sap talent management - features

Features

Employees, managers, and talent management specialists are involved in the Talent Management processes.

For more information, see Roles in Talent Management.

Talent ProfileThe talent profile provides employees, managers, and talent management specialists with services for entering all information relevant for Talent Management about an employee. The employee enters some of the data (for example, work experience or mobility) his or herself. The manager and/or talent management specialist adds further information (for example, an assessment of the performance or potential of the employee in question).

The talent profile thus groups the information that you need for critical processes (such as conducting talent review meetings) in one location. You no longer need to manually merge and consolidate the talent data from different sources of information.

For more information, see Talent Profile.

Talent GroupThe talent management specialist can use this function to assign employees to talent groups and thereby structure the pool of talents in your enterprise in larger logical units. For example, you can use talent groups to group talents based on their suitability, or to map their assignment to a program.

For more information, see Talent Group.

Talent Review MeetingThe talent management specialist can use this function to prepare and conduct talent review meetings. For example, during the preparation phase, the talent management specialist can specify the participants for the talent review meeting, compose an agenda, and create a handout that contains information about all talents to be discussed.

During the talent review meeting, participants can see the talent data for all nominated talents and use this data to discuss and compare the talents, and, for example, calibrate the talents in a grid. Instead of discussions based on static presentations or fixed information on paper, the participants always have an up-to-date view of the talent information. The minute taker can store changes and agreements that are instantly visible to everyone.

For more information, see Talent Review Meeting.

Side-By-Side ComparisonA talent management specialist or manager can use this function to compare the talent profiles of two or more employees. The side-by-side comparison is available during the talent review meeting. For example, managers can use the side-by-side comparison to decide which employees they want to nominate for which talent group.

For more information, see Side-By-Side Comparison.

Succession PlanningThe talent management specialist can use this function to ensure that the important positions in your enterprise are identified and if these positions are to become vacant that they can be filled quickly and adequately. For example, he or she can indicate positions as relevant for Succession Planning and assign suitable employees as possible successors. He or she can specify a ranking sequence for the assigned successors and their readiness.

For more information, see Succession Planning.

Note

If you purchase a license for SAP Talent Visualization by Nakisa, the talent management specialists can perform this function with a graphical user interface and also compare possible successors with each other and with the requirements of the key position. Managers can also use SAP Talent Visualization by Nakisa to nominate positions as key positions.

End of the note.

Talent DevelopmentYou can use this function to set up longer-term development plans for your talents and monitor their progress. For example, these development plans can be a result of follow-up from a talent review meeting, or the identification of an employee as a successor for a key position.

For more information, see Talent Development.

Job Architecture and Organizational BasicsThis function enables the talent management specialist to group and then jointly edit jobs and positions using flexible criteria and views. The job architecture that previously comprised jobs and positions is enhanced by functional areas and job families. For example, the talent management specialist can assign qualifications to the functional areas, job families, jobs, and positions. The qualifications are passed on to the entire substructure.

For more information, see Organizational Basics of Talent Management.

Roles in Talent Management

Employees, managers, and talent management specialists are involved in the Talent Management processes.

Features

Talent Management Specialist

For more information about the role of the talent management specialist, see Talent Management Specialist.

Roles in SAP NetWeaver Business Client (NWBC)

The following roles edit information relevant for Talent Management:


For more information, see Talent Management Specialist in SAP NetWeaver Business Client.

Manager

Managers have the following functions available in SAP NetWeaver Business Client:

Talent Assessment

For more information, see Talent Assessment and Assessment Document.

Talent Information

For more information, see Talent Information.

Talent Profile

Talent profile for managers


Talent profile for employees to be edited by the manager

For more information, see Employee's Self Description.

Side-By-Side Comparison


Talent Development

For more information, see Development Plan.

Employee

In SAP NetWeaver Business Client for HTML, the employee has the talent profile available. For more information, see Talent Profile.

Portal Roles

The following portal roles edit information relevant for Talent Management:


For more information, see Business Package for Talent Management Specialist.

Manager

The following functions are available to the manager in the Business Package for Manager Self-Service in the Team workset:

Talent Assessment

For more information, see Talent Assessment and Talent Assessment Document.

Talent Information

For more information, see Talent Information.

Talent Profile

Talent profile for managers


Talent profile for employees to be edited by the manager

For more information, see Employee's Self Description.

Side-By-Side Comparison


Talent Development

For more information, see Development Plan.

Employee

The talent profile is available to the employee in the Business Package for Employee Self-Service under Career and Job. For more information, see Talent Profile.

