Talent Management

Grow the talent that grows your business.

Gain insight into your talent landscape, align top talent with key business objectives, and develop tomorrow’s leaders. With HR talent management software from Workday, you can invest wisely in your people and their future, and be prepared for whatever comes next.

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Identify who should be trained for leadership.

See how your team is progressing toward organizational goals.

Get a snapshot of your team’s talent metrics.

Identify who has succession plans and who may be at risk.

Hit the ground running.

Empower new team members to hit the ground running. With Workday Onboarding—accessible on any device—you can make the best first impression and set employees on the path to success.

  • Welcome new employees with tailored messages, helpful contacts, and an assigned mentor.
  • Assign required learning videos and inspire new hires to grow from day one.
  • Automate new-hire processes to increase productivity.
  • Use cross-boarding to acclimate internal and international transfers.
  • Build talent profiles from the start to help with future job recommendations.

Track skills simply and intuitively.

Our skills cloud lets you take advantage of an expansive, relative, and reactive ontology of skills for a cleaner, better use of data.

  • Speak the same language across your organization.
  • Use the latest skills as they are added to the skills cloud.
  • Help your employees identify their skills while finding related skills.
  • Convert your existing data into the skills cloud.

Keep a pulse on your workforce.

Use Workday surveys to connect with your people and let them know you’re listening.

  • Measure your company’s culture with regular pulse surveys.
  • Customize messages and notifications to employees for a more personal touch.
  • Manage multiple surveys by conveniently scheduling them in advance.
  • Easily monitor survey metrics, statuses, and responses using the survey dashboard.

Set smart goals and reward great work.

Help all of your people, including contingent workers, align their goals with high-level business objectives—so your organization succeeds as one.

  • Create and track goals from any device to increase productivity.
  • Encourage collaboration through social check-ins and comments.
  • Configure goal templates to meet your organization’s unique needs.

Motivate your people.

Give your employees the tools to measure their performance and unlock their full potential.

  • Standardize global performance processes across your organization while meeting local requirements.
  • Make it easier for employees and managers to discuss performance in regular check-ins.
  • Configure your review processes to meet your needs.
  • Request or give feedback any time—not just during annual reviews.

Help employees discover what’s next.

Workday Career and Development Planning provides your people with the tools and dashboards to grow their careers.

  • Highlight skills, feedback, career interests, goals, and more to promote ongoing conversations.
  • Empower employees to proactively manage goals and explore jobs internally.
  • Let employees specify career preferences and see matching open positions.
  • Allow employees to view internal mobility patterns and pinpoint potential career opportunities.
  • Foster collaboration by connecting employees with mentors.

Strengthen your bench for the future.

See where your teams excel. HR talent management software gives you talent cards, reports, and dashboards showing worker and team dynamics so you have full visibility into your people.

  • View work history, current competencies, and future goals.
  • Calibrate teams and develop tailored plans for development.
  • Assess the potential of individuals and groups with talent reviews.
  • Identify who’s at risk of leaving and pinpoint factors that increase retention risk.

Plan for the future.

Build, manage, and evaluate succession plans for any job in your organization.

  • Prepare for the future by anticipating critical leadership gaps.
  • Identify talent early, even in different locations, by creating succession pools for similar roles.
  • Find, compare, and develop successors across teams, organizations, and borders.
  • Develop and assign succession strategies (restructure, external hire, internal hire).
  • Monitor successor readiness, flight risk, and the health of your succession pipeline.
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