Before hiring into a position management enabled supervisory organization, you must create a position. Before hiring into a job management enabled supervisory organization, you must set hiring restrictions. The Create Position and Hiring Restrictions task initiate business processes. After you've either "Created a Role" (Position Management) or set up your "Hiring Restrictions" (Job Management), the "Hire" option shows up on your "Related Actions" menu and you can now hire a person and move them into their respective role or job.

But if you've set up your Org Structure incorrectly, it's impossible to be able to assign those roles to the right Supervisory Organization and complete the hiring process correctly...

The next several items are in red to represent the problem represented by assigning a job / role to the wrong Supervisory Organization because of an org structure that was incorrectly built. If this isn't an issue, you can proceed to F) Hiring & Wrapping Up
This is the way the Org Chart looks currently complete with unassigned Roles and Jobs. This is what we're trying to repair! Remember, if you've already assigned the role of "Manager" to the hire that you're now cancelling, you're going to get an error. Be sure to put Logan back in the "Manager's" spot. Now you're just using the "Hiring Restrictions" referenced earlier and then clicking "Hire" in the "Related Actions" menu and you're good to go!



All the questions and the respective answers to the "Knowledge Checks" in the eBook.

This is your starting point - your "Filing Cabinet." Everything about your tenant is going to be filed under this heading.

When creating new organization hierarchies (e.g., supervisory organizations, companies, cost centers, regions), you also need to create a reorganization event. A reorganization event groups reorganization activities into an event that you can track in Workday. You can apply a common effective date to the reorganization activities and view and manage those activities in delivered reports and queries. (p76)

To get it done, you'll refer to page 77 of the book. It looks like this:

1. Use the Create Reorganization task to establish a new reorganization event.
2. Enter the following information:

Field Name	Entry Value
Reorganization Name	Alpha Project
Reorganization Date	Today's Date
Description	Use this reorganization event to group activities related to the creation of Alpha organizations.

3. Click OK and Done. 

Create Company - (p105) do a search for "Create Company"

While the "Supervisory Organization" is the Business Object that's going to show up most frequently in Workday, it's not the foundation upon which everything else is built. Your "rock" is the "Company."

Each organization type tracks different information. For example, supervisory organizations track workers. In contrast, cost center organizations track financial transactions, and company organizations provide a vehicle for statutory reporting. You can create an unlimited number of each organization type to use for your different reporting needs.(p96)

A Company represents a legal entity and ties to all financial transactions. A primary organization type for Workday Financial Management, you can use company organizations to generate most financial reports, such as balance sheets and income statements. Workday recommends that you create a separate company for each internal entity with a separate tax ID. (p98)

To create a company, do a search for the "Create Company" task. You'll find it on page 105. Refer to the screenshot to the right to see how to fill in the fields.

There's a good chance you're going to have to fill in some roles on this screen at some point. Maybe not now, but be aware of this interface because it's here where you'll assign those roles and you'll need those roles to be in place in order to hire for any positions.

Here's how you do it...

1. Search for and select Create Company
2. In the Reorganization field, put in your reorg name
3. Use the screenshot to the right to enter the correct info

In the Workday system, every location has a location usage. Example location usages include business site, business asset, inventory, housing, and more. Supervisory organizations use business site locations to account for workers' physical location. Business sites also provide a time profile, time zone, and locale information.

What this translates to, as far as setting up your tenant, is you're going to need at least one location in your system before creating a Supervisory Organization.

Create a Location by doing a search for the "Create Location" task and fill in all the appropriate fields...

Field Name	Entry Value
Location Name	Reading
Location Usage	Business Site

You'll also need to enter the "Contact Information" as well as the "Business Site Information."

After you're done, you need to create a "Location Hierarchy." A Location Hierarchy brings what would otherwise be random locations beneath the heading of an intuitive category. Think of it like a file folder where you're placing different business sites that have a similar geographical location.

To create your hierarchy...

1. Search for and select the Create Location Hierarchy task.
2. Use the Alpha Project reorganization event. Click OK.
3. Enter the location information:

Field Name	Entry Value
Name	Alpha Location Hierarchy
Subtype	Geographic Division
Visibility	Everyone

Remember, after you set up your Hierarchy, be sure to assign the locations you created to that Hierarchy. Otherwise, it won't make sense.

Make sure that when you add your locations, click on the "Related Actions" and be certain that you're adding a "Service Center" and not something else.

To assign your locations, do the following:

1. Using the Alpha Location Hierarchy's Related Actions and select Reorganization > Assign Locations.
2. Use the Alpha Project reorganization event. Click OK.
3. In the Locations field, select Boston, Atlanta, and Reading.
4. Click OK. Review the new location hierarchy, included locations, and included members.
5. Use the Alpha Location Hierarchy's Related Actions and select Org Chart to check your work.

Note: Any open positions that are location-specific will also appear in the Org Chart...

You may not need to set up a Cost Center for your exam, but...you want to know what they are and be ready to set them up just in case.

Cost Center - financial grouping of employees typically used to charge employees to the proper GL accounting structure. Here's how you set up a Cost Center...

Use the Create Cost Center task to create the cost centers below.

1. Use the Alpha Project reorganization event.
2. Make all cost centers visible to Role Assignees and Members.
3. Enter the name and code into the appropriate fields and configure the organization to Include Code in Name.

Name	Code
Gen Admin	A500
Robotic R&D	A300
Robotic Sales	A400

When you go add your Cost Centers into your top level Organization, the way they're going to show up when you do a search in the "Default Organization" column will be the Code followed by whatever name you gave your Cost Center.

So, for example, the above names and codes would show up as:

A500 Gen Admin
A300 Robotic R&D
A400 Robotic Sales

For that reason, you may want to be a little more "descriptive" when you name your Cost Centers (if that option is available) just so you know what to be looking for and what to be adding into that "Default Organization" column.

Cost Center Hierarchy - similar to a Location Hierarchy, as far as how it groups Cost Centers according to a "logical" combination. Not required, but good for Reporting.

To get it done, do the following:

Use the Create Cost Center Hierarchy task to create the structure.