Single Roles for Authorization Assignment

The standard SAP system contains the following roles that you can use as a template:

Talent Management Specialist (SAP_TMC_TALENT_MANA_SPECIALIST)

Talent Management Superuser (SAP_TMC_SUPER_TALENT_MANA_SPEC)

Manager in Talent Management (SAP_TMC_MANAGER)

Employee in Talent Management (SAP_TMC_EMPLOYEE)

Talent Profile

In the talent profile, employees, managers, and talent management specialists store all information relevant to Talent Management for an employee.

Prerequisites

In Customizing for Talent Management and Talent Development, you have made the settings under Talent Profile.

In the talent profile for managers and talent management specialists, if you want to calculate the mean value of multiple values differently to the default calculation in the standard SAP system, you must create an implementation of the Business Add-In (BAdI) Calculation of Mean Value for Appraisal Elements (HRTMC_ASSESSMENT_AVERAGE). For the BAdI, see Customizing for Talent Management and Talent Development, and choose Basic Settings.

It is necessary to calculate a mean value if there are multiple performance assessments or potential assessments for an employee for an appraisal period, for example, if he or she is in concurrent employment. In the standard SAP system, the system calculates the arithmetic average of multiple values. For more information, see Performance Values and Potential Values: Manager Assessment.

In the talent profile for managers and talent management specialists, if you want to display the competency assessments that are stored in the employee's qualifications profile, you must set the parameter READ_COMPS_FROM_SKILLPROFILE to X in Customizing for Talent Management and Talent Development, by choosing Talent AssessmentMake Further Settings for Talent Assessment .

In the standard SAP system, the system displays the competency assessments that the manager has stored in the appraisal document. For more information, see Transfer of Competency Assessments to Employee's Qualifications Profile.

If your employees are to be able to select country groups or areas of country on the Mobility tab page to specify their preferred and non-preferred locations, in Customizing for Talent Management and Talent Development, you must have also made the settings under Basic Settings Country Groups and Areas of Country .

Features

The talent profile is available in the following versions:

Talent Profile for Employees

For more information, see Talent Profile for Employees.

Talent Profile for Managers and Talent Management Specialists

For more information, see Talent Profile for Managers and Talent Management Specialists.

Short Profile

For more information, see Short Profile.

Talent Profile in Print Format

For more information, see Talent Profile in Print Format.

Talent Group

You can use this function to create groups for classifying talents and thus structure the pool of talents in your enterprise in larger logical units: Assigning a talent to a particular talent group enables systematic entry of that talent's development and thus a better overview when managing talents, for example, for Succession Planning.

You can use talent groups to group talents based on their suitability, or to map their assignment to a program.

Prerequisites

In Customizing for Talent Management and Talent Development, you have made the settings under Talent Group.

Features

You can create new talent groups or copy an existing talent group. You specify the following:

Title and description of the talent group

Standard length of assignment

If you approve a nomination for a talent assignment, the standard length of assignment is displayed as the default value for the length of talent assignment. You can overwrite this default value.

Example

For example, for a talent group that represents a program, the length of the assignment corresponds to the length of the program.

End of the example.

Support team

Members of the support team for a talent group can edit this talent group and assign it talents. As the creator of a talent group you are automatically defined as a processor. You can define other talent management specialists as processors to extend the support team as required.

You can upload attachments for the talent group, such as a detailed description of the talent group or program, for example.

If you have created a talent group, this is displayed on the Overview tab page.

Here you can edit the talent group again, copy it, or delete it. You can choose Export to download a list of all talent group data.

If you click on the title of a talent group on the Overview tab page, a list of all of the talents belonging to this talent group is displayed. Each talent group is also displayed as a separate tab page next to the overview list.

You have the following functions available on in the list of talents in a talent group:

You can display all talents for which there is a nomination for this talent group or whose assignment was approved or rejected.

You can nominate additional employees for the talent group or directly assign them to the talent group as approved.

You can state who approved the assignment or the rejection. You can search for the talent's managers.

You can enter notes.

You can choose Export to download a list with the talent data of a talent group. You can use this, for example, when planning and conducting talent review meetings (see Talent Review Meeting).

Example

A typical talent group is the grouping of talents as High Potentials.

Talent Review Meeting

Talent management specialists can use this function to prepare and conduct meetings for discussing talents.

Prerequisites

In Customizing for Talent Management and Talent Development, you have made the settings under Calibration Grid and Talent Review Meeting.

