SAP SuccessFactors HR and talent management technologies are built on the foundation of employee capabilities. Employee talents and other characteristics may now be integrated into business operations thanks to SAP’s Center of Capabilities.
Workforce information may be stored in the Center of Capabilities, a framework and core collection of features. The Center of Capabilities allows for the storing of any employee attribute, whereas old workplace thinking characterised this employee information as solely skills and competences.
Workers may utilise their stored skills to identify new positions, dynamic teams, and learning and development opportunities across the system, which are powered by these employee capabilities.
SAP’s Whole Self Model is supported by the Center of Capabilities. An employee’s personal objectives, motivations, and work style are all included in SAP’s model of the employee.
A manager can grade a worker’s competency with various talents, competencies, and other qualities using the Center of Capabilities Capability Portfolio. SAP’s Capability Portfolio aims to centralise information on employees’ education, certifications, and other workforce data in a central location. Managers can use this information to help identify potential areas of development.
Employees that need to be trained and the teams and projects that have piqued their interest can be identified via the Center of Capabilities.
Many of the features detailed here will be accessible in 2022 and beyond.
The SAP SuccessFactors Center of Capabilities includes both new and previous SAP SuccessFactors functionality. SuccessFactors apps and services like Job Profile Builder, Learning, and Recruiting are all used and supported by this system.
Capabilities flow into job requests, and users may add them to the job profile if they like. Based on the job profile’s skills, the programme may generate interview questions. To make a course appear in an employee’s capacity portfolio when they complete it, users can link it to a capability.
As a result of this granularity, capability libraries can organise capabilities based on various groups, such as functional areas or work families. Similar to a classic job architecture framework, a capability library may display up to four layers of hierarchy and identify capabilities throughout an organisation.
Each category in a capability library can be further broken into one or more groups, each of which can include capabilities. A capability library’s structure looks like this:
- Capability Library: Manufacturing
- Category: Automotive parts
- Group: Metalwork
- Competency: Casting
- Competency: Forgery
- Competency: Cutting
- Group: Assembly line
- Competency: Precision welding
- Competency: Shaft assembly
- Competency: Quality assurance
- Group: Metalwork
- Category: Automotive parts
Capability libraries can be uploaded by users or created manually, and third-party libraries can be integrated into the software. By using ML to infer capabilities from SuccessFactors and external data, SAP plans to establish Capabilities Libraries in the future.
In the Capability Portfolio, an employee’s abilities are listed and rated according to their skill level. For each point on the competence rating scale, the default label and description such as “proficient” or “expert proficiency” can be included. The rating scale can have three, four, or five points. Customized competency level descriptions are also possible. Capability addition, editing, and rating workflows are all in the works.
Ratings and further information may be found in the accompanying text for each capability. Users may search for occupations that match their abilities via the Opportunity Marketplace, which can be accessed through a Capability Portfolio.
How organisations can use it
One of the biggest voids in SAP SuccessFactors’ people management features is filled by the Center of Capabilities. A workforce’s talents may be more efficiently utilised by leaders who can reference a capabilities collection to discover the perfect individual for a given task, see career growth and progression statistics, and match applicants (both internally and outside) to available positions.
In order to attain the best results, a Center of Capabilities should be established. The Center of Capabilities strengthens a number of tools in this way:
- Talent Search. In the Center of Capabilities, users may look for workers and see whether they have certain skills or if they are a suitable fit for a specific position.
- Job Profile Builder. If job candidates can see their skills on profiles, it may assist them better grasp the job requirements.
- Recruiting. If job candidates can see their skills on profiles, it may assist them better grasp the job requirements.
- Onboarding. During the onboarding process, new employees have the opportunity to acquire new skills. By analysing your onboarding activities, the Capability Portfolio may also figure out what talents you have and add them in the future.
- Learning. Learning administrators can create capability-based learning paths, making it easier to compile structured education plans for employees.
- Career Development Planning.
- As soon as a goal is achieved, an employee’s competency in a specific skill appears on their portfolio, if goals and capabilities are linked in any way.
- Employee skill gaps may be seen using the Center of Capabilities. Managers and staff can use it to identify areas for growth and development.
- Knowing what employees can achieve depending on their aims and how they express them is possible thanks to the Center of Capabilities.
- Performance Management. The actions and accomplishments of Continuous Performance Achievement may be mapped to the capacities of users. An additional capability that a manager can include in a performance review is one that is added depending on the work or performance of the employee.
- Opportunity Marketplace. Capabilities Portfolio data may be used to provide suggestions for an employee’s project assignments, career transfers, training courses, and mentors.