Workday Differentiators for the 2020 Global Human Capital Trends
The Social Enterprise at Work: Paradox as a Path Forward
How can organizations remain distinctly human in a technology-driven world? This year’s Global Human Capital Trends report calls upon organizations to embrace three attributes—purpose, potential, and perspective—that characterize what it means to fuse people and technology to perform as a social enterprise at work.
Here we take a look at this year’s Global Human Capital Trends and call out Workday differentiators for each trend. How can Workday help promote belonging across an organization? How can Workday help improve workforce strategies? Explore these questions and more below.
Belonging: From comfort to connection to contribution
Key Workday differentiator: Workday provides organizations with solutions that help to create, foster, measure, and promote belonging across the organization, no matter their workspace or role within the organization.
Designing work for well-being: Living and performing at your best
Key Workday differentiator: Workday is built with the employee at the center, helping organizations to track, encourage and support employee well-being.
The post generational workforce: From millennials to perennials
Key Workday differentiator: Workday continues to build technology solutions to support a diverse workforce. Our machine learning driven personalization empowers our customers to meet every employee where they are -- to surface meaningful opportunities, recognize and reward contributions, and develop and grow connections and their careers.
Superteams: Putting AI in the group
Key Workday differentiator: Workday People Analytics leverages augmented analytics technology to add automatic capacity to your HR Analyst Team. Workday People Analytics is like having an additional team of specialized digital analysts who do the difficult work of studying patterns throughout the workforce over time to find the “needles in the haystack.”
Knowledge management: Creating context for a connected world
Key Workday differentiator: Workday has a native knowledge management solution alongside other knowledge sharing functionalities that provides an intuitive experience for providing and sharing knowledge across the organization.
Beyond reskilling: Investing in resilience for uncertain futures
Key Workday differentiator: Through the new Skills Cloud foundation, Workday enables organizations to rely on a common language of skills, no matter how employees refer to them, by leveraging machine learning to understand, categorize, administer, and constantly update the ever-changing skills used across the organization today. Customers can identify the skills they have, the skills they need, and critical skill gaps. This foundation can foster talent mobility by suggesting reskilling and upskilling opportunities such as recommended learning, mentorships, stretch projects or gigs based on career goals and skill interests. This creates an environment of opportunity and agility for the worker and the organization.
The compensation conundrum: Principles for a more human approach
Key Workday differentiator: Workday Total Rewards elevates the compensation experience for everyone. Administrators can easily define packages, plans, and programs using data from Workday and the marketplace for the global organization. Managers can more easily align employee awards with business objectives and results given the enhanced analytics that harness the rich data set Workday provides. Employees can see on-demand their total rewards package, including compensation and benefits, on the Total Rewards Dashboard.
Governing workforce strategies: New questions for better results
Key Workday differentiator: Workday delivers a full spectrum of workforce planning, reporting, and analytics to help you plan and manage your people for the ever-changing needs of your business. With the same foundation of trusted data, Workday helps you make better workforce decisions faster.
Ethics and the future of work: From “could we“ to “how should we”
Key Workday differentiator: The Workday Talent Marketplace combines employees and technology to connect them to new career opportunities. Through our Skills Cloud technology and machine learning, employees receive curated job opportunities that help advance their career. They can see their strength matched to an opportunity as well as the skills they can learn and be provided with access to learning content for skills they are missing.
How we can help
Leveraging our industry, human capital, and finance management insights, the Deloitte-Workday Alliance goes beyond system implementation to deliver end-to-end, high-value, high-touch services for companies seeking true cloud-enabled business transformation. We exist to fuel the future of work and deliver talent and finance capabilities in a digital world. Contact us to learn more.
Listen to the Deloitte Capital H podcast episode featuring insights on how Workday enables an organization to look at reskilling differently.
Beyond reskilling | Setting new directions for work and workforce
John brings more than twenty years of experience in HR consulting. He focuses on: Human Resources - Global HR strategy and transformations; defining and developing global HR service delivery and processes; HR transformation; and global HRMS Implementations. He has a proven track record of success with large scale HR and IT consulting across the manufacturing, retail, transportation, insurance, life sciences, financial services, entertainment and public sector industries.
Lisa is the Global chief growth officer of the Microsoft Technology Services Practice at Deloitte. She is responsible for driving organic and inorganic growth strategies and practice development globally. As a recognized thought leader in the areas of sales and growth, Lisa has been instrumental in initiating and building Deloitte’s relationships with large, global technology companies—including Google, Facebook, Twitter, and Adobe Systems. In over 25 years of career, Lisa has focused on helping clients optimize their performance by leveraging the power of technology. Prior to joining Deloitte, she enjoyed a successful career in sales, alliances, and corporate development in the enterprise software industry. Lisa graduated with a degree in business and economics from the University of California at Santa Barbara and started her career as a CPA in the State of California.