Exploring Integrations with Talent Intelligence Hub

The following screenshot shows the different integration points with Talent Intelligence Hub and other areas, such as the Job Architecture. These integration points are summarized as follows:

• Attribute Libraries store Competencies and Skills.
• Job Families and Job Roles structure will allow you to map attributes to the different roles in the organization.
• Learning, Talent Search, and Mentoring Programs are connected to attributes.
• Performance and 360 Reviews forms, Interview Central and Development Plans, and Opportunity Marketplace assignments are connected to attributes.
• Some features connect directly to Job Roles, like Career Paths, MDF Talent Pools, Promotion Job Selector (Compensation), or Succession Nominations, where you can browse by role.
• Job Profiles with descriptive content can be created and linked to Job Roles in a 1:1 relationship. Competencies and Skills can be mapped to the Job Roles and will appear in the Job Profile.
• These Job Profiles appear in different areas, like Career Worksheet or a Job Requisition in Recruiting. Job Profiles and Job Requisitions can be created at a more granular level for Positions.
• The Growth Portfolio is populated with role-specific attributes and can be populated with attributes coming from Opportunity Marketplace assignments, Performance, 360 Reviews, or Role Readiness forms as well as from Learning.

If you’ve migrated to Talent Intelligence Hub, Growth Portfolio is now automatically updated with Opportunity Marketplace Assignments data when an assignment is completed:

• If an attribute that is defined in an assignment doesn’t exist in Growth Portfolio, the attribute is automatically added to Growth Portfolio. An entry appears in the timeline in Growth Portfolio indicating that Opportunity Marketplace added the attribute.
• If an attribute that is defined in an assignment already exists in Growth Portfolio, an entry appears in the timeline in the Growth Portfolio indicating that Opportunity Marketplace updated the attribute.
• Intelligent and non-intelligent opportunity recommendations are included in the Opportunities to Grow section in the skill details page in Growth Portfolio, the landing page of Growth Portfolio, and in the job role details page in the latest Career Worksheet.
  Note

  The intelligent recommendations powered by machine learning technology have certain requirements. See the following resource for more information: Enabling Intelligent Recommendations in Opportunity Marketplace
• Job roles are recommended in the Explore Career Options landing page in Opportunity Marketplace and the latest Career Worksheet are based on the Suggested Roles or Career Explorer algorithms. In the first case, the recommendation logic also takes into account those Core/Critical attributes in Growth Portfolio, as well as attributes that were marked as passionate by the end users themselves, to provide more personalized recommendations.

Any attributes from Growth Portfolio that assignment owners add to the assignments are searchable.

In Performance and 360 Reviews forms, competencies and skills can be evaluated in the Attribute sections. Both of these attribute types can be displayed in the forms and rated by employees and managers, or other roles. Once the forms are completed, the ratings from these attributes can flow into the Growth Portfolio, and the audit history in Growth Portfolio for each attribute shows the source and when the rating was updated.

In this following example, the rating in Growth Portfolio shows the last rating for that Skill, which is possible to be displayed in the Last Rating tab in the Skill section. Once the form is completed, the Skill rating in Growth Portfolio is updated according to the last rating provided in the form.

As discussed previously in this Unit, the Redesigned Experience for the Growth Portfolio is strongly tied to the Career and Talent Development solution, which includes Career Development Planning and Mentoring. Managers can easily track their team's readiness for their target roles, as well as identify which roles are more popular within their team. Employees can find opportunities to grow within the Explore Career Options functionality, as well as display linked Development Goals on their attribute details.

Regardless of which version of the Career Worksheet is used, with the Talent Intelligence Hub integration, Skills can be explored in addition to the Competencies for the current role and target roles. Users will be able to view the skills required for a job role as well as the gap between the expected rating of a skill and the self-rating provided in Growth Portfolio.

