Mastering Workday HCM for High-Impact HR Leaders
You're under pressure. The board expects transformation, but your team is stuck in legacy processes, manual reporting, and reactive fixes. HR is no longer just about compliance - it's expected to drive talent strategy, organisational agility, and measurable business impact. And right now, your Workday HCM system may be one of your most underleveraged assets. Most HR leaders operate in a state of partial mastery - using 30% of Workday’s capabilities to solve yesterday’s problems. Meanwhile, high-impact peers are automating workforce planning, predicting turnover with precision, and delivering real-time insights that shift boardroom decisions. The gap isn’t technical skill - it’s strategic fluency. Mastering Workday HCM for High-Impact HR Leaders closes that gap. This course is not a software tour. It’s a performance accelerator designed for senior HR executives who must convert system proficiency into organisational influence, faster execution, and demonstrable ROI. You’ll go from fragmented understanding to confident command - in as little as 21 days. You’ll build a board-ready workforce analytics dashboard, automate talent acquisition workflows, and implement change strategies that stick. One recent participant, Maria T., Senior Director of HR Operations at a global manufacturing firm, applied the course’s integration framework to reduce their new hire onboarding cycle by 42% within six weeks of completion. This is not theoretical. Every module is engineered for immediate workplace impact, with templates, decision matrices, and implementation checklists you own forever. No fluff, no filler - just the precise knowledge, tools, and confidence you need to lead with data, not guesswork. You already have access to Workday. Now it’s time to unlock its full value. Here’s how this course is structured to help you get there.Course Format & Delivery Details Self-Paced, Immediate Online Access
This course is designed for busy HR executives. You gain on-demand access with no fixed schedules, time zones, or rigid deadlines. Begin the moment you enroll, progress at your pace, and revisit any section as your strategic priorities evolve. Typical Completion & Real-World Results
Most learners complete the core content in 21–30 days with 60–90 minutes of weekly engagement. Early adopters report actionable outcomes - such as automated reporting templates or refined talent dashboards - within the first two modules. The learning design ensures you’re applying knowledge immediately, not waiting until the end. Lifetime Access & Future Updates
Enrollment includes unlimited lifetime access. Workday evolves - so does this course. All updates, refinements, and new strategic frameworks are delivered automatically at no additional cost. Your investment compounds over time. Global, Mobile-Friendly Access
Access your materials 24/7 from any device. Whether you’re preparing for a leadership meeting on your tablet or reviewing an implementation checklist from your phone, the experience is seamless, responsive, and secure. Instructor Guidance & Strategic Support
You’re not learning in isolation. Direct instructor support is available through structured feedback channels. Submit your talent strategy draft, dashboard concept, or integration plan for expert review and actionable recommendations. This is guided mastery, not passive consumption. Certificate of Completion by The Art of Service
Upon successful completion, you receive a Certificate of Completion issued by The Art of Service - a globally recognised leader in professional upskilling for HR and enterprise technology. This credential validates your command of Workday HCM at a strategic level and demonstrates commitment to operational excellence. Transparent, One-Time Pricing
The pricing structure is straightforward with no hidden fees. What you see is what you pay. No subscriptions, no tiered upgrades, no surprise charges. One investment, full access. Accepted Payment Methods
We accept major payment options including Visa, Mastercard, and PayPal. Secure processing ensures your transaction is fast and your details are protected. Confidence Without Risk
You’re protected by our 30-day full refund guarantee. If the course doesn’t meet your expectations, simply request a refund. No forms, no hoops, no questions. This is our commitment to your complete satisfaction. Enrollment Confirmation & Access
After enrolling, you’ll receive a confirmation email. Your access details, including login instructions and platform orientation, will be sent separately once your course materials are fully prepared and activated. This ensures a flawless start to your learning journey. “Will This Work for Me?” – The Real Answer
You might be thinking: I’m not a Workday admin. I’m not technical. I’m time-poor. My organisation uses only part of the system. You’re not alone. The course is explicitly designed for senior HR leaders - not IT specialists. It assumes strategic oversight, not technical depth. This works even if you’ve never configured a business process, written a calculated field, or built a report from scratch. The focus is on high-leverage decisions, not granular system mechanics. You’ll learn to lead the conversation, not replace your team. Social proof validates this approach: David K., HR VP at a Fortune 500 financial services firm, used the course to redesign his leadership reporting suite without touching a single configuration screen - leveraging the provided frameworks to guide his system team with precision and authority. You gain clarity, confidence, and control. That’s the difference between managing HR and leading it.
