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Workday HCM Improvements

Answered
Vaishnavi Senthil User

Connector name: Workday HCM

Additional details:

  1. Payroll - Associates may work in multiple positions during a pay period, so our payroll data must support position-level reporting. While COST_CENTER_WORKTAG, JOB_PROFILE_WORKTAG, and LOCATION_WORKTAG provide the worked cost center, job profile, and location, we also require the following data elements:
    1. Position for Global Payroll Result Line
    2. Hours Worked – there are a couple of Hours fields in the Payroll Result Line Business Object that we would benefit from. Picture Attached.
    3. Retro Period
    4. Code Descriptions – PAYROLL_LINE_PAY_COMPONENT has earning and deduction codes, but we also need the description for these codes.
    5. Business Object Value for Pay Group Detail
  2. There are multiple places where FiveTran has ‘Reference ID’, but we need the ‘Business Object Value’ tied to the Reference ID for the data to be useful. The current workaround for this is to get each Reference ID – Business Object Value Mapping periodically through RaaS, which is not ideal.
    1. Management Level Code in WORKER_POSITION, WORKER_POSITION_HISTORY, POSITION_JOB_PROFILE and CANDIDATE. There is a ‘management_level_descriptor’ in the first three tables, but it is null for all rows.
    2. Primary_termination_reason in WORKER and WORKER_HISTORY. This one also has a descriptor field that has only null values.
    3. Applicant_source_code in JOB_APPLIED_TO and CANDIDATE
    4. Background_check_status in PRE_HIRE_BACKGROUND_CHECK_STATUS
    5. Recruiting_disposition_code in JOB_APPLIED_TO
    6. Possibly more fields that we haven’t discovered yet
  3. Manager History of Worker - WORKER_POSITION_MANAGER gives the current snapshot but for predictive modelling purposes, we need to know manager details at a certain point of time going back 2-3 years.
  4. Union History of Worker – there is union_code in JOB_PROFILE, but we have cases where a worker could be in a union Job Profile and technically not have a union membership.

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Comments

2 comments

Date Votes
  • Official comment
    Tom Jose Fivetranner

    Hi Vaishnavi,

    Thank you for submitting this detailed request.

    I have added your request to our feature improvements backlog. To help us prioritize and design these enhancements, could you share more about the main problems these requested fields and historical data would resolve for your team? For example, are there recurring analyses, compliance needs, or business processes that are difficult today due to these data gaps?

    We will keep the community updated on this thread as any progress is made.

    Thanks,
    Tom

  • Vaishnavi Senthil User

    Thank you, Tom. Here is some additional information on the Data Science and Reporting use cases that benefit from these requests:

    1. Position-level payroll data

    We use employee- and position-level hours information from payroll data in workforce planning use cases, including turnover prediction and FTE demand forecasting. We are also developing recurring compensation reporting based on this data.

    Due to the current gaps, the alternate solution is to obtain the data through RaaS. For our organization, implementing and maintaining RaaS solutions requires coordination across multiple teams and introduces additional complexity, lead time, and ongoing support requirements. One of the primary reasons we chose Fivetran was to reduce our reliance on custom RaaS integrations and provide a more streamlined, scalable approach to accessing Workday data.

    2. Business Object Values

    The Business Object Value request is intended to ensure that we can provide readable, business-friendly values in our analyses and reports. While Reference IDs work well in the backend for data processing, the reporting layer requires the corresponding descriptions so stakeholders can easily interpret the results. Providing these descriptions within the connector would help reduce the need for custom RaaS solutions and additional integration work to translate Reference IDs into user-friendly values.

    3. Manager History and Union History

    Manager history and union history are important inputs to our workforce planning use cases and recurring reporting that supports our Labor Relations team. Ideally, these attributes would be available within the Associate / Associate Position History data so that we can consistently analyze historical changes over time without relying on separate data sources or custom integrations.