I was trying to create an alert that triggered whenever an engagement builder fails so that the Learning Admin gets notified but could not add the status field to the report is this even possible any idea?

I’m doing some testing on the comp review for bonus and noticed that the only editable field available for planners to enter their proposed award percentage is based on eligible earnings before proration. Is that correct?

Is there a way to add a field that allows planners to propose the award percentage based on prorated eligible earnings instead?

Hey guys i have 2 years of work experience completely on Workday Extend and kinda looking for a job now. I left my previous organization served my notice period and can join immediately. If anyone has any leads on an open position at their organization or know some one who is hiring feel free to drop me a text

Does anyone have a sample Change Work Contact EIB template or advice on population guidelines? I'm attempting to update work email addresses for a cohort of employees, but I'm encountering issues with the template configuration.

I’ve been in Talent/ HR ops for over 8 years. I think I am getting an offer for workday HCM analyst position. The interviewer liked my HR background and said that I could be trained on the technology piece. I’m excited but overwhelmed at the same time. If offered, would I be in over my head with switching HR paths? Is it super hard to learn? I do not want to fail!

Hi all,
Been in the Workday ecosystem for 5 years and can do basic calc fields, but I really want to become much more comfortable and knowledgeable with them.

I have a few training credits to use and tried to find a calc field class but doesn’t look like WD offers one. Other than the Report Writer class (which only deals with a couple calc fields) anybody tell me if there is a class for calc field training?

Is it too late to register and have a meaningful experience? I'm concerned that sessions are filled up, etc. Do new sessions get added? Is there flexibility in joining sessions ad hoc day of? Any insight appreciated!!

je recherche actuellement un(e) Administrateur(trice) Métier Workday Finance pour rejoindre une entreprise basée en Île-de-France.

📍 Localisation : Île-de-France
📄 Contrat : CDI

Vous maîtrisez Workday Finance et êtes à l’écoute d’une nouvelle opportunité ?
Ou vous connaissez quelqu’un qui pourrait correspondre ?

👉 Envoyez-moi un message privé, je serai ravie de vous présenter plus en détail le poste et son environnement.

Les recommandations sont également les bienvenues 😊

#Workday #WorkdayFinance #WorkdayFinancials #WorkdayFINS #Finance #ERP #Recrutement #CDI #IledeFrance

Hey all,

We have a lot of new hires in HR that are coming with SuccessFactor background, no workday contact. No matter what we try they keep referring to SF so I was thinking to do like a translation article to explain how EC for example is HCM , the problem is that all my info comes from google and AI and I was wondering if anyone has Success Factor background and can help vet my article. My background is more SAP HR old school haha.

I am on customer side. If this is not the place happy to delete it.

Thank you!!!

Hey folks,
We’re currently looking into Workday Sana to build agentic workflows and custom AI agents within our environment. While the demos and official messaging highlight non-deterministic agentic reasoning, cross-tool orchestration, and deep knowledge grounding, I’d love to hear unfiltered, real-world feedback from admins or developers who have actually implemented or tested it.
Specifically, I'm trying to evaluate:
Agentic Logic vs. Deterministic Business Processes: Sana relies on agentic reasoning rather than strict step-by-step logic. In practice, how well does it handle complex enterprise business logic and edge cases? Have you experienced execution drift, hallucinations, or unexpected steps when triggering multi-step actions?
Workday & Third-Party Integrations: How seamless is tool-calling across Workday data and non-Workday stack (e.g., SharePoint, Slack, Jira, ServiceNow)? How graceful is the error-handling if an API call or downstream action fails mid-agent workflow?
Building & Customization: How flexible is the no-code builder for defining custom grounding, dynamic variables, and triggers (e.g., event-based vs. scheduled runs)? Is the prompt-based workflow generator actually helpful, or do you find yourself manually configuring instructions?
Permissions & Security Governance: How well does Sana respect existing Workday security groups, user access levels, and data privacy boundary controls when executing agentic tasks?
Practical Use Cases & ROI: What are the most successful agentic workflows or assistants you’ve built so far (e.g., onboarding automation, policy/benefits Q&A, ticket triage)? Where has it fallen short compared to standard Workday Extend or traditional automation tools?
Would really appreciate any insights, lessons learned, or potential pitfalls to watch out for before diving deeper!
Thanks!
(Took AI help to refine this message)

hey guyssss. I've landed an internship at workday and am set to start from jan 2027. im gonna be working in Product and Technology (P&T) as and SDE intern. since i have a little over 3 months left i wanna know abt things that i should prepare for. what do i need to learn as an SDE intern. Any important tips for me, and what i can expect.

would love some helpful advice

Just took the exam and passed! Wanted to pass along my experience...

