Email Verification with One-Time Password for New Candidate Account
This new functionality will request the candidate to enter a one-time password sent via email (provided by candidate). Once candidate enter the one-time password on the Create account page then candidate will be able to continue with account creation process. This new feature also prevents the exposure of existing candidates’ email addresses to attackers and keeps your candidate accounts secure. It also provides an improved email verification experience for the candidate.
** Please note that this is an opt-out feature meaning that you will need to disable this functionality if you or your client do not want to use this feature.
If your company enables the “Use email as external applicant user ID” functionality, the following will occur:
External candidate provides an email address when creating an account.
SAP SuccessFactors generates and sends a one-time password (OTP) to the provided email address.
External candidate inputs the one-time password to continue the account creation process.
OData Support for Position Generic Object on Job Requisition and Job Offer
You can now create and update a job requisition for multiple positions using the Job Requisition OData API. You can also create and update a job offer for a position using the Job Offer OData API.
The Job Requisition and Job Offer OData APIs now support business rules with Position.
Filter by Brand in Recruiting Advanced Analytics
Using Advance Analytics, you can filter and drill down by specific brand.
Add to Talent Pool from Inline Resume Viewer
Recruiters can now add candidates to talent pools via the Inline Resume Viewer in SAP SuccessFactors Recruiting, where recruiters could see details about the candidates’ background and interests.
Logo Component for Career Site Custom Headers
There is now a way to add a logo to a custom header for your career site pages in its own logo component rather than the Image component, so that you can specify logos that are optimized to display in desktop and mobile display settings.
There are two ways to add a logo into a header: Using the regular logo tab for headers, and the new method of adding a logo component in a custom header. This allows the use of different sizes logos for custom headers for different display settings, such as desktop and mobile.
Career Site Meta Images for Social Media Posts
Meta images can now be added using Career Site Builder to associate them with your career site in social media posts.
Third-party sites, like Facebook, LinkedIn, Twitter, and Microsoft Teams, allow you to associate an image when you post a link and information for your career site. Meta Image setting is located in Appearance Styles -> Global Styles -> (Brand) -> Main, this will allow to specify one image per brand. Each available brand can have separate meta image; otherwise Career Site Builder uses the meta image specified on default brand.
Google Tag Manager and Google Analytics in All Career Site Pages
Google Tag Manager and Google Analytics IDs can now be used in all career site pages, including those that are administered in SAP SuccessFactors Recruiting, such as the Job Application, Candidate Profile, Login, and Create an Account pages.
To enable the settings, navigate to Settings -> Site Configuration in Career Site Builder.
SEO Settings in Career Site Builder
By default, Career Site Builder generates a Top Jobs page that lists links to search results pages based on the most frequently searched terms. You can now refine your search-engine optimization settings and have better control over how you present jobs in your career site. In addition, you can demote specific terms to display at the end of the result set, or prevent search engines from indexing the auto-generated pages created by the Top Jobs page as well as the Top Jobs page itself. These settings now can be controlled by Career Site Builder administrators
Terms to Demote – terms you include in this field are automatically demoted to the end of the result set.
Terms to Avoid – when you add terms in this field, Career Site Builder adds a noindex value to prevent search engines from indexing them, and also suppresses them from being part of the Top Jobs results.
Noindex Top Jobs – Career Site Builder adds a noindex value to these auto-generated pages, as well as to the Top Jobs page itself.
See this great article for useful information on how to prepare for a SAP SuccessFactors Regular Release.
Contact email@example.com for any assistance implementing your SAP SuccessFactors Modules
With the H2 2020 release, there are additional features introduced for the latest version of Calibration. There are new universal and admin opt-in features along with five universal updates. We will review the updates starting with what’s new.
New Admin Opt-in Features
There are three admin opt-in features that provide additional access to employee information to make better decisions when calibrating ratings along with some enhanced admin functionality.