Module 1: Foundations of Strategic Workday HCM Leadership - The HR leader’s role in digital transformation
- Understanding Workday HCM’s core architecture without being technical
- Differentiating administrative use vs strategic mastery
- Mapping organisational goals to Workday capabilities
- The 5 capabilities every high-impact HR leader must leverage
- Common pitfalls and misconceptions in HCM technology adoption
- Establishing your personal learning objectives and success metrics
- Aligning Workday with People Strategy, not just HR operations
- Understanding tenant configuration vs user configuration
- How Workday supports workforce agility and continuous reinvention
Module 2: Navigating the Workday Interface with Executive Confidence - Dashboards, navigation, and personalisation for leaders
- Configuring your homepage for strategic oversight
- Using Quick Links and favourites for board reporting readiness
- Understanding security groups and role-based access
- Interpreting audit trails and change history
- Finding data fast: search tools and navigation shortcuts
- Switching between worker views: leader, HR, and executive
- Managing notifications and alerts for critical events
- Using Workday Assistant effectively for common queries
- Configuring multilingual and multi-region settings for global teams
Module 3: Workforce Planning & Organisational Modelling - Building dynamic headcount forecasts in Workday
- Scenario planning using what-if modelling tools
- Mapping alternate organisational hierarchies (matrix, project, cost centre)
- Managing position management and headcount approval workflows
- Analysing span of control and reporting line efficiency
- Integrating workforce plans with financial planning cycles
- Using org modelling to support M&A integration strategy
- Identifying succession risks through structure analysis
- Automating position budget validation rules
- Generating visual org charts for board presentations
Module 4: Talent Acquisition Strategy in Workday - Aligning recruitment strategy with workforce plans
- Configuring requisition approval workflows by role and level
- Setting up talent pools and sourcing rules
- Using predictive analytics for time-to-fill forecasting
- Analysing sourcing channel effectiveness
- Automating offer letter generation and e-signature workflows
- Configuring interview scorecards and decision routing
- Integrating candidate experience metrics into hiring strategy
- Tracking diversity hiring goals in real time
- Creating compliance alerts for affirmative action requirements
Module 5: Onboarding & Employee Lifecycle Automation - Designing end-to-end onboarding experiences
- Automating task assignments across HR, IT, and facilities
- Configuring pre-day one workflows and welcome sequences
- Integrating compliance training and policy acknowledgements
- Tracking onboarding completion rates and sentiment
- Setting up milestone-based check-ins and manager coaching prompts
- Using lifecycle events to trigger compensation and benefits actions
- Automating exit interviews and offboarding workflows
- Analysing retention risks during early tenure phases
- Connecting onboarding success to long-term employee performance
Module 6: Compensation Strategy & Performance Management - Aligning salary structures with market data in Workday
- Configuring pay ranges and equity bands
- Modelling merit increase budgets by department and level
- Automating performance review cycles and ratings workflows
- Setting up goal management and OKR tracking
- Linking performance outcomes to compensation decisions
- Generating real-time compensation equity reports
- Identifying pay disparity risks before they escalate
- Using Workday for incentive plan management
- Creating board-level compensation narrative dashboards
Module 7: Workforce Analytics & Business Intelligence - Building custom reports without code or SQL
- Selecting the right report type: basic, advanced, matrix
- Using calculated fields to create new KPIs
- Applying filters, conditions, and drill-down logic
- Creating reusable report templates for recurring needs
- Designing board-ready dashboards with visual clarity
- Integrating external data sources via upload and mapping
- Setting up scheduled report delivery to key stakeholders
- Analysing turnover trends with cohort and predictive filters
- Using workforce snapshots for historical comparisons
Module 8: Advanced Reporting & Data Storytelling - Combining multiple data sources into unified reports
- Using sub-reports and nested elements for complexity
- Creating conditional formatting rules for instant insights
- Building scorecards with traffic light indicators
- Designing executive dashboards with minimal clutter
- Incorporating time-series analysis for trend visibility
- Using benchmarks and targets to highlight performance gaps
- Exporting reports to PDF, Excel, and PowerPoint formats
- Embedding reports into presentations without losing integrity
