Understanding Talent Intelligence Hub

Ziel

Nach Abschluss dieser Lektion werden Sie in der Lage sein, set up Talent Intelligence Hub.

Talent Intelligence Hub Overview

Talent Intelligence Hub is a centralized framework that connects individual attributes, strengths, and styles as well as expressive preferences to both people and the experiences throughout SAP SuccessFactors solutions. This framework enables organizations to understand and manage their workforce holistically while supporting the excellence and growth aspirations of their people.

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, although this will be separated by Attribute Type in the Manage Talent Intelligence Hub tool, for better navigation. People in the organization can access these attributes and add them to their unique repository of attributes known as the Growth Portfolio.

Attributes Library

Attributes Library is a repository that allows organizations to define attributes they expect in their people. Organizations can develop talent by enabling people in the organization 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 category of skills can be grouped under the attribute type Skill.

Growth Portfolio

Growth Portfolio is a unique repository where employees can store their role-specific (cascaded based on the employee's role) and person-specific attributes. Attributes in a portfolio can dynamically change based on a person's preference 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 and enables them to see who they're today and to decide what they want to be in the future.

Growth Portfolio uses Artificial Intelligence and machine learning algorithms to recommend suitable skills for employees. 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 for them.

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

To see a demonstration of Talent Intelligence Hub, watch this video:

Some functionalities shown in the following video may have evolved over time due to ongoing enhancements or business decisions.

To see a demonstration of Growth Portfolio, watch this video:

Some functionalities shown in the following video may have evolved over time due to ongoing enhancements or business decisions.

Upgrading to Talent Intelligence Hub

Talent Intelligence Hub (TIH) can be turned on from Upgrade Center, under the Recommended Upgrades section, but before upgrading, there are some prerequisite steps to ensure a successful transition.

There are currently two possible scenarios when using Talent Intelligence Hub:

  • Talent Intelligence Hub with Job Description Manager (not recommended)
  • Talent Intelligence Hub with Job Profile Builder

Upgrade to Talent Intelligence Hub with JDM enabled

In this scenario, Families and Roles are managed from JDM, but Competencies will be moved to Talent Intelligence Hub as part of the attributes library. It isn't required to enable Job Profile Builder, and this step could be done at a later stage, if needed, once Talent Intelligence Hub has been already enabled.

Note

Job Description Manager is planned to be deleted in 2H 2027 Release. Existing JDM customers should consider getting ready to migrate to Job Profile Builder. More information: Retirement of JDM and Universal Upgrade to Job Profile Builder (JPB) - Innovation Alert

To prepare for the upgrade of Talent Intelligence Hub with Job Description Manager enabled, the following resources are available:

Upgrade to Talent Intelligence Hub with JPB enabled

In this scenario, the job architecture, such as Families, Sub-Families, Job Roles and other Job Profile content, as well as the attribute mappings are managed from JPB, and the attributes, including Competencies and Skills are moved to Talent Intelligence Hub. The Center of Capabilities, where Competencies, Competency Libraries, and the Capabilities Portfolio was managed, will no longer be used since the content is migrated to Talent Intelligence Hub.

Note

Some of these checks in the Check Tool have an option of a Quick Fix. Make sure you have the Allow Check Tool Quick Fix permission granted in Role-Based Permission.

Other Important Considerations

  • Competencies: The standard and custom libraries that were maintained in JDM or Center of Capabilities, are migrated during the upgrade to TIH, and these competencies will be available as attributes (Attribute Type=Competency). The different library names, categories, and groups will be converted into Tags.

  • Skills: Customers with existing skills library in Job Profile Builder might get this error in the Check Tool for the following Check ID: MustNotHaveSkillMappingsWithNullWsmIdCheck. The reason is that Skills cannot be migrated from Job Profile Builder to Talent Intelligence Hub.

