Mastering Workday HCM: Advanced Configuration and Analytics for HR Leaders
You’re leading HR strategy in a high-pressure environment. Deadlines are tight, expectations are higher than ever, and your leadership team is demanding answers that only deep, actionable Workday insights can provide. But the tools feel underutilized. Configurations are reactive, reports are outdated, and your ability to influence long-term talent decisions feels limited. You’re not alone-many HR leaders are stuck using Workday at surface level, missing the full potential of their own data and system. Mastering Workday HCM: Advanced Configuration and Analytics for HR Leaders is your proven blueprint to transform from reactive administrator to strategic architect. This course is built for experienced HR professionals who need to move beyond basic HCM navigation and unlock enterprise-grade configuration, automation, and analytics that drive board-level decisions. Imagine delivering a fully customized workforce analytics dashboard that reduces monthly reporting time by 70%, or launching a compensation planning model tied directly to performance and succession data-all configured securely within Workday. One senior HRIS Director used this methodology to deploy a real-time talent mobility framework across 18 global offices in under six weeks, leading to a 40% increase in internal promotions and direct recognition from the CFO. This isn’t theoretical training. It’s a targeted, outcomes-driven program designed to take you from overwhelmed to over-prepared. You'll gain the confidence to design complex integrations, automate workflows, and extract strategic insights that position HR as a true business partner. Here’s how this course is structured to help you get there.Course Format & Delivery Details Self-Paced. Immediate Access. Built for Real HR Leaders.
This course is self-paced, with full on-demand access from the moment you enrol. There are no fixed schedules, live attendance requirements, or rigid timelines-learn at your own speed, on your own time. Most learners complete the core modules in 4–6 weeks while dedicating 4–5 hours per week. Many report applying their first advanced configuration or analytics model within 10 days of starting. You receive lifetime access to all materials, including every framework, checklist, and template. Any future updates-whether due to Workday version changes, new features, or evolving best practices-are included at no additional cost. Designed for Global Accessibility and Maximum Flexibility
Access the course 24/7 from any device. Whether you’re on a laptop during a global team call or reviewing configuration checklists on your tablet during commute hours, the platform is fully mobile-optimised and performs seamlessly across regions and time zones. Each module is crafted for clarity and immediate applicability. You’ll work with real-world scenarios, downloadable references, and step-by-step configuration guides that mirror actual enterprise environments. Guided Support & Expert Oversight
You’re not learning in isolation. Your enrolment includes direct instructor support via structured Q&A channels. Submit technical queries, configuration challenges, or analytics design questions-and receive detailed, role-specific guidance from Workday-certified HR transformation consultants with over 12 years of implementation experience. This support is designed for scalability-your questions are answered with precision, not delay. We prioritise clarity over volume, ensuring you get the right insight at the right time. Certification That Carries Weight
Upon successful completion, you will earn a Certificate of Completion issued by The Art of Service. This credential is globally recognised by enterprise HR teams and technology leaders. It validates your expertise in advanced Workday HCM configuration and analytics, distinguishing you in internal promotions, consulting engagements, or executive-level discussions. Our alumni have leveraged this certification to lead digital HR transformations, secure senior HRIS roles, and lead cross-functional technology initiatives. It’s not a participation trophy-it’s proof of capability. Transparent, One-Time Investment. Zero Risk.
The pricing is straightforward with no hidden fees, subscriptions, or upsells. You pay once, gain full access, and keep everything forever. We accept all major payment methods including Visa, Mastercard, and PayPal-securely processed with bank-level encryption. If you complete the first three modules and don’t feel this course is the most practical, advanced Workday HCM training you’ve ever experienced, simply contact support for a full refund. No questions, no hassle. Your risk is completely reversed. This Works Even If…
- You’ve used Workday for years but have never touched advanced configuration
- You’re strong in HR strategy but less confident in technical HCM design
- Previous training felt too basic or disconnected from real business outcomes
- You’re not the system administrator but need to lead configuration decisions as an HR leader
One Global Talent VP told us: “I was using maybe 30% of what Workday could do. After Module 4, I redesigned our entire retention risk model and presented it to the board. They approved a $2.3M investment in proactive retention based solely on my analytics.” This course is built for impact, not just completion. And after enrolment, you’ll receive a confirmation email immediately, with your access details delivered separately once your course materials are fully provisioned.
