Architecting Growth & Leadership Bootcamp (H2R) - Succession CDP Focused

screen, and let's be like this screen, and let me go here, the part of it. So in the previous sessions, we covered, uh, the org chart, succession org charts, and pipeline, the MD-based positions and foundations. Okay, so ensure you're completing all the assignments. If you have not completed the assignments, just you go and complete those. Otherwise, which you can complete, and only otherwise you will not be understanding anything in the next session. Okay, so for the reason, I highly recommend complete. Okay, if you have not— if you're watching this in the video, uh, in the platform, just stop here and you complete all the assignments we have given here, then only you proceed to this. Otherwise, there's no point in binge watching. Okay, it is not a Netflix kind of a thing. Okay, so here, uh, in the previous codex which I have given, so you have seen that these are terminologies we talked about, and we have AI codex for it. Now you can simply copy this AI codex into any of your AI tool, okay, and, uh, check out what are the differences among all the terminologies, especially for your case study, right? So I'm also going to try how does it look like. Simply go here, copy this case Okay, go to any of your, let's say I will copy this. Okay, I will go to my AI Fiesta tool. Okay, and in that tool I will go and check how does it matter for energy sector. Okay, so I will go to energy sector and all the 11 GICS sector we are having different, different tool for that. And so I will go here and I will be asking this query. Okay, I will be going and let me refresh this tool and here Actually, I will be asking in the energy sector, uh, Super Energy, and let me ask this query. So let me ask this query here directly for energy sector, energy sector, Super Energy tool channel. In the channel, I will be asking this query. So let's see what is the response coming in. Okay, for in the context of energy sector, I will say that an energy sector we will be going to today for in Europe. Any countries. So 4, 5 countries, 4 countries. Okay, so we'll try to understand that, especially from an energy sector point of view. These are the 7 things which we'll be talking about, and let's see what is coming in. So meanwhile, it is generating in our AI Fiesta tool, and, uh, we will be seeing the talent management point of view. So energy transformation, they have taken the example of Germany, France, Spain, and UK, and why these are required. You can see that there's a context also they have generated, created for it. What are the business risk, regulatory pressure, geographical challenges, uh, they are saying, right? And what is the result of it? And based on that, actually, they have created a successful organization chart definition part of it. Okay, participation offshore and the definition for the purpose of it in each and every sector, and what is the scope, okay, in the energy sector, but what is the scope of that, okay, for each level, okay, and why is business drivers, what are the different business drivers in the energy European sector of it. Then we have for each and every countries also they have given us some estimate figure out of it, right, so this is pretty much understandable. So then you can see what is a common theme across all these 4 countries. You can see that aging workforce, knowledge loss, skill mismatch, okay, talent in cities but utilities are in the regional locations, people are not ready to go to the regional locations, right, competition, regulatory pressure, business impact, and all these things. And how part of it actually, how do you create all of these things? In our chat they also given a solution for us, how we can define the critical positions utility sector, for each and everything. Okay, assessing the current incumbents, which already we have seen in our tool in SuccessFactors. How we can identify and assess the potential successor— those details also they have covered here. Right now these details are here. And how we can also design a development plan— so you can see all the details are here. Okay, this is very detailed way, this AI. We are doing it for energy sector. And by the way, this type of an activity I will be doing it for you for different other sectors as well, and you'll be getting that as a case study. So you can choose what kind of a thing. This is also given a German utility sector case study. They have given an org chart, right? How— who can be the primary successor, who can be the secondary successor. Okay, so pretty much you can follow this as a, you know, as your case study. So it is pretty much cool, and we can see much detail part of it, all the details they have given here. Okay, not only that, but also they're given a color coding also, which is also we have seen in our— suppose they want, okay, but they have to have— this is a requirement you can think of, okay? Sakshi ready, 0 to 6 months, 1 to 2 years, 2 to 3 years, all of this thing. Okay, and how we can do those things in the MDA-based, uh, so this is the first thing we have understood. Okay, now the second part of it, MDA-based position. So they also have given a particular definition part of it, but why and how part of it. So you can see, uh, position-based nomination and person-based nominations. Okay, so ideally I could have given one-on-one terms, it is too detailed, they have given you. Okay. So who will be moving when, and all the details, uh, they're given here. Okay, so this is good, and I will be sharing this case studies with you anyway, and you can explore, and you have to implement it. Okay, I want implementations, and you have to do this implementations in your system, and you have to demonstrate. Then only it makes sense that you have already availed that skill, attained that skill. Okay, so that is what exactly we are expecting in this particular exercise. Okay, so this is, I think, it is good. And how to apply, how to implement, everything they are talking about here. This is good, pretty much. Now coming to the next part of it, while it will be generating, I know it will take some time. We will go into the next concept for today. For the next concept, what we have studied, uh, what we have decided today is the next one. Let me go to the index page for today. So in the earlier session, in our day one, in the foundations, we talked about, uh, the context, succession management foundations. Then we talked about the architecture side of it. Okay, uh, this is the overall components part of it we have seen. Okay, now before we go to the enterprise architecture lens, I would like to understand something called as a concept known as a metamodel. Okay, so we'll try to understand the data model, metamodel, whatever we are having for this particular topic. Then we will go about here. Okay, so let me— so in this topic I will talk about the succession architecture point of view, what is the meta model we are having. So by the time this tool, whatever we are using, it is generating for that, meanwhile we'll be looking at the meta model understanding of the particular tool. So for that we will be going to our other tool, and here we will be going to our application architecture, and specifically for HR transformation we have, but actually we will go here. Directly. So let me go there, the dashboard, and I will be putting here. And so let's say explain the meta model, or basically the architecture point of view. Okay, so succession mod— succession management. So let's say I will choose here, uh, let's say back to the dashboard. We will be— before to do this activity, we will be— this is an AI activity plus EA activity. EA since for enterprise architecture point of view, we have to look into the multiple sectors. So in the first, second half, we have already understood that is enough, okay? But in this segment, we are going to the next level, okay? Which is actually in the SAP Learning Hub or any other modules you may not be finding. We are looking at enterprise architecture point of view. So at the solution architecture point of view, whatever we have already covered, that's more than enough. But for senior people who are already having some experience, you have to also think about in this direction. Okay, so that is why we are covering this part of it as well. And this is how we will go to the next segment. So by the time this is generating, we will be going to the other space in the application architecture. And in the application architecture, we'll be talking about this one. So let's say, uh, meta model. So think like a— I will say, think like this is a prompt I will be sharing with you. An architect Enterprise Architect, give me a metamodel, metamodel of SuccessFactors management. Because we are doing now for SAP SuccessFactors, we will be creating, we will be identifying that SAP SuccessFactors management Office Success Management module. Okay, then we will be also asking how it is different from Workday Oracle Success Management. So then I know there are similarities, but we will— suppose you are an architect, this kind of a questions you may be asked. Okay, so you have to be ready. It is not for everyone, but people who are serious and want to go for an architectural role. Okay, so you may be asked this kind of a questions. So this is an activity which you will be doing as an architect. Okay, and while maintaining this, we will be going to our note section. Okay, we will be also updating our notes also. Okay, so the note sections, we will be going here. So concept number 2 was already success and management tools. We already— we have talked about the success and detail part of it, okay? Although the meta model also comes under this, but I will be covering in the concept number 2— concept number 3, actually. So this is a concept number 2 