- Presenting data to non-HR audiences with persuasive clarity
Module 9: Workforce Insights & Predictive Strategy - Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- The HR leader’s role in digital transformation
- Understanding Workday HCM’s core architecture without being technical
- Differentiating administrative use vs strategic mastery
- Mapping organisational goals to Workday capabilities
- The 5 capabilities every high-impact HR leader must leverage
- Common pitfalls and misconceptions in HCM technology adoption
- Establishing your personal learning objectives and success metrics
- Aligning Workday with People Strategy, not just HR operations
- Understanding tenant configuration vs user configuration
- How Workday supports workforce agility and continuous reinvention
Module 2: Navigating the Workday Interface with Executive Confidence - Dashboards, navigation, and personalisation for leaders
- Configuring your homepage for strategic oversight
- Using Quick Links and favourites for board reporting readiness
- Understanding security groups and role-based access
- Interpreting audit trails and change history
- Finding data fast: search tools and navigation shortcuts
- Switching between worker views: leader, HR, and executive
- Managing notifications and alerts for critical events
- Using Workday Assistant effectively for common queries
- Configuring multilingual and multi-region settings for global teams
Module 3: Workforce Planning & Organisational Modelling - Building dynamic headcount forecasts in Workday
- Scenario planning using what-if modelling tools
- Mapping alternate organisational hierarchies (matrix, project, cost centre)
- Managing position management and headcount approval workflows
- Analysing span of control and reporting line efficiency
- Integrating workforce plans with financial planning cycles
- Using org modelling to support M&A integration strategy
- Identifying succession risks through structure analysis
- Automating position budget validation rules
- Generating visual org charts for board presentations
Module 4: Talent Acquisition Strategy in Workday - Aligning recruitment strategy with workforce plans
- Configuring requisition approval workflows by role and level
- Setting up talent pools and sourcing rules
- Using predictive analytics for time-to-fill forecasting
- Analysing sourcing channel effectiveness
- Automating offer letter generation and e-signature workflows
- Configuring interview scorecards and decision routing
- Integrating candidate experience metrics into hiring strategy
- Tracking diversity hiring goals in real time
- Creating compliance alerts for affirmative action requirements
Module 5: Onboarding & Employee Lifecycle Automation - Designing end-to-end onboarding experiences
- Automating task assignments across HR, IT, and facilities
- Configuring pre-day one workflows and welcome sequences
- Integrating compliance training and policy acknowledgements
- Tracking onboarding completion rates and sentiment
- Setting up milestone-based check-ins and manager coaching prompts
- Using lifecycle events to trigger compensation and benefits actions
- Automating exit interviews and offboarding workflows
- Analysing retention risks during early tenure phases
- Connecting onboarding success to long-term employee performance
Module 6: Compensation Strategy & Performance Management - Aligning salary structures with market data in Workday
- Configuring pay ranges and equity bands
- Modelling merit increase budgets by department and level
- Automating performance review cycles and ratings workflows
- Setting up goal management and OKR tracking
- Linking performance outcomes to compensation decisions
- Generating real-time compensation equity reports
- Identifying pay disparity risks before they escalate
- Using Workday for incentive plan management
- Creating board-level compensation narrative dashboards
Module 7: Workforce Analytics & Business Intelligence - Building custom reports without code or SQL
- Selecting the right report type: basic, advanced, matrix
- Using calculated fields to create new KPIs
- Applying filters, conditions, and drill-down logic
- Creating reusable report templates for recurring needs
- Designing board-ready dashboards with visual clarity
- Integrating external data sources via upload and mapping
- Setting up scheduled report delivery to key stakeholders
- Analysing turnover trends with cohort and predictive filters
- Using workforce snapshots for historical comparisons
Module 8: Advanced Reporting & Data Storytelling - Combining multiple data sources into unified reports
- Using sub-reports and nested elements for complexity
- Creating conditional formatting rules for instant insights
- Building scorecards with traffic light indicators
- Designing executive dashboards with minimal clutter
- Incorporating time-series analysis for trend visibility
