ehp5

SAP ERP HCM Talent Management and Talent Development What's new in Managing Succession and Talent Development with EhP5?

Ramp-up Knowledge TransferSAP Enhancement Package 5 for SAP ERP 6.0

© 2010 SAP AG. All rights reserved. /

1. What’s New In Talent Management and Talent Development with EhP5?

• Calibrate talents with incomplete performance and/or potential rankings• Printing the talent profile• Ad hoc printing of the calibration grid and as part of the handout• Transfer of competencies to employee profile• Deletion of assessment documents• Vertical alignment in side-by-side comparison of talent profiles• Automated delimitation of talent relationships• Migration tools for key data of previous talent solutions

2. Overview on SAP Talent Visualization by Nakisa 2.1 – Succession Planning

3. Implementation Consideration & Resources

Agenda


Managing Succession and Talent DevelopmentProcesses and Roles Involved

Talent Profile Talent Assessment

Talent Management Specialist

Manager Employee

Talent Review MeetingSuccession Planning Development Planning

Talent Management Specialist

Manager Management Team

* * **


Agenda






Fact Sheet – Calibrate talents with incomplete performance and/or potential rankings

Why:

− Managers tend not to conduct all formal steps as preparation for the talent review meeting

− Talents without complete assessment ratings can not be included in an agenda topic of a review meeting, so those talents

are not available for discussions and further management decisions

What:

− Talent Review Meeting: The interactive grid supports the calibration of talents with incomplete Potential and/or Performance rankings by moving them from the ‘Open Assessment’ box into the calibration grid

Where:

− Preparation of a Talent Review Meeting by assigning talents with incomplete rankings to an agenda topic

− Conduction of the Review Meeting by calibrating talents with incomplete potential and/ or performance ranking

− The ranking is stored in infotype 7408 for potential and in infotype 7409 for performance

Who:

− Manager when nominating talents for a calibration meeting without the urgent need to complete the performance and potential assessment

− Talent Management Specialist when planning and conducting the talent review meeting

Good to know:

− It is possible to confirm an existing performance or potential ranking although the other ranking is still missing but it is not possible to adapt the existing performance or potential ranking only in case the other value is missing.


Calibrate talents with incomplete performance and/ or potential rankings I


Calibrate talents with incomplete Performance and/ or Potential rankings II

Customizing settings for calibrating talents

even without a completed or valid performance

and / or potential ranking as result of talent

assessment:


Calibrate talents with incomplete performance and/ or potential rankings III


Calibrate talents with incomplete performance and/ or potential rankings IV


Calibrate talents with incomplete performance and/ or potential rankings V

Actions offered for talents with open assessments while conducting the review

meeting: Appraise talents by moving them into the calibration grid via drag & drop Reset talents with unapproved rankings via drag & drop

Actions available via context menu of a talent with open assessments: Approve the ranking of a talent that either has a performance or potential ranking

initially Undo approval Compare talent information side-by-side Access detailed talent profile information


Calibrate talents with incomplete performance and/ or potential rankings VI

Action menu available in the box for ‘Open Assessments’: The Talent Management Specialist can reset all talents with open assessments that have

been placed in the calibration grid The Talent Management Specialist can approve the existing but incomplete rankings of

all talents with open assessments. Precondition: at least one value either performance or potential is available.

The Talent Management Specialist is able to revoke the approvals for all talents by ‘Undo Approval’

The Talent Management Specialist can compare all talents side-by-side that do not have completed assessment rankings


Calibrate talents with incomplete performance and/ or potential rankings VII Zoom-in list for ‘Open Assessments’ when clicking on the ‘plus’ icon

The content being displayed in the list zoom-in box for ‘Open Assessments’ can be configured via customizing.

Path in IMG: Talent Management and Talent Development=> Basic Settings=>Adjusting User Interfaces => Configuration for Data Retrieval

Relevant Parameter: RM_UNAPPRAISED_BOX_ZOOM_LIST


Short profile information and Business Card Information for talents with open assessments:

Calibrate talents with incomplete performance and/ or potential rankings VIII


Calibrate talents with incomplete performance and/ or potential rankings VIIII Add talents with incomplete Performance and/ or Potential ranking

When searching for talents to be added to an agenda topic of a review meeting it might be helpful to be directly informed about talents’ already existing performance/ potential ranking in the search hit list.