Extensive and Detailed Course Curriculum
Module 1: Foundations of Advanced Workday HCM Architecture - Understanding the core data model in Workday HCM
- Key differences between basic and advanced configuration
- Role-based security at scale: designing roles, domain policies, and custom security groups
- Data privacy and compliance in global HCM deployments
- Business process framework overview and lifecycle stages
- Integration of tenant organisation structure with reporting hierarchies
- Best practices for tenant design and sandbox management
- Workday domains and access governance models
- Setting up tenant-specific configuration standards
- Change management workflows for enterprise deployments
Module 2: Advanced Organization Configuration and Management - Designing complex organisation hierarchies across divisions and geographies
- Implementing multi-level matrix reporting structures
- Creating dynamic organisation views using calculated fields
- Organisation splits, mergers, and retroactive changes
- Managing cost centres and funding sources in HCM
- Assigning organisation roles and responsibility sets
- Automating org structure updates via integrations
- Validation rules for organisation data integrity
- Configuring regional legal entities and statutory reporting units
- Setting up business units for financial and HR alignment
Module 3: Workforce Planning and Position Management - Position control vs. headcount planning models
- Setting up position management with incumbency rules
- Creating position hierarchies and role families
- Implementing FTE and workload equivalency tracking
- Designing workforce scenarios and what-if analysis frameworks
- Automating position budget approvals with business processes
- Linking positions to compensation bands and job profiles
- Managing vacant, approved, and inactive positions
- Configuring position substitution and backup rules
- Analyzing workforce capacity and bench strength metrics
Module 4: Advanced Compensation Configuration - Setting up multiple compensation worksheets and cycles
- Designing merit increase guidelines by performance tier
- Configuring spot bonus and on-target incentive plans
- Integrating performance ratings with compensation eligibility
- Creating custom compensation statements and disclosures
- Building currency-specific and region-specific pay rules
- Automating compensation approvals with notification workflows
- Configuring long-term incentives and equity grants
- Setting up pay ranges, percentiles, and market positioning
- Designing salary history tracking and audit trails
Module 5: Talent Management and Succession Planning - Configuring competency frameworks and proficiency scales
- Building dynamic talent pools using criteria-based rules
- Setting up nine-box grids with automated calibration
- Designing succession pathways and readiness assessments
- Configuring talent review meetings and dashboards
- Linking development goals to learning plans
- Creating individual development plan (IDP) templates
- Setting up career pathing models and mobility tracking
- Automating high-potential identification workflows
- Integrating talent data into workforce analytics
Module 6: Performance Management System Design - Configuring multiple performance review cycles
- Setting up self, manager, and peer feedback workflows
- Designing custom evaluation templates by role
- Automating due date reminders and escalations
- Configuring calibration sessions with score adjustments
- Implementing continuous feedback mechanisms
- Creating performance rating lookups and validation rules
- Linking goals to performance outcomes
- Setting up cascading goal alignment across teams
- Generating performance audit reports for compliance
Module 7: Advanced Time Tracking and Absence Management - Configuring time entry policies by job and location
- Setting up accrual plans with carryover and caps
- Designing leave of absence (LOA) workflows with medical documentation
- Integrating statutory leave regulations by country
- Building time-off request routing and approval chains
- Automating time-off balance notifications
- Configuring floating holidays and personal days
- Setting up parental leave and caregiver policies
- Creating absence reason codes for analytics tracking
- Validating timesheet entries against schedules
Module 8: Recruiting and Onboarding Automation - Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
Module 1: Foundations of Advanced Workday HCM Architecture - Understanding the core data model in Workday HCM
- Key differences between basic and advanced configuration
- Role-based security at scale: designing roles, domain policies, and custom security groups
- Data privacy and compliance in global HCM deployments
- Business process framework overview and lifecycle stages
- Integration of tenant organisation structure with reporting hierarchies
- Best practices for tenant design and sandbox management
- Workday domains and access governance models
- Setting up tenant-specific configuration standards
- Change management workflows for enterprise deployments
Module 2: Advanced Organization Configuration and Management - Designing complex organisation hierarchies across divisions and geographies
- Implementing multi-level matrix reporting structures
- Creating dynamic organisation views using calculated fields
- Organisation splits, mergers, and retroactive changes
- Managing cost centres and funding sources in HCM
- Assigning organisation roles and responsibility sets
- Automating org structure updates via integrations
- Validation rules for organisation data integrity
- Configuring regional legal entities and statutory reporting units
- Setting up business units for financial and HR alignment
Module 3: Workforce Planning and Position Management - Position control vs. headcount planning models
- Setting up position management with incumbency rules
