Talent Management

Make talent 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 employees with the potential to be trained for leadership.

Get a snapshot of your team’s performance and talent metrics.

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

Put your best foot forward.

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.

  • Help new employees feel at home with a tailored welcome message and helpful contacts.
  • Assign required learning videos and inspire new hires to grow from day one.
  • Automate new-hire business processes to increase productivity.
  • Acclimatise internal and international transfers with cross-boarding.
  • Build your employee talent profiles from the start to help with job recommendations in the future.

Keep a pulse on your workforce.

Connect with your people and let them know you’re listening using Workday surveys.

  • Measure your company’s culture with regular pulse surveys.
  • Customise 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 organisation succeeds as one.

  • Foster engagement by aligning individual goals with your organisation’s or manager’s goals.
  • Create and track goals from any device to increase productivity.
  • Encourage collaboration through social check-ins and comments.
  • Configure goal templates to meet your organisation’s unique needs.

Motivate your people.

Talent management software from Workday gives your employees the tools to measure their performance and unlock their full potential.

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

Understand the strength of your teams.

See where your teams excel. Our 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.
  • Plot your team within an N-box framework to visualise performance and potential.
  • 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.

Help employees discover what’s next.

Workday career and development planning, at one with our talent management system, provides your people with the tools to grow their careers.

  • Highlight skills, feedback, career interests, goals, and more in a dashboard 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.

Plan for the future.

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

  • 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, organisations, 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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