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Data Model for Talent Management   The job architecture is enhanced by two new objects, The functional area and the job family, which allows users to group one or several jobs.  
The job architecture is enhanced by two new objects, the functional area and the job family. A job family allows users to group one or several jobs (or positions); the functional area allows users to group one or more job families. Qualifications can be stored on each level. Those belonging to a functional area can be inherited to job families; those on a job family can be inherited to jobs. Qualifications on jobs are inherited to positions. Positions and jobs can be marked as key positions or key jobs for succession planning. This functionality allows talent administrators to update the talent information of the organisations employees. The functionality for managing the employees talent information can be performed by managers, talent administrators or employees. The functionality of talent reviews allows users to prepare and conduct talent review meetings. The preparation allows users to define the participants and to identify talents. Before the personnel development dialogue meeting managers need to assess their talents according to performance and potential and handouts for preparation can be therefore be printed out. A personnel dialogue meeting allows users to discuss and review talents interactively by viewing the talent information and when the talent review is completed the confirmed results can be stored. Talent management is SAP’s new buzz word for personnel planning and development and behind the new word we find a group of many new SAP applications and functionalities, which is being based on a data model, which is integrated with personnel administration, e-recruiting, learning solution and succession planning. From our point of view the talent management application delivered from SAP is a well structure application with a dedicated focus on the portal. This is also the weak part of the application because it forces our administrators to work in the portal and the portal is not designed for handling mass transactions (this means transaction, which handles many employees in one step) Therefore we have a suggestion for you to include the talent management in SAP backend, where the administrators will be able to perform the same functions as they can perform through the portal solution based on Nakisa. This solution will be in accordance with the SAP-Nakisa data model and will therefore be safe even if you in the future decides to buy the Nakisa license. Then you don’t have any migration problems but instead you have the flexibility to handle talent management from both backend and portal. Talent Profile The talent profile provides employees, managers, and talent management administrators with services for entering all information relevant for Talent Management about an employee. The employee enters some of the data (for example, work experience or mobility) his or herself. The manager and/or talent management administrator adds further information (for example, an assessment of the performance or potential of the employee in question). The talent profile groups the information that you need for critical processes (such as conducting talent review meetings) in one location. You no longer need to manually merge and consolidate the talent data from different sources of information. Talent Group The talent management administrator can use this function to assign employees to talent groups and thereby handle the pool of talents in your enterprise in larger logical units. For example, you can use talent groups to group talents based on their suitability, or to map their assignment to a development program. Talent Review Meeting The talent management administrator can use this function to prepare and conduct talent review meetings. For example, during the preparation phase, the talent management administrator can specify the participants for the talent review meeting, compose an agenda, and create a handout that contains information about all talents to be discussed. During the talent review meeting, the administrators can see the talent data for all nominated talents and use this to discuss and compare the talents, and calibrate the talents, for example. Instead of discussions based on static presentations or fixed information on paper, the participants always have an up-to-date view of the talent information. Side-By-Side Comparison A talent management administrator can use this function to compare the talent profiles of two or more employees. The side-by-side comparison is available during the talent review meeting.  We will be able to set up this comparison on the criteria’s you which to use. We will off course be true to the SAP standard data model and advice you to stick to this model also for future upgrades and stability.  Succession Planning The talent management administrator 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. For example, he or she can indicate jobs and positions as relevant for Succession Planning and assign suitable employees as possible successors. He or she can specify a ranking sequence for the assigned successors and their readiness. We will make this functionality available in SAP with the existing transactions but will be true to the data model delivered by SAP 6.0 EnH4 so you will not have a migration issue in the future if you decide to buy a license for talent visualization from Nakisa. If you purchase a license for SAP Talent Visualization by Nakisa, the talent management administrators can perform this function with a graphical user interface and also compare possible successors with each other and with the requirements of the key position.  But you also have the opportunity to let the talent management administrators stay in SAP back, where administrators and process handlers have their daily work. The maintenance interface for this is based on the existing transactions for personnel planning and the set up of this talent management interface in SAP does not interfere with SAP standard. The set up will also be able to handle online reporting and since we already have the data warehouse interface we will have an opportunity to generate cubes for our managers so they in the data warehouse can do reporting on succession planning for their organisation despite we don’t have a Nakisa license. Talent Development You can use this function to set up longer-term development plans for your talents and monitor their progress. For example, these development plans can be a result of follow-up from a talent review meeting, or the identification of an employee as a successor for a key position. Job Architecture and Organizational Basics This function enables the talent management administrator to group and then jointly edit jobs and positions using flexible criteria and views. The job architecture that previously comprised jobs and positions was enhanced with functional areas and job families. For example, the talent management administrator can assign qualifications to the functional areas, job families, jobs, and positions. The qualifications are passed on to the entire substructure. In SAP we also have the opportunity to assign positions primary job descriptions and secondary job descriptions, which increases the flexibility for building up competence demands on our positions. I hope this appetizer have interest.
1: home
2: knuzen_curriculum_vitae
3: The SAP HCM Authorization concept: The OneRoleConcept
4: RCAT: The RootCauseAnalysisTools related to the OneRoleConcept
5: contact.htm
6: SAP_HCM_OVERVIEW
7: Business Control with OneRoleConcept
8: The Details of the OneRoleConcept
9: SAP_HCM_SECURITY_AND_PERFORMANCE
10: The OneRoleConcept Business benefits
11: SAP HCM transit position in Om as DMZ for transfer activity
12: SAP HR structural authorization for multiple parts of the organisation.
13: LSO and PD Catalogue control
14: Knuzen Substitute/ Deputy solution for line managers
15: Enterprice, personnel and organisational structures in SAP HCM
16: sap_enterprise_structures_revisited
17: Clean up SAP Organisational Management
18: Consistency check of SAP OM and PD tables
19: SAP HCM combined with personnel development functionality
20: Optimize the System Performance with indexing structural authorizations: RHBAUS00
21: Identity management with the use of SAP HCM attributes
22: organizational_key_vdsk1
23: master_derived_composite_sap_roles.htm
24: Standard tools for identifying SAP HCM authorization issues
25: Enhance the layout of PPOME and PPOSE the organisational structure
26: Enhance the existing PD model and use it for personnel development
27: To be structural restricted or not to be... thats the question
28: Automate your SAP solution and avoid errors and business break downs
29: SAP HCM Authorizations and performance
30: design_support_organisations_1.htm
31: design_support_organisation_2.htm
32: design_support_organisation_3.htm
33: Upload Documents on your employees
34: Upload Documents on your employees
35: Upload Documents on your employees
36: The role assignment can be used for compliance check and license control.
37: Upload Documents on your employees
38: Upload Documents on your employees
39: Upload Documents on your employees
40: Upload Documents on your employees
41: Data Model for E-ercruiting and Tips & Tricks
42: Upload Documents on your employees
43: Upload Documents on your employees