Talent Intelligence Hub enables organizations to maintain people attributes that are critical for their success. People in the organization can access these attributes and add them to their unique repository of attributes known as the Growth Portfolio.
In this learning journey, we will focus on Competencies and Skills only, which are the two primary types supported in Career Development Planning. Accessing Manage Talent Intelligence Hub we can review the attributes and other relevant content.
Hint
To explore the Talent Intelligence Hub in full detail, as well as the migration of content from other frameworks, general setup and capabilities, and the options to import and export content, you can review the SAP SuccessFactors Platform Advanced Academy course (THR98).
Sections in Talent Intelligence Hub
- Attributes: All attributes are listed in this tab and there is a filter option for searching the attributes. The Attributes Library is a repository that allows organizations to define attributes they expect. Organizations can develop talent by enabling people in the organization to access these attributes.
- Attribute Types: The attributes in the library are grouped into individual categories based on the attribute type. For example, all attributes that belong to the category of skills can be grouped under the attribute type Skill whereas the competencies will be grouped under the type Competency. Additional attribute type examples are shown below.
- Behaviors: Displays the available behaviors from associated attributes, like competencies. There are also searching options available and new behaviors can be created or edits made to the existing ones.
- Tags: Tags are used to categorize all the attributes. Talent Intelligence Hub includes three standard tags:
- Core: Tags that are important and uphold the business value of the organization are labeled as Core tags.
- Critical: Tags which are critical to the success of the organization are labeled as Critical tags. These tags are associated with attributes that are unique and critical for the organization.
- Trending: Tags which are important and preferred by many people in the organization are labeled as Trending tags.
Note
If your customer is using Talent Intelligence Hub, the competency content that was organized into libraries in the other frameworks (Job Description Manager or Center of Capabilities), might have been migrated into TIH and all the library names, categories and groups are reorganized into tags.
In addition to the three standard tags, custom tags can be added by the organization to track additional details about the attributes. The following screen shows a list of attributes of type Skill, with a variety of tags for each attribute. Attributes can have no tags, a single tag, or multiple tags.
Note
Center of Capabilities (CoC) is another framework that was utilized by customers on Job Profile Builder to manage competency content. The replacement is Talent Intelligence Hub, although CoC is not deprecated yet. More information can be found here:
Using Center of Capabilities
Other sections in Manage Talent Intelligence Hub
- Proficiency Settings: This section is organized into two sub-options:
- Rating Scale: From this menu, rating scales (referred to as Proficiency Level Scales) can be created and edited, as well as being associated with one or more attribute types. When creating a new Proficiency Level Scale, you can define the number of levels (like a 5-point scale will have 5 levels) and determine if the lowest level value will be 0 or 1, if a Too New to Rate value should be included, and provide names and descriptions for each level.
- Rating History: From this menu, you can select one or more forms to assign the appropriate rating history type. There are three types of rating history types:
- Performance: If the attribute is associated with a Performance form template (including Role Readiness forms), the attribute is marked as Unrated.
- Proficiency: If the attribute is associated with a Proficiency form template, the proficiency ratings for the attribute are normalized based on the proficiency level scale you configured. The attribute along with its normalized ratings is displayed in the Growth Portfolio. If an attribute is associated with forms of both Proficiency and Performance template types, the ratings in the Performance form template aren't considered. Instead, the latest assessed ratings from the Proficiency template are normalized and displayed in the Growth Portfolio.
- None: If the rating history type is set to None, the proficiency ratings provided in the Performance Management forms are not considered.
- Portfolio Settings: From this section, administrators can enable/disable Growth Portfolio for the organization.
