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Workday for Managers

Workday Maine

• Name

• Position at State of Maine

• Exposure to Workday

• Fun fact about you

2

Introductions

Ground Rules and Guidelines

Refrain from engaging in

side conversations.

Silence cell phones, turn off

chat tools, and minimize

internet usage during

training.

Please check your e-mail

during breaks only. Stick to

the schedule for breaks.

Ask questions, participate,

and share your experiences.

Parking Lot will be created to

record follow-up items.

Take notes and focus on the

purpose for training.

Follow the agenda and do

not work ahead during

activities.

Agenda

Overview

Managers Responsibilities in Workday

Workday Fundamentals

Lesson 1: Time and Absence

Lesson 2: Initiating Processes

Lesson 3: Merit Increases

Lesson 4: Creating Requisitions

Lesson 5: Workday Mobile

Getting Help

Overview

Let’s get started!

Workday Maine

6

The purpose of this training is to enable participants to get started using

Workday.

• Learn Basic Workday Concepts

• Perform Day 1 Essential Tasks

• Get An Introduction To Automated Business Processes, Actions And Approvals

• Learn Where To Access More Workday Training/Tools

Training is just the beginning!

Training Purpose

What is Workday?

• Cloud-based solution for HR data management

• Unified Financial Management and Human Capital Management system

• Business processes and tasks designed for the way we do business

• Mobile functionality to help you view information and complete tasks “on the go”

When you think Workday, think:

Why is Workday Maine being implemented?

• Workday Maine will be the State’s first major HR system upgrade in 30 years.

• It is a modern, user-friendly, cloud-based system that will streamline HR-related processes.

• Benefits of using Workday:

• Move away from paper-driven processes• Increase reporting capabilities• Increase access to employee information• Standardize processes across the State

• Modern system with recognizable icons

• Visibility of a transaction’s status in the approval process

• Reporting and Data Visualization

• Constant State of Improvement

Onboarding

Benefits

Compensation

Absence

Time Tracking

Payroll

Your HR/Payroll System Tomorrow

Who has Workday?

Workday has been implemented at many County and State clients

Manager Responsibilities in Workday

Workday Maine

Lesson Objectives

• Define who are considered Managers in Workday

• Identify how Managers will benefit from Workday

• Describe a Managers tasks in Workday

12

After completing this lesson, you will be able to:

Switching to Workday is going to require a bit of a paradigm shift for all of us.

The biggest change is that a lot of the paper processes of the past will now be done in one system.

EMPLOYEES

• Employees will be able to change addresses, update bank information for payroll, see their schedule, request time off, and more!

MANAGERS

• Managers will be able to do most of their employee-related work in Workday too!

• Whether it’s posting a job, onboarding a new employee, writing staff schedules, approving time and PTO requests, our direct supervisors will now have the ability to do these things directly in one place.

Paradigm Shift

Managers in Workday

Single system for most employee actions/data; easy and accurate

Visibility to the process and status of transactions that matter to you

Less email and slow-downs, clearer on what requires action in Workday

Powerful reporting at your fingertips:

• 1000+ standard reports - filter and drill

• Real-time access to data

How Will Managers Benefit?

Workday will empower managers by allowing them to directly do common things they need to do leading others.

Examples include:

• Approve time sheets

• PTO request management

• Kick off recruiting an open position

• Quickly onboard new hires

• And much more!!!

Empowering Leaders with Manager Self Service

Related Actions Icon

Allows users to take actions: like approve time, approve leave, create requisitions, compensation changes (approval needed), and more!

What Managers Can See/Do With Employees?

