Project Team Orientation: SAP SuccessFactors Career Development Planning (HR845)

Transcription

1 SAP SuccessFactors HCM Suite Project Team Orientation Q Release Project Team Orientation: SAP SuccessFactors Career Development Planning (HR845)

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3 About this Guide Welcome to the Project Team Orientation for SAP SuccessFactors Career Development Planning. The overall goal for this guide is to provide a knowledge transfer on the core out-of-the box functionality of SAP SuccessFactors Career Development Planning. This will enable you to gain a high-level understanding of the concepts and capabilities of the software. Using this guide, you will learn about key elements of the SAP SuccessFactors Career Development Planning module and make decisions about how you will use the module so that your organization can work with SAP SuccessFactors Professional Services consultants in planning and implementing an effective configuration. Topics include: Career Development Planning Overview Development Plan v12 Career Worksheet v12 Career Path v2 Mentoring Integration and Data Privacy Information

4 Table of Contents About this Guide 3 Career Development Planning Overview 5 Development Plan v12 8 Career Worksheet v12 13 Career Path v2 21 Mentoring 26 Integration and Data Privacy Information 40 Data Protection and Privacy Features 42 Additional Resources 43 Table of Contents

5 Overview

6 Career Development Planning Overview Welcome to the Career Development Planning (CDP) Project Team Orientation guide. The purpose of this guide is to introduce you to many of the main features and necessary decisions which should enable a smoother implementation of this module. Career Development Planning, also seen as Development from the Navigation dropdown, offers employees the opportunity to engage in career goals, competencies, future roles, paths, or mentoring. Utilizing such tools, managers or human resources can easily note an employee s future ambitions. Career Development Planning > Career Development Plan Overview

7 Career Development Planning Tools The latest Career Development Planning module has many userfriendly features, such as: Development Plan Career Worksheet Career Path Learning Activities Mentoring As we progress in this guide, the purpose of each feature is further detailed. As an important note, all the information and screenshots detailed in this PTO pertains to a system utilizing Employee Profile. If your system includes the use of Employee Central and / or Job Profile Builder, the screenshots and details may vary. Career Development Planning > Career Development Plan Overview

8 Development Plan v12

9 The Development Plan v12 The Development Plan v12 appears on a dedicated page and aids both employees and managers in several ways. Employees profit by driving and creating personal development goals for a current or future position. Managers benefit from the ability to view private or public goals assisting in future dialogue, reporting, and talent management. Many areas like instructions, categories and status may be changed in Admin Center. However, other settings like maximum or minimum number of goals or competency association must be configured in your implementation. Career Development Planning > Development Plan v12

10 Learning Activities for Development Goals Development goals can be composed of several fields. The most frequently used are as follows: Name Measure of success Status Start and due date Competencies Development goals can also have one or more learning activities associated to them. They can be added directly from the development plan. These activities can come from the catalog or users can add custom learning activities. Career Development Planning > Development Plan v12

11 Competencies in the Development Goals You can link development goals to one or more competencies that the employee is trying to develop. The competency field can list competencies in a variety of way: By role By libraries By categories By form There is a configuration option to require users to choose one single competency and prevent them from selecting multiple competencies. In this case, there is a dropdown list instead of a list of checkboxes. Optionally, you can use a link called Add Competencies, and the users will be able to add additional competencies to the development goal that are not currently displayed. Career Development Planning > Development Plan v12

12 Decisions Checklist Additional Resources What roles need to view the development plan? What goal statuses and colors would you like? What fields do you want to include in the development plan? Would you like to utilize the learning activities? Do you want to associate competencies with development goals? Do you plan to integrate the SAP SuccessFactors Learning Management System? Would you like to have a maximum or minimum number of goals? Would you like to replace the button text?

13 Career Worksheet v12

14 Career Worksheet v12 The Career Worksheet allows employees to select a future role and then compare their current competencies with the ones required for the future role. In this way, employees are better able to evaluate what skills are needed to reach new career aspirations. This functionality requires that competencies be defined for every role in the organization. From the Career Worksheet, you can easily compare the last rating (in blue) with the expected rating (in green) for the required competencies for the role. You can also add, edit, and remove development goals as well as learning activities directly from the Career Worksheet. This will be reflected in the development plan automatically. Career Development Planning > Career Worksheet v12

15 Career Worksheet v12: Suggested Roles Adding a future role to the Career Worksheet is a simple search for utilizing a recommendation within Suggested Roles. Criteria defined in the Admin Center settings populate competency- based roles which reduce the need for employees to look for jobs that strictly match profiles. The Suggested Roles tab is also controlled with role-based permissions if you would like to limit access to this area. When Job Profile Builder is used, you can also see the role description by clicking on its title. When you click on the plus sign the role will be added as a target role. Career Development Planning > Career Worksheet v12