- Using benchmarks and targets to highlight performance gaps
- Exporting reports to PDF, Excel, and PowerPoint formats
- Embedding reports into presentations without losing integrity
- Presenting data to non-HR audiences with persuasive clarity
Module 9: Workforce Insights & Predictive Strategy - Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Building dynamic headcount forecasts in Workday
- Scenario planning using what-if modelling tools
- Mapping alternate organisational hierarchies (matrix, project, cost centre)
- Managing position management and headcount approval workflows
- Analysing span of control and reporting line efficiency
- Integrating workforce plans with financial planning cycles
- Using org modelling to support M&A integration strategy
- Identifying succession risks through structure analysis
- Automating position budget validation rules
- Generating visual org charts for board presentations
Module 4: Talent Acquisition Strategy in Workday - Aligning recruitment strategy with workforce plans
- Configuring requisition approval workflows by role and level
- Setting up talent pools and sourcing rules
- Using predictive analytics for time-to-fill forecasting
- Analysing sourcing channel effectiveness
- Automating offer letter generation and e-signature workflows
- Configuring interview scorecards and decision routing
- Integrating candidate experience metrics into hiring strategy
- Tracking diversity hiring goals in real time
- Creating compliance alerts for affirmative action requirements
Module 5: Onboarding & Employee Lifecycle Automation - Designing end-to-end onboarding experiences
- Automating task assignments across HR, IT, and facilities
- Configuring pre-day one workflows and welcome sequences
- Integrating compliance training and policy acknowledgements
- Tracking onboarding completion rates and sentiment
- Setting up milestone-based check-ins and manager coaching prompts
- Using lifecycle events to trigger compensation and benefits actions
- Automating exit interviews and offboarding workflows
- Analysing retention risks during early tenure phases
- Connecting onboarding success to long-term employee performance
Module 6: Compensation Strategy & Performance Management - Aligning salary structures with market data in Workday
- Configuring pay ranges and equity bands
- Modelling merit increase budgets by department and level
- Automating performance review cycles and ratings workflows
- Setting up goal management and OKR tracking
- Linking performance outcomes to compensation decisions
- Generating real-time compensation equity reports
- Identifying pay disparity risks before they escalate
- Using Workday for incentive plan management
- Creating board-level compensation narrative dashboards
Module 7: Workforce Analytics & Business Intelligence - Building custom reports without code or SQL
- Selecting the right report type: basic, advanced, matrix
- Using calculated fields to create new KPIs
- Applying filters, conditions, and drill-down logic
- Creating reusable report templates for recurring needs
- Designing board-ready dashboards with visual clarity
- Integrating external data sources via upload and mapping
- Setting up scheduled report delivery to key stakeholders
- Analysing turnover trends with cohort and predictive filters
- Using workforce snapshots for historical comparisons
Module 8: Advanced Reporting & Data Storytelling - Combining multiple data sources into unified reports
- Using sub-reports and nested elements for complexity
- Creating conditional formatting rules for instant insights
- Building scorecards with traffic light indicators
- Designing executive dashboards with minimal clutter
- Incorporating time-series analysis for trend visibility
- Using benchmarks and targets to highlight performance gaps
- Exporting reports to PDF, Excel, and PowerPoint formats
- Embedding reports into presentations without losing integrity
- Presenting data to non-HR audiences with persuasive clarity
Module 9: Workforce Insights & Predictive Strategy - Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Designing end-to-end onboarding experiences
- Automating task assignments across HR, IT, and facilities
- Configuring pre-day one workflows and welcome sequences
- Integrating compliance training and policy acknowledgements
- Tracking onboarding completion rates and sentiment
- Setting up milestone-based check-ins and manager coaching prompts
- Using lifecycle events to trigger compensation and benefits actions
- Automating exit interviews and offboarding workflows
- Analysing retention risks during early tenure phases
- Connecting onboarding success to long-term employee performance
Module 6: Compensation Strategy & Performance Management - Aligning salary structures with market data in Workday
- Configuring pay ranges and equity bands
- Modelling merit increase budgets by department and level
- Automating performance review cycles and ratings workflows