Access to Comments from Other Calibration Sessions
Currently within a calibration session, reviewers have access to subject’s comments on the session detail page. Based on the calibration role permissions, the reviewers may add, edit, delete or view comments. An example of the current functionality is shown below.
With the new release, it is possible to reference comments from prior sessions. Seeing comments from prior sessions gives the session reviewers a more complete picture of subjects in order to make more objectively.
This option is set in the Advanced tab of “Manage Calibration Templates” as seen in the example below. Enabling “Roll up comments from the other sessions based on the same template” will give calibration reviewers access to comments from prior sessions.
As seen in the example below, when adding or viewing subject comments during a session, the comment dialog box will now contain two tabs: “From This Session” and “From Other Sessions“. Comments for the current session may be added, edited, deleted or viewed. Other session comments are view only.
However, comments from prior sessions will only display in the new tab if the other sessions use the same calibration template.
Replace Facilitator that becomes Inactive
There is a new setting that will be available in “Manage Calibration Settings”. Enabling “Choose a user to replace a calibration session’s only facilitator who has been inactive” will allow a new facilitator to replace the sole facilitator of a session who becomes inactive. Once a replacement facilitator is identified and the inactive user is purged, the facilitator is automatically replaced for the session.
Omit “Too New to Rate” from Rating Options using Employee Profile
On the Global Settings tab within “Manage Calibration Settings“, there is a new option that may be enabled. “Remove ‘Too New to Rate’ from rating options for the rating types from People Profile data” will omit “Too New to Rate” as an rating option when selecting Employee Profile as the data source for ratings. This will be apparent on the Data tab within “Manage Calibration Templates” when Employee Profile is selected as the data source for ratings to be calibrated. With this setting, “Too New to Rate” will not be displayed as a rating option.
New Admin Opt-in Feature
Odata API for Session Comments
A new OData API entity called “CalibrationSubjectComment” is now available so comments are exposed for interfacing. A query can be used to get a single comment made for a calibration subject using comment ID or to get all comments made in a calibration session. An example of the URI for getting all session comments is shown below.
We will now review the four universal features found in the latest release.
Access to Subject Comments
Currently, there is a comments column in the List View of a calibration session as seen below. If a comments icon appears for a subject, the reviewer would click on the icon and would be able to see existing comments. If the session reviewer also has “Write” permission, they could also add a comment. The vertical dots menu for each subject would be used to get to the link to add a comment as shown below.
The comments column appears in the Subjects List for Executive Review as seen below.
In both views, the column would contain a comment icon if there was a comment for the subject.
In the latest release, it will be easier to view and add comments. The comments column which houses a comment bubble will no longer be used in the List view of a calibration session or in the Subjects List within Executive Review. An example of the new comment feature is shown below.
In the new release, the comment icon will appear with the subject name along with the comment count regardless of a user having any comments. If comments exist for a subject there will be a number count next to the icon. To add or view a comment, click the comment icon.
The Calibration History block on People Profile will display the comment icon with the comment count for each subject as well.
Autocomplete Search of Universal People Search
The Calibration module has adopted autocomplete search. This allows the admin in the “Manage Calibration Sessions” page and calibration users in the session list page and session details page to use the autocomplete search of the Universal People Search.
The current calibration sessions list page search options are seen below.
With the new release, there will be an “Add People” icon which enables the autocomplete search of Universal People Search. An example is shown below.
Start typing to search for a name in the module search box. The system predicts names you are searching for. All matches will display as separate entries to choose from.
Enhanced Experience using Matrix Grid Views
The current matrix grid view within a calibration session is shown below. To see the talent card of a subject in a zoomed out cell, the “more” icon for a subject would need to be clicked and then “Open Talent Card” selected.
Available in full-screen and normal modes in the new release, the cards will be visible in zoomed out cells. There will be a scroll bar when a cell is too small to see all of the people cards. This feature makes it easier to compare subjects in zoomed in and out cells. An example of the new functionality is shown below.
Select Permission Model Obsolete
Within provisioning, in the “Enable Calibration” section of Company Settings, the option to select the permission model will no longer exist.
