Talent Management - Overall Rating

Hi,
I would like to know where the Overall Rating score (like "Significantly Below Expectation" or "Meeting Expectations") are stored (in which table)?
Thanks in advance

here u will find them
select *
from PER_RATING_LEVELS prl
where prl.name like '%expectations%'
does not meet expectations - (step value 1)
partially meets expectations - (step value 2)
meets expectations - (step value 3)
exceeds expectations - (step value 4)
consistently exceeds expectations - (step value 5)
all in rating scale 2169
Edited by: iandekoker on Feb 20, 2009 12:59 PM
Edited by: iandekoker on Feb 20, 2009 1:00 PM

Similar Messages

Performance management overall rating

When i am navigating to the Give Final Ratings: Main Appraiser
i want to enable the field for Overall Rating.
Note i am able to see the overall ratings comments field but i am unable to see the Overall Rating that is linked to the Performance rating in Core HR(Navigation : People >Enter & Maintain>Assignment>Performance)
how can i view the Overall Rating on the Give Final Ratings: Main Appraiser....plz help
Appreciate all your help/comments...

When i am navigating to the Give Final Ratings: Main Appraiser
i want to enable the field for Overall Rating.
Ans : Enabled the Overall Rating field at main appraisal page Level using personlization's
Note i am able to see the overall ratings comments field but i am unable to see the Overall Rating that is linked to the Performance rating in Core HR(Navigation : People >Enter & Maintain>Assignment>Performance)
Ans : this is seeded functionality this stored in Performance Tab in Core HRMS.
how can i view the Overall Rating on the Give Final Ratings: Main Appraiser....plz help
Ans : Enabled the Overall Rating field at main appraisal page Level using personlization's
Hope it help you.
Avaneesh

Talent Management Reports

We are implementing SSHR Talent Management for our client. Client using Global HRMS.
I have read the doc of Talent management and found some workbook reports such as Appraisal Detail Workbook and Competence Updates after Appraisal Workbook. I think we can use these reports by using HRMS Intelligence. Is it correct? We didn't setup HRMSi yet.
Also the client needs the following reports related to this module. Since I don't know the columns of the above workbooks, I am unable to decide whether the following reports are come under standard one or need customization.
So please advice.
Appraisal Status by Employee-wise
Appraisal Competencies & Development Plan
Appraisal Competencies Count by Grade
Appraisal Report by Competencies
Appraisal Overall Ratings
Appraisal Rating by Employee-wise
Appraisal Status – Total Counts
Probation Appraisal Report
Disagreed Appraisal Report
Performance Planning Status Report
Planning Status by Department-wise
Planning Status - Detailed
Thanks in advance.

" have read the doc of Talent management and found some workbook reports such as Appraisal Detail Workbook and Competence Updates after Appraisal Workbook. I think we can use these reports by using HRMS Intelligence. Is it correct? We didn't setup HRMSi yet."
Yes you need seperate license to run the HR intelligence reportsI would say run the workbook reports in a development instance or in your vision instance and do the gap analysis.

Overall Rating in appraisal

Created Competency Template with rating Scale type Performance
We are not using Objectives
Crated appraisal Template and attached the competency template created and the fast formula created for calculating the overall rating. Formula is returning Rating_Level_ID
Log in As Manager > Manager self service > given the general Information regarding Appraisal > click on to Next > Rated the competencies > Filled the
Questionnaire > But before sharing with the employee the overall Rating is not coming though it is written in the page that (The Suggested Overall Rating is
calculated by the application. Enter this value as your Overall Rating if you agree with the calculated rating, or enter another value of your own choice)
Can anybody help me in it.
Regards,
Jithin

Hi Sanjay,
Thank you for your response. I appreciate it very much! I'm wondering if you might be able to point me to the right documentation on how to extend the page controller? If not, that's fine. Also, thank you for the suggestion. With the rating scale numerical values hidden, there's no reason we have to keep the values they want to display tied to the original numbers. That is brilliant!
Please let me know if I can ever assist with anything.
Kind regards,
Mark

