SB
Spandana Bala
Workday HCM Consultant
Hyderabad · India
Now at · Infosys
Class 019 · WORKDAY HCM & AI Agents · Enrolling
Now
Workday HCM
+ AI
Agents
Master end-to-end Workday with Illuminate AI. Configure the six core HCM pillars, ship the full integrations stack with EIB and Studio, and deploy governed AI Agents across HR, Payroll, and Talent.
3mo
duration
30+
modules
4.7/5
class rating
100k+
enrolled
Where our ServiceNow alumni work
Microsoft
Amazon
Salesforce
ServiceNow
Deloitte
Infosys
Accenture
TCS
Wipro
Capgemini
Cognizant
HCL
MicrosoftAmazonSalesforceServiceNowDeloitteInfosysAccentureTCSWiproCapgeminiCognizantHCL
What you leave with
Four things every Workday grad walks away with.
01
Agent-Ready skills
Build, deploy, and govern Illuminate Agents in Workday Build — registered in ASOR and aligned to ISO 42001 and NIST AI RMF, not Community demos.
02
A shipped project
The PayKart Phase-1 build — six HCM pillars, a Cloud-Connect payroll integration, a Prism dashboard, and three live Spring 2026 agents.
03
Verifiable credential
2026 Agent-Ready rubric mapped to Workday Pro HCM, Comp, Reporting, Integrations, and AI Specialist — graded 1–5 with a public verification URL.
04
Direct placement pipeline
GitHub + LinkedIn rewrite, Workday-tuned resume rebuild, and warm intros into 18,000+ active Workday roles across HYD and BLR.
7 months, four phases
From "runs hire BPs" to ships Illuminate AI agents..
MONTHS 1–3 · CORE HCM
The Six Core HCM Pillars
- Workday Foundation, Power of One object model, tenant navigation, Workbench
- All 7 Organisation types, Staffing Models, Job Architecture, Skills Cloud
- Core Compensation — plan types, eligibility, merit matrices, Pay Equity Agent
- Security (all 7 group types), Business Processes, BP Copilot Agent
YOU SHIPThe PayKart tenant configured with Sup Orgs, Job Catalog, Compensation plans,
full security model, and the Hire / Job Change / Termination BPs running clean.
MONTHS 4–5 · EXTENDED HCM
Recruiting, Payroll, Time & Benefits
- Recruiting end-to-end, Career Site, Onboarding, Talent Reviews (9-box), Succession
- Absence Plans, Time Tracking, Benefits (Health, Dental, FSA, HSA, 401k)
- Workday Payroll (US/CA/UK/FR), Cloud Connect, India Payroll (EPFO, ESIC, TDS, Form 16)
- Recruiter Agent (54% capability boost), Talent Mobility Agent (39% turnover reduction), Payroll Agent
YOU SHIPA complete Hire-to-Retire flow for PayKart — Recruiting, Onboarding, Time,
Absence, Benefits, and a clean payroll run across two regions with the Payroll Agent enabled.
MONTH 6 · ANALYTICS + INTEGRATIONS
Prism, Adaptive, EIB, and Workday Studio
- → Custom Reports (Simple → Composite → nBox), Calculated Fields, BIRT, dashboards
- → Prism Analytics, People Analytics with Sana-powered stories, Adaptive Planning
- → Workday Data Cloud (GA Spring 2026) zero-copy share to Databricks/Snowflake/Salesforce
- → EIB, Cloud Connect, Core Connectors, PECI/PICOF, Workday Studio, REST/SOAP/GraphQL
YOU SHIPA full reporting and analytics layer for PayKart, plus a working EIB and a
Workday Studio integration deployed against the GlobalTech 95-EIB reference map.
MONTH 7 · AI DIFFERENTIATOR · EXCLUSIVE
Deploy responsibly governed Illuminate Agents that automate HR, Finance, and Cross-Functional workflows across the enterprise.
Configure Sana for Workday (GA March 2026), compose against the Illuminate foundation model (trained on 1+ trillion enterprise transactions), and govern through the Responsible AI framework — ISO 42001, NIST AI RMF, ASOR registered with Microsoft Entra Agent ID. Deploy agents from the complete Spring 2026 Catalog across HR & Talent, Finance & Operations, Cross-Functional, and Industry-Specific lanes. Final project — a complete Phase-1 Workday implementation for PayKart covering all 15 modules with a public verification URL.
Active Workday
roles (HYD + BLR)18,000+
Named AI
Agents (Spring 2026)22+
→ Placement
offers82%
Course curriculum
Seven sections. 65+ modules. The AI-native Workday stack.
01
Workday Foundation & Tenant Navigation
How modern apps work, how teams ship them with Agile, where compute & cloud
fit, and how AI plugs into the 2026 stack.
The Workday market in 2026 — 11,000+ orgs, 65%+ Fortune 500, 1+ trillion transactions/year
The competitive landscape — Workday vs SAP SuccessFactors vs Oracle HCM Cloud vs Darwinbox
Indian market context — GCC adoption, Big-4 consulting demand, IT services Workday practices
The Workday consultant career roadmap — fresher to CoE Head
The salary ladder and Workday Pro digital badge path overview
The Power of One — single object model, single security model, single user
experience
The four-layer Workday packaging: HCM Core · Extended HCM · Integrations · AI
Platform
The Workday product wheel — HCM, Financial Mgmt, Spend, Adaptive Planning,
Payroll, Recruiting,
Talent, Learning, Sana, Illuminate, Data Cloud
Why a unified object model matters — no batch sync, real-time consistency, single
source of truth
Spring 2026 release positioning
Implementation tenant — the source of truth for configuration
Sandbox — functional testing, weekly bundles from Implementation
Sandbox Preview — release readiness, gets new release ~4 weeks before Production
Training — user training, scenario-frozen
Production — the live tenant
Tenant copy-down policy and refresh cadence
Hands-on — provision your personal training tenant
The search bar (top), with task and report search prefixes
Profile menu and worker profile
- Worklets and Apps — homepage shortcuts, customisable
- Inbox — your active BP tasks
Notifications — read-only alerts
Related Actions menu (the orange box) — context menu of actions
Reports — Standard delivered + Custom
Hands-on — tour the Logan McNeil training tenant
The six load-bearing walls: Organizations · Staffing Models · Job Architecture ·
Compensation ·
Security · Business Processes
How they interlock — Organizations feed Staffing; Staffing feeds Job
Architecture; Job
Architecture feeds Comp; Comp rolls into Reporting; Security wraps everything; BPs orchestrate
every
transaction
Connecting the dots — every module after this one builds on the six pillars
Why Extended HCM (Recruiting, Talent, Learning, Absence, Time, Benefits,
Payroll) sits on top, not
next to, the core
Two annual releases — Spring (March) and Fall (September)
Sandbox Preview — early access ~4 weeks before Production
Weekly service updates between major releases
Spring 2026 highlights — Sana GA worldwide, Workday Build (Flowise) GA, Workday
Data Cloud GA,
Live Data Query EA, 11+ new Illuminate Agents
Reading release notes effectively — what to test, what to ignore, what to adopt
Workday Community (rwd.workday.com) — release notes, KBs, forums, Brainstorms
Workday Pro Digital Badges — the certification stack employers screen for
Workday Talent Directory — the alumni network
Workday Rising — annual conference and product roadmap signals
Free “Responsible AI” virtual class — assigned pre-read for Module 14
02
Organizations: The Skeleton of Workday
Modern React with hooks, Redux Toolkit and routing, paired with PostgreSQL
fundamentals through query optimization.
