Workday Pro HCM Core cheat sheet

Supervisory Organizations form the primary hierarchy; each worker has exactly one home supervisory org, and staffing models attached to that org determine which positions a worker can hold.

A Staffing Model defines the allowed worker types and position management behavior for a supervisory org; it is assigned at the organization level and cannot be overridden per worker.

Position Management is enabled per supervisory org via the staffing model; when enabled, headcount is controlled by positions rather than by job requisitions alone.

Job Requisition is the hiring demand object; it can be filled by one or more hires depending on the staffing model's headcount rules.

Effective-dated business processes create versioned records; a future-dated change does not alter the current effective record until its effective date is reached.

The Change Job business process moves a worker between positions, jobs, or supervisory orgs, and can trigger compensation, payroll, and security impacts in one transaction.

Worker types (Employee, Contingent Worker) are configured per tenant and drive which business processes, pay groups, and security groups apply.

Business process security is defined by initiating/participant groups on the BP policy, separate from domain security policy that governs data access.

Pay Group determines the payroll processing schedule, pay period, pay date, and default run categories for assigned workers.

Payroll input consists of earnings, deductions, and one-time payments; pay components are grouped into earning and deduction categories that map to calculation rules.

Payroll calculation runs in three phases: accumulations/calculation, pre-run (results review), and completion (pay results and payment output).

Pay Component calculation rules use brackets, percentages, or flat amounts; taxable wages are computed by subtracting pre-tax deductions from gross per the component's taxability settings.

Payroll cut-off dates are set relative to period end and control which input items are included in a given payroll run.

Off-cycle runs use a separate run category and pay period override; they do not change the regular schedule and must be reconciled against the main run.

Payroll results feed GL via the payroll accounting rules; mapping of pay components to ledger accounts is configured in the payroll accounting setup.

Retroactive pay is generated when a compensation or job change is effective in a prior period; the system recalculates and produces adjustment results.

Performance reviews use review templates with sections and rating scales; the template determines which roles (manager, self, peer) submit evaluations.

Goal management supports cascading goals from organization to individual; goal status transitions are Not Started, In Progress, Completed, and Canceled.

Talent review (calibration) uses grid configurations with x and y axes (e.g., performance vs. potential) and places workers into box placements for discussion.

Succession plans define talent pools and readiness levels (Ready Now, Ready in 1-2 Years, Ready in 3+ Years) attached to key positions.

Career development uses career interests, job families, and development plans; development items can be linked to competencies and learning content.

Competencies are rated via proficiency scales and can be attached to jobs, positions, and review templates for assessment.

Feedback and check-ins are separate from formal reviews; anytime feedback can be requested and is visible per configured privacy settings.

Talent objects are effective-dated where applicable; calibration and review data is period-scoped to the review cycle.

Time tracking uses time entry codes and time calculation tags; tags drive which calculation rules (e.g., overtime, premium) apply to entered hours.

Time calculation rules evaluate in sequence and can be configured for daily overtime, weekly overtime, and consecutive-day rules per labor policy.

Schedules are published by schedule period; workers can view published schedules and submit shift-swap or time-off requests per configured rules.

Absence plans define accrual frequency, accrual amount, carryover limits, and eligibility; accruals post on the plan's accrual schedule.

Time off requests consume absence plan balances and are validated against eligibility and available balance at submission.

Workforce scheduling uses demand-based labor requirements and assigned shifts; coverage is measured against required headcount per time interval.

Time and attendance data flows to payroll via the payroll time input; approved and locked time entries are the source for pay calculation.

Labor rules can enforce rest breaks, meal breaks, and maximum consecutive hours; violations surface as exceptions during time approval.