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Combine talent management with existing PD functionality The power of combining existing SAP Personnel Development with talent management functionality is flexibility and scalability of your SAP talent management solution.
In many personnel development functions the work is designed to be conducted through the portal. The benefit of this is an easy and user friendly front end. The cons are the difficulty in getting a real grip of the master data behind it. Therefore you can choose to integrate the old PD interface in SAP backend such as the PPPM or the HRTMC_PPOM transaction with the datamodel delivered by talent management. SAP has made the PD transactions so flexible that they can be customised to include the data related to performance management, succession planning, talent profile and what you else need in your organisation for handling talent management.   In this set up (see figur below) I have created a structure for high potentials in an organisation. The employees which has been appointed as high potentials have all kind of data assigned such as course history, competences, career assignments, successor assignments, preferences, potentials and dislikes. All these attributes on the high potentials can be displayed in one transaction, which is the PPPM transaction. This transaction can be customised so it fits your organisation needs and different kind of talent management data can be added so your organisation can get access to exactly the information you need. An alternative is to use the transaction delivered in Enh4 HRTMC_PPOM. The transaction PPPM/ HRTMC_PPOM is some of the main transactions in the handling of personnel development and they can be extended due to flexible customising so they includes both the new parts from talent management such as talent groupings, talent profile, succession planning and other data sources from e.g personnel administration and enterprise compensation management. You can hereby get an overview of your employees talents. 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 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. Through customising of PPPM or HRTMC_PPOM you no longer need to merge and consolidate the talent information from different data sources. 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  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 backend, 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 is delivered with the SAP EnH4 package as standard. The set up will also be able to handle online reporting and since we use the data model for talent management we will be able to use the standard cubes for BI. So managers can do reporting on talent management for their organisation. 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 in our organisation.
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2: knuzen_curriculum_vitae
3: The SAP HCM Authorization concept: The OneRoleConcept
4: RCAT: The RootCauseAnalysisTools related to the OneRoleConcept
5: contact.htm
7: Business Control with OneRoleConcept
8: The Details of the OneRoleConcept
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