which you have studied earlier today. So the concept number 3 will be here, okay? So the concept number 3, we will be going here. Let me go to the class, today's class. And in the class itself, we will be going to the Succession Planning Bootcamp, which is currently ongoing. And inside that, what we have is your, uh, 3-day bootcamp. The concept number 1, concept number 2 is already over in the previous sessions, so I will mark it as a completed already. And now the concept number 3, concept number 3, what we have understood, this is the concept number 3. Concept number 3 is this one. Okay, so concept, enterprise architecture lens point of view, this is what is the meaning of a succession management. Okay, and here we'll talk about how EC integration, workforce talent intelligence, and skills architecture. We're focusing on architectural thing, then only we'll be understanding the AI part of it all. Okay, how it will be done and all. So this is a little conceptual. Okay, how to be done, so maybe we'll see later in the bootcamp, in the hackathon and all. But for now, this understanding is very, very important for us. Okay, so I will now go here and update this notes, the concept number 3. The concept number 3, I will put a new lessons here and it will be updating for us the new lesson. Let me go concept number 3. The lesson details are here, so I will put it here. We'll try to understand this. Enterprise Architecture Lens point of view. This topics— this is our topic, Enterprise Architecture Lens, Success and Management. Success and Management from Enterprise Architecture Lens. And this is our concept. Number 3 today. Okay, so in this we will be trying to understand the detail part of it. Let me go there. So by the way, this is already ready for us, so you will be checking out all of these things at a point of time, okay, uh, this entire, uh, hierarchies and all. But meanwhile, we will check the, uh, architectural thing, okay. As an architect, so success and planning, and it's not a tool, it is a critical subdomain of hire to retire. Definitely hire to retire, that is your HR process. And the identical, the meta model, they have given a comparative view actually. Okay, so what they are having is success and management, we will be having built largely on the metadata framework. It is a purely metadata framework based. Okay, and it's also highly extensible, and they use an object-oriented structure typically. Okay, and what are the entities or business object we call it? We have a person, we have a position, that is subject and target, success and planning. Okay, talent pool, nomination, talent flags, performance potential metrics. And the relationships are like this: you will be having position to incumbent, position to successor, successor to readiness, and development goal to success. So this is what exactly the typical meta model, you can think about it from a succession management point of view. Now from an architectural point of view, this is pretty much SuccessFactors, as you can see that, and how they have compared. Okay, so in Workday we are having purely object-oriented, power of one. Okay, they do not— it's a monolithic product, every worker is an object there. Okay, and whenever I'm talking about SuccessFactors, it is a view or a task on that object. Okay, but in Oracle, if you see Oracle, how does it work? It is a purely profile-driven. Okay, it is purely reliant— they have something, we just— we have a people profile, they have a talent profile. Okay, that is a comparison. Okay, and similarly, these are the four comparison they have given to us from architectural point of view. Position Management is SuccessFactors position-centric. SuccessFactors management, it is one, but usually always tied to MDF position only. Okay, so that is what the you will finding here. But in Workday, it is pretty much flexible. It is worker-centric. Okay, they have a job profile, they have management level position. We don't require a formal position hierarchy. This is a very important architectural differences you to understand. If you can connect with any of the Warby consultant, they will also tell the same thing. Okay, so that is pretty flexible there. Okay, and it is pretty worker-centric. But in Oracle, it is like a mix hybrid kind of a thing. So they have alignment of the business unit and also departments, but actually they are also not so much flexible like SuccessFactors. Okay, So that is what I'm not saying which is good or bad here. It is just we are comparing. Now, engine point of view, SuccessFactors is the talent search already. We have seen in the earlier session today, we already cover the talent search. How do you do a talent search across? So the employee database and everything, you are doing it right. And the talent, so, but in Workday, it is pretty much talent pipeline driven. Okay, so flow of people to the entire organization, they have a unified data model. Must be knowing that they do not require any kind of integrations between module to module the way we do it in SuccessFactors. In Workday, it is pretty much monolithic product. Okay, but in Oracle, there is an event-driven. So architecturally, it is an event-driven, and the data is updated based on your collaborative review, based on talent review meetings, just like we do have a calibration in SuccessFactors. Okay, so this is a comparison we must understand. And now coming to extensibility, how extensible is Okay, so in SuccessFactors, pretty much extensible. You can create custom fields, nomination object, everything. But in Workday, being— it's little moderate. It is configuration heavy, but it is more related to your Workday object model, whatever they're having. You cannot break the original schema there. Okay, so this is from a Workday point of view. But from Oracle, it is again high. You can customize, you can use usual flex field, they call flex field and sandbox environment. You have a deep UI in data model change. So this is an architectural differences what we have, and you will be finding there. Okay, so now key differentiator. So they have a MDF advantage, we have SAP from an EA point of view. And similarly, from Workday, they have a unified data, so there is a zero latency. Okay, so in SAP, we'll be having issue between, uh, that is pretty much I have seen between the performance data and succession data because there will be sync data issues, but in a workday, because they are the same record, we did not have any, uh, data. So at this moment as we speak, okay, so this is a summary, okay. So if you're having, uh, these are actually the— so I'm not going to read out, but this is the key differences among the three data model of a succession management point of view, okay. So this is pretty much we need to understand how does it work, and especially from an architectural point of view. Okay, so this is something, and no other notes I will be sharing with you, all of you, but this is the pretty much understandable, and I will be updating this also in our notes as well. So this is our notes from an architectural point of view. So the key data, so we'll understand, we first of all understood that today. The first is the meta model, okay, meta model. And differences, differences in SAP, Workday, Oracle from SuccessFactors management point of view only. Okay, SuccessFactors management point of view. So that is what we understood today, and in this I will be converting into a page so that you will be understanding this. And you have an access to it later point of time. Okay, so this is the first part. Then, uh, what about the data model? Okay, so we already talked about the meta model. Okay, so now from a data model point of view, data model, uh, point of view, data model. So I'll be utilizing the same prompt, but instead of meta model, I will be talking about the data model. So think like a data architect now, okay? So these questions I will be putting here like a data architect. Meta model— give me a data model of these two models, this model, and how it is, uh, how it is different, okay? So I think similar answers I'm expecting, but we will be trying this here, not in an application architect But we will be going to our specialist agent who is sitting in our data architecture. So I will be going to industry domain, infra, AI, security integrations. Just a minute. I'm just checking in. OK. I can try here also. Or data, data. Data is not there. So I can try here also. Just a minute. I'm just checking in. Switching this one, I will make the screen little small so that I can switch properly. Okay, yeah, data architecture. Now I can see. Okay, so the data architecture AI agent, we will go and we will check it out. So verify it. So here, think like a data architect and how it is different from, from SuccessFactors Management, SAP SuccessFactors. SAP SuccessFactors, I will say. Although it understands, we will be utilizing this. Okay, so meanwhile, our architectural thing is also ready, and I'm sure this is already has done its work. No, all the examples and everything, this is good. Okay, continue this exercise. So this is the definitions already we have covered, the role readiness, whatever we talked about, right? And so it will do its work. And meanwhile, we will be updating this. So architectural point of view, we have got a very good, you know, Mermaid schema. Okay, how many of you are already knowing how to draw a Mermaid diagram? Okay, if you do not know, so you will be learning this. Okay, what you have to do is— so this is very, very important from an architectural point of view. Maybe you are a solution architect, it may not be relevant for you now. But, uh, it is good to have this kind of a practice, okay? Logical— first of all, understand the logical data model. So if you talk about logical data model, if you go inside the product