing this solution today, would you still use Workday Studio for this type of use case?

Or would you consider other Workday-native patterns such as:

• Accounting Center / Prism ingestion directly
• EIB
• Workday Orchestrate
• REST/SOAP APIs
• A combination of these approaches
• Or an external integration platform with Accounting Center handling the downstream accounting transformation

I'm particularly interested in experiences where the source ERP varies from acquisition to acquisition, but the target Accounting Center model is relatively standardized.

The main drivers for us are:

1. Reducing development effort
2. Accelerating M&A integration timelines
3. Reducing custom Studio development and maintenance
4. Leveraging more of the native Accounting Center capabilities
5. Creating a repeatable integration pattern that can be reused across future acquisitions

For those who have implemented Accounting Center in similar scenarios:

What integration pattern would you recommend if you were starting from scratch today, and why?

Also interested in any lessons learned around file ingestion, account/worktag mapping, error handling, reconciliation, and monthly close processing.

Would especially appreciate perspectives from people who have implemented this at scale across multiple acquisitions.

I get that the point of rising is a 3 day long sales conference- but it is difficult to find sessions that don’t involve AI, uses tokens, or is a bolt on/purchase.

I use AI, I like AI, but it doesn’t solve every problem. I wanna see non-AI solutions to problems customers are facing.

I am attempting to create a time validation that validates against an out date and/or time that is greater than the current time. I have brought in fields that even return correctly in reports, but are not validating correctly. the fields created are taking the created moment and the out time, converting it into a formatted text and referencing those in the validation. But they are not pulling correctly. Any thought or familiarity?

Hi everyone,

First off, thanks for everyone’s contributions. It’s helped me tremendously over the years! I am wanting to see if there is a way to remove a “cancelled” merit so that it does not show in the workers history. I believe the merit zero increase ‘Yes/No’ is tied to comp statement generation but I could be wrong.

Basically, we are processing some promotions and market adjustments, but no merit and so we would only want the change to show and not the cancelled merit. Thanks for any tips!

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 ?

Post Body:
Hey everyone,

I’m an HRIS admin. We are migrating real salary and allowance data into our production tenant soon. Currently I have proxy access in sandbox but that'll be remove once the comp data moves into production.

Losing proxy access will tank my ability to test business processes, monitor workflows, and troubleshoot end-user issues.

• Is there a native Workday way to restrict proxying specific comp roles or execs?
• Can we mask or blind compensation data during a proxy session?

How does your organization balance HRIS testing without enabling proxy? Thanks!

Are you guys seeing more AI-native startups starting to roll off of platforms like Rippling to Workday as they scale? I feel like there is a lot of demand for talent to help this transition.

I have created a report which displays employee name, ID, first day of LOA, estimated last day of LOA and actual LOA.Business wants this report to include only employees who worked less than 90 days in FY ( Jan- Dec) . I need some guidance on creating CF which will meet this requirements.

Hi consultants, just wanted to clarify some document layout limitations.

Can doc layout retrieve the header from a table on the first page to the second page?

For visuals:
Headers: Invoice Name and Invoice Number
Body: Invoice Details

Then if there are multiple invoices, it will be continued on the second page, but my question is can it also retrieve the header from the table on the second page?