Talent Intelligence Hub enables organizations to manage and maintain critical skills and other people-related attributes essential for success. These skills and qualities are stored in the Attributes Library’s centralized repository. Employees can access this library and add relevant attributes to their personalized repository, the Growth Portfolio. These attributes are also associated with job profiles, Opportunity Marketplace Assignments, hiring requisitions, learning courses, and more across the entire suite.
The Growth Portfolio data includes skills, competencies, and various attributes from the Whole Self Model, such as strengths, styles, and expressive preferences, which customers can configure according to their needs.
The Rise of Talent Intelligence Hub
Previously, talent management in SAP SuccessFactors linked skills and attributes (like competencies) directly to job roles. This meant employees gained these attributes based on their assigned job code. The Talent Intelligence Hub changes this by creating a Growth Portfolio for each individual, where all their skills and qualities are directly linked.
Before the Hub, the Center of Capabilities was a central repository for skills and competencies. With the Hub’s focus on individual profiles, the Center of Capabilities is no longer needed.
Now, let’s explore how data, like skills and attributes, are transitioning from their old location in SAP SuccessFactors to the new Talent Intelligence Hub. We’ll see what information is being modified and what new data is added during this process.
Job Profile Builder
Before introducing the Center of Capabilities in the first half of 2021, SAP SuccessFactors relied on Job Profile Builder (JBP) to manage job-related attributes and individual skills. This meant that JBP served a dual purpose: defining the requirements and qualifications for a role (job attributes) and capturing an employee’s unique skillset (individual skills).
At that time, the only way to manage individual skills within the system was through the Skills Portlet within the Employee Profile. This limited the ability to comprehensively track and analyze individual development outside the context of a specific job role.
Center of Capabilities
In the first half of 2021, SAP SuccessFactors introduced the Center of Capabilities (CoC), marking a significant shift in how skills and competencies are managed. For organizations that upgraded to CoC, competencies previously stored in the Competency Library were migrated to a new, centralized repository called the Capabilities Library. This streamlined approach allowed for a more comprehensive organization and management of essential skills.
However, it’s important to note that CoC didn’t completely replace the Job Profile Builder at this stage. As shown in Picture 3, other individual-specific attributes, such as those found in the Skills Library, remained accessible within the Job Profile Builder for some time. This likely served as a transitional phase to allow for a smoother migration to the new system.
Talent Intelligence Hub
The Talent Intelligence Hub (TIH) represents a significant leap forward in SAP SuccessFactors approach to talent management. It functions as a central hub where several key components work together to create a comprehensive picture of your workforce:
- Growth Portfolio: This innovative tool is a personalized dashboard for each employee. It displays their skills, attributes, and development goals, empowering them to take ownership of their career journey.
- Attributes Library: This centralized repository is the single source of truth for all skill and attribute definitions used within the organization. It ensures consistency and facilitates standardized talent management practices.
- Skills Ontology: This powerful engine establishes connections and relationships between different skills. By understanding these relationships, organizations can gain valuable insights into how skills can be combined and developed to create well-rounded talent.
The Power of Attributes: Defining Your Workforce
The concept of Attributes plays a central role within TIH. Attributes encompass any characteristic or quality an organization deems valuable to track within its workforce. This includes a wide range of elements, such as:
- Skills (technical and soft)
- Competencies (behavior-based)
- Certifications
- Educational background
- Career aspirations
- Work styles and preferences
- Custom attributes specific to your organization
Growth Portfolio: A Personalized Hub for Development
The Growth Portfolio offers a user-friendly interface for employees to access and manage their skills and attributes. Here’s a glimpse into what employees can do within the Growth Portfolio (as of 2023):
- Based on their current job profile, view a comprehensive overview of their skills and attributes.
- Engage with AI-powered recommendations for additional skills to develop. (This feature requires configuration for Microsoft Graph integration.)
- Self-assess proficiency levels for each skill and attribute within their portfolio.
- Identify and highlight skills and attributes most passionate about using the Passion flag.