Now that all customers are using role-based permissions, the default permission model option is no longer viable so this selection will no longer appear.
Calculated Rating from Customized Weighted Rating Section in Bin View
There is a another feature available when a calibration template is based on a performance form template that contains a Customized Weighted Rating section. Currently, when the data source for a calibration template is a performance form template with this summary section, either the manual or the calculated rating can be calibrated. However, the calculated rating cannot be displayed in the Bin view of a calibration session.
With the latest release, the calculated rating from the Customized Weighted Rating section may display in the Bin view if this calculated rating comes form a PM form and the “Show calculated rating in addition to manual rating (only applicable to Bin view)” setting is enabled. An example is displayed below.
The latest release improves managing calibration sessions for the admin and improves the calibration reviewer experience.
Do you need help managing your SuccessFactors Release cycles? Email firstname.lastname@example.org to see how we can help!
The latest version of Continuous Performance Management (CPM) was restricted in the H1 2020 release and now will be generally available. The H2 2020 release builds on the redesign of the user interface for CPM that began this year.
There are four new admin opt-ins, two universal updates and one admin opt-in update available when using the latest version of CPM. We will start by reviewing what’s new.
New Admin Opt-ins
Latest Version of Continuous Performance Management using Upgrade Center
The upgrade to the latest version of CPM must be done as an admin opt-in using Upgrade Center. There are some features are automatically applied when upgrading:
Activities View- which uses a Kanban board for activity management.
Meeting View – to manage conversations.
Achievements View – with a new layout that shows activities linked to achievements.
Ability to link activities to development goals as well performance goals.
Activities must be used to create achievements.
When upgrading to the latest version, all current CPM users are impacted. It is worth noting if you are contemplating the move to the latest version of CPM, once the latest version is enabled, you can’t go back.
Once the upgrade to the latest version of CPM is completed, there are some additional admin opt-in features that may be enabled.
“Discussion Topics” replaces “Other Topics“. Any existing content within “Other Topics” gets converted to “Discussion Topics“.
There is also a new feature called “Meeting Notes“.
Multiple roles is a new permission based feature which allows users to have 1:1 meetings with anyone in their organization.
“Enable Activity-Feedback Linking ” to link activities and activities tagged as achievements to feedback.
Use of the latest version of Continuous Feedback.
“Disable Deleting Feedback” is a carryover from the prior version that is now available in the latest release which prevents a user from deleting any existing feedback.
Several features are no longer available with the latest version of CPM:
Achievement Linking to Goals
Achievement Linking to Development Goals
Link Activities to Development Goals in Continuous Performance Management
Another new admin opt-in available for CPM is the ability to link an activity to a development goal. In the H1 2020 release of the latest version of CPM, only performance goals could be linked to activities. An example of creating an activity and linking to a development goal is shown below.
Some additional functionality is available as well:
In addition to viewing activities by status and by goal, the Activities view will now have a tab for development goals.
When viewing an activity in the Activity Details view, the development goal linked to the activity will display.
Linked development goals will display in the Meeting view and in the Meeting History page.
Linked development goals in the Activities Kanban board may have name and details edited.
Goal linkage may be changed in the Activities Details page.
Integration with the Career Development Plan and the Development Goals section of a Performance Management form when an activity is tagged as an achievement to a development goal.
If you are using the latest version of Goal Management, Development will no appear in the navigation menu. Instead, performance goals and development goals are housed together within Goals with a tab for each. An example is shown below.
The integration between Goals and CPM allows users to create and view activities within Goal Management. As it already functions for goals, it will now be possible to create and view activities in the Development Goal view.
Multiple Role Support for Continuous Performance Management
The final new admin opt-in feature allows roles beyond the manager/employee hierarchical relationship to use CPM. Currently CPM is limited to the view between a manager and their direct reports. The new Multiple Roles feature allows a user to invite someone else to share a CPM view which contains access to the Achievement, Activity, and Discussion Topic views.
