Skills Set the Stage for the Latest Innovations in Workday HCM

Skills Set the Stage for
The Latest Innovations in Workday HCM

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Housekeeping Items
Speakers

Skills Set the Stage for The Latest Innovations in Workday HCM
Stephanie Hinds
Senior Manager,
Product Marketing
Workday
Jason Magill
Senior Manager,
Human Capital
Deloitte
Neelu Koppolu
Senior Manager,
Workday on Workday
Workday
Marieke Shukla
Principal,
Product Marketing
Workday

Agenda
Future of Work – Skill Shortages
Workday Skills Foundation
Innovation Demonstration
Workday on Workday: Skills Cloud Experience
Skills Cloud Roadmap
Q&A

Future of Work:
Skill Shortages

8 | Copyright © 2020 Deloitte Development LLC. All rights reserved.
Technology and people driven disruptors
The criticality of skills has been amplified by the confluence of massive technology and people-related disruption
DI SR UP TO RS
7
Technology is
Everywhere
6.0 billion+
smartphones in the world by 20201
AI, Cognitive
Computing, Robotics
$500,000 in 2008
$22,000 today
Tsunami of Data
9x more in last 2 years2
Major enabler of machine learning
Jobs Vulnerable
to Automation
35% UK
47% US
77% China6
Diversity and
Generational Change
Millennials 50%3
25% global pop in Africa by 2050 5
Longevity Dividend – 50 yr careers4
Explosion in
Contingent Work
US contingent workers 40% by 20207
Change in Nature
of a Career
2.5 – 5 years: Half-life of skills
4.5 years: Average tenure in a job8
TECHNOLOGY-DRIVEN
PEOPLE-DRIVEN
1. http://news.ihsmarkit.com/press-release/technology/more-six-billion-smartphones-2020-ihs-markit-says
2. https://www-01.ibm.com/software/data/bigdata/what-is-big-data.html
3. Annual Global Millennial Study, https://www2.Deloitte.com/uk/en/pages/about-Deloitte-uk/articles/millennial-survey.html
4. https://www.newscientist.com/article/mg23130810-800-the-100year-life-how-should-we-fund-our-lengthening-lives/
5. https://www2.deloitte.com/content/dam/Deloitte/il/Documents/human-capital/Thriving_in_times_of_digita_disruption.pdf
6. http://www.oxfordmartin.ox.ac.uk/downloads/reports/Citi_GPS_Technology_Work_2.pdf
7. Intuit 2020 Report: Twenty Trends that will Shape the next Decade https://http-
download.intuit.com/http.intuit/CMO/intuit/futureofsmallbusiness/intuit_2020_report.pdf
8. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/dttl-hc-english-opentalenteconomy.pdf

Shifting our view on skills required for the future
47%
of US jobs face potential
automation over the next
20 years, driven by rapid
advances in AI, cognitive
computing, and rule-
based tasks1
1. https://www2.deloitte.com/global/en/insights/focus/technology-and-the-future-of-work/closing-the-employability-skills-gap.html
2. 2018 Global Human Capital Trends: From careers to experiences: New Pathways
3. MIT Sloan / Deloitte 2018 Digital Business Global Executive Research: Coming of Age Digitally
74%
of workers believe they
need to update their skills
at least once every 6
months to do their job
effectively in a digital
environment3
54%
of companies have no
programs in place to build
skills for the future2

Many employers continue to
overemphasize digital fluency and skills
such as coding as a reliable way to
futureproof our workforce, when in
reality, even coding is not immune to
automation. The value proposition of
humans in the workforce is shifting to
essentially ‘human capabilities,’ such a
curiosity and empathy.” 1
“
”1. https://www2.deloitte.com/global/en/insights/focus/technology-and-the-future-of-work/closing-the-employability-skills-gap.html

Skills change, but capabilities endure
SKILLS
Tactical knowledge or
expertise – what you need
to know to get work done
Two types:
Business / Functional
Technical / Scientific
CAPABILITIES
Observable human
attributes – what you need
to apply your skills to
different types of work
Two types:
Innate
Developed
ATTRIBUTES KNOWLEDGE
MANIFEST/BE APPLY/DO
TIMELESS TIME-BOUND
CULTIVATE TRAIN
ASSESS FOR
PRESENCE
TEST FOR
PROFICIENCY

Investing in skills and capabilities
The number and variety of skills required to serve a profitable market is growing faster than the workforce can learn them. Now is the time for enduring human
capabilities to also come to the forefront of workforce development efforts.
Enduring human capabilities are the observable human attributes that are
demonstrated independent of context is becoming more prominent than skills 1
1. Deloitte Insights: Why fostering human capabilities first might be more important than reskilling in the future of work
An MIT Study revealed that a
12-month workforce training program focused on
soft skills delivered a
250% ROI
with much of the gain being attributed to a jump in
productivity 2