If you have Skill content in your system, you need to complete the following steps before upgrading to Talent Intelligence Hub:

  1. Backup all your Skills and the associated data (Role-Mapped Skills, Job Profile-Skills, and so on) by using Manage Job Profile Content Import/Export or Import and Export Data tools.
  2. Remove all your Skills associated with roles, families, job profile, positions, and so on from the system, by using the DELIMIT option in the exported skills files.
  3. Delete all Skills by using Manage Job Profile Content or via import, by using the DELETE option.
  4. Upgrade to Talent Intelligence Hub (make sure all the other pre-migration checks are cleared).
  5. Import your backup Skills data. Use Integration Center to import and export data from Talent Intelligence Hub. All the available Integration Center Definitions (ICD) files are located in the SAP Business Accelerator Hub. SuccessFactors Talent Intelligence Hub Library Import Templates. To import Skills into TIH, you need to use the Talent Intelligence Hub Attribute Import ICD file.
  6. Alternatively, you can download the SkillsPlex Attribute Import file from this link: SuccessFactors Talent Intelligence Hub SkillsPlex Import, and select which skills are to be included in Talent Intelligence Hub (which must be imported by using the Attribute Import ICD file mentioned in step 5).

Hint

For additional information about these steps, you can check the following resources:

3361010 - Error with Skills mapped to entities in Job Profile Builder (Check ID: MustNotHaveSkillMappingsWithNullWsmIdCheck) - Talent Intelligence Hub

Importing and Exporting of Talent Intelligence Hub Entities

SAP SuccessFactors Talent Intelligence Hub Integration Center Packages

Permissions in Talent Intelligence Hub

Once Talent Intelligence Hub is successfully upgraded, you can grant the following permissions:

Administrator Permissions - Manage Talent Intelligence Hub Settings

PermissionDescription
View Manage Talent Intelligence Hub SettingsAllows administrators to view the Talent Intelligence Hub settings
Import/Export Talent Intelligence Hub and Growth Portfolio DataAllows administrators to import and export data for Talent Intelligence Hub and Growth Portfolio. Additionally, they will require permission to access Integration Center.
Enable Growth PortfolioAllows administrators to enable/disable Growth Portfolio in the organization
Change Proficiency Rating ScaleAllows administrators to change the proficiency level scale associated with an attribute type.
Growth Portfolio Rating PrecedenceAllows administrators to define the rating precedence. The defined rating precedence may result in ratings from other sources being overridden or lowered in the Growth Portfolio.

See the following table for permissions for the different objects in the Growth Portfolio. Administrators need most of these permissions to manage Talent Intelligence Hub.

Administrator Permissions - Growth Portfolio

ObjectPermissionDescription
AttributeView / Edit / CreateAdministrators can view, edit, or create attributes in the Talent Intelligence Hub content, like a specific competency, skill, certification, and so on.
Attribute TypeView / Edit / CreateAdministrators can view, edit, and create attribute types in the Talent Intelligence Hub content, like Work Styles or Languages.
Proficiency Level ScaleView / Edit / CreateAdministrators can view and manage Proficiency Level Scales that are used to evaluate skills, competencies, and other attribute types.
TagView / Edit / CreateAdministrators can view, edit, and create tags to categorize attributes, like critical or core competencies, healthcare skills, and so on.

User Permissions in Talent Intelligence Hub

The following table shows which permissions are needed for users to manage their own Growth Portfolio. Also, managers need the Team View access to see their reports' attributes and be able to complete several actions for them.

ObjectPermissionDescription
AttributeViewUsers can view attributes like a specific competency, skill, language, and so on.
Attribute TypeViewUsers can view attribute types like Skills, Competencies, Certifications or other custom attribute types, such as work styles.
Growth PortfolioView / Edit / Create / DeleteUsers can manage their own portfolio and add, edit, or delete attributes from intelligent recommendations or their own search throughout the attribute libraries.
Growth PortfolioEdit Proficiency LevelUsers can rate their attributes or managers can rate their direct reports' attributes from Team View with this permission.
Growth PortfolioMark as passionateUsers can mark their attributes as passionate to indicate these are the most relevant to them.
Growth PortfolioTeam ViewManagers can access the Team View (Team Portfolio) to see their first-level and second-level reports' attributes and perform some actions such as adding a new attribute or rating an attribute from a single page. Matrix Managers can also access the Team View and perform these actions for their matrix reports.
Growth PortfolioUpload ResumeAllows users to upload their resume in the Growth Portfolio. If this permission is enabled for a target population, they can see the Add from Resume button in the skills page in the Growth Portfolio.

Note

This action requires to enable the following Premium AI feature: Assisted Skills Identification from Resume in AI Services Administration.
Proficiency Level ScaleViewUsers can view the Proficiency Level Scales that are used to evaluate skills, competencies, and other attribute types.
TagViewUsers can view tags that categorize attributes, such as critical or core competencies, healthcare skills, and so on.

