What is Corporate Performance Management

Hi all
I m a sap PLM consultant.
Can you please explain what is Corporate Performance Management and what we do in sap for this module?
Thanks
shashank agavekar

Hello
Corporate performance management (CPM) is the area of business intelligence involved
with monitoring and managing an organization's performance, according to key performance indicators
(KPIs) such as revenue, return on investment (ROI), overhead, and operational costs.
For online businesses, CPM includes additional factors such as page views, server load,
network traffic and transactions per second. CPM is also known as business performance management (BPM)
or enterprise performance management (EPM) .
Further info :
https://www.sdn.sap.com/irj/sdn/cpm-elearning
Regards,
Jean

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HI Srikant,
Personnel development is PD module where u can configure the qualification catalog with the proficiency which can be attached to the position or job as a requirement and the same can be attached to the person as a qualification and then you can do the profile matchup and find any qualification deficit and can propose any trraining required to impart the qualification.And also you can do succession planing, career planing and also development plan.
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Hello
1. Is it possible for the High level managers to have a display access to employee's appraisal documents in PMP (Predefined Performance management)?
2. Is it possible for Further participants (such as dotted line managers, etc) to participate in Appraisal process for PMP. I tried using Part Appraisers. But the Part Appraisers are only getting access while appraisal status is In process - Part Appraisal". We want these Part Appraisers / Further participants to get access to employee's appraisals starting from Goal Planning status.
3. We wanted to add additional Criteria Groups (VB) to the PMP Appraisal Template. I have added a Project Goals Criteria Group. But that's not being shown in PMP web interface (although it is being shown in Flex-Form).
I have been realizing that the PMP, which is very good web design does not have ANY flexibility to change Template or process.
The Flexi-Form, which is very flexible in terms of Template Design, does not offer the Goal Cascading functionality and Competency Goals functionality.
I am surprised that the PMP is very un-flexible (contrary to what SAP advertised).
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Raghu Kolukuluri

Hi Wim:
Thanks for taking the time to read through my rambling and for responding.
I guess the point of what I was trying to get at is why it would be an unlikely scenario to put the configuration for predefined into PHAP_CONFIG and then let you modify it to suit the whim of your customer.
My intention was not to suggest the impossibility of integrations in the flexible template. There are certainly enhancements to accomplish integration with the Qualification catalog and LSO, and even the old school Development Plans that virtually no one uses.
However, as someone who has seen Predefined in a production environment; I have to tell you, I do disagree that the alignment of goals is the only 'functionality' piece missing from Flexible. A quick summary of other items missing out of the box:
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- Integration with the Talent Profile - Assessments tab
- Target rating distribution %
- Profile matchups to positions other than the employee's own position
That obviously excludes the UI stuff that's been addressed above. These things above come in Predefined automatically with literally no work other than what basically is equivalent to a configuration wizard.
Now, could you create that in Flexible? Sure, anything's possible with enough time and money, right? You can certainly dig into the code and create equivalent custom code for your Flexible template. But like I noted above, it certainly appears to at least me that SAP has continued improving Predefined in EhP5 and made no improvements to Flexible. So in my opinion you run the risk of creating something supremely custom for your customer in order to satisfy some requirement like 1 over 1 approval of a final rating. Then, when EhP6 or whatever comes out, the customer decides they want to start leveraging those Predefined improvements, they've painted themselves into a corner of sunk costs, or continuing to customize Flexible.
To me, that doesn't seem like a good solution, especially for a business unit like HCM that really doesn't generate revenue. I elluded to this in an earlier post, but I really like that Predefined has a process already built into it. It's not like SAP made that up from nowhere, they presumably built that from feedback they'd gotten from customers, along with feedback that it was frustrating how much time and money it costs to build an appraisal system that - while necessary in the corporate world - generates no revenue for the company.
Let me know what you think though. I'd be interested to hear your thoughts.
Thanks,
Chris
Edit: I have no idea why the formatting won't hold. It doesn't look this bad when I edit it, sorry
Edited by: Chris McNarney on Aug 24, 2010 4:48 PM

Replacimg performance Manager with SSM(SAP Strategy management)

Hi,
Can any body tell me how to migrate all the scorecards, KPIs based on Performance Manager to SAP Strategy Management. Is there is a tool for that in SSM if not should those be rebuilt in SSM from the scratch.
how do we replicate everything fromPM to SSM
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Edited by: chrisbaker1999 on Jun 16, 2011 1:01 PM

Chris,
What the External Data Loader does is to allow you to transfer your scorecard structure from Performance Manager to Strategy Management. What you are importing is the structure of Contexts, Perspectives, Objectives and KPI aspects. It allows you to put all of these in the loader, verify the structure in the loader, and then using Transport to bring into SSM.
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Each SAP customer has a super-administrator that can add users to the SAP Service Marketplace. Find out who your super-admin is and get yourself added to allow you access to those areas on Service Marketplace.
Regards,
Bob

Managers can't see their employees when creating apprisal documents in Performance Management

Hi All,
I'm looking for you experts to enlighten me regarding an issue with the SAP Performance Management solution. We have recently (2013) implemented the Performance Management solution and everything has worked as expected. Now, we are in the process where the managers create the employees appraisal documents for the evaluation of the year 2013. The issue we are encountering is that managers who have been transfer to a new organizational unit are not able to see the employees which they supervised before the transfer.
Currently our company has an structural profile which is assigned to all the managers and supervisors, and this profile gives access to the employees which are assign to the manager or supervisor. In addition we have an MSS role for managers and supervisors, and here we added the authorization object P_HAP_DOC to authorize manager to perform the PM process.
Why the managers/supervisors who have been transfer are not able to see their employees?
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Thank you for your response,
Yes, as the manager (appraiser) I have created the document in documents_todo.htm.
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I am not sure what is missing Any more ideas?

