Appraisal and career planning

Hi All,
Can someone please guide/help me regarding appraisal / career planning configuration. I am doing this for first time and i am on SAP 6.0.
Regards,

Hi,
This might help:
http://help.sap.com/saphelp_erp2005/helpdata/en/c7/a36fc8969a11d29e320000e8215202/frameset.htm
Reward points if helpful,
Thank You,

Similar Messages

Regarding Succession and career planning

Hi everyone,
I want to do succession and career planning in PD. For that, I want to divide the employees in the system into fast track i.e. the people with exceptional potential for development and normal track for other so that they can be differentiated when the process is carried out. How can I maintain the track related data for all the employees. Has it to be maintained in PA infotypes or it can be maintained in some other places? Please suggest.
With Regards,
Kaustuv Goswami.

Hi Luke,
I am working on EHP4 without NAKISA and have to do maximum possible things in R/3 only without portal as per the management decision.
I read the SAP help regarding Organizational Basis of Succession Planning and therefore I made a mind to run this report to decide the key position in one go.
As I am facing few doubts in succession planning
If we are nominating more than 1 person for one position, we are not able to see all the nominations in one go.
In succession planning, if we have 100 successor positions, do we need to 100 times entry for succession or we will run for the same, as we are doing this through TCODE: HRTMC_PPOM
Therefore, I guess this report might help me in long run.
Please give your input...
Regards,
Ritu

Issues in career and succession planning in talent mangement

Dear Experts
We are configuring career and succession planning on EHP5, but observing following issues like I'm getting errors when running the calibration grid in Talent Assessment.
No entry for BAdI field RISK in table T77TMCAESFIELD
No entry for BAdI field CHANGE_NEED in table T77TMCAESFIELD
No entry for BAdI field RISK in table T77TMCAESFIELD
No entry for BAdI field IMPACT_LOSS in table T77TMCAESFIELD
Now as per the SCN inputs, while trying to enter these BADI fields in the above table by creating some dummy VB objects in existing appraisal template, its throwing me following dump, not sure the issue. Can someone please help me urgently in this regard.
Also in MSS, i am not finding any separate tab for career and succession planning. Please provide guidance where to find those also.
Please help
Regards
Tandrima

Please see this document:
Calibration Grid error "No entry for BAdI field xxx in table T77TMCAESFIELD"

Career and Succession Planning

Dear experts.
I am in the phase of BBP. We are working with ESS&MSS 1.41. ERP 6.0 ehp6.
My question:
What are the Business Package that I need for work with Career and Succession Planning in the portal?
What are the steps of customizing in the system ERP?
Who can share documentation with me?
Thanks

Dear Nidhi,
First of all, is this a technology question (Nakisa) or a functional question?
If you are new to Career and Succession Planning then you should be working with an experienced consultant, because implementing these modules require experience of business processes. This person can help you.
Without knowing your customer, their culture, their business challenges, their goals, their existing processes, and the technology being implemented then it is not possible to help you.
Best regards,
Luke

Career planning and succession planning

Hi All,
we are implementing CP & SP.
our client is not having a big HR team how ever we are trying to bring them CP & SP into the system with sub profiles Qualifications & Designations
please sharing your experiences and consequences on the above going with CP & SP.
Thanks

Hi Rashmi,
Career planning is done for all positions whereas succession planning is done only for the critical positions within the organization (e.g. CEO).
Development plan consists of the planned trainings, qualifications to be developed by a personnel within a certain period of time.
SAP Help Definitions:
Career Plan : A career planning scenario takes an employeeu2019s personality, skills and abilities and determines the positions this employee should occupy in the course of his or her future career, and the training measures required to obtain the additional qualifications needed for this. A career planning scenario anticipates how an employeeu2019s career will develop.
Succession Plan: Succession planning sets out to ensure that there is a continuous supply of qualified personnel.
Development Measure: A development plan is a grouping together of personnel development measures. The objective of a development plan is to provide specific qualifications.
Regards,
Dilek

Career and Succession Planning Business Process

Dear Friends,
Can anyone send me anyone client Model Career and Succession Planning Business Process.
Regards,
M

Career and succession planning are generally different business proceses.
Generally you would need to map the client's own processes; as using a standardised approach here might not serve the purpose
Suggest that you check with your client to share with you their ISO / EPM documentation for these processes.
Else, ask the process owner to shared with you a PFD for the process.
Hope this helps.

