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It’s a Workday Wednesday. Happy Hump Day! For those who do not know Planet Technology, we have a long history with Workday as we were one of the first implementation partners under the name of Omnipoint back in 2008. In 2019, we became Workday’s first staffing partner allowing us to hold certifications for independent contractors. That program has grown to 320 certified Workday resources representing 8 countries and over 1100 unique certifications. We are also a customer having gone live with FINS and HCM in 2020. With all that experience and the largest independent contractor network, why wouldn’t you give Planet Technology an opportunity to assist with your resource needs? Seem like a no-brainer to me, although I am a bit bias 😊 Today I would like to highlight two of our HCM candidates for availability. If you interest in either candidate, please reach out. Candidate A: Workday Certifications: Benefits, Compensation, and Talent This candidate brings extensive expertise in Human Resources, Benefits, Talent & Performance Management, and Core Compensation consulting. With 13 years of experience implementing Workday, they have been involved in 8 Full Lifecycle Workday Implementations across various industries, including Retail, Healthcare, Higher Education, and Financial sectors. Their specialization lies in the Benefits and Talent & Performance Management modules. Additionally, they possess 15 years of PeopleSoft consulting experience, covering areas such as Human Resources, Payroll, Base Benefits, Benefits Administration, Position Management, Commitment Accounting, Performance Management, Profile Management, Employee Self Service, and Manager Self Service. Prior to consulting, they served as an HRIS manager, responsible for project management, change management, system selection and design, and HRIS strategic planning for over 13 years. Certifications: Workday HCM, Workday Talent/Performance Management, Workday Benefits, and Workday Compensation. This candidate’s extensive experience and certifications make them an asset for organizations seeking Workday expertise. Candidate B: Workday Certifications: Absence, Launch, Time Tracking and US Payroll With over 7 years of experience as a Workday Absence consultant, specialized in configuring the Absence Module and integrating it with Time Tracking & Payroll. Having participated in numerous full lifecycle implementations across diverse industries globally, excels in leading Phase X projects and optimizations. Currently serving as a SR. HRIS Analyst overseeing HRIS projects and ensures alignment with company policies, while tenure at various Workday Partners and consulting firms has honed expertise in designing, implementing, and supporting Workday solutions for clients. Extensive certifications and educational background in business administration and architecture underscore commitment to delivering top-notch solutions and driving organizational success. #workday #workdaystaffing

What are Organisations in Workday? What are supervisory organizations? Why are they important? Organizations in Workday are the grouping of workers for a specific Business Purpose. The purpose can be: — grouping of workers by Location (Location) — Grouping of workers to analyze costs by department (Cost Centers) — grouping together similar skills (Skills) — grouping together Job Profiles (Job Family) — Creating legal entities (Company) And numerous other purposes. Organizations can be made innumerably based on our business requirements. Supervisory Organizations— These are the foundational organizations in Workday where all the hiring takes place. The supervisory organization has a manager and members that report to him/her. Every “SupOrg” can have a Superior SupOrg that works above them. The subordinate SupOrg has the subordinate employees that work under that SupOrg. SupOrg in Workday allows us to create management hierarchies. It makes up the core organization in HCM. How do workers become part of this SupOrg? They’re hired into them. Or transferred from another SupOrg. The only way to get an employee hired is through a SupOrg. Every SupOrg has a staffing model. This model is what guides us on what kind of positions and hiring restrictions need to be followed when hiring an employee into the SupOrg. The two staffing models are— 1) Job Management 2) Position Management This gives the structural framework for adding workers in a company. Now what about the other organizations we talked about earlier ? An employee can be a part of a SupOrg and also a part of numerous other Organizations such as Pay Group, Cost Center, Location, Company, etc. based on where they fit and the business requirements. Supervisory Organization are important as they make up the very basis of an employees existence in a company. - Positions are created in SupOrgs - Employees are hired into these positions making them a part of the SupOrg - Organizational Roles have responsibilities in the SupOrg - Unique Business Processes can be assigned to SupOrgs. We’ll talk more about other organizations in Workday in detail next. We’ll also touch on what these staffing models are all about in depth. Comment below what Workday HCM topic you want me to explain next! There’s an ocean of information to dive into from Workday! ☁️🌊

