Name: Breakout 3: Skills, Signals, and Mobility: A Modern Talent Strategy with Workday
Uploaded: 2026-09-10T09:46:09.114Z
Duration: 29 min 20 s
Description: Breakout 3: Skills, Signals, and Mobility: A Modern Talent Strategy with Workday

Transcript for "Breakout 3: Skills, Signals, and Mobility: A Modern Talent Strategy with Workday": Hi, everyone. Good morning. Kahal, can you just let me know if you can see my screen okay? Amazing. Alright. So we're short on time. We're gonna get going. So welcome everyone to breakout three on skills, signals, and mobility, a modern talent strategy with Workday. My name is Mari. I'm a solution consultant here at Workday, and this is a topic that I speak to customers, prospects on a weekly basis. I am gonna keep my camera off because we were getting some feedback that there was a little bit of a lag going on. And just before we get started, product statement, we will talk about some future facing, releases. So if you do make any purchasing decision, make it on the product to live, please. So market data is actually showing that attrition has remained the same over the time, but what has changed is that the rise is actually on top talent turnover. Every day when I speak to leaders, they're aware that they have these internal skills, but the common dilemma is the same. Right? How do we fill critical skills gap without losing our best people to external opportunities? And the truth is is that when high performers don't see clear internal growth paths, they do leave. Right? So in this demo, we're gonna show you how Workday can fundamentally change this equation. We're gonna be looking at SkillsCloud, our, Pecan employee voice, Workday journeys, our talent mobility agent, and how we can bring all of this together to bridge that gap. So you're gonna see at the start how HR moves through succession planning from a reactive to proactive way to drive retention. So let's start out as, an HR business process HR business, partner. Sorry. One of you, maybe a manager as well, but I'm logged in as Logan McNeil, And we're gonna start from insights. Right? We need robust insights to get a good succession plan in place, especially when we're talking about critical roles. So rather than going and looking at different spreadsheets, I'm on my talent optimization dashboard. This is an example of a dashboard where we can bring a variety of different data into one place, such as retention, turnover. We can blend data such as gender, location, performance, all into one place. These different scorecards are gonna show, potentially succession plans that we have at risk. So based on the different job profiles you have, you can flag them as critical roles. You can have rag status to let you know what the the status of those succession plans are. And side by side, we can look at what turnover is looking like, voluntary, high performance turnover, so we don't have to go anywhere else. This is all real time data that will be updated with security always on. We can also look at any learning that's been taken about succession candidates. Again, monitoring all of this from a holistic point of view. So so let's go go ahead and look at what succession planning, can look like at Workday. So I have my plans at risk. I can see where incumbents are potentially at flight risk, where the plan status is maybe in a red zone. And we're gonna go ahead and look at the succession plan for one of our critical roles, which is, the vice president for sales and marketing. So really big weight here on revenue, on product. We really want to make sure that the succession plan is looking, as healthy as possible. So let's look at some data points here in the screen. Up at the top, we have the required skills for this role. So Workday Skills Cloud is our ontology. It's driven by AI. It sits as a common thread across the entire solution, and you can have required skills skills against job profiles. You can make them required. You can make them optionals. And you can also have skills, aligned to specific individuals. And I'll tell you a little bit more how that happens. But this ontology is maintained by us. It's updated with market data. So it's really uplifting a lot of work that you may be doing. And, again, it's gonna sit across all that rich data that you have in terms of performance, location, etcetera. So as part of the succession plan, we can see that we have two candidates slated. We can see all their information from their current review rating, performance over time, retention, what skills they have, etcetera. So any data that you're holding within Workday, you can put them side by side to compare, to have again that holistic view. What's the business value here when it comes to succession planning? It's promoting the objective decision making. Right? It's improving that holistic overview. It's increasing discoverability of key information that we need for the succession planning process. And, again, it'll support that retention of of of candidates and of succession plans in terms of those roles. We don't want those critical roles, open for too long. So this is actually something that we've had, within Workday for a while, but I wanted to show you some of the new capabilities that we have here. So if I come in and I manage the succession plan, maybe I want to add some more candidates to it. Maybe I wanna make some changes. We can see here on the right side all this rich analytics, in terms of candidates, how