16 Career Worksheet: Role-Readiness Meter The Role-readiness meter is a feature which resembles a thermometer. The Role-Readiness meter will automatically calculate the percentage of competencies met divided by the total number of competencies required for the role and turn it into a percentage. Career Development Planning > Career Worksheet v12

17 Career Worksheet: Competency Gap Graph The Career Worksheet has the ability to populate a graph depicting the gap between a competency rating and the expected rating. In the image, the rating exceeds the expectation; so, the competency has been met. The rating indicated by the blue bar comes from completed Performance Management forms, 360 Degree forms, or the Role-Readiness forms. The last rating will be used in the Career Worksheet - no averaging is supported. The vertical black bar (set at 3 in this image) is determined by using the Expected Rating from Families & Roles or Job Profile Builder depending on the system you use. We can also see where the last rating comes from and when it was last updated. The number of target roles that shares this competency is a quick link that can be used to display all the roles that also have this competency. Career Development Planning > Career Worksheet v12

18 Career Worksheet: Role Readiness Form Sometimes, the competency is not met because it has not been evaluated yet. This is the case in this screen shot for the competency Budget/Cost Control. In this case, the employees can trigger a role readiness form from the career worksheet to evaluate their readiness for the competencies for the role they consider. Career Development Planning > Career Worksheet v12

19 Career Worksheet: Future Role The employees have the option to make the role public in the profile in the portlet that is often called Preferred Next Move or Career Goals. Checking the box in the Career Worksheet will autopopulate the role name in the portlet in the employee s profile. Employees can also see the number of employees currently having the role their target. This is a quick link that can show the actual names of these employees. The number of openings correspond to the TBH positions in Succession when the legacy position nomination method is used. Career Development Planning > Career Worksheet v12

20 Decisions Checklist What roles should be permissioned to view the career worksheet? Additional Resources Do you currently utilize SAP SuccessFactors Performance Management? Do you currently map competencies to job codes? Would you like to use the Role-Readiness Form? Do you want all of your employees to see the Suggested Roles tab? What settings are most important to you? Do you currently weight or rate competencies?

21 Career Path v2

22 Career Path v2 The Career Path v2 displays information about the expected path for a position or various positions. Administrators or other assigned roles (HR managers, for example) are responsible for creating or managing Career Paths. Employees simply utilize the paths as visual next steps in career progression or transition. Career Path v2 enables the creation of unique and complex organizational career paths. HR managers or other assigned roles can create multiple new career paths, associate them to a given role, and restrict access as needed throughout the organization. This feature also utilizes the Metadata Framework and Role-Based Permissions. Career Development Planning > Career Path v2

23 Career Path v2 Other decisions within Career Path v2 include the creation of the career path as well as the configuration of the career path node. The first screenshot includes the options for creating a path. The Human Resources/Talent Management professionals or the SAP SuccessFactors System Administrators are the typical creators of the career paths. The employees and managers simply view the feature but are not likely to edit it. This example shows a career path with three role nodes. Each node displays information about key elements for the job role: Number of competencies needed for taking the job role Number of skills needed for taking the job role Number of people holding this role Number of Talent Pools Job Family Job Code Career Development Planning > Career Path v2

24 Career Path v2 End User If end users select a role from the Career Worksheet that is included in a career path, they will be able to click a link to open the career path. When end users review the career path, they will see a star for roles that are already selected in the career worksheet. They will be able to add or remove roles from the career path. Clicking on the name of the role will open its description. Career Development Planning > Career Path v2

25 Decisions Checklist Additional Resources Are career paths defined for your organization? Who will decide how the career path will be implemented? What roles will create paths? Do you have job descriptions, competencies, and number of people in each role tracked? What information would you like to display on the role node? Do you intend to utilize Job Profile Builder? Development > Decisions Checklist

26 Mentoring

27 Mentoring Mentoring is partnering with a more experienced colleague to enhance knowledge, skills, and self-awareness in a certain area. Often, this critical knowledge is not captured in formal documentation but passed down in person. Through Career Development Planning, you can formalize your mentoring process by using the program wizard to identify details, determine mentor and mentee groups, and set timelines for each individual program. There will be automated recommendation to identify the best mentors for each mentee based on answers from a sign up form. Three program options exist to meet your organizations flexibility or structure level: Supervised, Unsupervised, or Open Enrollment. Career Development Planning > Mentoring

28 Building a New Mentoring Program Once the program type is selected, mentoring administrators will have the option to define the mentoring program details (program name and description, owner, dates, etc.), select the mentors and the mentees, define the criteria for the sign up form and review the summary. For Open Enrollment programs, there is no need to select the mentors and mentees. By default, all employees will be invited to participate but there will be an option to limit the participation by selecting a target group. Career Development Planning > Mentoring

29 Building a New Mentoring Program Sign Up Form The sign-up form is where administrators can define questions that will be visible when mentees and mentors sign up. Available criteria depends on your data model like: Department Job Family Competency Custom picklists can also be added. Free text answers are supported but not included in matching criteria. Add questions indicating what displays to mentor or mentee The invitation templates can be edited for communication of program Career Development Planning > Mentoring

