Worker designation data connector validation between servicenow and workday how can we achieve this

[kurakulanda]

Integrate with Servicenow and workday 

[Tanushree Maiti]

Hi @kurakulanda 

Is these integration for SAM pro? or HR

If SAM pro, then integration profile , once configuration done, when you run the scheduled job, worker data will be synched to Software subscription table. you can validate the worker data from there.

Refer : 

Integrating with Workday 

https://www.youtube.com/watch?v=4OFm9Xqqxp4

https://www.youtube.com/watch?v=Q1l5mZl4-ck

[kurakulanda]

Hi @Tanushree Maiti ,

Its HR  i need what will be pre requisties to setup the connection.

[yashkamde]

Hello @kurakulanda ,

Although there are very few tutorials, refer this for blueprint and architecture :

ServiceNow Workday integration brings true self-service to your employees 

Workday to ServiceNow Integration Demo 

Note : PDI Would not support Workday Spoke as it requires company/ organization credentials and a subscription. Even for using REST/SOAP API , it completely depends on the third party vendor apps like you have Workday here.

If my response helped mark as helpful and accept the solution.

[babybots]

If the goal is HR worker data validation between Workday and ServiceNow, I would focus less on the connection setup and more on defining a validation and reconciliation strategy.

A few questions that typically drive the design:

• Which system is the system of record for worker designation data?
• Is validation required during initial load only, or as part of ongoing synchronization?
• What attributes need validation (Worker Type, Job Profile, Department, Cost Center, Manager, Location, etc.)?
• What should happen when values do not match?

A common architecture is:

Workday (Source of Truth)
→ Integration Hub / Workday Spoke
→ Staging or Import Set
→ Transform & Validation Rules
→ ServiceNow HR Tables

Rather than updating records directly, introduce validation checkpoints that:

1. Verify mandatory attributes are populated.
2. Validate reference values (department, location, cost center, manager).
3. Detect worker designation mismatches between systems.
4. Log exceptions for review.
5. Generate reconciliation reports for HR operations.

For ongoing governance, I recommend maintaining a validation dashboard that tracks:

• Total workers processed
• Successful synchronizations
• Validation failures
• Records requiring manual review
• Trends in data quality issues

This becomes especially important when worker designation impacts approvals, access provisioning, software entitlements, or organizational reporting.

From an architecture perspective, the most important decision is identifying the authoritative source for each attribute and ensuring ServiceNow only consumes and validates that data rather than allowing conflicting updates in both systems.

Can you clarify whether you're implementing this for HR Service Delivery, Employee Center, or Software Asset Management? The validation approach can differ depending on the module and the tables being synchronized.

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