long they've been enrolled, their retention risk. Super helpful. Right? Maybe it's time to have a conversation, make sure that they're getting the development opportunities that they need, and also any other workers that maybe have expressed interest in this job. So this is making it really easy for me to be able to have a conversation with a hiring manager, to have a conversation with that worker about what their interests are. So we can see here we have Camilla, Joey, Robert, Timiko. We can see all the information about them. And what we can see here as well as we add them to the plan so let's go ahead and add Camilla. We can also add Robert if we wanted to. Let's just leave it with Camilla for now. But what we can see here is we're able to start determining the strategy. Is this person gonna be someone that, will be an internal candidate? Are we looking at them being an emergency fill or a temporary fill? We can start kind of raising those those flags if we need to. Readiness as well. Are they ready now? Do they need a few more years? We're gonna have Camilla in a few more years, and we're actually gonna put Joey ready now. So then we have this plan for ready now, one year, two or more years. We can flag who's a top candidate. And, also, we can add some notes to the succession plan based on the next person that's gonna be looking at this, as well as the skills match. So as I mentioned, once we we came into the succession plan, we can look at, skills against the job profile and the skills that the candidate has. And, again, this is where we're looking at those critical skills. Where do we need to upskill people or reskill them? Do we have the right skills in place to keep the business moving forward? K. So I'm gonna come here. Another option I have as well is to actually go and find workers. Oops. Let's stay here. Let's let's, not get rid of this plan yet. But I have the ability to find workers and scan across all of my workforce to see if there's anyone else that's fitted for this plan. I'm gonna go ahead and submit. And just before I did that, I forgot to show you another very amazing, feature that we have, which is our ability now to compare these candidates side by side. So, I used to work in HR. This would have been so handy at that time when I was going through calibration and and and just performance in general with my managers. But we can start looking at the succession strategy, their their qualifications. From a talent perspective, what are we looking at from performance, potential, retention, tenure, and again, the skills. So all in one place, I didn't have to go anywhere, and we've submitted that through. Just gonna show as part of the Workday business process, we're able to have a full audit of what we've just changed. So we can see here the succession plan after after the changes. What's the process? Is there anyone else that's, involved in this process? But what I wanted to show you is that as part of this process, the next step is we distributed a journey to those that are in the succession plan. So this is a new feature within Workday where we're using a journey, and we're gonna go into that in just a second. But you can add it to a business process, and it will automatically push that through to either a person or based on the event. And, again, the idea here is that driving retentions not just all on you. We can give this to the employee and hand them, so that they can make the decisions that they need to drive their career as well. So let's move over, to the employee. So I'm logged in as, as Camilla. She was one of the people, that I added to that succession plan. And, again, what is the signal that we're sending to them to proactively retain them? Right? So adding them to the succession plan is great, but it's not if they don't have any opportunity still to look like to look at. Right? So just going back to that whole retention piece that we discussed. So as part of that business process, the journey has been sent automatically to Camilla. And let's take a look at what this is. So a workday journey is going to surface at, a moment that matters. So it's gonna help your employees navigate through various different situations. So think about that employee that may be going on maternity leave, and then how this journey can help them step by step in terms of updating their benefits, submitting their mat one b, having handovers. In this case, we're using this journey to prepare Camilla in terms of her development, to have her internal looking for opportunities. What this journey is gonna do is it's gonna signpost different parts of Workday into one single place. So, again, it's guiding me step by step. I'm not having to log in to different systems. And so we can see here that we're encouraging Camilla to update her goals, her career profile, so her interest, because we'll see where that is gonna feed next. But it's important for us to keep a finger in the pulse. Right? We really want to understand the sentiment of our work force. And this is where the Workday Pecan survey comes in. So this is our AI powered engage employee engagement. It's a listening platform that helps organizations measure sentiment, retain talent, and turn feedback into action. Spoiler alert, we're gonna look at this from a manager perspective as well. We use this internally at Workday. We receive it every week. You can have anonymous comments through it. But what pecan does is that it signals, and