18

Workday Focus Areas For Managers

Day 1 Focus For Managers

1. Prioritize Inbox approvals and To-Dos

2. Approve Timesheets

3. Approve Absence Requests

4. Initiate Merit Increase

5. Initiate Create Requisition

Lesson Objectives

19

During this lesson, you have learned how to:

• Define who are considered Managers in Workday

• Identify how Managers will benefit from Workday

• Describe Managers’ tasks in Workday

Workday Fundamentals

Workday Maine

Lesson Objectives

• Navigate in Workday

• Define Workday Core Concepts

• Describe Supervisory Organizations

• Identify Security Roles

• Discuss Business Processes

21

After completing this lesson, you will be able to:

Navigation

Demonstration 1.1

• Workday Navigation

Watch the video

Workday Key Concepts

25

Supervisory Organizations

Security Roles

Business Processes

Three Core Concepts of Workday

Supervisory Organizations

Common organizations you will see in Workday are:

Cost Center

Supervisory

Organization

Foundational structure

that groups workers into a management hierarchy

Cost Center

Tracks financial activity

related to HR transactions

Note: Cost Centers are organized into hierarchies for reporting and

organizational purposes.

Organization Types

• Define who reports to whom – groups employees into a management hierarchy

• Employees are hired into supervisory organizations

• Drive business process routing (initiation and approval)

• Organizational roles have responsibilities within them

28

The foundational organization structure in Workday

Supervisory Organization (Sup Orgs)

Security Roles

• Security roles are:

• A collection of permissions in Workday

• Assigned to sup orgs, and cost centers

• A person can have more than one role

• Multiple people can hold the same role (even within the same supervisory

organization)

• In Workday, Manager is a Security Role

30

Determine what you can see and do in Workday

Security Roles

• Manage personal information

• Employees can view benefits, request leave and time off, and enter time worked*

20

Workers

Employee

Non-Employee

Managers

Manager

• View team metrics

• Manage Team Time and Absence

• Manage personal information

All State of Maine Supervisory Orgs

Roles

Employee Employee Employee

Business Processes

• Set of steps that people initiate, act upon, and complete

• Only users with an appropriate role can initiate a process

• Once initiated, processes route to the appropriate role for action

33

Request Time Off ApproveTime Off Balance

Updated

Example: Request Time Off

Employee Manager Completion

Define the specific steps needed to complete a process

Business Processes

Effective Dates Event Statuses

• Determine when data from

business process events are active

• Consider the effective date

of events when initiating other events for an

employee

• Determine when a process is

completed and data is available for Payroll, external

systems or reporting

• Event statuses include: “In Progress” or

“Successfully Completed”

Pay attention to the Effective Date and the Overall Status of business

process events that are initiated or approved for employees

Effective Dates and Statuses

35

Note: Use the Worker History or Business Processes of Type Awaiting Actionreport to monitor the status of events

Completed HR Events

Payroll ProcessingPayment to Employee

Includes approved hires, job

and compensation changes,

etc.

Includes completed and

fully approved

HR events only

Considers effective dates

entered

Payment to employee on

scheduled pay date

Ensure that HR events that effect an employee’s payment

have adequate time to route through approval

Process Completion and Payroll Impacts

Lesson Objectives

36

During this lesson, you have learned how to:

• Navigate in Workday

• Define Workday Core Concepts

• Describe Supervisory Organizations

• Identify Security Roles

• Discuss Business Processes

Lesson 1: Time and Absence Processes

Workday Maine

Lesson Objectives

38

• Explain the Benefits of Timekeeping and Absence in Workday

• Identify the Timekeeping and Absence Processes

• Describe Timekeeping and Absence Roles and Responsibilities

• Approve Timesheets and Absence Request

After completing this lesson, you should be able to:

Time and Absence Overview

TimekeepersEmployees

Who Enters Time?

Managers

Most employees will

be responsible to

enter their own time.

Timekeepers will

continue to enter

time for their Agency.

If the employee is not

able, Managers can

enter time on behalf

of their employee.

Timekeeping and Absence Processes

Used to request future time off from work for

• Full days

• Partial days (hours)

• Consecutive days ( days or weeks)

Note: Leave Balance are tracked automatically

Used to initiate a Request or Return from a Leave of Absence.

