Name: Unlock your investment in Talent Optimization
Uploaded: 2025-10-10T18:30:47.937Z
Duration: 39 min 48 s
Description: Unlock your investment in Talent Optimization

Transcript for "Unlock your investment in Talent Optimization": Hello. Welcome to today's webinar. So today, we will be discussing how you can unlock the value of Workday Talent Optimization to adapt faster and move forever forward. Like every Workday presentation, wanna make you aware of our product statement. If I mention anything that is forward looking or on our road map, I'll be sure to call that out. So a little bit of housekeeping before we jump in. Thank you all for joining us live. This webinar is being recorded and will be emailed to you within about twenty four hours. I've got a great lovely team of workmates on the line with me who are here to answer any questions you might have. So on the right hand side, you should see the place for q and a. Please feel welcome to drop your questions there, and one of my colleagues will be able to respond. Any resources and, documentation that we want to provide for you for this to accompany this webinar will be there on the right hand side as well. So please, explore those if those are interesting to you. And lastly, we'll have a survey towards the end. We'd love to get your feedback of how we can improve this experience and what you maybe found useful. So to get us started today, you guys, you're gonna see a little poll on the screen momentarily. We'd love to hear from you. What what challenges are you experiencing today, to help us better address the needs that y'all are having? Gonna keep moving through the session today. So by way of introduction, everyone, my name is Sarah Lynn Bowen. I am a smart optimization strategist here at Workday. I've been at Workday nearly nine years. I started my career in the implementation side of that house where I was working with various customers at different places in their Workday journeys. And now I've moved into a more customer and prospective customer facing role, where I get to today especially focus on the strategy of our customers getting the most value out of their current Workday investment. So very excited to be with you all to talk talent optimization today. And I'll let my friend John introduce himself later on in the day. So for our agenda, we're gonna just do a quick overview of, what it really means to unlock the full potential of your workforce. From there, we're gonna jump right into product to see the product demonstration to how we can, identify, grow, and retain your talent. After that, I'll hand it over to John, who will take us through all kinds of deployment considerations, and we'll wrap up with some next steps. So why do we care about understanding your workforce? As we look at the world of work around us, things are moving seemingly more and more quickly by the day. And so understanding who your talent is and what they can do is more critical than ever. And when you know what type of talent we have today, or where you might already be highly skilled, you will be empowered then to respond more quickly to changing market demands. And that might look like finding the right person at the right time, or maybe it's developing new ways to upskill and reskill the workforce you already have. And to do that, there are tons of tools in your toolkit to manage your workforce from lots of different angles. When I think about talent optimization, I like to consider this two part question. Where have you been and where are you going? So retroactively, where have you been? So, how we can assess your performance over a given time period with things like feedback or check ins that are fluid and casual experiences. Or lots of our customers today prefer to do the, typical ratings and performance reviews that might involve goals. But several customers do a mix and match of this and ultimately use performance calibration to ensure everybody is comparing apples to apples. Using this similar retroactive view, we can also take what we've done previously to understand how we can develop our own career goals. So things like development items for the individual person, how they can drive me towards my goals, sorry, my career and job interests, and explore other areas of the business. And now for that second part of the question, where are you going? So as we're looking towards the future, we're thinking succession planning. How can I brace my organization for change and manage my succession plans? Maybe take advantage of talent pools to sort of bookmark people or certain, folks who meet certain criteria and develop them into a different way. We can use that performance information and our talent data, things like potential assessment, readiness strategies, to then do a broader talent calibration to really understand the spread of who we are. And the bridge between kind of where you've been and where you're going is how do we get there with growth and mobility. So Manager Insights Hub is gonna be that one stop shop for our leaders to ensure they are supporting their team members for all their career goals. Manager Insights Hub is basically the inverse of the ever popular Career Hub, which is our AI powered virtual career coach. It's gonna provide personalized career suggestions, ways to upskill, reskill, and pursue your goals. And let's keep in mind, everyone, that this is all within our native Workday platform because understanding your talent can drive the entire experience of how you manage your workforce. If you know what you have today, you know what you need to recruit for, for example, in the next role. You know what type of learning and training you need to push out to folks to help them reach their goals or help your organization get to where you need to be. And if we're thinking about paying for performance, we now have data driven decisions when we are making compensation changes, and we can push that experience to all of our different stakeholders. Okay. So without further ado, let's talk about it. How we can grow, identify, grow, and retain your talent. Okay. So let's start from the source. We're looking at an