Career and Succession Planning : Implementation

Dear All,
We have to implement Career & succession planning.Other modules implemented here are SAP HCM-PA,OM,Time ,Payroll,Training & PMS
.I had not worked on Career & succession planning till now.
Will you please guide me to move further ?
Thanks & Regards,
VJ

Hi Vijay,
Currently we are implementing the same.Can u please let me know your findings,integrations required for Career and succession planning and how it is displayed in portal.
Thank u

Career Planning transaction (transacction OOQ4) Supported in Portal?

Hi Experts,
I am trying to call the graphical transaction screen (QQ04 - the 3rd screen where it displays in graphical mode) via portal, hoping that via authorization control, i can allow the MSS users to do career planing for their staff .
In my attempt to do that, I have tried using the administrator support testing tool to call the transaction without building any iview. It only allow me call up to the second screen (where system displays the career plan which i can selecct to trigger the graphical mode). But when I click the icon which is suppposed to display the career plan in graphical mode, the system stops there.
As OOQ4 is an old transaction, I am not sure if the technology is compatible with the portal and if SAP did convert that transaction when it moves from Enterprise to ECC.
Appreciate your help.
Thanks in advance,
Bill

hey, just wondering if the Product Inventory Control per Attributes is going to schedule? I have a new client about to launch their website, with e-commerce section to come in August, but might hold off if this feature will be ready in September? Do you have a more definite ETA?
Thanks,

Career Planning & Succession Planning

Hello,
What are the Standard Authorizations & Roles available for Career Planning & Succession Planning.
Is Career Planning & Succession Planning accessible from ESS/MSS.
Please give details on this.
Thanks

Hi,
Please check out the online help for career and succession planning :
http://help.sap.com/erp2005_ehp_05/helpdata/EN/cd/dae43e4ab011d18a0f0000e816ae6e/frameset.htm
http://help.sap.com/erp2005_ehp_05/helpdata/EN/6b/612f228d0840df9eb44042ea4f6696/frameset.htm
With mySAP ERP Value Pack 2005.1 the Business Package for Talent Development Specialist was released, offering support for tasks in the areas of Succession Planning, Performance Management, Personnel Development, and Organizational Management. Please check online help :
http://help.sap.com/erp2005_ehp_05/helpdata/EN/44/0e5408b4c45cf9e10000000a155369/frameset.htm
Hope it helps,
Kind Regards
Christine

CAREER PLANNING IN PERSONNEL DEVELOPMENT

Hello Everyone,
1)In career planning, u create a career using the following path,
HUMAN RESOURCES -> PERSONNEL MANAGEMENT-> PERSONNEL DEVELOPMENT -> SETTINGS -> CURRENT SETTINGS -> EDIT CAREERS.
Here in EDIT CAREERS i have created a new career ,e.g. "SAP career", which can be included in the CAREER PLANNING as one of the planning criteria that is additional career. I have included potential, preferences, qualifications,designations and additional careers as my planning criteria.
Is this the career() for which we plan an object(in my case PERSON) or do we plan the person to just any position or job created..???
2) Also in CAREER PLANNING, we can see the person's(object) qualifications, potentials, preferences, careers, dislikes and designations.
Under designation, jobs and positions appear.
Are these the job and position the object(Person) is holding before Career planning is done or is he going to hold them after career planning is done???
In that case what is the use of additional careers??
am really confused.
Plz do help
Thanks,
Pooja Dev

Hi
There will be multiple places that you might need to update the program. But I would suggest that you should try with updating the evaluation path QUALDATA with your new Z object.

