Succession Planning: Suitability Percent Calculation

Hi Experts,
How is Suitability Percentage calculated in Succession planning in Personnel Development Module?
Please guide..
Thanks and Regards,
Neetha

Hi,
in SAP Standard this processes can only be maintained in the backend with code hrtmc_ppom. There definitely no frontend component for succession planning available. Therefor NAKISA STVN can be used, but with additional license costs....
Some customers developed own WDA Apps for some of theses processes. Maybe this is an option for you.
best regards
Martin Hastik

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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

Master Document for .XML entries in Nakisa Succession Planning 2.1

Hi all
Is there a master document(s) that I can download as to which entries needs to be maintained in the different .XML files controlling the Nakisa applications, especially Succession Planning is of interes.
I have alot of Zxxx-relationship that needs to be changed to relationships in the 74*-range, however I'm uncertain as to all the places relationship and objects should be replaced in the .XML documents.
The situation is that we started with a stand-alone Nakisa application and is now porting to the EHP4-supported version.
Best regards
Jakob

Hi Jakob,
I'm afraid there are no such guides. You will need to either engage with a consultancy with Nakisa skills, engage with Nakisa themselves or try and figure it out yourself. If you want some help on finding a suitable consultancy we can speak offline and I could point you in the right direction of someone in your region.
If you decided to try it yourself I would take a look at the downloadSchema.xml in the XML folder as this is where all configuration for Live data retrieval is contained.
Good luck!
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.

Cost center planning for overhead calculation

Gurus,
I have a doubt regarding the cost center planning for overhead calculation.
My scenario is:
There is a service cost center from which a certain percentage I want to allocate to the products as overhead. Now while doing so I have created a cost center and a cost element of type 43 (internal activity allocation). This cost element is the base for overhead calculation. Also I have created one cost element of type 41 (overhead rates). I have defined the credit (of cost sheet) with the cost element of type 41 and the cost center as mentioned.
Now I am facing a problem while planning the cost center with cost element type 43 through KP06.The system is throwing the error message: 'Cost element xxxx can only be used for activity input'. My understanding is we must carry out the planning for the cost center to allocate a certain percentage to the product cost estimate. If I am not allowed to use the cost element of type 43 to plan, what should I use for the planning?
Request your suggestion.
Thanks in advance!
Snigdho.

Hi
Since you mentioned catg 43 cost element, I thought you are using Activuty Type
To apply overhead on the product during CK11N, you need not plan any value on the cost center... The values planned in the cost center can not be used as a BASE in your costing sheet....
It goes like this
1. Your cost estimate has BOM + Routing
2. So, the cost elements that you would see during CK11N, can be broadly classified into 3 types
a. Primary cost ele - Material Consumption accounts for BOM components
b. Secondary cost ele (Catg 43) - If you use any actvity type in the routing
c. Secondary cost ele (Catg 41) - These cost elements are parasites... They need some basis to calculate the overhead value... That basis can be either the (a) or (b) above.....
I think, what you are planning to do is Plan Primary cost ele in a cost center and trying to use the same as the Basis.. That wont work!
What you need to do is
a. PLan the values in the cost center, say, 100,000 USD
b. Absorb it on the basis of 2.a or 2.b
If 2.b is not applicable in your case, since you are not using activity types, then 2.a is the Only option left for you
Hope it is clear....
Regards
Ajay M

Unable to see Planning application under calculation Manager

Hello All,
I created a Planning application in workspace and choose the Sahred Service Project as APS server.Now I want to create business rules.For that when I m lunching Calculation Manager from workspace, I m not able to see the appliaction that I had created before ,under Planning option of Calculation Manager.
Thanks.......

I think you created a classic planning applications. Calc manager will not recognize classic planning applications in version 11.1.1.2 and prior.
You need to create a planning applications via EPMA and then you will see this in calc manager. If you have already opened calc manager, right click on the Planning node and do a refresh to synchronize the applications from EPMA.
Hope this helps.
~SM

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

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

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"

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

Succession planning the Evaluation path

What evaluation path is used for Succession planning to determine the structure, IN OC we know it is standard delivered
MSS_OCI_MIN

Hi Siddharth,
STVN SuccessionPlanning 3.0 SP2 uses the HR-OCI view TMC_O_S_CP_ORG. The parent view is TMC_O_S_CP_SUPO. For 3.0 (and I believe SP1) it uses TMC_O_SUCC_T.
Best 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

Succession Planning: Suitability Percent Calculation

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