Succession Planning 3.0: Assigning values to potential, risk, performance

Hi,
In the employee details panel of Succession planning, there is a tab called Talent Assessment. In this tab, there are potential, risk and performance. However, I can't assign a value to it. Where am I supposed to assign these values for the employee?
Thanks.

Hi All,
Yes this is correct - In using the documents available for talent and performance assessments, as well as risk of loss, the values will become populated in SAP's associated infotypes and therefore visible in Nakisa. Risk of Loss is another infotype, not 7408 or 7409, but has the same concept as both performance and potential.
The Nakisa application connects directly to these infotypes to read the stored data. There are a few additional configurations here that also need to be done to display these values in the grid specifically:
In the ABAB Add-on keywords section (Nakisa administrator console, Data center), you will need to define the scales used for performance, potential, and risk of loss values. You will also need to define the criteria ID to use for risk of loss as only one criterion can be displayed in the grid.
Hope this helps!
Agatha

Similar Messages

E-Recruitment-Succession Planning-Final Activity.

Hello Every one,
I am working on E-rec Succession Planning, ERP 2005.
When we perform the Succession planning for any position, we get potential candidates. It is also possible to perform certain activities on the Candidates,
Ex:Assigning Mentor, Sending Invitations, Correspondence etc...
My doubt is, what is the final activty within the Succession Planning Cycle to be performed on the candidates.?
Similar Example: Within E-Recruitment, Recruitment Cycle, I believe
""Data Transfer for new Employees"" is the final activity where the data is transferred to the HR System.
Any one who worked on E-recruitment Succession Planning kindly share some inputs.
Thanks
PS: Points will be awarded

Hi,
The final point of Succession planning is the Vacancy. That means, if i assign any successor, that position will become vacant, then if i assign the corresponding successor, then that will become Vacant, this cycle will go up to the last level and trigger the Vacancy for the Final Position.
Good Luck
Om
Reward it, if u feel helpful.

Succession Planning 2.1 integration with portal

In the installation guide for 2.1 Succession Planning, it mentions assigning users to one of the following portal roles after the portal content has been imported:
Manager Self-Service - portal_content/com.sap.pct/line_manager/com.sap.pct.erp.mss.bp_folder/
com.sap.pct.erp.mss.roles/com.sap.pct.erp.mss.manager_self_service
Talent Management Specialist - portal_content/com.sap.pct/specialist/com.sap.pct.erp.tms.bp_folder/com.
sap.pct.erp.tms.roles/com.sap.pct.erp.tms.14.tms
I just want to verify that both of the roles are not necessary, and only one will be sufficient.

Hi Eric,
Yes, you only need to assign one of these roles in the portal to the user. These roles are known to the Nakisa configurations, and allows the application to then provide additional content to the user according to the role they area assigned to.
You can also configure other role names in Nakisa for the same roles, or create different sets of security through the admin, though you will have to provide the names of the roles to the application yourself.
Hope that helps!

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

Succession Planning 3.0 - Perf and Potential icon mapping to custom scale

Hi,
We have our own scale ID for Performance and Potential.
I had changed the scale ID in extrainfo.xml to our scale ID.
Now, how do I map the icon to our scale value?
Our scale has only 3 ratings, 1 being lowest and 3 being highest.
Whereas, in Nakisa, there are 5 ratings.
I need to map my scale value 1 to nakisa 1, 2 to nakisa 3, and 3 to nakisa 5.
How can I do this?
Regards
Jack

In SuccessionPlanning there is some configuration hard coded in the AppResources file(s).
In the "listingconfiguration" folder of "AppResources", there is a file called "DirectoryListing1_With_NineBox.xml" which contains a section called "<imagemapgroups>" which maps the performance and potential values to a corresponding image (GIF) file. I believe this is what you need to review:
<imagemapgroup name="Performance">
     <imagemap key="0005" source="images/NineBox/Performance5.gif"></imagemap>
     <imagemap key="0004" source="images/NineBox/Performance4.gif"></imagemap>
     <imagemap key="0003" source="images/NineBox/Performance3.gif"></imagemap>
     <imagemap key="0002" source="images/NineBox/Performance2.gif"></imagemap>
     <imagemap key="0001" source="images/NineBox/Performance1.gif"></imagemap>
</imagemapgroup>
<imagemapgroup name="Potential">
     <imagemap key="0001" source="images/NineBox/potential1.gif"></imagemap>
     <imagemap key="0002" source="images/NineBox/potential2.gif"></imagemap>
     <imagemap key="0003" source="images/NineBox/potential3.gif"></imagemap>
     <imagemap key="0004" source="images/NineBox/potential4.gif"></imagemap>
</imagemapgroup>
Also, in the OTFSchema folder, there is a file called "extrainfo.xml" which contains the following items which it seems you have already considered:
<keyword name="HighPerformanceValue">
    <value>0004</value>
    <description>High Performance Value</description>
</keyword>
<keyword name="HighPotentialValue">
    <value>0003</value>
    <description>High Potential Value</description>
</keyword>
<keyword name="PotentialScaleId">
    <value>00000901</value>
    <description>Potential Scale Id for SP Grid</description>
</keyword>
<keyword name="PerformanceScaleId">
    <value>00000902</value>
    <description>Performance Scale Id for SP Grid</description>
</keyword>
Regards,
Stephen

