Using the Talent Data and Career Development
Overview
You have captured worker talent data, and now that data, in combination with core human resources data, can provide vital information on the health of your workforce. Workday provides several tools to identify and categorize workers for workforce planning and employee development purposes. These tools also allow you to prepare workers for the future needs of your business.
In this chapter, you will learn how managers can assess their team's potential. You will also learn more about talent matrix reports and how to analyze them. We will discuss the Talent Marketplace and flex teams. We will wrap up the chapter with talent pools and mentorship.
Objectives
By the end of this chapter, you will be able to:
- Analyze talent matrix reports.
- Identify Mentorship functionality.
- Explore Talent Marketplace.
Assess My Team's Potential
As previously mentioned, the
Assess My Team's Potential
business process saves managers time and provides a place for comparison of potential across a team.Potential is the employee's ability to undertake more responsibility or to move into a position marked for succession. The assessments of potential that you can complete for a worker include:
- Achievable Levels
- Loss Impact
- Potential
- Retention
You can configure the assessment values in Workday. Use the
Maintain Potential
task.Many reports and analytics use these values to provide insight into the quality of the workforce. You can also use assessment values to group employees for succession planning or development plans.
Resource
: Explore the Workday Community Administrator Guide for detailed information. Search: Steps: Set Up Assess Potential.You can also include an employee potential section in the talent review template.
Note
: If you include the Employee Potential section on your template, Workday only displays it to the manager or individual with the appropriate security.Talent Matrix Reports
Talent matrix reports have many interactive qualities. Workday uses current employee review ratings data in these reports. While viewing a talent matrix report, you can apply filter criteria and see instant results. You can also drill down on several items in the report to see and interact with the worker details. However, you cannot drag and drop workers from one box to another with the Workday-delivered talent matrix reports. Placement in a box depends on each worker's ratings data in Workday, making it a static report.
Workday delivers several talent matrix reports; however, you can always create a custom talent matrix in Workday Report Writer. Below are examples of these reports:
- Talent Matrix - Potential by Performance
- Talent Matrix - Performance by Base Pay Quartile
- Talent Matrix - Performance by Potential
- Talent Matrix - Performance Over Time by Potential
- Talent Matrix - Performance by Retention
- Talent Matrix - Performance Over Time by Competency
- Talent Matrix - Performance by Initiative Importance
Use the
Maintain Talent Matrix Setup
task to select a primary talent matrix nBox report to use on talent cards.Talent Marketplace
The Talent Marketplace uses both Skills Cloud and machine learning to drive internal talent mobility. You can use this feature to personalize career development by:
- Understanding worker skills and interests.
- Matching business opportunities with the right talent.
- Helping workers see their future within the organization.
Talent Marketplace, coupled with Workday HCM, provides a robust set of capabilities so you can deliver flexible, engaging worker experiences.
The Talent Marketplace includes:
- Flex Teams application: A place for managers and leaders to create and manage short-term, temporary work opportunities.
- Opportunity Marketplace application: A place for workers to view and get matched to flex teams (i.e., any short-term project or temporary work opportunity) or internal full-time positions.
- Promote: Opportunity owners can notify workers identified by machine learning as a good fit about their opportunities.
- Match Analysis: Provides transparency about a worker's relevant skills and gaps to both the worker and opportunity owner.
- Skills Endorsements and Feedback: Flex team owners provide feedback for every flex team member that displays on the worker's Anytime Feedback. Flex team owners can also endorse a worker's skills, which factor into future opportunity matches.
Note
: To use Talent Marketplace, you must agree to the Innovation Services Agreement or the Universal Main Subscription Agreement and have Skills Cloud activated.Opportunity Marketplace
The Opportunity Marketplace provides a single place where workers can view and get matched to any flex team opportunity to further grow their skills and career within your organization. The Opportunity Marketplace can also provide access to internal job postings.
Workers can browse all open flex team opportunities, search for flex teams using keywords, and apply search filters. Based on a worker's skills and interests, the Opportunity Marketplace shows the highest matched flex team and recommended flex team opportunities. Workers can also view flex team opportunities that can help develop their skills.