This feature involves a concept called “Channels”. A user invites another user to a channel which contains the CPM Activity view and a Meeting view. An example is shown below.
This feature enables users to have ongoing conversations with those they work with but are outside the traditional employee/manager roles. Users can view achievements and drilldown into individual activities. The Multiple Roles option needs to be enabled in CPM configuration view to use this.
Admin Opt-in Updates
Latest Version of Continuous Feedback for Continuous Performance Management
There is an improved process to request and provide feedback when using the latest version of CPM. Continuous Feedback is not housed within CPM but instead is found in the navigation menu. An example is shown below.
There are tabs for feedback received, feedback given, and feedback requests sent. There are also buttons to ask for feedback and to give feedback.
New is the use of a topic and questions when requesting and giving feedback. Feedback is more targeted and based on questions asked of the feedback provider. Users could select from standard provided questions, admin created questions or allows users to write their own questions.
An example is requesting feedback is shown below.
This flexibility enables users to get constructive feedback on specific topics rather than receiving generic feedback.
Feedback details may also be viewed. An example is shown below.
Filtering of feedback has also been enhanced. Feedback may be filtered by linked activities, shared feedback or feedback by date range. An example is seen below.
There is two universal updates for latest version of CPM that relates to feedback.
CPM Feedback Data in Goal Plans
Feedback from CPM is now available to display in the performance and development goals plans. The CPM achievements column for a goal currently shows the count of achievements tied to a goal. With the latest version of CPM, achievement related feedback will also display. In the CPM achievements column, clicking on the count will now display the feedback topic title along the topic title and three sets of questions/answers from the Achievements tab.
CPM Feedback Data in Performance Management Forms
The CPM achievements column in the performance and development goal sections of a PM form currently shows the count of achievements tied to a goal. With the latest version of CPM, achievement related feedback will also display. In the CPM achievements column for a goal, clicking on the count will now display the feedback topic title along with the three related feedback question/answers.
We have now seen what new features you can look forward to utilizing with the latest version of CPM.
Do you need help managing your SuccessFactors Release cycles? Email email@example.com to see how we can help!
Not surprisingly for Onboarding, most of the feature enhancements revolve around compliance. The biggest news is the release of compliance forms for the USA (I-9, E-Verify, W-4. SWF and standard forms). There were some customers in the USA hesitant to jump into Onboarding 2.0 until this happened. In addition, you can also create custom compliance forms if any happen to be missing for you country. Problem solved!
Onboarding is also now included in the platform-wide features of Data Purge, Read Audit, Change Audit, and Information Report. There was a major overhaul of the Read Audit report screen to assign specific fields as sensitive across most modules (see below screenshot), and onboarding is included in this. You can use the new screen to pick which fields you deem are sensitive instead of the system only assuming ethnicity, minority, and ssn are sensitive.
Additionally, there’s a ton of features to organize and enhance compliance usability. There’s now a way to add a compliance step to your standard workflow for the onboarding process (see below). Compliance forms can also now be categorized based on document type. Email notifications can also now be sent based on compliance-related events.
SAP has also added reporting on compliance in People Analytics that allows you to query on the status of compliance forms.
Business Rules continue to expand their usefulness in Onboarding as well. You can now directly edit the event reason in onboarding using a business rule (before you had to make a custom recruiting field for event reason).
Another neat new feature is the ability to customize the user id and employee id formats that get generated automatically. This is accomplished using a business rule and will allow administrators to organize the ids to follow helpful conventions rather than just being entirely up to the system.
Business rules can also be tied to email events for additional categories as well now too (Suite Mapping Error, Nudge Assignment, and Manage Assets Upload Categories). Attachments can also be added to email notifications as well.
All in all, there’s 16 items being changed/enhanced in this release for Onboarding and we didn’t cover every detail here. For more information, check out the What’s New Viewer here.
Do you need help managing your SuccessFactors Release cycles? Email firstname.lastname@example.org to see how we can help!