Talent Management - TM - Trex 7.1 - Delta Indexing

luke.....are you out there??
congrats on your blog being featured right on the SDN homepage... very nice...
http://scn.sap.com/community/erp/hcm/blog/2010/09/20/setting-up-netweaver-embedded-search-trex-for-sap-ehp4-talent-management
and congrats to Chris on his first two excellent blogs....
http://scn.sap.com/people/chris.mcnarney/blog/2010/08/26/whats-included-with-the-predefined-performance-management-process
http://scn.sap.com/people/chris.mcnarney/blog/2010/09/09/whats-included-with-the-predefined-performance-management-process--part-2
all 3 blogs are very helpful since there is little information available out there on these topics...
so we've been testing the delta indexing program very heavily - ESH_IX_PROCESS_CHANGE_POINTERS
we have found that it does not appear to be able to index new hires (new central_person index does not pick up the new CP). The only way this data can be indexed is by running a full re-index. That is problematic for us, b/c we were hoping to only do full re-indexing 1 a week or even 1 a month. our indexes take 2-3 hrs to complete and trex searching is pretty much inoperable during that time.
Have you tested new hires with delta indexing? it seems as a gap in the change_pointers program. We opened up OSS message to SAP.
some additional thoughts working with the program, relative to your blog. I would highly recommend that anyone testing this makes sure the following notes are implemented in your system. The first one is the most recent and we ourselves did not have that implemented.
1. 0.350 BC-EIM-ESH 1441190 Error in model assignments to logical system 24.02.2010
2. 0.230 BC-EIM-ESH 1408655 Alerts in syntax check due to unused indexes 18.11.2009
3. 0.260 PA-TM 1395703 Positions and termination are missing for indexing 30.10.2009
4. 0.330 BC-EIM-ESH 1249482 Functional corrections for Enterprise Search 7.01 SP03 26.01.2009
Another area which we found from testing: SAP by default does not delta index structural authority view. What this means is that if a new talent specialist is added with 741 relationship there access to see that structure will not be available in TREX search by default delta indexing. This would also impact existing organizations and positions shifted under existing 741 relationships.
The information in spro is actually quite helpful, you can find it in: talent management and talent development > basic settings > search > BAdI: Activate Delta Indexing for Authorization Data
Activtate the BADI, than the program to "create the change pointers" must run periodically in your system. This is done with RPTMC_CREATE_CHANGEPOINT_AUTH. Once that program creates the change pointers the next time your scheduled delta program runs (ESH_IX_PROCESS_CHANGE_POINTERS) all of the structural auths will be created and indexed correctly.
If we can just now get new hires to work with ESH_IX_PROCESS_CHANGE_POINTERS we will probably only run the full re-index once a week or once a month.
Let me know your thoughts,
Michael
Message was edited by: Luke Marson
Message was edited by: Luke Marson

so if anyone is interested, from my previous post I mentioned that new hires were not getting picked up by the change pointers program.
after further testing though, we found that when the authorization recon program identifies the new hires and appropriately creates a change pointer.
conclusion: to avoid full re-indexing of trex indexes, perform the following steps:
1. implement / activate the BADI - HRTMC_AUTHORITY_VIEW - talent management -> basic settings -> search
2. Schedule program RPTMC_CREATE_CHANGEPOINT_AUTH - every 30 mins, or 1 or 2 hr. This program will capture whenever anything changes from an authorization data perspective. This would include identifiying new central persons (new hires) or new TMC specialist being setup with 741 relationship. This program "creates change pointers" which than feeds the main delta program - ESH_IX_PROCESS_CHANGE_POINTERS.
3. Use Luke's blog on the instructions for the delta program - ESH_IX_PROCESS_CHANGE_POINTERS - this program you can have run every 5 mins, 10 mins, 15 mins, based on your needs. this processes all delta changes, the first time the program runs after the RPTMC_CREATE_CHANGEPOINT_AUTH program finishes it will also processes the data authorization changes, otherwise every other time the program is running it will catch non-data authorization for all the other indexes (employee name change, new performance rating, new potential, position name change, new profiiciency scale, new career profile data, etc).
hope this helps somebody!
michael
Edited by: Michael L Pappis on Oct 7, 2010 12:05 AM

Talent Management

Hello,
Scenario: EHP4 - Talent Management --> Performance management integrated with Compensation Mgmt
is it posible to have the budget check to be made, when the manager is entering the final rating for an employee in the appraisal screen.
Is that a standard functionality? can you please share some links
Thanks
Sera

Suggestions please..