Caution

The Team View permission within the Growth Portfolio category should include on the target population access not only to the manager's first-level and second-level reports (or matrix managers - matrix reports), but also the access to themselves in the Assignment. Otherwise, access is not possible. You can create a separate permission in Role-Based Permissions like this example:
  • Permission Role Name: Team View - TIH
  • Permissions: User Permissions→Growth Portfolio→Team View.
  • Assignment - Access Population: All Managers
  • Assignment - Target Population: Granted Users' Direct Reports + Granted users also have access to themselves .

Restrict Target Criteria in RBP

For the Growth Portfolio permissions, specifically to the Attribute Type and Tag, it is possible to define a more restrictive target criteria on the Permission Role assignment, with the following prerequisites:

  1. The permission role should have permissions granted on the Growth Portfolio→Attribute Type and/or Growth Portfolio→Tag, to display Talent Intelligence Hub category on the Define Target Criteria section, within the permission role assignment.
  2. An administrator should enable the Target Criteria setting, in Manage Talent Intelligence Hub→Settings→Manage General Settings restriction
On the permission role assignment, we can define restrictions for the Attribute Type and Tag.
  • Attribute Type: The target criteria can be restricted based on the Attribute Type Name, such as Competency or Skill. As an example, we could restrict that a specific role can only access Skills, but no other attribute types, or multiple types, such as Competency, Skill and Certificate, but no other custom attribute types. The option to Restrict Target Criteria allows to add multiple rows, as well as using different operators, such as = (if only one attribute type is allowed) or in (where we can select up to 100 types to include). There are also operators to exclude.
  • Tag. The target criteria can be restricted based on the Tag (category) of the attributes. As an example, we could determine that only the attributes with the Critical, Trending and Functional should be available for a specific role. The same operators are available for the target restriction as in the Attribute Type, but we could also use is null / is not null, to allow or restrict access to categorized or uncategorized attributes

Another example to apply this restriction: You can configure a rule so that the Security Administrator is permitted to view only attributes of type Skills and Competencies which have the Confidential or Classified tags associated with them. When this target criteria is configured, the Security Administrator will only see the skills or competencies which are tagged as Confidential or Classified in all the modules where the skills and other attributes are referenced. At the same time, the defined target criteria restricts the Security Administrator from viewing the skills and competencies that are tagged as Sales or Leadership. This ensures that the Security Administrator has access only to the security and sensitive data needed for governance and risk management.

Target Criteria: Impact on SAP SuccessFactors HCM Suite

Whenever there is a target criteria based on attribute types and/or tags, these will impact to the different solutions within SAP SuccessFactors that integrate with Talent Intelligence Hub. On the following table, we can see all the specific details, as well as any exceptions where the restriction does not impact:

Target Criteria Impact on Talent Intelligence Hub and across the HCM Suite

Solution/AreaImpactNo Impact
Talent Intelligence HubThe target criteria configuration applies to the following sections of the Manage Talent Intelligence Hub
  • Attributes
  • Attribute Types
  • Tags

  • Import and export of attributes, attribute types, behaviors, and tags to the Attributes Library

  • Skills inferred through the AI-assisted skills standardization or any other skills inference use cases.

  • Skills added through the skills governance process.

  • Story Reports

Growth Portfolio
  • Skills and Attributes
  • Recommended for You section on the Skills page.
  • Opportunity recommendations in the Opportunities to Grow section

  • Team View

    Note

    The visibility of the attributes in the Team View is determined by the logged-in user's target criteria configuration and not based on the direct reports' target criteria configuration
  • Spotlight section in the Growth Portfolio
  • Attribute Picker

  • Import and export of attributes, attribute types, and tags to the Attributes Library

  • Attributes added to the Growth Portfolio from other modules

  • Inbound and Outbound APIs

  • Attributes that have workflows associated with them.

  • Story Reports

Job Profile Builder

  • Skills, competencies, and custom attributes mapped to families, sub-families, and roles in the Manage Job Profile Content page.