1. Use the Alpha Project reorganization event.
2. Name the cost center hierarchy All Functions.
3. Select Function as the subtype for the cost center hierarchy.
4. Make the cost center hierarchy visible only to Role Assignees and Members.
5. Assign Logan McNeil's position to the Cost Center Manager role.



Assign the Cost Centers to the Cost Center Hierarchy

1. Click the All Functions cost center hierarchy's Related Actions and then select Reorganization > Assign Included Organizations.
2. Use the Alpha Project Reorganization event. Click OK.
3. In the Includes Organization field, search for and select the three new cost centers.
4. Click OK. Review the new cost center hierarchy and included cost centers.

If the name of your Cost Centers don't show up, don't freak. Make sure you've got the name correct as well as the "Availability Date." If you have to make any changes, again the "Reorganization" report will give you the chance to make those edits.

Create Supervisory Organization - this is where you're creating your hierarchy, as far as your pecking order.

You'll start by creating your "top level" organization. Here's how you do that:

1. Search for and select the Create Supervisory Organization task to create the top-level supervisory organization, using the Alpha Project reorganization event.
2. In the Reorganization field, use the Alpha Project event. Click OK.
3. Enter the following information:

Field Name	Field Value
Name	Alpha Corporation
Include Manager / Leader in Name	(select)
Subtype	Division
Visibility	Everyone
Primary Location	Boston
Staffing Model	Position Management

4. Select the Assign Roles tab, then click the Add Row icon to add three new rows. Enter the following information:

Field Name	Field Value
Role	Manager
Role	HR Partner
Role	Compensation Partner
Assigned To	Logan McNeil

Your Manager, HR Partner and Compensation Partner roles need to be in place because you'll need those in place to do any hiring.

After you create your "top level" organization, navigate back to that Supervisory Organization and using the Related Actions menu, select "Create Subordinate." Here's how you do that:

1. To begin, navigate to the Alpha Corporation.
2. Use the supervisory organization's Related Action > Reorganization, and then select Create Subordinate.
3. Use the guidelines below to create each supervisory organization and allow any other values to inherit from the superior.

1. Select the Include Manager/Leader in name checkbox.
2. Select the Division subtype for each subordinate organization.
3. Select the primary location for each supervisory organization based on the location of the manager.

4. Repeat steps 2 - 3 to create each subordinate organization in Alpha Corporation's hierarchy.

Here's the thing you want to be aware of...

Despite the fact that the exam is only specifying two Supervisory Organizations, you have to look at the job positions that need to be assigned. Based on the fact that you've got a CEO plus a VP of Sales and a VP of Finance, you'll need to create a total of four Supervisory Organizations which will look like this:



The Primary Location for your Subordinate Organizations will be the location of the office associated with the Manager of that Organization.

You'll need to assign your Supervisory Organizations the appropriate Staffing Model. You can do that right out of the chute when you're setting up your "top level" organization, but then you'll have to use the Maintain Staffing Models to alter the model for your staffing, be it Position Management or Job Management. Here's how you get that done...

1.Search for and select the Maintain Staffing Models task.
2. In the first column on the left, select the checkbox next to Alpha Executives, Alpha Manufacturing, and Alpha Sales supervisory organizations.
3. In the Staffing Model section on the right, select the Job Management Enabled checkbox for all three supervisory organizations to change the staffing models.
4. Click OK, and then Done.

You can do it this way or you can go to each of the Supervisory Orgs and click on the Related Actions button and select Organization -> Edit Staffing Model

Once you've got your basic hierarchy in place, you're now going to go to the "Organization Assignments" tab and tie everything together.

To do that, you'll do a search for your Supervisory Organization, then, from the Related Actions menu, choose "Supervisory Organization -> Edit Supervisory Organization." Scroll down to the "Organization Assignments" tab and fill in the fields like what you see below.

What you see above is the "Organization Assignments" for "Motown Records" which is your top level Supervisory Organization. Notice under "Company" you've got "Allowed," which will be both USA and Canada with the default being USA, since that's where Barry Gordy, the CEO, is going to be working.

For your Cost Center, you're putting all of your Cost Centers in the "Allowed" column, with your default for Motown Records being the "Admin" Cost Center.

In this example, for the "Cost Centers" in the "Allowed Organizations" we detailed each Cost Center. If you have a Cost Center Hierarchy, you can put that value there.

You're going to do this for all your Supervisory Organizations and adjust the default according to the location of the person staffing that office and / or position and adjust the Cost Center in a similar fashion.

A good way to "proof" all of your Supervisory Orgs is to run the "Supervisory Organization Assignments" Report. You can edit the columns and dictate the Reorg you want to query. This will give you a comprehensive view of all the important details and relationships that need to be in place.

While the Exam will tell you to create a Compensation Package, you first have to set up your Profiles and your Eligibility Rules because that will be required info when you go to set up your Comp Package.

It will read something like this:

Create a compensation package called Motown Compensation Package. All Motown employees are eligible.

• Create a salary plan called Motown Salary Plan for base pay. All Motown employees are eligible.
• Create the following grades, grade profiles and allowance plan. Eligibility is based on the information below. You can use existing 'Country-' rules if they meet your requirements.
• Create the necessary eligibility rules on your package, plans and grade profiles to ensure the proper enrollment defaults in during the hire event.
• Note: all Motown employees are paid annually; all allowance plans are paid monthly.

So...

First you have to set up your Profiles...

A job profile is the foundation of all jobs or positions in your organization. Job profiles identify and define general job and position characteristics, such as the job title, job description, compensation, and more. Job profiles can also describe recommendations around qualifications such as languages, training, or work experience. (129)

Here's how you set up your Job Profiles. First, you'll need the following information...

Employee	Manager	Role	Job Profile	Location
Eldon Einstein	Eldon Einstein	Manager of Alpha Corporation and Alpha Executives	Alpha CEO	Boston
Kim Franklin	Eldon Einstein	Manager of Alpha Sales	Alpha Manager Sales	Atlanta
Erin Edison	Eldon Einstein		Alpha Executive Assistant	Boston
Robert Noble	Eldon Einstein	Manager of Alpha Manufacturing	Alpha Manager Manufacturing	Boston
Sherman Krump	Robert Noble		Alpha Engineer	Reading
William Newton	Kim Franklin		Alpha Sales Associate	Atlanta

Now, we'll create the actual Profiles...