Supervisory Org — reporting hierarchy, one manager per Sup Org
Cost Center — where the cost lands, tied to a Company
Company — legal entity for payroll, finance, statutory reporting
Region — geographic grouping (NA, EMEA, APAC, LATAM)
Location — physical place (office) or logical (Remote — India)
Cost Center Hierarchy — roll-ups for finance reporting
Custom Organization — anything else (Project, Practice, Business Unit)
One Sup Org = one manager
Sub-orgs inherit the manager unless they have their own
Inactive vs Active Sup Orgs
Manager hierarchy = the rollup chain
Reorganization Effective Date discipline — never use today; use first of next
month/quarter
Hands-on — build a 4-level Sup Org tree
Cost Centers tied to Companies
Default Worktags on positions flow to Payroll and Finance
Cost Center Manager security role
Cost Center Hierarchies for finance roll-ups
Hands-on — create CC-9999 “Training Lab” and assign to a Position
Company = legal entity, drives payroll tax registration, statutory reports
Inter-company workers and Company Hierarchies
Multi-currency setup — INR, USD, GBP, EUR, SGD, AUD, BRL
Currency conversion rates and effective dating
The 10-Company GlobalTech architecture
Physical Locations vs Logical (Remote)
Country and time zone determine downstream behavior
Time Profile assignment per Location
Holiday Calendar attachment per Location/Country
Hands-on — set up 3 Locations across 3 time zones
When the seven core types don’t fit
Common patterns — Project, Practice, Business Unit, Pay Group (in some designs),
Region of
Operation
Custom Organization Type vs Custom Organization
Performance considerations for tenants with 500+ Custom Orgs
Hands-on — create “AI COE” Custom Organization Type and add 3 workers
Every Position carries Org Assignments
Position assignments flow to the Worker filling it
Org Assignments drive — security routing, reporting hierarchy, costing
Reorganization patterns — move workers, move sup orgs, deactivate
The GlobalTech rule: org changes effective first of quarter, never mid-month
Hands-on — move “Platform Engineering” from “CTO” to “VP Engineering” effective
first of next
month
03
Staffing Models: Position, Job, Headcount
Python from fundamentals through OOP, then FastAPI — async APIs with Pydantic
validation, SQLAlchemy, and JWT auth.
Each role pre-defined as a Position with Position Restrictions
Best for: regulated industries, public sector, structured workforces
Workflow: Create Position → Approve → Recruit → Fill → Worker
Position lifecycle states — Frozen, Filled, Closed
The 4,200 GlobalTech FTE positions configuration
No pre-created position; Hire creates the role on the fly
Best for: small organizations, fast-moving startups, executives
Workflow: Hire → Worker (no separate position object)
Trade-offs vs Position Management
The 12 GlobalTech C-suite roles in Job Management
A Sup Org has a headcount cap; you fill against the cap
Best for: contingent / temp / hourly retail
Workflow: Set Headcount → Hire (fills a slot) → Worker
Frontline Agent integration with Paradox (90% reduction in mgr time on staffing)
The 600 GlobalTech contingent contractors in Headcount Mgmt
Job Profile, Job Family, Worker Type, Time Type, Location, Pay Rate Type,
Compensation Grade
Drives downstream defaults at Hire
“Restriction” = both a constraint and a default
Hands-on — create 5 Positions with different restrictions
A tenant can have all three across different Sup Orgs
Common pattern: Position Management for FTEs, Headcount for contingent, Job
Management for
executives
When mixing becomes a maintenance burden
The GlobalTech mixed-model architecture
Create Position
Edit Position Restrictions
Freeze Position (no hire allowed)
Close Position
Move Position (between Sup Orgs)
Reopen Position
Convert staffing model on a Sup Org (the rare but consequential operation)
04
Job Architecture: Profiles, Families, Catalog
Production ServiceNow : Power BI for analytics, then Microsoft Fabric —
OneLake, Lakehouse medallion architecture, Spark, real-time intelligence, and Copilot.
Job Family Group → Job Family → Job Profile → Position → Worker
Why hierarchy matters — Comp benchmarking, Talent reviews, Reporting, AI agent
grounding
The 280-Job-Profile, 32-Job-Family, 8-Family-Group GlobalTech architecture as
reference
Job Code (unique identifier), Job Title (default), Job Description (HTML
supported)
Management Level (1–10) vs Job Level (P1-P6, M3-M7, E2-E5)
Job Category (Exempt vs Non-Exempt — US-centric)
Pay Rate Type (Salary / Hourly)
Compensation Grade attachment
Critical Job flag, Difficulty to Fill, Job Function metadata
Hands-on — design a Job Profile end-to-end
Family Group as top-level cluster (e.g., Technology, Sales, G&A)
Family as mid-level grouping (e.g., Software Engineering under Technology)
Used in Talent (succession), Comp (market data), Reporting
Hands-on — build “Customer Success” Family Group with 3 Families and 9 Profiles
Mgmt Level — vertical scale of authority (1=CEO, 10=IC); drives default approval
chains in some
BPs
Job Level — career framework leveling guides (independent of Mgmt Level)
Why both — Mgmt Level for routing, Job Level for career conversations
Radford-style framework as industry standard
Job Profile EIB template — generate, fill, launch
Mass Edit on Job Profiles — pattern updates across hundreds of profiles
Job Catalog audit — finding duplicates, orphans, retired profiles
Hands-on — bulk-load 25 profiles via EIB, mass-edit Mgmt Levels
Skill-based architecture — skills as a first-class object
Skills attached to Workers, Job Profiles, Learning content, Performance goals
Skill gap analysis at the Worker, Sup Org, and enterprise level
Sana for Workday integration — adaptive learning paths driven by skill gaps
Skills-based career framework as 2026 best practice
Auto-suggested Job Family consolidations based on span-of-control patterns
Identifying overlapping Job Profiles
Management Level normalization recommendations
Skills taxonomy refinement
Human-in-the-loop checkpoint — review before applying
Hands-on — run the Job Architecture Agent on the GlobalTech APAC profiles,
review top 5
consolidation suggestions
7 labs: Outbound EIB (SFTP), Inbound EIB (new hire load), Correct Change Job
EIB, Core Connector
Worker, Studio REST API callout, Payroll Interface (ADP), Integration monitoring and error
resolution
Security group design — building a scalable, least-privilege security model
Intersection security groups — combining role and organizational membership
Segment-based security — restricting access to compensation, benefits, and sensitive data
Security audit tools — Maintain Security Groups, Security Analysis reports
Workday data migration overview — what data moves and how
Data migration phases — extract, transform, load, and validate
Data cleansing — identifying and resolving data quality issues before loading
Post-migration validation — reconciling counts, balances, and spot-check verification
Testing types — unit, integration, regression, UAT, and parallel
Preview tenant usage — testing 2026R1 changes before production
Regression testing after Workday biannual releases
UAT — involving business stakeholders in final validation before go-live
Tenant lifecycle management — Production, Sandbox, and Preview environments
Object Transporter — moving configurations between tenants safely
Release management — managing the 2026R1 and 2026R2 feature enablement process
Internal Workday COE (Center of Excellence) — building a sustainable support model
Project Lab: Security design — Map a security model for a 500-person organization with 4
roles
Project Lab: Data migration — Prepare and load a 50-worker inbound EIB with correct
sequencing
Project Lab: Testing — Write and execute test scripts for hire, payroll, and finance
processes
Project: Present a complete Workday governance and change management proposal
05
Core Compensation
Compensation object model, plan types, eligibility rules, grades, annual review
cycles, multi-currency pay, and pay equity insights.
