Taking a closer look... worker profile talent attributes in Workday.
What is a professional profile?
They’re a snapshot of six key worker talent attributes including talent statements, job history, education, skills and experiences, projects and skills. If there is anytime feedback for this employee, it can be displayed here. Workers can also import education, external job history and skills by using resume parsing.
Talent Statements are brief professional descriptions about a person on their Worker profile. You can write talent statements about yourself or others. Talent statements can be used to support performance reviews, development discussions and career planning.
What skills and experiences are included here?
Education, languages, competencies, training, professional affiliations, certifications, external job history, accomplishments or awards, internal projects, work experience and talent statements.
What about career and mobility?
Career attributes can be captured through an employee’s talent profile, talent review and by using any performance template. Career interests, job interests (the “compare me to job” functionality), travel (the percentage of time configurable to your needs) and relocation (both short and long term) can also be captured here.
What are talent cards?
They’re a one page summary of a worker’s key talent information that can be printed as a PDF and are configurable with BIRT.
How should I use potential assessments?
These assessments are process driven to allow for additional flexibility and capture five values:
- Retention (risk)
- Loss impact
- Achievable level
They can be assessed on an ad-hoc basis (either on an individual employee or on a supervisory organization), with the section included on a talent review template or the task included as part of the performance or development process.
What about talent reviews?
They are primarily used by HR to push an event out to employees and managers asking them to update their talent information. Try to think of this process as updating an internal resume. Similar to performance reviews, talent reviews can be distributed to each worker individually or mass launched for the entire organization.
What are talent calibrations?
Similar to performance calibrations, they use interactive plotting based on any two custom ratings (i.e. performance and potential) on the talent matrix. They are also a forward-looking event that is used to ensure performance and potential are assessed consistently across your organization. While commonly thought of as a true talent review, try not to confuse it with the talent review template.
What does the succession planning process entail?
Succession planning helps to identify candidates for critical positions while tracking important attributes such as potential and level of readiness. It’s business process driven to allow for additional flexibility and can be created for any position within the organization. The succession plan itself includes employee details and readiness for internal candidates who are going to be filling the position or a list of top candidates if the role needs to be filled externally.
What about succession pools?
These can be created to manage candidates for an individual or for multiple job profiles as they may be used in more than one pool.
How do you find workers?
You can search by various criteria such as location, job profile and supervisory organization, with a report filtered and customized to your organization’s unique needs.
What about talent pools?
These pools enable you to group similar workers outside of your organizational boundaries together. There are two different talent pool types:
- Static: these are updated manually, and can tag up to 5,000 workers. You can tag workers this way by using find workers, custom reports or worker objects.
- Dynamic: these are updated automatically, and can tag up to 50,000 workers. You can tag workers this way by using saved searches from the find worker report.