This includes:

• Paid/Unpaid Leave

• Medical Leave

• Administrative Leave

Used to enter time for :

• Full days

• Multiple jobs

• Grants and Projects

Note: Shift differentials, On-Call Pay etc. are set-up in the Job

Profile and are automatically added to the timesheet.

Enter Time

Request

Absence

Request /

Return

From

Leave of

Absence

Common Tasks in Timekeeping an Absence

Inbox

Timekeepers use the Inbox to access tasks that require their attention such as:

- Approvals of timesheets / leave requests entered by a Manager/Supervisor

- Timekeeping events sent back by approver for correction

Notifications

Timekeepers receive notifications when HR events have occurred that impact

Timekeeping such as hires, transfers, FTE changes, reclassifications, and

comp changes, etc.

Time Entry

Timekeepers and Managers can enter time and absence on behalf of an

employee.

Absence

Requests

Absence Partners and Managers can enter absence on behalf of an

employee.

Report and

Online Inquiry

Timekeepers can view details about an employees reported time (e.g., time

reported by employee, timesheets pending approval, unsubmitted time, etc.)

and leave (e.g., vacation, sick, leave of absence, leave balances) in Workday.

Timesheet vs. Absence Calendar

Enter Time on the Enter Time page (timesheet)

using Time Types when reporting*….

• Time worked for the day

• Training

• Court Time

• Worker’s Comp

• AWOL

• Jury Duty

Where do I Enter Time and Request Absence?

Enter Absence on the

Absence Calendar using

Absence Types when….

• Requesting partial or full day(s) off (e.g., one or more full days off)

• All absence (including past, current and future dates) should be entered on the Absence Calendar

NOTE: This is not a full list of Time Types Available.

Manager Responsibilities

Key Responsibilities:

• Approve Timesheets for direct reports

• Approve Absence Requests for direct reports

• Enter Time on behalf of employee• Request Absence (Time-Off) on behalf of employee

• View Absence Calendar and Absence Balances

Managers

Time Entry Process

Timekeeping Process Overview

Time EntryApprove

or Deny

Timesheet

goes to

Payroll

Processed by

PayrollPayday

NOTE: * Approvals depends on who entered the request into workday.

Managers can enter time on behalf of employees

• The Enter Time process is used to enter time for employees and contingent workers:

• Regular 40 hours per week workers

• Part-Time workers

• Compressed Schedule workers

• The timesheet can track

• Employees with Multiple Jobs

• Reported time to projects or grants

• Shift Differentials

• Availability Hours

Enter Time on Behalf of Employee

State Holidays and Emergency Closings

State HolidaysEmergency

Closings

• State Holidays are

preloaded in Workday

• Workday will automatically

prefill holidays on the

timesheet for the entire

year

• No need to manually enter

hours; unless you worked

on a holiday.

• During emergency closings,

employees will be advised on

which Administrative Leave

time type they should enter on

their absence calendar

• The employee must enter the

amount of hours for the

Administrative Leave

Entering Time for Workers with Multiple Jobs

Workers with multiple jobs will record all hours on one timesheet.

• Their timesheet looks similar to any other worker’s

timesheet. They will:

• Select the Time Type

• Report their Hours Worked based on job profile

• On the Enter Time window, there will be an

option that says Position

• The Timekeeper will select the appropriate

position to record hours worked.

How is time calculated?

The system automatically calculates reported time.

• Total work and leave hours for the week

(based on the in and out times or

quantity entered).

• Overtime and Comp time earned based on an employee’s job profile and

employee type

• Shift differentials, on call hours or Hazard

Pay

• Time for holidays (except for 24/7

employees).

Alerts and Error messages appear to help prevent entering invalid time entries

Common Alerts and Error Messages

Alerts display as warnings that may appear during time entry, absence request and submission, but do not prevent you from saving or submitting time.

Common Alerts are:

• Regular hours not entered for a day

• Comp Time has been earned

• Leave is entered on a Holiday

• Weekly hours are less than 40 (full-time employees)

Errors display as warnings that may appear during time entry absence request and submission, and will prevent you from saving or submitting time.