Calibrate talents with incomplete performance and/ or potential rankings X Customizing settings for adapting the search configuration

2. Assign Search Configuration

1. Define Search Configuration


Agenda




3. Implementation Consideration & Ressources


Printing talent profileFact Sheet

Why:

− Managers and Talent Management Specialist want to print talent profile information to prepare

the calibration meetings without the need to be online

What:

− Detailed and/ or short profile information of talents can be printed

Where:

− When the Manager and Talent Management Specialist launches the profile for viewing the profile data

Who:

− Managers

− Talent Management Specialist

Limitations:

− Printing of multiple talent profiles is not possible

− Employee can not print his/ her profile

Good to know:

− The profile information to be printed is based on a PDF form that is also part of the handout document created in the review meeting application.


Printing talent profile

Printing the talent profileThis functionality enables the talent management specialist and the manager to launch a PDF

form of the talent profile for printing purposes. Depending on the customizing settings and on

users needs the short profile or the detailed profile is to be printed.

IMG: Talent Management and Talent Development => Basic Settings => PDF based Documents in Talent Management


Agenda




3. Implementation Consideration & Ressources


Printing the calibration gridFact Sheet

Why:

− The Talent Management Specialist can launch a PDF form of the calibration grid for printing purposes. This PDF form

ensures that talents of crowded grid boxes that in the online grid version can only can be viewed by using the scroll-bar are

printed accurately. Additionally the manager is now able to print the calibration grid available in the assessment dashboard.

What:

− Print the calibration grid as part of the handout and when the grid has been launched

Where:

− Review Meeting application for TMS

− Assessment dashboard for managers

Who:

− Managers


Limitations:− Status icon and trend icon of talents differ slightly from online version

Good to know:

− The Talent Management Specialist can decide whether talents’ list and/ or the calibration grid shall be part of the handout document or not

− In the form the talents with open assessments are displayed beneath the calibration grid

− In case of really crowded boxes talents are displayed in two columns in the corresponding grid box


Printing the calibration grid I

Printing the calibration grid as part of the handout while planning the review

meeting


Printing the calibration grid II

Ad hoc printing of the calibration grid via context menu entry ‘Print Preview’


Printing the calibration grid III

Customers are able to adjust the form according to their needs and to assign their customer application form via customizing.


Agenda




3. Implementation Considerations and Resources


Transfer of competenciesFact Sheet

Why:

− Results of competency assessments could not be embedded into further processes based on both skills

and competencies because there was no complete view of skills and competencies.

What:

− Transfer of competencies after conduction and completion of talents’ competency assessment

Where:

− Follow-up processing (background)

− Retroactively transfer competencies to qualifications profile (report)

Who:

− HR Admin/ IT Experts

Good to know:

− If there is more than one assessment for the same competency of an employee in an appraisal period, in the standard SAP system, the BAdI implementation calculates the arithmetic average of these values. This can occur in the following cases, for example:

− The employee is in concurrent employment and therefore has more than one superior.

− The employee changed position within the appraisal period.

− The BadI transfers per default all competencies to employee’ skill/ competency profile.


Transfer of competencies to employee profile I

Competency transfer Relevant customizing settings for the form to be used to ensure the transfer of

competencies to employee profile after the manager has completed the competency assessment


Transfer of competencies to employee profile II

Standard settings for transferring competencies

If you do not want to implement the transfer in the same way that the standard SAP

system intends please proceed as follows:a) You create a customer implementation of the Appraisal Document - Follow-Up

Processing (Background) (HRHAP00_FOLLOW_UP) BAdI.

b) In Customizing for Talent Management and Talent Development, under Talent Assessment -> Make Further Settings for Talent Assessment, you define the filter value of your customer implementation as the value of the COMPETENCY_FOLLOW_UP parameter.


Transfer of competencies to employee profile III

Read Competency from Skill/ Competency ProfileIn Customizing for Talent Management and Talent Development, under Talent Assessment ->

Make Further Settings for Talent Assessment you can define a parameter value that states

whether the system reads the competencies that are displayed on the user interface from the

employee’s qualifications profile or from the appraisal document for competencies. – If you leave the field empty, the system reads the competencies from the appraisal document.

– If you enter X, the system reads the competencies from the qualifications profile.