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

Succession Planning without TREX

Hi,
We want to use the succession planning feature from the Talent Development Specialist business package. From what I'm finding it looks like TREX is necessary for succession planning because otherwise we cannot do a candidate search to assign candidates to the succession plan. I wanted to know if it is possible without a TREX. Also what feature of succession planning can be used/not used without TREX. I'm not able to find much documentation on this.
Regards,
Manish

Hi Manish,
Are you talking about implementing succession planning using eRecruiting which a talent development specialist can do? If so, then TREX is required for search. All the serach related applications requires.
One of the critical steps in a succession planning process is to assign potential candidates for a job to a requisition(succession plan) & then evaluate them. This CANNOT happen without TREX. Only after you search candidates, you can assign them to a plan.
There are a host of things you can still do in eRecruiting without TREX but without this, the process is not complete.
Unless the succession planning process is vastly different from what SAP provides & you are willing to develop an elaborate application to cater to your needs, TREX is required in eRecruiting for succession planning.
Regards,
Sowmya

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

How to assigne value in sub record type

Dear below mention record type database,now i want to assigne value in payr_rec type,in this recrocrd type have one column party_id,but how can assigne value int this field ,
TYPE group_rec_type IS RECORD(
group_name VARCHAR2(255),
group_type VARCHAR2(30),
created_by_module VARCHAR2(150),
-- Bug 2467872
mission_statement VARCHAR2(2000),
application_id NUMBER,
party_rec PARTY_REC_TYPE := G_MISS_PARTY_REC
please guide.

to get the desired default party_rec attribute value, just assign the "sub-record" attribute defaults as desired; PL/SQL will assign a default (non-null) record as the party_rec value using those attribute defaults:
create or replace package P_Test_It
as
     type party_rec_type is record (
          dummy varchar2(1) default 'X'
     type group_rec_type is record (
          group_name VARCHAR2(255),
          group_type VARCHAR2(30),
          created_by_module VARCHAR2(150),
          -- Bug 2467872
          mission_statement VARCHAR2(2000),
          application_id NUMBER,
          party_rec PARTY_REC_TYPE
end;
set serveroutput on
declare
     rec p_test_it.group_rec_type;
begin
     dbms_output.put_line(rec.party_rec.dummy);
end;
X
PL/SQL procedure successfully completed.Hope it helps.
Gerard

Budget Availability control and Assigned Value in Project

Hi,
Project is so structured that it is similar to the product structure. Assume a simple case with two level BOM where a sub assembly M1 includes another sub assembly M2.
In project, these two sub assemblies are assigned under two different WBS elements W1 and W2 respectively where hierarchically W1 is assigned under W2.
After release we have two Production Order P1 and P2 account assigned to W1 and W2 respectively.
Assume M2 stnd price is 100 and M1 stnd Price is 150.
My process output ultimately is only M1 so I would prefer to give a Budget of 150 Rs. However, since P1 and P2 production Orders are accoun assigned, a total 100+150 =250 Rs is showing up under assigned value and error of Budget over run is being encountered.
One solution can be to give budget of 250 Rs, which not logical as I am producing only M1.
We tried by un flagging Additional and Assign funds in plan indicators for Order category 20 and 10 in OPSV. But that did not help.
Once P2 prod order is confirmed, the assigned value for W2 is becoming to actual cost of P2 and remains even after setting TECO and Settling P2. It becomes Zero only when W2 is removed from acct assignment of P2, which again can not be a solution as WBS and Prod Order will loose the linkage.
We desire avaialbility control to verify only against the actual cost Project. No assigned value should be considered.
Need your help to resolve it.
Thanks
Saikishore ganga.

