Workday consolidates Human Resources systems into one easy-to-use platform, based in the cloud, providing a seamless and unified experience for all ACC managers. 

HR Staff

You can look forward to the following changes:

  • Eliminates paper forms and streamlines the process.
  • HR Managers can see everyone in Change Job, not just their employees.
  • HR staff and managers will view and interact with job requisitions through assigned roles (example: primary recruiter)​​
  • Configured to show alerts to the employee, employee’s manager, and so on within Workday until the employee completes paperwork and submits it.​
  • Managers will have access to their employee data and tools and processes to support their needs (Job Changes, etc)​
  • Employees will have access to their personal information, compensation, payslips, time, absence, talent, etc.​
  • Workday Position management will replace the Personnel Authorization process.​
  • An automated and seamless onboarding experience with automated dashboards and online forms.​

Human Resources Glossary

TermDefinition
Adverse ImpactA question or requirement that may result in unintended discrimination of persons along the lines of a protected trait.
ApplicantTracking System (ATS)A software application that enables the electronic handling of recruitment needs. An ATS can be deployed on a large-scale or small business level, depending on the  needs of the company.
BehavioralInterviewInterviews that are based on the premise that a person’s past performance on a job is the best predictor of future performance.
Candidate FunnelThe process of narrowing candidates through several different sources.
Candidate Relationship Management (CRM)Organizing, automating, and synchronizing the attraction, communication, and management of talent.
Case InterviewAn interview in which the job applicant is given a question, situation, problem, or challenge and asked to resolve the situation.
CompetencyThe ability of an individual to perform a task or do a job properly.
Criminal CheckAn investigation of a candidate’s criminal history to assess the candidate’s trustworthiness and morality, often conducted by third-party vendors.
DataConfirmationCorroboration of information provided on a resume.
DisqualificationQuestionsQuestions to which certain answers are mandatory for job performance.
Drug TestingA technical analysis of a candidate’s biological specimen (e.g., hair, sweat, urine) to determine the presence or absence of specified drugs. Often conducted by third-party vendors.
eSignatureAn electronic indication of intent to agree to approve the contents of a document.
EvergreenRequisitionA requisition for high-volume positions for which candidates are always needed.
HeadcountThe number of workers in an organization.
Job PostingAggregatorWebsites that match job seekers with job openings based on relevance, which is determined by their keyword searches.
KeywordSearchThe most common and default type of searching by entering words or phrases relevant to your topic into the Search box.
OfferLetterA job proposal to a candidate that includes such terms as the starting salary, benefits, dates, and times, etc.
Office of Federal Contract Compliance Programs (OFCCP)An agency with the U.S. Department of Labor that enforces the contractual promise of affirmative action and equal employment opportunity (EEO) required of those who do business with the federal government.
Panel InterviewA candidate is questioned by a team of people at the same time.
PassiveCandidateA qualified candidate for employment who is not necessarily looking for work but may be interested if the right job comes along.
PipelineA group of candidates that the company would be interested in pursuing when a job opens that fits their skillset. 
PostTo publish a job requisition to an internal or external website.
Pre-HireUsed in staffing to identify individuals you are tracking before employment. Used in recruiting to identify candidates who are in the offer or background check stage.
RankingInvolves imposing relationships among a group of candidates such that for any two candidates, the first is ranked higher than, lower than, or equal to the second.
ReferenceCheckInvestigation that verifies dates of employment, title, and role; if the candidate is eligible for rehire; duties and responsibilities; etc.
ResumeParsingThe conversion of a free-form resume into structured information suitable for storage, reporting, and manipulation by a computer.
Search Engine Optimization (SEO)The process of affecting the visibility of a website or web page in a search engine’s search results.
Source of HireThe job posting or recruiting effort that resulted in a hire. This information helps an organization focus on sources that yield higher rates of hire.
Supervisory OrganizationSupervisory organizations group workers into a management hierarchy and are the primary organization type in Workday HCM. All workers are hired into supervisory organizations. Organization assignments such as company, cost center, and region can be configured for supervisory organizations, and unique business processes can be configured for them as well.
Talent ReviewsA process in Workday that enables you to gather, evaluate, and report on a range of employee talent information such as skills and experience, performance and potential, career interests, and mobility preferences. The configuration of the talent review template, the Talent Review business process, and your security determine which actions employees and managers take during a talent review.
Video InterviewA method of conducting a virtual interview with a candidate via video technology.
WorkerAn employee or a contingent worker.
WorktagA named attribute you can assign to events and objects to indicate their business purpose. For example, you can create a Customer worktag whose values are thenames of your customers. You can use the worktag to assign a customer to an expense in an expense report or a product sales event.