flags burnout, growth stagnation before a high performer leaves. So we can look at what the survey looks like. You can brand it, And we can from from not to 10, it gives you a more granular, view in terms of the rating. And so in aside from objective rating, we also have the ability to have some subject subjective comments as well. So, again, just looking at talent and and making sure that we're supporting our employees from various different angles. Right? And then just coming back, to the journey and what my next step is here. And as part of this journey, we're encouraging Camilla to go into the Workday career hub. The Workday career hub is gonna be an AI career coach, all in one place. And you're gonna see this is where, from a performance management perspective, from a growth opportunity, I only have one place where I need to go to. So you can see that I have a few goals in place. No no development items yet and no feedback. But if I did, that would be popping up here because it's all happening within Workday. But what I can start looking at is based on my skills interest, based on the skills I have, based on my interests in terms of roles, Workday is harvesting all the rich data, pulling this plan together, And it's surfacing for me proactively. What job openings align with the skills that I want, any mentorship. So if I need to develop a specific skill, I can look for someone right here. I don't have to wait for my manager to help me if I want to connect with a coworker. And then even a step further, any learnings that I want to complete and start getting my my skill set ready as well as any project. So flex teams allow for your, workforce to do that cross pollination collaboration. Not all of us are ready for that next role, but we're ready to start working cross functionally and gaining some skills to projects that either the company needs help with or, that are there for me to develop. I can also start planning a little bit more. So with generative AI, Workday is scanning everything as it relates to what I'm looking for in my career, and it's gonna start helping me generate career development items. So over here, you can see that it's looked at the skills that I want to develop. It's given me some actions. Again, the human is always in the loop. I have the opportunity to make changes to this as I go, and I can add that to my plan. So making it really easy for me to take that next step without consuming too much time. But what a wonderful world it would be if all of our employees were this proactive in looking at what they could do next. Right? So, a recent Gartner study showed that only 33% of employees search for searching for a new job look internally first. And this is where our talent mobility agent comes in. This talent mobility agent is gonna push context of gigs, projects, roles directly into Microsoft Teams. And this is the perfect example of how you can streamline some of your processes, increase employee engagement without adding complexity. So I'm getting job opportunities directly into my natural workspace, which is teams. And this is gonna this career guide, it's gonna be using key insights like time and role, experience, skills, past applications, performance, and it's gonna start suggesting jobs for me directly into my natural workspace. So I can see the job that it's, recommending, what's the job description, what is this role like. I can apply from it straight from here. It's gonna route me back into Workday. And I can also tell them what I'm not interested in, and it'll stop, sending me these recommendations based on my reasons. So you can see that from there as well. I can edit my work or my career profile and, visit the career hub straight from there as well. So, again, not everyone's out there looking for these proactively. They can come straight into their teams, and they'll have this, outreach outreach straight to them. And another spoiler alert, managers can also get these recommendations in terms of roles that they can recommend to their, direct reports straight from Teams as well. So we if we have time, we'll come back to it. But let's move into the manager role. And this is where Bernie talked a little bit about what she called an oldie but goodie, which is the manager insights hub. We've collected feedback from our customers, and managers are such a key player into the development, retention, and happiness of your workforce. And so we wanna give this key player one central place where they can manage everything as it relates to their teams. We wanna streamline their daily tasks and help them easily support employee growth. So we can see here that in the manager insights hub, I'm being brought front and center the engagement score of my team. So remember, we have that pecan survey as an employee. I was completing it. Now this engagement scores, it's collecting all of the feedback that I have, my team, maybe, the the different teams that are rolling up to me. And you can see what the highlighted drivers of engagement are. So it's telling me, look. This is where we're seeing, some of the drivers. It'll also tell me where there are some quick actions that I can take to address some of, the engagement scores that may be a concern. We can see any career highlights. So we can see that Deborah has an overdue goal, and maybe we can add that to our check-in with her, and make sure we're talking about it. But, also, anytime that's, pending my approval. When