Mastering Workday HCM for Strategic HR Leadership
You're not just managing HR systems. You're leading transformation, shaping culture, and driving talent strategy in a world where every decision must deliver measurable impact. Yet, you’re feeling the pressure. Workday HCM holds immense potential, but most leaders are stuck using only its surface features, missing the deeper strategic levers that align people data with business outcomes. You know the gaps. You feel the urgency. But without structured mastery, even experienced users operate with incomplete insights, delayed reporting, and manual workarounds that erode credibility. Mastering Workday HCM for Strategic HR Leadership is the definitive roadmap that transforms how you leverage the platform to lead with data, influence at the executive level, and deliver HR that anticipates business needs. This is not a technical manual. It’s a strategic operating system for HR leaders who want to move from transactional oversight to boardroom-ready insight. One Senior HR Director at a Fortune 500 company used this course to redesign their global talent review process within three weeks. By reconfiguring Workday’s performance and succession modules, they reduced cycle time by 40%, increased manager participation by 68%, and presented a unified talent dashboard to the C-suite-all using core Workday functionality they already owned. This course bridges the gap between what you know and what the business expects. It turns complexity into clarity, uncertainty into confidence, and operational work into strategic influence. You’ll go from fragmented navigation and reactive reporting to owning a holistic, future-proof Workday strategy that aligns workforce planning, talent analytics, compliance, and change leadership into one coherent model-with a board-ready implementation plan by the final module. Here’s how this course is structured to help you get there.Course Format & Delivery Details Designed for Real Leaders with Real Workloads
This course is fully self-paced, with on-demand access that adapts to your schedule. There are no fixed dates, no time zones to track, and no live sessions to miss. You progress when it makes sense for your priorities and bandwidth. Most learners complete the core curriculum in 12 to 18 hours of focused work, with many reporting tangible improvements in reporting accuracy and process design within the first week. The structure is designed so you can apply each module’s insights immediately-with tools and templates you can customise for your organisation. Lifetime Access, Zero Obsolescence Risk
You receive lifetime access to all materials, including future updates at no additional cost. As Workday releases new features or regulatory changes impact HCM workflows, updated guidance will be added directly to your course library. Your investment grows with the platform. Access is available 24/7 from any device-laptop, tablet, or mobile. The content is fully responsive, downloadable, and designed for fast navigation so you can reference key frameworks during meetings, audits, or implementation planning-anytime, anywhere. Direct Expert Support When You Need It
You are not learning in isolation. This course includes structured instructor support through dedicated guidance channels. Whether you’re troubleshooting a complex security role, designing a custom report, or aligning compensation workflows with governance policies, expert feedback is available to ensure your decisions are sound and scalable. Our support model is built for clarity, not dependency. You’ll receive concise, actionable responses to your specific queries-no generic answers, no chatbot delays-just real expertise applied to real HR leadership challenges. Certification That Commands Attention
Upon completion, you will earn a Certificate of Completion issued by The Art of Service. This credential is globally recognised and designed to validate deep, applied mastery of Workday HCM, not just conceptual knowledge. Employers across finance, healthcare, technology, and public sectors value this certification for leadership, internal audit, and transformation roles. The certificate includes a unique verification code and reflects your ability to design, optimise, and govern Workday HCM systems at a strategic level-making it ideal for inclusion in LinkedIn profiles, executive bios, or performance reviews. No Hidden Fees. No Surprise Costs.
The pricing structure is completely transparent. What you see is what you pay-no subscriptions, no add-ons, no locked modules. One straightforward fee grants full access to every resource, tool, and update in the course. We accept all major payment methods, including Visa, Mastercard, and PayPal. Transactions are processed through a secure, PCI-compliant gateway, ensuring your details are protected at every step. Zero-Risk Enrollment: Satisfied or Refunded
We stand behind the value of this course with an unconditional money-back guarantee. If you complete the first three modules and feel the content does not deliver clear, actionable insights or measurable improvement in your Workday decision-making, contact us for a full refund-no questions asked. This is not a theoretical exercise. It’s a practical, outcome-driven program built for professionals who demand results. What If This Doesn’t Work for My Industry or System Setup?
