Succession Planning-Transfer an employee.

Hello there,
After running succession planning, once the candiates are known, how can we transfer the candiate?
Thanks
Vijay

Hi Vijay
Please read the information in IMG node corresponding to Set Up Data Transfer for New Employees.
Also please note the following before transfering.
1. Please check RFC connection is maintained.In the customizing table (T77S0) against the key (HRRFC,RECFA).
2. Please check via SE16 transaction in table hrp5140 that any data is present.
this is because the data for an activity of the Data Transfer for New Employees activity category is stored in infotype 5140.
3. The data transfer activity transfers only a few information to the HR system
(e.g. hire date, org.-unit, new position, lastname, firstname, date of birth, corr. language, address information, gender). There is no transfer of qualifications.
Regards,
Jun

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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

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.

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.

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

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

Job History in Succession Planning

Hi,
Has anyone used Oracle Succession Planning in R12.1.1 ?
I have setup the module as per the implementation guide.
I am not able to see the Job History of the employee in the Job History box.
Has anyone seen this work? Is there any additional configuration required ?
Any comments on this will he highly appreciated.
Regards,
-Debojyoty

In 10.2.0.5 Grid Control, in order to speed up the response time for the page, 'All' behavior was changed to show only all Jobs executed in the past 24 hours. So when the job activity page loads, you see job history from only the last 24 hrs.
To view complete history, you can switch to advanced search and change search filters to view
complete history. This has been fixed in 11.1 by adding help text on the page.

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

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

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

STVN2.1 SP1 - Succession Planning Error

Hello,
We're running following environment.
Windows Server 2003 Std
STVN 2.1 SP1 with Japanese Language pack
OrgChart
Succession Planning
When I logon to SuccessionPlanning in Japanese and search something like Employee, Position and so on, I got following error on Log file in Nsaki_dir\SuccessionPlanning\SuccessionPlanning\Log.
2010/07/02 20:01: ERROR: DynamicDll : Load & Invoke : Source : Message {Exception has been thrown by the target of an invocation}
2010/07/02 20:01: ERROR: DllProcessor : getDataSet : Not able to load DLL or CLASS
But When I logon to SuccessionPlanning in English and search in like wise, the error did not occur.
Im not sure what's wrong...
Could you please tell me how to solve this error.
Thank you.
Naoki

Hello, Luke
Thank you for your suggestion.
Although I tried your suggestion by following sequence, I could NOT solve our problem. (The same error occurred)
*1.
Stop Nakisa system (Stop IIS service)
*2.
Modify my downloadSchema.xml on Nakisa_rootdir\SuccessionPlanning\SuccessionPlanning\XML
I replaced all 'encoding="ASCII"' and 'encoding="UTF8"' to 'encoding="Unicode".
Although there are some 'encoding=""' entries, I kept thoes entries unchanged.
*3.
Start Nakisa system (Start IIS service)
*4.
Check whether my error occur.
Do you have any other idea ?
If my procedure is wrong, could you tell me the correct procedure.
Thank you for your support.
Naoki

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

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

Succession Planning-Transfer an employee.

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