Career Planning

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 AM

Hi,
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

Similar Messages

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

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

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 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.

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 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,

Need guidance on career planning.

Dear SAP Gurus,
I have a small doubt, which I think can be easily clarified by the great bunch of experienced professionals here.
I have 3 years of experience in SAP technical module primarily ABAP.
Recently I got an opportunity to be a part of the SAP team in an oil and gas MNC. I have few questions related to such an opportunity.
1. As I am currently working in an IT services organization, will it be taken as a negative strategy, if I move to the IT wing of an Oil and Gas company?
2. Will I get enough opportunities to keep myself updated with the new technologies and polish my skills further to be at par with industry standards ?
3. Say when I switch over from the IT department of an Oil and gas company, will it be a problem if I want to get in to an IT company again?
4. Will I be tagged as a non-consultant as I won't be working on multiple projects for multiple clients?
5. How good it will be to work in such an environment, as the new company has relatively small SAP team ?
Cheers

Hi,
it is good to have multiple company-type experience; you cannot live knowadays with only one company-type, specially if you wanna be someday an independent consultant.
to 1: no, it will not be. You can have very good or very bad luck and/or experience in company A or in B. It has happened to me in the past and it will happen again in the future. You cannot say that a company is good or bad from outside, just because you heard or read about it in the news or TV.
to 2: read Nr. 1 but I suggest that you don´t wait for an opportunity to knock at your door: look for it !!
to 3: it shouldn´t be. I have worked for many company-types and there´s no end for learning and getting experience.
to 4: you´ll never be a consultant; you´ll alway be a developer unless you want to get an specialization in some area within SAP. I myself am senior developer and junior HR consultant.
to 5: ask your future employeer in the oil and gas company and read again 1.

PD - Qualifications - Development Plan - Appraisal - Events

Hi
I am reading and studying up about Personell Development. I have a good overview of what SAP HR has to offer for these different areas. However I would like to get practical input on how it is actually already being implemented.
Here is how I understand it thus far.
You assign Qualifications to People (appointed in HR) and you can match it with Qualifications that you have attached to a Job Category (for example). Then you can set up appraisals and development plans for each individual, and business events can be kicked off during such a development plan. This is obviously very high level and I can see from all the help files it has a lot to offer.
Do some of you have input as to what parts of PD is currently being used, and being found sufficient, or do all of the different areas have to work together.
Thanks
Corne

Hi Corne,
About PD, users can see the benefits of following functions:
*Qualification catalog --> input all qualifications and requirements
*Profiles --> assign (from catalog) qualification to each profiles
- Qualification profiles of persons
- Requirement profiles of positions (or jobs)
*Profile matchup function --> compare profiles (to find suitable position/candidate)
-Career planning (to find suitable position)
-Succession planning (to find suitable candidate)
*Appraisal --> use different catalog (criteria catalog) --> assign criteria to each appraisal model --> launch appraisal
*Individual planning --> develop paths --> create career (an EE must go through certain step, event... to achieve certain promotion...)
About the last one individual planning, I think it's not practical for customers for many reasons. Or in other word, we dont use it in PD in general The core function of PD is profile match up, just focus on that.
Huynh Thanh

Human Resource Planning Demo

Hi,
I want to create a demo on Human resource planning using IP. I have enough knowledge about IP and HRP. But actually I don't know much about HR planning using BI IP. I know about career planning, session planning and UDP also. But don't able to create a scenario for creating demo.
If anyone can suggest me any scenario or can share example or demo, using i can create a demo, then It's really useful for me.
Regards,

Check the below links.
http://help.sap.com/saphelp_nw70/helpdata/EN/84/b11d3ca2a25013e10000000a114084/content.htm
http://www.cubeserv.com/produkte/hr_planung/index_en.html#

Career in SCM (APO)

Hi friends,
I am MM consultant, am interested in SAP SCM, but wanna know where exactly will i fit, if it is APO then which module in APO should i choose.
How is the career in SNC/ICH...?
Please suggest me for my career growth.
regards
Murali

Hi Murali,
As you are MM Guy, I would suggest you can think of taking your
career plan to SRM. That should be your primary focus.
In SCM if you want to plan your career, you can have it secondary
focus in SNC.
This will do.
Please confirm
Regards
R. Senthil Mareeswaran.

Error in 'My Reports' section for Manager-Succession Planning

Hi,
We are implementing Nakisa 3.0 SP1.
We have maintained all prequisites for a Manager. For example:
1) Manager's user id is attached to Employee who is managing Org. Unit
though relationship B012.
2) Configured Root Org. Unit in Administration Console.
Still, we are getting error like "Cannot find the root of your
orgchart. The orgchart box may have been deleted or incorrectly
specified, or no valid org structure can be found for the selected
effective date. Please change the root of the chart or select another
effective date."
I have checked log (cds.lg) as well. It's not giving any relevant
error. although it is giving error which says "04 Jul 2011 10:30:33
ERROR com.nakisa.Logger - java.text.ParseException: Unparseable
date: "7/10/2007 2:15:10 PM"".
Please Help!
Thanks,
Prashant

Hi Experts.
I have the same problem as Prashant, I cannot display the organizational structure in Nakisa Career Planning 3.0 CEP3 Build 703012000.
I have reviewed the followings links in SAP.
P to CP
A209
CP to BP
B207
FN to JF
B450
JF to C
B450
JF to Q
A031
FN to Q
A031
P to US IT0105
I ran the report HRALXSYNC and corrected errors.
Is returned to perform instance deploy and reapply the transport package.
For testing the user has SAP_ALL.
In the configuration of thea dmin console I have tried to address the Organizational ID and error occurs: "Cannot find the root of your orgchart. The orgchart box may have been deleted or incorrectly specified, or no valid org structure can be found for the selected effective date. Please change the root of the chart or select another effective date."
I tried to do what he says Luke Marson and the error persists.
In the log Manager I get the following error:
68. 05 Aug 2013 12:37:26 ERROR com.nakisa.Logger - java.text.ParseException: Unparseable date: "7/10/2007 2:15:10 PM".
Appreciate any comments to help me solve the problem.
Best regards.

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 Planning

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