LINKEDIN ROLE IN WORKDAY:Rolling out ESS and MSS...

How ‘LINKEDIN’ plays its role in Workday HCM: Rolling out ESS (employee Self service) and MSS (Manager Self service)

Let us discuss about ‘ Self Service’ in Workday and how Linkedin plays a part in Workday.

By giving access to your employees,workers in Workday and to the tasks and information. Access for their work and personal life, the Human resources, payroll and other groups are given the time they need to be a strategic influence.

Managers have the flexibility to run Analytics report, view dashboard and METRIC REPORTS on the Workday landing page and have data about their own direct and indirect reports at their fingerprints.

Rolling out ESS (employees Self service) and MSS (Manager Self service) can increase adoption of Workday throughout your organization.

PROFESSIONAL PROFILE: Workday delivers a professional profile that provides a user-friendly way to track key talent information about our self and others like Job history, education and feedback information from Workday’s talent management functionality.

We can configure a professional profile using the configure profile and configure profile group tasks.  It is better to add a professional profile as the first item in the overview or job profile group so that it displays first when viewing workers profile.

Ex: If anytime feedback is enabled, a worker can see his own feedback and co-worker can give feedback.

Workers can add, edit and remove their own experience, skills and education directly on their professional profile. We can use ‘ Import feature from LINKEDIN’ if we enable the task to import.

During the import process, Workday eliminates duplicate entries by matching existing entries, with new entries from`Linkedin; changes are not synchronized between Workday and LinkedIn, but you can rerun Linkedin to get the exact data.

 Our membership in a security group, or groups, will control how much personal information you will be able to send and if the there will be any actions you can perform.The personal information, you can access will be very different when you are looking at your own data compared to at a fellow workers’ data, if you are the manager or if you are the HR Partner.

In order to access the Workday system you need to set up a Workday Account for each employee after hire. This creates a user identification and password.

STEPS:  Related Employee- Action steps--- Security Profile- Workday Account

Note: Many organizations will not use Workday account creation for security, but will use an ACTIVE DIRECTORY approach, single sign on or delegated authentication. This will remove the need for creating workday account step as part of the hiring process.

PERSONAL DATA:

An employee viewing another employee data is very minimal. By default, an employee can only view other employee’s basic data (Job, the management chain and the organization such as department, cost center etc. That the employee is a part of)

Our role and security group will control how much personal information will be available to see and if any actions we can perform. When hiring employees, the hire BP will trigger and the employee is added to’ All employees' security group’. When workday account is created, employee adds to ‘All users security group’ and employee as SELF so that that self-service can be enabled. By this feature employee can view benefits, pay history and personal data where as Manager as no ability to see the information of their direct reports.  In factory defaults for security policies, a manager cannot view an employee’s birth date or social security number. A manager also cannot view an employee’s emergency contact information.  For the activation of the above points, we can use Domain Security policy, where we can add and view the related information.

ESS: Worker can manage his own data through ‘ All about me ‘ landing page. Some approvals are required for some data changes that can be configured through the business process. Whether approval is required or not will be based on the policies and BP configuration. Policies process is generally in place for legal information that must be verified like marital status, emergency contacts and last name.

MSS:  This service puts the information managers need at their fingertips. This helps them to monitor their team for proper planning and to achieve strategic goals to the organization by taking quick decisions with the data available through ‘ MY TEAM’ worklet. This feature has the access to the data and tasks related to their responsibilities. Here BP and policies play an important role; based on them we can involve managers at different levels. They may initiate a business process such as a job change or approve it or simply get notification that it has been completed.

It is designed for ‘ Managers’.

TAX WITHHOLDING AND DIRECT DEPOSIT:  Without using ‘ PICOF ’ we have a certain payroll related functionality, which we can use in the pay worklet. Click withholding elections action to enter either U.S. W-4 or Canada TD1 information. This is a BP, we have to include payroll payee tax data event in approval step. Employees can set up direct deposit and be divided between those accounts. In the pay worklet on the all about me landing page is the ‘ Payment Elections’ hyperlink task that employees can select to set up their accounts. Once data is given, it is included in the workday payroll interface extract for use by third parties. Like the self-service, tax data functionality, this employee self service feature can be turned off by restricting who can access the BP (Payment Election Enrollment Event)

Direct deposit can be used with or without Workday Payroll, but along with a basic setup you will need to set up integration with the finance units.