- Setting up goal management and OKR tracking
- Linking performance outcomes to compensation decisions
- Generating real-time compensation equity reports
- Identifying pay disparity risks before they escalate
- Using Workday for incentive plan management
- Creating board-level compensation narrative dashboards
Module 7: Workforce Analytics & Business Intelligence - Building custom reports without code or SQL
- Selecting the right report type: basic, advanced, matrix
- Using calculated fields to create new KPIs
- Applying filters, conditions, and drill-down logic
- Creating reusable report templates for recurring needs
- Designing board-ready dashboards with visual clarity
- Integrating external data sources via upload and mapping
- Setting up scheduled report delivery to key stakeholders
- Analysing turnover trends with cohort and predictive filters
- Using workforce snapshots for historical comparisons
Module 8: Advanced Reporting & Data Storytelling - Combining multiple data sources into unified reports
- Using sub-reports and nested elements for complexity
- Creating conditional formatting rules for instant insights
- Building scorecards with traffic light indicators
- Designing executive dashboards with minimal clutter
- Incorporating time-series analysis for trend visibility
- Using benchmarks and targets to highlight performance gaps
- Exporting reports to PDF, Excel, and PowerPoint formats
- Embedding reports into presentations without losing integrity
- Presenting data to non-HR audiences with persuasive clarity
Module 9: Workforce Insights & Predictive Strategy - Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Building custom reports without code or SQL
- Selecting the right report type: basic, advanced, matrix
- Using calculated fields to create new KPIs
- Applying filters, conditions, and drill-down logic
- Creating reusable report templates for recurring needs
- Designing board-ready dashboards with visual clarity
- Integrating external data sources via upload and mapping
- Setting up scheduled report delivery to key stakeholders
- Analysing turnover trends with cohort and predictive filters
- Using workforce snapshots for historical comparisons
Module 8: Advanced Reporting & Data Storytelling - Combining multiple data sources into unified reports
- Using sub-reports and nested elements for complexity
- Creating conditional formatting rules for instant insights
- Building scorecards with traffic light indicators
- Designing executive dashboards with minimal clutter
- Incorporating time-series analysis for trend visibility
- Using benchmarks and targets to highlight performance gaps
- Exporting reports to PDF, Excel, and PowerPoint formats
- Embedding reports into presentations without losing integrity
- Presenting data to non-HR audiences with persuasive clarity
Module 9: Workforce Insights & Predictive Strategy - Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Identifying flight risk indicators within Workday data
- Building predictive turnover models using workforce attributes
- Mapping tenure, performance, compensation, and promotion history
- Using absence patterns to forecast burnout risks
- Analysing manager impact on team retention
- Linking engagement survey results to workforce metrics
- Creating early warning systems for talent loss
- Forecasting skills gaps based on retirement trends
- Recommendation engines for internal mobility
- Using insights to shape proactive retention programs
Module 10: Time Tracking, Absence & Leave Management - Configuring absence types and accrual rules
- Setting up leave eligibility and approval workflows
- Managing FMLA, ADA, and international leave compliance
- Integrating absence data with payroll and performance
- Automating manager notifications for extended absences
- Analysing absenteeism trends by team, location, and role
- Using time-off patterns to assess team health
- Configuring part-time and flexible schedule rules
- Integrating with wellness and EAP programs
- Reporting on leave equity and access across demographics
Module 11: Core HR & Employee Data Governance - Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Understanding data ownership and stewardship models
- Configuring data change workflows for accuracy
- Setting up audit trails and compliance reporting
- Managing personal information across regions
- Implementing GDPR and CCPA-compliant practices
- Using data validation rules to prevent errors
- Creating employee self-service protocols
- Standardising job codes and titles across the enterprise
- Managing multiple legal employers within one tenant
- Ensuring data integrity during global expansions
Module 12: Compensation Analytics & Pay Equity - Generating pay distribution heatmaps
- Analysing pay equity across gender, ethnicity, and age
- Adjusting for tenure, performance, and location
- Creating audit-ready pay equity reports
- Using Workday’s Compensation Equity Dashboard
