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

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

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

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

Standard SAP HR Roles in SUCCESSION PLANNING

hai all,
Can any one please let me know what are the standard SAP HR Roles in SUCCESSION PLANNING for user.
Thanks

Hi,
Career and Succession Planning
Purpose
The Career and Succession Planning component enables you to create, implement and evaluate succession planning scenarios. In Career Planning, you can identify possible career goals and draw up career plans for employees. You use Succession Planning to find people to fill unoccupied positions. Career and Succession Planning has two main goals. One is to advance employeesu2019 professional development within a company, the other is to ensure that staffing requirements are met.
Integration
If Career and Succession Planning is integrated with the Qualifications and Requirements component, you can:
Create profiles for objects. You can include these profiles in Career and Succession Planning.
You can compare these profiles against each other (to see how suitable a person is for particular positions, for example).
Integration with the Development Plans component gives you the following functionality:
You can plan and manage your employeesu2019 further training and education
Suitable development plans for eliminating qualification deficits are proposed automatically
See also the recommendations contained in the Integration section of Personal Development.
Features
The Career and Succession Planning component provides you with the following functions:
You can create careers. These describe the various career paths possible within a company. Careers are used in career and succession planning scenarios.
You can use a whole range of planning criteria when working through career and succession planning scenarios. These planning criteria are independent of each other.
You can define user parameters to specify whether essential requirements, alternative qualifications or depreciation meter information should be taken into account in career planning scenarios. See User-Specific Settings.
You can plan for a specific key date.
To identify career and development goals, you can carry out career planning for persons and for other object types.
To identify potential successors, you can carry out succession planning for positions. You can analyze the knock-on effects of succession planning by conducting a simulation.
You can work through career and succession planning scenarios without taking careers into account.
You can display a ranking list for every career and succession planning scenario. This ranking list is sorted on the basis of an objectu2019s suitability. Suitability is expressed as a percentage value.
Suitability percentages should be regarded merely as a criterion for sorting lists.
You can also define suitability ranges and thus structure the ranking list better (Customizing).
You can specify how the system should handle overqualification when the suitability percentage is being calculated (Customizing).
You can display ranking list entries by screen (Customizing setting).
From the career (or succession) plan you can:
Access the profiles of all the objects displayed
Match up profiles with each other
Evaluate qualification deficits
Display training proposals and book courses (business events)
Access careers
Create preferences and potentials
In career and succession planning scenarios, you can designate planning objects for positions. You can then include these designations for the rest of the planning scenario.
If you have found a suitable position for a person, or if you have selected a person as the successor to a position, you can transfer the person directly to the position in question.
Rupa Prasad

CAREER / SUCCESSION PLANNING

Hi Everyone,
Can Any Body Help Me How to Start and Work with Career / Succession Planning Module
NEED MORE DETAILS/ GUIDANCE LIKE:
<b> - what to be taken care while preparing blue print (for Career / Succession Planning)
- Configuration details / How to start with this Module
- End user prospect what to be taken care
- Overview (Career / Succession Planning)</b>
Im also interested to know <b>whether we can implement only succession planning module (or) both CAREERS PLANNING and SUCCESSION PLANNING are inter-related</b>
Please give me, your complete guidance
Thanks in Advance!!
Regards,
TG
Message was edited by:
TG

Hi,
http://help.sap.com/saphelp_erp2005/helpdata/en/cd/dae43e4ab011d18a0f0000e816ae6e/content.htm
Regards
Bala

Succession Planning - German text displayed

Hi,
We are experiencing a problem where a German text appears in Career Type column for a position that is displayed on Nakisa screen. The text in the Postion Attribute though is in English.
This happens when slecting Positions ==> All Positions ==> then search for position using position title or position ID. Position ID, Title, Career Type, Career Level, etc columns are then displayed. The Career type text for a position where Career Type and Level values are captured are displayed in German. Can you advise how to fix this.
Succession Planning 2.0; Nakisa 2.1; SAP ECC 6.0, Service Pack 6.
egards,
Ike

Hi Ike,
Ah ha! Now I know the problem! I have correction instructions from SAP that I know are fixed in a later service package for SAP, but I haven't seen a SAP note released with the fix. This is from the OSS message:
there is an error in the Enterprise Search modelling which has been
corrected by support packages in the meantime.
In the technical template SUBTYP the field SUTXT in the node
T777U is not marked as text field. So the search does not know
that this field contains a language dependent text which has only
to be provided in the logon language.
The modeling in SAP-Standard has been corrected in the meantime
by support packages. You can correct the error in advance by
changing the technical template subtyp as indicated in the attached
picture: You only have to check the field "contains text".
For this you probably need to create your own software package and then include EA-HRGXX because some nodes in the standard software component cannot be changed.
Best regards,
Luke

What is the different between old and new succession planning?