  • Skills and competencies on the Manage Job Profiles page

  • Attribute Picker

 
RecruitingAttribute Picker 
Opportunity Marketplace

  • Opportunity recommendations on the landing page of Opportunity Marketplace

  • Attribute filters on the expanded page of each recommendation sections

  • Attribute picker on the Opportunity Marketplace assignment creation page

  • Users can search for opportunities using attributes that are not in the user's target criteria configurations.
  • Users can also view and select these attributes in the attributes filter within the facet filter on the search results page.
Succession Management
  • Talent Search (excluding the Compare Users dialog)
  • AI-Assisted Successor Insights
  • Add Nomination dialog opened from talent cards and from the Current Nominations block in the legacy People Profile
  • Compare Users dialog on the Talent Search page
  • Suggested Successors
  • AI-Assisted Successor Recommendation
Performance Management

  • Attributes prepopulated into forms upon from creation (based on the form creator's target criteria settings)

  • Attribute Picker on forms

  • Last ratings from Growth Portfolio on forms

  • Latest Stack Ranker

  • Custom and core attributes available on the attribute section configuration page in the Manage Templates admin tool

  • Attribute filtering by category (configured in the <comp-category> element)

  • Behaviors associated with competencies

  • Competencies block in the legacy People Profile

  • Legacy Stack Ranker (Users can access forms in the legacy Stack Ranker only when the target criteria allow them to view all attributes on those forms.)

Overview of the Talent Intelligence Hub Settings

The administrator can access Manage Talent Intelligence Hub from action search, organized in the following sections:

The administrator menu to manage Talent Intelligence Hub with all the sections.
  • Attribute Configuration. From this section, administrators can manage the different attribute type libraries including Skills, Competencies, Certificates and any other customer-defined types, like Aspirations, Languages or Work Styles
  • General Configurations: A comprehensive menu where the administrators can configure the following options:
    • Attribute Types: Displays the available attribute types like Competency, Skill, Certificate or Language, and see how many attributes exist per each type. Searching options are available, and new attribute types can be created or edit the existing ones.
    • Tags: Displays the available tags that are used to categorize attributes in Talent Intelligence Hub. The content migrated from JDM or JPB/CoC, such as the Competency Libraries (that included categories and groups) are now converted into Tags. Additional tags can be created.

      Note

      Talent Intelligence Hub provides three standard tags: Core, Critical, and Trending.
    • Behaviors: Displays the available behaviors from associated attributes, like competencies. Searching options are available and new behaviors can be created or edit the existing ones.
    • Rating Scales: From this menu, rating scales (referred to as Proficiency Level Scales) can be created and edited, and be associated to 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 five levels) and to determine if the lowest level value will be 0 or 1, if a Too New to Rate value must be included, and provide a name 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 type:
      • Performance: If the attribute is associated with a Performance form template, 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 aren't considered.
    • Manage Banners: Banner cards can be created and displayed to different users in the organization. A maximum of 20 banners cards can be created and end users would display the top 2 active banners visible to them.
    • Settings: From this section, administrators can manage the general settings for Talent Intelligence Hub and Growth Portfolio, Skills Governance and other options, which we will discuss in more detail now.

Settings in Talent Intelligence Hub

The Settings section controls several parameters and it's organized in the following areas:

  • Manage General Settings. From this menu, we can control the following settings: Manage General Settings controls the target criteria set in RBP and visibility of the Job Profile from the Team View.
    • Target Criteria. If enabled, any Target Criteria restrictions set up in Role-Based Permission regarding Attribute Types / Tags will be effective.
    • Job Profile Link in Team View. If enabled, managers and matrix managers will see a link to access the Job Profile for their reports.
  • Manage Growth Portfolio Ratings. In this section, you can see a list of the data sources that allow the proficiency level updates to sync into Growth Portfolio. The data sources include SAP SuccessFactors modules and features such as an import file, Growth Portfolio, Career Development Plan, Performance Management Forms, and so on. This also includes any external skill partner data sources which are registered through the Manage Data Sources page. You can specify whether the proficiency levels from a data source can replace or decrease the existing proficiency levels for attributes in the Growth Portfolio. However, you cannot edit the settings for some data sources due to the system-mandated governance policies. We can determine which rating sources can overwrite ratings or lower ratings in Growth Portfolio.
    • Rating Overwrite Allowed. When the proficiency level overwrite option for a data source is enabled, the proficiency level lowering option for that data source is also enabled by default. However, you can modify the proficiency lowering setting for that data source if required. For example, if an employee has a skill such as Java in their Growth Portfolio with a proficiency level 3, and the administrator enables the proficiency level overwrite setting for the Learning source, the proficiency level will be updated upon course completion as defined by the course.
    • Rating Lowering Allowed. When the proficiency level overwrite option for a data source is disabled, the proficiency level lowering option for that data source is also disabled by default. However, you cannot modify the proficiency lowering setting for that data source. For example, if an employee has a skill called Java in their Growth Portfolio with a proficiency level 3, and both the proficiency level overwrite and lowering settings are disabled for the Learning source, completing a Learning course in Java that specifies a proficiency level of 4 will not update the skill proficiency level in the Growth Portfolio.
  • Manage Growth Portfolio Visibility. In this area, the Growth Portfolio can be enabled and disabled.

