Understanding Talent Intelligence Hub

Objective

After completing this lesson, you will be able to 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. 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. You can use the Attributes Library to:

  • Create attributes and attribute types.

  • Configure a 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.

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:

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

Migration and 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 two possible scenarios when migrating to Talent Intelligence Hub:

  • Migrating from Job Description Manager to Talent Intelligence Hub
  • Migrating from Job Profile Builder to Talent Intelligence Hub

Migration from JDM to TIH

In this scenario, Families and Roles will still be managed from JDM, but Competencies will be migrated to Talent Intelligence Hub. 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.

Migration from JPB to TIH

In this scenario, Families, Roles, Job Profile content and Competencies and Skill mappings will still be managed from JPB, but Competencies and Skills (Attributes) will be managed from Talent Intelligence Hub. The Center of Capabilities, where Competencies, Competency Libraries, and the Capabilities Portfolio was managed, will no longer be used since it is migrated to Talent Intelligence Hub (Attributes, Attribute Libraries and Growth Portfolio).

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 in Attribute Library against Attribute Type=Competency. The different library names, categories, and groups will be converted into Tags.

  • Skills: Even if enabled in JPB (as part of the Skillsplex library), they won't migrate to TIH, as currently Skill migration from JPB to TIH isn't supported. An error will be retrieved in the Check Tool for the following Check ID: MustNotHaveSkillMappingsWithNullWsmIdCheck.

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
Edit Manage Talent Intelligence Hub SettingsAllows administrators to edit the Talent Intelligence Hub settings
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.

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, language, and so on.
Attribute TypeView / Edit / CreateAdministrators can view, edit, and create attribute types in the Talent Intelligence Hub content, like certifications, an entity. Specific certifications, like C_THR81 or C_THR82, would be attributes of that attribute type.
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 or other custom attribute types, such as certifications.
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 .

Overview of the Talent Intelligence Hub Settings

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

  • Attributes: Includes a menu to search for attributes, filtered by name, attribute type, status, tags, ID, and so on. From the search results, you can drill down into the attribute details, and edit the details, change status, and edit proficiency levels. Standalone attributes can also be created from this section.
  • Attribute Types: Displays the available attribute types like Competency, Skill, 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.
  • 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.
  • 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.
  • 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, 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.
  • Portfolio Settings: From this section, administrators can enable and disable Growth Portfolio for the organization.
Attributes tab includes filters for Skill and Language, with options to create or modify attributes.

Create and Edit Attribute Types

​To create an attribute type, beyond Competency / Skill, navigate to Manage Talent Intelligence Hub→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.

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.

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. Select the Attribute Types tab.

    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 Save.

Create and Edit Attributes

To create an attribute, navigate to Manage Talent Intelligence Hub→Attributes→Create

Add the following details:

  1. Attribute Type. Select from the dropdown list to which type this attribute will belong to.
  2. Name
  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. Status. Select whether the attribute should be Active or Inactive.
  5. Tags (optional). You can type or select from the advanced search option. Multiple entries are allowed
This example shows how to select different Tags to categorize a new attribute.

Once the Attribute is created, the system will assign an External Code and an ID. The external code is a customer maintained ID, which is also known as externalId.

The ID 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 Type is greyed out and cannot be changed.

The attribute details can be edited, except for the Attribute Type.

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 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.

Steps

  1. Create new Work Style attributes in Talent Intelligence Hub

    1. Navigate to Manage Talent Intelligence Hub. On the Attributes landing page, select the Create button.

    2. Add the following 4 attributes using the table below, choose Create every time to confirm the creation.

      Custom Attributes

      Attribute TypeAttribute NameTagsDescriptionStatus
      Work StyleIdea-orientedCriticalThe work approach is fueled by innovative ideas.Active
      Work StyleDetail-orientedCriticalThe work approach is characterized by meticulous attention to detail.Active
      Work StyleCooperativeCriticalThe work style emphasizes collaboration and teamwork.Active
      Work StyleIndependentCriticalThe work style emphasizes autonomy and self-direction.Active

  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 Attributes tab, 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 inactivated.

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

Accessing the Proficiency Settings will include two sub-options: Rating Scale and Rating History.

The Rating Scale 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→Proficiency Settings→Rating Scale→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 sub-option available under Proficiency Settings 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→Proficiency Settings→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.

Manage Portfolio Settings

In this area, the Growth Portfolio can be enabled and disabled.

Navigate to Manage Talent Intelligence Hub→Portfolio Settings

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

  • Review the Proficiency Level Scale from the Proficiency Settings tab. The number of proficiency levels in a Proficiency Level Scale can't be modified once Growth Portfolio is enabled.
  • Review the associations between Attribute Types (Competency, Skill, and so on) and proficiency level scales.
  • Review the performance forms from the Rating History tab to ensure the correct rating history (None, Performance, or Proficiency) is set for forms.
Portfolio Setttings menu allows administrators to enable/disable Growth Portfolio in the organization.

Explore Talent Intelligence Hub

Steps

  1. Open Start Page in the Browser and Log onto the instance.

    1. Open a browser and go to URL https://salesdemo.successfactors.eu/login?company=SFEDU…

    2. For Username enter admin.

    3. For Password enter the user password from e-mail

    4. Select Login.

  2. Add a new attribute.

    1. In Action Search enter Manage Talent Intelligence Hub

    2. Select

    3. Choose an Attribute Type by selecting and choose Skill.

    4. Name the attribute HTML5.

    5. For description, enter the following:

      HTML5 is a markup language used for creating and structuring the content of web pages. Proficiency in HTML5 is essential for web developers and designers.

    6. Set the Status to Active by selecting the corresponding radio-button

    7. To choose a tag, select the Choose Tags dropdown choose Technical and then click the Select button and then choose the Create button.

  3. Add a new Skills in Growth Portfolio.

    1. Go to the Main Menu and select and then and then use the Search icon and search for Skilland then enable HTML5 .

    2. Select the HTML5 Skill and then click on Edit Proficiency and then the heart icon . Then choose Intermediate by maintaining the scale

    3. Select the Save button

  4. Change permission, to get Team View available.

    1. Go to Action Search and select Manage Permission Roles then Click on Managers then Assignments and then Edit.

    2. Here you can define a Target Population by enabling: and disabling:

    3. Select and then

  5. Add a new Skill for employees.

    1. Go 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 Viewand then Edit. Under Manny Manager select 4-Advancedand then the filter icon

    2. For Attribute Type select the Competency radiobutton and then activate Role-Based and Proficiency Gap .

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.

Learning

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