career & succession planning

[Former Member]

Hi folks,

This is the first time i'l be doing career & succession planning.

Please help me for this like

1) what are the things which i should be asking to the client?

2) What are the things i should take care?

3) What all are the config nodes in it so tht i can study about it?

4) Any suggestions from u all?

Thks

[former_member194162 · Accepted solution]

Hi,

Succession plan would be made for all critical positions in the organization as an output of SAP Succession Planning transaction. Each critical position will have at least two to three persons identified who can take up the responsibility. All field HR managers along with heads will prepare a list of critical positions in their respective areas based on the following criteria:

u2022 Positions which cannot lie vacant at any given time or vacancy of such positions will have a considerable impact on the performance of the concerned unit.

u2022 Positions which can not be easily managed by available resources

u2022 Positions which demand special expertise and skills (a talent which is not easily available outside)

A list of prerequisite qualifications for those critical positions in consultation with the respective heads would also be prepared. These prerequisite would be inherited from the jobs assigned to the position and the additional qualifications entered for that position. Succession planning would also take into account performance and potential ratings u2013 the performance and potential ratings would also be used in qualification catalog. Discussions/decisions on succession planning at the time of Talent review inform of recommendations for a job by superior

After finalization of the qualification requirements for the critical position, the best fit list of potential successors (from the same or other organizational unit). Views on potential successors may also be taken from the current set of appraisee. Once potential successors have been identified, the succession plan would be prepared and would be considered as final after it is thoroughly vetted by all executives including MD.(Depends on client)

The final succession plan will be circulated to all Field HR Managers and the concerned chiefs/heads for their reference and use.

[Former Member · Accepted solution]

wt all are the configuration nodes for succesiion planning(if v dnt hv NAKISA) and also if you cn explain abt NAKISA.

What is the change in configuration if v are having NAKISA.

Edited by: Tejaswini Singh on Apr 4, 2011 8:39 AM

[lukemarson · Accepted solution]

Hi Tejaswini,

If your are using EhP4 then the configuration is done in node Talent Management and Talent Development. The business function HCM_TMC_CI_1 must be activated to enable this configuration. In EhP4 all Succession Management functionality is Portal-based. SAP's succession planning functionality is supplied via the SAP Talent Visualization by Nakisa (STVN) SuccessionPlanning solution. There is no other front-enbd functionality for succession planning, although a PPOME-style transaction is available in the backend (HRTMC_PPOM).

STVN SuccessionPlanning will work out of the box with minimal configuration, although additional configuration and customization for client requirements can be performed by an experienced consultant. The solution is a web-based application that runs on SAP NetWeaver Composition Environment (CE) and cotnains functionality not foudn in the backend transaction, such as 9-box grid for meausring performance v potential and Profile Match. It also allows easy navigation of the orgstructure and the user's area of responsibility. You can find out more information here:

[http://www.youtube.com/user/Nakisainc#p/u/5/xPVH-ejOAh8]

[http://ecohub.sdn.sap.com/irj/ecohub/solutions/talentvisualization]

I hope that helps.

Best regards,

Luke

[Former Member]

Hi,

If you want to successfully implement the CP & SP first of all you have to understand

1. Career Planning : PPCP is a tcode or a tool to plan an employees career. career can be planned on different object types like

a) appliant b) user c) contact person d) user and other object types.

You have to maintain profile with following elements 1. Qualifiactions 2. Potentials 3. preferences 4. individual development plan etc., all these are maintained for person/ position.

2. Succession Planning : PPSP is a tcode or a tool to plan a positions' successor or a persons successor. Succession can be planned on different object types like a) Org Unit b) Job r c)Position and other object types.

both CP & SP can also be treated as a report generating the detailed data for career and succession planning.

3. Profile Matchup PPPM this is used to match a position with sutiable persons and vice versa.

hope this inputs is helpful.

thanks

rafi

[lukemarson]

I think it's worth pointing out that this what rafi has posted is pre-EhP4.

[Former Member]

hiii...Please give some input on connectivity issues with ECC R/3 and portal  for CSP module... As, I am not able to see any data in portal....

[Former Member]

cn any xpert ans my questions.....it wud b a g8 help......