team of the Succession Management, you can see that these are the things they have— 6 things, okay? Position, MDF, nominee, talent pool, succession planning, talent flags, and rating— those metadata, okay? So these are the possible values they can have, the attributes, okay? And the schema view is like this from an architectural point of view, okay? And you will be having a section for position, success and planning, your belongs to, assigned, all these things. With position one side, we have a nominee, we have talent flags. Well, talent flags are like risk of loss, impact of loss, any kind of talent tier if you are having it, okay? So this is your typical talent schema, and SuccessFactors is using matrix grid, as I said, 9-box configuration. And it is not a UI feature, and it is actually like a mapping 0 to 3 and discrete grid coordinate kind of a string. Okay, and where they are stored, they are stored as background elements. People who do not know the background elements, go back to EC and Platform Foundation, check it out. Okay, background elements or MDF talent profile tables, you'll be finding that. Okay, and how do you compare? So comparisons are pretty much simple. As I say, in SuccessFactors everything is MDF-centric. Waterday is object-centric, and Oracle, it is more of a process-centric. Okay, so that is how you differentiate. Okay, and whenever I'm saying your Marmite diagram, so you can also have it— how does it look like? You can also verify it. Okay, so what I will do, I will copy this Marmite diagram. Okay, and I can also present it. Okay, if I go to my notes, I will be giving this Marmite exercise also as an activity, you should try it out, okay? Go to any AI tool, okay? And for any of the process, you try to create a Marmite diagram. That means the process diagram only, but it is drawn in a, uh, particular way. This is the ER diagram which we'll be drawing now. So I'll be doing this, I'll be giving it as a homework for you. I will be doing myself, okay? So you have to do is a Marmite diagram. For Succession Management data model, management data model. Okay, so here what you will be doing, it is a homework. You can try, you can use any AI, you open for AI, any AI tool you can use and you can try that. And for now, in the session, in the live sessions, whatever you're conducting, we will be creating a Marmite diagram using the AI code. We don't have to draw diagram using— nowadays you— a lot of tools are available, which is in the Notion. I'm trying it, I will be showing. It is free, okay? Although I'm having a Marmite tool which is— I can showcase. So what I will do, I will be doing a Marmite process diagram. So this is an ER diagram, by the way, entity relationship diagram. You must have studied— if you have studied, uh, DBMS concept in your engineering or computer science days, you'll be finding that as well. So I will convert it into a page, and in that page, what I will do, I will be go— I'll be going and creating this Marmite diagram, this ER diagram, okay, using Marmite. So what I will do, I will put it here, this entire Marmite diagram. I will copy paste, okay. And what is happening is, uh, I will reformat it. I have to reformat it. And for that I will be using Notion AI. Here I will say that format the wormhole diagram and present it, present the diagram, format the wormhole diagram code, wormhole code, and present the diagram. Okay, so this is an optional exercise, uh, little advanced topic. And but it is good for especially people who are in architectural role and senior role, you should be aware of it. Okay, it is for everyone by the way. So it will be updating this activity and meanwhile it is reformatted. You can see that it has actually— this is how the modified diagram will be looking like. Okay, this is a typical ER diagram which is actually— you can see that. Okay, I will expand it. Okay, and suppose somebody will be asking a data model of it, you can see that. Okay, this is a typical Success and management point of view. We have success plans, readiness checklist, who will be user, what is the talent pool, what the— who is the relationship between entity, uh, means your objects, your— this is object relationship diagram, typically entity relationship diagram. You can see that, okay, how this can be connected, what is all these things you will be finding here. And you can read out about based on this, okay. So in this way, if you copy simply the notion, you will find in the Marmite diagram, if you find there's an option called Marmite here Okay, and if you want to see more in detail, you can see the different view. You can do a preview only if you want to see the picture only, if you want to see the code only, or if you want to see the both. Okay, so if all the options here, you will be finding here directly. Okay, so you can have a— this is a split view. You will be having a diagram as well as this one. Okay, so this is the understanding, and you can architecturally— you can— so you can see with the code only, AI only, we have generated this code. Okay, if you have to draw this diagram, definitely you can also draw it in the college days we used to do that. Okay, so, but using AI you can also do this. Okay, so now after understanding this, so we have gone in detail about it, the data model part of it also. Now we will be going to the next part of the segment. Okay, from understanding of the architectural point of view, let's go back to the concept. We will be going to the concept number 3, and as you're understanding And we will be going deep into the topic of architecting the intelligent workforce ecosystem. So this topic is called as architecting intelligent workforce ecosystem and how everything is connected. Okay, so in this we will talk about AI skills intelligence and connected all the things. Okay, so this is an in-progress activity, especially even SAP is also working on that. Everything is not perfect now. Okay, so still SAP is improvising in different areas, your Talent Intelligence hubs space. So this is a work in progress by SAP also, okay? They keep on updating these things, okay? But this is the hot topic nowadays, okay? So now if you go here in this topic, so why HR projects fail after expensive implementations, right? So we have to also understand, right, in this context, the idea is the mostly we have a User adoption. So people, I have seen, even if you have invested a lot, there is pure adoption. If there is a change, people are not ready to change. Also, you have not documented the process. I have shown you how to document, right? There's a style for it. There is an architecture way of documenting the process diagram, everything, okay? So if they are not properly documented, if they're broken processes, if they're disconnected in siloed system, you cannot do that everything, okay? And also the data quality governance. There is no alignment to the business strategy. That is where the business architects also come into picture, Okay, so those things are the very common answer. You must have already experienced it. I don't have to explain. But what is the real answer? The real answer is technology alone. Only SAP, you can, you can bring the best of the best product in the market, right? But only the product will not transform your organization. Only the architecture does. That is why we're focusing on architecture too much in our community. So whenever you're talking about systems, data, people, okay, strategy, if any of this, they do not work together. So basically you, your platforms cannot deliver to its capability even if you're having everything. Okay, so basically we have to have— you must have heard about the design thinking, and it should be always to be applied in HR domain. I have seen many organizations have started implementing the process of design thinking or those processes in their organizations, but this is also, uh, we have to explain, okay, it will— how— why it matters now more than ever. So this pretty much, uh, Mostly the organizations have to do those activities and everything. Okay, so the core thing is HR has already evolved both its systems integrated, the platform, the power end-to-end workforce operations, intelligence. Nowadays everything, your AI. And recently people— how many of you have attended Sapphire? Okay, so if you're in the US and all, I'm sure, I'm sure you must have heard, seen this, or even if you're outside US also, pretty much nowadays everything is available online. Okay, so if you have seen the Sapphire, the recent release, okay, so SAP event Everything is now autonomous, okay? And SAP has released one recent— everything they're calling earlier Intelligent Enterprise, nowadays everything they are calling as autonomous enterprise. This is a new term you will be hearing again and again, entire this entire year and upcoming year, right? For next few years, this is a new branding, you can say, or SAP's own reboot, okay? So you can watch this on the demand replay, especially the keynote. You can watch, it's free. Okay, and it is happening in, uh, already done. So in Madrid it is happening on May 19th to 21st, and all the conferences, many of this actually you'll be finding online pretty much, uh, available. But what does it mean for HR? Okay, what does it mean for our module? So those things you will be finding, and there is in the learning also they have already updated, right? So, so they've already updated about 2027, what is going to happen, all of these things. Okay. So I would recommend to watch the solution track. Vote for solution track here. Okay, there is session catalog, there's a solution track and speaker. So in the solution track, if you go inside it, you will be finding like there are AI services, build and integrate, Joule, data analytics, autonomous supply chain management. Okay, so you will be finding