SAP SuccessFactors Succession and Development

Transcription

1 SAP SuccessFactors Succession and Development Technical and Functional Specifications CUSTOMER

2 TABLE OF CONTENTS KEY FEATURES AND FUNCTIONALITIES... 3 SUCCESSION MANAGEMENT... 3 CAREER AND DEVELOPMENT PLANNING... 4 CALIBRATION FOR SUCCESSION... 5 PREREQUISITES... 5 DISCLAIMER SAP SE or an SAP affiliate company. All rights reserved. No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company. The information contained herein may be changed without prior notice. Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors. National product specifications may vary. These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP or its affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP or SAP affiliate company products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty. In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop or release any functionality mentioned therein. This document, or any related presentation, and SAP SE s or its affiliated companies strategy and possible future developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place undue reliance on these forward-looking statements, and they should not be relied upon in making purchasing decisions. SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. All other product and service names mentioned are the trademarks of their respective companies. See for additional trademark information and notices.

3 This specifications document describes key features and functionalities of SAP SuccessFactors xxx, as of the Q Release. KEY FEATURES AND FUNCTIONALITIES Succession Management Career and Development Planning Calibration for Succession SUCCESSION MANAGEMENT Succession Employee Attributes Succession Org Chart Position Tile View Talent Pools Talent Search Succession Plans Succession Lineage Chart Matrix Grid Reports Customers can define a set of "talent flags" that can be displayed on the Employee Profile and in other parts of the SAP SuccessFactors application. Talent flags typically include such attributes as Impact of Loss, Risk of Loss, Key Talent, Future Leader, and Reason for Leaving. Customers can also track a User s Potential rating. Provides Customer with a hierarchical view of the reporting relationships of people in the organization, with a configurable layout to show and update succession plans inline. This can also be based on a position hierarchy including vacant ( TBH ) positions. Allows for an alternative to the organizational hierarchy view, showing succession plans for matching positions in a tile-based layout. Users can apply flexible filters so this view can act as a worklist to review succession plans for certain types of positions. Allows Customers to track groups of individuals to develop highpotential talent or to identify successors to general job roles, for example. Provides for a hierarchical view of the reporting relationships of people in the organization, with a configurable layout to show and update succession plans inline. This can also be based on a position hierarchy including vacant ( TBH ) positions. * Allows Customers to create and manage succession plans consisting of Users nominated to fill a position in the event of a vacancy. Each nomination can include a readiness rating level and comments. Nominations can be attached to positions or incumbents (people). Generates a report that displays the connection points between succession plans, so planners can evaluate the impact to the organization if a high-level position became vacant and the succession plan were enacted. Two matrix grid reports (a.k.a. 9-boxes ), that place employees on a two-dimensional grid of overall ratings, such as performance vs. potential, or overall competency ratings vs. overall objective ratings 3

4 ( how vs. what ). Can optionally be integrated with SAP SuccessFactors Performance and Goals** to capture potential ratings at the same time as other overall ratings. Succession Reports Presentations Integration Provides Customer with a dashboard showing Succession Plan coverage for positions, as well as list-based reports created with the ad hoc report builder to view and download data about incumbents and successors. Enables Customers to display Succession Plans, Organizational Charts, Talent Pools, and Matrix Grid Reports as Live Slides in the Presentations tool. CAREER AND DEVELOPMENT PLANNING Development Goal Plan Learning Integration Performance Management Integration Career Path Career Worksheet Mentoring Development Reports Allows Users to create and manage goals for personal development. Goals can include a number of attributes, including links to competencies that the User plans to develop for current or future roles. Users can identify learning activities in SAP SuccessFactors Learning that help them meet their goals and close competency gaps. Allows Users to associate these learning activities with development goals and track them directly within the development plan..*** Allows Users to display and create development goals in the context of a Performance Review form, enabling Users and their managers to manage a development plan and competency ratings in the context of a 1:1 performance review discussion..** Allows Customers usually the HR department to create standard career paths, which Users can access from the Career Worksheet to guide development. Allows Users to identify future roles they are interested in pursuing and to track gaps and competency requirements so they can focus on the right development to achieve their career goals. Optionally includes a career pathing function to show intermediate roles leading to a senior role.** Provides Customer with a central and integrated tool to set up and run programs to manage structured mentoring relationships. It provides Customers with a framework for development program management and can be applied to leadership development, coaching, enablement, or job shadowing programs, just to name a few. Allows Customers to create list-based reports with the ad hoc report builder to view and download data about development plans. 4

5 CALIBRATION FOR SUCCESSION Calibration helps Customers to bring objectivity to performance, pay and succession decisions. Visual Comparison of Users Comprehensive View GUI-Driven Calibration Calibration Dashboards Calibration Setup & Admin Allows Customers to view rating elements in bin and matrix grid views. Allows Customers to select from four different data sources (Performance, Compensation, Succession, Talent Profile****) to calibrate ratings. Ability to drag-and-drop to calibrate Users. Ability to generate simple charts with an aggregate view of the specific subset of Users being calibrated. Ability to set up calibration and manage security through simple clicks; allows Users to select people within an organizational chart; and to specify distribution curve guidelines. PREREQUISITES *Talent Search is included in the SAP SuccessFactors Foundation product that is included with every SAP SuccessFactors subscription. ** Customers must subscribe to SAP SuccessFactors Performance and Goals to take advantage of the talent search, performance management integration, and career worksheet features. *** Customers must subscribe to SAP SuccessFactors Learning to take advantage of the Learning integration features. ****Customers must subscribe to the corresponding product to take advantage of the comprehensive Calibration view. The performance data source requires SAP SuccessFactors Performance and Goals and the compensation data source requires SAP SuccessFactors Compensation and Variable Pay. The succession and talent profile data sources are included in the subscription to SAP SuccessFactors Succession and Development. DISCLAIMER SAP retains the right to change, at any time in its sole discretion, the Cloud Service as set forth in the Agreement between SAP and Customer. 5