Transfer of competencies to employee profile IV

Retroactively Transfer Competencies to Qualifications ProfileYou can use the report Transfer Competency Assessments to Qualifications Profile

(RPTMC_COMPETENCY_FOLLOW_UP) to retroactively transfer the competencies from

completed appraisal documents.


Agenda






Deletion of Assessment DocumentsFact Sheet

Why:

− Assessment are often required once or more times a year

− Assessment documents created by mistake could not be deleted by the manager, which led to

an unintended collection of obsolete data.

What:

− Managers need the ability to delete employee assessment documents that are obsolete or have been created by mistake

Where:

− Talent Assessment

Who:

− Managers

Good to know:

− The Assessment documents can only be deleted by the manager as long as the documents are not in the status ‘completed’


Deletion of assessment documents

Delete obsolete assessment documents When it comes to assessing their employees, managers need the ability to delete obsolete

assessment documents that are not yet completed. The ‘Delete’ button available in the assessment dashboard is available depending on the status of the documents.


Agenda






Vertical alignment in side-by-side comparison Fact Sheet

Why:

− Missing visual support when comparing talent information side-by-side

What:

− The profile information of side-by-side comparison is now table-like and vertically aligned. The

data categories (for example, talent data, organizational assignments, and succession data) to

be compared are displayed once on the left hand side and talents' profile information is

represented side-by-side and vertically aligned.

Where:

− Assessment Dashboard

− Talent Information

− Talent Review Meeting

Who:

− Managers



Vertical alignment and table-like presentation in side-by-side comparison of Talent Profiles

Side-by-Side Comparison


Agenda






Automated delimitation of talent relationshipsFact Sheet Why:− Data consistency and accurate analytics on succession planning processes− Up-to-date information on talent relationships reflecting recent changes in employment

status

What:− Automatic delimitation of successor relationship for employees becoming new incumbents

of a position they were planned as successors for− Delimitation of talent relationships for talents leaving the company or going to retirement

Where: − Relationships A740 (successor for a position), A744 (has potential for a Job Family), A743

(belongs to a Talent Group)

Who:− Talent Management Specialist

Limitations:− For talent relations of EhP4 + EhP5 data model only

Good to know:− Several cases of time period intersection, i.e. overlapping periods of succession and

incumbent relationship are taken into consideration− Key guidance is that from now on an incumbent will not be allowed as a successor for own

position at the same time


Specify Triggering Status Change for Delimitation/Deletion of Assignments

Customizing defines which changes of employee's employment status trigger automatic delimitation/ deletion of successor or talent assignments. Following relationships are affected:

Successor assignment to a position A740

Talent assignment to a talent group A743

Indication of a talent’s potential for a job family A744

System automatically delimits/deletes these assignments, if an HR Administrator applies personnel action to change an employee's employment status from (3) Active to one of the following:

(0) Left Company, (1) Inactive, (2) Pensioner

Standard delivery of the customizing includes all of the three aforementioned changes activated.

System also delimits/deletes an employee's successor assignment to a position A740 if the employee becomes the incumbent of this position. No customizing activity is required for this case.


Delimitation or Deletion?

When are the Talent Relations deleted, when only delimited?

The need for action (delimitation or deletion) occurs, when two relations overlap – e.g. Successor Relation (740) and Incumbent Relation (008). In case of overlapping, stronger 008 cuts weaker 740, i.e. end date of 740 is amended to be one day before 008 starts, hence 740 is delimited. If 740 lies within 008, 740 will be deleted.

740 Successor

008 Incumbent

delimited

008 Incumbent

740 Successor

740 Successor

008 Incumbent

740 Successor deleted

008 Incumbent

740 delimited

740 deleted


Clean-Up of Inconsistent Successor and Talent Assignments

Report Clean-Up of Inconsistent Successor and Talent Assignments (RPTMC_ADJUST_TM_RELATIONS) displays inconsistent successor and talent assignments existing in the system. This applies to the following types of assignments: A740: Position (object type S) has successor (object type CP) A743: Talent group (object type TB) contains talent (object type CP) A744: Job family (object type JF) is potential of talent (object type CP)

Inconsistent assignments can be deleted directly.

This customizing activity is to be used only in case of talent assignments that were created before the functions for the automatic delimitation/deletion were available. Run the report Clean-Up of Inconsistent Successor and Talent Assignments once to clean up the existing assignments. Afterwards it is no longer required, as the system automatically delimits the assignments.