Compensation Package → Grade → Grade Profile (per country/currency) → Plan(s) → Plan Assignment on
Position/Worker
The conceptual hierarchy whiteboard before any tenant click
The 8-Package, 85-Grade GlobalTech configuration as reference
Salary Plan — fixed annual/monthly amount
Hourly Plan — rate × hours
Allowance Plan — recurring fixed (housing, transport, meal)
Bonus Plan — variable, periodic
Stock Plan — RSU, ISO, NSO, ESPP
Commission Plan — sales-driven
One-Time Payment Plan — sign-on, retention, spot
Period Salary Plan — period-based pay
When to use Bonus vs One-Time Payment — the most common confusion
Built on Condition Rules
Reference Job Profile, Mgmt Level, Location, Worker Type, Custom Field
Enforced at the Plan or Plan Assignment level
Hands-on — build an "RSU eligibility for Mgmt Level ≤ 5 in Tech Job Family" rule
Grade has min, mid, max
Grade Profile applies the Grade to a country/currency
Compa-Ratio = (Worker pay / Grade midpoint)
Range penetration analysis
Hands-on — design Grade Profiles for INR, USD, EUR, GBP, SGD
Triggered on Hire, Promotion, Transfer, Market Adjust
Effective dating is everything
Multiple plans can change in one event
Approval thresholds (e.g., CFO approval if base > $250k)
Hands-on — promote a worker, change plans, observe effective dating
Plan Review cycle setup
Pools, Populations, Matrices
Manager forecasts → Approver chain
Total Rewards statement output
The two-cycle GlobalTech rhythm — March (merit), August (promo)
Hands-on — configure a Plan Review with 3% merit pool and a manager-driven matrix
Worker pay currency vs Plan currency vs Tenant default currency
Currency conversion at effective date
Reporting in tenant default currency
India Allowance Plans (HRA, transport, LTA) on top of base salary
Hands-on — hire workers in 3 countries with different pay currencies and run a global comp report
Pay Equity Agent — adjusted pay-gap reporting, statistically validated
Sana Self-Service Agent answering worker questions about their own pay
Compensation insights streaming through Workday Data Cloud
Compa-Ratio and Range Penetration dashboards
06
Security: Domains, Groups & Policies
Workday security architecture from authentication to domain and business process
policies, all 7 security group types, ISU/ISSG for integrations, and PII handling.
Authentication — SSO (SAML/OIDC) + MFA, X.509 certificates for integrations
Domain Security Policies — protect data and actions
Business Process Security Policies — protect BP step actions
Security Group Types — the 7 types and when to use each
The Activate Pending Security Policy Changes discipline
The 85-security-group GlobalTech architecture
Each Domain protects a set of fields or actions
Permissions — View, Modify, Get (web service), Put (web service)
Hundreds of Domains delivered out-of-the-box
Reading a DSP — security group list and the View vs Modify split
Hands-on — trace the "Worker Data: Public Worker Reports" DSP
Each BP type has its own security
Permissions — Initiate, Approve, View, Cancel, Correct, Rescind
Per-step security overrides
Hands-on — modify the Hire BPSP to require additional approver
Role-Based (Constrained) — worker holds a Role on an Org
Role-Based (Unconstrained) — worker holds a Role globally
User-Based — specific user accounts
Job-Based — workers in a Job Profile / Family
Membership — manually maintained list
Conditional Role-Based — Role + condition
Aggregation — OR of multiple groups
Intersection — AND of multiple groups
Hands-on — build one of each
Constrained = scoped to an Org context (e.g., Manager — APAC)
Unconstrained = scoped globally (e.g., HRIS Admin — all)
The most common security mistake — using Unconstrained where Constrained is needed
Hands-on — diagnose a "user can see too much" ticket
Every security change is held in pending state
"Activate Pending Security Policy Changes" task pushes them live
Design for batched activation (Tuesdays + Thursdays at 2pm IST is the GlobalTech rhythm)
Diagnostic reports — View Security Groups for User, View Security for Securable Item
Hands-on — make 5 changes, batch-activate, document what activated
Every integration uses an Integration System User (ISU)
Each ISU has an Integration System Security Group (ISSG) with least privilege
API access policies — Get, Put scopes
Audit and rotation discipline
Hands-on — create ISU + ISSG for an outbound integration
Sensitive fields (SSN, bank accounts, comp) are masked by default
Field-level overrides via DSP
Workday Vault classification engine for PII / PHI / financial
Drives masking, audit, AI data egress policy
DPDP Act 2023 application to worker data in India — Data Fiduciary obligations, cross-border
transfer rules, breach notification
07
Business Processes & Configurable Workflow
BP anatomy, all step types, conditional logic, default vs specific definitions,
notifications, the full BP catalog, and the new BP Copilot Agent.
BP definition — Initiator → Steps → Completion
Steps run in order or parallel
Each step has security, conditions, optionality
Reading a BP transaction log
Hands-on — read the delivered Hire BP step-by-step
Action — system performs something (Create Position)
Approval — single approver
Approval Chain — multi-level
Checklist — to-do for a role
Service — invokes integration
To-Do — non-system task ("send laptop")
Sub-Process — kicks off another BP
Integration — calls a Studio integration
Choosing the right type matters for performance and reporting
Boolean rules with calc-field-style logic
Skip step / Require step / Branch
Common patterns — comp threshold, region, mgmt level, country
Hands-on — insert a CFO approval step on Hire if base salary > $250k
Default = global definition for a BP type
Specific = override for a particular Org or condition
Inheritance: Specific beats Default
The 120-Specific-Definition GlobalTech catalog
Hands-on — build a Specific definition for Hire — APAC requiring Regional HR Director approval
Email, in-app, mobile delivery
Templated with calc fields (Worker name, position, manager, location, etc.)
Sent on step entry, completion, denial
Hands-on — build a notification: when Hire moves to Pending Background Check, email Hiring Manager
with worker name, start date, base
Hire, Contract Contingent Worker, Add Job, Change Job, Terminate Employee
Compensation Change, Period Activity Pay, Edit Position
Promote, Onboarding, Transfer
BP audit reports — Awaiting Me, In Progress, Transaction Log
Hands-on — end-to-end transaction trace on a Hire
Drafts new BPs from natural language
Reviews existing BPs for inefficiencies
Suggests step consolidations
Human-in-the-loop checkpoint
Hands-on — use BP Copilot to draft "Internal Promotion — Fast Track" BP and review the output
08
Extended HCM I: Recruiting, Onboarding, Talent & Learning
End-to-end recruiting BP, Recruiter Agent, onboarding, 9-box talent reviews,
succession planning, performance reviews, and Sana-powered learning.