Workday recommends that workers include relevant skills on their Worker Profile. The more skills a worker enters, the more likely Workday can match them to open opportunities. At a minimum, workers should include at least five to seven skills for which they have extensive experience. Workers can also indicate their availability for flex team opportunities.
Note
: Opportunity Marketplace and Career Hub are separate applications that can be configured individually. However, if you have access to both, you will notice a single UI called Career Hub where you will receive all recommendations for career development and internal mobility.You can allow your contingent workers to access the Opportunity Marketplace to browse and apply to suggested jobs based on the worker's skills. Any job postings available for non-workers will be visible for contingent workers.
Flex Teams
You can use flex teams to create and manage short-term work opportunities within your organization. Flex teams can consist of either the simple or advanced team type. Administrators can define flex team categories and flex team types for use in the
Create Flex Team
task. To define flex team categories, use the Maintain Flex Team Categories
task. To define available flex team types, use the Maintain Flex Team Types
task.Use the task,
Maintain Custom Labels
to configure custom labels for the terms Flex Team and Flex Teams in Workday.Creating Flex Teams
With the appropriate security permissions, individuals can access the Flex Teams report to view all flex teams where they are a host. From there, the
Create Flex Team
task allows individuals to:- Provide a flex team title.
- Tell what the flex team is about.
- Define flex team deliverables or milestones.
- Define a flex team category and flex team type.
- Specify a date range.
- Select a flex team photo.
- Attach a document.
- Add additional skills needed.
- Tell the location of the flex team and where team members need to be located.
- Identify availability expected for a flex team and number of flex team members needed.
- Invite members.
Once the flex team host promotes the flex team, workers can then access the flex team.
If configured, individuals can also access the Flex Teams worklet on the Home page.
Manage Flex Team
Manage Flex Team
is a configurable business process where you can decide on custom help text or warnings that you wish to display.A user that has access to the initiating action of Create Flex Team, will also have access to the Edit Flex Team initiating action.
Flex Teams Promotion
From the Flex Teams application, select the Actions button from an available flex team, then choose Manage Flex Team. Once the list of candidates appears, you can use the filters to narrow down your results. There are several options available as filters including the filter, Promoted to, which displays which candidates you have already promoted your flex team to. After deciding on the candidates to promote, select the Promote button. You can then send a customized message to the potential candidates.
As a flex team candidate, I can view any flex team notifications from my Notifications icon. Within the notification, I can access the View Flex Team button to learn more about the flex team and decide whether or not to Express Interest in the flex team. Candidates can also view available flex teams from their Career Hub and decide whether or not to Express Interest or Save to Plan. When candidates express interest in a flex team, they can also choose to add an optional, custom message providing any additional details to the flex team host. As a result, flex team hosts have a better understanding of their candidate pool, and can use the notes to help in staffing decisions.
Important
: To allow Flex Teams Express Interest Notes, access the task Edit Tenant Setup - HCM
and in the Talent section, select the checkbox Enable Flex Teams Express Interest Notes.Feedback and Skill Endorsements for Flex Teams
Once a flex team completes, the flex team host can provide feedback and endorsements for all members. Flex team hosts can:
- Decide to recommend each member for additional flex teams.
- Determine whether they would like to provide public feedback to a member.
- Decide which skills to endorse for each member.
Resource
: For more information on Talent Marketplace and Flex Teams, search for the following concepts in the Workday Community Administrator Guide:Setup Considerations: Talent Marketplace
Steps: Set Up Talent Marketplace
Steps: Set Up Security for Talent Marketplace
Steps: Set Up Flex Teams
Career Hub
Career Hub offers a centralized career development platform for your workforce. By combining Opportunity Marketplace, Flex Teams, Skills, and Learning functionality, employees are offered personalized career opportunities to help manage their career development.
Career Hub uses machine learning to recommend personalized suggestions for your employees that can be saved and added to their Plan section. The Suggestions for You page can include:
- Networking: Career Hub includes coworkers and potential mentors who share similar skills, or who are skilled in the areas the employee is interested.
- Learning: Includes personalized, skill-based learning content for your employees to develop their skill interests.
- Flex Teams: On-demand, short, and long-term projects that employees can participate in to gain experience in the skills or roles they are most interested. Flex team hosts can also recruit workers to become a flex team participant.