Please note: The report records all database changes in a log. This log is available to the responsible TMS in the launch pad – see next slide.


Portal – view of report for automated delimited relationships

All automated delimitations or deletions of talent relationships are logged in the database.

TMS can call the report for changes in own area of responsibility from the Reports launch pad.

In a user-friendly POWL all relevant changes are displayed. Powerful capabilities for sorting, filtering etc are available.


Agenda






Migration toolsFact Sheet Why:− Continuing efficiency with talent processes by transferring and reusing existing information

What:− Data migration for customers who have been running succession planning software from

SAP based on former data models (SAP E-Recruiting based solution or the solution prior to SAP ERP 6.0) and who want to use the new talent management and talent development processes

Who:− HR Admin / IT Experts

Limitations:− No migration available for the PA infotypes of Education (IT0022) and Other/Previous

Employers (IT0023) with the infotypes in E-Recruiting or Talent Management.

Good to know:− Migration tools are delivered with EhP5 and via support package with EhP4− Note 1272565 with additional information on migration reports and valid software

components.


Solution History & Recommendations

Prior to SAP ERP 6.0 (Career and Succession Planning): this data model supported backend functionality on Succession Planning

Prior to any EhP: this data model for Succession Planning was based on the data model of SAP E-Recruiting (6.00 or higher) and was released via the SAP Enterprise Portal Role of the Talent Development Specialist

As of EhP4: the recent data model for Succession Planning is released via the (SAP Enterprise Portal) role of the Talent Management Specialist and new services for the role of the Manager.

Note: Customers who consider to implement Succession Planning are strongly recommended to implement the solution based on the new data model (released as of EhP4). Please also refer to the SAP note 1223936.

Prior to SAP ERP 6.0 SAP ERP 6.0 As of EhP4 for SAP ERP 6.0


Details on Migration Reports

The migration programs allow to transfer into the new solution / data model data from:

(1) Succession planning (backend solution) – program RPTMC_MIGRATE_SUCCESSIONS

(2) Succession planning (E-Recruiting based data model) – program RPTMC_MIGRATE_SUCCESSIONS

(3) Talent groups and their assignments (E-Recruiting based data model) – program RPTMC_MIGRATE_TALENT_GROUPS

(4) Customizing of talent profiles referring to education and work experience (from the candidate profile customizing of the E-Recruiting based data model) – program RPTMC_TP_SYNC_EDU_WE_CUST_RCF

(5) Talent Profile data on education and work experience (from the candidate profiles of the E-Recruiting based data model) – program RPTMC_TP_SYNC_EDU_WE_RCF

(6) Performance and potential values (from Objective Setting and Appraisals) – program RPTMC_MIGRATE_PERFPOT


Miscellaneous for all five Migration Programs

Most programs can be run in test mode. This is recommended before productive run in order to avoid any inconsistencies. The program RPTMC_TP_SYNC_EDU_WE_CUST_RCF does not include a test mode option since it updates customizing tables only.

Programs create a log with errors, warnings and success messages. Migration programs valid for the E-Recruiting based data model (source application) include

fields for determining the RFC destination. This is required if the source and target applications are on two different systems which is often the case for the E-Recruiting based succession planning.

Please consider that the new data model requires a central person (object CP) for the persons (P). Many relationships to other objects are linked to the central person and not to the person. For this reason the CP has to exist in the target application. For the system to generate a central person for each employee, set the HRALX HRAC switch to the value X.

Please check the documentation provided for the single reports.


Program RPTMC_MIGRATE_SUCCESSIONS - Overview In the backend solution a successor is determined by linking a person to a position via the

relationship 037 ‚designated successor‘. This solution did not allow to flag positions as key positions.

In the new data model released with ERP6.0 EhP4 a successor is determined by linking a central person to a position via the relationship 740 ‚is successor of‘. A central person exists for each person in the system.

During migration the system identifies the central persons of the corresponding employees and creates the new relationship to the positions.

The new solution released with ERP6.0 EhP4 allows to indicate positions as key positions. It is possible to automatically set this key indicator during migration for those positions in the source application where successors have been identified. The key indication is set via the infotype 7400 ‚Key indication‘ in the target application / system.

