Stryker Talent Review and Succession Planning Quick Reference Guide. Updating Your Talent Profile in SuccessFactors. Access the SuccessFactors Website

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1 Quick Reference Guide Updating Your Talent Profile in SuccessFactors The SuccessFactors succession module supports Stryker s Talent Review and Succession Planning processes. The Talent Profile is a tool within SuccessFactors that enables employees to create an up-to-date profile of career experience, educational background, and professional certifications and skills. It provides a way to make your talent and qualifications more visible within Stryker. Access the SuccessFactors Website Open your web browser and type the following in the website address: Because it is set up with single sign on, you must be logged into the Stryker network in order to access SuccessFactors. Home Page The system will recognize you and present your Home Page with the appropriate information for you. Navigation drop down menu My Info: your name and title 3 My Team (if applicable): you can view and access your team members profiles and update/view Talent Review information 4 Links: helpful links to talent resources To Do: any tasks assigned to you Information, such as My Team and job titles, pull from Stryker s HRMS system. Will all team members be listed? Only employees global grade and above will have an employee record in the SuccessFactors system. Use of the SuccessFactors system for talent review & succession planning will vary by location. Please check with your HR Business Partner if you have any questions. Page

2 Talent Profile There are two ways you can access your own Talent Profile: Through the Navigation drop down menu in the upper left corner of your Home Page Through your My Info section Click on the gear icon (My Info Links) Click on Profile Tips for Updating Your Talent Profile This is your opportunity to build your Stryker Career Resume. The Talent Profile consists of twelve sections: Some sections import information directly from Stryker s HRMS system and cannot be edited in SuccessFactors. Sections that contain the Edit option in its title bar can be modified and updated. To make changes to editable Talent Profile sections: Click the Edit button link in the section title. This will display the icon. To update a section, click and enter your information in the appropriate fields. Add new line items within each section as appropriate. Save newly entered information by clicking Save at the bottom of each section. Required fields are identified with a red asterisk (*). You won t be able to save your record if one of the required fields is not entered. Delete removes the associated Profile information. Arrows shift the lines of information either up or down one position in the list. Page

3 Talent Profile Sections What They Mean Employee Information + Experience Snapshot: Displays fast facts on your current role and tenure with Stryker populated from HRMS. If your employee information appears to be incorrect, contact your local HR Business Partner to make changes in HRMS. To add your photo, hover your curser until the Edit Photo box appears. Click on Edit Photo to upload a photo from your computer. Dimensions should be a maximum size of 450 x 350 pixels. Stryker Work Experience Previous Work Experience Stryker Work Experience is imported from Stryker s HRMS system. Any Stryker work experience prior to the implementation of Stryker s HRMS system is imported into the Previous Work Experience section (i.e., prior to 005). You can also edit this section to include previous work experience outside of Stryker. Recommended guideline: include the last 8-0 years of your work experience. Page 3

4 Significant Achievements Add career achievements you would like noted. Examples may include special projects, awards, etc., both within and outside of Stryker. Recommend listing oldest to newest. You can use the arrow keys to the right to re-order your entries. Formal Education Any education records contained in HRMS will be imported into SuccessFactors. From there, you can make edits and/or additions as appropriate. Key Development Experiences These are specific work assignments that provide differential experiences that accelerate an individual s development and/or build on leadership skill set. The intention is to better understand future opportunities for development. In a single row, for each development experience: Indicate whether you ve obtained such experience(s) by selecting YES/NO in the drop-down menus. Brief details or information of such experience(s) can be added under the Notes/Description section. Last Modified : This field will automatically populate each time you update your profile. Page 4

5 Development Experiences (continued) Definitions for the Key Development Experience are: Assignment Out of Expertise a role or stretch assignment to gain or grow skills and talents outside an individual s known area of expertise (e.g., move from a traditional Finance role to a Sales Leadership role, plant leader taking on additional responsibilities for integrating an international acquisition) Broad Span of Influence a role or assignment that requires an individual to directly or indirectly manage and/or influence a large number of associates (500 headcount or more) with a significant scope of organizational accountability. Leading Cross Functional Team a role or assignment that involves leading a team with diverse functional accountability (e.g. large project or integration role, division or business unit leadership). Significant Impact on Customer Experience a role or assignment that includes accountability for teams or work product that directly interfaces with external customers and impacts their buying decisions. Global Experience a role or assignment with direct impact in a geographical area different from that in which an individual resides, and/or includes direct impact and accountability for deliverables in multiple geographies (e.g. global product development, global revenue accountability). This excludes roles of indirect accountability (e.g. global talent management). P&L Accountability a role or assignment that has direct oversight, decision making authority and accountability for a P&L or cost center management in excess of $5M (e.g. plant management, BU GM, Division President). Stryker Enterprise Leadership Development Programs Identify which Stryker-wide Leadership Development programs you have attended. Add as many rows as needed. Additional Development or Qualifications List additional development experiences, programs or relevant qualifications, including those obtained within and outside of Stryker. Examples may include executive coaching, training courses, certifications, licensures, etc. Page 5

6 Language Skills Specify your language skill(s). Under Speaking, Reading and Writing Proficiency and Ability to Translate, select the level of Proficiency (Beginner, Intermediate, or Fluent). Professional Memberships, Community Involvement Intended to capture your memberships in professional organizations as well as involvement in community / local activities. Geographic Mobility Degree to which you are open to a work assignment(s) outside of current location, understanding that the actual decision is often position dependent. Career Aspirations To provide insight to your career or job interests, including: Area of Interest (text) Job Function (drop down) Desired Timeframe Page 6