Job Requisition object — opens against a Position or Job Profile
Career Site & Job Postings — external + internal, branded
Candidate Pool & Sourcing — passive, active, employee referral
Recruiter Workspace, Hiring Manager Hub, Applicant Center
Sourcing → Screen → Interview → Offer → Background → Hire
Interview loops — multi-stage, multi-interviewer
Offer Letters with eDocs (DocuSign integration)
Background Check vendor integration
Hands-on — open a Senior PM req, post to Career Site, apply, hire
Autonomous candidate sourcing
Engagement automation (initial outreach, follow-ups)
Pipeline scoring
Bias guardrails and Responsible AI checkpoints
Hands-on — activate Recruiter Agent on one high-volume req, compare AI sourcing vs manual
Pre-hire vs post-hire onboarding
Onboarding Setup tasks — I-9 (US), banking, emergency contacts, photo, equipment
Onboarding dashboard for new hires
Buddy assignment patterns
Cross-module flow — Onboarding triggers IT provisioning, ITAM asset assignment
9-box (performance vs potential)
Talent calibration sessions
Succession Planning — successors, ready-now vs ready-later
Critical Job tagging
Talent Mobility Agent (39% turnover reduction) — internal opportunity matching
Hands-on — run a 9-box on a 50-worker org, activate Talent Mobility Agent
Annual, quarterly, project-based reviews
Review templates with sections (goals, competencies, narrative)
Multi-rater reviews, peer reviews
Performance Agent (NEW Spring 2026) — review draft assistance, calibration support
Hands-on — configure a performance review template, pilot Performance Agent on 5 review drafts
Learning Content — course, video, program, path
Learning Campaigns — assigned populations
Mass enrollment, completion tracking
Compliance training tracking
Sana for Workday — adaptive learning paths, AI-curated content recommendations
Hands-on — build a "Workday Pro Foundations" campaign and assign to 30 workers, configure Sana
adaptive paths
09
Extended HCM II: Absence, Time, Benefits & Payroll
Absence and time tracking configuration, benefits plans and open enrollment,
Workday Payroll architecture, India payroll specifics, and the Payroll Agent.
Accrual Plans (days earned over time) vs Time Off Plans (entitlement)
Holiday Calendars per country
Eligibility tied to Worker Type, Location, Hire Date
Absence requests BP
Hands-on — configure a 25-day vacation accrual plan for India workforce
Time Entry templates, Time Codes
Auto-fill rules
Time-Off vs Time-In
Project Time tracking (linked to Workday Projects or PSA)
Approval chains and submit cadence
Hands-on — submit a week of time including overtime
Health, Dental, Vision, FSA, HSA, 401k, Pension
Coverage tiers (Worker only, Worker + Spouse, Family)
Eligibility tied to Worker Type, Location, Hours
Benefit Plan Year configuration
Country-specific plans (India: PF, Gratuity, Mediclaim)
Annual Open Enrollment cycle setup
Life Events — marriage, birth, divorce, dependent change
Mid-year changes and prorating
Carrier integrations — EDI 834 outbound
Hands-on — enroll a worker in 4 plans, simulate a marriage life event
Native payroll for US, CA, UK, FR
Pay Groups, Pay Periods
Earnings, Deductions, Taxes
The Pay Calculation engine — rules-based, supports complex earnings
Settle Pay — writes the GL, generates pay slips, sends direct deposit
Off-Cycle pays — corrections, terminations, expense reimbursement
ADP, Ceridian, NGA — pre-built spokes for non-native countries
When to use Cloud Connect vs Workday Payroll vs PECI
Configuration and mapping
Reconciliation and exception handling
The GlobalTech 4-country Cloud Connect setup (UK, India, Singapore, Brazil)
EPFO mappings — PF account number, UAN, monthly contribution (12% employee + 12% employer)
ESIC — eligibility threshold (₹21,000), contribution rates (0.75% employee + 3.25% employer)
Professional Tax — state-by-state (Karnataka, Maharashtra, Andhra Pradesh, Tamil Nadu)
Income Tax — TDS, Form 16, declarations (HRA, LTA, 80C, 80D, 80CCD)
Gratuity (5+ years), Leave Encashment, Bonus Act
The India Payroll BP catalog
Workday Payroll for India vs Cloud Connect to a third-party (ADP India, Ramco)
Parallel payroll — running Workday Payroll alongside legacy for 2-3 cycles
Variance threshold per worker (typically <0.5%; >1% blocks go-live)
Reconciliation reports — gross-to-net per worker, by earning code, by deduction
The cutover decision discipline
Payroll Agent (GA) — anomaly detection on payroll runs, pattern recognition for outliers
Pre-Settle review workflow
Hands-on — activate Payroll Agent, run on test population, inspect flagged anomalies
10
Reporting Foundations
All report types, data sources, calculated fields mastery, filters, prompts,
output formats, scheduling, and dashboard/worklet design.
Standard (delivered) — start here
Custom Simple — tabular, single data source
Custom Advanced — more columns, output formats, runtime prompts
Custom Matrix — pivot-style with row + column groupings
Custom Composite — multiple data sources combined
Custom Trending — time-series
Custom Search — quick search with facets
Custom nBox — 9-box / talent grid
Primary Data Source — the object you report on
Indexed vs Unindexed Data Sources (performance!)
Related fields and dot-walking
Why Indexed matters at scale (5,000+ workers)
Date Difference, Lookup Translated, Lookup Related Value, Aggregate, Boolean, Concatenate,
Substring, Format Text, Increment Date, Evaluate Expression, Roll Up
Lookup Related Value vs Lookup Translated — the most common confusion
Performance discipline — avoid aggregates over millions of rows
Reusability across reports
Hands-on — build 10 calc fields with use cases
Filters — where conditions on data
And/Or grouping
Reference calc fields in filters
Prompts — runtime user inputs (Required vs Optional, default values)
Sort hierarchies and tie-breakers
Excel, CSV, PDF, Web, Print
BIRT for pixel-perfect — when stakeholders demand a specific layout
When to use which format
Hands-on — design a BIRT report for an executive monthly headcount summary
Share by Security Group
Subscribe (push to email)
Schedule with delivery target — SFTP, email, REST endpoint
Schedule cadence — daily, weekly, monthly, on-demand
Hands-on — schedule the Active Workers report weekly to HR Partners group
Tabbed dashboards, role-based dashboards
Personal vs role-based dashboards (Worklets)
Drill-down patterns
Reporting Performance Insights (Spring 2026) — slow-report identification
Hands-on — build the 4-widget Operations Dashboard
11
Advanced Analytics: Prism, People Analytics & Adaptive
When to go beyond custom reports — Prism, People Analytics, Adaptive Planning,
Workday Data Cloud, and Live Data Query for Tableau and Power BI.
