Workday Debuts Talent Marketplace, PeopleGoal Puts Low-Code in HR's Hands and More HR Tech News
October 21, 2020
Digital Workplace
Workday opened up Workday Talent Marketplace, a talent mobility solution that helps employees uncover in-house opportunities when the time comes for a change. The Pleasanton, Calif.-based company said the product will help companies with employee development and improve talent allocation.
Talent Marketplace was created to “help customers navigate this changing world of work” by helping them more effectively redeploy and reskill workers as business needs change, the Pleasanton, Calif., company said.
The marketplace helps employers link individual employees and opportunities within the organization. Using the platform’s machine-learning capabilities, the system compares a person’s skills and interests to the requirements of full-time, project and gig positions. It also uses Workday HCM data to create a “skills signature” for each worker, and can predict skills a worker might have even if that information hasn’t been specifically entered.
Besides identifying candidates for specific positions or projects, those capabilities also help identify needs for additional training. There's been a mini-boom in the talent marketplace concept, with learning experience platform Degreed launching its Career Mobility product earlier this month.
“People have far more capabilities than what they enter into a resume or CV,” said David Somers, Workday’s general manager of talent optimization. “Because our skills technology can infer related skills, customers have seen a dramatic increase in the number of skills attributed to their workers and enabled better discovery and recommendations for more targeted opportunity matching.”
Workday's belief is that these capabilities can help organizations build a more flexible workforce. By helping companies use internal talent to address a variety of needs, and also to target reskilling and upskilling efforts, the system should allow companies to adapt to change. Employers are wrestling with such needs now, the company said, because the pandemic has led to surging demand in some areas and overcapacity in others. The Talent Marketplace’s capabilities can be used to examine the workforce’s skills inventory, develop the right mix of resources and build more agile cross-functional teams.
When companies can identify the skills it already has and target learning in a way that helps employees build on their existing talents, they promote internal mobility and employee growth, Workday pointed out. With that in mind, the marketplace is designed to make personalized recommendations to encourage employee learning and to encourage workers to take a proactive approach to their development.
For example, an employee interested in jumping from sales to marketing could use the system to find hands-on opportunities in the field, then go after internal gigs or projects that align with their career goals.
PeopleGoal 2.0 is designed to streamline the development of HR technology by putting simple tools into the hands of HR professionals and other subject matter experts who understand how an app will be put to use in the real world. Using the toolkit, HR can either modify templated solutions or build customized apps. The company said its app store is the first to take this approach and offers more than 30 apps to address needs in areas like onboarding, engagement, performance management and culture.
The platform, which as been under development for two years, allows users to create solutions that are as complete as traditional products, said Chief Technology Officer James Strickland. He said early customers have already reported “significant time and cost savings.”
It also offers integration with a number of HR tech solutions including ADP Workforce Now, Workday, UKG’s UltiPro and BambooHR, plus business SaaS solutions such as Slack, Microsoft's Azure and Teams, and Jira.
A number of businesses have been dipping their toes into the waters of no-code or low-code development this year. That makes sense in the HR world, proponents say, because so many of the department’s responsibilities such as compliance involve specialized knowledge. Allowing HR professionals to build tools directly results in a faster development timeline and a more effective product, they argue.
On the other hand, many technology professionals say the low-code environment has its limits, according to SiliconANGLE. Outside of automating workflows or generating reports, business-critical applications need to be built by professional software developers.
Even if that’s true, some technology executives believe that putting low-code tools into the hands of genuine developers brings new advantages to the development process. Low-code platforms enable software professionals to complete projects more quickly, they say, and helps ensure consistency between applications by pre-building common feature sets.
In June, Appian, an automation provider in Tysons, Va., released a new version of its low-code development platform designed to create global workforce solutions. Among other applications, the platform offered tools for workplace reopening and Payroll Protection Program lending.
Certainly, the market for low-code development platforms is gathering steam. According to Verified Market Research, the market will expand from about $6 billion in 2018 to $112 billion by 2026, a CAGR of 44.3%. Small, medium and large enterprises are adopting low code platforms, driven by the benefits that come along with simplified development, faster project completion and more customized, user-centric applications among them, the researcher said.
Mitrefinch, a UK provider of workforce management solutions, has been acquired by Advanced. Advanced said the deal boosts and strengthens its presence in the human capital management industry by offering a complete digital HR product line, while supporting its goals of both leading the UK business software market and broadening its global reach. Advanced offers a variety of business-technology services, including cloud services, digital workplace solutions and managed IT services.
