| Term | Definition |
|---|---|
| Form | Used to record information, such as the evaluation of an employee’s performance during a review cycle. |
| Form Template | Form templates define the information about an employee that populates (e.g., competencies, goals, or personal information), the information collected on a form (e.g., ratings and comments), and who is involved in providing some type of feedback on the form (e.g., employee, manager, or HR manager). |
| Competency | Competency refers to the ability to perform a specific task or achieve a certain result, often involving a combination of knowledge, experience, and personal attributes. It encompasses a broader range of attributes, such as problem-solving abilities, critical thinking skills, and the capacity to adapt to new situations. |
| Skill | Skills are specific, teachable abilities that are acquired through training, practice, or experience. They are typically more focused and concrete, such as technical proficiencies, language fluency, or computer programming expertise. |
| Attribute | In the context of Talent Intelligence Hub (TIH) framework, attributes refer to both competencies and skills. Other attribute types are supported in TIH, but only competencies and skills can be evaluated in a 360 Reviews form. |
| Attributes Library | Skills and competencies in organizations are grouped in Talent Intelligence Hub altogether, but on the previous frameworks, like Job Description Manager and Center of Capabilities, the competencies would be organized in libraries. Skill libraries would be maintained in Job Profile Builder prior to upgrading to Talent Intelligence Hub. |
| Job Family | A Job Family refers to a group of jobs that are similar in nature and require similar skill sets and competencies. For example, the HR job family may include roles such as HR generalist, HR manager, HR specialist, and HR director. |
| Job Role | A Job Role refers to the specific responsibilities and duties associated with a particular job within a Job Family. |
| Performance | The execution or accomplishment of a task, often measured with a rating to determine quality of task executed. |
Note
An important part of 360 Reviews is evaluating Competencies and Skills, which are typically assigned to an employee's job role and can be filled out in the forms using Job-Specific sections.
In SAP SuccessFactors, there are different job architectures and attribute content frameworks, with a set of capabilities that are not identical in each case. In this course, you will be exploring the job architecture and attribute content using the newest scenario with Job Profile Builder (to assist on setting up Families and Roles and map attributes to these) and Talent Intelligence Hub (to store the attribute content, such as Competencies and Skills, as well as the Growth Portfolio, the central repository for employees attributes, skills and aspirations). Other scenarios are possible as of now, but this is the recommended and future approach for all customers.