30 Open Enrollment Mentoring Programs Open enrollment mentoring programs do not have strict dates, they are open to all or a subset of the company. Users can be mentors, mentees or both at the same time. This option allow customers to keep mentoring programs open at all times and allow self-registration. With mentor self-registration, we may want to make sure that mentors are well-qualified for the role. There are two options to validate mentors for open enrollment mentoring programs: 1. The administrator can review an uploaded documentation. The administrator has the option to provide instructions about the documents mentors have to submit to support their application. 2. The manager can approve Career Development Planning > Mentoring

31 Mentors and Mentees Experience Within a Mentoring Program, the experience of the user varies based on the defined role of Mentor or Mentee. To begin, navigate to Home > Development and select Mentoring. If the Mentoring option does not exist, check to see if the employee is listed in the program and has the proper permissions. The Mentoring home page for the end users is a vertically-tabbed interface with different types of programs displayed when the tab is selected. You can click on My Mentoring Program, Invitations or Open Enrollment. Career Development Planning > Mentoring

32 Mentors and Mentees Experience In order for the mentor to sign up, the employee must be invited to be a mentor within the specific mentoring program. The invitation holds some of the most important program information like description, duration and deadline dates for sign up. Career Development Planning > Mentoring

33 Mentors and Mentees Experience Following the mentor sign-up wizard, the employee may choose preferences like department, job family, and competencies in which he or she feels capable and willing to work with mentees. This offers the opportunity to include departments other than his or her own to transfer experience working with people throughout the company. Note that for any criteria he does not choose preferences for, the algorithm will match based on what s in his or her employee file-his department, job, family, etc. Career Development Planning > Mentoring

34 Mentee Sign-Up The mentee sign-up experience begins with an invitation to be a mentee in the specifically designated program. The employee reads about the program, reviews the dates, and decides to sign up. In turn, the mentee can do the following: Choose the departments, job family, and competencies of greatest interest. Select a preferred mentor and complete sign up. For unsupervised programs, preferred mentors receive a match request For supervised programs, the preferred mentors are promoted by the matching algorithm. At the bottom of the page, the mentee could also seek out and request a mentor who is not on the recommended list. Simply use the search feature to find or select a different person as your mentor. Career Development Planning > Mentoring

35 Unsupervised Programs - Mentors Receive a Mentoring Match When mentors receive a mentoring match request, they can review information about the mentee and accept or decline, including a note if they choose to decline. Mentors can easily review the mentee s preferences before they accept or decline the mentoring request. Career Development Planning > Mentoring

36 Unsupervised Programs - Mentors and Mentees Edit Preferences Mentors and Mentees can easily edit their matching preferences after the program start date. Career Development Planning > Mentoring

37 Supervised Programs - Administrator Matching Experience Administrators will have the ability to view all the matches of the mentors and mentees. Based on the quality of the matches, administrators will be able to make changes and create new assignments. This is only applicable to supervised programs. Any match can be modified so long as it respects the maximum number of mentors per mentee and the maximum number of mentees per mentor defined at the program level. Career Development Planning > Mentoring

38 Decisions Checklist Additional Resources What mentoring programs do you currently have in your company? Would you like a formal or informal structure or both? Do you wish to create mentoring programs? Have you already identified mentors?

39 Next Steps Use the space below to capture information about next steps and any additional questions you want to be sure to remember to ask your SAP SuccessFactors Professional Services Consultant. Key Dates: Contact Information: Questions:

40 Integration and Data Privacy Information

41 Integration between Career Development Planning and Succession If utilizing Succession and CDP, development goals are visible in the Succession Org Chart v12 when you edit the nomination. The entire name of the development goal will be visible when you hover over its beginning. You can also see the status of these goals directly in this area. The ability to add a development goal or not comes from the permissions defined in the development goal plan template. If you choose to utilize the feature named Preferred Next Move, it is viewable in the Succession Talent Card. Career Development Planning > Integration between Career Development Planning and Succession

42 Data Protection and Privacy Features With the Q release, several new data protection and privacy features have been made available to our customers and some existing features have been enhanced. The data protection and privacy features include, for instance, the ability to report on personal data changes and the capacity to report on all the data subject s personal data available in the application. Customers will also have options to configure data retention rules at country level for active and inactive employees that will permanently purge personal data from SAP SuccessFactors applications. It is the customer s responsibility to adopt the features that they deem appropriate. More information can be found on the SAP Help Portal: Career Development Planning > Data Protection and Privacy Features

43 Additional Resources There are a number of other resources that can provide you more information about the SAP SuccessFactors system, including: SAP SuccessFactors website: SAP SuccessFactors Customer Community: SAP Learning Hub - Training and Certification Shop: Elearning, video simulations, task-specific job aids, and quick reference guides For more information about other courses and registration, contact Success Academy at SFHCMGlobalTraining@sap.com.