Saturday, 8 February 2014

Workday European data conversion & thoughts

So we're in the phase of reviewing our Europe PeopleSoft data and test loading it to Workday.  We have up to 10 years of history in some locations, and data integrity is not always the best.  Some thoughts so far:

-emergency contact data in Workday requires 1 piece of contact data (phone, email or address).  PeopleSoft does not.  Phone is a freeform in PeopleSoft, in Workday there are validation edits.  So we have a lot of issues of either missing or non-standard formatted data.

-phone overall is a bit of an issue, such as employee personal phone, emergency contacts, etc.  Workday breaks out the phone number with country code, area code, rest of phone, and applies some validation edits such as 'must be between length 4-8' for rest of phone if country = X.  As this has always been a free form field in PeopleSoft, it has depended upon the skills of the data entry professionals to type in the data cleanly, according to our standards.

-Workday is still letting me down with name formatting.  For whatever reason, Workday does not offer the option to configure names.  So in the case of Portugal, middle name is not delivered, nor can you 'turn it on', even though it exists for other countries.  Portuguese names tend to be very long, so we'll need to combine it somehow into the first name field, but it will get shortened then in downstream systems, or we'll need to break it apart in the integrations, based on spacing, etc.  Messy.

-Action reasons are configurable per country.  On one hand, I like this, so that you can have the specialised leave reasons for European countries, per country, which the other countries would not see.  On the other hand, where there are common ones across the region, it's a bit of data entry to have to add it each time for 18+ countries.  From that perspective, having the one global set in PeopleSoft is nicer.

-Marital status is based on work location.  I'm still undecided on this one.  So it's a setup of each value, again per country.  So if you have 50 countries in use in your database, you're setting up the code of 'Single' 50 times.  Where I struggle with this one, is that, let's say you're an employee in a European country with a marital status of X, but you're working in another country which does not have the status of X.  So now you're having a status assigned to you that is not necessarily correct.  Understanding that for tax reasons you can only have the status available in your working country, however, I'm waiting to see how this plays out as we have a lot of cross-border workers.