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.
Similar Messages
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Hi,
Can pls check with the Requirment i sent wheather these Business Process i prepared is correct or not if not pls do some changes and send me
Business Process of Personnel Development
If you want to use all the functions in the Personnel Development component, you also need to
have implemented the Organizational Management component.
Appraisals:.
1.Prepare the appraisal.
2.Holding the appraisal.
3.Completion the appraisal.
4.Approval Process
5.Perform follow-up activities for the appraisal.
6.Appraisal Procedure
7.Appraisal Type
8.Form of appraisal
9.Appraisal Criteria
Succession Planning
In Succession Planning to find people to fill unoccupied positions.
1. Obtain information on potential successors.
2. To obtain further information on the potential successors, you might need to carry out a
personnel appraisal.
3. Once you have carried out these personnel appraisals and have the information you
need, establish a procedure for selecting potential successors.
4. If you need to make organizational arrangements, arrange a time and place, and invite
the persons involved.
5. Select potential successors on the basis of the selection procedure you defined.
6. Once you have selected potential successors, evaluate them.
7. On the basis of the evaluations of the potential successors, decide who the successor(s)
for the position in question is/are to be
1 Maintain qualifications catalog
2 Maintain organizational structure
3. Maintain development plans
4 Maintain career plans
5. Maintain own qualifications
6. Maintain employee profiles
7. Maintain requirements profiles
8.Identify deficiencies in qualifications
9 Identify further development needs
Career Planning
In Career Planning, you can identify possible career goals and draw up career plans for employees
1. Obtain information on the employee whose career you want to plan.
2. If necessary, find out about any predefined careers.
3. Find out about any relevant company-specific conditions.
4. Obtain information on the target posts (jobs, positions) within your company.
5. On the basis of the information at your disposal, define possible target posts for the
employee. If you wish, define possible careers.
6. Decide whether the possible target positions are suitable for the employee.
7. On the basis of this decision, draw up a career plan for the employee.Hi Sneha,
Good One,
Regards,
Kapil -
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.
ThanksHi,
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 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.
ThanksHi 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 -
What is the difference between personnel development and performance management
Hi,
What is the difference between personnel development and performance management in terms of configuration and in portal level .
Thanks
SrikantHI Srikant,
Personnel development is PD module where u can configure the qualification catalog with the proficiency which can be attached to the position or job as a requirement and the same can be attached to the person as a qualification and then you can do the profile matchup and find any qualification deficit and can propose any trraining required to impart the qualification.And also you can do succession planing, career planing and also development plan.
Performance management is an appraisal cycle in a company . All appraisal process between manager and the employee will be taken care via portal with the appraisal template.(form)
hope this will help you.
regards,
DInesh -
Personnel Development or Talent Management
Hi Experts,
When we talk of Personnel Development in EHp 6.0 does it refer to Talent management as qualifications, appraisals also available in Talent management.
Does it mean that PD is nomore a separate submodule & if we go with Talent Managemnt then we have have the employee devlopment also.
So no need of going with PD , Dev activity can be achieved through Talent,is it so?
Please guide.Hi Martin,
Thanks you very much for the assistance.
The client wants employee development:
Short Term & Long Term Dev Plan for Employees.
Track & Monitor the progress of employee.
Profile Matchup against positions to determine skills & knowledge of the employee.
Training plans to adress the individual dev needs.
These are few of the needs, but i dont think we have all these available in Talent.
Please guide. -
Calling qualifications in Personnel Development forms
Hi All,
In training client have their own cmpentency matrix which i wan to configure in sap as qualification catalog.
But here they have different compentency for every divc.ision and grades in every divisions. For example they hv 15 division like Marketing, Planning, Purchasing etc etc n in eveyry divison they have 5 grades like DGM, M-1, M-2 etc. which has diff desired level of compentencies.
For this i have created all compentencies in qualification catalog n according to grades created Qualification Blocks.
Now they diff forms based on division n grades as mentioned above which will be having list of desired competencies wit proficiencies and coloumn to capture actual level of proficiency.
I was trying to create th same form in PD. So i wanted to know is there any way i can call qualifications or qualifications blocks with desired proficiencies maintained there against each qualification from Training module. So that i will not have to configure 75 forms for 15 division n 5grades in each division. This form will only have list of desired qualification thats it.
Kindly suggest if there any other better way to handle this scenario.
NehaClosing the thread with the following answer:
SAP had delivered the PD functionality via MSS in ENHP-4. The manager can manage the development Plans via MSS.
Manager can also manage LMS course bookings and approvals via Manage Mandatory assignments, Manage Assignments Report and Manage, Manage Participation.
Manager can access the employee's Career Plan via Talent Information under Talent Management folder.