1. Migrating Succession Data from Career and Succession Planning (backend)


Selection of the source application where data is to be transferred from

Since the source application does not specify ranking and readiness for succession assignments, please add an entry in the customizing of the ranking and readiness scale of the target application to indicate there is no ranking or readiness for the corresponding successions to be transferred. This entry should then be specified in this field in the program.

The date refers to the successor assignments in the source application whose valid-to date is on or after the specified date

Sets the key indication for the selected positions succession was planned for in the source application

Run in test mode

1. Migrating Succession Data from Career and Succession Planning (backend)

Program RPTMC_MIGRATE_SUCCESSIONS – Selection Screen


Program RPTMC_MIGRATE_SUCCESSIONS - Overview In the E-Recruiting based data model a successor is determined by linking a candidate

(object NA) via the candidacy (object NE) to a succession plan (object NB). In the E-Recruiting based data model positions can be linked to a succession plan.

However, no explicit key indication exists. In the new data model released with ERP6.0 EhP4 a successor is determined by linking a

central person to a position via the relationship 740 ‚is successor of‘. A central person exists for each person in the system.

During migration the system searches for the person linked to the corresponding candidate object. Then, in Talent Management the central person for this person is determined and linked to the position via the relationship 740 ‚is successor of‘. Please note, the central person in E-Recruiting could differ from the one in Talent Management e.g. due to separate systems.

The new solution allows to indicate positions as key positions. It is possible to automatically set this key indicator during migration for the positions in the source system linked to the identified succession plans.

2. Migrating Succession Data from E-Recruiting Based Data Model


Selection of the source application where data is to be transferred from

Since the source application does not specify ranking for succession assignments, please add an entry in the customizing of the ranking scale to indicate there is no ranking for the corresponding successions to be taken over.

The date refers to the successor assignments in the source application whose valid-from date is on or after the specified date.

Sets the key indication for the selected positions succession was planned for in the source application

Run in test mode Only required if source and target application are on two systems

If you choose this pushbutton, the system determines the readiness scale that you used in the source application for successor assignments, and lists the values of this scale. For each value from the source application, please state the required readiness that you want to use in the target application.

2. Migrating Succession Data from E-Recruiting Based Data Model


Program RPTMC_MIGRATE_TALENT_GROUPS - Overview Talent groups allow to structure the pool of talents and classify employees or candidates

into this units for several business reasons. Talent groups usually have a support team that determines which users can access and maintain the specific talent groups.

In the E-Recruiting based data model talent groups (object NF) are used to categorize candidates (both, for E-Recruiting and succession planning).

In the new data model for Talent Management with EhP4 talent groups are used to categorize employees (talents). With the new solution a new object for talent groups (object TB) has been introduced that is only used in talent management.

The migration program allows to migrate existing talent groups and the assignments of internal candidates (employees) from the E-Recruting model to the new data model. This program also allows to take over the support team assigned to the corresponding talent groups.

Please note, the program creates completely new objects (different object type) with new object IDs in the Talent Management target application. After the program has been performed there is no link between the source and the target talent group. Thus, if the program is run again and the selection includes one talent group from the source application that was already transferred an additional talent group with the same name is created. This can lead to a redundant talent group in the target system.

3. Migrating Talent Groups and Their Assignments from E-Recruiting Based Data Model


3. Migrating Talent Groups and Their Assignments from E-Recruiting Based Data Model

Program RPTMC_MIGRATE_TALENT_GROUPS – Selection Screen

Run in test mode

Date to select all talent group assignments whose valid-to date is on or after the specified date

Selection of talent groups (NF) in the source application to be transferred

Only required if source and target application are on two systems


4. Migrating Customizing for Talent Profile Data from E-Recruiting Based Data Model

Program RPTMC_TP_SYNC_EDU_WE_CUST_RCF – Overview I In the case of the E-Recruiting based data model details on work experience and education

is stored in the candidate profile in the infotypes Work Experience (5103) and Education (5104).

In the case of the new data model for talent management released with EhP4 this data are stored in the infotypes External Work Experience (7403) and Education (7404).

Both approaches are using own infotypes with an own customizing. Prerequisite for transferring the candidate information (source application) into the talent

profile (target application) is to first synchronize the settings in the corresponding customizing tables on both sides, source and application solution. The customizing settings related to these sets of data need to be identical.

