Exploring the 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.

Once Talent Intelligence Hub is successfully upgraded and the necessary permissions are granted, the administrator can access Manage Talent Intelligence Hub Settings from Action Search.

The Talent Intelligence Hub is organized into the following sections:

• Attributes: Includes a menu to search for attributes, filtered by name, attribute type, status,tags, ID, etc. From the search results, you can drill down into the attribute details, and edit the details, change status, edit proficiency levels and other. Standalone attributes can also be created from this section. Attributes competencies and skills can be pulled into the attribute section on the Performance and 360 Reviews Forms.
• Attribute Types: Displays the available attribute types, like Competency, Skill or Language, and you can see how many attributes exist per each type. There are also searching options available, and new attribute types can be created or edit the existing ones.
• Behaviors: Displays the available behaviors from associated attributes, like competencies. There are also searching options available and new behaviors can be created or edit the existing ones.
• Tags: Displays the available tags which 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.

  There are three standard tags: Core, Critical and Trending. The Performance Form and 360 Reviews Form can be configured to pull those competencies or skills tagged as core for all employees.

• Proficiency Settings: This section is organized into two sub-options:
  1. Rating Scale: From this menu, rating scales (referred to as Proficiency Level Scales) can be created and edited, as well as being 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 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 each level names and descriptions.
  2. Rating History: From this menu, you can select one or more forms to assign the appropriate rating history type. There are 3 types of rating history type:
     1. Performance: If the attribute is associated with a Performance form template, the attribute is marked as Unrated
     2. 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.
     3. 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.