This course works even if you’re in a heavily regulated industry, have complex organisational hierarchies, or operate across multiple geographies with local compliance requirements. The frameworks are designed to be adaptable, not prescriptive. Whether you’re in healthcare, higher education, manufacturing, or global financial services, the course walks you through configuration strategies that respect your unique constraints while unlocking maximum strategic value from your existing Workday investment. Another learner, a Chief People Officer at a 10,000-employee nonprofit, used this course to redesign their DEI reporting framework. By leveraging Workday’s embedded analytics and custom dashboards, they automated quarterly board reports, increased data accuracy, and reduced manual validation efforts by 75%-all without additional IT support. After enrollment, you’ll receive a confirmation email, followed by a separate message with your access instructions once your course materials are fully provisioned. You’ll be guided step by step into the learning environment, ensuring a smooth and professional onboarding experience.
Extensive and Detailed Course Curriculum
Module 1: Foundations of Strategic Workday HCM Leadership - Understanding the evolution of HCM and Workday’s role in modern HR strategy
- Differentiating transactional use from strategic mastery of the platform
- Aligning Workday capabilities with organisational maturity models
- Defining the HR leader’s role as a data governance champion
- Mapping core HR processes to Workday’s native functionality
- Identifying common gaps in Workday adoption across enterprises
- Assessing your current Workday maturity level using a diagnostic framework
- Creating a personal mastery roadmap for strategic implementation
- Understanding tenant architecture and its strategic implications
- Recognising the difference between configuration and customisation
Module 2: Navigating the Workday Ecosystem with Executive Fluency - Mastering the Workday navigation menu for rapid data discovery
- Using Worktags to enhance reporting and segmentation
- Leveraging Quick Links and Personal Homepages for leadership efficiency
- Understanding the core modules and their interdependencies
- Accessing system health and uptime information for stakeholder communication
- Locating release notes and update summaries for strategic planning
- Using the Help system effectively without technical dependency
- Searching across Workday using advanced keywords and filters
- Customising dashboards for executive visibility
- Navigating the Community and Trusted Advisor resources securely
Module 3: Workforce Architecture and Organisational Design - Designing global organisational hierarchies with scalability in mind
- Configuring business units, cost centres, and funding sources
- Implementing Workday Locations for compliance and analytics
- Building effective job profiles with future-ready attributes
- Managing job families, levels, and grading structures
- Using Organisation Planning tools for headcount forecasting
- Modelling restructures and scenario planning within Workday
- Integrating workforce plans with budget cycles
- Understanding the impact of acquisition and divestiture on structures
- Creating audit-ready documentation for governance reporting
Module 4: Talent Acquisition Strategy with Workday Recruiting - Aligning recruiting workflows with employer branding goals
- Configuring job posting templates for consistency and compliance
- Setting up hiring teams and approval chains for speed and control
- Designing candidate experiences that reflect organisational culture
- Leveraging candidate qualifications for skills-based hiring
- Using talent pipelines and souring strategies within Workday
- Analysing time-to-fill and cost-per-hire metrics effectively
- Integrating onboarding workflows with hiring decisions
- Managing internal mobility and promotions through Recruiting
- Generating board-level recruiting dashboards with real-time data
Module 5: Onboarding and Employee Lifecycle Management - Designing global onboarding programs with localised compliance
- Configuring checklist tasks by role, region, and seniority
- Assigning mentors and buddies through embedded workflows
- Tracking new hire completion rates and identifying bottlenecks
- Linking onboarding success to 90-day performance outcomes
- Managing employee transfers, promotions, and role changes
- Handling international assignments and expatriate contracts
- Designing offboarding workflows with knowledge transfer protocols
- Automating exit interviews and retention risk alerts
- Ensuring compliance with data privacy regulations during transitions
Module 6: Compensation Planning and Governance - Structuring compensation hierarchies aligned with business units
- Configuring salary ranges and market positioning bands
- Designing bonus and incentive plans within Workday
- Managing equity grants and vesting schedules
- Creating fast, accurate compensation statements for employees
- Securing access to sensitive compensation data
- Conducting pay equity analyses using Workday AOD
- Generating compensation narratives for board reporting
- Automating approval workflows by manager level and budget
- Integrating compensation planning with annual performance cycles
Module 7: Performance & Development Enablement - Designing performance review cycles with flexibility and control