The migration programs must be started in the following order: RPTMC_TP_SYNC_EDU_WE_CUST_RCF -> Synchronize customizing RPTMC_TP_SYNC_EDU_WE_RCF -> Synchronize profile data



Program RPTMC_TP_SYNC_EDU_WE_CUST_RCF – Overview II Work Experience: The program RPTMC_TP_SYNC_EDU_WE_CUST_RCF synchronizes

the corresponding tables between source (E-Recruiting) and target application (talent management) regarding functional areas, hierarchy levels, contracts and industries.

Education: The program synchronizes the corresponding tables between source (E-Recruiting) and target application (talent management) regarding education types, broad fields of education and degree levels.

Start the report twice, if you want to synchronize both either Work Experience or Education to be synchronized from E-Recruiting to Talent Management.

The language selection allows to restrict the entries to be synchronized for selected languages only. This, for example, is required if in E-Recruiting there are more languages being used than in Talent Management and the synchronization should only affect the languages used in Talent Management.

After the report is run a list with entries is shown displaying traffic light alerts and the synchronizing status of the customizing tables. A more detailed view displays the synchronization status per table entry. In case of inconsistencies, they can be shown and cleaned up.



Program RPTMC_TP_SYNC_EDU_WE_CUST_RCF – Overview III By performing the import, the program transfers deviating table entries from the source

application (E-Recruiting) to the tables in the target application (Talent Management). Identical entries are ignored.

Any inconsistency or error identified in the source tables (E-Recruiting) cannot be corrected via this program. Such errors need to be manually corrected in the corresponding E-recruiting tables.

The entries used to fill the Work Experience and Education are based on two tables in customizing: one entity table with the values or ID of the entry (eg. 0001) and one text table that connects the values from the first table with texts and language

keys



Program RPTMC_TP_SYNC_EDU_WE_CUST_RCF – Selection Screen

Defines in which language or languages the report is to synchronize the Customizing entries.

Select the category for which the customizing shall be synchronized



5. Migrating Talent Profile data from E-Recruiting based data model

Program RPTMC_TP_SYNC_EDU_WE_RCF – Overview Both, the candidate profile (E-Recruiting) and the talent profile (Talent Management) can

comprise data on a person regarding his or her education and work experience but is technically stored in separate infotypes / data tables.

Currently there is no integration between the two profiles. However, it is possible to transfer the data stored in the categories of education and work experience from the candidate profile to the corresponding categories in the talent profile via the program RPTMC_TP_SYNC_EDU_WE_RCF. This program also allows to compare the profiles in order to identify possible differences among profiles regarding work experience and education.

Please note, the program transfers the data in one direction from the candidate profile to the talent profile. After the data transfer both profiles can be maintained separately. It is a business decision to allow employees to maintain both or just one of the profiles in order to keep one single source of data.


5. Migrating Talent Profile data from E-Recruiting based data model

Program RPTMC_TP_SYNC_EDU_WE_RCF – Selection Screen

Run in test mode

Selection of persons by assignment to talent groups in Talent Management (not in E-Recruiting)

Selection of the category for profile synchronization

Language used only for checking if customizing is identical on both sides


Options to prevent for example existing data in Talent Management to be overwritten

Include warnings and information also on successful imports

Selection of persons by personnel ID (Concurrent / Global Employement) or personnel number

Selection of persons by organizational assignment


6. Migrating Performance and Potential values

Program RPTMC_MIGRATE_PERFPOT – Overview In various talent managment processes such as the talent review meetings the values for

potential and performance are read from the data stored in the talent management infotypes Potential (7408) and Performance (7409). These infotypes are usually fed via the completion of performance appraisals between employees and their managers, potential evaluations of employees by their managers, or updated via decisions made in talent review meetings by manager circles.

Customers who have been using Performance Management and who implement the new Talent Management solution can take over existing appraisal values.

The program RPTMC_MIGRATE_PERFPOT allows to transfer the final appraisal values for performance and potential from Performance Management to the new infotypes in Talent Management.

In order to do the transfer the corresponding Performance Management appraisal documents must be completed and the values for potential and performance must be stored in the FAPP (final appraisal) column.


6. Migrating performance and potential values

Program RPTMC_MIGRATE_PERFPOT – Selection Screen

Run in test mode

Select the Appraisal Template and the

element (final appraisal column) to

be transferred

Selection of utilized appraisal template

The report considers all appraisal documents that are based on the selected appraisal template and for which the valid-to date is on or after the specified date.