employee named Marcus. And navigating to Marcus's worker profile, I'm gonna start by seeing where, on our summary screen, we have several skills already populated. These skills are right on his worker profile through his recruitment process, through his own personal, career development as he's been going. And we can see these different skills as we drill into them. There are options for us to include ways that we can validate how well this person demonstrates a certain skill. It's always nice to know if a skill was self assessed, but we also have mechanisms to gather feedback from other people. Maybe managers they've worked for, colleagues they've worked with, to understand a broader breakdown of how we actually perform a certain skill. Coming into my performance section, we have a full history of all of our performance reviews. We're gonna continue to talk about that a little bit later. The goals that I'm working on today and kinda how I can come in here and make changes as I go. So maybe that means making some updates, adding in some additional details, aligning them to a certain organizational initiative, or even tracking some milestones as we go. This can be done ad hoc throughout the year or opened up for certain times of year, like around performance, for example. As I'm considering my broader goals too, let's also consider my career with the organization. So we're gonna see today how we have options where we can gather input from the employee to understand what types of interest, what types of jobs are you interested in pursuing? Do you have any skills you want to learn more about? Are you ready for a career move beyond your role or maybe to develop within your role? And other pretty critical details like willingness to travel or relocate. All this helps us understand kind of who my people are and how I can redeploy them when necessary. And as I am looking into my skills, at any point in time, I can come in here and add in additional skills. So there are lots of ways that we push out to our employees, kind of this ad hoc fluid approach at any point in time that they can come access on their worker profile. But we know that sometimes this experience is a little bit more effective if we can direct employees there. So when it is that time of year, we can push these tasks directly to our employees' inboxes to start going through, their process. So for example, Marcus has a self evaluation waiting for him in his in his inbox. To get started, I'm looking at the template that was designed specifically for this population, all based on logic. And I can start going through my different goals, adding in my own ratings, perhaps I'll enter in some accomplishments. Notice that we have lots of flavors of how we can go through this performance appraisal experience. Whether you want it to be more, conversational with questions like this or perhaps include ratings, We've got all different types of options covered. So Marcus can go through this at a pace that makes sense for him. This is really specific to his performance. So again, that question of where have you been. But also, we wanna help Marcus get to where he wants to go. So, additionally, we can push similar experiences to him to help him keep his talent profile up to date. All of this is based on a template experience, so I intentionally have tons of sections here to show you, but you can always pair these down as necessary. So things like your job history, which is of course coming in from his recruitment process, any work experience he's had, different education levels if we're if we're storing that, any certifications, languages that he's gathered, helps kind of understand what our employees actually can do. So this has been painting that broader picture of, yes, I might have a certain job, but I also have a full talent profile that can help build a broader talent inventory for my organization. And we love these ways to kind of push out and to and ask our employees to participate, but we also know that, we gotta give them something in return return if they're giving us all this great data. So that comes in the form of CareerHub. And this is our virtual career coach that is designed for every individual. You can start using this on day one because it's driven by AI. It is so much more than just a bunch of talent reports. So any skills that I have updated whether I do so on my profile or in an inbox task, data always persists in Workday, and they are here driving my career hub experience. And it's gonna be some suggestions for me. Maybe it is some jobs that I want to explore based on my current skill set, or even just connecting with people. Making our organization a little bit smaller in that way. Because we can reach out to folks who know about what you wanna know about or maybe people who have some things in common that I can start, you know, connecting with. Or some ways I can learn something new. It's suggesting learning to me based on the skills that I'm interested in pursuing, or the jobs that I want to get. Flex teams are an amazing way that we can take advantage of the, the personal initiatives of every individual. So a flex team is a short or a long term work experience where they can go to a do kind of a side project for a little bit of time, depending on how much time they have available to do it. And And they can go learn about another part of the business or learn a new skill. And once that flex team is complete, they come back to their old team, but now have been a little bit reskilled, a little bit more well rounded in the organization. So flex teams are a great way to quickly redeploy as needed, and and we find that our customers like to open these up and and and let the employees drive the experience. So when the employees are asking for more work opportunity, perhaps it might be a flex team that they can go explore. What I really love about CareerHub is we get it's with us every step of the way. So as I'm planning also for what my next career move will be or my career conversation, Notice that we've got generative AI development items for us. It's looking at the things that I have expressed interest in, the