Thanks
Raghu Kolukuluri -
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 -
Business Process & DEMO script :
Requirement:
Performance Management (sub function to cover competency mapping system, observations, questionnaires, Documentation.
Succession planning (in house issues, visa, municipality, minister of commerce etc.
Job development / analysis (HAY System, all job descriptions in SAP which is linked to performance Management).
Career planning, Succession Planning, Appraisals.
thks
Sneha
Edited by: Sneha Reddy M on Feb 12, 2009 6:51 AMHi,
Prepare the sim files or PPT for Client presentations.
What is the allocated time for each of the sub modules in DEMO.
Warm Regards,
Kapil -
Personnel Development - IT0024 and IT0025
Hi
I Have a basic doubt about IT0024 - Qualifications and IT0025 - Appraisals in Personnel Development.
We are currently implementing Basic Recruitment, PA, PD, OM, TEM and other submodules of HCM.
My queries are
1. After acitivation of swithces PLOGI-APPRA and PLOGI-QUALI, i see tabs in both IT0024 and IT0025 similar. Do we have to use both of them or just anyone of them would serve the purpose.
2. Is IT0024 created for Recruitment module?
Regards
Srinivasa NaiduHi Srinivasa,
IT0024 and IT0025 are legacy infotypes.
That is, before new personnel development module was introduced qualifications and appraisels were maintained in separate systems and consequently infotypes.
Now, however, both qualifications and appraisals along with development plans, requirements, so on all are maintained via PPPM - Profiles. So they are both in the same system and now residing totally on PD side.
They are not Personnel Administration infotypes anymore.
However, as there may an old habit, and to provide a way to access profiles via PA20/30 transaction IT0024 and IT0025 screens still remain both directed to the employee profile (also accesses via PPPM)
Hope its clear.
Regards,
Dilek -
Personnel Development - View Assignment
Hello,
Using Personnel Development/Performance Management, I am trying to assign a View to the rest of the managers, rather than just my specific user. Is there an easy way to accomplish this? When I save a view, only User is available in the Assignment section. Is there a way to get Everyone in the list as well?
Any help you can provide will be useful.
Thanks in advance!Hi Martin,
Thanks you very much for the assistance.
The client wants employee development:
Short Term & Long Term Dev Plan for Employees.
Track & Monitor the progress of employee.
Profile Matchup against positions to determine skills & knowledge of the employee.
Training plans to adress the individual dev needs.
These are few of the needs, but i dont think we have all these available in Talent.
Please guide. -
Personnel development - weightage update
Hello Gurus
In Personnel development , Old appraisal system
1. How to change the weightage of the individual criterions? (by default the system is giving '1' as value)
2. The weightage should appear by default as per the personal areas as soon as the personnel number is chosen
Thnx in advance
Sameer
How to update the weightage in the appraisal system?
How to use a functional module?
Thanx & Rgds
Edited by: dude.sameer on Jun 30, 2011 5:07 PMHi Martin,
Thanks you very much for the assistance.
The client wants employee development:
Short Term & Long Term Dev Plan for Employees.
Track & Monitor the progress of employee.
Profile Matchup against positions to determine skills & knowledge of the employee.
Training plans to adress the individual dev needs.
These are few of the needs, but i dont think we have all these available in Talent.
Please guide. -
Dear gurus,
what are all the possible objects that can be maintained in Personnel development module ?
thanks
jeevaHi jeeva,
B-:Development plan
BA- Appraisal (old)
BG- Criteria group (old)
BK- Criterion (old)
BL- Development plan group
BS- Appraisal model
Q- Qualification
QB- Qualification block
QK- Qualification group
QP- Requirements profile
VA- Appraisal template
VB- Criteria group
VC- Criterion
Regards,
Dilek -
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,
VijethaTry 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 -
Service MSS Personnel Developent= Employee Search
Dear Experts.
I have the following issue:
In the Manager Self Service =>Team=>Personnel Developent=>Employee Search
The portal not update(display) the information of the employee Direct Reports.?
I have two user with the same roles. When I assig the user XYZ to the employee 89 the system show the datas and work fine.
However when I assgn the user ABC to the employee 89 the system not show the datas. Not show employees.
I have the same Issue of the following post:
Team=>Personnel Developent=>Employee Search
However I made the suggestions of the post, but the issue follow yet.
Anyone have an idea of What is the cause of this issue?
RegardsHello Siddharth.
I made two test.
1) I waited a day for check the change and that this will be displayed in the portal. ie That the portal take the change. But the system no show the change.
2) I change in iView property 'Cache Lifetime' and set it to -1. But the system no show the change.
Is the same employee, only that I use two user(User A and User B). The two user have the same role in the portal and the R/3.
With the User A, the system take the change, but with the user B, the system no show the change.
What can be the cause of this issue?
Regards.
Juan.
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