The Growth Portfolio organizes skills, competencies, and other attributes into clear categories based on their type. For instance, all Skills will be grouped under a dedicated heading, as shown in Picture 5. The top section of the interface displays AI-generated recommendations tailored to each employee, followed by the categorized attribute blocks.
The Attributes Library: Building a Standardized Foundation
The Attributes Library is a centralized repository for all the attribute types your organization wants to track and manage within your workforce. This includes standard attributes like:
- Skills
- Competencies
- Certifications
- Education
- Aspirations
- Work styles
The library ensures that these attributes are consistently defined and categorized. This consistency translates into a more standardized approach to talent management across the organization, as reflected in the categorized attribute sections within the Growth Portfolio (refer to Picture 5).
Optimize Your Talent Intelligence Hub Experience
To maximize the benefits of Talent Intelligence Hub, some preparation is recommended. Here’s what you can do:
- Build a Strong Job Architecture: An effective Talent Intelligence Hub relies on a well-defined job architecture within SuccessFactors. This means configuring job families and roles. You personalize talent management, recruiting, and learning by mapping competencies, skills, and other attributes to these job profiles. This enriched data also fuels smarter recommendations across the entire system.
- Leverage the Growth Portfolio: Talent Intelligence Hub offers value even without a complete job architecture. You can still gain valuable insights into your workforce’s skills and attributes. The Growth Portfolio data will continue to drive personalized recommendations in features like Opportunity Marketplace, Learning, and Recruiting.
Recommended Talent Intelligence Hub Upgrade Strategy
To successfully upgrade to Talent Intelligence Hub, please follow the high-level strategy outlined below. Collaborate with your implementation partner or consultants to ensure a smooth transition.
- Assessment and Planning
- Conduct a thorough assessment of your current system.
- Identify key stakeholders and form a project team.
- Develop a detailed project plan with timelines and milestones.
- Preparation and Backup
- Ensure all current data is backed up securely.
- Prepare a risk management plan to address potential issues.
- Migration Process
- Begin the migration by exporting data from the existing system.
- Import the data into the Talent Intelligence Hub.
- Validate the data to ensure accuracy and completeness.
- Configuration and Customization
- Configure the Talent Intelligence Hub to meet your specific requirements.
- Customize the system settings to align with your organizational needs.
- You can use the SAP Help portal for guidance on configuring proficiency levels and creating attributes, behaviours, and other custom elements.
- Testing and Validation
- Perform comprehensive testing to ensure the system functions as expected.
- Validate workflows, data integrity, and system performance.
- Address any issues
Integration with SAP SuccessFactors HXM Suite
The Talent Intelligence Hub integrates with various SAP SuccessFactors modules to enhance your talent management capabilities. Below are some key interactions:
- Dynamic Teams: Identify roles for a team and best fit team members based on skills and other attributes.
- Performance & Goal Management: Utilize Performance Management (PM) and 360 Forms skills.
- Recruiting: In requisition and interview evaluations, skills, competencies, and other attributes are considered.
- Learning: Acquired skills from successful course completion update the employee’s growth portfolio and provide personal learning experiences.
- Opportunity Marketplace: Recommendations based on job codes, labels, and growth portfolio attributes.
- Succession & Development: Integrate career worksheets with skills from the attribute’s library assigned to courses and curricula.
- Global Skills Collection: Integration with third-party skills data sources like Lightcast, O*NET, ESCO, and LinkUp.
Conclusion
The Talent Intelligence Hub within SAP SuccessFactors is a game-changer for managing skills and attributes in your organization. Centralizing data in the Attributes Library and empowering employees through personalized Growth Portfolios enhances the overall talent management strategy. Integrating seamlessly with various SAP SuccessFactors modules, it supports dynamic teams, recruitment, learning, and more, offering a comprehensive view of your workforce’s capabilities.
Unlock the Full Potential of Your Talent Management: Partner with VE3 to seamlessly transition to the Talent Intelligence Hub. As ERP solutions and SAP SuccessFactors experts, VE3 ensures a smooth implementation tailored to your needs. Connect with us today to optimize your talent management and drive organizational success.