Agenda






Succession Planning with STVN2.1Fact Sheet Why:− Continuous improvements and innovations with Succession Planning

What:− System supported identification of potential successors based on qualifications match− Enhanced and more consistent UI− Flexible grid enhancements (w/ Flash based UI)− HCM Dashboard integrated with Succession Planning− Platform support for .Net and Java

Where: − SAP Talent Visualization by Nakisa 2.1 available on Service Marketplace > Installations

and Upgrades > Installations and Upgrades - Entry by Application Group > SAP Solution Extensions by Partners > SAP Talent Visualization by Nakisa 2.1

Who:− Talent Management Specialist role

Good to know:− SAP Talent Visualization by Nakisa 3.0 will be released shortly after EhP5

https://websmp109.sap-ag.de/swdc


View Succession plans within area(s) of responsibility

View Successors details – Talent Profile, Career Aspirations, Talent Assessment

Assign competencies to positions and assign employees to Talent Groups

Succession Planning: Enhanced UI DesignSleeker org charts, buttons, icons and overall composition and layout


Succession Planning: New Flash Talent Grid

View quick details with a mouse over

New Flash based UI – more dynamic & interactive viewing features

Different display options: Name tag, Listing and Business Card View


Succession Planning: Profile MatchNew Design

Select Position to conduct Profile MatchUp

View potential successors (i.e. candidates) that match profile in order of relevance

Search for Successors by additional criteria and competencies

Search for Successors in specific groups

Compare candidates with respect to competencies

Assign best matched candidate as a successor


Agenda






Technical Prerequisites

SAP enhancement package 5 for SAP ERP 6.0 that presupposes:

SAP ERP 6.0 – SAP ECC Server

SAP NetWeaver 7.02 SP01 from which the solution uses:

• SAP NetWeaver Graphics Service 1.0

• SAP Netweaver – Knowledge Provider

• SAP NetWeaver – Adobe Document Services 7.02 (required for Adobe print forms)

• Enterprise Search 7.02 (Embedded Search) that presupposes

• SAP TREX 7.10

Business Packages:

– Business Package for Employee Self-Service 1.41

– Business Package for Manager Self-Service 1.41

– Business Package for Talent Management Specialist 1.51

that presupposes:

– SAP ERP 6.0 – SAP XSS (Self-Services)

Portal Environment:

– SAP ERP 6.0 – SAP NetWeaver EP Core

– SAP NetWeaver 04s Portal 7.0

Adobe Flash Player is required on client side (required for Flash Islands for Web Dynpro ABAP)

Business Function:

• HCM_TMC_CI_1 (prerequisite for HCM_TMC_CI_2)

• HCM_TMC_CI_2

Related Business Functions:

• HCM_Analytics_1

• HCM_NWBC_Roles

• Please refer also to HCM_HIRE_INT_CI_1 You can use this business function during the hiring process to transfer the personal data of the candidate, education data, professional background and qualifications of a successful candidate from SAP E-Recruiting to your system for SAP ERP Human Capital Management (SAP ERP HCM). The NewHire integration scenario supports the following scenarios: Hiring, Rehire, Transfer and Completion of an additional personnel assignment.

Please note: We strongly recommend the implementation of SAP Talent Visualization by Nakisa.


Resources

For further details regarding SAP Talent Visualization by Nakisa please see:

(http://service.sap.com/swdc >> Download >> Installations and Upgrades >> Applications by Index >> T >>)

SAP Talent Org Chart

SAP Talent Viewing

SAP Talent Planning (Visualization)

Business Function Documentation and Release Information is also available via transaction SFW5 where you can activate the BF.

Information regarding SAP Enhancement Packages:

http://service.sap.com/erp-ehp

Ramp-Up Knowledge Transfer:

http://service.sap.com/rkt

http://service.sap.com/rkt-erp

Online Help:

Documentation -> SAP ERP->SAP ERP Enhancement Packages ->ERP Central Component Enhancement Package 5

– Select Language

– Choose SAP ERP Central Component -> Human Ressources -> Talent Management -> Talent Management and Talent Development

Further Important Notes:

1223938 – SAP Talent Visualization by Nakisa – Languages

1223937 – Talent Management and Talent Development- Languages

http://service.sap.com/swdc

http://service.sap.com/erp-ehp

http://service.sap.com/rkt

http://service.sap.com/rkt-erp


Thank you!