    Before enabling it, there are some prerequisites that should be completed:

    • Review names, descriptions and proficiency levels for every Proficiency Level Scale from the Rating Scale general configuration. The number of proficiency levels in a Proficiency Level Scale can't be modified once Growth Portfolio is enabled.
    • Review the proficiency level scale mapping with Attribute Types.
    • Review the performance forms from the Rating History tab to ensure the correct rating history (None, Performance, or Proficiency) is set for forms.
    From this menu, Growth Portfolio can be enabled/disabled for all users in the organization.
  • Manage Skills Governance. From this section, we can control which sources that support skill imports follow the standard skills governance process and which can be excluded. Those skills from data sources that are set as No for the Trusted Data Source will show on the Skills Governance page, where these can be reviewed and approved before becoming available for end users.The Manage Skills Governance allows to define which skill data sources are trusted and which will have to be reviewed in the Skills Governance tool.
  • Manage Users for Data Sources. This option will show up if an external Partner with an active status, is added in Manage Data Sources tool. From this option, a maximum of 10 assigned users to manage all the capabilities for each data source, including import and export data. In this menu, users can be added/removed to manage the external data sources in the organization.
  • Manage Certificates. These settings are used to control the supported formats for attachments, expiry threshold (7, 30, 60, 90 or 180 days before expiry date) and enable email notifications for this duration. We can determine the frequency when the notifications should be sent to Daily, Weekly or Monthly, and a link to navigate to Email Notification Template Settings will be available in case the administrator needs to modify the Certificate Expiry Notification.The Manage Certificates controls attachments, expiry and email notification settings.

Create and Edit Attribute Types

​To create an attribute type, beyond the standard types Competency, Skill and Certificate, navigate to Manage Talent Intelligence Hub→General Configurations→Attribute Types→Create.

Add the following details:

  1. Name (Singular)
  2. Name (Plural)
  3. Description (optional).
  4. Status. Select whether the attribute type should be Active or Inactive.
  5. Proficiency Level Scale (optional). If the attribute type should allow ratings, you can select the proficiency level scale from the dropdown.
In this menu, you can create a custom attribute type adding the name, description, status and assigning a Proficiency Level Scale if the attributes should be rated.

Once the Attribute Type is created, the system will assign an External Code and an ID. The external code is a customer maintained ID, whereas the ID corresponds to an internal ID that is used for integration with other modules in SAP SuccessFactors.

The attribute type details, once created, will show an External Code and an ID generated by the system. Options to edit details and change the status are available.

Select Edit if you need to change any details about Name, Description or Status change. Translations can also be added as well once the Attribute Type is created, using the globe icon available. The Proficiency Level Scale is greyed out and cannot be changed by default.

The details of the attribute type can be modified in this menu, except for the Proficiency Level Scale. Translations can be included using the globe icon.

Note

Assigning a Proficiency Level Scale should be a one-time action when creating the Attribute Type. However, it is possible to change the Proficiency Level Scale once the Attribute Type is created, using the Change Scale button. It is only available if the Growth Portfolio is be disabled first.

Any existing custom proficiency level scales that were cloned from the old proficiency level scale will be removed from the system. In other words, all the proficiency level scale details that are associated with the old proficiency level scale will be deleted from Talent Intelligence Hub and Growth Portfolio. However, if the proficiency level data is used in other SAP SuccessFactors modules, the data won't be removed from those modules. To avoid data inconsistencies, it's recommended that you use this feature in preview and test environments.

A change scale option can be used to assign a different Proficiency Level Scale if the Growth Portfolio is disabled first.

Complete Exercise: Create a Custom Attribute Type

Your organization would like to include a new Custom Attribute Type for Work Style preferences for Job Roles. This way, the roles can be classified based on Idea-oriented, Detail-oriented, Cooperative or Independent. The attribute type should allow ratings. With the new support for Custom Attribute mapping in Job Profile Builder, you will create attributes in a later exercise and associate work styles to some of the Job Roles in the organization, including an expected proficiency level.