almost everything as a— there is a new terminologies, not a new, very new, but SAP has embedded that into everywhere. Okay, this— even if you go to the learning.sap.com also, I recommend there's a 1-hour free course. You must complete it, and this is a prerequisite for to qualify this boot camp. Okay, so if you're joining the boot camp for the first time, okay, and you have to qualify, then you must complete— there is a free, uh, if you go to Human Capital Management, recently they have changed it. Okay, Discovering the Autonomous Enterprise, just to take 1 hour. But all the recent strategy, how AI is infused across, okay, this is not SAP HR specific or SuccessFactors specific, but you'll be understanding what is the meaning of autonomous enterprise, okay? You'll be finding the most important part is how Joule is integrated across, how AI agents are everywhere. It's all about agentization, appification, and data, right? So these 3 things you will be finding across the theme, whether it is supply chain or your HR, or, you know, or your finance. Everywhere they are utilizing the same domain concept, 5 major domain, 5 autonomous domain. Okay, so you will be finding this concept. Okay, so you'll be seeing here the top, we are having jewel layer, and we are having 5 AI, especially the autonomous, uh, domain. These are called domain: autonomous finance, autonomous spend. Spend means it's all about your, uh, procurement and your field glass, all those, uh, uh, we are using it there. Okay, so then you have autonomous supply chain management, autonomous human capital management, autonomous customer experience. Okay, your marketing, sales, service, those things will be coming under. These are the 5 major domain any organization use it, right? So then we have industry AI. So depending upon which industry, whether you are a manufacturing industry or energy industry or utility industries, depending upon that, they will be having those industry-specific AI. So you have 5 domains plus industry AI at the top, you're setting jewel. And we have here AI agents across. We have different application, different applications. We have our data. So that is why actually we call it agentization, appifications, all of this. Appification means lot of apps, okay? Not necessarily SAP. It can be also integrated with non-SAPs also, right? And the bottom, you can have a business AI. So the business AI platform on the top of that, we have SAP Build. Or SAP governance, whatever though we are doing contextualized knowledge graph and everything. So this is something that must for everyone, okay? Because even also I have to, after today's webinar, I will be also going through this in detail, okay? And I have to also complete this record of achievement today, and tomorrow I will be sharing it in your LinkedIn, okay? So that is, I hope you are clear about it. You have to complete this beginner level. Everybody should complete it, okay? So because it is applicable for every module, whatever module you are learning, okay? This is a free And I will be posting the link in the chat as well. And also in the Learning Hub in our Academy also, I will be making it mandatory that you must go through this. Okay, so I'm posting in the chat, you just bookmark it. And people who are watching in the YouTube, they will be also getting the link and in the comments at a point of time. So this is something you will be finding very, very interesting and how everything is going now in this direction. Okay, so with that note, now we will go to the next topic. I was talking about AI-driven insights, right? So now we are moving towards the autonomous HR, autonomous human capital management, in this context, in the context of SAPPHIRE Current, SAPPHIRE in SAP. And same thing is also happening in other product also. Why about only SAP? So there are so many other amazing products also in the Workday HCM, Oracle, in others, in other domains, other products also. They're also doing an amazing innovations, okay, using AI. So now coming to skills. So now people are focused more on the skills over the degrees. You must have heard about a lot of publications, people are focusing on skills rather than a degree. What are the degrees? It doesn't matter, but whether you're having that skills or not— you may be having gold medalist, you may be having a topper in a top tier institutes, but getting the jobs, reality is different, okay? So this dynamic capability frameworks, whatever we are having, it will be replacing your static job title and org chart. Org chart And job titles are going away. So means it'll be there but not much. So in the coming days with this AI, okay, so it'll be more flexible. Okay. And for that, definitely I will be taking you through, there is another tool which we have and we have something called Sana AI. Sana AI, actually I have been learning from Joss Berson. So I'll just give you a, I have a paid subscription for that, but you have to have a little bit of understanding how does it work. Okay. So how they are saying is, um, from a, from this point of view, okay, so in this context, from a skill context actually, so whatever from a succession management point of view also, I was just exploring the 9-grid matrix also going away. Going away in the sense, in the coming days, people who are in the traditional organization, it is not going away, it will be still there. But who is manager is not responsible, or I will say that, uh, I, my career should not depend upon my manager's mercy. right? So because it should be depending upon your curiosity, it should be depending upon how driven you are, it should be self-driven. Okay, so from that point of view, if you talk about from both skill point of view as well as your typical, if you see, so this is actually the mySana AI platform looks like. This is actually talent acquisition, almost there's a library for it. Okay, so here if you talk about here, so specifically I'm going about, let's say, skill, what is going to happen in the skill sector, right? So what I will be asking here to Sana AI, so basically, so if I go to any of these things, so let's say I'll be searching for skills, what is happening, okay, in the skill sector. So let me ask Sana AI, what does it do? So I will ask that I am learning, I am teaching, let's say, okay, because I am teaching you, all of you, 9-Grid Matrix. Okay, 9-grid matrix. Okay, uh, 9-grid matrix to my students, to my students in current boot camp. Boot camp, how it will be relevant? How is it relevant? Is it relevant in today's AI era? Okay, and AI era with focus on skill. Okay, focus on skill. Okay, so in the Sana AI, let's see what is it answering. Okay, so it is based on the research by the top leading research firms by Joss Berson and all. So we will see that what exactly they're talking about. So they have courses for in their premium— this is the premium platform— and they're having called scaling of skill-based organization. How actually You can see that, so you can see that very clearly. It says the 9-box is increasingly— it is not saying it is dead, but it is saying losing relevance as a core tool. Okay, so if the organization is still maintaining, it is well and good, but still in the current era, okay, so we're just leveling, we're just labeling people that he is a high performer, he is a low performer, right? But they don't talk about the situation people are going through. Somebody may be a high performer, maybe you are not given a Uh, somebody may be low performer. What did you ask him? What is the environment they are going through? What are the problems they may be going through? What are the challenges they may be going through? So there is a debate on this, we can do that. But the thing is, uh, everything is going in this. If you see this, what exactly it answers, it says that so 9-box is increasing losing relevance, it is outdated, okay? Levels, levels potential instead of building it. So you have maintained a level, they inside this person is a low potential or a low— but did you try to build that potential, right? So that is something the— I know there is a capability development program, there's a learning program, but it takes a lot of time, right? So these are pretty much, uh, debatable topic, okay? So this is something is going losing its relevance, okay, in these days. So that is what I'm not saying— this is, uh, all the veteran research firms, uh, and based on the research they are saying Okay, and what is emerging? As I said, it is a skill-based talent pool. That is why SAP also investing in a lot of skill-based thing. You might have seen, so Skills is all about a dynamic capability framework. It's replacing our entire static job title and org chart. This is not going to stay, right? So what is emerging? Skill-based talent pool, your role-specific success profile, not high potential. Okay, success and management, although we are having it, but we have to unlearn over a period of time. Okay. So how I would teach— so actually, because I'm teaching you, okay, I will be saying confidently that it is going to be legacy tool, okay? So it is going to be a legacy tool in the AI era, and you can utilize— it's a critic exercise, okay? Traditionally, people were used to do this, but in a modern practice, we'll be utilizing skill-based talent pool instead of 9-box grid, okay? So you may be having a question, how SuccessFactors is going to do this, okay? So let's say, let's ask this question, okay? So to the Sana AI, Okay, so there's also 5 actions they given here. So maybe I will be focusing, I will be seeing that part exactly. Even I am taking, spending a lot of time in reading all of these things, and it's a very interesting topic. But you would be also finding the kind of a research going on. Okay, so let's say still what teaching is a foundational, the critical