Talent Management Grid

Hello Experts,
We are currently implementing Talent Managment Ehp6 and Nakisa 4.0. I have a couple of questions
1) I've researched several SCN posts and blogs about how the Performance/Potential grid has to be a 5,6,9 or 15 box grid and that the values (scales) used in performance must also be used in the talent mgmt grid. When we implemented Performance Management (Ehp4) we used a 20 value scale (1-5 with .25 gradients in between). I would just like to clarify that with everything I have read the Grid in Talent Mgmt and Nakisa will not support this large of a scale. That there isn't any BADI or Enhancement that we can use? It seems like we will have to reduce our scale in Performance to be able to use it in Talent Management/Nakisa. Is that correct?
2) I'm a bit confused about the Writeback functionality with Talent Management and Nakisa. I understand that the Talent Mgmt has their own infotypes (i.e. Potential and Performance) and a Manager or TMS can change the potential/performance in the grid during a Talent Meeting. I'm trying to understand how Talent Mgmt updates Nakisa when these ratings get changed? Or does the TMS and Manager have to change the ratings in both places since Nakisa also uses a grid? Also what happens when you move from a performance template in one year to a performance tempalte in the next year? Does the data save or does it get replaced?
Any assistance or clarification would be much appreciated
Sarah

Luke,
Thank you for taking the time to reply to my questions, I appreciate it.
In regards to the peformance scale we didn't go the PMP route, we went with the Flexible. When I go to the template in the appraisal catalog and try to add the Follow-up BAdI under the enhancement tab it gives me the information below :
"Note
Do not use the BAdI implementation for appraisal templates that you created using the transaction Appraisal Template Catalog (PHAP_CATALOG).
After you have completed an appraisal, the system copies the potential value and performance value to the Potential (7408) and Performance (7409) infotypes that are relevant for the talent review meeting.
The BAdI implementation can only be implemented with an appraisal template of type Performance Management that was created in the Customizing activity Configure Form for Performance Management Process since the appraisal values of the potential assessment and performance assessment are expected to be in certain places in the appraisal template or appraisal document."
Reading this I took this note to mean that if we created a Flexible Appraisal Template that I create via PHAP_CATALOG_PA that I could not use these follow-up BAdIs. That you can only use this follow-up BAdI if you created a form/template using the PMP process.
Am I understanding this correctly? Can you not use the Calibration Grid if you created a template in the catalog using the Flexible templates? In our performance appraisal we don't use the "Final Appraisal" column for our final performance rating. We created a custom column that stores the final rating.
Thanks again
Sarah

Add custom embedded region or link in talent management

We are doing a proof of concept implementation of Oracle Talent
Management. As part of this implementation we have been requested to
add Salary change functionality to the employee performance appraisal
process. Usually this process is only used to evaluate
competencies, objectives and overall performance and does not include
salary information.
Our Thoughts:
Oracle provides out of the box the Salary change process on its own.
There is an entry page for the values, PRatePG, and then a review
page, ReviewPG. We would like to take the majority of the
functionality on those 2 pages and add that functionality to the 2
similar pages used for performance review. On the performance review
side the equivalent pages are the entry page MAFinalRatingsPG and the
review page,MAFinalRatingsRevPG.
We are looking for the best way to move forward regardless to
incorporate the functionality of entering and reviewing the salary
into the performance appraisal set of pages which don't currently
contain the data or functionality at all for salary.
We have considered also going a complete custom route, however the
functionality on the Salary screens are intricate and have several
PPR elements. Additionally, there was the thought to somehow add the
Salary page functionality as an additional page on the page flow as a
customization. This might still be an option as well. We are open
to any ideas.
Please let us know if any of you have done anything similar and would
like to share with us.
We would like to know what is the best option to meet the requirement
1)Create a link to seeded salary page
2)Embed the seeded salary region in Appraisal form
3)Create custom salary region and embed that into Appraisal form
Thanks

We are doing a proof of concept implementation of Oracle Talent
Management. As part of this implementation we have been requested to
add Salary change functionality to the employee performance appraisal
process. Usually this process is only used to evaluate
competencies, objectives and overall performance and does not include
salary information.
Our Thoughts:
Oracle provides out of the box the Salary change process on its own.
There is an entry page for the values, PRatePG, and then a review
page, ReviewPG. We would like to take the majority of the
functionality on those 2 pages and add that functionality to the 2
similar pages used for performance review. On the performance review
side the equivalent pages are the entry page MAFinalRatingsPG and the
review page,MAFinalRatingsRevPG.
We are looking for the best way to move forward regardless to
incorporate the functionality of entering and reviewing the salary
into the performance appraisal set of pages which don't currently
contain the data or functionality at all for salary.
We have considered also going a complete custom route, however the
functionality on the Salary screens are intricate and have several
PPR elements. Additionally, there was the thought to somehow add the
Salary page functionality as an additional page on the page flow as a
customization. This might still be an option as well. We are open
to any ideas.
Please let us know if any of you have done anything similar and would
like to share with us.
We would like to know what is the best option to meet the requirement
1)Create a link to seeded salary page
2)Embed the seeded salary region in Appraisal form
3)Create custom salary region and embed that into Appraisal form
Thanks

Oracle Talent Management - Please help?