This video is for demonstration purposes. Any references made in this video to previous or later videos in this course (including titles, numbers, links, or sequence) may differ from the current course structure. Additionally, some functionalities shown may have evolved over time due to ongoing enhancements or business decisions.

Steps

  1. Create a new attribute type for Work Styles in Talent Intelligence Hub.

    1. Navigate to Manage Talent Intelligence Hub using Action Search.

    2. On the General Configurations, select the Attribute Types card.

    3. Choose Create to add a new attribute type.

    4. Add the following details:

      • Name (Singular). Work Style
      • Name (Plural): Work Styles
      • Status: Active
      • Proficiency Level Scale: 1-3 Scale

    5. Choose Create.

Create and Edit Attributes

To create an attribute, navigate to Manage Talent Intelligence Hub→Attribute Configuration, and select the attribute type. Within the landing page, choose Create.

Add the following details:

  1. Name
  2. Tags (optional). You can type or select from the advanced search option. Multiple entries are allowed
  3. Description (optional). With AI-Assisted Writing, the description of the attribute can be enhanced with Generative AI capabilities. More details are explained in a later lesson.
  4. External Code. The attribute must have a unique identifier.
  5. Status. Select whether the attribute should be Active or Inactive.
This example shows how to select different Tags to categorize a new skill.

Once the Attribute is created, the system will assign an ID, which corresponds to an internal ID that is used for integration with other modules in SAP SuccessFactors. An example where the ID would be referenced is when adding custom competencies or skills to be rated in a Performance Management form.

For Competencies only, there's an additional identifier, the Competency ID, which corresponds to the ID of the legacy system (Job Description Manager or Center of Capabilities).

The attribute details for a competency display some identifiers, like External Code, ID or Competency ID.

Select Edit if you need to change any details about Name, Description, Status change, or assigning Tags. Translations can also be added as well once the Attribute is created, using the globe icon available.

The attribute details can be edited as needed.

Note

The External Code is editable, but not recommended to change unless this is a requirement. Deleting an attribute is not possible, but you can inactivate it if no longer needed, changing the status to Inactive.

Create and Manage Certificates

A new predefined attribute type called Certificates in the Attributes Library, is available as of 1H 2026 Release. As we could see previously, there are some options to configure attachment, expiry and email notification settings in the Manage Certificates page. Some of the actions that administrators can perform on the certifications are:

  • Create and manage certificates in a single, authoritative location

  • Configure whether proof documents are required for each certificate

  • Configure renewal rules and expiry settings

  • Link certificates to relevant skills and assign the proficiency level granted

Certificates can be created in Manage Talent Intelligence Hub→Attribute Configuration→Certificates→Create. The following details can be included:

Certificates can be created from Talent Intelligence Hub easily.
  • Name
  • Status: Active / Inactive
  • External Code.
  • Description (optional).
  • Tags
  • Additional Settings. In this section we can control the following:
    • Validity Settings: We can determine if the certificate Never Expires or specify a Custom Duration (in days, months or years).

      Note

      The maximum values allowed are 10,950 days, 23 Months or 30 years. The expiration date of the certificate will be calculated based on the certificate's issue date and the validity period configured.
    • If the certificate expires, we can also select Requires Renewals, if the employees can renew certificates. This setting will apply to both expired or expiring soon certificates.
  • Expiry and Notification Settings: The Expiry Threshold (Days Before Expiry) will be System Default as the predetermined option, which will follow the threshold set on Manage Certificates. But it can be modified as needed for each certificate if the threshold to sent notifications should be different.
  • Attachments Settings. The options are: Optional, Required and Not Required.

Once the certificate is created, we can select Associated Skills, and include the Earned Proficiency level. For example, as a result of getting a new certificate, the skills proficiency levels will be higher.

Skills can be associated to our certificates and select an Earned Proficiency level.

Note

There are still some limitations currently on the certificates, such as the ability to mass upload certificates or map certificates to Job Roles. The following blog includes some Frequently Asked Questions on the certificates: https://community.sap.com/t5/technology-blog-posts-by-sap/talent-intelligence-hub-certificates-your-top-questions-answered/ba-p/14393774

Complete Exercise: Create New Attributes and Map them to Job Roles

In the following exercise, you will create new attributes for the Work Style attribute type and map these custom attributes to the Job Roles within the Supply Chain job family, assigning different expected proficiency levels to each of the roles.

