How well do you understand the skills of your workforce? With new technologies, reimagined roles, redefined work, and widening skills gaps, it’s critical you can assess current experience as well as develop necessary skills. View this slide deck to discover how to: Use skills analytics, insight, and discovery to understand your workforce Establish a skills platform and design a workforce skills strategy ​​​​Create a skills experience for your people and your organization

1. Partnering with Workday on
Your Skills Transformation Journey
July 2021

2. Partnering with Workday on
Your Skills Transformation Journey
Looking Forward with Workday is a webinar series designed to give you insight into
how your organization can do more with Workday.
This series shares the ways we support how you manage your people and your
business, with a focus on enabling an agile and digital enterprise. Customer stories,
product demonstrations, specific user cases, and solution roadmaps highlight how
Workday technology enables resilience as our customers respond to change.

3. Help Slides Media
Player
Resource
List
Q&A
Housekeeping Items
Speakers Survey
Housekeeping Items

4. This presentation may contain forward-looking statements for which there are risks, uncertainties, and
assumptions. If the risks materialize or assumptions prove incorrect, Workday’s business results and directions
could differ materially from results implied by the forward-looking statements. Forward-looking statements include
any statements regarding strategies or plans for future operations; any statements concerning new features,
enhancements or upgrades to our existing applications or plans for future applications; and any statements of
belief. Further information on risks that could affect Workday’s results is included in our filings with the Securities
and Exchange Commission which are available on the Workday investor relations
webpage: www.workday.com/company/investor_relations.php
Workday assumes no obligation for and does not intend to update any forward-looking statements. Any
unreleased services, features, functionality or enhancements referenced in any Workday document, roadmap,
blog, our website, press release or public statement that are not currently available are subject to change at
Workday’s discretion and may not be delivered as planned or at all.
Customers who purchase Workday, Inc. services should make their purchase decisions upon services, features,
and functions that are currently available.
Safe Harbor Statement
Workday Confidential

5. Workday Confidential
Marieke Shukla
Principal Solution Marketing
Talent Optimization
Dan McConnell
Director Workforce Strategy Services
Office of the CHRO
Christine Eastgaard
Implementation Strategy
Talent Optimization

6. Agenda
Workday Confidential
01 The Skills Imperative
02 The Skills Transformation Journey
03 Setting Your Strategic Roadmap for Skills
04 Resources and Next Steps
05 Q&A

7. The Skills Imperative
Workday Confidential

8. Advancing Technologies Reimagining Work
Optimizing Talent
Workday Confidential
The Skills Imperative

9. The Skills Imperative
Source of Truth
Offer a system
of capability
Democratize
Opportunity
Create opportunity for all
New Career Continuum
Adapt to the future of work
Workday Confidential

10. From Imperative to Strategy
Workday Confidential
Foundation
Build the foundational
understanding of the skills and
capabilities of the workforce
Insight
Analyze and plan for build, buy,
borrow decisions to meet the skill
needs of the organization
Optimization
Put plans into action leveraging
Workday applications and tools to
upskill, reskill, redeploy, or hire talent
Source of Truth
Offer a system
of capability
Democratize Opportunity
Create opportunity
for all
New Career Continuum
Adapt to the
future of work

11. Skills First People Strategy
Workday Confidential
Source of truth about your
skills data and a system of
capability for the workforce
Recruit &
Onboard
Learn &
Grow
Perform &
Assess
Reward &
Pay
Resource &
Redeploy
Analyze &
Plan
Forecast &
Benchmark

12. Skills-Based Employee Lifecycle
Recruit &
Onboard
Learn &
Grow
Perform &
Assess
Reward &
Pay
Resource &
Redeploy
Analyze
& Plan
Forecast &
Benchmark
Identify, source, fill, and onboard
the best candidates
for critical skill needs
Build skills and a culture of
continuous learning, internal
mobility, and increase retention
Assess and measure
skills capabilities
against business needs
Reward and pay for skills expertise
and upskilling behaviors,
supporting equitable compensation
Quickly identify, schedule,
and allocate resources based
on skills needs
Analyze skills capacity
and gaps to better plan for build,
buy, or borrow decisions
View and predict market
trends in order to plan for
emerging skill needs
Workday Confidential

