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Function documentationSuccession 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 Approved

      For 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

    • Reason for assignment

    • Talent management specialist that made the assignment

    • 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

    • Reason for assignment

    • Talent management specialist that made the assignment

    • 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 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.

Note Note

If you purchase a license for SAP Talent Visualization by Nakisa, you can use a graphical user interface to perform Succession Planning. For more information about the available versions of SAP Talent Visualization by Nakisa, see SAP Note 1501039Information published on SAP site.

End of the note.