skills I want to learn, the jobs I want to pursue, and it's creating a development item for me that I can then modify a little bit. And this just helps me stay accountable to the ways I want to develop, and it also now can be used in performance conversations with my leadership as well. And, of course, if it is time for me to explore what my next role might be at your awesome organizations, I might start by launching my career path builder, which not only is looking at the paths that other folks have taken when they have been in my role, where do people typically like to go? And I can see how many folks move into certain, you know, what percentage of people move into these types of roles. Or perhaps I would look I would want to look at my career path based on the interest that I have or the skills that I've already developed. And I'll take right back up. So if I'm looking at the skills I want to pursue, it's gonna also make some suggestions of how I can start building out my career path to reflect the goals that I want to achieve. Again, pausing because this typically takes longer to load. Okay. I can save these. I can share this with my leaders as we're having conversations, but I really put my career development into, you know, into my own hands so I can have ownership ownership of it. And I'll pick up right now. And if I am looking for another role, so for example, it's gonna surface the roles that maybe would be a great fit for me based on the skills that I already have. Or other roles that people have moved into. Or what's so interesting about having a skills based approach is now we can know, hey, what skills do you need to grow in the role you have today to work towards the job interest? These are the skills that your company is looking to hire for right now. So maybe you can be the one to reskill, learn something new, and take on these new initiatives that your company needs. So what I wanna do now is then pivot to the manager point of view to see a little bit more, of the experience. So I'm gonna log in as Susan Steinberg. She represents one of our leaders. And today, she's participating in lots of performance conversations. So sent directly to her is a request to give some feedback on an individual employee. So as we're going through a performance appraisal cycle, your business process framework might optionally include the request to gather feedback from other people. That's what we're seeing here, and it's a question that was sent to this manager about our individual, Marcus, here. And as I'm getting started, it's gonna ask me some prompting questions. And I might start to answer these questions, but I've also got some, some, suggestions based on AI. So maybe I'll enter in know about this, and I'll see. Does your does Workday have any suggestion for how I might improve this? And it's going to kind of take what I've entered and refine a little bit so it can be really targeted for the experience for giving feedback. In addition to this, our leader also has some our leader all has some tasks that she needs to review. So she's got a manager evaluation that has now been sent to her. We previously saw the self evaluation point of view. Now we're seeing the template as it has passed to the manager. It looks a little bit different, and that's by design. We've built it this way. It's inclusive already of the, goals that she has included, the specific ratings she can now enter, and notice there's several sections that she can review, to assess this person's performance over the past year, for example. So looking at goals, different competencies, what I love about this experience is we can also see what the employee has evaluated on themselves. In this example, if we have gathered additional, reviewer evaluations, we can see how they responded to these questions about the individuals to help me get a really well rounded understanding of how to assess this person's performance. These templates are completely configurable by you, so you can make sure that they match the experience that you need for your leaders. Coming back into my inbox, there's one more task I wanna review, and and that is the experience of calibration. So let's imagine we've fast forwarded a little bit and, all the performance reviews have have been submitted. And Susan, who is a manager of managers, is now responsible for calibration calibrating her roll up. She'll click the button to get started, and she's brought into this calibration experience. Now this is an example of an inbox report. We frequently hear our customers refer to these as nine boxes, but at Workday, we call them inboxes because they can be like this, a one by five, for example, or maybe they'll be a three by three, a two by two. We'll see different examples of inbox reports, but we do this so that we can facilitate this calibration process. Everybody comes pre plotted based on how the previous reviews have gone. And as a leader, Susan can now start dragging and dropping folks, to the designated place where she wants to put them. You may optionally include targets for your calibration if that's something that will support your leaders. If we need to kind of zero if she has a lot of people, she wants to zero in on folks who are in a specific job profile, for example, to just, calibrate those people at the moment, she can do so with these filters as well. Lots to do here with the calibrate, the drag and drop that customers really like that. But some people also do prefer to have a little bit more information. So we can flip this into my table view, and we can see we've got a lot of data that we can gather here. So as we're thinking more about our our talent and performance and succession planning, notice that we can also include things like potential assessment, retention risk, what's their loss impact, going all the way over to see what previous performance has looked like, tenure, where they're sitting. So all of this is meant to facilitate your calibration experience, and you decide how much information you want to share out to your leaders. Now we saw previously the Career Hub experience from the employee point of view, and let's