This video is for demonstration purposes. Any references made in this video to previous or later videos in this course (including titles, numbers, links, or sequence) may differ from the current course structure. Additionally, some functionalities shown may have evolved over time due to ongoing enhancements or business decisions.

Steps

  1. Create new Work Style attributes in Talent Intelligence Hub

    1. Navigate to Manage Talent Intelligence Hub.

    2. On the Attribute Configuration section, select the Work Styles card.

    3. Add the following 4 work styles using the table below, choose Create every time to confirm the creation.

      Hint

      Use the AI-Assisted Writing capabilities available to enhance the attribute descriptions!

      Custom Attributes

      Attribute NameTagsDescriptionExternal CodeStatus
      Idea-orientedCriticalThe work approach is fueled by innovative ideas.WS01Active
      Detail-orientedCriticalThe work approach is characterized by meticulous attention to detail.WS02Active
      CooperativeCriticalThe work style emphasizes collaboration and teamwork.WS03Active
      IndependentCriticalThe work style emphasizes autonomy and self-direction.WS04Active

  2. Map Custom Attributes to Job Roles

    1. Navigate to Manage Job Profile Content using Action Search.

    2. Select Set Up Families and Roles.

    3. Select the Job Role Supply Chain Analyst.

    4. On the role details, select the 0 Mapped Attributes tab.

    5. Choose Map Attributes.

    6. Select the Work Style attribute type, and choose the following attribute: Detail-oriented.

    7. Choose Add.

    8. On the Proficiency Level option, set as Devoted.

    9. Select Save Role.

    10. Repeat steps to map the following work styles for the other roles in the Supply Chain family, as follows (assign a Proficiency Level of your choice between Indifferent, Preferred and Devoted). Select Save Role every time to save your changes:

      • Demand Planner: Idea-oriented.
      • Procurement Specialist. Independent.
      • Logistics Coordinator: Cooperative .

Create and Assign Behaviors to Competencies

For those attributes of type=Competency, it is possible to Map Behaviors. The following process would be followed:

  1. Create a Behavior from Manage Talent Intelligence Hub→Behaviors→Create
  2. Add the details, Name, Description and Status.
  3. Navigate to the Competency section, and select a competency to access the details.
  4. Select Edit.
  5. Select Add Behavior, and choose the behavior you created in step 1.
Create a behavior from Talent Intelligence Hub
On the Edit Attribute details for a Competency, Behaviors can be mapped.

Once these behavior(s) are mapped to a Competency, they will be available for the Job Role - Competency mapping in Manage Job Profile Content or Manage Job Roles (if using the legacy Job Description Manager).

Create and Edit Tags

​Tags are used in Talent Intelligence Hub to categorize attributes. ​An attribute can have multiple tags. ​Competency Libraries migrated from JDM or CoC were organized per Library/Category/Group (CoC only). In TIH they are all converted into Tags.

There are 3 standard tags in TIH: Core, Critical and Trending. The "Core" tag is used by Performance/360 Reviews forms to pull core competencies and/or core skills. Core and Critical tags are highlighted in Growth Portfolio.

The Trending, Critical and Core tags are highlighted. These cannot be inactivated and have a defined ID of 1, 2, 3.

Caution

The standard Tags in Talent Intelligence Hub cannot be deactivated.

Custom tags can be created from Manage Talent Intelligence Hub→Tags→Create. Name, Code and Status are required.

Code corresponds to the External Code, defined by the user. A system assigned ID will be generated once the new Tag is created.

When creating a new tag, select Name, Code and Status. Description is optional.

Manage Proficiency Settings

Managing the Proficiency Settings will be done from the sections Rating Scales and Rating History.

The Rating Scales is where Proficiency Level Scales can be created and managed. Multiple scales can be created and being associated to the different attribute types in Talent Intelligence Hub.

To start creating a Proficiency Level Scale, follow these steps:

  1. Navigate to Manage Talent Intelligence Hub→General Configurations→Rating Scales→Create
  2. Add the following details:
    • Name
    • Description
    • Number of Levels. You can select between 1 and 10 levels.
    • Lowest Level Value. You can choose between 0 and 1.
    • Status. Can be set to Active or Inactive.
    • Include Too New To Rate. Select Yes or No. If this is set to Yes, there will be an additional neutral scale level when a rating is not possible to be given.
    Example of a creation of a Proficiency Level Scale.
  3. Set up the Rating Levels. Based on the number of levels, you can add the Proficiency Scale Name (required) and Description, as an optional step.