- Configuring goal setting frameworks aligned to company objectives
- Implementing 360 feedback with rater anonymity and calibration
- Using performance ratings for talent review and succession planning
- Creating individual development plans linked to learning modules
- Analysing performance trends across demographics and functions
- Generating visual dashboards for executive workforce insights
- Managing high-potential programs within Workday
- Calibrating performance ratings to reduce manager bias
- Archiving and retaining performance records for compliance
Module 8: Learning Management and Skills Transformation - Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
Module 1: Foundations of Strategic Workday HCM Leadership - Understanding the evolution of HCM and Workday’s role in modern HR strategy
- Differentiating transactional use from strategic mastery of the platform
- Aligning Workday capabilities with organisational maturity models
- Defining the HR leader’s role as a data governance champion
- Mapping core HR processes to Workday’s native functionality
- Identifying common gaps in Workday adoption across enterprises
- Assessing your current Workday maturity level using a diagnostic framework
- Creating a personal mastery roadmap for strategic implementation
- Understanding tenant architecture and its strategic implications
- Recognising the difference between configuration and customisation
Module 2: Navigating the Workday Ecosystem with Executive Fluency - Mastering the Workday navigation menu for rapid data discovery
- Using Worktags to enhance reporting and segmentation
- Leveraging Quick Links and Personal Homepages for leadership efficiency
- Understanding the core modules and their interdependencies
- Accessing system health and uptime information for stakeholder communication
- Locating release notes and update summaries for strategic planning
- Using the Help system effectively without technical dependency
- Searching across Workday using advanced keywords and filters
- Customising dashboards for executive visibility
- Navigating the Community and Trusted Advisor resources securely
Module 3: Workforce Architecture and Organisational Design - Designing global organisational hierarchies with scalability in mind
- Configuring business units, cost centres, and funding sources
- Implementing Workday Locations for compliance and analytics
- Building effective job profiles with future-ready attributes
- Managing job families, levels, and grading structures
- Using Organisation Planning tools for headcount forecasting
- Modelling restructures and scenario planning within Workday
- Integrating workforce plans with budget cycles
- Understanding the impact of acquisition and divestiture on structures
- Creating audit-ready documentation for governance reporting
Module 4: Talent Acquisition Strategy with Workday Recruiting - Aligning recruiting workflows with employer branding goals
- Configuring job posting templates for consistency and compliance
- Setting up hiring teams and approval chains for speed and control
- Designing candidate experiences that reflect organisational culture
- Leveraging candidate qualifications for skills-based hiring
- Using talent pipelines and souring strategies within Workday
- Analysing time-to-fill and cost-per-hire metrics effectively
- Integrating onboarding workflows with hiring decisions
- Managing internal mobility and promotions through Recruiting
- Generating board-level recruiting dashboards with real-time data
Module 5: Onboarding and Employee Lifecycle Management - Designing global onboarding programs with localised compliance
- Configuring checklist tasks by role, region, and seniority
- Assigning mentors and buddies through embedded workflows
- Tracking new hire completion rates and identifying bottlenecks
- Linking onboarding success to 90-day performance outcomes
- Managing employee transfers, promotions, and role changes
- Handling international assignments and expatriate contracts
- Designing offboarding workflows with knowledge transfer protocols
- Automating exit interviews and retention risk alerts
- Ensuring compliance with data privacy regulations during transitions
Module 6: Compensation Planning and Governance - Structuring compensation hierarchies aligned with business units
- Configuring salary ranges and market positioning bands
- Designing bonus and incentive plans within Workday
- Managing equity grants and vesting schedules
- Creating fast, accurate compensation statements for employees
- Securing access to sensitive compensation data
- Conducting pay equity analyses using Workday AOD
- Generating compensation narratives for board reporting
- Automating approval workflows by manager level and budget
- Integrating compensation planning with annual performance cycles
Module 7: Performance & Development Enablement - Designing performance review cycles with flexibility and control
- Configuring goal setting frameworks aligned to company objectives
- Implementing 360 feedback with rater anonymity and calibration
- Using performance ratings for talent review and succession planning
- Creating individual development plans linked to learning modules
- Analysing performance trends across demographics and functions
- Generating visual dashboards for executive workforce insights
- Managing high-potential programs within Workday
- Calibrating performance ratings to reduce manager bias
