You can indicate jobs and positions as key jobs and key positions and thereby relevant for Succession Planning. You have the following options for this:

For key indication, you can set different statuses. For more information, see Status Handling in Talent Management.

The key indication of jobs is passed along the job architecture to the assigned positions.

If you indicate a job or position as a key job or key position, the system creates a record for the Key Indication (7400) infotype in the background. For more information, see Key Indication (Infotype 7400).

You can specify the dotted-line reporting between positions. For example, you can thus specify that an employee reports to a project lead in addition to, or as an alternative to, reporting to the line manager.

For this, the system uses the relationship Is Subordinate To/Is Line Manager Of (005) between the positions (object type S).

You can assign career types and levels of career types to the jobs and positions. You thus indicate the corresponding jobs or positions as part of a career that employees can pursue.

The assignment of career types and levels of career types to jobs is passed along the job architecture to the assigned positions.

If you assign a career type and level of career type to a job or position, the system creates a record for the Career Type (7410) infotype in the background. For more information, see Career Type (Infotype 7410).

You can assign job evaluation results to the jobs and positions. You thus specify the relative value of the jobs and positions in your enterprise.

If you assign job evaluation results to a job or position, the system creates a record for the Job Evaluation Results (1050) infotype in the background. For more information, see Job Evaluation Results Infotype (1050).