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Administrator Guide
Last Updated: 2023-06-23
Concept: Staffing Models

Concept: Staffing Models

Workday supports 2 types of staffing models: position management and job management. These staffing models provide a different level of control over staffing and support different staffing goals.

Position Management

Position management provides the greatest control over hiring. It enables you to define separate hiring rules and restrictions for each position.
Key Features
  • Requires you to specify the number of positions to fill.
  • Requires an open, approved position before you can hire, promote, transfer, or demote workers.
  • Each position you create can have its own definition and hiring restrictions.
Example
Helen Meyer manages a team of customer support specialists in different locations across the country. The requirements vary widely by position and location:
  • Pay scales.
  • Expected job skills.
  • Experience.
In addition, each position Helen opens requires a separate approval by her HR Partner.
Helen needs the ability to define each position based on the hiring location and current company needs. Because she's subject to tight hiring controls, position management is an appropriate staffing model for her organization.

Job Management

Job management provides the least control over the definition of individual positions. The hiring restrictions you define apply to all jobs in the supervisory organization, and you can define only 1 set of hiring restrictions per organization. In addition, there are no limits on the number of jobs that you can fill. For this reason, job management is useful for organizations that prefer to define broad job requirements. These organizations rely on staffing workflow and approvals to control the number of workers in a supervisory organization.
Key Features
  • There's an unlimited number of openings.
  • You don't have to create a separate, open position for each job you want to fill.
  • Any hiring restrictions you define apply equally to all jobs in the organization.
Example
Jake Lee manages a growing team of software application specialists in a startup company. He needs the flexibility to hire workers with a wide range of skills, backgrounds, qualifications, and work preferences. He doesn't, however, want to restrict his ability to fill jobs as the right people become available.
An expanding customer base requires that he increase the size of his team in the areas of: development, documentation, product management, and QA. Jake's manager agrees to let Jake fill 9 additional openings. After several weeks of interviewing, he hires 2 developers and 1 part-time product manager. Jake still has management approval to expand his team, and he does so as he finds the right people.
Jake needs flexibility when hiring. He's not interested in filling narrowly defined positions. Instead, he needs to assemble a critical mass of employees in the shortest possible time. Therefore, Jake's HR Administrator selected job management as their staffing model, enabling them to define a broad set of job requirements that apply to all potential hires.