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

Similar Messages

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Dear Nidhi,
First of all, is this a technology question (Nakisa) or a functional question?
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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.
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Please see this document:
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http://java.sun.com/overview.html
I found that link in five seconds.

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Hello,
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Message was edited by:
shyam gy

Hello Bharat/Sandra Newton/Sebastian/Tom Hutch More/Suresh Datti/ Manoj Shakya and All,
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TG
Message was edited by:
TG

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

Talent & succession planning EHP5

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Is Career Planning & Succession Planning accessible from ESS/MSS.
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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
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http://help.sap.com/erp2005_ehp_05/helpdata/EN/44/0e5408b4c45cf9e10000000a155369/frameset.htm
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Standard SAP HR Roles in SUCCESSION PLANNING

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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

Recruitment and Succession Planning Infotype maintance maintenance in ECC

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