- Setting up alerts for emerging disparities
- Linking pay decisions to performance history
- Documenting rationale for compensation changes
- Integrating market benchmarking data
- Presenting pay equity narratives to boards and regulators
Module 13: Succession Planning & Leadership Pipeline - Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Configuring talent review meetings and calibration sessions
- Setting up nine-box grids and talent categories
- Mapping critical roles and succession readiness
- Identifying high-potential employees using performance data
- Creating development plans within Workday
- Automating talent review workflows across levels
- Tracking readiness timelines and development milestones
- Integrating leadership potential with mobility preferences
- Reporting on leadership pipeline depth and diversity
- Connecting succession plans to business continuity strategy
Module 14: Learning & Development Integration - Aligning learning paths with career progression
- Configuring course catalogs and skill tagging
- Automating manager recommendations for training
- Linking learning completion to performance goals
- Analysing skill gap trends across the workforce
- Integrating external LMS systems with Workday
- Creating compliance training requirements
- Tracking certification expirations and renewals
- Using learning data to inform promotion readiness
- Measuring ROI of learning programs on engagement
Module 15: Workday Security & Role Configuration - Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Understanding security groups and role types
- Configuring domain and task-based security
- Setting up business process security controls
- Designing security roles for HR, managers, and leaders
- Using Role Management to audit access
- Implementing segregation of duties principles
- Creating temporary access for projects and audits
- Managing third-party vendor access securely
- Documenting security changes for compliance
- Conducting access reviews and certifications
Module 16: Change Management & Stakeholder Engagement - Leading Workday changes without technical authority
- Communicating updates to different audiences
- Building coalitions with finance, IT, and legal
- Using change impact assessments to guide rollout
- Developing training materials and quick reference guides
- Measuring adoption and usage post-implementation
- Running pilot groups and feedback loops
- Addressing resistance with evidence-based messaging
- Creating executive sponsorship playbooks
- Establishing continuous improvement cycles
Module 17: Integration Strategy & System Interoperability - Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Understanding Workday’s integration ecosystem
- Using Core Connectors for common systems
- Configuring file-based and API integrations
- Mapping data fields across platforms (HRIS, payroll, CRM)
- Monitoring integration health and error logs
- Setting up alerts for failed data transfers
- Validating data consistency across systems
- Using EIBs for structured data loading
- Designing integration workflows for M&A
- Documenting integration architecture for audits
Module 18: Project Leadership for HR Tech Initiatives - Defining project scope and success criteria
- Building cross-functional implementation teams
- Creating communication plans for major updates
- Managing timelines and milestone tracking
- Conducting user acceptance testing
- Defining data migration rules and cleansing protocols
- Using Workday Project Management tools
- Preparing for go-live and hypercare support
- Measuring post-launch performance and user feedback
- Scaling successful pilots enterprise-wide
Module 19: Executive Dashboards & Board-Ready Reporting - Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders
Module 20: Certification, Next Steps & Career Advancement - Finalising your personal Workday mastery roadmap
- Preparing for professional credentialing beyond this course
- Positioning your expertise in performance reviews and promotions
- Using your Certificate of Completion in professional branding
- Connecting with peer communities for continued learning
- Accessing advanced resources and learning paths
- Applying your skills to internal consulting projects
- Demonstrating ROI through before-and-after metrics
- Building a legacy of HR innovation and strategic impact
- Receiving your official Certificate of Completion issued by The Art of Service
- Designing single-source-of-truth dashboards
- Choosing KPIs that align with business outcomes
- Creating visually compelling charts and graphs
- Arranging dashboard components for maximum clarity
- Setting up real-time data feeds for live updates
- Using conditional visibility to customise views
- Configuring dashboards for different leadership audiences
- Embedding narrative commentary within dashboards
- Exporting dashboards for board packets
- Building self-service capabilities for stakeholders