Custom Report limits — single-object, performance ceiling, no external data
Decision matrix: Custom Report · Composite · Discovery Board · Prism · People Analytics · Adaptive
·
Data Cloud
Hands-on — given 8 business asks, decide which tool
Prism architecture — Datasets, Pipelines, Tables, Worksheets, Discovery Boards
Bringing external data in — CSV, JDBC, REST
Joining external + Workday via Reportable IDs
Discovery Boards — tile-based dashboards
Permissions alongside Workday security
Hands-on — load a 5,000-row attrition CSV, join to Workers, build a 4-tile Discovery Board
Pre-packaged dashboards (Belonging & Diversity, Retention, Talent, Mgmt Insights)
Stories — AI-generated narratives, now powered by Sana (more contextual narrative)
Limitations — can't fully customise; works best on healthy data
Use case fit — executives wanting standard dashboards out-of-box
Hands-on — walk Belonging & Diversity dashboard, identify 3 surfaced stories
Workforce planning, sales planning, financial planning
Multi-dimensional cubes
Driver-based modeling
OfficeConnect integration with Workday HCM
Adaptive + Data Cloud — workforce models reference live HCM data
Hands-on — build a 3-year workforce plan for GlobalTech APAC with 3 scenarios
Zero-copy share with Databricks, Snowflake, Salesforce
No nightly extracts to BI warehouse
Live, governed, secured by Workday's RBAC
Use cases — blend Workday HCM with CRM, lakehouse analytics, profit margin models
Hands-on — set up a zero-copy share to a mock Databricks workspace
Tableau / Power BI / Databricks query Workday directly
Real-time vs batch
Action Fabric pricing for external consumption
When to use Live Data Query vs Data Cloud zero-copy
Hands-on — run a Live Data Query from Tableau against Workday Workers
12
Integrations Foundation: EIB, Cloud Connect, Core & PECI
Integration architecture and patterns, EIB inbound and outbound mastery, Cloud
Connect for payroll and benefits, Core Connectors, and PECI/PICOF.
Synchronous (real-time API call) vs asynchronous (file/queue/scheduled)
Declarative vs pro-code — EIB / Cloud Connect / Core Connector are config; Studio / REST / SOAP /
GraphQL are code; Workday Build is low-code
Inbound vs Outbound
Authentication — Basic Auth, OAuth 2.0, X.509 certificates, JWT
The GlobalTech 95-EIB integration map as reference
Inbound EIB workflow — Generate Spreadsheet Template → fill → Launch → review errors → fix →
re-launch
Launch parameters vs spreadsheet headers (the most common confusion)
Error handling — row-level, batch failure, retry
Common inbound EIBs — Hire, Contract Contingent Worker, Edit Position, Compensation Change, Org
Assignment
Hands-on — build inbound EIB hiring 25 workers from a spreadsheet
Outbound EIB workflow — Custom Report → file → Delivery (SFTP, Email, REST, FTP)
Delivery target configuration
Recurring EIBs — scheduled loads
Common outbound EIBs — Active Workers, Termination feed, Comp extract, Audit reports
Hands-on — build outbound EIB pushing Active Workers nightly to SFTP
ADP US/Canada, Ceridian Dayforce, NGA Hellocare
Configuration approach — Integration System wraps the Connector
Reconciliation and exception handling
The GlobalTech 4-country Cloud Connect setup
Mercer (multiple US carriers), Fidelity 401k
Pre-built integration with mapping templates
EDI 834 format
Hands-on — configure Cloud Connect for a mock Fidelity integration
Core Connector — Worker — used for ATS feeds, downstream systems
Core Connector — Benefits — parameter-driven outbound to benefit carriers
More configurable than Cloud Connect, less custom than Studio
Document Translator transforms output
Hands-on — configure Core Connector — Benefits (Fidelity-style)
PECI (Payroll Effective Change Interface) — net-change-based payroll outbound
PICOF (Payroll Interface Common Output Format) — older, predates PECI
When to choose PECI vs PICOF vs Cloud Connect
Effective dating in payroll outbound
Reconciliation patterns
Hands-on — build a PECI integration for a UK third-party payroll provider
13
Advanced Integrations: Studio, REST, SOAP, GraphQL, Build & Extend
Workday Studio, REST and SOAP APIs, GraphQL, the Flowise low-code Build
platform, Workday Extend for custom apps, Action Fabric pricing, and integration governance.
Eclipse-based IDE
Integration assemblies — XML transforms, conditionals, sub-routines
Local launch + remote launch
Logging & exception handling
Components — For-Each, Conditional, Sub-Routine, Document Translator, Web Service Call, REST Call,
File Read/Write
Best for — complex multi-step transformations, file munging, hybrid batch+real-time
Hands-on — read, modify, deploy a Studio assembly
Modern API surface — JSON, OAuth 2.0
Increasing coverage in Spring 2026
Pagination, rate limits, authentication
OAuth 2.0 client credentials grant for ISU
Hands-on — use Postman to call /workers, paginate through 100 records
The original — XML, basic auth or WS-Security
Comprehensive coverage
Get / Put / Submit operations
Versioning by tenant API version
When SOAP wins over REST — bulk operations, comprehensive object retrieval
Hands-on — build a SOAP request to pull 100 workers with full Comp data
Single endpoint, flexible queries
Reduces over-fetching
Powers the modern Workday UI internally
Spring 2026 expansion
When to use GraphQL — app-style consumption, mobile apps, dashboards
Hands-on — run a GraphQL query that fetches Worker + Position + Comp Plan in one round-trip
Low-code integration + agent platform
Flowise visual designer — drag-drop nodes, conditional branches, AI agent calls
Bridges configuration + AI — declarative integration that calls Illuminate Agents inline
Use cases — "When Worker hired in India → run onboarding checklist via AI; if anomaly, escalate"
Designed for HRIS analysts who can code a little
Promotion — Build flows are first-class config artefacts in Object Transport
Hands-on — wire a Workday Build flow end-to-end
PaaS for building custom Workday apps
Apps live in your tenant
Custom objects, custom UIs, custom BPs, custom security
React-style Workday components, native to tenant chrome
Use cases — Internal Mobility Marketplace, Manager Toolkit, Recognition Wall
Trade-off — most flexibility, highest TCO; use only when no OOTB capability fits
Hands-on — build a "Recognition Wall" custom Extend app
Per-action pricing for external AI agents calling Workday
Important for cost forecasting in 2026
ASOR integration — every external AI agent registered
Budget planning and metering
The Spring 2026 trend — moving from seat-based to action-based pricing for AI consumers
Integration inventory — every integration registered, with owner, last-run, success-rate,
downstream
consumers
Monitoring — Process Monitor, Integration Schedule, Alerts on failure
Naming conventions — GT_[direction]_[system]_[object]
Versioning in source control
Promotion — Implementation → Sandbox → Production via Object Transport
The GlobalTech integration governance review — monthly cadence
14
AI Platform: Sana, Illuminate, Data Cloud & Responsible AI
The full Workday AI stack — Sana GA, the Illuminate foundation model, Workday
Data Cloud, Responsible AI governance, and ASOR with Flex Credits.