Hi
I have worked a lot on succession planning in 4.6c. In ECC 6.0, the succession planning has shifted to e-recruitment section.
1. What is the difference between succession planning in 4.6C and ECC 6.0
2. Can I still use the old succession planning in ECC 6.0
3. Is there a requirement to transfer data from old succession planning to new succession planning if we move to ECC 6.0?
Thanks

http://java.sun.com/overview.html
I found that link in five seconds.

Issues while assigning TMS e.t.c in Nakisa Succession Planning VSN3.0SP2

Hi,
In Nakisa Succession Planning VSN3.0SP2
First I clicked on My Org Units and selected the required My Org Units and when I tried to assign TMS (by entering position and depth and then clicked on the Icon ADD)in the right pane,after some time (after processing) the screen refreshes and goes back to Position Details screen in right pane but the left pane remains same (My Org Units). But when I click on the same selected My OrgUnits (in My Org Units) again in the left pane, the right pane goes back to Org Unit details where it shows the TMS which i assigned.
Like this it happens for all. Say when I go to My employees and work on it like Set as Successor same issue happens the right pane shows position details as before.But when I click on the left pane it shows the Successor set.
So whenever an action happens (like Assigning TMS, Set Successor, Assign to Job Family, Add Development Plan e.t.c) and after clicking on the ADD ICON, the right pane goes back to position details.So Everytime I have to refresh the screen by clicking the left pane whenever after finishing each action.
Is it due to time for processing each action (hardly it takes 30 sec to process like Assigning a TMS e.t.c).?
Regards,
Xavier.

Hi Xavier,
This sounds like an application bug, since it shouldn't do this. I know of a similar issue in OrgModeler SP2. Does this only occur in the Flex mode?
My recommendation would be to open an OSS message.
Best regards,
Luke

Remove Actions for Org Unit & Positiin in Succession Planning.

Hi,
We are in process of implementing Nakisa 3.0 SP1.
In succession planning, we want to remove few actions for org units & position. I tried to look for the configuration of the same in admin console in detailed configuration for my positions & my org units, but could not find it. Please help.
Thanks
Prashant

Hi Prashant,
Do you mean the items in the Actions drop-down menu on the OrgUnit/Positions details panels? This cannot be done in the AdminConsole. You need to go to the <build>\AppResource\linkconfiguration folder and copy the files you want to change to <build>\.detla\AppResource\linkconfiguration folder and then change them.
I believe the files you want are SAPOrgUnitDetailsConfiguration.xml and SAPPositionDetailsConfiguration.xml. Just delete or comment out the lines for the actions you want to remove.
Best regards,
Luke

Business Partner error in Nakisa 3.0 Succession Planning

Quick question for the experts out there...
ECC 6.0, EHP 4, Nakisa 3.0...
In the Succession Planning module, when we click on all employees we see several pages of blank employees. When we click on one, we get an error message like this:
An error occurred: Object CP50003101 attribute CENTRAL_DATA | Error reading the data for the business partner
We've run HRALXSYNC - and otherwise we get good data about org units, positions, jobs, etc. But on employees we have this trouble.
Any ideas or suggestions?
Thanks much.
David Watts

Hi David,
When running HRALXSYNC did you repair objects that had missing data? If not, this could be the cause of your problem.
Regarding SAP notes, you should do a search on Service Marketplace under component PA-TM to see if you can find something that fixes the issue (should repair not fix the problem). However, the only SAP note I could find that may relate to this error was 1386433 (Undesirable PA framework initialization).
Best regards,
Luke

Talent Management & Succession Planning

Hi
As part of the EHP4 functional upgrade of HCM core processes for Talent Management such as Succession Planning or talent development is getting switched on.
Any input on the impact it will have on existing BI reports on succession planning which is based on ehp3 data model.
(The latest talent Management and talent development BI content is available only in the release of EHP5 package)
Thanks & Regards
Venkat

Hi Dinu,
It sounds like a data issue. SP is probably reading the HRP1001 values but somewhere the data may have been corrupted or an object incorrectly deleted/unassigned. I would just delete the relationship in PP01 if not actual successor is assigned.
Kind regards,
Luke

Career Planning & Succession Planning

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