Calibration is a process used to appraise employee performance in a fair and consistent manner. Managers meet in calibration sessions to discuss employee performance and achieve agreement on performance ratings. At the onset of a calibration session, the definition of each performance rating can be agreed upon to enable a common language to use when discussing and evaluating performance. The intent is to help eliminate any potential manager bias when discussing employee performance and finalizing ratings.
SAP SuccessFactors Calibration provides a framework to objectively evaluate employee performance. This tool provides HR and senior managers the means to impartially review and adjust performance ratings across teams, departments and the organization. A calibration session provides a visual presentation of employee data from multiple sources in multiple views. Evaluating ratings in several formats with different filters may help to find areas of bias.
Calibration may be a standalone process or part of a performance review process, a talent review process, or a compensation review process.
Information used within Calibration may be sourced from Performance Management, People Profile, Compensation, or Succession data. Within Performance Management, overall performance, potential, competency, and goal ratings may be calibrated. The Succession related metrics that may be calibrated are Risk of Loss,Impact of Loss and Reason for Leaving. Compensation ratios may be evaluated using the salary, bonus, stock and variable pay components of a compensation template. Overall potential, performance, competency, objective and two custom ratings may be calibrated from the talent profile section of People Profile. Upon completion of a calibration session, ratings are updated in the original source.
We will focus on calibration based on ratings from a performance form template.
Basic Configuration of Calibration
There are several steps to perform before we are ready to run a calibration session:
Enable Calibration in Provisioning
Configure Succession Data Model
Set role-based permission for Calibration access
Configure data source template
Enable calibration related e-mail notifications
Configure Calibration Template
Configure Calibration Settings
Assign users to Executive Review role
Configure Calibration History Portlet in People Profile
In this blog we will cover the steps to configure Calibration in Provisioning. The steps to configure Calibration in your instance will be covered in the next blog, “Configuring SAP SuccessFactors Calibration Part II – Instance Set Up”.
Enable Calibration in Provisioning
First we must enable Calibration in Provisioning. Within Company Settings, search for “Calibration” to find the section called Enable Calibration. Once found, click the checkbox as seen below.
Additional settings under Enable Calibration may be enabled here. If you plan on using Executive Review, which summarizes calibration activity across sessions, enable this feature here. We will need this feature enabled when creating the calibration template.
If you are going to permit managers to create their own calibration session, click the checkbox for “Enable Manager Calibration Session”. We will need this feature when configuring the calibration settings.
The other features may be set in the instance directly via Manage Calibration Settings and will then reflect as enabled in Provisioning. We will be discussing these features in the next blog, so we can leave the rest unchecked here.
There is also a radio button within Enable Calibration used to identify the permission model used. The default permission model is legacy permissions but you should be using Role-Based Permissions (RBP). Make sure “Use role based permission model”is selected.
Save the settings in this section of Company Settings before moving on to the next set of features to enable.
Calibration Reporting Permission
There are no standard reports or dashboards for calibration. Any calibration reporting will need to be done using ad hoc reports. If you wish to make calibration data available for reporting, go to the Analytics and Dashboard Tabs & Misc Reporting section of Company Settings.
“Additional Adhoc Sub domain Schemas Configuration” and “Enable INCLUDE STARTING FROM USER in people pill” will need to have the following enabled:
Calibration Org Chart Coverage
After saving the settings, back out of Company Settings and we will continue with additional configuration set up.
Configuring Calibration in the Succession Data Model
There are elements in the Succession Data Model that can be used for calibration. We will need to update the data model to ensure these elements are configured. Export the data model in order to make updates.
Open the file using an XML editor. Here we will be updating the following:
Calibration History Portlet
We will look at each of these.
The ratings that can be calibrated are based on the available ratings configured in your system. While setting up Calibration in your instance, you identify the data source of the ratings. Earlier we had mentioned that ratings may come from performance form templates. You may calibrate ratings from an existing performance form template or you may decide to create a new performance form template in order to utilize additional rating types such as overall competency, overall goal and overall potential.