- Archiving and retaining performance records for compliance
Module 8: Learning Management and Skills Transformation - Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Mastering the Workday navigation menu for rapid data discovery
- Using Worktags to enhance reporting and segmentation
- Leveraging Quick Links and Personal Homepages for leadership efficiency
- Understanding the core modules and their interdependencies
- Accessing system health and uptime information for stakeholder communication
- Locating release notes and update summaries for strategic planning
- Using the Help system effectively without technical dependency
- Searching across Workday using advanced keywords and filters
- Customising dashboards for executive visibility
- Navigating the Community and Trusted Advisor resources securely
Module 3: Workforce Architecture and Organisational Design - Designing global organisational hierarchies with scalability in mind
- Configuring business units, cost centres, and funding sources
- Implementing Workday Locations for compliance and analytics
- Building effective job profiles with future-ready attributes
- Managing job families, levels, and grading structures
- Using Organisation Planning tools for headcount forecasting
- Modelling restructures and scenario planning within Workday
- Integrating workforce plans with budget cycles
- Understanding the impact of acquisition and divestiture on structures
- Creating audit-ready documentation for governance reporting
Module 4: Talent Acquisition Strategy with Workday Recruiting - Aligning recruiting workflows with employer branding goals
- Configuring job posting templates for consistency and compliance
- Setting up hiring teams and approval chains for speed and control
- Designing candidate experiences that reflect organisational culture
- Leveraging candidate qualifications for skills-based hiring
- Using talent pipelines and souring strategies within Workday
- Analysing time-to-fill and cost-per-hire metrics effectively
- Integrating onboarding workflows with hiring decisions
- Managing internal mobility and promotions through Recruiting
- Generating board-level recruiting dashboards with real-time data
Module 5: Onboarding and Employee Lifecycle Management - Designing global onboarding programs with localised compliance
- Configuring checklist tasks by role, region, and seniority
- Assigning mentors and buddies through embedded workflows
- Tracking new hire completion rates and identifying bottlenecks
- Linking onboarding success to 90-day performance outcomes
- Managing employee transfers, promotions, and role changes
- Handling international assignments and expatriate contracts
- Designing offboarding workflows with knowledge transfer protocols
- Automating exit interviews and retention risk alerts
- Ensuring compliance with data privacy regulations during transitions
Module 6: Compensation Planning and Governance - Structuring compensation hierarchies aligned with business units
- Configuring salary ranges and market positioning bands
- Designing bonus and incentive plans within Workday
- Managing equity grants and vesting schedules
- Creating fast, accurate compensation statements for employees
- Securing access to sensitive compensation data
- Conducting pay equity analyses using Workday AOD
- Generating compensation narratives for board reporting
- Automating approval workflows by manager level and budget
- Integrating compensation planning with annual performance cycles
Module 7: Performance & Development Enablement - Designing performance review cycles with flexibility and control
- Configuring goal setting frameworks aligned to company objectives
- Implementing 360 feedback with rater anonymity and calibration
- Using performance ratings for talent review and succession planning
- Creating individual development plans linked to learning modules
- Analysing performance trends across demographics and functions
- Generating visual dashboards for executive workforce insights
- Managing high-potential programs within Workday
- Calibrating performance ratings to reduce manager bias
- Archiving and retaining performance records for compliance
Module 8: Learning Management and Skills Transformation - Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Aligning recruiting workflows with employer branding goals
- Configuring job posting templates for consistency and compliance
- Setting up hiring teams and approval chains for speed and control
- Designing candidate experiences that reflect organisational culture
- Leveraging candidate qualifications for skills-based hiring
- Using talent pipelines and souring strategies within Workday
- Analysing time-to-fill and cost-per-hire metrics effectively
- Integrating onboarding workflows with hiring decisions
- Managing internal mobility and promotions through Recruiting
- Generating board-level recruiting dashboards with real-time data
Module 5: Onboarding and Employee Lifecycle Management - Designing global onboarding programs with localised compliance
- Configuring checklist tasks by role, region, and seniority
- Assigning mentors and buddies through embedded workflows
- Tracking new hire completion rates and identifying bottlenecks
- Linking onboarding success to 90-day performance outcomes
- Managing employee transfers, promotions, and role changes
- Handling international assignments and expatriate contracts