1. Search for the Create Job Profile task.
2. Use today's date as the effective date and click OK.
3. Use the following information to create a job profile:

Field Name	Entry Value
Job Profile Name	Use the job profile names exactly as referenced in the table above
Job Code	Leave field blank for Job Code Auto-Generation
Management Level	CEO is a level 2. Managers are level 6. All other individual contributor jobs are level 8.

4. Click OK.

To make sure you nailed it, search for and run the Job Catalog report and confirm all six job profiles appear for the Alpha Corporation with the correct management levels.
Here's how you create your Eligibility Rules...

1. Sign in as Logan McNeil (lmcneil).
2. Search for and select the Create Compensation Eligibility Rule task.
3. In the Description field, type All Alpha Employees.
4. In the Rule Conditions grid, enter the following info...

Field Name	Entry Value
Source External Field or Condition Rule	Organization and Superior Organizations (Compensation) Tip: Search for field: org sup org in the prompt field to maximize search performance
Relational Operator	Frequently Used > any in the selection list
Comparison Type	Value specified in this filter (Leave default)
Comparison Value	Alpha Corporation (Logan McNeil)

5. Click OK to save your eligibility rule.

Compensation Grade (p154) - This also includes your Compensation Grade Profiles, which are the different locations of your staff.

A grade is a standard compensation range for a given job or job level. Compensation grades give guidance when entering salary or hourly pay rates by defining a minimum, midpoint, and three, four, or five segments. These segments then provide tertiles, quartiles, or quintiles during data entry. Then, segments can appear in reports. These reports can provide guidance during a compensation change process, compensation review, or to calculate the compa-ratio. (p148)

Here we go! First, you'll need this info...

Grade	Grade Profiles	Eligibility	Minimum	Maximum	Currency	Frequency
Alpha Management	United Kingdom	Country - United Kingdom	200,000	400,000	GBP	Annual
	United States	Country - United States	250,000	500,000	USD	Annual
Alpha Non-Management	United Kingdom	Country - United Kingdom	45,000	200,000	GBP	Annual
	United States	Country - United States	55,000	250,000	USD	Annual

Here's how you create you Compensation Grades. The first thing we'll do is create a Compensation Grade for Alpha Management...

1. Search for and select the Create Compensation Grade task.
2. Enter the following:

Field Name	Entry Value
Effective Date	Today's Date
Pay Range Segments	4
Use Grade Profiles	(select)

3. Click OK to continue.
4. On the next page, enter the following:

Field Name	Entry Value
Grade Name	Alpha Management
Base Pay Elements	Base Pay
Eligibility Rules	Leave field blank
Currency	USD
Frequency	Annual

On the Compensation Pay Range tab, leave the Total Base Pay row as defaults with all zero's. You've got a "Grade" for Alpha Management, but you need a "profile" in order to accommodate the fact that you've got management in both the states as well as Great Britain. So, you need to now add a "Compensation Grade Profile" to the "Compensation Grade" you've just created.

1. Select the Compensation Grade Profiles tab and enter the following information, using the Total Base Pay compensation basis:

Field Name	Entry Value
Grade Profile Name	United Kingdom
Base Pay Elements	Base Pay
Eligibility Rules	Country - United Kingdom
Currency	GBP
Frequency	Annual
Calculate Segments	(select)
Minimum	200,000
Maximum	400,000

2. At the top of the Compensation Grade Profiles grid, on the left, click the outermost Add Row icon to add second grade profile.
3. Enter the following information:

Field Name	Entry Value
Grade Profile Name	United States
Base Pay Elements	Base Pay
Eligibility Rules	Country - United States of America
Currency	USD
Frequency	Annual
Calculate Segments	(select)
Minimum	200,000
Maximum	400,000

4. Scroll back to the top of the Compensation Grade Profiles grid. To the right of the United States profile, in the third column under Pay Ranges, click the Add Row icon to add a new row.

Note: The Add Row icon within the Pay Ranges will create a new Total Base Pay range.

5. Enter the following information:

Field Name	Entry Value
Compensation Basis	Total Base Pay (leave default)
Calculate Segments	(select)
Minimum	250,000
Segment 4 Top	500,000

6. Click OK and review the new compensation grade and grade profiles.

Now we're going to create a Compensation Grade for Alpha Non-Management...

1. Search for and select the Create Compensation Grade task.
2. Enter the following:

Field Name	Entry Value
Effective Date	Today's Date
Pay Range Segments	4
Use Grade Profiles	(select)

3. Click OK to continue.
4. On the next page, enter the following:

Field Name	Entry Value
Grade Name	Alpha Non-Management
Base Pay Elements	Base Pay
Eligibility Rules	Leave field blank
Currency	USD
Frequency	Annual

On the Compensation Pay Range tab, leave the Total Base Pay row as defaults with all zero's. You've got a "Grade" for Alpha Management, but you need a "profile" in order to accommodate the fact that you've got management in both the states as well as Great Britain. So, you need to now add a "Compensation Grade Profile" to the "Compensation Grade" you've just created.

1. Select the Compensation Grade Profiles tab and enter the following information, using the Total Base Pay compensation basis:

Field Name	Entry Value
Grade Profile Name	United Kingdom
Base Pay Elements	Base Pay
Eligibility Rules	Country - United Kingdom
Currency	GBP
Frequency	Annual
Calculate Segments	(select)
Minimum	45,000
Maximum	200,000

2. At the top of the Compensation Grade Profiles grid, on the left, click the outermost Add Row icon to add second grade profile.
3. Enter the following information:

Field Name	Entry Value
Grade Profile Name	United States
Base Pay Elements	Base Pay
Eligibility Rules	Country - United States of America
Currency	USD
Frequency	Annual
Calculate Segments	(select)
Minimum	200,000
Maximum	400,000

4. Scroll back to the top of the Compensation Grade Profiles grid. To the right of the United States profile, in the third column under Pay Ranges, click the Add Row icon to add a new row.