Common Errors are:

• Absence requests that exceed their available balance

• No time entered on a row (row is blank)

Absence Process

Request Absence Process

Absence

Request

Approve

Or Deny*Balances

Reduced

Calendar

Updated

NOTE: * If it is denied, the process does not move forward. The employee

will receive a notification of the status.

Requesting Absence

• Days that are requested on the Absence

Calendar are automatically added to the

employee’s corresponding timesheet(s) and

will display as absence(leave).

• The time off does not have to be manually

entered on the timesheet.

• There is no need to request Holidays as Time Off unless you work in a unit that has pre-

scheduled holidays.

Absence Types

Time OffLeave of

Absence(FML)

Other Balance

Types

❑ Admin Snow Day

❑ Bereavement

❑ Compensatory

❑ Personal

❑ Sick❑ Unpaid

❑ Vacation

❑ Childbearing/Adoption

❑ FML

❑ Compensatory

❑ Health

❑ Sick❑ Intermittent Family and

Medical Leave

❑ VEIP Consistent Leave

❑ Parental Leave

Absence Types available on the Absence Calendar are based on job profile

Approvals in Workday

Who Approves Timesheets and Absence Requests?

Entered by Approved by

EmployeeManager or

Manager’s Manager

TimekeeperAutomatically

Approves

ManagerAutomatically

Approves

Entered by Approved by

EmployeeManager or

Manager’s Manager

Absence PartnerAutomatically

Approves

ManagerAutomatically

Approves

Timesheets Absence Requests

NOTE: For Top Level Managers, Time Approvals will be done by HR

Partners and Absence Approvals will be done by Absence Partners.

Approving Timesheets and Absence Requests

Time Entry and Absence Request events that require approval will

route to the Manager for approval.

InboxReview

Time

Managers can approve actions individually

by accessing the Workday Inbox

Managers can mass approve actions by

accessing Time and Absence application

Approval Actions

An action performed in Workday to approve a task or event. When

an approver approves a task or event, it certifies that the task or

event has been reviewed and verified and is correct.

An action performed in Workday to send a task or event back to

the initiator for corrections. When the approver sends back a task

or event, the approver must enter a comment. For example,

guidance on correcting timesheet. The action may be updated

and/or changed and resubmitted by the initiator.

NOTE: Items that are resubmitted to the approver are noted in the approver’s Inbox as “Requires Your Attention as Information Has

Been Changed”

An action performed in Workday to deny a task or event. When

the approver denies a timesheet or Time Off Request, the action

does not route back to the initiator for changes. However, the

timesheet can be updated or corrected and resubmitted.

NOTE: It is recommended that the approver use the Send Back

function (instead of denying) to request changes to a timesheet or

Time Off Request.

Viewing the Absence Calendar

Submitted absence requests

entered on the Absence Calendar will appear gray

until approved

Approved absence

requests will display with a green check mark on the

Absence Calendar

• The system indicates if the request is:

Approved or Submitted.

• You must modify all unapproved Absence on the

Absence Calendar.

• All approved absence should be corrected on

the Absence Calendar.

Demonstration 2.1

• Approve Timesheets

Watch the video.

Demonstration 2.2

• Deny Absence Requests

Watch the video.

Lesson Objectives

63

During this lesson, you have learned how to:

• Explain the Benefits of Timekeeping and Absence in Workday

• Identify the Timekeeping and Absence Processes

• Describe Timekeeping and Absence Roles and Responsibilities

• Approve Timesheets and Absence Request

Lesson 2: Initiating Processes

Workday Maine

Lesson Objectives

65

• Explain Initiating Business Processes in Workday

• Describe how to update and cancel a Business Processes

After completing this lesson, you should be able to:

Initiating Processes In Workday

Common Frustrations

• Email overlooked or

misunderstood

• Complex approvals required

• Unclear information

requirements, related slow-

downs

• Ambiguous processes (with no

way to track progress)

First - Why Would Managers Want To Initiate A Process?

