Skills-based strategies are transforming the workplace into a more dynamic, adaptable, and equitable environment. Learn why business leaders are focusing on skills, what strategies they’re adopting, and how AI is enabling this shift—based on insights from Workday research.
Workday Chief Learning Officer Chris Ernst discusses new research from Workday about why leaders are organizing work around skills, not jobs, in the age of AI, how they’re preparing for a potential talent shortage, and the key strategies they’re adopting.
A recent report from Lighthouse Research & Advisory sheds light on what small and midsize businesses stand to gain from HR outsourcing. Learn how a PEO can support your organization.
Private companies go public for a variety of reasons, from generating capital to consolidating brand presence. Learn the reasons why and how to prepare for the IPO process.
Metrics from Workday customers indicate the hiring slowdown may be coming to an end. We explore how that impacts organizations’ talent strategies and why that makes “retaining” the new “recruiting.”
New ways of working have sparked professional services firms to rethink their approach to resource management and explore how technology, including AI and automation, can help. This episode offers a deep-dive into resource management with Richard Cassidy, chief commercial officer of Dayshape.
The insurance industry is facing a steep talent shortage. One way industry leaders can shore up a growing skills gap? By leveraging AI and machine learning (ML) to power automation and deliver insights to evolve workforces.
We continue to innovate to help our customers thrive.
By joining together to plan, measure, and optimize talent, finance and HR can elevate workforce planning, taking it from a static exercise that attempts to guess future needs to an active process that’s able to adjust to constantly changing operational realities.
A Workday survey of civil servants responsible for workforce management uncovers the current state of HR, finance, and enterprise planning systems within government—and tracks the progress in transforming these systems.
We caught up with Shashank Saxena and Mariana Santiago, co-general managers of Workday VNDLY, to discuss the latest developments for our extended workforce and vendor management system—and its role in powering the future of work.
CIOs and IT leaders have valuable insight into what’s needed to create an extended workforce talent strategy that powers the future of work.
Aerospace and power company Rolls-Royce is on a transformational path to leading the transition to net carbon zero. We recently spoke to Alex Kyte, global head of talent at Rolls-Royce to find out how the company is taking an entirely new approach to people development and building a skills-based future.
With Workday and VNDLY, a Workday company, organizations can create a holistic talent strategy that maximizes their extended pool of talent.
Employee experience has been a global business priority for several years, but its scope is constantly evolving. Learn the fundamentals of employee experience and how to develop a successful companywide strategy.
Clare Hickie, CTO, EMEA at Workday, discusses how the COVID-19 pandemic heightened business demand for a shift to the cloud, and how CIOs can prove the cloud’s value to their organisations.
Finance and HR routinely produce headcount numbers that don’t match—and that’s a problem.
Companies are asking more of their CFOs than ever before. They’re expected to lead environmental, social, and governance (ESG) initiatives, oversee digital transformation projects, and ensure their teams have the right skills for the future. That’s why finance leaders need the right technology.
For successful workforce planning, organizations must rethink their talent strategies to minimize skills gaps, maximize hiring investments, and better align talent with corporate objectives.
Self-identification is essential when prioritizing belonging and diversity, but how do you make it work across a global team? Discover how Thomson Reuters expanded belonging and diversity self-identification capabilities to 68 countries.