now take a quick a quick peek at the Manager Insights Hub. Like I said earlier, this is the inverse, if you will, of career hub, but also with so much more. It is her one stop shop for all the different ways that she needs to keep tabs on her team. So things like folks who have some time off coming up, what's my hiring activity looking like. But today, we're talking about talent and performance, so let's zero into this area of our talent and performance review. Notice I've got my calibration awaiting me here, and I can always access it from my hub or my inbox. It's the same task. And I'll drill into one of these people, and I can see now looking at Bettina, for example. I see the different things that she could connect with, just like she might see on CareerHub. Maybe when I am looking at this, I now might be able to look at one of these mentor opportunities and share this with Bettina. Hey. I found this for you. I think you might like it. But also what we're seeing really useful right now is our talent highlights. So based on all the different performance work that or performance data that we have on Bettina, anything that she has done in her career hub, Workday is consuming all of that, and it's generating a talent highlight. Why do we care about this? Well, there is tons of great data out there, and we want to make it easier for our managers to be in line with their team members and how they can support their career goals. So generating these talent highlights does just that and provides with this kind of a whole summarized view of everything, so that they can better support their team members. Alright. So to finish up our experience today, let's log in as an administrator and kind of keep going with that question of where have you been and where are you going? So we talked about, where people have been through previous performance appraisals, career development. Wanna talk a little bit about where they're going with succession planning. So logged in as an administrator right now. I'm gonna go ahead and find my dashboard. Because consider all of the great data that we have been gathering so far. We've been gathering talent information, skills data, relocation preferences, potential assessment. All of that now can come into this bird's eye view for my leaders. So we saw, for example, that calibration by five. Though a lot of people prefer to have oops. Sorry. A lot of people typically use a nine box report. And so you can determine how you want to label these different boxes and kind of what they mean. So as I'm seeing who all my folks are in key performers, what is a key performer, who are they with this little pop up, of course, supports any of our drill down that we need as we're looking for, you know, finding who the right person at the right time. It's also letting me know, after I've gathered so much great skills data, where am I having gaps? Where do I have opportunity to maybe upskill a little bit? Where am I saturated on a skill? Right? So I can now make better hiring decisions because I know what I already have today. And as we're thinking of making those decisions for the future, it's important to know if I have any succession plans that are at risk. Let's make a little bit. Now customers before have asked me, Sarah Lynn, how do we, how does Workday decide if a success plan is at risk? And the answer is that it's completely up to you. So your logic is to determine if a succession plan needs to be reviewed. I've had customers who have said, okay. If the incumbent hasn't been promoted in a long time, they might be at risk. Or if the incumbent is part of other succession plans at the same time, that might be something we wanna be aware of. So however you want to determine how to kind of remind your leaders to, you know, review different success is completely your design. This is a configurable report to help us understand where everybody is and how well we are braced for change in the future. So let's take a look actually at one of these that might be at risk. So if I open up one of my succession plans here, I can see lots of information about my potential successors and, of course, anything any additional information you all want to include. This is a configurable experience as well. So I'm looking here who could be, you know, ready to take on this role when the time arises. And if I wanna make changes to that, I come in here and I can manage my succession plan. And now remember, we've been gathering so much great data all this whole session. People have been entering what jobs that they are interested in. Right? So what's interesting now is we can actually use that data to see who has raised their hand and said, hey. If this opportunity opens up, I'm interested. I want to pursue this. This now means we can honor our employees' career goals, and we can ensure we're giving opportunities to the people who want them the most. So at this point, I can start adding them to my succession plan, and I can store lots of different types of of data here, whether that is, like, my succession strategy, if this is an internal external fill. I can also bring external prospects into this as well. When they're ready for this, how long they've been here, whatever additional data you want to include for this. And, also, if I want to even find more folks who might be interested, well, I can just use my find workers report to kinda do some online shopping for my talent. Everything that we've been gathering today is a data point, which means we can use it on these different filters. So perhaps I wanna find somebody who is willing to relocate for a little while to North America, for example. And perhaps I wanna make sure that they are somebody who has, a certain skill of customer service. And I can use these different filters to really zero in on a population of folks who have who are able to relocate and have the skill or whatever filters I choose. And maybe I will opt to select all these folks and add them to a pool. I might add them to a talent pool, for example, which is for the folks who are potentially, ready for leadership. And all I've done now is just kind of bookmark them