Learning technology company Totara launched the Totara Talent Experience Platform, a suite that combines learning capabilities with a learning experience platform and performance management system. The New Zealand-based firm said it’s transitioning from being an LMS provider to offering integrated learning, engagement and performance management solutions.
The startup Findem launched its People Intelligence platform, which offers a data-driven approach to defining, retaining and connecting with talent. The Redwood City, Calif., company also closed $7.3 million in Series A funding.
Acorns, a digital savings and investing service with more than 8 million users, launched Job Finder, an app designed to connect its audience with new career opportunities. The Irvine, Calif., company’s app uses ZipRecruiter job content.
San Ramon, Calif.-based not-for-profit Vouch4Vets.org kicked off VetStory, a social video platform designed to assist job-seeking military veterans and their spouses as they look for new positions. With the product, users can invite professional contacts to provide short video referrals that can be shared with employers.
Jason Heilman, founder and CEO of staffing business process outscourcing provider Herefish will become Boston-based Bullhorn’s senior vice president of product, automation and AI. Bullhorn acquired Herefish in January 2020. (AIThority)
Contingent-workforce technology provider VNDLY promoted Chuck Mobley to chief technology officer. The Cincinnati company also promoted three directors: John Adkins is now vice president of product and engineering, Stephen Fedor became vice president of professional services and Tom Ringenbach is now vice president of operations. (PR Newswire)
Circa, formerly known as LocalJobNetwork, promoted Michael McNulty as vice president, operations. McNulty joined the Milwaukee-based firm in March 2019 and managed compliance operations, customer support, implementation services and account management. Circa provides OFCCP compliance solutions. (PR Newswire)
Talent Marketplace was created to “help customers navigate this changing world of work” by helping them more effectively redeploy and reskill workers as business needs change, the Pleasanton, Calif., company said.
The marketplace helps employers link individual employees and opportunities within the organization. Using the platform’s machine-learning capabilities, the system compares a person’s skills and interests to the requirements of full-time, project and gig positions. It also uses Workday HCM data to create a “skills signature” for each worker, and can predict skills a worker might have even if that information hasn’t been specifically entered.
Besides identifying candidates for specific positions or projects, those capabilities also help identify needs for additional training. There's been a mini-boom in the talent marketplace concept, with learning experience platform Degreed launching its Career Mobility product earlier this month.
“People have far more capabilities than what they enter into a resume or CV,” said David Somers, Workday’s general manager of talent optimization. “Because our skills technology can infer related skills, customers have seen a dramatic increase in the number of skills attributed to their workers and enabled better discovery and recommendations for more targeted opportunity matching.”
Workday's belief is that these capabilities can help organizations build a more flexible workforce. By helping companies use internal talent to address a variety of needs, and also to target reskilling and upskilling efforts, the system should allow companies to adapt to change. Employers are wrestling with such needs now, the company said, because the pandemic has led to surging demand in some areas and overcapacity in others. The Talent Marketplace’s capabilities can be used to examine the workforce’s skills inventory, develop the right mix of resources and build more agile cross-functional teams.
When companies can identify the skills it already has and target learning in a way that helps employees build on their existing talents, they promote internal mobility and employee growth, Workday pointed out. With that in mind, the marketplace is designed to make personalized recommendations to encourage employee learning and to encourage workers to take a proactive approach to their development.
For example, an employee interested in jumping from sales to marketing could use the system to find hands-on opportunities in the field, then go after internal gigs or projects that align with their career goals.
PeopleGoal Puts Coding into HR’s Hands
PeopleGoal, a UK firm that offers HR solutions to companies with between 100 and 500 employees, launched a new version of its platform that recasts its technology approach to focus on low-code development.PeopleGoal 2.0 is designed to streamline the development of HR technology by putting simple tools into the hands of HR professionals and other subject matter experts who understand how an app will be put to use in the real world. Using the toolkit, HR can either modify templated solutions or build customized apps. The company said its app store is the first to take this approach and offers more than 30 apps to address needs in areas like onboarding, engagement, performance management and culture.
The platform, which as been under development for two years, allows users to create solutions that are as complete as traditional products, said Chief Technology Officer James Strickland. He said early customers have already reported “significant time and cost savings.”
