Utilizing Talent Intelligence Hub

Talent Intelligence Hub enables organizations to maintain people attributes that are critical for their success. These attributes are stored and maintained in a centralized library known as the Attributes Library. People in the organization can access these attributes and add them to their unique repository of attributes known as the Growth Portfolio.

Visit the SAP Help Portal for more information: Using Talent Intelligence Hub.

Attributes Library is a repository that allows organizations to define attributes they expect in their people. Organizations can develop talent by enabling people to access these attributes. The attributes in the library are grouped into individual categories based on the attribute type. For example, all attributes that belong to the skills category can be grouped under the attribute type Skill. You can use the Attributes Library to:

• Create attributes and attribute types.
• Configure proficiency level scale for every attribute type.
• View the proficiency level scale and rating history.
• Enable or disable the Growth Portfolio for people in the organization.

The Growth Portfolio is a unique repository where employees can store their role-specific (cascaded based on their role) and person-specific attributes. Attributes in a portfolio can dynamically change based on a person's preferences and aspirations. People in the organization can access attributes from the Attributes Library to add the required attributes to their portfolio. The portfolio enables people to continuously shape and refine a digital picture of their whole self, see who they are today, and decide what they want to be in the future.

Growth Portfolio integrates with SAP SuccessFactors Opportunity Marketplace to help people find relevant opportunities matching their work preferences and styles.

Growth Portfolio uses artificial intelligence and machine learning algorithms to recommend suitable employee skills. An employee can use the Growth Portfolio to:

• View their skills and competencies based on their current role.
• Add or reject skills that are recommended by the system.
• Assign a proficiency level for every capability in the portfolio.
• Set a high-priority flag for capabilities important to them.

The following screenshots show these actions an employee can take within their Growth Portfolio.