Note: The Add Row icon within the Pay Ranges will create a new Total Base Pay range.

5. Enter the following information:

Field Name	Entry Value
Compensation Basis	Total Base Pay (leave default)
Calculate Segments	(select)
Minimum	55,000
Segment 4 Top	250,000

Assign Compensation Grades to Job Profile (p160) - Truth! After you have created the appropriate Compensation Grades, you need to go back and assign them to their corresponding Job Profiles.

Here's what the finished product is going to look like...

Job Profile	Compensation Grade
Alpha CEO	Alpha Management
Alpha Manager Sales	Alpha Management
Alpha Executive Assistant	Alpha Non-Management
Alpha Manager Manufacturing	Alpha Non-Management
Alpha Engineer	Alpha Non-Management
Alpha Sales Associate	Alpha Non-Management

Here we go...

1. Search for and select the Edit Job Profile task.
2. Leave today's date as the effective date.
3. In the Job Profile field, select the job profile you would like to edit. Click OK.
4. Scroll down to the Compensation section, and in the Compensation Grade field, select the appropriate grade. Do not assign a Compensation Grade Profile. Workday will dynamically derive the grade profile based on the employee's location during the hire transaction.
5. Click OK.

Note: Repeat steps 1 - 5 to manually add the compensation grade directly to the six job profiles created for Alpha Corporation.

Salary Plan (p164)

Here's how you knock it out...

1. Search for and select the Create Salary Plan task.
2. In the Effective Date field, select today's date.
3. Click OK to continue.
4. On the next page, enter the following information:

Field Name	Entry Value
Plan Name	Alpha Salary Plan
Eligibility Rule	All Alpha Employees
Apply FTE%	(clear)
Compensation Element	Base Pay
Exclude from Merit	(clear)

5. Click OK.

Allowance Plan (p167) - this will also included your Eligibility Profiles, which are your different locations.

Here you go:

1. Search for and select the Create Allowance Plan task.
2. In the Effective Date field, select today's date.
3. Leave the Reimbursable checkbox clear and select Amount Based Plan.
4. Click OK to continue.
5. Enter the following information:

You'll use something like this...

Field Name	Entry Value
Plan Name	Alpha Internet Allowance
Eligibility Rule	All Alpha Employees
Apply FTE%	(clear)
Compensation Element	Allowance
Amount	0
Currency	USD
Frequency	Annual
No Override	(select)
Exclude From Merit	(clear)

6. In the Allowance Plan Profiles grid, click the Add Row icon twice to add two profiles.
7. First, configure the allowance for the United States. In the first row, enter the following information:

Field Name	Entry Value
Amount	600
Currency	USD
Eligibility Rule	Country - United States of America

8. In the second row, enter the following information for the United Kingdom:

Field Name	Entry Value
Amount	500
Currency	GBP
Eligibility Rule	Country - United Kingdom

9. Click OK and review the new allowance plan.

Compensation Package (p170) - this is just bringing everything together.

Here we go...

Compensation Package	Eligibility	Components
Alpha Compensation Package	All Alpha Employees	Grades: Alpha Management Alpha Non-Management
		Plans: Alpha Salary Plan Alpha Internet Allowance Plan

To make it happen, do the following...

1. Search for and select the Create Compensation Package task.
2. In the Effective Date field, select today's date.
3. Click OK.
4. In the Package Name field, type Alpha Compensation Package.
5. In the Eligibility Rule field, select the All Alpha Employees rule.

6. On the Compensation Grade tab, click the Add Row icon twice to add the two new compensation grades:

7. Select the Compensation Plans tab. On the Compensation Plans grid, click the Add Row icon twice to add the two new plans:

8. Click OK and review the components in the new compensation package.
9. Search for and select the Compensation Packages report. Leave the date field empty, and do not select the Inactivate checkbox.
10. Click OK to run the report.
11. Locate the Alpha Compensation Package to check your work.

You're creating an Assignable Role and a Security Group - that's the first piece of this task.

The thing that you're trying to do is give someone the ability to facilitate the hiring process for a department that they themselves are not a part of. So you're assigning a "role" to a particular position - not a person. Think of it like this:

You're creating a role that will be a part of a Security Group that will have access to certain Security Policies.

Important: After you create your Role and your Group, you then have to assign it to an Organization and edit the Security Policy Permissions!

• create the Role
• create the Group
• assign the Role to the appropriate Organization
• edit Security Policy Permissions. Be sure to select "Modify" under permissions! (you'll need to approve the changes afterwards by going to "Activate Pending Security Policy Changes" [you'll do this at the very end when you access the "Worker Data:All Positions" domain])

It's only after you complete the above steps that you'll see the necessary default values when you go to edit the Hiring Process!

It looks like this:

1. Sign in as Logan McNeil (lmcneil).
2. Search for and select the Maintain Assignable Roles task.
3. At the top of the grid, click the Add Row icon and enter the following information:

Field Name	Entry Value
Role Name	Alpha Staffing Partner
Enabled For	Supervisory
Hide on View if Not Assigned	Check Box
If Leader / Is Supporting	Is Supporting
Assigned By Security Groups	Security Administrator

4. Click OK .
5. Search for and select the Create Security Group task.
6. In the Type of Tenanted Security Group field, select Role-Based Security Group (Constrained).
7. In the name field, enter Alpha Staffing Partner.
8. Click OK.
9. In the Assignable Role field, select Alpha Staffing Partner.
10. Leave the Access Rights sections with the default values.
11. Click OK.

Now we'll assign the Roles to the Organization...

1. Search for sup: Alpha Corporation.
2. Use the Alpha Corporation supervisory organization's Related Actions and select Roles > Assign Roles.
3. Click OK to accept the default values.
4. In the Assign Roles grid, click the Add Row icon, then enter the following information:

Field Name	Entry Value
Role	Alpha Staffing Partner
Assigned To	Alpha Executive Assistant - Erin Edison

5. Click OK.

Now, edit the Security Policy Permissions...