- Designing offboarding workflows with knowledge transfer protocols
- Automating exit interviews and retention risk alerts
- Ensuring compliance with data privacy regulations during transitions
Module 6: Compensation Planning and Governance - Structuring compensation hierarchies aligned with business units
- Configuring salary ranges and market positioning bands
- Designing bonus and incentive plans within Workday
- Managing equity grants and vesting schedules
- Creating fast, accurate compensation statements for employees
- Securing access to sensitive compensation data
- Conducting pay equity analyses using Workday AOD
- Generating compensation narratives for board reporting
- Automating approval workflows by manager level and budget
- Integrating compensation planning with annual performance cycles
Module 7: Performance & Development Enablement - Designing performance review cycles with flexibility and control
- Configuring goal setting frameworks aligned to company objectives
- Implementing 360 feedback with rater anonymity and calibration
- Using performance ratings for talent review and succession planning
- Creating individual development plans linked to learning modules
- Analysing performance trends across demographics and functions
- Generating visual dashboards for executive workforce insights
- Managing high-potential programs within Workday
- Calibrating performance ratings to reduce manager bias
- Archiving and retaining performance records for compliance
Module 8: Learning Management and Skills Transformation - Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Structuring compensation hierarchies aligned with business units
- Configuring salary ranges and market positioning bands
- Designing bonus and incentive plans within Workday
- Managing equity grants and vesting schedules
- Creating fast, accurate compensation statements for employees
- Securing access to sensitive compensation data
- Conducting pay equity analyses using Workday AOD
- Generating compensation narratives for board reporting
- Automating approval workflows by manager level and budget
- Integrating compensation planning with annual performance cycles
Module 7: Performance & Development Enablement - Designing performance review cycles with flexibility and control
- Configuring goal setting frameworks aligned to company objectives
- Implementing 360 feedback with rater anonymity and calibration
- Using performance ratings for talent review and succession planning
- Creating individual development plans linked to learning modules
- Analysing performance trends across demographics and functions
- Generating visual dashboards for executive workforce insights
- Managing high-potential programs within Workday
- Calibrating performance ratings to reduce manager bias
- Archiving and retaining performance records for compliance
Module 8: Learning Management and Skills Transformation - Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Structuring learning organisations and course catalogues
- Assigning mandatory training by role and location
- Tracking completion and expiry for compliance-related courses
- Integrating skills data from learning into talent profiles
- Using Learning to support organisational change initiatives
- Curating microlearning paths for leadership development
- Reporting on learning ROI and impact on performance
- Managing third-party content providers within Workday
- Configuring certifications and licensing renewals
- Creating skills gap analyses for future workforce planning
Module 9: Succession & Workforce Planning Mastery - Building executive succession pools with readiness assessments
- Configuring talent reviews with structured discussion guides
- Using nine-box grids for calibration without bias
- Identifying critical roles and bench strength
- Modelling future leadership pipelines under various scenarios
- Linking development plans to succession readiness scores
- Generating board-level reports on leadership pipeline health
- Managing confidential talent data with secure access
- Automating succession snapshot updates quarterly
- Integrating workforce plans with capital allocation decisions
Module 10: Workday Security & Role-Based Access Design - Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Understanding security groups and their business impact
- Designing role-based access for HR, managers, and employees
- Implementing business process security policies
- Configuring domain security for sensitive data
- Performing security audits using Workday reports
- Managing emergency access and system administrator roles
- Applying the principle of least privilege across functions
- Reviewing audit trail reports for compliance evidence
- Documenting security design for internal and external auditors
- Training HR teams on secure change management practices
Module 11: Reporting & Analytics for Strategic Decision-Making - Understanding Report Writer, Prism, and Composite Reporting
- Building ad hoc reports without technical assistance
- Using calculated fields to create custom metrics
- Designing dashboards for executive consumption
- Embedding filters for role-based data visibility
- Scheduling automated report delivery to stakeholders
- Exporting data securely for external analysis
- Creating benchmark-ready reports for external comparisons
- Linking people analytics to financial and operational KPIs
- Generating audit packs for regulatory compliance reporting