into a little pool. As I go look at these talent pools, we can support private talent pools if we wanna be a little bit more discreet with these or, of course, public talent pools. We also can, these, have different types of pools. So you just saw me do a static, talent pool where I found folks and I added them to a place. But we also can support dynamic talent pools, meaning when some logic is met, they automatically become part of this talent pool. And if I were to click into one of these talent pools, again, I've got some options here. I now just kind of have this this group of people already bookmarked. And what am I gonna do? Maybe I will opt to maybe I will opt to add a specific goal to these folks in this talent pool, or put them on a particular succession plan. Maybe I wanna start a performance review just for these people. They've now we've now kind of isolated this pocket because we want to develop them maybe in a little bit of a different way. So there's tons of ways that we can use this data to our so I hope that was useful for all of you. At this time, I want to hand the reins over to my colleague, John, who's gonna take us through a little bit more of what to consider when you're deploying to optimization at your organization. I'm John Lids. I'm a principal services executive here at Workday, and we're gonna spend the next few minutes talking about how we can take your vision into the field and and deploy the components of talent optimization to grow and upscale your your workforce. So over the next few minutes, we'll talk about our our overall services strategy for talent optimization. We'll begin with talking about your deployment options, which will include deploying with Workday professional services, self deployment, or with a partner. We'll talk about how to think about a deployment and what considerations you should have. We'll transition into a discussion of lessons learned and a a great customer story about Kimberly Clark and how they used Workday Talent Optimization to to drive retention inside the organization. We'll then go into a discussion of training and support and what it what you'll need to train your your workforce and your team to deploy talent optimization. And and finally, we'll end up with the discussion of some of the offerings from our Workday partners, and we'll highlight something from our partner SkillCentrix. There's no one size to that fits all to to Workday deployments. Depending on the skills of your Workday support team, the availability of resources, and the demands of competing projects, you've got numerous options to deploy the solution ranging from self deployment to Workday professional services led deployment or one that that's led by one of our certified partners. What I'd say that that's particularly unique about the Workday ecosystem is that any resource that works on a Workday deployment must be certified on an individual piece of functionality that that they're working on. So you'll never work with the resources unfamiliar with with the functionality that they're putting into the field, whether it's Workday or one of our partners. Workday's deployment offerings have been designed to reduce risk and to deliver a proven solution on a dependable time line and at fixed cost. Whether you deploy with Workday, with one of our certified partners, or you'll have you'll be working with the team that's familiar with the configuration within the platform and provide you with the expert guidance and support needed to ensure that the product project achieves your business objectives. If we dive deeper into your your deployment options, it's helpful to think of the options on a continual with with partner and customer involvement being the variables that that drive price. Looking at this chart from left to right, we'll see that partner led deployments have the least involvement from your team. This style of deployment starts with requirements gathering and then moves in into configuration. The biggest lift on your team will be during the the testing portion of the project where the partner will work together with your team to confirm that the configuration meets your requirements. This is typically the the most expensive of the deployment options. The middle column, and this is an interesting one for customers that own Workday success plans, is for customers who have success plans as part of their subscription agreements. And Workday success plans has deployment accelerators, which guide your team on the configuration of common features of Workday services. Your team will also have access to Workday experts who can provide guidance on the should have Workday features. Finally, you have the option to self deploy either with the support of Workday or one of its partners. This requires the highest level of participation from your team, and it's essential that before you you kick off a project that you assess the skill level of your team to ensure that they have the requisite knowledge to successfully configure the application to meet your requirements. I I think that whenever you're looking at at a deployment, you should think of it as a rolling adoption journey. That that begins with baseline functionality, allows you to expand it over over time, and add additional functionality as you become more familiar with the the platform. Rolling adoption is often a successful strategy to accelerate time to value, to accelerate a longer term road map for managing talent features of Workday within your organization. This is really a choose your own journey for Workday, the configuration with your key organizational priorities and initiatives. In this example, we start with more foundational features such as talent profile, development items, and check ins. And then over time, add functionality to fully realize the potential of talent optimization configuration, across the organization. Taking this approach allows you to to build your own timeline and adjust the strategy based on adoption metrics and the feedback from your teams in the field. Workday's proven deployment methodology is an iterative approach to deployment based on preconfiguration