At Veritas Prime, we believe the work that simply cannot fail deserves a strategy that is as proactive as it is engaging.
On a recent episode of The Talent Alchemy podcast, @RinkyKarthik explored a critical question that every HR leader is currently weighing: How do you actually maximize the Talent Intelligence Hub (TIH) for real-world workforce and succession planning?
It’s a timely discussion that hits home for us. While implementing TIH is a major milestone, the true value isn’t in the “blueprint”—it’s in the execution. When TIH is fully adopted, it transforms from a technical module into a powerful engine for internal mobility and data-driven strategy.
As your Collaborative Builders, we’re diving into how to turn that technical potential into practical, everyday outcomes. Below are key ways to maximize TIH and turn talent data into meaningful workforce insights.
1. Enable and Optimize Talent Search
One of the fastest ways to unlock value from TIH is by ensuring Talent Search is enabled and properly permissioned. Included in the Succession module, Talent Search is a powerful tool to assist in locating internal talent.
- Practical Step: Confirm that the right users (HR, talent partners, and leaders) have access.
- Optimization: Make sure Skills are included in the search criteria under Ratings and Attributes.
- The Impact: This allows you to quickly identify internal talent based on actual capabilities, reaching beyond job titles or resumes. For workforce planning, this means you can spot skill clusters, gaps, and ready-now talent across the entire organization.
2. Use the Role Readiness Indicator for Successor Selection
The ability to nominate successors to a position is fundamental for talent planning. When selecting successors, we recommend enabling the Role Readiness Indicator.
- Visibility: This provides a candidate’s readiness status directly within the selection process, pulling data from Career Development Planning (CDP).
- The Value: Leaders gain clear insight into whether someone is “ready now” or “ready later”. This creates more objective, transparent succession discussions and helps prioritize development actions for high-potential employees.
3. Permission “View Role Details” in the Succession Org Chart
A final piece within the Succession module is ensuring users can access View Role Details directly from the Succession Org Chart.
- Contextual Planning: This connects the role to the job profile directly from the chart, allowing leaders to see expectations and skill requirements in context while they are actively planning.
- Strategic Outcome: Succession planning becomes truly role-centric. Leaders can align successors to what the role truly requires, which improves bench strength and reduces risk for critical positions.
4. Turn On Suggested Roles in the Career Worksheet
The Suggested Roles functionality on the Career Worksheet enables employees to proactively seek new roles. These suggestions leverage TIH-associated tagged attributes to identify meaningful next-step opportunities.
- Intelligent Recommendations: Roles are suggested based on career path proximity, associated attributes, job families, and team popularity. This provides employees with clearer, more realistic guidance on their options.
- Why it Matters: This feature represents a powerful way to drive employee ownership of development while aligning individual aspirations with organizational needs. It creates a healthier succession pipeline by revealing roles where an employee’s skills are already aligned, often sparking new career aspirations.
5. Drive Ownership with Career Explorer
For organizations looking to go further with internal mobility, Career Explorer enables employees and leaders to visualize potential career paths across the organization.
- Intelligent Recommendations: This feature uses patterns from similar employees to recommend opportunities. It reveals adjacent, stretch, and future roles while highlighting skill similarities between them.
- Succession Impact: Planners can use it to reveal non-obvious successor pools that may have transferable skills but sit outside traditional career paths.
- Expert Note: Activating this requires specific prerequisites, such as at least 1,000 employee job change records and an enabled job architecture.
6. Leverage the Opportunity Marketplace
The Opportunity Marketplace represents a one-stop shop for employees and managers to browse and manage development opportunities.
- Hands-on Growth: Opportunities include internal projects, mentoring, and temporary “gigs” that can be tied directly to skills.
- The Result: Short-term opportunities accelerate skill development, making employees “succession-ready” faster. Employees who are engaged in their own development also produce lower attrition numbers.
7. Drive Skill and Attribute Adoption
The true power of TIH depends on participation. We suggest creating a campaign to introduce the Growth Portfolio to your workforce.
- Teammate Collaboration: Encourage managers and employees to work together to assess their skills and attributes. Reinforce this during every performance and career conversation.
- Better Data, Better Decisions: Complete data makes your succession plans richer and your workforce analytics more accurate. It allows your organization to better forecast talent risks and opportunities.
Final Thought: From System to Strategy
TIH is more than just a system: it’s a strategy enabler. When fully enabled and widely adopted, it connects skills, roles, readiness, and opportunities in a single talent ecosystem.
Ready to maximize your talent intelligence?
Implementing TIH for workforce and succession planning should feel like a natural progression for your team. Whether you are mapping attributes or building your first growth portfolio, our Approachable Experts are here to work side-by-side with you to ensure your SAP tenant delivers excellence for your people.