13. Skills as the
Foundation of Innovation
Workday Confidential

14. Skills
Ontology
How do I manage millions of
skills and skill variants?
Workday Skills Platform
Your foundation to succeed
Workday Confidential
Skills
Inference
How do I get skill information about
employees when they don’t enter it?
Skills
Verification
How do I know someone truly has
a skill and their skill level/strength?
Skills
Platform
How do I create a skills driven people
strategy across applications?

15. Data Drives Skills-Based Talent Optimization
Workday Confidential
Job Profile
Certifications
Work History
Learning Course
Assessment
Feedback
Sentiment Data
Performance Review
Insights

16. Skills Platform: Workday at the Center
Workday Confidential
Recruiting
Learning
Talent
Marketplace
Career Hub
Projects
Analytics
Core HCM
Extend
Compensation
Benefits Payroll
Time Tracking
Absence
Insights
3rd Party
Skills Data
Labor/Market
Data
Assessment
Data
Strategic
Integrations
Scheduling
Planning

17. Skills Based Talent Optimization
Workday Confidential
Machine Learning
Skills Foundation
Best-in-Class
User Experience
Talent Experience
in Context
Enable a Personalized and Cohesive Talent Experience

18. VIDEO
Skills Based Talent Optimization

19. The Skills Transformation Journey
Workday Confidential

20. Workday Confidential
PERSPECTIVE
Skills-based
Transformation Journey
Foundation
Build the foundational understanding
of the skills and capabilities of
the workforce.
Insight
Analyze and plan for build, buy,
borrow decisions to meet the skill
needs of the organization.
Optimization
Put plans into action leveraging Workday
applications and tools to upskill, reskill,
redeploy, or hire new talent.

21. Workforce
Value
Time
Stages of Skills-based Transformation
Workday Confidential
Make better build, buy,
borrow decisions
Skills adoption and coverage
Skill inventory and gap analysis
Skills growth and development
Skills deployment and retention
Skills supply vs demand
scenario planning
Insight
Build the Foundation
Build understanding with
Skill Cloud
A dynamic skills ontology
Skills inference
Intelligent skills suggestions
Enhanced worker profiles
Workday as the source of truth
for skills
Continuously increase
workforce value
Employee first user experience
Optimize workforce resources
and skills
Upskill & develop
Source and hire candidates
based on skill needs
Reward and pay for skills
capabilities and growth
Optimization

22. Setting Your Strategic Roadmap for Skills
Workday Confidential

23. The problems to solve for
The path forward to solve those problems via skills
A common definition of skills and the role they play in the solutions
Skills Strategy as Starting Point
Insight
Optimization
Foundation

24. B
A
GO
Every Organization’s Journey will be Different

25. Workday Confidential
Limited understanding or application of skills to date, but an
acknowledgement that skills can be a critical component of
achieving your business goals and of the support and
development of your workforce.
Identify
Skills become imbedded in the fundamental execution of
your talent strategy across functions, including an
understanding of the skills landscape, the definition of jobs,
evaluation of talent, development of talent, and the
identification of future leaders.
Develop
Skills continue to drive the evolution of the talent strategy,
supporting advanced planning, forecasting, and agile work
models for both internal and external workers.
Accelerate
Initial alignment on your path forward with skills, including a
cross-functional consensus on the foundation of a skills
strategy and guiding principles and defined objectives for the
problems skills can help solve.
Plan
Employees are at the heart of the talent strategy, leveraging
skills to empower their progression through the organization
and the evolution of more advanced uses of skills for
feedback, development, and compensation.
Deploy
Skills Progression