1. Search for the domain Worker Data: All Positions. When you do a search for this, remember that there are no spaces between the colon and "All Positions." So it will be, literally, "Worker Data:all positions."
2. Select the Worker Data: All Positions domain to view the domain details.
3. Expand the Reports and Tasks section, to see some of the items secured in this domain.
4. From the domain's Related Actions select Domain > Edit Security Policy Permissions.
5. In the Report/Task Permissions grid, in the View row, in the Security Groups field, add Alpha Staffing Partner.
6. Click OK.
7. Search for and select Activate Pending Security Policy Changes task.
8. Enter an appropriate comment, and click OK.
9. Select the Confirm checkbox, then click OK.

Test it...

1. Sign in or Start Proxy as Erin Edison (eedison).
2. Search for and select Alpha Corporation supervisory organization.
3. Select the Staffing Tab, note Erin can verify the staffing model, and confirm no open positions.
4. Next, search for and select the Global Modern Services supervisory organization.
5. Note that Erin cannot see the Staffing tab, because we did not give her permission to do so.
6. Sign out or Stop Proxy.

You'll start by searching for "bp:hire."

A couple of things:

1) You may want to make a copy of the current "Hire" Business Process, just in case you're working in a sandbox tenant where you've got a lot of people working in a way that can muddy up the waters. That's covered under the "d) Set Up Your Own Business Process" section.

2) You may or may not have to edit the allowable Security Groups that correspond to the different tasks that comprise the Business Process, but just in case, here's how you do that:

Don't forget that that Security Group you're looking for may be in place, even if doesn't appear to be initially when you do a "Search." Make sure you're spelling the Security Group correctly and, if needs be, go back and edit the permissions of the group to ensure it's set to "Modify" and not "View." Again, that step is done as part of your accessing the "Worker Data:All Positions" domain.

Once you've added your steps, the next thing you'll do most likely is create the Conditions. To do that...

• click on the "magnifying glass"
• from the Related Menu displayed to the right of the step, go to "Business Processes -> Maintain Step Conditions."
• at this screen you'll see a grid. Click on "Entry Conditions," click on the "+" sign and then do a search for "Create Condition Rule."
• use steps on p240 - p241 to get it done

After you create the Role, you'll immediately create the Group (p280). Be sure to give only the security that they need from the Business Policy Security (Review Employee Hire)

For the, "Modify Condition Rule," use "Proposed Location." That's important. Until things are "complete," you have to go with "Proposed." 

Here's how you create your "Condition Rule" according top the book beginning on page 240.

You begin by creating a Conditional To Do...

1. Search for bp: hire and then select the Hire (Default Definition) business process.
2. Use the business process's Related Actions, and then select Business Process > Edit Definition.
3. Accept the effective date and the default time zone, then click OK.
4. In the Business Process Steps grid, click the Add Row icon to add a new business process step.
5. In the Order field, enter c.
6. In the Type field, use the pull-down and select To Do.
7. In the Specify field, select the Create To Do in-prompt task.
8. On the Create To Do page, leave the default date and time zone, then, in the To Do Description field, enter Invite New Hire to Lunch.
9. Click OK. You will return to the Edit Business Process Definition page.
10. In the Business Process Steps grid, for the new row, in the Group field, select Manager.
11. Click OK.
12. Locate the new step c (To Do step) in the grid and use the magnifying glass's Related Actions, then select Business Process > Maintain Step Conditions.
13. Accept the effective date and the default time zone, then click OK.
14. In the Entry Conditions grid, click the Add Row icon once.
15. In the Rule field, select Create, then select Create Condition Rule and then click OK. You may need to click on the icon in the right hand corner to get the "Create Condition Rule" option to appear.
16. On the Create Condition Rule page, in the Description field, enter If employee is Manager or above.
17. In the Rule Conditions grid, use the table below to enter the following information: 

Field Name	Entry Value
Source External Field or Condition Rule	field: Management Level Important: Use the Related Actions to select the report field associated with the Worker business object.
Relational Operator	Frequently Used > in the selection list
Comparison Value	2 Chief Executive Officer 3 Executive Vice President 4 Vice President 5 Director 6 Manager

18. Click OK to save.
19. Confirm the new condition populates in the Rule field, then click OK again.
20. Review the Business Process Steps grid to confirm the new rule is now in the If column

In Workday HCM, you cannot hire employees into supervisory organizations until other staffing actions are complete. For example, if the supervisory organization uses the position management staffing model, you need to create unfilled positions first. If the supervisory organization uses the job management staffing model, you must successfully set hiring restriction first. If you have not completed these staffing prerequisites, the Hire employee transaction will not be available on the supervisory organization. (p178)

There's an anomaly about Staffing and Hiring within Workday that needs to be understood.

Your top level organization (Motown Records) is going to be staffed by your CEO (MT CEO [Job Profile]). That makes sense, since it's set up with the "Position Management" Staffing Model.

But then you have "Motown Executives." At first glance, you're assuming that this is where your leadership (the remaining members of the Motown Management) will be housed, but that is not the case.

You're going to do four basic tasks to accomplish the hiring of an individual...

Here's how you get it done!

Edit "Create Position" Business Process (p186)

You're going to start by stripping the "Create Position" Business Process down to the bare minimum. You do that by following the instructions on p186.

It looks like this...

1. Search for bp: create position and locate the default business process definition.
2. Use the Create Position (Default Definition)'s Related Actions and select Business Process > Edit Definition.
3. Click OK.
4. On the Business Process Steps tab, on the grid, use the Remove Row icon to remove all the steps except step a, which is the initiation step.
5. Click OK.

Create a Position (p186)

You'll start with your top level organization which is "Motown Records." The Staffing Model on this is the "Position Management," so it will be a little different than what you'll be using with the "Job Management" dynamic.

Here's how that looks...

1. Search for and select the Alpha Corporation supervisory organization.
2. Select the Alpha Corporation's Related Actions menu. Is there a Hire action available?
3. From the Related Actions menu, select Staffing > Create Position.
4. On the next page, enter the following information:

Field Name	Entry Value
Job Posting Title	Alpha CEO
Number of Positions	1 (leave the default)
Availability Date	Today's Date
Earlies Hire Date	Today's Date
Job Profile	Alpha CEO
Location	Boston
Time Type	Full Time
Worker Type	Employee
Worker Subtype	Regular

5. Click Submit.
6. You should be back on the Alpha Corporation's page. In the mini conclusion pop-up, select View Details.
7. Expand the Details and Process section, then review the information noting the Overall Status of the Create Position: Alpha CEO process

Now, go and confirm that you have an "Alpha CEO" position to be filled...

