Workday 10: Talent Management and HRMS Converge

You may also like...

  • Hi Josh,

    Excitement flows out of you article, which makes it a great read.
    I’m sure the product is great but, being an IT guy, I tend not to believe too much in the dynamic adaptation of the system when changing the workflow. I’m sure it’s much easier than on other system, but it is probably down to a bunch of highly trained engineers. In any case, it is both very difficult to demonstrate and to difficult to prove wrong, so I’ll have to believe what they’re saying there until I get a chance to see it.

    I have one question though. How is performance measured in WorkDay? What are the key scales? Is it always down to colleagues to evaluate the performance of others? Any good read on the subjet?

    • joshbersin

      Hi Yannick: Unfortunately Workday’s performance management solution is really no different than any other talent management system. The system is built around goals – individuals create goals, they can be aligned to business goals across the company, and these goals can be aligned to projects or financial targets (this latter is not available in many other systems). Workday has a simple project management database, so one can view employees’ goals by project and project sub-goal. As far as “scales,” they’re typical goal scales – % complete, % against target, etc. – which again is similar to other systems. What is really unique about Workday is the integration with the rest of the HRMS and its flexible architecture, enabling a company to move people and organizations around while preserving all the workflow rules. You should see a demo and let us know what you think!

  • Compensation Planning enables complete planning and management of all types of compensation programs including salary, merit increases, market adjustments, lump sum payments & other discretionary pay components.