Implementation
While later phases of our Skills-Based People Strategy will focus on integrating skills across the talent lifecycle, the priority for 2021 was “laying the foundation for skills.” Key milestones we’ve completed include:
1) Applying our Skills Taxonomy: We started by defining a research-based framework that provides a shared language around skills and enables every employee to see and understand their complete skill set. An employee’s “Skills Portfolio” consists of these three categories:
Core Skills: Abilities and behaviors that demonstrate Workday’s core values. For example, core skills may include empathy, creativity and problem solving.
Job Skills: Minimum abilities and behaviors required for a particular job. For example, job skills for a software engineering role may include knowledge of cloud-based architecture, programming and SQL.
Unique Skills: Abilities and behaviors that go beyond core and job skills and contribute to a person’s potential to bring value to a given role or project. For example, unique skills can be the interest an employee brings to a subject or task, the network they can leverage, or the diverse perspective they bring to their team.
2) Opened the Talent Marketplace: The Talent Marketplace is a machine learning-powered skills technology that connects people with relevant work and growth opportunities by comparing skills and interests against projects. Employees receive personalized suggestions enabling them to explore interests, develop skills and encourage mobility.
3) Launched the Career Hub: Career Hub is a smart, one-stop-shop for employees to access different skill-learning opportunities by leveraging their interests and exploring opportunities across Workday. Machine learning presents employees with relevant opportunities based on their skills and skills interests, such as new potential connections, learning content, gigs and even new jobs.