What is Human Resource Management?

You need the right tools to organize, staff and pay your global workforce. From planning your workforce budget and staffing strategies to managing retired workers, Workday Human Resource Management helps you to handle a global workforce effectively. From hiring employees to analyzing your workforce, Workday helps you to manage the processes. Keeping pace with change With a global and easily adaptable foundation, Workday is designed to futureproof business operations.

The HRM process is shown through the following diagram

As business circumstances and requirements change — including organizational structures, business process rules, worker assignments and reporting priorities — Workday immediately adjusts for those changes.

Configurable organizational structures: Workday’s flexible organization and staffing models handle traditional, hierarchical and administrative organizations, along with geographic, costing and collaborative (matrix-type) organizations.

Flexible processes: Create, customize, roll out and manage relevant workflow processes. Apply these practices at any organizational level using a simple, intuitive process configuration tool.

Reorganize on the fly: Business users can create new geographic divisions, rearrange cost center structures or move organizational reporting relationships from one group to another. Users see changes immediately, so they can plan future reorganizations without coding.

Manage a global workforce Centred on a singular model of people, organizations, assignments and business events, Workday’s HR application ensures global consistency. It allows for local variation and provides meaningful business insight across borders and business processes.

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A unified global view of the workforce: Track localized employee records and job data, including personal information, demographics, IDs, emergency contacts, compensation, benefits, management chain, and organizations. This data is available for more than 200 countries and takes into account country-specific diversity and compliance requirements.

Manage all worker types: Workday provides a unified global view of workers who have a broad range of relationships with the organization. These may be contingent workers, full-time employees, or contractors. Manage a global workforce Centred on a singular model of people, organizations, assignments and business events, Workday’s HR application ensures global consistency. It allows for local variation and provides meaningful business insight across borders and business processes.

A unified global view of the workforce: Track localized employee records and job data, including personal information, demographics, IDs, emergency contacts, compensation, benefits, management chain, and organizations. This data is available for more than 200 countries and takes into account country-specific diversity and compliance requirements. Manage all worker types: Workday provides a unified global view of workers who have a broad range of relationships with the organization. These may be contingent workers, full-time employees, or contractors.

Intuitive self-service Employees, managers, and business leaders all find Workday applications easy to use, and so do C-level executives and administrators. Workday offers self-service actions on a browser and, for no additional cost, on mobile devices.

Role-based access: Security access to relevant information and actions is controlled by role, regardless of the device being used to access the system.

Intuitive experience: The Workday user experience is modeled on popular consumer-oriented designs. Empower all your users with relevant and actionable information.

Compensation: Motivate, reward and retain With Workday Compensation Management you can design, manage and adjust compensation programs to meet complex global rewards requirements or create and manage flexible employee compensation plans. Workday enables your organization to consolidate employee compensation across multiple plans, teams, and geographies.

Comprehensive: All types of plans are supported. You can handle base pay, promotion increases, ad-hoc changes, focal changes, one-time payments, lump sums, allowances, bonuses, and equity. A variety of options help you to decide how to distribute budgets, choose effective dates for pay changes and define pay structures.

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Extreme flexibility: Compensation managers can easily update and define compensation plans in response to changing business needs. Allocate compensation in a single, unified merit process. For example, you can include a merit increase, stocks, bonuses, and promotions in the same focal round.

Global: Workday supports multiple currencies within a single compensation package, enabling organizations to define global rewards programs with locally appropriate targets to ensure fair and consistent compensation practices. Workday also allows you to manage by a total compensation value using rules that can be defined by the country.

Define and manage your absence plans Workday Absence Management allows organizations to define, manage and gain a complete view of a worker’s absences — whether it’s accrued time off, vacation and sick plans, or defined leaves of absence. Workday Absence Management can be used seamlessly with Workday Time Tracking, Workday Payroll, or as part of Workday Human Capital Management (HCM).

Complete control: Define and maintain accrued time off for workers, track times off (vacation time, bonus time, etc.) and manage unpaid leave of absence administration, including support for U.S. FMLA compliance. Analyze liabilities, or plan usage, consistency, and popularity in real-time.

Robust adaptability: Workday Absence Management lets you configure time off and leave, business processes, and rules-based on an employee’s location, or the company’s preferences or culture. The application supports any type of leave or time off (combined types, definition, eligibility, etc.).

Economic impact: Workday Absence Management decreases vacation-liability errors with configurable rules, real-time reporting, and the automation of complex calculations and accrual rates. Define how worker inactivation, payroll changes, and employment status affect leave. Account for such factors as absences, benefits