Workday's AI platform is no longer a feature set — it's the operating system layer
Sana, Illuminate, Data Cloud, and Responsible AI form the foundation that AI Agents sit on
The 2026 reality — AI-fluent Workday consultants command 20–30% premiums over generalists
The structural undersupply — most Workday consultants in market still teach 2022-vintage HCM
Real production deployments — Recruiter Agent at 54% capability boost, Talent Mobility Agent at
39%
turnover reduction, Sana Self-Service deflecting 38% of Tier-1 HR tickets at GlobalTech
Sana (employee-facing experience) — natural-language search, employee Q&A, learning paths
AI Agents (Illuminate-powered automations) — multi-step autonomous workflows
Illuminate (Workday's foundation model) — trained on 1+ trillion enterprise transactions
Workday Data Cloud (governed data layer) — zero-copy share
Workday Core (HCM, Finance, Spend objects) — the system of record
The hierarchy and how each layer enables the next
Acquired from Sana Labs ($1.1B in 2025), GA worldwide March 2026
Sana for Workday — embedded employee experience
Sana Self-Service Agent — 300+ skills, conversational service desk, Tier-1 deflection
Sana Enterprise — broader knowledge platform across the company
LLM strategy — Illuminate for low-latency PII-safe summarisation; external LLM for creative
writing
Hands-on — activate Employee Q&A skill on the Logan McNeil tenant, drive 10 employee queries
Workday's foundation model trained on enterprise data
HR, Finance, Spend tuned
Powers all delivered AI Agents
Customers consume capability, not the model directly
Comparison to NowLLM, Azure OpenAI, Google Gemini in enterprise contexts
Why fine-tuned enterprise models beat general LLMs on HCM tasks
Skill catalog — Employee Q&A, Worker Summarisation, Resolution Notes Drafting, KB Article
Generation, Manager Insights, Sentiment Analysis, Skill Recommendations, Onboarding Plan
Generation
Grounding skills on knowledge bases (HR Policy, Compensation, Benefits)
Confidence thresholds — 60% / 70% / auto-apply
Skill activation, monitoring, deactivation
Hands-on — design and activate a custom Sana skill
Zero-copy data sharing — no extracts to BI warehouse
Partner ecosystem — Databricks, Snowflake, Salesforce
Maintains Workday's RBAC across the share
Live Data Query (EA) — Tableau, Power BI, Databricks live queries
Use cases — workforce analytics in lakehouse, profitability models referencing live HCM
Action Fabric pricing for external consumption
ISO 42001 certified AI Management System
NIST AI RMF aligned
Human-in-the-loop required for consequential decisions
Bias auditing, explainability requirements
The 60% / 70% confidence threshold pattern
Free Workday "Responsible AI" virtual class
EU AI Act compliance (for GlobalTech EMEA workforce)
India's emerging AI regulatory framework — Digital India Act, IndiaAI Mission
ASOR (Agent System of Record) — the "HR system" for AI agents
Each agent has identity, scope, owner, audit trail
Integrates with Microsoft Entra Agent ID for cross-platform identity
Dormant agent detection, over-privilege detection
Flex Credits — fungible AI consumption units
Customer buys a credit pool, uses across agents
Agent X = 1 credit per action, Agent Y = 5 credits — vary by complexity
Budget planning for a 5,000-employee org running 8 agents (~$120-180k/year)
Hands-on — register a custom agent in ASOR and walk the audit trail
15
AI Agents Deep Dive, Career Roadmap & Final Project
The full Spring 2026 agent catalog across HR, Finance, and industry verticals —
plus custom agent building, deployment framework, red-teaming, guardrails, and the PayKart project.
Recruiter Agent (GA) — autonomous candidate sourcing, 54% capability boost
Talent Mobility Agent (GA) — internal opportunity matching, 39% turnover reduction
Job Architecture Agent (NEW Spring 2026) — Job Family/Profile recommendations
Performance Agent (NEW Spring 2026) — review cycle assistance
Employee Sentiment Agent (NEW Spring 2026) — pulse and engagement signals
Sana Self-Service Agent (GA) — 300+ skills, conversational HR Tier-1
Hands-on — assess deployment readiness for each at GlobalTech
Payroll Agent (GA) — anomaly detection on payroll runs
Financial Close Agent (NEW Spring 2026) — close acceleration
Financial Test Agent (NEW Spring 2026) — testing automation
Financial Audit Agent (GA) — audit support
Cost & Profitability Agent (NEW Spring 2026) — margin insights
Document Driven Accounting Agent (GA) — invoice → entries
Business Process Copilot Agent (NEW Spring 2026) — drafts BPs from natural language
Case Agent (NEW Spring 2026) — service case routing & resolution
Contract Intelligence Agent (GA) — 65% reduction in contract execution time
Contract Negotiation Agent (GA) — paired with Contract Intelligence
Document Intelligence for Contingent Labor Agent (NEW Spring 2026)
Supplier Contracts Agent (GA) — supplier paper management
Frontline Agent (GA) — Retail/Hospitality, 90% reduction in mgr time on staffing, Paradox
integration
Contingent Sourcing Agent (GA) — Services
Academic Requirements Agent (NEW Spring 2026) — Education
Student Administration Agent (NEW Spring 2026) — Education
Personnel Action Request (PAR) Agent (Coming 2026) — Workday Government
Define the trigger (event, schedule, user action)
Connect data sources (Workday objects, external APIs)
Compose with Illuminate
Test in sandbox
Promote with ASOR registration
Hands-on — wire a custom "Onboarding Concierge" agent: when Worker.Hire BP completes → Illuminate
generates 30/60/90-day plan personalised to role and location → Manager approves → send to Worker
email + Sana Q&A grounding
Business case — what manual work does this displace?
Data readiness — does Workday have what the agent needs?
BP integration — where in the workflow does the agent run?
Human-in-the-loop — where do humans validate?
Metrics — what's the before/after measure?
Rollout — pilot population, expansion plan
Governance — who owns the agent, what's the audit cadence?
Hands-on — design a 12-month AI Agent rollout for an 8,000-employee company
Why agents need continuous validation, not just one-time testing
Confidence drift over time
Adversarial prompt testing on Sana skills
Output validation patterns
The 2026 production checklist for Workday AI agents
Hands-on — red-team the GlobalTech Recruiter Agent for bias drift
Replace consequential human judgment (terminations, comp decisions, performance ratings)
Operate without explainability
Function without governance
Magically fix bad data — garbage in, garbage agent out
The "human-in-the-loop is not optional" principle
The DPDP Act + ISO 42001 + NIST AI RMF intersection
Year 0–1: Workday HCM Analyst — 6 core pillars, Workday Pro Foundations badge, BAU
Year 1–2: Workday Senior Analyst / Specialist — module specialization (Comp, Reporting,
Integrations, or Extended HCM)
Year 2–3: Workday Consultant — implementation projects, partner-side or in-house
Year 3–5: Workday Architect / AI Agent Designer — cross-pillar, custom agent design, Responsible
AI governance
Year 5+: Practice Lead / CoE Head — strategy, build vs buy, AI roadmap
Salary trajectory at each step
Scenario: A fictional Indian fintech "PayKart" needs a complete Phase-1 Workday implementation
Deliverable 1: Org Architecture for 1,500 employees across 3 entities
Deliverable 2: Staffing model decisions (Position Mgmt for FTEs, Headcount for contingent)
Deliverable 3: Job Architecture with 80 profiles and Skills Cloud mappings
Deliverable 4: Compensation Package for Tech, Sales, G&A with INR + USD grades
Deliverable 5: Security model with 25 custom groups and BP catalog
Deliverable 6: Recruiting + Onboarding configured with Recruiter Agent activated
Deliverable 7: India Payroll configured with EPFO/ESIC/PT mappings + parallel payroll plan
Deliverable 8: 5 Custom Reports + Prism dataset for blended attrition data + 4 dashboards
Deliverable 9: Integration suite — 5 EIBs, 1 Cloud Connect, 1 Studio assembly, 1 Workday Build
flow
Deliverable 10: AI Agent governance program — Recruiter, Talent Mobility, Sana Self-Service, BP
Copilot activated; 1 custom Workday Build agent built; all registered in ASOR with Responsible AI
documentation
Tools you'll master
40+ tools, one production project.