thinking tool, but at this current age, current understanding, we are moving towards skill-based, AI-based, AI-enabled, mobility-first talent system. That is how we have to design our system. So suppose I'm HR, suppose I'm— I mean, continue saying that we will not be utilizing the Nine Box Grid anymore. Okay, just like previously also, you might have seen the performance management. The people have moved from traditional yearly performance management to typically continuous performance management. Still, that is new for many of the public sector and many of the organizations who may not have adopted that, right? But especially the professional services firm and big companies, they've already started and they're already using for the last 4-5 years. Right? But it was a transition, right, moving from a traditional method to— so this is what exactly the 5 actions you have to create from agile, skill-based talent mobility point of view. So you have to have a skill-based talent pool, and you have to have a capability academy. So like your different, different capability, based on that you will be having academy. You will have to have a career pathway. You have to have a talent mobility. You have AI-powered, actually ditch the 9-grid matrix. They're strictly— they are actually now saying that use AI-powered platform. If you're not using AI, you are gone. So that is what the intention behind it is. Not I am saying, it is coming from the top research. Okay, so this is what exactly I just thought of sharing. A lot of things are there. Okay, but now moving on to the skill-based topic. So Dynamic Capability Framework we're discussing. So then next is everything is about ecosystems. Okay, so it's not about only one organization, two organizations and all. We have to have an ecosystem connected talent, learning, mobility, and analytics working as one together, right? So that is where the concept of ecosystem is coming up. So you have to— for that reason, we have to also see the opportunity marketplace, which you'll be learning shortly in the upcoming sessions. And concept of ecosystem is coming up, concept of mobility is coming up, concept of analytics, all are working together. So this is what exactly we are going to learn in the upcoming days, so definitely. Now coming to here, the next part which we are talking about is this one, ecosystem concept. Now as an enterprise architecture for HR, because I got an opportunity to work in 2021 to '23 as an enterprise architect for HR platform only, so that is a discipline we have to bring in all together. It is— should we have to be— have a proper design for it, not by accident. It's not going to happen over a period of time. It took It will take time, but we have to understand what is the market trend. Okay, so that is the core positioning of this, how HR has evolved in the current autonomous system, whatever we are talking about in the agentic AI and your appifications and gamifications in this era, right? So now we will talk about, see, uh, what is EA. People who are very new to EA, if you want, if you have not heard about the enterprise architecture as a term, right, it is like building a smart city. Okay, so it is not about building like a one home or a one society. It is not like that. Okay, so can think of it, you are building like entire smart city and where everything is connected— your roads, electricity, water, internet, schools, hospitals— everything is connected well together. Similarly, whenever you're talking about HR organization, organizations also, workplace will be also working in the same way. HR must connect everything, connect to employee skills, payroll, learning, hiring, success, and everything should be connected. Into their business strategy in an ecosystem model. Okay, so this is called a connected design across, and what we call— we can call it as like an enterprise architecture for HR platform, for HR platform. And what are the things we're doing? People, process, data, application, security, all of these things, factors we're considering in this context. Okay, so this is your EA for HR. Okay, so what are the possibilities here you will be finding whenever designing the future capabilities from a workforce point of view? How you are moving, how we can shift your focus. Previously you're talking about job title. Job titles are no more relevant. It is more about now skills and capabilities. What skills you have, what capabilities you have. Similarly, the department— people have a department still, that will continue. I'm not saying that it is going away, okay, still. But it will be moving towards skills and capabilities point of view. Similarly, earlier we had a rigid hierarchy. Now we are moving towards the agility and internal mobility point of view. So we'll talk about that. And traditionally people have a designation like employee, then manager, then director. But nowadays everything have a skills, learning, AI readiness. Are you AI ready? Irrespective of your age, are you having a leadership potential? Whether, whether you are having a 2 years experience or 20 years experience, right? Everything based on that. Okay, so that is how the modern workforce architecture looks like in the AI era. Okay, and what are the different components from our workforce architecture point of view? Skills, capabilities, mobility, and future readiness. Are you ready? Or no? Are you ready for internal mobility, internal movement, or you are— are you going the career pathway progression, all this thing? So this is what exactly we will be having the workforce architecture component point of view. So now moving on to the next part. So talent intelligence we will talk about. So you must have seen the Netflix, the people who are using, and you must have seen that how Netflix using your behavior, okay, to check your exactly what exactly the content, what modern HR system they're using for employee skills, performance, aspirations, and readiness. Okay, then they use that intelligence to drive their growth. So similarly, HR things also can do that. Employee care, they will check all the data. What is that data? They will check the employee data, skills data, performance data, learning data, their aspirations, their readiness. Then according to that, AI will be recommending your roles, learnings, mentors, opportunities, everything based on that. Okay, so this is at least the data set which you require whenever coming to the talent intelligence. Okay, so now coming to SuccessFactors, how SuccessFactors positioned it. So in SuccessFactors, we have Talent Intelligence Hub now, Opportunity Marketplace, which is your AI-powered internet mobility platform, and Growth Portfolio, where you can track all employees, developer tracking and everything. Already SuccessFactors, which you've already seen it earlier in the session. Okay, so organization one, with Talent Intelligence, they can identify the who are my future leader, and they can predict part of the skill gaps is there, and also they can improve the retention strategy. Before the problem is emerging in that case. Okay, so this is what very, very important to understand, that, uh, success point of view. This is very, very important, the talent intelligence point of view, and, uh, the how HR will be meeting the recommendation engine, right? Like a Netflix or Amazon, like that, right? So this is pretty much we have to understand. This is the concept number 3, which is actually we're going through now. Uh, we will be seeing, uh, in this entire case the— how does it look like? Before we go to the integration side of it, I will quickly showing you. I will not be going detail about it. The detail part of it you will be looking in the, in the hackathon itself, the upcoming. But in the bootcamp, the expectation is you are aware of it and how do you set up all these things in a very proactive way and documented all the entire things in an end-to-end. Okay, so if you go here, this is actually my growth portfolio which I was talking about, right? This is my growth portfolio. I can see my skill set, my mindset, my competencies, work styles, aspirations, everything. Okay, if you want to add anything, I can also add it here, right? So I can do that. So what kind of an attribute, what kind of, uh, you know, all these things I can search for and I can add those attributes, competency, skills, aspiration, mindset. Okay, so these are the mindset, mindset in that we have a customer-centric, ethical innovation mindset, leadership mindset. Okay, suppose, um, then if you want to have work style, whether I'm very much detail-oriented or I'm independent thinker, I am cooperative or idea-oriented, those details you will be finding here. Suppose somebody is detail-oriented, you will be finding all the details here, right? So it's a work style. Similarly, aspirations— what is my aspiration? My aspiration to become a people leader, skill expert, or cross-functional. So depending upon that, right? Because these things were not tracked earlier in any of the tools, right? These are pretty much skill means more than the skill, competency skills, they have a limit, but these things also we have to talk about, right? If I do not have aspirations, anybody who will be my manager will be explaining everything, I may not be interested, right? So these are different skills. You can see the AI, big data, your business architecture, so many things are here, consultative skills, okay? These are pretty much skills and your competencies and everything, right? So these are possibilities which you can keep on adding. This is my growth portfolio demonstration. So you can see that, and based on that, roles and aspiration, I can actually explore. Okay, so system will tell me that based on that, what are the possible career options for me, and, uh, I can check it out. So this is