1Chapter 01
How to Use Talent Intelligence Hub and Career & Talent Development to Power a Skills-First Experience
This session introduces the core SAP SuccessFactors capabilities that enable a skills-based organisation. We’ll explore how Talent Intelligence Hub (TIH) and Career & Talent Development (CTD) work together to create a connected skills experience for employees, managers, and HR. You’ll gain clarity on what these tools do, how they fit together, and where to start.
2Chapter 02
How to Build a Strong Business Case for Skills Transformation
A skills strategy needs executive backing to succeed. In this session, we’ll focus on how to build a compelling business case for skills transformation, linking skills to real business challenges and outcomes. You’ll learn how to position skills as an investment, not a cost, and how to articulate value in a way that resonates with senior stakeholders.
3Chapter 03
How to Design Job Architecture and Job Profiles for a Skills-Based Organisation
Job architecture is the foundation of any skills initiative. This session looks at how to design job architecture and job profiles that support a skills-based approach rather than constrain it. We’ll cover best practices for structuring roles, aligning jobs to skills, and avoiding common pitfalls that limit flexibility and scalability.
4Chapter 04
How to Implement Skills in SAP SuccessFactors Using Talent Intelligence Hub and Job Profile Builder
This session focuses on the practical implementation of skills in SAP SuccessFactors. We’ll walk through how Talent Intelligence Hub and Job Profile Builder work together to operationalise skills, from configuration considerations to data dependencies. Ideal for teams planning or already in implementation.
5Chapter 05
How to Build a Skills Library and Map Skills to Roles at Scale
A usable skills library is critical to success. In this session, we’ll explore how to build or refine a skills library and map skills to roles at scale. You’ll learn how to approach skills taxonomy, avoid over-engineering, and ensure your skills data supports downstream use cases like learning, mobility, and workforce planning.
6Chapter 06
How to Govern, Maintain, and Keep Skills Data Relevant Over Time
Skills data quickly loses value without the right governance. This session focuses on how to establish governance and maintenance models to keep skills data accurate, current, and trusted. We’ll cover ownership, review cycles, and practical approaches to sustaining skills over time without creating unnecessary overhead.
7Chapter 07
What a Real Skills-Based Transformation Looks Like in Practice
In this session, a customer will share their skills transformation journey so far, offering a real-world view of what it takes to move towards a skills-based organisation. You’ll hear practical insights on what worked, what didn’t, and the lessons learned along the way. This session brings the series together by grounding strategy and implementation in lived experience.
8Chapter 08
How to Validate Skills and Build Trust in Your Skills Data
Skills data only becomes valuable when it can be trusted. In this session, we’ll focus on skills validation using TalenTeam’s AssessIQ. You’ll learn how to move beyond self-declared skills and introduce structured, evidence-based validation that strengthens confidence in your skills data. We’ll explore where skills validation fits into the wider skills lifecycle and how validated skills enable more accurate decisions across learning, mobility, and workforce planning.