Real-time projects
You don't watch videos. You ship software.
Three full-production projects, each threaded through the entire curriculum. By the project, you've built the whole stack around them.
Hero project · weeks 3–12
HCM agent on Workday Illuminate
Ship an end-to-end HCM agent — a Business Process-driven hire-to-retire flow, Workday Illuminate co-pilot that summarises manager queries, and a Workday AI Agent that resolves Time Off, Pay, and Benefits cases without an HR rep ever touching them.
01Live HCM tenant with hire, transfer, and termination Business Process flows wired through Calculated Fields and conditional approvals.
02Workday Illuminate co-pilot that summarises manager inboxes, drafts comp letters, and auto-writes notes on stalled BPs.
03Workday AI Agent that answers Time Off, Pay, and Benefits questions across Slack and the worker portal — citing the live policy.
04Recruiting agent that drafts requisitions, screens applicants, and schedules interviews — without a recruiter touching the tier-1 funnel.
Outcome: ~50% case deflection
Avg. resolution: −38%
Reviewer: Workday Services panel
HCMWorkday IlluminateBusiness Process FrameworkWorkday AI AgentsRecruiting
Enterprise · weeks 6–11
Adaptive Planning forecasting flow
Build a multi-driver Adaptive Planning model — headcount, revenue, OpEx — wired to live HCM and Financials data, with a Workday AI Agent that flags variance, drafts FP&A narratives, and auto-writes commentary on each board cut.
Adaptive PlanningPrism AnalyticsCalculated FieldsWorkday Extend
Real-time · weeks 8–12
Studio integration auto-pilot
Stream events from Workday Studio, EIB, and Core Connectors integrations into a unified ops dashboard, classify failures with Predictive Intelligence, and auto-create incidents with AI-drafted root cause summaries.
Workday StudioEIBCore ConnectorsIntegration Hub
Project · weeks 11–12
Your AI Workday agent in a real partner org.
Pick a real partner workflow. Deploy a production agent into a Workday tenant — Workday Illuminate + Workday AI Agents — that handles cases, drafts updates, and accelerates HR & FP&A resolution.
Download the real world project
Full scope, sample partner orgs, weekly milestones, and grading rubric — PDF, 14 pages.
2026: 220+ deployed76% → placement offers
Your instructor
Taught by engineers who shipped agentic AI to production.
MK
Manikanta Kona
Founder, Digital Lync · Enterprise AI Architect
Workday HCM · Illuminate · AI Agents · Payroll / Financials / Adaptive Planning
"Workday at enterprise scale is where AI agents earn their keep — Workday Illuminate plugged into HCM, Workday AI Agents orchestrating Payroll, Financials, Adaptive Planning, and Prism Analytics as one fabric. That's the bar I teach to, every cohort."
15 yrs
WORKDAY
2,400+
LEARNERS
4.9 /5
RATING
Manikanta is the founder of Digital Lync and brings 15 years of enterprise platform architecture from AT&T, Salesforce, Cox Communications, and Broadcom — where he led HCM, Payroll, Financials, and Adaptive Planning rollouts for Fortune-500 banks, telcos, and insurers. Most recently he architected production Workday Illuminate + AI Agents deployments that replaced traditional HR-ops triage with autonomous case-handling.
His classes get you two things other programs don't give you: a founding architect who's shipped enterprise Workday + AI from inside the Fortune 500, and a curriculum rewritten every release — so when hiring managers ask about Business Process Framework, Calculated Fields, EIB, or Studio integrations, you've already built it. M.S. in Engineering, Purdue University.
RK
Ravi Krishna
Chief Technologist, Digital Lync · Integrations Lead
Workday Studio · EIB · Calculated Fields · Adaptive Planning · Prism · Integrations
"Integrations are where Workday stops being an HR system and starts being the
backbone of the enterprise — Studio + EIB feeding clean data into HCM and Payroll, Calculated Fields you
can stake an audit on, and Illuminate + AI Agents resolving exceptions before HR Ops ever sees them.
That's what I teach."
10 yrs
INTEGRATIONS
1,800+
LEARNERS
4.8 /5
RATING
Ravi is Chief Technologist at Digital Lync, where he leads the Workday Integrations and Adaptive Planning practice. After 8 years building production EIB pipelines and Studio integrations across global payroll vendors, he stepped into the Chief Technologist seat to wire Workday Illuminate, AI Agents, and Prism Analytics into the way finance and HR teams actually work — Calculated Fields that survive audit, Business Process Framework that doesn't fight with reality, and Adaptive Planning models that finance leadership trusts.
His integrations modules are built from real go-live war stories, not slide decks. Expect to leave with working Workday Studio integrations, EIB templates, Calculated Fields libraries, and an Adaptive Planning model you can stake a board review on. Ten years at Digital Lync, eight of them shipping Workday integrations in production — Hyderabad-based, hands-on, and known for the unglamorous parts of Workday that everyone else skips.
HIRING PARTNERS · INDUSTRY VOICES
What Workday employers say about Digital Lync grads.
Real feedback from talent leaders at Workday Services Partners and the firms hiring our Workday + AI Agents graduates.
Digital Lync grads ramp 40% faster on Workday Illuminate projects than typical hires. Best Workday training pipeline in India.
Aakash Mehta, Partner Programme Lead, Workday
We've onboarded 80+ Digital Lync alumni in 18 months. Lowest ramp time we've seen for Workday HCM plus AI agent practices.
Anita Sharma, Senior Manager, Deloitte
The Workday programme is comprehensive — HCM, Payroll, Financials, plus AI agent flows. Grads come pre-trained for enterprise.
Rahul Bhatt, Solutions Lead, Mphasis
Their HCM + Illuminate track produces engineers who write production-grade Business Process flows on day one. Genuinely rare.
Deepak Pillai, Senior Architect, TCS
What sets Digital Lync apart is the Workday AI Agents layer baked into the HCM track. Our enterprise clients ask for exactly this profile.
Suresh Menon, Practice Lead, Accenture
Their Workday Pro + HCM Foundations prep is rigorous, and the project deployment on a real tenant is what closes interviews for us.
Vikram Iyer, Director, Infosys
Digital Lync's Workday grads close payroll and HCM tickets twice as fast in the first 90 days. Our internal metrics back this up clearly.
Lakshmi Nair, VP Engineering, Wipro
Best Workday + AI Agents pipeline we've sourced from in India. Their projects are production work, not toy code.
Karthik Subramanian, Engineering Director, Cognizant
Strong HCM and Absence Management foundation. Their Workday grads need almost zero ramp time on enterprise engagements with us.
Arun Joshi, Practice Director, Capgemini
We've placed 40+ Digital Lync alumni across our Workday and watsonx-on-Workday teams. Strong fundamentals, sharp on the agent stack.
Sanjay Verma, Talent Director, IBM
Workday Studio + Adaptive Planning is exactly the talent gap we've been struggling to close. Digital Lync is filling it for us reliably.