In either case, the data model must contain the rating elements that you wish to calibrate. Most likely these already are already in the data model but you will need to verify this. The rating elements are:
A code segment seen below displays an example of the overall performance rating background element.
Make sure all of the rating types that you wish to calibrate are included in your data model.
Additional Elements to Calibrate
There are three standard elements that may display in some of the views in a calibration session. If you are using SAP SuccessFactors Succession, these most likely are in used for Talent Flags and Matrix Grid reports.
A code sample of the flags is shown below:
Calibration sessions can display data in many views. In Part II of this series, you will learn how to create these views. There is a display option feature that is particularly useful for the List view tab. Here the data is displayed in a table with a row for each employee being calibrated. If there are several columns for this table, there could be a lot of back and forth scrolling. With the display option feature, some columns may be hidden. There is an icon for display options that enables users to add or remove certain columns from the view. Some are hardcoded and will always show up as display options in a calibration session:
Quickcard (if enabled in the calibration template)
The Quick Card display option may be enabled when configuring the Calibration template which we will discuss in Part II.
When clicking on the display options icon within the calibration session, any of these fields may be deselected and those columns will no longer display on the view.
There are some icons that may be added as a display option fields. Any display option fields defined for Succession in the Matrix Grid Classifier tool in Provisioning or the flags be set in Matrix Grid Report Icon Reconfiguration may also be used as display options in a calibration session. In the list view, any of these icons selected would appear in a new column called “Attributes”. Bin and matrix views the icons appear underneath an employee’s name. Having these icons readily visible for each employee may be useful when comparing employees.
Filter Options are used in a calibration session to narrow the list of the employees that display. If there are a large number of subjects, this is a way to view a smaller group that meet the filter criteria. It may be more manageable to view subsets of employees during the session.
Within a calibration session, the standard fields that are available as filter options are:
These will always appear as filter fields for a calibration session. If Risk of Loss, Impact of Loss and Reason for Leaving are also in your data model, these fields will also be filter fields. The 15 custom fields that may be defined in the data model may also be added as filter options. To set this up, the custom fields must be part of the default filter in the data model as shown below in the code segment sample.
These custom fields may also be used in as filters in calibration. Module specific filters are defined within <custom-filters>. Identify the calibration module filters by adding this tag:
Include the custom elements that you wish to use as calibration filters. This should be placed after the default filter as shown below:
There is one additional calibration specific element that may be added to the data model. We will look at this next.
Calibration History Portlet
Calibration data may appear in People Profile when the Calibration History Portlet is configured. This portlet provides a snapshot of calibration session data along with ratings. The background element for the portlet must be added to the data model. A code segment sample is shown below.
<background-element id="calibrationHistoryPortlet" type-id="138"> <label>Calibration History Portlet</label></background-element>
If you also wish to use the portlet in the Employee Scorecard, the portlet must be added under the view-template “employeeScorecard”. A code segment sample is shown below.
After making the data model updates, save and import the data model.
Congratulations! Calibration is now enabled and you are ready to set up Calibration in your instance. Coming soon will be my blog, Configuring SAP SuccessFactors Calibration Part II – Instance Set Up to learn how.
Do you need help setting up your Calibration implementation? Contact us at: email@example.com
I recently watched the The King on Netflix, a very well written (mostly borrowed from Shakespeare) movie which begins with the topic of Succession as a young King Henry V rises to the throne. As my work day progressed the next morning, this got me thinking more about the topic of Succession (although a much less intense version of it). I like to think of Succession Planning as the crowning achievement of a well-functioning Talent Management system. In my mind, the ultimate goal of a Talent Management system is to help people grow. This is really the core function of every component or module of Talent Management systems. Talent Acquisition systems empower people to find a new opportunity within the company and get their foot in the door. Goal Setting and Development plans give people a place to set the tangible targets they seek to obtain. Performance management systems help coach people on obtaining those goals. Learning systems give them the knowledge they need to get there. And finally, a good Succession Planning system helps people at the top use all of the information gathered during all of these activities to see who is ready to move on up!