Hi All,
1- How can I define in employee appraisal the next years objecticves (KPI's) I saw in employee appraisal you can fill the needed training for the employee for the next year
but i did not find any thing about the next objectives ?
2- How can I enable the participants to participate in employee appraisal , hwo to let them update and share the appraisal request that I will send to them ?
3- Suppose I have the following competency :
- RELIABILITY & COMMITMENT (Under this competency I have the following :)
a) Employee are concerned about company values , priorities and objectives. (Here are five levels of rating 1,2,3,4,5)
b) Lacks cooperations and dose not following the instructions. (Here are five levels of rating 1,2,3,4,5)
c) Rarely adherence to the company policy. (Here are five levels of rating 1,2,3,4,5)
score here will be the average of overall rating as following -> (a) + b) + c)) /3
as you see above all of them under one competency , how can create this competency in the system with all above details, I saw in competency steup that you can do only one competency with add the other details to it as we in the above competency .
Thanks a lot.
Best Regards,
Edited by: user2588114 on Dec 18, 2010 3:42 AM
Edited by: user2588114 on Dec 19, 2010 5:32 AM

Thanks a lot Mr. Avaneesh,
But in this case how can we make the overall rating which presents ‘RELIABILITY & COMMITMENT’ competency.
Because in end of appraisal we should have one rating which should be calculated as following :
a) Employee are concerned about company values , priorities and objectives. (Here are five levels of rating 1,2,3,4,5) suppose employee rating as -> 4
b) Lacks cooperations and dose not following the instructions. (Here are five levels of rating 1,2,3,4,5) suppose employee rating as -> 3
c) Rarely adherence to the company policy. (Here are five levels of rating 1,2,3,4,5) suppose employee rating as -> 3
employee get 10 out of 15 = 3.33 out of 5
here 3.33 , it should means he got this rate in one specific competency like ‘RELIABILITY & COMMITMENT’ .
if we do it as separate competency how can we clarify for the employee and the manager in the end that get 3.33 ‘RELIABILITY & COMMITMENT’ competency.
Thanks a lot.
Best Regards,

Talent Management - "Share wiith Appraisee" button validations

Hi,
In the Main Appraiser review page, we can see 3 buttons, "Share with Appraisee", "Update" and "Give Final Rating". Our appraisal process is:
1) Employee gives the ratings first and then transfering to manager for manager ratings
2) Direct Manager logs in, before provide the ratings, manager can transfer the appraisal to appraisee by clciking "Share with Appraisee" button.
Can we do any validation in this button by personalization or anyway to force the manager to give the ratings before transfer the appraisal to appraisee?
Thanks in advance.

If the employee initiates the appraisal, they can give a self assessment of their ratings for competencies and objectives, and they can complete a questionnaire. But, they cannot give themselves any FINAL RATING.
When they transfer the appraisal to the manager, the manager can then give his version of the ratings and complete their version of the questionnaire. At this point, they can either share these details with the employee, or they can go to the final ratings page.
You could configure the appraisal template settings to allow the employee to give feedback on overall rating Then remove (via personalisation or by other settings in the sharing options of the appraisal template) the share button from the first page. This amends the flow of the process so it goes:
EMP (enter self assessment and ratings) - MGR (enter managers view of ratings) - MGR (Final Rating) - EMP (to see, but not amend rating) - Closed.
Hope that helps, but this can be quite a complicated process to control.
Regards
Tim

Talent Management - Doubts

Hi
We are using 11.5.10.2
1) How to rollback the Appraisals with the status "Deleted" ( I believe they deleted from RFC notification, I have hidden all the delete option by personalization).
2) Is there anyway, the employee can enter the appraisal comments? (Pl. note that "Provide feedback on overall ratings" is unchecked"). Whether the notification message typed by employee is storing anywhere (to consider this is the appraisal comments of an employee)?
3). After employee filled the ratings, it goes to immediate manager for his/her ratings, at this time, manager is seeing "Suggested Overall Rating" as lowest performance rating ("1 - Significantly Below Expectation) before he/she gives ratings. Is there anyway, to suppress this value?
Thanks in advance