These Frustrations Are A Symptom Of Inefficiencies Or Waste In Our

Processes. Together We Can Eliminate The Frustrations, By Using Workday.

Workday Advantages

• Workday reminders

• Soft or hard warnings for

missing information

• Automatic routing to correct approvers

• Inbox Archive to see the

process and next steps

Managers can use Workday to eliminate some common problems they

experience day to day:

• In Workday, managers have expanded visibility and control over

basic processes. Managers can initiate processes within Workday.

• Managers win by using Workday, and it requires no more effort

than today’s approaches. Rather than sending your usual email,

put that same information into Workday and the system will guide

your request to completion – saving you valuable time.

What Managers Gain

Workday doesn’t replace your interaction with your HR Partner, it is a new tool that will be

central to your communication and collaboration:

❑ Initiating a process is how you can send your HR Partner a request for action.

❑ Workday asks you all the right questions, save time emailing to fill in missing details.

❑ Actions don’t leave your HR Partner’s Inbox until they have been addressed, avoiding

overlooked requests and unnecessary delays.

❑ Actions route to the correct Approvers, preventing confusion and delays.

❑ Check your Archive to monitor progress and see who needs to take action next.

What Managers Gain continued

Managing Business ProcessesEditing and Canceling Events

71

The status of a business process determines whether you can update or

cancel the event. Identify the status of the Overall Process:

In Progress or Successfully Completed

If event is In Progress…

• Approver can Send Back the event to the initiator for updates*

• Initiator and specialist roles in Central HR or Shared Services can Cancel the Overall Process

*Note: Approvers updates without sending the process back to the initiator in

standalone processes only (e.g., Request Compensation Change)

If event is Successfully Completed…

• Process will be communicated

• Contact your HR Department for guidance, if needed

Updating and Cancelling Processes

72

• Displays events related to employee only

• From related actions go to Business Process > Cancel

Worker History Supervisory Organization

• Staffing tab displays in progress staffing events

• From related actions go to Business Process > Cancel

Cancel the Overall Process for an “In Progress” event

from one of the places listed below.

Tip: Click the event link to verify the Overall Process, if

unsure.

Cancelling an “In Progress” Event

Lesson Objectives

73

During this lesson, you have learned how to:

• Explain Initiating Business Processes in Workday

• Describe how to update and cancel a Business Processes

Lesson 3: Merit Increase

Workday Maine

Lesson Objectives

75

• Identify Compensation changes

• Explain how to initiate a Merit Increase

After completing this lesson, you should be able to:

76

• General salary increase

• Promotion

• Merit

• Salary adjustments

Base Pay ChangesAllowances

(supplemental pay)

• Recruitment retention stipends

• Uniform allowance (if applicable)

• Non-standard differential

• Specialty Team Membership

(K-9, Dive, etc.)

Request Compensation Change is used to modify the base salary

or to add allowances for an employee’s compensation plan

Request Compensation Change

• Managers will complete the evaluation, routing through the

review/approval process outside of Workday Maine.

• Managers will initiate the Request Compensation Change

task in Workday for employee Merit increases.

• HR Partner and Compensation Partner will review and

approves the request.

Request Compensation Change Merit Process

Demonstration 3.1

• Merit Increase

Watch the video.

Lesson Objectives

79

During this lesson, you have learned how to:

• Identify Compensation changes

• Explain how to initiate a Merit Increase

Lesson 4: Creating Requisitions

Workday Maine

Lesson Objectives

81

• Describe the Recruiting process

• Explain the Job Requisition process

• Describe the Candidate Management process

After completing this lesson, you should be able to:

Recruiting Process Flow

Create Job Requisition

Approve Job Requisition

Post Job Requisition

Candidate Management

Ready for Hire

Initiating a Job Requisition

83

• When there are open positions that need to be competitively recruited, a Workday Job Requisition needs to be created.

• The Workday job requisition is used to communicate positions that are “available to fill” in Workday.

