How to govern Workday Illuminate
AI over HR and payroll data, where employment decisions and personal information meet.
Workday · Reviewed when the vendor ships a capability change or a customer declares the tool
How Workday Illuminate is used
We see three common ways businesses use Workday Illuminate, and we govern each one on its own terms. If your team uses it differently, that is fine: you describe the use in your own words and Certrak works out the governance from what it actually does.
General productivity assistance
Consequence to people: LowDrafting, summarising, brainstorming, internal Q&A - day-to-day help with internal work
Internal informationEvery output reviewedInternal use only
Performance and workforce management
Consequence to people: HighPerformance review assistance, workforce analytics, internal mobility recommendations
Personal informationEvery output reviewedSignificant decisions
Hiring and recruitment
Consequence to people: HighScreening applications, ranking candidates, drafting outreach to applicants
Personal informationEvery output reviewedSignificant decisions
Governing Workday Illuminate in practice
- Name one person who owns Workday Illuminate in your business. Governance starts with a name.
- Write down what Workday Illuminate is used for. Certrak recognises 3 common uses: General productivity assistance, Performance and workforce management and Hiring and recruitment. Yours may differ; write down yours.
- Decide what Workday Illuminate may and may not be given. Personal information is in scope for some uses; write the boundary down before it is needed.
- Agree that a person reviews every output before it is used, and name who.
- Where Workday Illuminate shapes a decision about a person, keep a person accountable for it and a record of how Workday Illuminate informed it.
- Look at this again every quarter, and sooner on any of these: industry incidents, vendor model updates and data classification changes.