Are you ready for Part II? Then you're in luck! We've been interviewing the experts, and in this instalment, we spoke to Ānand Iyer about all things Workday Implementations. Ānand is a Global HRIS Director and Workday implementations expert, so we spent some time gaining useful insights to share with you. In part II, you can find out... ✨ The biggest challenges you'll face with a Workday implementation, and how to overcome them ✨ The most important post-implementation considerations ✨ What the future holds for Workday implementations ✨ ...and more. Check out the article below, and if you haven't had the chance to catch Part I yet, head over to our website to read more. www.focuscloudgroup.org #focusonwd #workday #workdayimplementation

Digital HR is a vision, but implementing Workday® is a project. And projects go sideways. After a decade in HRIS consulting, I've watched countless go-lives. Here's what happens after the champagne bottles are empty: Your project's over budget and behind schedule. The team's burned out. You didn't have a robust internal project manager, so you relied on your implementation partner for guidance. Now you're dealing with the fallout ☢️ Go-live isn't an ending - it's day one of your real challenges: • There's a gap between what you got and what you thought you were getting • The “knowledge transfer” hasn't prepared your team for ownership • You're finding functionality gaps from skipped requirements • Some of these issues can't just be "patched" away • Your data accuracy isn't where it needs to be • Everyone's falling behind on tickets Meanwhile, deadlines don't care about your problems: • Year-end processing looms • Open enrollment is approaching fast • Those performance reviews need configuring • The next software release is right around the corner • And everything's happening while you're still building Your support teams aren't structured right. You don't have the right mix of people and skills. Some of this happened because product capabilities were oversold to you. Leadership wants quick wins: • Fast ROI on their investment (Don’t get me started on HRIS ROI.) • More reports than you planned on • New dashboards you never budgeted for • Expanded functionality you're not ready for • Additional requests for data migration not in scope These situations leave top Workday talent thinking twice about their role. And in this tight market for Workday talent, you'll likely lose a key team member to a better offer, or lesser workload. What else can happen… someone takes unexpected leave. Suddenly your schedule is impossible. This isn't unique to Workday. Every HRIS system brings these challenges. The difference between drowning and succeeding isn't the software - it's having experienced people ready to step in. You need a quality consulting firm on standby before things get messy. Not for daily work, but ready when you need to move fast and support your team. Because you will need to move fast. You know it. What caught you off guard after going live? Share below - let's build a real list of what to watch out for.

Are you ready for Part II? Then you're in luck! We've been interviewing the experts, and in this instalment, we spoke to Ānand Iyer about all things Workday Implementations. Ānand is a Global HRIS Director and Workday implementations expert, so we spent some time gaining useful insights to share with you. In part II, you can find out... ✨ The biggest challenges you'll face with a Workday implementation, and how to overcome them ✨ The most important post-implementation considerations ✨ What the future holds for Workday implementations ✨ ...and more. Check out the article below, and if you haven't had the chance to catch Part I yet, head over to our website to read more. www.focuscloudgroup.org #focusonwd #workday #workdayimplementation

Understanding Workday HCM: Job vs. Position In the realm of Human Capital Management, clarity in structure is key to effective workforce management. Today, I want to shed light on a common area of confusion in Workday HCM— the difference between a "job" and a "position." 🔹 Job: Think of a job as a template. It's a broad category that encompasses specific roles within an organization, defining responsibilities and required skills that are consistent no matter who fills the role. For instance, the job of "Software Engineer" outlines qualifications and duties applicable across the board. 🔹 Position: This is where specificity comes into play. A position is a specific instance of a job, tailored to particular conditions like location, department, and whether it's full-time or part-time. Each position, such as a "Software Engineer" in the New York office, is unique, with its own reporting line and specific nuances. Why does this matter? Understanding the distinction helps in better planning and managing your workforce. Whether you're recruiting, managing personnel, or structuring your organization, recognizing these nuances in Workday HCM can enhance your HR strategy. For those learning Workday HCM, how has distinguishing between jobs and positions impacted your HR processes? Let’s discuss below! 👇 #workdayhcm #humanresources #workforcemanagement #hrmanagement #jobvsposition

Are you ready for Part II? Then you're in luck! We've been interviewing the experts, and in this instalment, we spoke to Ānand Iyer about all things Workday Implementations. Ānand is a Global HRIS Director and Workday implementations expert, so we spent some time gaining useful insights to share with you. In part II, you can find out... ✨ The biggest challenges you'll face with a Workday implementation, and how to overcome them ✨ The most important post-implementation considerations ✨ What the future holds for Workday implementations ✨ ...and more. Check out the article below, and if you haven't had the chance to catch Part I yet, head over to our website to read more. www.focuscloudgroup.org #focusonwd #workday #workdayimplementation