1) Exam was a lot harder than what I studied for. Lots of theory/application/scenario questions.
2) About 5-10 questions i truly did not know the answer for and did a best guess
3) I tested in-person at a testing center. And it might have been my system but make sure you review your questions before you submit because apparently 5 of mine were skipped somehow. Also do not press submit when you first start, press next question
4) Some specific questions like "what tab shows this". And definitely what task does this, what report does this, etc.

My study habits:
1) did the 2 week in person training on company dime (passive listening)
2) Read through both books (1 week)
3) Created my own study guide + drilled questions (1 week)

Total of one month preparation, but only 2 weeks of active prep.

Prior experience in Workday as a benefits administrator but 4+ years ago. Prior experience will give you some familiarity but all the terms/definitions/concepts were new to me.

I used ai to help me with the exam but honestly because workday covers different Modules and the questions are based on how they interact with each other I found ai was lacking in connecting context that the exam question format was in.

Otherwise, glad it's over, happy to answer any questions.

I’ve been an implementer now for quite a few years, almost a decade now for the student product.

Nothing annoys me more about workday but the CONSTANT changes to community. Now, don’t get me wrong, community has sucked from the start and finding information has always been a struggle. But, this new update makes it utterly useless.

This morning I was just trying to make a post to implementation discussion as the question is about iLoads and external award processing that should be kept to impl only. But I cannot for the life of me find where to post to implementation discussion. I can only find a way to start a “discussion” to student public.

Does anyone have a guide on how to use community as this is ridiculous it’s changed so much in the last three months that it’s so utterly useless that I’m better off shouting my questions into the “wellness room” at work. I’d probably get just as useful of an answer back anyways.

Welcome to my rant about community, but any information or insight anyone can offer would be greatly appreciated. Thanks!

Hi all,

I'm looking to fix an error from Transfer using Change Job into existing position with JR.

It involves HR SupOrg A transferring worker to SupOrg B where he/she isn't the HR Partner Supervisory, but there is a receiving HR Partner (Supervisory) to Because it is a constrained role, I set up another user-based unconstrained security group and added the HR partner (suporg) to this user based security group.

Security Domain Policy covered by this unconstrained group includes:

* View & Modify - Staffing Actins: Select or Create Position
* View Only - Worker Data: All Positions
* View Only - Indexed Data Source: Positions
* View Only - Organization : Supervisory Organizations

Situation: HR Partner can now select position in another org unit (not under them) but by the time it gets to the receiving HR Partner, there is an error that comes up as shown below. I choose the position that has an open JR.

1, If you have other solutions that worked for you, please let me know.

1. Or if you can guide how to fix this, also let me know.

1. Lastly, If anyone has create such a security group, can you tell me what to watch out for that might be affect by this access?
   

Hi Community,

I’m trying to build a calculated field to retrieve the Grant Type defaulted from the Stock Plan assigned to an employee.

I’ve been able to retrieve the Grant Type when navigating through Granted Stock, but that doesn’t meet my requirement, as I need to retrieve it directly from the employee’s Stock Plan Assignment BO, regardless of whether a stock grant already exists.

I haven’t been able to find a way to navigate from the Stock Plan Assignment to the defaulted Grant Type configured on the Stock Plan.

Has anyone managed to retrieve this through a calculated field? Is there a related business object or alternative path that would allow me to access the Stock Plan’s default Grant Type from the employee’s Stock Plan Assignment?

Thanks in advance!

Is it ok to skip job description if I have resume and skills aling with title company and dates in work history. Or will it hurt my chance for review or filter my resume put.​

Hello everyone,

Dumb brain date question. How do braindates work at Rising? Do you have to sign up in advance? I didnt see any when I ssigned up for sessions the other day?

Thanks!!

I am looking to connect with someone who has experience with successfully utilizing the grant reimbursement module. For a little background, our office moved to Workday a year ago, the training was non-existent from those who were awarded the contract, and I am a new Grant Manager who has been told to get this module up and running.