1. Navigate to the Alpha Corporation supervisory organization, then select the Staffing tab.
2. Review the Positions without Job Requisition table to confirm that the new Alpha CEO (Unfilled) position displays.
3. Select the Alpha Corporation's Related Actions menu. Is there a Hire action available now? 

Boom!

Edit "Hiring Restrictions" Business Process (p189)

You're going to strip the "Hiring Restrictions" down to the nub for the sake of drill. Do that by going through the steps on p189.

1. Search for bp: hiring restrictions and locate the default business process definition.
2. Use the Hiring Restrictions (Default Definition)'s Related Actions and then select Business Process > Edit Definition.
3. Click OK.
4. On the Business Process Steps tab, on the grid, use the Remove Row icon to remove all the steps except step a, which is the initiation step.
5. Click OK.

Set Hiring Restrictions (p189)

Every other position in our company besides the CEO uses the "Job Management" staffing model, so we need to put some Hiring Restrictions in place.

In the book, you've got "Alpha Executives," "Alpha Sales" and "Alpha Management" - all three of these Supervisory Organizations will have to have some Hiring Restrictions introduced into their infrastructure in order for us to be able to hire anyone into their organization.

➣ To set up Hiring Restrictions for Alpha Executives, do the following...

1. Search for the Alpha Executives supervisory organizations.
2. Use Alpha Executives organization's Related Actions menu. Is the Hire action available?
3. From the Related Actions, select Organization > Set Hiring Restrictions.

Tip: If you do not see the Set Hiring Restrictions option, check to make sure you set the organization to use the Job Management staffing model.

4. On the Set Hiring Restrictions page, enter the following information:

Field Name	Entry Value
Availability Date	Today's Date
Earliest Hire Date	Today's Date
Job Profiles	Alpha Manager Sales Alpha Executive Assistant Alpha Manager Manufacturing
Location	leave blank
Time Type	Full Time
Worker Type	Employee
Location	Boston
Worker Subtype	Regular

5. Click Submit.
6. Optionally, in the mini conclusion pop-up, select View Details. Expand the Details and Process section, then review the information noting the Overall Status of the Hiring Restrictions: Alpha Executives process.

➣ Hiring Restrictions for Alpha Sales

1. Search for the Alpha Sales supervisory organization.
2. From the Alpha Sales' Related Actions, select Organization > Set Hiring Restrictions.
3. On the Set Hiring Restrictions page, enter the following information:

Field Name	Entry Value
Availability Date	Today's Date
Earliest Hire Date	Today's Date
Job Profiles	Alpha Sales Asscociate
Location	Atlanta
Time Type	Full Time
Worker Type	Employee
Location	Boston
Worker Subtype	Regular

4. Click Submit.

➣ Hiring Restrictions for Alpha Manufacturing

1. Search for the Alpha Manufacturing supervisory organization.
2. From the Alpha Sales' Related Actions, select Organization > Set Hiring Restrictions.
3. On the Set Hiring Restrictions page, enter the following information:

Field Name	Entry Value
Availability Date	Today's Date
Earliest Hire Date	Today's Date
No Job Restrictions	(select)

4. Click Submit.

➣ Confirm Hiring Restrictions on Job Management Supervisory Organizations

1. Three of the Alpha's supervisory organizations use the Job Management staffing model. Navigate to each supervisory organizations' Staffing tab to review the hiring restrictions. 2. Confirm that the hiring restrictions are correct and that the Hiring Restrictions business processes display a status of Successfully Completed.
3. For each supervisory organization, use the Related Actions menu. Is the Hire action available for all three of these supervisory organizations?

You're good to go! Now proceed to F) Hiring & Wrapping Up to finish things up!

Hiring (p189)

You're going be "hiring" people into a Supervisory Organization, regardless of the Staffing Model that org uses. 

That's important.

It's easy to think that your Leadership positions will be assigned only to those Supervisory Organizations that have the "Position Management" Staffing Model attached to it. That's not the case.

When you go to "Staffing -> Create Position," the only position you're going to create for your top level Supervisory Organization is CEO. Your other Management Level positions will be assigned to their respective Supervisory Organizations, regardless of their Staff Model.

Having said that, let's pretend that you've gone ahead and made the mistake of creating a position in the context of the wrong Supervisory Organization. How do you fix it?

In this case, we've got the CEO correctly associated with "Motown Records." That's gold! But, we've got the "VP of Sales" and the "Director of Finance" incorrectly associated with "Motown Executives." Right now, if you go out to the Org Chart, it looks like this:

Doesn't look healthy, does it?

Before we start reinventing positions and profiles, let's stop the bleeding by first taking care of our CEO.

You're assigning the CEO to the role of Manager, which is appropriate. Right now, Logan appears to be in charge, so let's get that squared away.

Here's how you do that (p200):

1. Navigate to the Alpha Corporation supervisory organization.
2. From the supervisory organization's Related Actions, select Roles > Assign Roles.
3. Click OK to accept the effective date.
4. In the Assign Roles grid, locate the Manager row.
5. In the Assigned To field, remove Logan and add the Alpha CEO (Unfilled) position.
6. Click OK, and then Done.
7. From Alpha Corporation's page, select the Roles tab and review the Manager role assignments.

Almost done!

Here's how you do it according to the steps outlined on p224.

1. Navigate to the appropriate Alpha supervisory organization, one-by-one, and follow the steps below for each new hire.
2. From the supervisory organization's Related Actions, select Hire > Hire Employee.
3. Use the Create New Pre-Hire button to create a pre-hire record for each new employee.

4. Confirm the correct supervisory organization populates in the field and then click OK to proceed to the hire screen.
5. Review the following page. Note: All hires will have the worker type of Regular and the time type of Full Time.
6. Take a moment to expand and review the Additional Information section. Notice the type of data that a user can update at the time of hire. Click Submit.
7. Open the Propose Compensation Hire step.