In Customizing for Talent Management and Talent Development under Basic Settings PDF-Based Documents in Talent Management , you have copied the standard application form HRTMC_CALIBRATION_GRID to the productive client and assigned it to the parameter CALIBRATION_GRID. Alternatively, you can create a customer application form and assign it to the parameter CALIBRATION_GRID.

Note

You need the application form so that the talent management specialists can insert the calibration grid into the handout, or when conducting talent review meetings, display a print preview of the calibration grid and then print it.

If no application form is assigned to the parameter CALIBRATION_GRID, the system hides the following selection options in the dialog box for creating handouts:

Insert calibration grid

Insert talent list

Insert talent profile

The handout then automatically contains the talent list and the talent profiles of all talents that are assigned to the selected agenda topics. With regard to the talent profiles, the talent management specialist can choose between the short profile and the detailed talent profile.

End of the note.

To be able to display the calibration grid, the newest version of the Adobe Flash Player must be installed on your PC.

To be able to display a preview of the handout and a print preview of the calibration grid, Adobe Reader must be installed on your PC.

To display talents in the calibration grid, performance values and potential values must exist for these talents. Depending on the combination of performance values and potential values, the talents are ranked in the corresponding box of the calibration grid.

For more information, see Performance Values and Potential Values in Talent Management.

Note

In Customizing, you can specify that talents without a valid performance assessment and/or potential assessment can also be discussed in talent review meetings. For more information, see Discussion of Talents with Invalid Performance Assessment/Potential Assessment in Talent Review Meetings.

End of the note.

Features

Talent review meetings are edited in the following phases:

Planning and Preparation

For more information, see Planning and Preparation of Talent Review Meetings.

Presentation

For more information, see Conduction of Talent Review MeetingsSide-By-Side Comparison

You can use this function to place the short profiles of two or more talents next to each other and compare them side-by-side.

Features

The side-by-side comparison is available in different places in Talent Management, for example:

Talent management specialist:

while preparing a talent review meeting in the preview

For more information, see Planning and Preparation of Talent Review Meetings.

while conducting a talent review meeting

For more information, see Conduction of Talent Review Meetings.

when displaying talent information

Manager:

when displaying talent information

when assessing talents

You can select individual talents for a comparison.

You can select multiple talents at once for a comparison, for example:

All talents that are displayed in the same box of the calibration grid

Multiple talents displayed in the applications Talent Search and Talent Information You can specify which data is to be included in the short profiles of the talents that you use for the side-by-side comparison.

In Customizing for Talent Management and Talent Development, under Basic SettingsAdjusting the User Interfaces Configurations for Data Retrieval Create Configuration with Field Groups , create a configuration and, under Assign User Interface Configuration, assign it to the parameter TALENT_SHORT_PROFILE_SIDEBYSID.

The system displays the categories of the short profiles (for example, the talent data or organizational assignment) arranged vertically in parallel such that you can quickly compare the data of the relevant category.

Activities

To compare talents during a talent review meeting, proceed as follows:

1. Place the talents to be compared in the Compare Talents screen area.

You have the following options:

You use drag and drop to drag the talent's photo to the area.

You choose the Compare option that is available in the menu for a talent in the calibration grid, the business-card view, or the list view.

You choose the Compare All option that is available, for example, in the menu for a box of the calibration grid. You can thus compare all talents that have a particular combination of performance value and potential value.

2. Choose the Compare pushbutton.

To compare talents in the applications Talent Search and Talent Information, select the required talents and choose Compare.

Succession Planning

You can use this function to ensure that the important positions in your enterprise are identified and if these positions are to become vacant that they can be filled quickly and adequately.

Prerequisites

You have made the organizational arrangements for Succession Planning and created the job architecture. For more information, see Organizational Basis of Succession Planning and Job Architecture for Talent Management.

Features

You can assign suitable employees to positions as possible successors. You can define the following information for the possible successors:

Nomination status Nominated or ApprovedFor more information, see Status Handling in Talent Management.

Reason for assignment

Talent management specialist that made the assignment

Successor ranking

You thus give an assessment of the job value that the successor is to assume when newly occupying the position.

Readiness of successor

You thereby specify the time from which an employee is available as a successor.

The system uses the relationship Is Successor Of/Has Successor (740) between the central person of the employee (object type CP) and the position (object type S) for assigning successors.

You can check how well positions are protected by validated successors. For this purpose, the system displays the Successor Strength key figure on the Successor tab.