It also offers integration with a number of HR tech solutions including ADP Workforce Now, Workday, UKG’s UltiPro and BambooHR, plus business SaaS solutions such as Slack, Microsoft's Azure and Teams, and Jira.
A number of businesses have been dipping their toes into the waters of no-code or low-code development this year. That makes sense in the HR world, proponents say, because so many of the department’s responsibilities such as compliance involve specialized knowledge. Allowing HR professionals to build tools directly results in a faster development timeline and a more effective product, they argue.
On the other hand, many technology professionals say the low-code environment has its limits, according to SiliconANGLE. Outside of automating workflows or generating reports, business-critical applications need to be built by professional software developers.
Even if that’s true, some technology executives believe that putting low-code tools into the hands of genuine developers brings new advantages to the development process. Low-code platforms enable software professionals to complete projects more quickly, they say, and helps ensure consistency between applications by pre-building common feature sets.
In June, Appian, an automation provider in Tysons, Va., released a new version of its low-code development platform designed to create global workforce solutions. Among other applications, the platform offered tools for workplace reopening and Payroll Protection Program lending.
Certainly, the market for low-code development platforms is gathering steam. According to Verified Market Research, the market will expand from about $6 billion in 2018 to $112 billion by 2026, a CAGR of 44.3%. Small, medium and large enterprises are adopting low code platforms, driven by the benefits that come along with simplified development, faster project completion and more customized, user-centric applications among them, the researcher said.
News Briefs
The Society of Human Resource Management launched SHRM PaySolution. Powered by Money Network and Fiserv, the product simplifies payroll administration and provides employees with faster access to wages, as well as the ability to manage funds via mobile app. SHRM, the world's largest trade association for HR professionals, said the product will give unbanked or underbanked households more flexibility in accessing their wages. Currently, about 5.4% of American households don’t use banks, said the FDIC, but that number is expected to grow as the recession continues.Mitrefinch, a UK provider of workforce management solutions, has been acquired by Advanced. Advanced said the deal boosts and strengthens its presence in the human capital management industry by offering a complete digital HR product line, while supporting its goals of both leading the UK business software market and broadening its global reach. Advanced offers a variety of business-technology services, including cloud services, digital workplace solutions and managed IT services.
Learning technology company Totara launched the Totara Talent Experience Platform, a suite that combines learning capabilities with a learning experience platform and performance management system. The New Zealand-based firm said it’s transitioning from being an LMS provider to offering integrated learning, engagement and performance management solutions.
The startup Findem launched its People Intelligence platform, which offers a data-driven approach to defining, retaining and connecting with talent. The Redwood City, Calif., company also closed $7.3 million in Series A funding.
Acorns, a digital savings and investing service with more than 8 million users, launched Job Finder, an app designed to connect its audience with new career opportunities. The Irvine, Calif., company’s app uses ZipRecruiter job content.
San Ramon, Calif.-based not-for-profit Vouch4Vets.org kicked off VetStory, a social video platform designed to assist job-seeking military veterans and their spouses as they look for new positions. With the product, users can invite professional contacts to provide short video referrals that can be shared with employers.
People on the Move
Randstad Sourceright said current EMEA Managing Director Michael Smith will become global CEO on January 1. He’ll relocate from Amsterdam to the U.S. (Staffing Industry Analysts)Jason Heilman, founder and CEO of staffing business process outscourcing provider Herefish will become Boston-based Bullhorn’s senior vice president of product, automation and AI. Bullhorn acquired Herefish in January 2020. (AIThority)
Contingent-workforce technology provider VNDLY promoted Chuck Mobley to chief technology officer. The Cincinnati company also promoted three directors: John Adkins is now vice president of product and engineering, Stephen Fedor became vice president of professional services and Tom Ringenbach is now vice president of operations. (PR Newswire)
Circa, formerly known as LocalJobNetwork, promoted Michael McNulty as vice president, operations. McNulty joined the Milwaukee-based firm in March 2019 and managed compliance operations, customer support, implementation services and account management. Circa provides OFCCP compliance solutions. (PR Newswire)
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About the Author
Mark Feffer is executive editor of RecruitingDaily and the HCM Technology Report and an award winning journalist. He has been writing about Human Resources and technology since 2011 for outlets including TechTarget, HR Magazine, SHRM, Dice Insights, TLNT.com and TalentCulture, as well as Dow Jones, Bloomberg and Staffing Industry Analysts. He likes schnauzers, sailing and Kentucky-distilled beverages.
Connect with Mark Feffer:
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