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

Similar Messages

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

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 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

Recruitment and Succession Planning Infotype maintance maintenance in ECC

Is there a way or transaction in ECC(not using portal) to maintain following infotypes
Work Experience (Infotype 5103)
Education (Infotype 5104)
Qualifications (Infotype 5105)
Desired Employment (Infotype 5106)
Desired Location (Infotype 5107)
etc.
There infotypes are related to Recruitment and Succession Planning
and also same of for maintaning talent group (infotype 5115) maintenance
Thanks
YSS

Dear YSS,
Unfortunately there are no way to maintain these corresponding HRP51* tables in ECC according the documentation : Display/maintenance allowed to limited extent
Usage of standard table maintenance tools is allowed to a limited extent:
- Transaction SE16 allows the display function for this Dictionary object, but no maintenance.
- Generation of a maintenance dialog for this Dictionary object is possible using transaction SE54
- Transaction SM30 does not allow maintenance and display functions for this Dictionary object
Best Regards,
Christine

PMS and Succession Planning

Hello Experts,
i am new to PMS and Succession planning, i requires the templates formats and processes steps and its material for PMS module and also materials for succession planning.
and also want to know that is there any requirement of extra License for both modules?, we already have SAP HR and payroll with license.
jagdish,

please all your comments are welcomed
any one out there who could guide me how we can do the 15 grid matrix. I am aware of the standard 9 grid matrix but i do not really know how to go about with a 15 grid matrix.
please help!

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

Difference bet terms of Payment for Installment Plan and Installment Plan

Dear All,
what is the functionality difference between terms of Payment for Installment Plan and Installment Plan? please pour your thoughts.
thanks in advance

Hi Vinay,
Terms of payment :-this is nothing but when vendor will pay the amount to party.
Installment payment :-This is nothing but when vendor will pay no .of terms
Funtionally we can use for both T.codes OBB8,OBB9
May be you can understand what i told
Regards
Surya

Control Plane and Data Plane

Hi there,
I'm trying to figure out how to determine and how to differentiate between control plane and data plane especially in troubleshooting MPLS VPN. Any keyword that distinguish between them? It seems to be confusing for a newbie here :)
Thanks in advance.
maher

Hi Maher,
The control plane is simply the set of processes that are responsible for disseminating information on routes, labels etc within a network. This includes routing protocols whose job is to communicate information on routes between different routers. The information provided by these protocols is then used to building routing/forwarding tables.
The data plane is simply an abstraction used to describe the actual flow of data packets using paths determined by the control plane. The control plane traffic carries control traffic (which is not end-user data) whereas the data plane traffic is actual end-user data.
There is no single command that you can use to distinguish between the two. The commands you have on a router that can be used to view control plane operation are as such:
sh ip route
sh ip cef
sh ip bgp ...
sh ip ospf ...
sh mpls forwarding-table...
etc... and many, many more
Typically, there isn't a clear demarcation between commands that display control plane info and those that display data plane information... You could use commands such as the following to get some idea of data traffic flowing through a router:
sh interfaces
sh policy-map interface
etc.
Hope that helps - pls rate the post if it does.
Paresh

Can any one please explain me opex planning and copex planning

hi to every one
can any one please explain me opex planning and copex planning
thank you
suresh m

Hi Suresh,
I would like to share more information on the question :
-OPEX Planning - CPM ConsultingCPM Consulting
-Annual Operating Planning ( AOP) - SAP BPC 10.0NW
Peter

Sample test plan and deployment plan

Hi,
Is there anyone know where I can get the test plan and deployment plan samples regarding the configuration?
Best Regards
Jean

Hi Jean ,
A CD will be given by SAP for its customes named 'ValueSAP ' . IF you can install this CD , you can get these templates.
Thanks,
Sudhi

Regarding Career and succession planning (CSP)

Hi Seniors,
I am beginner in CSP module... Please help me understanding this CSP better ...
With Regards,
Ritu

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

STVN and succession planning

Hi Experts,
IS it mandatory to go for STVN(Nakisa) for implementing Succession planning through Talent management?
RK,

It is not a requirement to use Nakisa's solution extension for Succession Planning. There are backend transactions and portal content supplied for the administration of the processes but you won't get a visualisation of the succession information in a hierarchy.
Read note 2 on the SAP Help page for their stance on this:
Talent Management and Talent Development - SAP Library
(starts "We recommend that you ...")
Stephen

Strange Bug Cineware with Plane and Nested Plane

Hi There,
I've got a scene in Cinema4d with a plane and underneath that plane also a plane. Both of them have an external compositing tag.
The first plane is keyframed, the second one is getting his behaviour off the first.
When I import this scene using Cineware into after effects, the first plane displayed correctly with his movement, but with the second plane is something wrong. There is a slight movement in the rotation, and therefore unusable.
This is just an test setupo, because im having the same difficulties with my main animation. The nested plane is alway off sync with my animation. And I've discovered that it is going wrong with this workaround.
Can anybody tell me what I'm doing wrong, is it not possible to add an external compositing tag to a plane which is a child? Of is there an option I've forgotten? I also baked the animation, but this also didn't work.
EDIT: When im export the same project to an older AEC file and import this into After Effects CS6 everything is alright! Is it a bug in Cineware?

Henweigh99 wrote:
So:
<cfset "VARIABLES.#a#" = masterQuery["#a#"]>
Should read:
<cfset "VARIABLES.#a#" = masterQuery["#a#"][1]>
Could be better, much better! The following are just string assignments:
<cfset "VARIABLES.#a#" = masterQuery["#a#"][1]>
<cfset "VARIABLES.#a#" = evaluate('masterQuery.#a#')>
They contain a lot of complexity for the sake of complexity! A variable assignment would have been much better.
Let us therefore dissect the code. Consider the loop you reference:
<cfloop list="#masterQuery.columnList#" index="a">
        <cfset "VARIABLES.#a#" = evaluate('masterQuery.#a#')>
</cfloop>
Assume that the columnList consists of "col1,col2,col3". Also assume that the query returns the following data:
      col1 | col2 | col3
row 1: v11 | v12 | v13
row 2: v21 | v22 | v23
row 3: v31 | v32 | v33
row 4: v41 | v42 | v43
Then the loop will run 3 times, since columnList has 3 elements. The attribute index="a" implies that the variable a will successively take the values "col1", "col2", "col3" at each pass of the loop. The value of "VARIABLES.#a#" will therefore be, successively, the strings
"VARIABLES.col1"
"VARIABLES.col2"
"VARIABLES.col3"
Likewise, the variable evaluate('masterQuery.#a#') will take on the respective values
evaluate('masterQuery.col1')
evaluate('masterQuery.col2')
evaluate('masterQuery.col3')
These are, by default, the values of the first row of each column, hence:
v11
v12
v13
So, what your loop actually does is as follows:
First pass:
     "VARIABLES.col1" = v11
Second pass:
     "VARIABLES.col2" = v12
Third pass:
     "VARIABLES.col3" = v13
You are essentially picking out the values of the first row! It would have been much simpler, and neater, to do something like this instead:
<cfset firstRowData = structNew()>
<cfloop list="#masterQuery.columnList#" index="a">
        <cfset firstRowData[a] = masterQuery[a][1]>
</cfloop>

Career planning and succession planning

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