Module 12: Data Management & Integration Strategy - Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Understanding Workday Integrations Cloud (WIC)
- Configuring EIBs for common data updates
- Using Core Connectors for payroll and finance alignment
- Managing data accuracy through validation rules
- Designing data stewardship roles across the business
- Importing legacy data during system transitions
- Establishing data refresh schedules and ownership
- Documenting integration touchpoints for change control
- Testing data flows before production deployment
- Monitoring integration health with status dashboards
Module 13: Change Management & Stakeholder Adoption - Developing a communication plan for Workday enhancements
- Identifying key influencers and change champions
- Creating role-specific training materials and job aids
- Running pilot programs before enterprise rollout
- Measuring adoption using Workday usage analytics
- Addressing resistance with data-driven conversations
- Linking Workday changes to business outcomes
- Reporting success stories to executive sponsors
- Sustaining adoption through ongoing reinforcement
- Planning for continuous improvement cycles
Module 14: Advanced Configuration & Custom Solutions - Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Using calculated fields in business processes
- Creating custom organisational attributes
- Designing composite reports for cross-module insights
- Configuring custom notifications and alerts
- Building dynamic org charts with filtering logic
- Implementing custom validation rules for data integrity
- Using Workday Studio for advanced scenarios (overview)
- Understanding when to use native tools vs external systems
- Documenting configurations for knowledge transfer
- Testing changes in sandbox environments
Module 15: Strategic HR Metrics & Executive Reporting - Defining HR KPIs that matter to CFOs and CEOs
- Linking turnover to recruitment costs and productivity loss
- Measuring leadership bench strength by business unit
- Tracking diversity representation at all levels
- Analysing engagement data in context with retention
- Reporting on learning investment versus performance lift
- Forecasting workforce costs under different scenarios
- Creating single-page executive summaries using dashboards
- Aligning HR metrics with ESG and sustainability goals
- Presenting data stories that drive action, not just awareness
Module 16: Compliance, Risk & Audit Readiness - Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Configuring GDPR and CCPA compliance workflows
- Managing EU Works Council requirements in Workday
- Documenting data retention policies by region
- Running SOX-compliant access reviews
- Preparing for internal and external audits
- Generating compliance certification reports
- Managing equal employment opportunity (EEO) reporting
- Using Workday for affirmative action plan tracking
- Securing sensitive employee data with encryption
- Responding to data subject access requests (DSARs)
Module 17: Global HCM Deployment & Localisation Strategies - Configuring country-specific legal entities
- Managing local payroll interfaces and statutory reporting
- Handling multiple languages and currencies
- Supporting global mobility with assignment tracking
- Aligning performance cycles across time zones
- Respecting cultural differences in feedback delivery
- Implementing region-specific security policies
- Managing expatriate taxation workflows
- Supporting local leave and benefit regulations
- Creating global consistency with local flexibility
Module 18: People Analytics & Predictive Workforce Insights - Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Accessing Workday People Analytics dashboards
- Interpreting turnover risk indicators
- Identifying flight risk factors using composite data
- Analysing manager impact on team retention
- Exploring skills gap forecasts by function
- Using sentiment analysis from engagement surveys
- Linking performance data to career progression
- Modelling future talent supply and demand
- Creating predictive dashboards for executive planning
- Translating analytics into workforce strategy actions
Module 19: Integrating Workday with Broader Enterprise Strategy - Aligning Workday roadmap with digital transformation goals
- Connecting HR data to finance and supply chain planning
- Supporting M&A integration with tenant consolidation
- Leveraging Workday for enterprise risk management
- Using people data in ESG and sustainability disclosures
- Supporting operational resilience with workforce analytics
- Embedding HR insights into board governance packs
- Positioning CHRO as a strategic co-pilot to CEO
- Creating cross-functional data-sharing agreements
- Measuring HR’s contribution to shareholder value
Module 20: Certification, Mastery & Next Steps - Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles
- Completing the strategic implementation project
- Documenting your Workday optimisation plan
- Submitting for Certificate of Completion issuance
- Verifying your certificate through The Art of Service portal
- Adding certification to professional profiles and resumes
- Accessing alumni resources and community forums
- Receiving updates on new Workday functionality
- Joining peer advisory groups for continued growth
- Planning your next phase of HR digital leadership
- Positioning yourself for promotion, consulting, or board roles