• To create a Workday job requisition, available positions without an open job requisition in one of ways to view them:

‒ View the Staffing tab of the supervisory organization and find the position in the "Positions without Job Requisition" section.

Create Job Requisition Process

84

Create Job Requisition

Recruiter/Hiring Manager/ HR Partner

Approvals

Bureau Director and Commissioner

Review

HR Partner assigns primary recruiter

Post Job

Primary Recruiter or Recruiter

Recruiter posts

job internally

and/or externally

to recruit

applicants

Two levels of

approval: Initial

approval

Executive Director

(Bureau Director)

Final approval

from Appointing

Authority

(Commissioner)

Enter recruiting and

job details

justification, and

posting instructions

HR Partner &

Hiring Manager

may go back &

forth on job

posting

Organizations

Job Requisition Details

When a job requisition is created, you must enter requisition

information.

Reason the

position is

vacant,

recruiting start

date, target

hire date,

recruiting

instructions,

Title, Justification,

Job Profile, Job

Description,

Internal/External

Questionnaires

Funded by

Accounts that

fund the

position

Upload

attachments

Job

Information

Recruiting

InformationAttachments

Recruiting instructions indicate how and where jobs should be

posted

Create Requisition- Recruiting Instructions

• Post agency promotional only: This tells the recruiter that the job should be posted to the internal career site. Since it will be visible to all state employees the recruiter will need to indicate the specific agency on the job bulletin.

• Posting not required: Use this if the position is being filled as an acting cap, temp comp vacancy fill, appointed etc.

• Post internally and externally: This tells the recruiter that the job should be posted to the internal and external career site.

• Post internal only: This tells the recruiter that the job should be posted as a statewide promotional only.

Create Requisition- Dates

• Recruiting Start Date: This is the date that the requisition request starts, it defaults to the day the request was kicked off.

• Target Hire Date: The date you wish to have the position filled, this date will not open and/or close the job posting.

• Target End Date: Optional - used only when the position is a limited period position.

Create Requisition- Job Details

• Job Posting Title: This field allows you to add a working title. For bargaining unit positions, you should use the title given.

• Justification: This field is not required, but many of our Commissioners expect this to be completed. When this is kicked off by a hiring manager, they should write why the position needs to be filled. Agency protocol should be followed.

• Job Profile: This is the job profile title/code-should not be changed

• Job Description Summary: The HR Partner will add the benefit information and salary ranges in this field (as we do today on all bulletins).

• Job Description: You will use this field to copy and paste the job bulletin.

• Additional Job Description: Any additional information you may need to add to the bulletin

Demonstration 3.1

• Create Job Requisition

Watch the video.

Candidate Management

Candidate Management Process

Candidate Applies

Review Screen InterviewMove to

OfferReady for

HireReference

Check

Applicant ACTIVE CANDIDATE Pre-Hire

Interview

Candidate Applies

Review Screen InterviewMove to

OfferReady for

HireReference

Check

• Hiring Manager schedules interview

• HR has the ability to schedule interviews

• Rates interview

• Makes decision & enters justification

ACTIVE CANDIDATE

Scheduling Interviews

The Schedule Interview task allows you to add or remove interviewers & select an interview date

❑ When a candidate is moved to the interview stage, a notice is sent to the hiring manager to

review and confirm they have read the Armstrong memo.

❑ Once manager completes feedback form, the recruiter receives a task to approve and move

candidate forward.

❑ Moving candidate forward will remove the feedback form

❑ When recruiter moves candidate to Interview stage, the hiring manager will receive an Inbox Task to

schedule the interview

Manager’s

Role

❑ The manager will document notes on

the interview feedback form and add

comments to document notes from

interview

❑ Interview Feedback goes on the

justification form

❑ Can upload written notes

❑ All feedback goes to the recruiter for

approval

Recruiter’s

Role

❑ Recruiters can take the following

actions:❑ Reschedule Interview (not likely)

Send Back (If manager needs to

correct verbiage in feedback form)

Submit (feedback is accepted)

❑ All feedback from the entire interview panel( if selected) need

to be received before the

candidate can Move Forward

Notes need to follow HR Guidelines in case of audit.