we look at Workday, the manager insights hub is going to bring everything from hiring to staffing. So do I have any open requisitions? What is my time to fill? Any time that I may need to approve, any schedules that I may need to review, performance, etcetera, as well as any top reports that I need to look at. Again, we're just trying to make this easy and centralize everything for managers so that they can focus on business outcomes and their employees. But let's go through and look at what the pecan will look like if I click on it. As a manager, pecans are gonna provide me with a unique team specific view of high level engagement trends, scores, segments, comparisons. So if I look down here, we can see recommended areas of focus, work environment, communication, and freedom of speech, values. We can set these as focus areas and start building a plan. We can also look at any highlighted topics, that have been brought forth. What is my team valuing? And then any comments. So, again, this is something that we use at Workday now, and you have the ability to acknowledge comments, start a conversation. Again, it's anonymous. But what we're doing is we're keeping that finger in the pulse and making sure that we're not losing any of our teams from, if we can, from an engagement perspective. You also have, the opportunity to look at a personal dashboard if you'd like. And this is gonna summarize everything that we need to know, from my team's perspective. Pecan is a really powerful tool. And, again, it can really flag, any risk of turn turnover months before it actually happens. And then just coming back, to the the mobility agent, just to show you that as a manager too, we're looking at being able, to from here, support our employees growth. So providing an employee name through the career guide and then showing the different roles that we have, within Workday that can be a good fit for Marcus. So, again, my natural workspace, I didn't have to go anywhere. I didn't have to go looking. Workday is doing the heavy lifting for me to help me drive that growth and retention within my team. And then one quick final feature, that Bernie mentioned during her opening presentation is we are constantly, innovating and really putting in a lot into our AI. And when it comes to performance management, it's still top of mind to all of the organizations that we speak to. And so this is where we're gonna be seeing the performance review, agent skill. It's gonna streamline a lot of that work even more, from one, intelligent, AI screen, and it's going to bring, all the documents that you need. It's gonna harvest that data, and it's gonna use evidence based performance analysis just to increase, the effectiveness of this process, save time. You can always go back and see where, did the data come from. And, again, the human is always in the loop. So this is not something that will be dictated by AI. So this is a very, very exciting feature. And just to finish on the demo, we saw the succession planning. We saw how we made a change to the succession plan, how the journey got fired off based on the business process. And what I wanted to show you is that from Workday, you're able to get right that insight and take action right away. So in my in my journey workspace, this is where all the journeys as it relates to potential different events happening, within your organization, you can create them. So this is the one that we sent out in terms of what are the the career development toolbox that we can send out to employees. Maybe you're looking at a journey for first time manager that needs a little bit of a hand holding as they come into the new role as a individual contributor, being able to understand the different reports, the different processes, fine tune their leadership skills. We also use journeys as a use case for benefits, annual benefits enrollment. Right? That is a period where we get a lot of queries over and over again. So a journey could be a good way to walk, your employees through that process to make sure that they're educated and, uptaking the benefits that you offer. But the one thing that's really interesting with journeys is that you can also measure the metrics behind them. So as you push them out, as employees, managers across, the organization engage with it, you can also keep a track on metrics. How many recipients have, have you send these out to? What's the completion rate? How long did it take them to complete it? So this is really gonna help you then test the effectiveness of that journey. Just to give you a little bit of insight, you know, we have skills journeys within Workday. We're, you know, Workday is is talking about the value of skills, the value of us updating our career profiles, so that we can have access to rich information when it comes to the career hub so that we're driving retention and development internally as well. So I'm really happy to report that we do drink our own champagne, and, I'm definitely one of, one of the evidences to that. So we only have a few minutes left. I hope that this has given you a surface level taster of of what your mobility strategy could be. We're here. We have loads of videos that we can send you to go into deeper depth. But I just wanted to say thank you so much for your questions, for your engagements, and for being here with us today. Now we're gonna go back into the main stage to continue, the virtual webinar from there. Thank you so much.