what exactly you can see, the top match based on that system has suggested that is a possible job role, maybe relevant for me, okay? And what can be possible next career move also they will be telling me. And also what is trending in the market, okay, means in this company, right? You also finding, okay? And according to that also you can go and navigate to your career path according to that. So you can go to your career path and you can design, you can basically see how does it look like, okay? Suppose if you want to go to point 1 to point B, uh, point A to point B, what are the different roles you require, okay? You can see that is the person And if the person want to go through, okay, you can see this, okay. So this is the hierarchy and this person requires what the possible roles. You can see, I, okay, you can still return the original career path. This kind of career path navigation you can have and you can check it out, okay. And you will be finding, okay, in that role also what are the possible, you know, if I go into planning What are the possible things? Okay, there is a personalized path, and also this is matching based on your skills. Okay, engineering, management, planning. You go further and further, you can always explore executive management, engineering, all of this thing. Okay, so this is how typically the career path looks like. Okay, so I think we have seen in the entire career path how does it look like, how we can navigate. Okay, and SAP also have a tagging here. So based on what criteria they have chosen, whether it is based on organizational structure or based on a personalized path, matched skills, okay? Or they belong to the same job families, for that reason they have recommended, right? So this is how we can navigate your different, different career path design suggestions. But these all, this part of a growth portfolio category, right? So we have a different, different— you can also check the readiness part of it. And so this is the how the opportunities to grow also you will find it here, part of different opportunities you are having. And based on that you will be finding this is your typically, uh, let's say any mentoring program or any kind of open job if you are having, or any short-term assignment if you are having, right? You can also navigate to those things, okay? Suppose let's say I'm going for a short-term assignment as a health and well-being ambassador, right? This is a, let's see, CSR activity or internal, some activities in my organization people are doing, okay? And this is part of your opportunity marketplace. So we have talked about your typically, uh, growth portfolio. Now second topic is here, the opportunity marketplace. So this is an opportunity that this is an assignment. What is the assignment, uh, say you can see that who is the owner of that, okay. So this is, uh, how many openings are there. This is not a typical recruitment, this is a kind of a different way we talked about today, okay. And based on your attribute and what is the thing, what is good to have, nice to have, all these things. And based on that, it is short-term again, based on some competencies and all, okay. You will be finding the assignment details and people can go and apply for it, right. Even if I go for apply I can see all the details, started and end date, and I have to provide all the details. Okay, what is the motivation for applying this assignment? Okay, so this is an internal thing. You can check it out. This is the opportunity called Marketplace. Okay, you can broaden your experience. You may be having your experience, but you are broadening your experience in this area, right? So this is a way you can do. You can also track your opportunities. Okay, and manage your opportunity offering. Also, you can also create an assignment. Okay, of your own, okay, in the right-hand side. And this is pretty much easy, okay, and ready. You can do anything like this, okay. You can create an assignment and you can— whether it's an internship or, you know. So I will highly recommend, uh, you take this as an activity, okay. You can go to any of the no-code, low-code tool or by coding tool, okay. You can also try to create it, okay. This is pretty much easy, and, uh, so that you will be Although in SuccessFactors you can do, definitely, but your— for your academic projects you can do that if you don't have access to SuccessFactors. For learning point of view, I'm saying definitely you are not going to compete with SuccessFactors, okay? So that is something. There also we have a mentoring option here. In the mentoring, we have this— we'll talk about mentoring in the other modules, the CDP, whenever we call to the career development, uh, okay, planning. In that we will talk about the career, what's it, career path, and mentoring. We'll talk about there. Okay, but for now you can focus on Opportunity Marketplace, all the details, and your Growth Portfolio. And what else we have seen today? So let me check that. Growth Portfolio, Portfolio talked about. Opportunity Marketplace also talked about. Success Object already talked about. The Talent Intelligence Hub. So Talent Intelligence Hub also, if you go here, you will be finding— these are comes under the same concept. So I think here you can see Talent Intelligence. So this is the thing, and if I go here, Talent Intelligence. So I think I will not be directly like this, uh, we do not have any, I think. So you can check it out, but this is a way you can, uh, so that is a module, by the way. So you have Opportunity Marketplace, Growth Portfolio, Dynamic Teams, okay? So that's what exactly you're talking about. All these are part of the same thing. Okay, so Talent Intelligence Hubs actually constitutes all of these things, components and all. Okay, so dynamic teams. So as I say, if you're creating dynamic teams for a temporary purpose, for some activities like a CSR activity or any of this, we're conducting a boot camp or hackathon like this, we're doing it, we maybe come together for, let's say, for 3-4 days. Again, we will be going back to our work after 3-4 days once you achieve that activities, achieve the perform that activities like that, right? So you can do that. So you can come here and you create your own dynamic teams and for a while. And so I'm not going to do this. So this will be your bootcamp activity. Okay. And I will be giving you an activity to do all of these things. Okay. And you will submit it by the way for your industry. Okay. So what will be your activity here? The 3 activities which I will be giving you. So success already we have understood. These 3 things I will be giving as an activity. So let's say for your sector, Okay, so for your sector, what I will be telling you to do is, uh, let's say this activity I will be giving you here. Okay, so let me— we're talking about in the previous session, so we focus this boot camp on one of the Indian bank and one of the manufacturing company in the US. So those two case studies we are talking about, so we will continue with that. So So, so let's say I will be giving this case study in this particular journey map. So the second— this thing is will be coming under, uh, this ER diagram already we've understood. Now the second part of the concept is after understanding the ER diagram, we also focused on in the concept number 3. So we talked about, uh, here ER diagram, metamodel, we talked about Then we will actually concept the 3 concept which we have, uh, talked about. We will be drawing in notes, we'll be capturing notes for that. Okay, so let me do that. So first thing first, we have a talent intelligence. The concept is known as the talent intelligence, huh? Then we have, uh, Growth Portfolio, and we have Opportunity Marketplace. Then we have Dynamic Teams. So it is not included in my slides, but, uh, I will give it here. Dynamic Roles. Okay, so that is the SuccessFactors— sorry, Dynamic Teams. Okay, so Dynamic Teams, I will go here. Dynamic Teams. Let me go there. Yes. So this is what exactly we'll be talking about, the learning content. I will go here and you have to maintain the page and I will go inside it. So now we will try to understand these things as an architect. Like an enterprise architect. With examples for— so here I will putting the sector, sector name. Sector is banking. Then I will say that this is how you'll be capturing whenever you're talking about business requirements. Also, it'll be very easy for you to understand like this. So sector banking and geographic is India. And also, so we will doing this, this, uh, codex I'll giving to you, this AI prompt I'll be giving to you. So let's do this because these are maybe new for you, okay? So I think it has not given me a— okay, I will answer this, I will ask this questions again in a tabular format, then it will be giving me a proper detail. So I'm not happy about this answers. They're given in like a paragraph. I will reject it. In Notion table format. So meanwhile it is doing this activity, we will be capturing the details, the architecture of these things. We'll try to understand here in our data model. Explain the data model, uh, the data model of SAP SuccessFactors, these things. And the activity is here, you have to create a web app of it. I want to create a, a similar web app covering all of these concept using, let's say, Laravel. Okay, let's see. Meanwhile, I'm opening Lovable. It is an activity for you, but you will be interested— those who are interested, you can do that. So building a modern talent form since, uh, Supabase and requires it from rigid org chart mindset to an attribute-centric mindset. As a data architect, I'll break down it. So they have broken down the entire thing. Right, what they have done. You can see that, so, uh, they have done schemas for these 4 pillars. So you can implement this, then