and best practice. This enables Workday or your certified partner or even your team to accelerate time to value. Throughout the duration of the project, your Workday team will work alongside your team to ensure that the configuration meets your requirements. Typically, the highest level of customer involvement occurs during the test phase where your team will validate that the configuration built during the the prior phases meets your requirements. One of the questions I'm asked most frequently when we we get involved with customers on deployment is who from your team will be involved in the project. Successful projects typically include an executive sponsor or project manager, subject matter experts from across the enterprise, and these subject matter experts provide the detailed knowledge of the configuration requirements. You you'll also need support from change managers and communication leads who provide a key link to the organization in preparing for the rollout of new Workday features and new procedures, such as calibration or performance reviews. You consider hire you can consider working with Workday staff augmentation partner or to support administrative tasks throughout the project. Finally, and most importantly, it's essential that you have a detailed test strategy. Involve users from outside the project team to support acceptance testing. What's it cost to deploy Workday Talent? It's a really hard question. Workday Talent Optimization is a broad suite of solutions. It's not a a monolithic solution that that can be deployed as needed for your organization. You know, as we talked about with rolling adoption, it's a choose your own journey. So for this reason, it it's hard to give a precise deployment cost to your timeline. However, for most customers, our deployments range for talent range between twelve and sixteen weeks and from 30 to a $100,000. Self deployments and Workday success plan supported deployments can be significantly less costly than Workday Prime or Partner Prime deployments. For customers who subscribe to Workday success plans, there there are numerous options included in your subscription to success plans that will help you leverage, the talent optimization to support your deployment. This includes ask an expert, which is essentially a a phone a friend where you can ask deployment or configuration related questions of a certified resource expert. We also have feature accelerators to help your team configure features such as skills cloud aligned with Workday's best practice recommendations. Other components of WSP that are helpful to customers in deployment include deployments guidance services where Workday resource will provide guidance on project management, testing, and change management. Throughout the year, we have numerous accelerator webinars where Workday experts conduct workshops that highlight features included in our suite of talent optimization products. Our customers across the globe are recognizing significant value in their investment work and talent. Today, we'll highlight Kimberly Clark who saw significant growth in organizational skills development, increased gig experience, and saw substantial reduction in external hiring and top talent turnover through their deployment of Workday talent optimization. During the next few minutes, we'll we'll talk about Workday's thriving partner ecosystem. In addition to Workday professional services, we've got numerous partners who provide competitive pricing, flexible deployment timelines, incredibly skilled resources, and deliver projects by, as I mentioned earlier, Workday certified deployment resources. When you work with the Workday certified partner, these resources are are help to to streamline your operational cost and efficiencies. They they give you access to specialized expertise across the platform and provide consistent service and measurable success because every Workday partner is required to to use the Workday deployment methodology as a a foundation for their deployment. If you're interested in work working with a Workday partner, I recommend that you reach out to your customer success manager, managing partner, or account executive to learn more about our partners. Today, I wanna highlight one of our boutique partners, SkillCentrix. SkillCentrix is a newer partner, probably four or five years old at this point, and their team has deep expertise on on skills and and talent, and they've built a skills and talent optimization accelerator. Their deployment helps your organization to align your skill strategy with your business strategy, help you build a a skills taxonomy, and it enhance the talent optimization of the entire organization. This next slide is a a quick snapshot of the the Workday Launch Services Partners, which is a ever expanding network of certified deployment partners. And each of these partners brings a depth of expertise in the configuration of Workday and the configuration of Workday talent to help our customers around the world. I know that we we've covered a lot in a short time, and I wanna thank you and and your team. And I hope that you've seen that the overview in this overview of Workday Talent. This vitally important component of Workday leverages the skills cloud and machine learning to provide a a comprehensive solution for internal mobility and personalized career development. It empowers organizations to understand their workforce's skills and align talent with business objectives. Through features you've seen today like the talent marketplace, career hub, and opportunity marketplace, employees are connected with internal jobs and short term gigs that match their skills and career interests. This data driven approach helps upscale the existing workforce, increase employee and manager productivity, and provides the insights needed to build a flexible and agile talent strategy that can help your organization adapt to changing business needs. We appreciate all of your continued partnership with Workday and encourage you to connect with your account team or your word of Workday certified partner to begin your journey with Workday talent optimization.