Hi Sudhir,
Thanks for the valuable input.
As you rightly said we can not produce M1 without M2. But budget has to be only 150 Rs. Because
Cost M1 = Cost M2 + other mat Cost in assly + Assly operations Cost.
Cost M1 = 100 + 10 (assume) + 40 = 150 Rs.
Physically I am Producing only M1. So my budget would be atmost the cost of the item that is 150 Rs.
But in project we had to assign M1 and M2 under two diff WBS elements because it takes considerable amount of time to completed entire qnty structure i.e BOM and Routing of M1 and then release. Till them M2 has to wait for M1 BOM and Routing to be completed. In order again time , M1 is assigned under W2 , W2 is released and in MRP W2-M1 BOM explodes and manufacturing begins.
When M1 bom gets ready, it is assigned under W1 and then W1 will be released. Duplication of Prod Orders are taken care.
However, by using exempt cost elements feature I think we can resolve the above.
Will update once I do my experiments on this.
Thanks for the input.
Saikishore. Ganga

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

Cost Planning in CRM Campaigns--Value Distribution Is Incorrect---Error

Hi,
Im working on CRM 2007 (6.0)
I used the standard ones
Planning profile Group--4MKT
Profile--4CRMMP03,
Plan Type--Cost planning
Planning Area--4CRM0001(Marketing Budgeting/Cost Planning)
This is assigned to the category CP in the define planning profile groups node in IMG.
Im able to view this in WEB UI 2007, however when i choose DISTRIBUTE, im not getting the BPS Layout appearing from BI Planning.It is appearing in Tcode-BPS0(BI) perfectly but not in CRM WEB UI.IM getting the error------Value Distribution Is Incorrect
Im basically looking at that layout to appear in the campaign where i can key in my planned costs, resources and then i would like these values to be sent to ECC and BI will extract them and provide reporting.
Is this a standard functionality or should i necessarily use a EEWB field, if so how?

Hi Noah.
Please check the following things:
- Whether the Planning Profile 4CRMMP03 has been activated from Client-000 of BW system and transported to Client-800
- After activating the Planning Profile 4CRMMP03 in Client-000 and transporting to Client-800, go to transaction bps0 in BW system and select the planning profile tree. Right click on it and set the profile.
- Check whether Planning Profile 4CRMMP03 is associated to multi Planning Area, which will consist of basic planning areas.
- Check whether at Planning level, Characteristics and Key Figures are selected and filtered.
Wish this will be useful to you.
regards
Srikantan

Succession Planning - Support team roles and functionalities

I'm looking for clarification about the role you can assign to a member of a support team for a requisition (object NB)
In Succession Planning (E-recruiting) when you create the succession plan (requisition Object NB) you have to define the support team; persons authorized to process the succession plan.
When you assign a new member to the support team of a requisition you have to specify the role. In the standard there are two roles "Restricted Succession Planner" and "Succession Planner". The first role does not have the authorization to approve a requisition (object NB).
How the role assigned in support team works?; is it related to rights and authorizations in processing a requisition?
For example can I manage the following scenario: the same user has different roles for different requisitions; for example "restricted succession planner " for NB 00000001 and at the same time the role "succession planner" for object NB 00000002? does it mean that the user will not have the authorization to approve NB00000001 but he will have the authorization to approve NB00000002?

Hi,
the role assignment in the requisition maintenance (no matter if e-recruiting or the old succession planning part in e-rec available till 600 EhP3) is a purely logical or business view. It has nothing to do with the authorization of the user for this object.
The posiblity if you can approve a requisition is defined by the authorization roles only, which have nothing to do with the support team roles. So no matter which support team role you have, if your authorization is wide enough you can do everything with the requisition.
It would not make much sense to link the authorization to the support team. As you can define the support team when you are in the requisition maintenance you could always change your support team role to bypass these checks for approval.
So unfortunately the your scenario is not possible (even some really ugly hacking with context authorization would probably not work because of the authorization buffes and in a business view due to the point mentioned above.).
The support team roles are for documantation purposes who is supposed to do what in the requisition handling and can be used for some technical controling of functions like workflows or printing. So different support team roles are not completely useless.
Best Regards
Roman

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

Succession Planning Manger My Reports

Hi,
I am logging into Sucession Planning Manager for the first time and the "My Reports" view does not show witht he error message stating that it could not find my root org unit.
Is it checking that my user ID in the backend SAP system is a chief? Or should it use the root org unit that I have configured in the admin console for Succession Planning Manager. The root did work for our Org Chart solution.
thanks.
JB

Hi Jamie,
The Manager application looks for your reports based on US > P > S > O where the S to O is relationship 012 (chief). Then it looks for all positions/employees that are assigned to that orgunit.
So, in principle your user ID needs to be linked to an employee in a chief position. No root ID should be added to this orgchart in the AdminConsole.
I hope that helps!
Luke

Succession Planning 3.0: Assigning values to potential, risk, performance

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