You can save these opportunities from the Suggestions for You page and access them in the Plan section of Career Hub. Employees can use the Plan section to:
- Track on-going mentorships and meet with connections.
- Identify specific career development actions they should take to further their career interests.
- Access on-going and completed career development items during career conversations.
- Track job opportunities they're interested in and have applied to.
- Track individual goals and manage their progress.
- View and manage learning content that remains in sync with the Learning application, ensuring they can keep track of their progress.
Note
: You must be a Workday Learning and Opportunity Marketplace customer. Additionally, you must subscribe to Innovation Services or the Universal Main Subscription Agreement, to access flex teams, jobs, and learning content within Career Hub.The Explore page allows employees to discover skills mentioned frequently in internal job posts. The skills are related to their current role or job interests, improving their career opportunities and suggestions. Relevant connections, flex teams, and job recommendations are available for employees to save to their Plan section to determine their next career steps.
In the Explore section of Career Hub, is the Career Path Builder. This interactive career exploration tool enables workers to visualize their future careers in your organization based on skills, skill interests, and historical job moves. A career path includes a progression of roles, with actionable opportunities that provides a visual understanding of potential career moves to ensure your workforce is engaged, retained, and continuously up-skilling.
In the
Maintain Career Hub and Opportunity Marketplace
task, on the Edit Explore Preferences tab, administrators can access the Career Path Builder Preferences configuration options. Options include using the Default Career Path Builder Source Configuration or the Customized Career Path Builder Source Configuration. If choosing to customize, you can apply hierarchy level constraints on job profile recommendations provided to workers. You can select the Hierarchy option to apply seniority constraints on job profile recommendations provided to workers. You can use Job Level or Management Level options to override the default option (Default ML Generated) which does not limit job profile results by levels. If you opt into either the Job Level or Management Level options, you must specify the Order of the level to be ascending or descending, in accordance with your hierarchy direction. When workers select the Skill or Skill Interests sources in the Career Path Builder, career steps shown will display job profile suggestions that are within one level above or below the worker's current role.From the Career Hub, employees can use the
My Development Items
report and select Manage in Career Hub. Here employees can view and manage their development items. One option available is to specify relevant Skills to Develop for a given development item. This enables employees to track their skills development.Mentorship
You can create and track mentorships between workers. This feature allows you to:
- Enhance the worker experience in your organization.
- Reduce ramp up time for new hires.
- Build strong connections between workers.
- Gain valuable insight into high potential employees.
Note
: Both workers and contingent workers can act as mentors and mentees.Adding a Mentor
Workers can request a mentor using the
Add a Mentor
task. Administrators can assign mentors or mentees using the Add a Mentor for Worker
task. When a worker requests a mentor, they must select a mentor type to define the mentoring relationship. Examples may include New Hire Mentor or Leadership Development Mentor. Use the Maintain Connection Types
task to define mentor types.The
Add a Mentor
and Add a Mentor for Worker
tasks initiate the Manage Mentorship
business process. You can configure the business process to include reviews and approvals.Jobs Hub
For employees seeking internal job opportunities, they can access the Jobs Hub. This application is a centralized hub with access to job postings, job alerts, and referrals. From the Jobs Hub, employees can also manage any of their applications and complete all relevant tasks. This hub can be renamed, include announcements, provide suggested links, and more.
Additionally, when employees apply to an internal posting they can choose to update the information on their talent profile at the same time. Employees can choose to use the information they enter on their application to update any of the following sections on their talent profile:
- Education
- Experience
- Skills
To do so, from the application employees can select the relevant checkbox. Options include:
- Replace the Experience information in my profile with this information
- Replace the Education information in my profile with this information
- Replace the Skills information in my profile with this information
This makes it easier and more efficient for employees to update their talent information while also applying for a new role.
Using Talent Data Security Policies
As you deploy and maintain Workday Talent Optimization, you may need to configure several domain and business process security policies to ensure the appropriate security permissions.
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Functional Area: Talent Pipeline / Worker Profile and Skills |
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Functional Area: Talent Pipeline |
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Business Processes |
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Functional Area: Worker Profile and Skills |
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