- Creating position hierarchies and role families
- Implementing FTE and workload equivalency tracking
- Designing workforce scenarios and what-if analysis frameworks
- Automating position budget approvals with business processes
- Linking positions to compensation bands and job profiles
- Managing vacant, approved, and inactive positions
- Configuring position substitution and backup rules
- Analyzing workforce capacity and bench strength metrics
Module 4: Advanced Compensation Configuration - Setting up multiple compensation worksheets and cycles
- Designing merit increase guidelines by performance tier
- Configuring spot bonus and on-target incentive plans
- Integrating performance ratings with compensation eligibility
- Creating custom compensation statements and disclosures
- Building currency-specific and region-specific pay rules
- Automating compensation approvals with notification workflows
- Configuring long-term incentives and equity grants
- Setting up pay ranges, percentiles, and market positioning
- Designing salary history tracking and audit trails
Module 5: Talent Management and Succession Planning - Configuring competency frameworks and proficiency scales
- Building dynamic talent pools using criteria-based rules
- Setting up nine-box grids with automated calibration
- Designing succession pathways and readiness assessments
- Configuring talent review meetings and dashboards
- Linking development goals to learning plans
- Creating individual development plan (IDP) templates
- Setting up career pathing models and mobility tracking
- Automating high-potential identification workflows
- Integrating talent data into workforce analytics
Module 6: Performance Management System Design - Configuring multiple performance review cycles
- Setting up self, manager, and peer feedback workflows
- Designing custom evaluation templates by role
- Automating due date reminders and escalations
- Configuring calibration sessions with score adjustments
- Implementing continuous feedback mechanisms
- Creating performance rating lookups and validation rules
- Linking goals to performance outcomes
- Setting up cascading goal alignment across teams
- Generating performance audit reports for compliance
Module 7: Advanced Time Tracking and Absence Management - Configuring time entry policies by job and location
- Setting up accrual plans with carryover and caps
- Designing leave of absence (LOA) workflows with medical documentation
- Integrating statutory leave regulations by country
- Building time-off request routing and approval chains
- Automating time-off balance notifications
- Configuring floating holidays and personal days
- Setting up parental leave and caregiver policies
- Creating absence reason codes for analytics tracking
- Validating timesheet entries against schedules
Module 8: Recruiting and Onboarding Automation - Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Designing complex organisation hierarchies across divisions and geographies
- Implementing multi-level matrix reporting structures
- Creating dynamic organisation views using calculated fields
- Organisation splits, mergers, and retroactive changes
- Managing cost centres and funding sources in HCM
- Assigning organisation roles and responsibility sets
- Automating org structure updates via integrations
- Validation rules for organisation data integrity
- Configuring regional legal entities and statutory reporting units
- Setting up business units for financial and HR alignment
Module 3: Workforce Planning and Position Management - Position control vs. headcount planning models
- Setting up position management with incumbency rules
- Creating position hierarchies and role families
- Implementing FTE and workload equivalency tracking
- Designing workforce scenarios and what-if analysis frameworks
- Automating position budget approvals with business processes
- Linking positions to compensation bands and job profiles
- Managing vacant, approved, and inactive positions
- Configuring position substitution and backup rules
- Analyzing workforce capacity and bench strength metrics
Module 4: Advanced Compensation Configuration - Setting up multiple compensation worksheets and cycles
- Designing merit increase guidelines by performance tier
- Configuring spot bonus and on-target incentive plans
- Integrating performance ratings with compensation eligibility
- Creating custom compensation statements and disclosures
- Building currency-specific and region-specific pay rules
- Automating compensation approvals with notification workflows
- Configuring long-term incentives and equity grants
- Setting up pay ranges, percentiles, and market positioning
- Designing salary history tracking and audit trails
Module 5: Talent Management and Succession Planning - Configuring competency frameworks and proficiency scales
- Building dynamic talent pools using criteria-based rules
- Setting up nine-box grids with automated calibration
- Designing succession pathways and readiness assessments
- Configuring talent review meetings and dashboards
- Linking development goals to learning plans
- Creating individual development plan (IDP) templates
- Setting up career pathing models and mobility tracking
- Automating high-potential identification workflows
- Integrating talent data into workforce analytics
Module 6: Performance Management System Design - Configuring multiple performance review cycles
- Setting up self, manager, and peer feedback workflows
- Designing custom evaluation templates by role
- Automating due date reminders and escalations
- Configuring calibration sessions with score adjustments
- Implementing continuous feedback mechanisms
- Creating performance rating lookups and validation rules
- Linking goals to performance outcomes
- Setting up cascading goal alignment across teams