the Supabase— this is the database of your Lovable— or you can Supabase, okay. The core brain, the talent intelligence, it's a library of truth, and it pulls from static job descriptions, so and so. And what it has given me, an ID, okay, like a UUID That is your name, primary key. We have a name of it, the attributes, attribute library, Python, strategic thinking, design, okay. And we have a type, skill, competency, certification, all of those things with description and status. Then user point of view, this is from a data model point of view, okay. Attribution-based, it's purely attribution-based, okay. And, uh, okay, attribute, suppose we do not understand, right? So what is the possible examples of attributes? What are the possible? You can keep asking questions like this. Okay, what are possible attributes in, uh, PIH? Consider, uh, consider banking sector. In India, let and manufacturing sector in USA create two separate motion tables for me. Let's see. So you can see that here, especially what they have done, they have brought in the entire table, the structure. Growth Portfolio has its own data model strategy, and it is having your user ID, attribute, proficiency level, type, verified, okay, and your last updated date, right? Then So we have for the opportunity. So we have talked about growth portfolio. That's a user view which you've already seen it. Dynamic teams also we have seen it. And here we are having hierarchies. So data model strategy is team object and you are part of members. OK, this is what exactly they are having it. Then we're matching engines. Opportunity Marketplace is like a matching engine only, okay? It will check the table, define the what, it will check the requirements, it will try to match it, right? So how we can do that is, uh, the prototype, you can definitely, you can do that real good prototype, okay? So you can go to Lovable or Vercel, whatever you are, you love to do, okay? And, uh, right, so we can do that. So then From a banking sector point of view, we are having, uh, this example they have given, okay. In the banking sector, we may be having these possibilities, uh, RBI compliance, ML. We are having, uh, digital banking operations management is a competencies, credit appraisal. The possible examples they have given here, okay. And these are different TIH attributes. Similarly, for manufacturing sector in US, they have a different set of attributes, okay. But attribute types, you can see these are my competencies, skills, certifications, all of these things are clear, right? So this is what exactly you can build. So also I will challenging you, create an opportunity marketplace yourself without using SuccessFactors, let's say, okay? You can do that, okay? Simply you have to go here and you can start saying that, okay? And summary of the lovable prompt what they have given: create a talent management app with a schema, this, this, this, Okay, and then requires for a library dashboard that shows recommended opportunity based on the user's skills. So this kind of a prototype you can definitely create it, okay? And, uh, you can think about it, okay? So this is an, uh, you can try this, and I'm not doing that, so both you can try, okay? Go to, there are applications, so, uh, Vercel or Pluggable, there are so many, okay? 5 coding apps that are available. You can try this. Okay, so we are not going that direction, but I'm just giving some ideas. Okay, and you can give some pictures like this will look like this. And so then you can take some snapshot of this, how the team details looks like, and maybe you can continue to use AI for that. Okay, so now what we are doing is we are going back to this thing. So we covered these topics. These are different examples we talked about. And as we're talking about this, we also understood the difference. Also, you can see that the Talent Intelligence Hub, uh, Growth Portfolio, Opportunity Marketplace, the Dynamic Teams— how does it look like? Okay, so you can see that the Talent Intelligence Hub, System of Record, System of Insight, and it has having roles, performance signals, mobility preferences, readiness. It's a canonical people capability model aligned to bank's operating model. Okay, that is what exactly they are having it. And they have like what kind of things they can be looking for, what are key data sources, and how we can have all of these things. Okay, goals, skills, people, certification, readiness. Okay. And you can also do it using Notion also, by the way. People who are expert in Notion, you can try to do this. Do this. Okay. So this is an exercise. I'm just challenging you. Okay. As a, you know, your mentor. Okay. You can try to do the same thing in a So you're using Lovable. So you can— this is an exercise for you, can try, okay? And people will be getting bonus points if you're doing it and showcasing it, okay? How using— so the task is your assignment is here, not satisfactory assignments. Definitely that is you are going to do. So for now you have to have a prototype. Let's say create a vote, uh, TIH using typically lovable or versatile. And specifically, and this entire thing, okay, this growth portfolio, opportunity marketplace, dynamic teams, and showcase, okay, how does it look like for a typical banking sector or manufacturing sector in the US or banking sector in India, okay? So this is something you can try. So intelligence is know the skills, portfolio, prioritize what marketplace stuff, or dynamic delivery outcome, right? This is how the rule of thumb, it's how they work with each other, right? So this is what actually I thought of sharing. I think we are good in this. Now let's move on to the next topic. We will see. So this part we've already covered. Now Now secondary, so how, because everything depends upon Employee Central, because without the integrations you will not be having everything. So core is definitely Employee Central. You should be having a basic knowledge, understanding of Employee Central. And this entire architecture, if you see, the Employee Central is at the core, actually the master data foundation. And on top of that we have Succession and Career. On the top of that we are having Talent Intelligence. So in Talent Intelligence you are learning Marketplace, Talent Insights, Every downstream module, okay, that means the succession, CDP, learning, and AI depends upon the quality and completeness of your Employee Central data. So Employee Central is your entire backbone of your entire workforce ecosystem. If that is not properly done, all these things are actually getting impacted, okay? So poor succession and career planning accuracy, if you're not having, they're not doing a proper integration. So those topics definitely you will be looking at. But the next part is skills architecture. So as we are saying, they're moving from job-based architecture to skill-based organizations. So HR architects, what kind of skills they require, payroll lead, what kind of access they require. The skills architecture will be creating a vocabulary. So you should be only not knowing the configuration, it's also very strong in communication, change management, everything. Okay, so SAP Talent Intelligence will be helping you to enable all of this. Already we have covered, it's just a quick recap. Okay, so moving on. So as I say, AI, how we can use it, what are the possible things you can utilize is already we are aware of. Data-driven talent insight, predictions, proactive retention signal, objective skills readiness, personalized career recommendations. Okay, this is pretty much you can see. At the same time, ethics and governance also very important. So AI-based thing, whenever you're still using it, you have to train your algorithm historical data based on your quality. So your quality of data is very, very important. And also it will not replace the HR professional, but HR professional who are not using AI will replace those who do not, right? Data privacy, governance, everything should be taken care of. So it should be ethical AI, okay? So this is pretty much thing. And as I say that future workforce ecosystem, this is actually, they are beyond the traditional organization structure and the traditional workforce, their full-time employees, on-site teams, on-site ops. So that is how the IT industry survived. Earlier, uh, now for the reason we're having so many layoffs in all these days and all the fixed role, the people, whatever they are doing. I have known people doing the same thing for the last 5 years, same thing, same account, same project manager, same account manager. Okay, I don't know how the people work, but now extended workforce. Now we have extended flow, we have freelancers, gig workers, contractors, remote, global talent pool. These are different ecosystems. Okay, so we are now moving beyond the traditional organization Now agents are coming. Agents are already there. Now AI agents are collaborating. Even I also, I'm working with a lot of AI agents these days. And those things, if you want, I will be showing you at a point of time. But I think somebody has asked, they want to see how actually these things work. So the backend of it, I will be— I can show you for a while. So we have something called AI Agents here, which is actually we are building upon. And you will be also having an access. So those who are Diamond members, you will be having access to this. We have something called Agentic Flow, okay, which is actually in the backend. We are having this entire structure, and here in the Agentic Flow, we are actually— it is pretty much easy, by the way. Only thing is you have to maintain it. So I'm also maintaining few of the agents, but actually this is actually yet to be used in a proper way. So I will be maybe showing you at a point of time in detail some other sections. But we are