8. Verify employees have been hired, by viewing the Members tab of each supervisory organization.
9. Assign the appropriate Manager to each organization.

Reminder: To assign roles, use each supervisory organization's Related Actions menu, and then select Roles > Assign Roles.

If you make errors during hire transactions, find the specific hire business process event and use the correct, cancel, or rescind actions

One thing to bear in mind: When you hire your person, they "Employee Type" will default to "Regular." That may catch you off guard if you were expecting "Employee," but that is the correct default.

Check your work by viewing the Org Chart report.

Just when you think you're good to go...

After finishing the steps, rather than a successful hire, we get this message:

When you see this, scroll down to the very bottom to see the dynamic that pertains to you. Otherwise, you can be distracted by the other 74 items that are staring at you. 

Nothing's making sense right now because when when you go out to your Supervisory Organization, you see multiple individuals that are being waited on for some kind of approval. This is what happens when you've got an "unassigned" step in your Business Process.

What's happening is that at some point in your Business Process, you have a segment that's not been assigned. Hence, the hiring can't go forward and by, default, you've got multiple individuals being put in the "Awaiting Action By" column.

This actually turned out to be a problem that required several layers of TLC to make it right, but one thing that often shows up that can be dealt with pretty directly is simply reassigning the BP that's causing the problem.

In this case, the BP is "Hire: Barry Gordy." This one may be a little different, but in other situations, you'll see something like "Propose Compensation Package." You can strip that down to the bare minimum by making a copy of it, which is discussed later in this section. But you can also click on the Related Menu of that BP and reassign it to yourself. That works wonders!

First, you'll notice on the Business Process Definition, in the "Additional Information" column, you've got some restrictions in place...

To fix that, you'll go to the Related Actions menu alongside that particular step and highlight, "Maintain Advanced Routing..."

The next screen will show you the "Routing Restrictions." These need to be unchecked in order for that step in the Business Process to go forward. But don't worry about that in this case. We're going to do something better to avoid these kinds of scenarios. This is just for the sake of explaining why these errors were being generated.

Fact of the matter is, when you're in GMS, you want to have access to the same Business Process every time so you're not dependent on the outside chance that someone else in GMS is not using and editing the same Business Process. So, let's create our own version knowing that it won't get fouled up! 

• start at your top organization, which in this case is "Motown Records"
• go to your Related Actions menu and choose, "Business Process ->Create, Copy, or Link Business Process Definition"
• put in the "Business Process Type" field, "Hire" and then select, "Copy existing Definition" since you've got a lot of content already in place
• put the same "Business Process Type" in the field that corresponds to the "Copy Existing Definition" prompt. See screenshot to the right.
• the next screen you get is the Business Process that is now attached exclusively to this Supervisory Organization

You're going to do this with all of your sub processes as well using the same approach.

In training, you stripped down some of your sub processes for the sake of keeping things clean. When you're in GMS, you don't necessarily have the ability to keep things clean because you've got any one of number of people in your tenant. So creating copies of these processes and assigning them to your Supervisory Organization keeps you from getting stepped on!

When you want to view or edit the Business Process you've just "reserved" for yourself, you'll do a search for "bp: hire Motown" and that will get you the Business Process Definition called, "Hire for Motown Records."

Now that you've squared away your Business Processes, we need to cancel the hiring of Barry Gordy and do it again. To do that, you can go to Logan's email and check her Archive or you can click on the Related Actions menu as it appears to the right of the line under the "Staffing" tab and you can highlight "Cancel" from there.

Though it depends on what you're trying to do, many times it's easiest to just "Rescind" or "Cancel" rather than moving things around just because of the number of Business Processes that kind of manuevering can impact.

Also, if you went ahead and assigned the "Manger" role to the "unfulfilled" role of "Motown CEO," you're going to get an error. Be sure to change that back to Logan until Barry is completely in place.

You've hired Barry Gordy! Now assign him to the role of "Manager" in the "Motown Records" roles. He will also inherit down to the "Motown Executive" Supervisory Organization.

This is not a part of the "normal" process. This is how you fix that problem that is not "un-doable." We've assigned a position to the wrong Supervisory Organization. You can't undo that. All you can do is "Close the Position" and re-create the jobs that you've inaccurately assigned to the right Supervisory Orgs and go from there.

To close it, click here to see how you do it. Bottom line: Go to the Supervisory Organization that you've assigned the jobs to, go to the "Unavailable to Fill" tab, go to the Related Actions menu that corresponds to the position and click on "Close Position."

Here's something to encourage you: You don't have to recreate the wheel. You're not deleting the job(s) as far the Profile and Salary Package etc. You're simply closing the Position.

You've created your Profiles, your Positions as well as edited your Hiring Restrictions for all of your Supervisory Orgs that use the "Job Management" staffing model...

It's time now to start adding some personnel to the team and we're going to start with our CEO.

Remember: If at any time your Hiring Business Process doesn't have the right Security Groups assigned to a particular Task, go to the Related Actions of your Business Process and Business Process Policy->Edit. That gives you the screen you need to add your Security Groups.

1. Head out to the Alpha Corp Supervisory Organization and using the Related Menu, highlight Hire -> Hire Employee.
2. Add the person's name and enter their email for their Contact Information
3. On the next screen, enter today's date for the Hire Date
4. For the Reason, put NewHire > Fill Vacancy
5. Once you put in the "Alpha CEO" in the Position field, everything else will auto populate. It's going to look like the "Hire Your CEO" image you see to the right.
6. Once you've done that, the next thing you'll see is a prompt that says Logan McNeil has to take care of the "Propose Compensation Hire" task.
7. The next piece is the "Review Compensation Hire" task and it's here where you'll make the necessary Salary adjustments based on the range that was specified in your Salary Plan.
8. Change Organization Requirements is where you'll change any of the elements that you documented in the Supervisory Organization that your CEO is located at. In this case, it's the Kodak Corpation and you did this earlier (see C) Organization Assignments). All you're doing here is making sure the "Default" location matches where the employee in this case is actually going to be working / reporting. In other words, you're choosing from the "Allowed Organizations" and ensuring the appropriate selection is in the "Default Organizations" column that correspond to the employee's location.
9) The next piece is the "To Do" section. Approve that and you're good to go!

