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

SAP ERP HCM Talent Management and Talent Development What's new in Managing Succession and Talent Development with EhP5? Ramp-up Knowledge Transfer SAP Enhancement Package 5 for SAP ERP 6.0

Agenda • 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 • Overview on SAP Talent Visualization by Nakisa 2.1 – Succession Planning • Implementation Consideration & Resources

Managing Succession and Talent DevelopmentProcesses and Roles Involved Employee Manager Talent Management Specialist Manager Talent Management Specialist Management Team Talent Profile Talent Assessment Succession Planning Talent Review Meeting Development Planning * * * *

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

Calibrate talents with incomplete performance and/ or potential rankings VIII • Short profile information and Business Card Information for talents with open assessments:

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 1. Define Search Configuration 2. Assign Search Configuration

Agenda • 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 • Overview on SAP Talent Visualization by Nakisa 2.1 – Succession Planning • 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 profile This 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 • 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 • Overview on SAP Talent Visualization by Nakisa 2.1 – Succession Planning • 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 • Talent Management Specialist • 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 • 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 • Overview on SAP Talent Visualization by Nakisa 2.1 – Succession Planning • 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 Profile In 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 Profile You can use the report Transfer Competency Assessments to Qualifications Profile (RPTMC_COMPETENCY_FOLLOW_UP) to retroactively transfer the competencies from completed appraisal documents.

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.

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 • Talent Management Specialist

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

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 740 delimited 740 Successor delimited 008 Incumbent 740 Successor 008 Incumbent 740 deleted 740 Successordeleted 008 Incumbent

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 Assignmentsonce 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.

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.

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

Details on Migration Reports • The migration programs allow to transfer into the new solution / data model data from: • Succession planning (backend solution) – program RPTMC_MIGRATE_SUCCESSIONS • Succession planning (E-Recruiting based data model) – program RPTMC_MIGRATE_SUCCESSIONS • Talent groups and their assignments (E-Recruiting based data model) – program RPTMC_MIGRATE_TALENT_GROUPS • 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 • 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 • 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.

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

Migrating Succession Data from Career and Succession Planning (backend) • Program RPTMC_MIGRATE_SUCCESSIONS – Selection Screen Selection of the source application where data is to be transferred from • The date refers to the successor assignments in the source application whose valid-to date is on or after the specified date 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. Sets the key indication for the selected positions succession was planned for in the source application Run in test mode

Migrating Succession Data from E-Recruiting Based Data Model 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.

Migrating Succession Data from E-Recruiting Based Data Model Selection of the source application where data is to be transferred from • The date refers to the successor assignments in the source application whose valid-from date is on or after the specified date. 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. 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.

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

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

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