The calculation of this key figure is based on an implementation of the Calculating the Successor Bench Strength (HRTMC_SUCCESSOR_BENCH_STR) Business Add-In (BAdI). For more information, see the documentation on the BAdI. For the BAdI, see Customizing for Talent Management and Talent Development under Succession Planning.

You can classify employees as potentially suitable to staff the jobs of a job family. You thus create the successor pool for this job family. You can define the following information for the employees that you assign to the job family:

Nomination status



Ranking of assigned employee

You thus give an assessment of the job value that the employee is to assume when occupying one of the jobs.

Readiness of assigned employee

You thus specify the time from which an employee is available to occupy one of the jobs.

The system uses the relationship Has Potential For/Is Potential Of (744) between the central person of the employee (object type CP) and the job family (object type JF) for assigning an employee to the job family.

You can assign employees to talent groups. You can define the following information for the assigned employees:

Nomination status



Ranking of assigned employee

You thus give an assessment of the job value that the employee is to assume within the talent group.

The system uses the relationship Has Talent For/Comprises Talent (743) between the central person of the employee (object type CP) and the talent group (object type TB) for assigning an employee to the talent group.

You can approve a nominated assignment of an employee as a successor for a position, as potentially suitable for a job family, or as a talent to a talent group.

You have the following options for this:

You create a new data record. For the new data record, you enter the date of approval as the validity start date and the highest system date as the validity end date. You specify Approved as the nomination status. The existing data record with the Nominated status is thereby delimited on the date of approval.

You change the existing data record. This means that you change the nomination status from Nominated to Approved, and the validity period. The existing data record with the Nominated status is thereby delimited on the date of approval.

Caution

If you change the nomination status of the existing data record, but do not change the validity period, you completely overwrite the data record. The history is thus lost.

End of the caution.

You can reject a nominated or approved assignment of an employee as a successor for a position, as potentially suitable for a job family, or as a talent to a talent group.

You have the following options for this:

You change the existing data record. This means that you enter the date of rejection as the new validity end date and also give a reason for the rejection and/or the processor that made the rejection decision. The existing data record is thus delimited.

You completely delete the existing data record.

You can display a talent's competencies (qualifications).

The system displays the following competencies:

Competencies (object type Q) that are assigned to the employee's person (object type P) via the relationship Fulfilled/Is Fulfilled By (032).

The system determines the employee's person from the central person (object type CP) that is assigned to the person via the relationship Is Filled By/Has Employment Contract (209).

Competencies that the employee's manager specified during the talent assessment.

For more information, see Talent Assessment.

Activities

For Succession Planning, you use the Succession Planning and Organization functions. For more information, see Organizational Basics of Talent Management.

Talent Development

You can use this function to edit development plans for employees and monitor their progress. For example, talent development can be follow-up from a talent review meeting, or the identification of an employee as a successor for a key position.

Example

Example 1An employee is identified as a top talent in a talent review meeting. The employee's manager sees the employee's need for development in some areas. Therefore, the manager and the responsible talent management specialist work together to create a development plan in which they record the development need and specify suitable development measures such as mentoring or training courses. The talent management specialist then creates this development plan for the employee.

Example 2A talent management specialist assigns an employee to a position as a potential successor. However, for the employee to actually perform the tasks related to this position, he or she must develop further in some areas. Therefore, the talent management specialist and the employee's manager create a development plan for the employee.

End of the example.

Integration

The development plan is one of many possible processes for the talent assessment. For more information, see Talent Assessment.

Prerequisites

In Customizing for Talent Management and Talent Development under Talent Assessment, you have defined a process for development plans and thus created a template that can be used as the basis for creating development plans.

To be able to edit development plans, the newest version of Adobe Flash Player must be installed on your PC.

Features

You can add one or more development goals for each development area that is defined in the template. You have the following options:

You can define any development goal.

You can add competencies (qualifications) from the qualifications catalog as development goals.

You specify a valid-from date and a due date for each development goal.

You can specify one or more development measures for each development goal. To do so, you have the following options:

You select a suitable course from the course catalog.

You can define any measure.

You can define a status and description for each development measure.

You can enter a note for each development goal.

You can track the development goals. To do so, you can define the following information:

Progress in percent

Fulfillment level using a ranking scale

In Customizing, you specify which scale is available.

You can display the change history of the development plan.

For example, you can see who has made changes to the development plan and when the status was changed. In Customizing, you specify which action triggers which status change.

You can complete a development plan that has been processed. You cannot make changes to completed development plans.