- Generating performance audit reports for compliance
Module 7: Advanced Time Tracking and Absence Management - Configuring time entry policies by job and location
- Setting up accrual plans with carryover and caps
- Designing leave of absence (LOA) workflows with medical documentation
- Integrating statutory leave regulations by country
- Building time-off request routing and approval chains
- Automating time-off balance notifications
- Configuring floating holidays and personal days
- Setting up parental leave and caregiver policies
- Creating absence reason codes for analytics tracking
- Validating timesheet entries against schedules
Module 8: Recruiting and Onboarding Automation - Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Setting up multiple compensation worksheets and cycles
- Designing merit increase guidelines by performance tier
- Configuring spot bonus and on-target incentive plans
- Integrating performance ratings with compensation eligibility
- Creating custom compensation statements and disclosures
- Building currency-specific and region-specific pay rules
- Automating compensation approvals with notification workflows
- Configuring long-term incentives and equity grants
- Setting up pay ranges, percentiles, and market positioning
- Designing salary history tracking and audit trails
Module 5: Talent Management and Succession Planning - Configuring competency frameworks and proficiency scales
- Building dynamic talent pools using criteria-based rules
- Setting up nine-box grids with automated calibration
- Designing succession pathways and readiness assessments
- Configuring talent review meetings and dashboards
- Linking development goals to learning plans
- Creating individual development plan (IDP) templates
- Setting up career pathing models and mobility tracking
- Automating high-potential identification workflows
- Integrating talent data into workforce analytics
Module 6: Performance Management System Design - Configuring multiple performance review cycles
- Setting up self, manager, and peer feedback workflows
- Designing custom evaluation templates by role
- Automating due date reminders and escalations
- Configuring calibration sessions with score adjustments
- Implementing continuous feedback mechanisms
- Creating performance rating lookups and validation rules
- Linking goals to performance outcomes
- Setting up cascading goal alignment across teams
- Generating performance audit reports for compliance
Module 7: Advanced Time Tracking and Absence Management - Configuring time entry policies by job and location
- Setting up accrual plans with carryover and caps
- Designing leave of absence (LOA) workflows with medical documentation
- Integrating statutory leave regulations by country
- Building time-off request routing and approval chains
- Automating time-off balance notifications
- Configuring floating holidays and personal days
- Setting up parental leave and caregiver policies
- Creating absence reason codes for analytics tracking
- Validating timesheet entries against schedules
Module 8: Recruiting and Onboarding Automation - Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Configuring multiple performance review cycles
- Setting up self, manager, and peer feedback workflows
- Designing custom evaluation templates by role
- Automating due date reminders and escalations
- Configuring calibration sessions with score adjustments
- Implementing continuous feedback mechanisms
- Creating performance rating lookups and validation rules
- Linking goals to performance outcomes
- Setting up cascading goal alignment across teams
- Generating performance audit reports for compliance
Module 7: Advanced Time Tracking and Absence Management - Configuring time entry policies by job and location
- Setting up accrual plans with carryover and caps
- Designing leave of absence (LOA) workflows with medical documentation
- Integrating statutory leave regulations by country
- Building time-off request routing and approval chains
- Automating time-off balance notifications
- Configuring floating holidays and personal days
- Setting up parental leave and caregiver policies
- Creating absence reason codes for analytics tracking
- Validating timesheet entries against schedules
Module 8: Recruiting and Onboarding Automation - Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Configuring recruiting business processes with stages and statuses
- Setting up offer letter templates with custom clauses
- Designing onboarding task lists by role and level
- Automating pre-hire background check integration
- Creating interview scorecard templates
- Linking sourcing channels to diversity metrics
- Configuring job requisition approval workflows
- Setting up candidate relationship management (CRM) fields
- Integrating document collection for I-9 and compliance
- Automating manager onboarding notifications
Module 9: Learning and Development Configuration - Setting up learning organisations and catalogues
- Configuring course prerequisites and completion rules
- Designing blended learning paths with milestones
- Automating mandatory training assignments
- Integrating external LMS via EIB and Core Connectors
- Creating certification expiry and renewal alerts
- Setting up skill gap analysis reports
- Linking completed training to competency records
- Configuring learning evaluation surveys
- Building required learning paths by job role
Module 10: Advanced Reporting and Dashboard Design - Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Designing composite reports with multiple data sources
- Using calculated fields for custom metrics
- Creating dynamic dashboards with drill-down capabilities
- Configuring report subscriptions and distribution lists
- Setting up report bursting by manager or region
- Implementing security policies for report visibility
- Building interactive widgets for real-time insights