Hi
We are using 11.5.10.2
1) How to rollback the Appraisals with the status "Deleted" ( I believe they deleted from RFC notification, I have hidden all the delete option by personalization).
2) Is there anyway, the employee can enter the appraisal comments? (Pl. note that "Provide feedback on overall ratings" is unchecked"). Whether the notification message typed by employee is storing anywhere (to consider this is the appraisal comments of an employee)?
3). After employee filled the ratings, it goes to immediate manager for his/her ratings, at this time, manager is seeing "Suggested Overall Rating" as lowest performance rating ("1 - Significantly Below Expectation) before he/she gives ratings. Is there anyway, to suppress this value?
Thanks in advance

Issue in creating dev plan in talent management specialist role

Hi ,
I am facing issue in creating development plan through talent management specialist role . Actually in one system I have 2 location one is india & another one is USA . its working for india but when I search india employee its show no employee found . can you please guide me
Tarun

Hi Luke ,
According to one of your article , I run HRALXSYNC in r/3 , in that all indian employee are green but USA employee in RED . I found following error , can you please guide me that what is mean by that ?
The error occurred in program CL_HRRCF_INFOTYPE=============CM003 line 117
Qualification 90007487 does not exist
The incorrect HR object has the key 01NA90011026
The incorrect infotype record is 40601NA900110265105 1 1900010199991231
The error occurred in program CL_HRRCF_QUALIFICATION========CM001 line 69
Serious error; see log
The error occurred in program CL_HRRCF_CANDIDATE_INFOTYPE_BLCM00B line 99
Serious error; see log
The error occurred in program CL_HRRCF_INFOTYPE=============CM003 line 117
Qualification 90007487 does not exist
The incorrect HR object has the key 01NA90011026
The incorrect infotype record is 40601NA900110265105 1 1900010199991231
The error occurred in program CL_HRRCF_QUALIFICATION========CM001 line 69
Serious error; see log
The error occurred in program CL_HRRCF_CANDIDATE_INFOTYPE_BLCM00B line 99
Thanks
Tarun

Issue in EHP5 Talent Management (Team Goals) Cascade goals functionality

Hi Friends,
Issue in EHP5 Talent Management (Team Goals) Cascade goals functionality.
Under Team Object While try to cascade goals, it pop-Up Warning Msg u201CChoose Save to save the goal in the employee document. The goal can no longer be deleted, only set to obsoleteu201D.
If we click Ok to proceed further, I am getting error stating u201CYou have made no selection" and " No appraisal template defined ".
Same functionality is working fine in u201CPerformance Management (Predefined)u201D
With Regards
Seranjeeve Kumar

Please set the parameter PROCESS "PMP" in the iview configuration.
ie
ROLE_ID=PA&PROCESS=PMP in application parameters
content provided by SAP ->
specialist ->
Talent management Specialist ->
iViews ->
COmpany goals etc
and you can confirm using this
CL_HAP_CASCADE_GOALS > meth0d GET_VALID_APPRAISAL_TEMPLATES
The parameter mentioned in the note 1457057, the one that you enter in
transaction SE80 is the default value. However, if you call application
with parameter PROCESS=PMP then the PMP process for cascading goals will
be used.
check note 1523527

Error while creating the Connector in PRD - Trex in Talent Management

Dear Luke,
Greetings.
We are in ECC 6, Eph4.
While setting up the TREX in Production we are encountring an error as below. But we dont have any issue in Development and Quality system. TREX related to Talent Management is working fine.
Would be great if you share your inputs.
Kind regards
Sathya

Dear Luke,
Thank you for response. We have posted an OSS message. SAP is suspecting this to a support pack level kind of issue. So we are waiting for a solution from SAP.
Appreciate your support.
Kind regards
Sathya

Development Plans functionality in Talent Management

Hello,
We are planning to use the Development Plans functionality in Talent Management.
But the Development Plan is not opening from MSS. (MSS -> Talent management -> Assessment -> Development Plan).
I had created the Business partner object for all my test PERNRs and I had created a Development Plan Template (via IMG step in Talent management). I had activated the Business Functions and Services.
When I open the Development plan in MSS, it is showing the names of employees (i.e. the reports of the manager). But when I click on an employee, it's not opening any development plan. Nothing is happening.
Please help me,
Thanks
Raghu

Hi Bharti,
You must first delete the template names from the customizing tables where it is stored (under Talent Assessment node of Talent Management and Talent Development). Then you delete it under PHAP_CATALOG. Unfortunately you have created an databse inconsistency and you might need to see if Basis can delete the values from the table.
Best regards,
Luke

Talent Management - Overall Rating

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