Part Appraiser and Appraiser

Hi All,
We have a requiremnt where in 2 appraisers and 1 appraisee is involved in the Appraisal process.
1) Solution1 : Multiple appraiser, how does this work .what would be the staus flow?
In preprn(person authorized-all users),
In planning(person authorized-appraiser),
In planning,employee approval( person authorized-appraisee),
On approval by appraisee,
In process,Waiting to start review(person authorized-all users),
In process,employee approval(person authorized-appraisee),
On approval by appraisee,
Completed.
PS : i have nt shown the steps for rejection here.
2) Solution 2 : 360 deg : Appraiser 1 (will play the role of appraiser and part appraiser too),Appraiser 2 (part apparsier)and appraisee.
Is the status flow in Solution 1 correct ?
if yes , then can you let me know hw the same can be configured under 360 deg.
rgds

HHi Hossain,
process ess is like this. employs appraisal will be appraise by the manager ( direct reports) and also in some case divisanal head or sector head will also appraise for that emmployee.
one more case, if employee get trasfered from other location then previous manager also has to be appraised. above 2 scenario,s not for all employees .
in this case, how can I configure the previouse supervisor, divisanal head and the sector head?
all these previouse supervisor , divisional head and the sector head are part appraisers or further appraiser? if I create as further participant then do I want to create same as role n do the mapping??
pls explain me bit
thanks,
saritha

Career planning scenario in the PD module

Hi Experts,
I am doing the Career planning scenario in the PD module.
While we create a career plan, growth of the employee in org unit, can the no. of years of experience in the organization be included?
If ,for ex., the career plan path is built with the various positions hierarchy in the org unit starting with the lowest level, then is there any way to depict that the employee should have an exp of 3 years or so to aquire a higher position in the path ?
Please guide me.
Thanks & Regards,
Vijetha

Try this out
after career development is made
go in change mode
and in path if u double click the job / position u created it will pop-up the Maintian duration
u can give years / months as u wish
with regards
partha
keep learning and sharing

Career Planning Error

I have a Query in Career Planning. If we see an Individual Career Plan in Tcode PPPM instead of Pulling the Matching Next Levels its Pulling Unwanted and irrelevant Positions for that Person Guide me what will be the Issue it will be a great Help.

Hi Srinivas,
Thanks for your reply!!! Actually in ooQ4 they not at all maintained anything its all based on OOQA (Qualification Catalogue ) how they have maintained so far so in PPPM when we try to pull the individual career plan its pulling most of the irrelevant Jobs (C) under Qualification so if throw any lights on this it will be a great help.
Thanks & Regards
Khaiser

Appraisal and Increment

Hi Pals,
 I would like to get the exact information and difference between Appraisal and
 increment. if u know please share and also give me the technical detail - how
 to do the both.
 i'm in urgent need. Advance Thanks for ur work.
Regards,
Manian.

Hi Balaman,
I Can say this is this process is combination of Appraisal and Compensation. Generally once we perform the Appraisal. We will get the Appraisal results in the IT 0025, Similary We will create the compensation plans as merit increase and We will give the Matrix and Martix dimensions. We will assign the Default Percentage, Minimum and Maximum increase percentage for each of this Appraisal Rating (i.e., Segments),
Now, based on your appraisal results you can default the increaments. we have standard report to update the increased salary in IT 0008. But this we will good if your country is having ANSAL concepot.
Regards
Sam
Reward the Points if my answers help you out

Difference between Pension plans and savings plans

Dear Friends,
I'm familiar with the configuration of savings plans. But I have no idea about the pension plans. I realize that some of the basic steps are common to both savings and pension plans but what is the main difference from a config perspective?.
If any one can kindly explain the necessary steps to set up pension plans or if there is any document which talks about it please please let me know.
I appreciate the help and thanks in advance.

IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Option
u2022 Dependent coverage
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
u2022 Its options
u2022 Relevant dependent coverages
u2022 The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
u2022 If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
u2022 If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
u2022 If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
u2022 If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
u2022 If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
u2022 If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
u2022 Cost variant
u2022 Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
u2022 As a fixed amount
u2022 As a percentage of salary
u2022 As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
u2022 As a fixed amount / as an amount per unit contributed by the employee
u2022 As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
u2022 EE contribution variant
u2022 ER contribution variant

Appraisal and career planning

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