Benefits and Insights

Why use Workday Talent Management?

Key differentiators & advantages of Workday Talent Management

  • Assign prereading material and new-hire checklists to help employees get up to speed quickly.
  • Streamline administration processes by eliminating the paperwork used to collect worker information.
  • Increase visibility by creating organizational goals and aligning subordinate goals to them.
  • Foster greater worker engagement by establishing individual goals that align to organizational or manager goals.
  • Improve performance by assessing and tracking goal completion alongside a holistic picture of worker performance.
  • Unlock the potential in your people through transparency into the cost, capacity, capability, and quality of your workforce.
  • Create a consistent language to discuss performance and give feedback across your entire organization.
  • Motivate, reward, and develop talent based on individual, team, and business performance.
  • Prepare your organization for the future by anticipating and avoiding critical leadership gaps.
  • Identify, compare, and develop qualified successors across teams, organizations, and borders.
  • Monitor successor readiness, flight risk, and the overall health of the succession pipeline.
  • Create an individual profile to highlight key competencies, past experience, completed training, and more.
  • Drive engagement and provide insight into possible career paths by using the Opportunity Graph to illustrate historical transitions from a given job profile.
  • Collaboratively create competency-based development plans with managers to help achieve career goals.
  • Ensure that high-potential employees, including those on succession plans, are progressing through their development plan.
  • See which employees are likely to leave within the next year.
  • Mitigate turnover with system-generated career recommendations.
  • Understand the potential financial impact of losing top performers.
  • Discover your organization’s unique retention risk factors through automated, historical analysis of employees who have voluntarily left.
  • Get instant insight into the job families that have the highest percentage of high-risk top performers.

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