Interview Feedback

Reference Check

Candidate Applies

Review Screen InterviewMove to

OfferReady for

HireReference

Check

• Hiring Manager

records reference check(s)

• Recruiter moves candidate to next stage

ACTIVE CANDIDATE

Recording Reference Checks

• The Reference Check Reminder is a To Do task.

• If the candidate is not a State employee, indicate in Comments and click

Submit.

• The reference check form is built inside of Workday.

• The recruiter moves candidate to Reference Check & then Hiring

Manager receives 3 tasks (one at a time) in their Inbox to complete

Questionnaire for each reference.

• Can be submitted without completing.

• Candidate can be moved straight to Offer

96

Move to Offer

Candidate Applies

Review Screen InterviewMove to

OfferReady for

HireReference

Check

• HR approves compensation

o Hiring manager makes verbal offer

o Workday generates offer letter

o Processes Background Check

o Recruiter makes decision

ACTIVE CANDIDATE

Initiating Offer Process

• Manager will communicate with recruiter regarding who they want to hire

• HR will review Feedback Form to ensure candidate is justified against seniority & other qualifications

• Recruiting will initiate offer

• Manager will enter compensation/step requested

• Recruiting will approve or deny step request

• Hiring Manager receives/submits To Do task to extend verbal offer

The Offer step is a partnership between recruiter &

Hiring Manager

98

Initiating Offers

• Once manager completes the reference check, the recruiter will receive an inbox task with option to either move candidate forward or decline.

• Generate Offer Letter

• Complete the following task outside of Workday once the candidate has accepted the verbal offer

• Initiate Background Check

Initiate Offer task is used when you are ready

to extend an offer to the candidate

99

Offer

• Once the offer is extended, external candidates will receive an offer letter in the Candidate Home Account

• The Ready for Hire task initiates the following Hire events

• Change Job – internal candidate is changing positions (Internal Candidates)

• Hire Employee – new candidate

Note: If you are unable to move the candidate to "Ready for Hire" you need to

make sure the Job Requisition has been unposted, the posting has been open

for 10 calendar days and the candidate is not barred or a duplicate.100

Lesson Objectives

101

During this lesson, you have learned how to:

• Describe the Recruiting process

• Explain the Job Requisition process

• Describe the Candidate Management process

Lesson 5: Workday Mobile

Workday Maine

Lesson Objectives

103

• Explain the benefits of Workday on the Go

• Identify how to access Workday Mobile

After completing this lesson, you should be able to:

Workday on the Go

• Workday’s mobile solutions are accessible on

any smartphone or tablet through mobile web

browsers (e.g. Safari, Chrome, etc.).

• Workday Mobile enables employees to spend

more time completing tasks by providing

applications they can access while on the go.

• Workday for mobile gives you access to

valuable information about your team or

individual employees from anywhere at any

time.

Managing Tasks on Mobile Devices

• View timesheets/absence requests

• Submit requests for time off

• Approve time and absence

• View Worker Information

• View Team Time Off

• View Reports

With Workday for mobile, Managers can …

Accessing the Mobile App Download

Downloading Mobile App

Download the Mobile App by scanning the QR code with your phone

or get it on the App Store or Google Play

Lesson Objectives

108

During this lesson, you have learned how to:

• Explain why Managers initiate business processes

• Identify the Advantages of Workday to Managers

Resources

The following resources are available to you:

• Workday Maine Website – https://www.maine.gov/workday

• Workday Quick Reference Guides

• Workday Job Aids

• Workday Walkthrough Videos

• Guided Practice Workshops

• Open Labs

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Available Workday Courses

Workday for Recruiters ILT Course

Workday for Human Resources ILT Course

Workday for Benefit Partners ILT Course

Workday for Timekeepers and Absence Partners ILT Course

Workday Maine