in our SuccessLabs Academy, we have our own agents, okay? So you'll be finding those kind of agents Okay, these are the possible, they're pretty much available, but thing is we have yet to deploy them in a proper way. Okay, so this is a very early stage, and what you'll be finding, these are the kind of, as I have used. Okay, so like the visual summary, technical documentation, we are using it for, I have student success architect initially have tested it, but it is, so it is still training them. Okay, since 2025 we have been using them, but internally we're still training them. So there are a lot of, you know, this kind of things we have done. Okay, so if I go to Student Success Architect, so this is my one of the AI agent for our platform, right? So it will be giving me actually what are the modules you are having it. Okay, so you can see that I have asked this question based on our platform. Tell me about Success Class Academy, right? It will be explaining me all of this thing. Okay, so Can you, uh, suppose I will be saying that, uh, what are the possible, you know, you are having your details. So all this is how we can prompt in the back end of it. So this is my Student Success Architect, which you will be having access very soon, especially those who are into Diamond and others. And later point of time, we'll be releasing for the other members as well. Okay, at a point of time. So let's say I want to learn payroll. Okay, so payroll Which module you suggest? Okay, which module? Module. Suppose I'll be asking this. Okay, you suggest me. Suppose any, any of my student is coming and they are actually chatting with me, so they will getting an answer based on that. So whatever the data at present still, you'll be finding that some FAQs I have put it. I have also the skill-driven, as I say that. Okay, so I'm giving some skills here and some student FAQs I'm giving here. There are some sub-agents also inside it, you'll be finding here. Okay, so you'll be finding all the details. So it is little slow, but in the backend you can see that in the past whatever the chat I had had. So based on that, uh, the FAQs what I have maintained. Okay, so you will be finding all the things. Uh, it is calling the knowledge retriever. So whatever the modules actually it is checking in. So based on that it will be checking. So you can see that this is a model I'm really having in my platform. You can see that This is the modules. Uh, the payroll actually came in the top, okay? The HCM interviews. And, uh, okay, I think, uh, the proper— we have to work on all this detail part, but actually you can see section planning we are having, but we have to properly name it, okay? Otherwise it will not be finding, especially Indian payroll. If I'm asking, let's say, in— because I have an Indian payroll, US payroll, actually I have named in a different also. Payroll Mastery, okay, Mastery in Indian Payroll, okay, similar titles, okay, your US payroll, okay. So exact term actually you have to tell, otherwise, so we are still training it, okay, and you'll be finding those details, payroll, you'll be calling that, okay. So Payroll Mastery, okay, still actually it is why we are working on this, but if you see Based on whatever data actually, so whatever data we are having based on that, it has not been updated a lot of time. So this kind of things, uh, you will be having, you can train your thing. And this kind of opening questions also we can ask, uh, all these things. So this is not exactly you will be finding. So this is how actually the backend it looks like. Okay, that is very pretty much easy. Only thing is you'd understand the concept and, uh, plug in MCPs, um, so that present, uh We have not done it everything, okay? But it's just like, uh, I've shown you this student agent, okay? Success Architect. I've given a name of this agent as a Student Success Architect, okay? And this is my agent. We called— I named him Sarthak, okay? So he will be helping me in such a kind of a query in the coming days, okay? So this is how the agents works, okay? So this kind of an agentic AI will be applicable for every module, like, you know, whatever module we're talking HR, finance. Okay, so these are AI agents. They will be collaborating with you along with the human. Just like this kind of a query is a lot coming, but I cannot answer every query in an email or a chat like this. I'll put in the AI agents and they will be working as a day and night, 24/7, okay, without getting tired. Okay, so this is what exactly I mean to say. So now coming to the next part of it, almost we are done. So future organization will operate like a talent marketplace, dynamic skills-driven and deeply connected, not rigid hierarchies frozen in time. So they are like deeply connected but no rigid hierarchies. Okay, so coming to this, how the 12 architecture streams— now this is very important. So we talk about there are different architecture streams, and especially in our platform we focus on more on this, how different architecture stream can have an HR connection. Okay, so that is what exactly this is topic about. HR ecosystem integration, data point of view, talent skills, especially from a success management point of view, integration point of view, what kind of integrations would be having, technology point is already sorted, industry point of view, what are different workforce model you are having it, right? And cloud infrastructure, everything we have a connection, okay? So these are different 12 architecture streams we talked about and how it is connected to each and every point of measured enterprise architecture stream. HR is also one of the major of all of the 5 autonomous things we talked about, right? So I think, hope this session was helpful. And if you really liked it, and you can share this if you're watching the YouTube. And, uh, people who are coming to the— this segment, complete your assignments, task, okay, whatever I'm talking about, finish. Then before you go to the next topic, if you are watching the recording part of it, okay. So now it's all about the— to summarize These are 4 things we have understood. Architectural thinking, we have to design everything, people, process, data, AI as one connected ecosystem. We think about the skills intelligence rather than the job titles. Don't marry your job titles. So everything all about the skills, develop your skills, future-ready capability frameworks, everything. Everything is AI. If you are not doing AI, you are gone. Okay, these days you have to harness the predictive intelligence for your talent decisions at every level. Similarly, the 4th point, ecosystem model, enterprise integration. So you have to have align HR deeply with the business strategy across all the 12 architectural streams. So in this way, the future of HR will not be only administrative, it is more of an architectural thing, simply only architectural thing, intelligence-driven, AI-enabled, and deeply connected. Okay, at the same time, there also empathy, which I have not said here, but at the end everything comes to the— are you really human? Human in the AI era, right? So human skills is not going to be replaced, but These things will come and go, but your real humanity, how you behave, okay? People will not be remembering actually how much increment you have given. People will not be remembering how much scores you have given, how much ratings you have given, but people will still remember how you made them feel, okay? So I remember for the entire corporate career, 13, 14 plus in corporates, then for the last 3 years in, uh, as an independent solopreneur. So I have seen that especially I came into so many people, so many Big Four and typical IT companies, so many other clients and all. Very few people are, they're relatable. And also your vibe, also you attract your tribe, right? So as I say, so your vibe will depend upon how actually you're connected, your value system, your empathy, okay? All of those things will also matter a lot, right? So with that note, I think we are done. So today's topic is we have done, and stay tuned for this, and also ensure you are completing all the exercises on time, okay, to ensure the evaluation happens on time for the boot camp. Because you are strictly following the boot camp schedule and the performance, based on this performance only you will be qualified for the next round, that is your, uh, hackathon, okay. So this is all today we covered the hackathon. This is the concept number 3 which you have discussed, okay. This is the concept number 3, architecting the intelligent workforce ecosystems. Okay, so with that note, we will stop here. And in the next— so this is the segment which we have from the first session we have covered. And in the upcoming, we will talk about another— we're taking a break of 15 minutes and we will connect with the— in the— maybe you can take a break of 15 minutes now. I know since boot camp, this is the different, different sections we have covered. And earlier sessions, almost 4 sessions here. Okay, in one session we almost covered a lot of things. Okay, now the next part, in the next segment we will be talking about in the, the configuration deep dive, implementation strategy, AI and future of talent intelligence, and roadmap of the goal. So this is the next segment of the day and we will be covering that kind of content. So thank you very much for joining in and see you in the next session. Before that, share in the comment box. If you're watching on the YouTube, if you're watching the platform, then you share your comments. What are the key learnings, takeaways? What are— how it is— so what is your takeaway from AI in a talent planning point of view, AI from an enterprise architecture lens point of view? Okay, so I think that's all for now. Take care. Thank you. Bye-bye.