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

Similar Messages

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  • Regarding Career and succession planning (CSP)

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  • Career planning and succession planning

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    Hi Rashmi,
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  • CAREER / SUCCESSION PLANNING

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    Message was edited by:
            TG

    Hi,
      http://help.sap.com/saphelp_erp2005/helpdata/en/cd/dae43e4ab011d18a0f0000e816ae6e/content.htm
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  • Talent & succession planning EHP5

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  • Career Planning & Succession Planning

    Hello,
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    Hi,
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    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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  • 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:
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    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.
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    You can display ranking list entries by screen (Customizing setting).
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    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

  • Succession Planning EHP4 data model, only STVN or backend?

    Hi Guys
    I'm currently investigating Succession Planning, and I have a few questions that I need confirmed or elaborated.
    Running Succession planning with the newest data model, it can only be performed through STVN (Nakisa) or SAP Backend (HRTMC_PPOM, and related transactions)? Succession Planning in SAP Portal is only supported through the old e-Rec data model?
    Best regards
    Jan

    Hi Jan:
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    Hopefully that helps you out.  Let me know if you have any questions.
    Thanks,
    Chris

  • 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.
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    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?
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