You still have to assign the "Manager" role of the "Kodak Corporation" to the new CEO position that has now been filled. 

But before you do that, if you want to you can view the progression and the status of every part of the Hiring BP by clicking on the "Process" tab of either the email or the screen that you get when you're the last person in the process. In this case, since Logan was the one who took care of the Cell Phone, she got the screen that we're referring to here. 

Here's how it looks...

10. Assign the new CEO to the "Manager" role in your Kodak Corporation and you're all set!

You've got your CEO in place, now we'll take care of your Managment.

You've got a different Staffing Model to consider, so things will be a little different.

Here we go...!

1. click on Related Actions -> Hire Employee
2. fill in the contact info for the person you're hiring
3. enter in the correct Job Profile etc under Job Details
4. the next piece will be the Propose Compensation Hire piece where you'll add the appropriate Compensation Package, the Salary you're paying the position and any Allowances they're entitled to. Under "Salary," you'll be asked to document the correct "Compensation Plan." Remember, this will come up as your "Salary Plan" and not your "Compensation Package." Don't let the word, "Compensation..." fool you.
5. Confirm Compensation Hire
6. finish any "To Do's" if you need to proxy in as someone
7. confirm the new hire has been added to the "roster" of members

Done!

Chapter 1

1. From the Home landing page, what gives you access to view information and perform tasks?
Application

2. True or False? Search lets you use partial searches, abbreviations, and misspelled words.
False

Chapter 2

1. What is the primary organizational structure within Workday HCM?
Supervisory

2. True or False? Security and business processes apply across applications and impact all Workday solutions.
True

3. What tool can you use to understand the data flow and configuration relationships between the various Workday solutions?
B. Workday Touchpoints Kit

4. What is the name and location of the icon you select when acting on or making changes to an object?
Related Actions, located next to or below the object 

Chapter 3

1. Which of the following changes can you make to supervisory organizations? (Select three correct answers.)
A. Create Subordinate
B. Divide Organization
D. Assign Superior

2. Which fields are required when creating a supervisory organization? (Select three correct answers.)
A. Availability Date
C. Primary Location
D. Staffing Model

3. Which characteristics accurately describe organization subtypes? (Select two correct answers.)
B. Customer-tenanted
C. Used to create a hierarchical structure

4. Which statement about reorganization events is correct?
B. Reorganization events are used to define a common effective date for multiple activities

Chapter 4

1. Where do you set hiring restrictions when using the job management staffing model?
C. Supervisory Organization

2. Where do you set hiring restrictions when using the position management staffing model?
On every position in the supervisory organization

3. True or False? You can easily change a supervisory organization's staffing model after deployment.
False

4. Which staffing model uses positions?
C. Both Job and Position Managemen

Chapter 5

1. True or False? You must assign all workers in a supervisory organization to the same company.
False

2. Where do you navigate to include a cost center in a cost center hierarchy?
B. Related Actions > Reorganization > Assign Included Organizations

3. How do you include workers in a location hierarchy?
By hiring or contracting a worker into a location that is included within the location hierarchy.

4. When processing staffing transactions, you want organization assignments to default in, but you also want to allow for unrestricted changes. Which fields do you need to populate when configuring organization assignments?
B. Default Organizations 

Chapter 6

1. True or False? You can assign a job profile to any position, in any supervisory organization. True

2. What general characteristics are stored within job profiles? (Select three correct answers.)
B. Job family 
D. Job code
E. Management Level

3. True or False? Management Level is an optional job profile field. However, many system areas use management levels, so Workday recommends including this field in job profiles.
True

4. Job families and job family groups help with:
D. Both B and C

Chapter 7

1. What determines an employee's eligibility for a compensation component during staffing events? D. Compensation eligibility rule

2. What groups compensation plans and grades?
C. Compensation package

3. What allows localization of pay range guidelines? A. Compensation grade profile

4. What is a component for which an employee is paid and for what purpose (e.g., salary, hourly, allowance)?
B. Compensation plan

Chapter 8

1. What is the name of the business process used to prepare a job management supervisory organization for staffing?
B. Hiring Restrictions

2. True or False? Workday recommends modifying the default definition of a business process type rather than creating organization-specific definitions. True

3. Which actions can you perform on In Progress events? (Select two correct answers.)
A. Cancel
C. Correct

4. The Edit Position and Edit Job tasks impact: (Select two correct answers.)
A. The incumbent in the position.
C. The incumbent in the job

Chapter 9

1. What type of step allows you to edit data before performing the approval?
C. Action - Review

2. True or False? Workday recommends using numbers instead of letters when ordering business process steps.
False

3. Which of the following is true about the completion step? (Select three correct answers.)
B. All approval and review steps must come before the completion step.
D. To set a completion step, you must be in view mode.
E. The completion step designates when we want to commit or save information.

Chapter 10

1. How can you easily find a business process definition in the tenant?
C. bp: <name of definition>

2. What step types can you configure on a business process definition? (Select two correct answers.)
A. Approval step
C. Integration step

3. True or False? Customers should not modify delivered default business process definitions.
False

4. Step entry conditions on a hire business process may use 'proposed' fields when the step is:
A. Before the completion step.

Chapter 11

1. Role-based security group permissions are given to a worker when their position is linked to what?
An assignable role on an organization

2. What are groups of users who need to perform actions or access data?
C. Security groups

3. A ________________ controls which security groups can participate in a business process.
B. Business Process Security Policy

4. What are the two security policy types? (Select two correct answers.)
B. Business process security policy
C. Domain security policy

the thing that I want to add is...

The screenshot of what Kristin showed me as far as who is in charge of whatever 'step" needs to be approved. If you don't have that particular screen, just remember to proxy in as the person and see what's in their inbox. That will show you what sub process needs to be changed so you're not getting hung up.

the other thing that you need to do is remember to make your "Executive" supervisory group - the one subordinate to your top level group - the one that has all your VPs. Don't hire your VP from the Division that your blue collar types are attached to. They will be "members."