There are some considerations once the Proficiency Level Scale is created:

  • Number of Levels cannot be changed.
  • Include Too New To Rate option cannot be modified.
  • Once the first attribute has been associated to the Proficiency Level Scale, the Lowest Level Value cannot be changed anymore.
  • A confirmation dialog will be displayed when creating a new attribute of a specific attribute type. Message will display when the first attribute is created, to confirm the proficiency level scale associated is the right one.
  • The rating scale levels and their descriptions can be changed at any time. Any of these changes will apply to all the Associated Attribute Types.

Rating History

The other option available under Manage Talent Intelligence Hub is the assignment of the Rating History Type, which can be applied to any Performance or 360 Reviews form template, to determine if they should become a source for the ratings to be synchronized to the Growth Portfolio.

An example is when Job Specific Skill ratings are rated in a Performance Evaluation. The subject of the form will have these skills, associated to their Job Role, evaluated in the form. The assignment of the Rating History Type will determine if these ratings should update the Proficiency Levels in the subject's Growth Portfolio or not.

To assign the Rating History Type, navigate to Manage Talent Intelligence Hub→General Configurations→Rating History. On the list of templates, select those that should have a different rating history type.

The list of available Performance and 360 Review forms will show, including the Rating History Type.

Select Change Rating History Type. There are 3 possible options:

  • None. If the rating history type is set to None, the proficiency ratings provided in the Performance Management forms are not considered.
  • Performance. When the Rating History type is set to Performance, the system will append the attributes from the Performance form to the Growth Portfolio, but it will not include the ratings. Ratings from form are displayed as "unrated" in the portfolio
  • 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.
The options available to change rating history type display on the pop up dialog.

Note

​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.

Complete Exercise: Explore Talent Intelligence Hub

This video is for demonstration purposes. Any references made in this video to previous or later videos in this course (including titles, numbers, links, or sequence) may differ from the current course structure. Additionally, some functionalities shown may have evolved over time due to ongoing enhancements or business decisions.

Steps

  1. Add a new attribute.

    1. Log in to your instance as an administrator

    2. In Action Search enter Manage Talent Intelligence Hub

    3. Select the Skills card on the Attribute Configuration.

    4. Select

    5. Name the skill HTML5. When you start typing, it should display as a suggested skill name from the SAP SuccessFactors universal skills taxonomy. Select the skill from the suggested results.

    6. Verify that the Status is set to Active.

    7. Set the External Code to THR98

    8. To choose a tag, select the Choose Tags dropdown choose Technical and Critical and confirm with the Select button.

    9. Verify there is a description for the skill.

    10. Choose Create to add the skill into the attributes library.

  2. Add the new Skill in Growth Portfolio.

    1. Go to the Main Menu and select and on the Skills and Attributes section, select Skill.

    2. Select and search for the new skill you created previously, typing the skill name on the Search for attributes box.

    3. On the results, select , and choose Add.

    4. The skill is now added to your portfolio.

    5. Mark this skill as passionate about, selecting the heart icon

    6. Rate the skill as Intermediate, using the Edit Proficiency option

    7. Select the Save button

  3. Add a new Skill and rate competencies for an employee.

    1. Navigate to the Main Menu and choose . In the Target User Name field enter Donna and select Donna Director. Choose and then . From here, select Team View and select the Edit mode.

    2. Under Manny Manager add the HTML5 skill, and select 4-Advanced as the proficiency.

    3. Using the filter icon filter by Attribute Type and choose Competency and then activate Role-Based on the Categories dropdown.

    4. Activate Proficiency Gap ..

    5. Rate the role-based competencies for Manny Manager, and select Done when finished.

Summary

Some of the key takeaways for this lesson are:

  • Talent Intelligence Hub connects individual attributes, strengths and styles and preferences to support growth aspirations of their workforce.

  • There are two possible migration paths to Talent Intelligence Hub, from JDM or JPB.

  • From Manage Talent Intelligence Hub tool, administrators can access the Attribute Types, Attributes, Behaviors, Tags, and complete other actions, like assigning a rating history type to forms, create Proficiency Rating scales and enable/disable Growth Portfolio for the organization.

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