• Growth Portfolio is the only source of skill and competency ratings. If you also configure forms for providing ratings, the latest rating is synced to Growth Portfolio and then shown in the Career Worksheet.
• Behaviors aren't supported. If there are behaviors mapped to job roles, we recommend you hide behaviors by adding the following element to the Career Worksheet template: <behaviors hide="true" hide-ratings="true" use-in-readiness="false"/>.
• The permission control for viewing certain job roles and competencies isn't supported.
• Tags instead of competencies are used in the Manage Suggested Roles tool. Tags are created in the Manage Talent Intelligence Hub tool and used for labeling different attributes.

In Development Plans, skills can be associated to development goals, in addition to competencies (which is already supported without TIH). Users will be able to access the attribute picker when creating or editing a development goal.

If the Latest Career Worksheet is enabled, users can also display their development goals associated to their Skill or Competency, and create goals directly from Growth Portfolio.

In Mentoring Programs, attributes from TIH can be leveraged to set up preferences for mentor and mentee matching.

In SAP SuccessFactors Recruiting, you can choose attributes defined in the central library of Talent Intelligence Hub and add skills to a job requisition with or without using a Job Profile.

To use skills without a profile, you need to define and permission a custom field in the Job Requisition Template, like this example:

1234
<field-definition id="customSkill" type="attribute" attribute-type="SKILL" required="false" custom="true">
             <field-label><![CDATA[Skills]]></field-label>
             <field-description><![CDATA[Select Skills from TIH]]]></field-description>
             </field-definition>

This field can also be defined and permissioned from Manage Templates for the Job Requisition template, like this example below:

When upgrading to Talent Intelligence Hub, there are some considerations if using Recruiting: .

• The competency data is migrated from JDM / Center of Capabilities (JPB) to ensure the competencies can continue to be used in job requisitions and interview central. A Migrate Recruiting Competencies to Talent Intelligence Hub will run in Scheduled Job Manager.
• If your instance has Job Profile Builder enabled and using Job Requisitions, the following option should be enabled before upgrading to Talent Intelligence Hub: Manage Recruiting Settings→Use Job Profiles in Requisitions. Once the system is migrated to Talent Intelligence Hub, this setting can no longer be disabled. There's a check in the Check Tool UseJobProfilesInReqCheck that will validate this setting is enabled prior to the migration. More information can be found in this KBA (log in to SAP for ME to access the full article): 3328015 - Migrating Job Profile Builder Data to Talent Intelligence Hub

Some of the UI changes affecting Recruiting when TIH is enabled are:

• The Edit button in the Job Profile page is replaced with Format and Add buttons for the Skills and Competency sections.
• On instances integrated with JPB, the Library and Category columns are removed from the Competency section in the Job Profile tab when job requisition is not using a profile.
• On instances integrated with JDM, the Library, Category, Expected Rating % and Weight % columns are removed from the Competency sections.

In Interview Central, competencies, skills and interview questions from the job requisition are pulled.

You can use attributes like Competency and Skills in items, programs, tasks, and objectives. When this integration is enabled, you can view the associated attributes and its ratings for completed courses from Growth Portfolio.

Once the learners complete the item, course, program or similar, the proficiency levels assigned on the Learning Content will synchronize to the Growth Portfolio of the user if these attributes were already added. In this example, an administrator selected some attributes when creating the SuccessFactors Learning Overview course.

When choosing an attribute, the proficiency levels that should result from the completion of this learning will display. In this image below, the completion of the learning will update the proficiency level for the Strategies of Pricing skill, into 5 - Master.

When a learning course matches the users attributes, they might display recommendations for Learning Assignments within their Growth Portfolio, on the Advance My Proficiency section,

Some of the key takeaways for this lesson are:

• Skills and Competencies rated in Performance or 360 Reviews forms can synchronize to Growth Portfolio to update the Proficiency Levels upon forms completion.
• Talent Intelligence Hub integrates with Career Development Planning, Learning and more solutions.