Skills are vital to the Future of Work
A skill gap is the discrepancy between the
skills the business demands to succeed and
the skills available from the organization’s
workforce.
A skill shortage is linked to skill gaps, but it
reflects the shortage of individuals in the
broader labor force with the right skills to
fulfill the skills in demand by employers.
WHAT IS A SKILL GAP? WHAT IS A SKILL SHORTAGE?
Skills Supply
Skills Demand
Organizations must clearly
understand the current
supply and demand of
skills within their company
and industry, while also
being able to predict and
develop the skills and
capabilities needed in the
near and far future
The Future of Work:
Work | Workforce | Workplace
Both pose a threat to the
performance and
sustainability of a business

Increasing organizational resilience during times of disruption
In the face of COVID-19, organizations have been forced to reimagine ways of work to sustain and thrive in uncertain times.
WORK
Data Protection
• Safeguarding organizational networks and
data during virtual meetings
• Determining the appropriate platform to
create virtual experiences
Accessibility
• Digitizing some or all of the work and the
ability to do so
• Providing work-issued laptops, phones,
and other necessary equipment to get the
job done
Preparation
• Confirming critical roles and backup plans
• Understanding what work is mission-
critical and what can be deprioritized
WORKFORCE
Presence
• Establishing communication practices and
norms during remote work
• Using webcam to showcase engagement
and participation on virtual meetings
Collaboration
• Modeling effective virtual collaboration
• Creating a sense of purpose and value in
teaming in virtual spaces
Communication
• Maintaining open, frequent, and
consistent communication across all team
members
• Using different platforms to educate and
overcommunicate (e.g., instant
messaging, texting)
WORKPLACE
Flexibility
• Providing remote and flexible work
options for all employees
• Instituting work norms that allow for
maximum productivity and work/life
balance
Inclusivity
• Enabling productive teams during
remote work and virtual meetings
• Being mindful of employees with varying
life circumstances (e.g., homeschooling
children, caring for elderly family
members)
Support
• Creating employee support procedures
and develop clear protocols for
employees at risk
• Educating employees on leave policies

Skills and Capabilities are a C-Suite Priority
• A large technology company revisited its
hiring strategy to screen for non-technical
capabilities (e.g., empathy and emotional
intelligence)
• A large bank cultivated human capabilities
by launching a training program focus on
building empathy to help employees better
advise clients Identified effective managers
and
• A global retailer leveraged VR technology
to train front line employees in soft skills
required to better engage customers
DEFINING THE PATH FORWARDINDUSTY IMPACT
See examples of how organizations across industries
have uncovered and promoted employability skills.
How can organizations begin making shifts toward
investing in and developing enduring human
capabilities for the future?
“Move beyond mission statements and philanthropy to learn to
lead the social enterprise—and reinvent themselves around a
human focus” 1
1 Review your organization’s business strategy and the impact
future of work disruptors have on it
2 Identify potential capability gaps and design interventions
that prepare your employees for the future
3 Consider how learning and development efforts can be
redesigned to enhance and cultivate human capabilities

The future of technology is skills-focused
Ignite Meaningful Workforce
Learning & Development
Empower workforce to drive individual learning by
transparently and proactively promoting the skills and
capabilities needed to succeed in their current work
and be ready for opportunities in the future
Enable & Empower Workforce Mobility
Technology provides clear and predictive skills supply &
demand data enabling organizations to find the best
talent for today’s needs while anticipating and/or up-
or-re-skilling for the needs of tomorrow
Drive Performance towards
Business & Individual Goals
Define the skills and capabilities that will help you meet
your most critical business goals today while building an
agile workforce ready to achieve the goals of the future
Skills Cloud:
Skills Ontology Management via AI
Credentials and the WayTo App:
Credentials Issuing & Verification Securely via Blockchain
Talent Marketplace:
Machine Powered Talent Matching
This system has over 150,000 skills and serves as the
common language and connector for employees and
employers surfacing the right match for the right
opportunity. There are three main components: Skills
Inference, Skills Verification, and Skills Strength
These tools offer organization and issuers the ability to
issue, verify, manage, and revoke credentials for
employees, applicants, students, and more. Once
credentials are issued, individuals can store, manage, and
share their information on WayTo, Workday’s first
consumer app.
This is intended to strategically match internal supply
and demand for talent. It offers Staffing Support,
Opportunity Curation, Skills Suggestions, and
Targeted Promotions.
Workday views “skills as the talent currency of the future” and has responded with a suite of offerings

MSExcell
Some
Excel
Point
POS
System
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Solutions
Use of
Excel
MS
Excel
MS XL
POSS
Sale
POSCSS
Photoshop
Data
Challenge
Health
Systems
FX
Markets
FXMarket
Workday Confidential