"I just need someone who speaks human, not Workday®" Ever muttered that under your breath? HRIS is hard. Sometimes it feels like you need a translator, fortune teller, and therapist rolled into one. But what if I told you there's a better way? Imagine this: You're not just talking to a vendor.  You're strategizing with a partner who gets it. You're not being sold to.  You're exploring possibilities with someone who's been in the trenches. You're not struggling to explain your needs.  You're collaborating with folks who anticipate them. This isn't a pipe dream. It's the hybrid HRIS approach done right. Here’s how that looks at CloudSmartHR… 1. Real conversations, not sales pitches    No pushy salespeople. (We quite literally do not have sales people)    Just experienced specialists who speak your language. 2. Strategy sessions, not upsells    Teams that hypothesize, brainstorm, and map out your 12-month and 24-month plans. 3. Feedback loops, not echo chambers    Get honest, experience-based feedback on your ideas.     Not yes-men. More like your reality check and inspiration combined. 4. Goal-aligned solutions, not one-size-fits-all    We dig deep to understand your objectives, then tailor solutions that actually make sense for your organization. 5. Future-proofing, not just firefighting    Let's talk about those forward-looking features and their ramifications.     No crystal ball needed – just solid experience and insight. 6. Team-centric approach, not just system-focused    Your HRIS doesn't operate in a vacuum. We get that.     Let's talk about your team's needs, skills, and growth. 7. Holistic view, not Workday tunnel vision    Sure, Workday might be your core. But we're here for all your hybrid HRIS needs.  No finger-pointing, just problem-solving. The HRIS landscape is complex, ever-changing, and (let's be honest), sometimes maddening. But it doesn't have to be a solo journey. You need more than a vendor. You need a partner who can roll up their sleeves, dive into the nitty-gritty, and emerge with actionable strategies. Someone who can translate "Workday speak" into real-world impact. Who sees beyond the next update to your long-term success. Because at the end of the day, your HRIS should work for you, not the other way around. P.S. Are you just managing your systems, or are you leveraging them to drive real organizational value?

We've been interviewing the experts, and you won't want to miss this one. We sat down with Ānand Iyer, Global HRIS Director and Workday expert, to ask him some burning questions about Workday implementations. 'It is like various body parts being connected with one another; no part can truly be more valuable than another' Find out: ✨How to build the right implementation team ✨How best to go about a Workday implementation in your industry ✨How to leverage the best of Workday for your organisation ✨and more... Check out our article, 'Interviewing the Experts: Workday Implementations Part I' 👇 #focusonwd #workday #workdayimplementation

Can we talk about Workday Reporting for a hot sec? I learned Workday at a client who bought the software and moved to it from PeopleSoft. They invested in all sorts of training and we took it, Report Writer and Calculated Fields included. Without this foundational training, I still feel today -- after 10 years and thousands of hours spent configuring and troubleshooting -- that it sped up my understanding by giving me tools to "self serve" my on-the-job learning. On Reddit, questions are asked as if it's the first time they touched a report. It scares me! I ask questions to myself like, "Where do these people work? Why haven't they been trained? How can someone do proper Workday support without having been taught properly?" In all honesty, I'm concerned. Independent consultantcy appears to be all the rage, but all they'll need is a certification in a base module, like HCM. That's like getting a motorcycle license and deciding to drive a big rig. You're bound to have issues and will fail to deliver. I am proud of my generalist knowledge because I know how much there is to know in Workday. Reporting basics will get you an understanding of how things work; it's up to you to know how different data sources work together and how inaccurate results in a report are solved. Yet out there in the ecosystem, there are employees or consultants attempting to build basic reports and cannot. They're sharing their issues online where the answer is simple: "you are missing foundational knowledge and need to be trained". In all seriousness, I'm concerned for any organization out there who isn't employing someone or contracting an AMS partner who truly knows what they're doing. I don't have the time to help every floundering associate. With all due respect, I want to, but I have a day job and a home life and need to set my boundaries appropriately. They need 1:1 paid support, not my chat message responses in Reddit. A bit of a rant but mostly I have genuine concerns about organizational reporting! Here's my 2021 blog post that may help, in case you're reading this and know you need the support: https://lnkd.in/g2GhS2zW And please, choose to invest in training! Or DM me and I'll get you AMS support. Period. ✌️