- Designing executive summary dashboards
- Automating report delivery via email and inbox alerts
- Using Workday Prism Analytics for external data blending
Module 11: Workday Prism Analytics and External Data Integration - Setting up Prism tenants and data sources
- Ingesting external HR data via flat files and SFTP
- Blending Workday data with external surveys and payroll
- Creating calculated measures in Prism datasets
- Designing cross-system workforce analytics
- Configuring row-level security in Prism
- Using Prism for predictive workforce modelling
- Building dashboards with time-series comparisons
- Integrating financial planning data with headcount
- Exporting Prism reports to BI tools like Power BI
Module 12: Core Connectors and Integration Scenarios - Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Using Core Connectors for HRIS-to-HRIS data flow
- Setting up outbound EIBs for payroll and finance systems
- Configuring inbound EIBs for talent and learning data
- Designing integration error handling and monitoring
- Using transform maps to standardise data formats
- Automating integration schedules with control files
- Validating data integrity post-transfer
- Building integration status dashboards
- Setting up alerting for failed batches
- Documenting integrations for audit and maintenance
Module 13: Advanced Business Process Configuration - Designing multi-path approval workflows
- Configuring conditional routing based on data
- Setting up parallel and serial approval chains
- Using business process reasons for audit tracking
- Adding custom process steps and user interactions
- Integrating business processes with reports and actions
- Configuring process timeouts and escalations
- Testing business processes in sandbox environments
- Using tracked data for analytics and compliance
- Documenting business process logic for stakeholders
Module 14: Custom Calculated Fields and Formulas - Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Writing Xpress formulas for data derivation
- Creating custom fields for attrition risk scoring
- Building tenure calculations with start and exit dates
- Designing performance composite scores
- Calculating FTE and workload distribution
- Creating custom compensation ratio metrics
- Using IF-THEN-ELSE logic in Xpress
- Implementing date arithmetic for eligibility checks
- Referencing related data across objects
- Testing formulas with edge cases and validation
Module 15: Audit, Compliance, and Data Governance - Configuring audit reports for key HCM events
- Setting up data retention policies
- Implementing GDPR and CCPA compliance workflows
- Creating data subject request (DSR) handling processes
- Generating SOX-compliant access review reports
- Monitoring user access changes with alerts
- Archiving inactive employee records
- Designing data correction workflows
- Using change journals for forensic analysis
- Preparing for internal and external audits
Module 16: Change and Release Management Strategy - Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Planning Workday upgrade readiness assessments
- Testing new features in preview tenants
- Managing change packages across environments
- Documenting configuration dependencies
- Communicating changes to HR and IT stakeholders
- Validating regression impacts before deployment
- Rolling back configurations safely
- Using version control for complex changes
- Training super users on new functionality
- Measuring post-release adoption and impact
Module 17: Strategic HR Analytics Frameworks - Designing metrics that align with business outcomes
- Building retention risk models using multiple predictors
- Creating flight risk dashboards with real-time alerts
- Analysing diversity trends across pipelines and promotions
- Measuring leadership pipeline health
- Calculating cost of turnover by role and level
- Tracking internal mobility velocity
- Forecasting workforce demand based on growth plans
- Measuring time-to-productivity for new hires
- Linking engagement scores to performance and retention
Module 18: Executive Communication and Data Storytelling - Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Translating technical data into business narratives
- Designing board-ready workforce presentations
- Choosing the right visualisations for strategic impact
- Creating executive summaries from complex reports
- Anticipating leadership questions and preparing responses
- Aligning HR metrics with financial KPIs
- Using benchmarks to contextualise results
- Presenting risk mitigation strategies with data
- Building storytelling frameworks for talent initiatives
- Delivering confidence through clarity and precision
Module 19: Implementation Roadmap and Continuous Improvement - Assessing current-state HCM maturity
- Defining future-state configuration goals
- Creating a prioritised rollout plan
- Engaging stakeholders across HR, IT, and Finance
- Measuring configuration ROI and efficiency gains
- Establishing feedback loops with end users
- Setting up continuous improvement cycles
- Documenting all configurations and decisions
- Training regional HR teams on new processes
- Scaling best practices across global operations
Module 20: Certification Preparation and Career Advancement - Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader
- Reviewing all core configuration domains for mastery
- Practicing complex scenario-based challenges
- Documenting your completed projects for portfolio building
- Using the Certificate of Completion as a career differentiator
- Updating your LinkedIn profile and CV with verified skills
- Preparing for HR technology leadership interviews
- Joining the alumni network for ongoing peer learning
- Accessing exclusive job board partnerships
- Leveraging the certification in consulting engagements
- Building credibility as a Workday HCM thought leader