Connective
Tissue
Skills Cloud

Career Opportunity
Learning Opportunity
Mentorship Opportunity
Skill
Skill Interest
Sophia

Workday’s Differentiated Solution
Skills: Ontology
How do I manage millions of
skills and skill variants?
1
Skills: Power of One
How do I leverage skills and skills
insights across my HCM application?
4
Skills: Inference
How do I get skill information
about employees when they
don’t enter it?
2
3 Skills: Validation
How do I know someone truly has a
skill and their skill level/strength?
Workday confidential

Workday Skills
Verification Vision
Learning
Administrator
Learning
Course
Evaluation
Gig Owner
Talent
Marketplace Gig
Manager
Job Transitions
Project
Owner
Professional
Services
Projects
CompetenciesFeedback
External Job
History
Position Certifications
Employee
Skill
● Three components:
o Endorsements Embedded in
the Flow of Work
o Sources of Evidence
Inferred from Workday
Transactions
o AI Skill Strength Estimation
● Sustainable and
Multidimensional
Employee
Skill
Strength

Skills Cloud Momentum
350+
customers live on
Workday skills cloud

Infusing Skills Across the Platform
Talent
Planning
Talent
Marketplace
LearningCareer
Hub
Recruiting Performance
Enablement
Compensation People
Analytics

DEMO
Skills Set the Stage for Innovation

Workday on Workday
Strategy to Structure

CONTRIBUTION
COMPENSATION
CAPABILITY
CAREERS
CONNECTIONS
Workday on Workday Talent Strategy

Include All Employees
Equitably
Encourage
Professional Growth
Involve Employees
in Decision Making
Encourage & Enable
Career Growth
Hire & Onboard New
Employee
Be Approachable & Provide Clear Answers
Fosters a Collaborative
Environment
Supporting Work
Life Balance
Build Strong
Relationships
Coordinate Employee
Resources
Share
Information

CULTURE
CONNECTIONS
CAREERSCOMPENSATION
CONTRIBUTION CAPABILITY
Provide engaging career
experiences that grow
careers at Workday.
Capture, share. and
enable individual and
organization
capabilities.
Workday on Workday Talent Strategy: Careers and
Capabilities

Careers
Skills
Workday on Workday Talent Strategy: Employees

Searching for Skills
Before Workday
Skills Cloud
After Workday
Skills Cloud

Employee Feedback
Adding
skills via
mobile is
easy
I like Skills
suggestions,
ML suggested
skills from my
Job History
I kicked the
tires of
suggested
skills.
Awesomely
relevant
results!
Skill sourcing is
so awesome! I
love that it allows
human decision
making to ML
These
recommendations
validate the use of
Workday internal
sources such as
Feedback in
terms of
identifying a
worker's career
development
New user
experience
is so much
better!

• Lift in people with skills on their profile:
‒ Prior to Skills Cloud: <53% people have skills
‒ Post implementing Skills Cloud: ~74% of people added skills with campaigns
‒ Employees with Skill Suggestions: 95%
‒ Goal: Higher adoption with additional feature focused communications
• Reduced skills maintenance:
‒ Prior to Skills Cloud: ~150k maintained skills in tenant
‒ Post implementing Skills Cloud: handful maintained skills in tenant
Benefits of Skills Cloud as a Standalone Solution

Workday on Workday’s Journey
W31: Skills
Cloud
20R1: Talent
Marketplace EA
20R2: Career
Hub EA

Skills Cloud Ontology
Enhancements
Skills Cloud in
French and German
Synonym Matching
for Skills Cloud
Mapping
Suggested Skills
for Job
Requisitions
Skill Family
Skills Cloud
Integrations ID
Skill Collections
Skills Cloud
Industry Mapping
Skills Cloud in
Japanese, Chinese
(Simplified) and
Spanish (Neutral)
Skills Cloud
Connective
Tissue
2020
R2

Skills Suggestion & Verification -
Endorsements and Strength
Certification
Inferred Sources
Learning and
Project Inferred
Sources
Gig Endorsement
Skill Strength
Estimation for Early
Adopters
Job Position and
Competencies
Inferred Sources
Job and Project
Endorsements
Skill Strength
Estimation
2020
R2

Talent Marketplace
2020
R2

Career Hub
Product Vision

Questions

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Tuesday, April 21, 10:00 AM PDT
Mapping Your Planning Journey with Adaptive Insights Thursday, April 23, 10:00 AM PDT
Adaptable Architecture: The Backbone for Digital Business Models Tuesday, April 28, 10:00 AM PDT
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Skills Set the Stage for the Latest Innovations in Workday HCM

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