Anjali Desai, Practice Head, LTIMindtree
Their Workday track delivers consultants who navigate HCM, EIB, and Business Process Framework on customer engagements unsupervised.
Ramesh Iyer, Senior Manager, Tech Mahindra
Hired 25+ Digital Lync graduates for our Workday practice. Strong Calculated Fields skills, strong platform depth, sharp on the agent layer.
Geetha Pillai, Talent Acquisition Lead, Cyient
Digital Lync grads who blend Workday Illuminate with Azure OpenAI land production-ready on day one. Rare combination, well-trained.
Priya Reddy, Talent Lead, Microsoft
03Program certifications
An Agent‑Ready credential, not a participation trophy.
Digital Lync · Institute Certificate
Agent‑Ready Workday Engineer
Presented to
Spandana Bala
For the successful design, build, and production deployment of an AI agent on the
Workday Illuminate + AI Agents platform, evaluated against the 2026 Agent‑Ready rubric and
Workday Pro / HCM Foundations competencies.
Manikanta Kona
CEO · Digital Lync
AGENT
READY
2026
READY
2026
01
Industry‑recognized
Co‑branded with the Workday Services Partner ecosystem and mapped to Workday Pro and
HCM Foundations — names that hiring managers already scan for on resumes.
02
Project artifact included
Every certificate carries your project project name, the partner org, and a link to the
deployed Workday Illuminate + AI Agents artifact — proof, not a promise.
03
Enhanced skill validation
Graded against the 2026 Agent‑Ready rubric: HCM design, Business Process build, Workday
Illuminate deployment, safety and monitoring. No pass/fail — a level 1‑5 band.
04
Verifiable on a public URL
Each credential has a public verification page recruiters can check in 10 seconds — no PDF
back‑and‑forth.
04Job placement support
Your first Workday offer isn't a lottery ticket. It's a built process.
GitHub, LinkedIn, resume — and most importantly, warm intros into Workday Services Partners. Our
placement team works your search like an account, not a helpdesk.
01 / GITHUB PROFILE
A portfolio, not a graveyard.
Guidance on building a GitHub that showcases your tenant configuration packs, Workday Illuminate + AI Agents project, Business Process flows, and EIB integration samples — reviewed 1:1, not via template.
02 / RESUME PREP
Rewrite, don't proofread.
A one-page resume rebuilt around the Workday modules you implemented (HCM, Payroll, Adaptive Planning), the agent you deployed, and the business outcome. Reviewed by engineers who've read 10,000+ resumes.
03 / LINKEDIN + INTROS
Where most opportunities actually live.
Profile tuning plus direct warm introductions into the Workday Services Partner network — Deloitte, Accenture, Mercer, Aon, Alight, IBM, Cognizant, Capgemini. You leave with recruiter contacts, not a generic "good luck."
Workday alumni
Hundreds of Workday careers launched — here are eight.
NV
Naveen Vedala
Workday Integrations Engineer
Hyderabad · India
Now at · TCS
TA
Tejashwini Addla
Workday Studio Developer
Hyderabad · India
Now at · Deloitte
TD
Tharunesh Dillikar
Workday Adaptive Planning Lead
Seattle · United States
Now at · Workday
MM
Mujahed Mohammed
Workday Pro Architect
Hyderabad · India
Now at · Accenture
BK
Bhargav Kumar Murala
Payroll Implementation Lead
Hyderabad · India
Now at · Capgemini
SL
Sai Manasa Leburi
Workday Prism Analyst
New York · United States
Now at · Alight
RD
Rahul Dhamma
Workday Extend Developer
Hyderabad · India
Now at · Cognizant
Our locations
Come chat with us — over coffee, or over Zoom.
One flagship campus in Hyderabad, plus online Workday classes running on Indian and US timezones.
Flagship campus
Hyderabad
2nd Floor, Hitech City Road · Above Domino's · Opp. Cyber Towers, Jai Hind Enclave ·
Hyderabad, Telangana
Call
+91 90003 29956
US desk
+1 858 666 6719
Hours
Mon–Sat · 9am–9pm
Online class
Global
Weekend and evening Workday classes running on IST and PST. Every online cohort ships
the same three production projects and Workday Illuminate + AI Agents project as the on‑campus track.
Timezones
IST & PST
Format
Live + 1:1 mentorship
Next class
25 May 2026
FAQ
Questions we actually get — answered honestly.
Straight answers on prerequisites, the platform, certifications, and placement. If something's missing, book a 20-minute advisor call — no slides, no pitch.
Do I need an HR or Finance background or prior Workday experience?
No on both counts. Roughly 40% of every Workday class comes from non-HR/non-Finance streams — mechanical, electrical, BCom, BBA — and zero Workday exposure is assumed. Weeks 1–2 cover the platform model, business objects, and Calculated Fields from scratch. What you do need: consistency and 12–15 hours a week.
Do I get a real Workday tenant or sandbox to work on?
Yes. Every learner gets access to a shared training tenant from week 1 and keeps access for the full program. Every lab, project, and the project are built on a live tenant — not a simulator — so the artifacts you ship (HCM configuration, Business Process flows, EIB integrations, Adaptive Planning models) are demonstrable to recruiters.
Which Workday modules and AI tools will I actually build with?
Core: HCM, Payroll, Absence, Time Tracking, Recruiting, Talent, Compensation, Business Process Framework. Integrations: Workday Studio, EIB, Calculated Fields, Core Connectors, REST/SOAP. Analytics & Planning: Workday Prism Analytics, Adaptive Planning, Workday Extend. AI track: Workday Illuminate and Workday AI Agents for agentic flows on top of HCM and Financials.
Will I be ready for Workday Pro and HCM Foundations certifications?
Yes. The curriculum is mapped to Workday Pro tracks (HCM, Integrations, Studio, Adaptive Planning) and HCM Foundations. We run two full mock exams per track and reimburse the voucher fee on a first-attempt pass for partner-sponsored seats.
What's the time commitment per week?
Plan for 12–15 hours: 2 live classes × 2 hours, 1 lab × 3 hours on your training tenant, and ~5 hours of project work. Saturday office hours with the TA team are optional, but most learners use them.
Is placement support really 1:1, and which companies hire?
Yes — a dedicated placement advisor from week 8, not a helpdesk. Workday hiring partners include Deloitte, Accenture, Mercer, Aon, Alight, IBM, Cognizant, Capgemini, plus the broader Workday Services Partner network. Resume, LinkedIn, mock interviews, and warm intros are individual.
Online, weekend, or on-campus?
All three. On-campus at the Hyderabad flagship, live online (IST and PST cohorts), and a weekend track for working professionals. Every format ships the same three projects and the same Workday Illuminate + AI Agents project — only the schedule changes.
What if I fall behind, or can't continue mid-class?
Freeze your seat for up to 90 days and rejoin the next class — no extra fee. TAs run catch-up sessions every Saturday for anyone more than a week behind, and recordings of every live session are available for the lifetime of your account.
Still have a question? Talk to an advisor — no slides, no pitch.
Class WD-015 starts 25 May 2026.
40 seats. 12 already claimed.
Book a 20-minute advisor call. We'll walk through the curriculum, match it to your current role, and show you two real projects from class 022.