26. Skills Progression
Recruiting Example
Workday Confidential
BASELINE ADVANCED
IDENTIFY
BASELINE ADVANCED
PLAN
BASELINE ADVANCED
DEVELOP
• Job profiles
have limited use
of skills
• Skills rarely
included in job
descriptions or
requisitions
• Recruitment
uses skills to
evaluate
candidates
BASELINE ADVANCED
DEPLOY
BASELINE ADVANCED
ACCELERATE
• Skills used in
support of
identifying internal
career options
and evaluating
internal
candidates
• Agile work models
leveraging skills for
internal and external
gigs

27. Workday Confidential
BASELINE ADVANCED
IDENTIFY
BASELINE ADVANCED
PLAN
BASELINE ADVANCED
DEVELOP
• Learning
primarily used
in support of
compliance and
regulatory
requirements
BASELINE ADVANCED
DEPLOY
BASELINE ADVANCED
ACCELERATE
• Skills mapped to
learning experiences
to offer tailored
development for future
business needs and
career aspirations
• Gigs used to align
recruitment and
learning to offer
targeted skill
development and agile
career opportunities
Skills Progression
Learning Example
• Learning
incorporates various
modalities to
address different
learning styles

28. Key Steps in Mapping Your Skills Strategy
Define key characteristics for the
future skills environment
Design guiding principles to structure
future decisions related to skills
Highlight operational impacts that
require attention to support skills in
the new environment

29. The first-time skipper is looking for guidance and training
as she takes on her first role as manager. She is in a state of transition
and lacks the confidence of a seasoned veteran. She has been a
consistently strong individual contributor, but this is a new career
path for her. She wants to get stuff done but doesn’t have a training
manual on how to be an effective manager. She took this position to
progress in her career at the company but does occasionally dream of the
freedom of her previous role.
Persona-based Strategy
Workday Confidential
The First-Time
Skipper
“I found it very helpful
talking with other
managers about their
experiences and giving
each other advice”
The recent grad is a driven, self-starter in a new situation. He is
adjusting, but nervous. He is tech-savvy and comfortable going to get
the information he wants. He craves authenticity, connectivity and
community. He expects feedback and instant gratification.
The Recent
Grad
“I have been here a
year and am just
getting comfortable”
In order to translate these abstract strategic ideas into tangible experiences, it is valuable to leverage personas.
Build out detailed descriptions of how skills will be used in the support of each persona,
and by various roles including managers and HR.

30. Workforce
Value
Time
Skills Foundation to Accelerate Transformation
Workday Confidential
Skills Strategy
Organizational
Transformation
Guidance
Workshops
Advisory Projects
Establishing a
Skills Platform
Setting Up Skills Cloud
Feature Connections
Additional SKU Connections
Create a Skills Experience
Skills Reporting
and Dashboards
Skills Dashboard
Skills Adoption
Team Skills Snapshot
Skills Engagement
People Analytics
Talent Optimization
Reskilling and Upskilling
Skills-based Hiring
Skills-based Planning

31. Resources and Next Steps
Skills Foundation Guide
Sample Workday Journey to
Fuel Career Development
Skills Dashboard & Reports
Small Group Strategy Workshops
Strategy Advisory Project

32. Q&A

33. Workday Confidential
THE WAY FORWARD
Skills as the Foundation
of Transformation
Workday at the center of skills data
for our customers

34. Thank you for joining us!
Join us in these upcoming sessions:
Workday Confidential
July 27, 2021
Tuesday 10 AM PT
Unleash Your Data while
Ensuring Governance and
Security: Reporting, PRISM and
Productivity
July 29, 2021
Thursday 10 AM PT
Managing the Complexities of a
Return to the Workplace
August 3, 2021
Tuesday 10 AM PT
Enabling Self-Service Analytics
for Finance and Business
Leaders
August 5, 2021
Thursday 10 AM PT
The “Great Resignation” and
How to Use Intelligent Listening
to Engage and Retain
Employees
August 10, 2021
Tuesday 10 AM PT
Building Resilience and
Sustainability through an ESG
Reporting Program with
Accenture and Workday

35. For a changing world.
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