A typical SAP SuccessFactors Succession Management module implementation covers the below processes:
A Talent Review process including 9-box placement
A Succession Org Chart
There are even more features in the module, but for the sake of brevity I won’t cover them all this article.
Talent Review Process
While a formal Talent Review process is not necessary for Succession, it can be a very helpful starting point. To me, it marks the difference between an organization that takes Succession seriously as an open part of its culture vs. one that keeps the topic of Succession completely behind closed doors. Formalizing the process forces managers to stop and take the time to think about their direct reports, identify who is ready for advancement, and how to cultivate them for the future.
To help with formalizing the Talent Review process, SAP SuccessFactors offer an out-of-box Talent Review form. The form consists of a 9-box placement and comments section where managers can place each of their direct reports for which a form is launched.
In addition to a talent review form, calibration sessions can also be utilized to gather the “big picture” of resources from different major areas of the company and decide on 9-box placement amongst larger groups of participants in the planning sessions. Calibration sessions can also be used to determine key flags for resources as well such as “Risk of Loss” and “Impact of Loss”.
Another way to search across the company for people flagged as for Risk of Loss or Impact of loss—or any other talent field for that matter, is the Talent Search. This is the one-stop-shop for all talent info on your employees! Things like past performance ratings, skills and languages and degrees pulled from the talent profile are all here as well. Talent pools can also be made with the search results to help you organize your talent! There are all sorts of practical applications for Talent Search – for example in the search query I have made below, the results would show me all of my Good to Excellent performers for this year who are also willing to relocate—great information to have on hand when you have a critical position that is empty in a hard to fill location!
In addition to adding resources to talent pools, from here you can also nominate them for positions and also compare how well they stack up against one another in your search (is it just me or do Francois and John look related?)
Succession Org Chart
The Succession Org Chart is where it all comes together! Here you can navigate by position or by resources along the reporting chain and nominate people for positions. Clicking on a position shows you details about what Successors are in queue for the position. Clicking on a resource shows their “Talent Card” which can be customized to show a variety of talent information stored in the system from the various modules. You can even nominate successors from the candidate pool in recruiting!
The linage chart can also help with scenario planning, showing how a potential move could affect the downstream positions.
Phew! I’ve had a full year from conducting all of those talent reviews, talent searches, talent pools, and succession nominations, how about you? Oh no, now the big boss wants a presentation with all of this new data tomorrow morning! Luckily with the presentations feature, I won’t have to dig through all that data, throw it into spreadsheets, and copy / paste it into a power point deck! The feature comes with several pre-build slides where you simple choose some selection criteria and you can build things like 9-boxes and team views and pull up talent cards for employees using live data in interactive slides!
I love it! When is the right time to deploy?
As you might imagine from the description given in the introduction, I typically see companies get the most benefit from their Succession Planning system after all or most other components of the system have been implemented. This is because decision making is all about having the right up-to-date relevant information to keep you well informed – and in this case it is all of the data from all of those other modules that helps tell you who your high-potentials are and when they will be ready for a move. For example, the talent search functionality works best when resources have filled out their talent profile with things like education and skills – and the talent profile is often easiest to maintain if it has already been pre-populated when the employee was hired from the recruiting system using their candidate profile. Logically it is also best to establish a performance/potential matrix after you have evaluated everyone’s performance in the system. Further indicating the “right time” to deploy SAP Succession Management, there comes a point in a company’s growth when the Talent Director and/or Managers have had enough of their paper or excel-based Succession planning processes. If a Director or Manager of Talent is growth themselves, they will need to focus on strategy and growth instead of spending all night re-arranging people on excel spreadsheets. At a certain number of employees working within the company, the process simply becomes too burdensome to do manually. If you are at that point now, I’m sure you are eager to get started with all of the features I’ve described here
Do you need help with your SuccessFactors Succession Implementation? Contact us at: firstname.lastname@example.org
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