PDF Error in Performance Management

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When launching the Performance Management link from Manager Self Service (Role) --> Talent Management --> Performance Management I am getting the PDF error. Seems the page is trying to open the form in PDF, instead I want it to be displayed in html itself.
For Travel Expense form I have changed the URL parameter "sap.xss.tra.UsePdf=true" for the resource EMPLOYEE_TRAVEL_TRIPFORM_SRV05.
What is the PCD Object and the resource key for the corresponding Performance Management iView.
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Did you get this error in the initial landing page?
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Hi Experts
I need some help retrieving specific Performance Management data for a report.
I have the employee pernr.
1. From this I need to determine which teams the employee belonged to for the period 1 Oct - 31 Sept.
2. What was the total performance score for the TEAM for that same period.
Can someone please help me out. The table data seems to be quite complex.
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Moderator Message: Specs-dumping is not allowed. Please get back if you have a specific question
Edited by: kishan P on Mar 7, 2012 5:10 PM

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Hi All,
I have some questions related to Oracle performance management and hope they will get answered over here:-
Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
Que3. When and how the rating provided by manager would reflect in the Performance (People --> Assignment --> other --> Performance) widow and what would be the effective date. I have completed all setup and process but the final rating is still not available.
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
Sorry for asking too many questions.
Thanks,
Avinash

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Error on Flexible Performance Management Appraisal Document

Hello Experts,
We are in the process of building Performance Management using Enhancement Package 4 in ECC 6.0. I am having issues with getting the Appraisal Document to work for MSS. Just to clarify too, I have no experience with Performance Management and the fact that we are using Enhancement package 4, our Functional consultants are not sure what to expect either. One more thing, the SICF service is activated.
*) When trying to preview the Appraisal Document (com.sap.pct.erp.mss.hap_document), I am receiving a Portal Run Time error.
*) When I go into SE80, I am using Package u2018PAOC_HAP_DOCUMENT_WD_UIu2019 to run a test on Web Dynpro Application HAP_MAIN_DOCUMENT, I am receiving u2018Access via 'NULL' object reference not possible.u2019
*) When I go into SE80, I am using Package u2018PAOC_HAP_DOCUMENT_WD_UIu2019 to run a test on Web Dynpro Configuration HAP_AC_MAIN_DOC, I am receiving u201Cu2018Error in Calling Up Applicationu2019 The Web Dynpro application was called up with the wrong URL parametersu201D.
QUESTIONS:
1) Do I have to implement Generic Performance Management (com.sap.pct.erp.mss.14.generic_performance_management) to call the appraisal document?
2) Is there any special configuration that needs to be done to make the HAP_MAIN_DOC work (portal or R/3)?
3) Do I need to manually create an SICF service for this?
4) Is there any documentation on how to implement the Flexible?
Any direction would be appreciated.
Thank you,
Mike

Hello H2R,
I copied the Iview Generic Performance Management (com.sap.pct.erp.mss.14.generic_performance_management) with Application Name 'HAP_START_PAGE_POWL_UI_MSS' and the Application Configuration Name 'HAP_START_PG_POW_MSS_AC'.
Activated the SICF services of 'hap_main_document', 'HAP_START_PG_POW_MSS_AC', 'HAP_START_PAGE_POWL_UI_MSS. Also, I would activate the services that begin with 'HAP' that l thought that I would need.
In SE80, there are 2 locations to find these Applications: 1) Web Dynpro Comp./Intf. = FPM_OIF_COMPONENT and 2) Package = PAOC_HAP_DOCUMENT_WD_UI.
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1468466 - PM Launchpad Config
1463821 - PM Portal Config
1416756 - OBN Config in PM
1408243 - Config for OBN
Hope this helps,
Mike

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We are in the process of building Performance Management using Enhancement Package 4 in ECC 6.0 in our test system. We have activiated flexible appraisal process and have completed the necessary config for ESS and MSS and appraisal template.
The MSS user can create the appraisal and define the objectives etc. The ESS user can view the appraisal but cannot add comments. On checking the appraisal template we have created a criteria for employee comments and an element called additional comments the tab 'element access' has been marked against the employee as follows:
Participant = Employee
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Completed = Display
So we do not know why the ESS user cannot add comments.
Can anyone help on this issue?
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Julie

Many thanks for this - we have checked the template level and have the column access for column 'objectives' (which is what is used at element level for appraisee comments) and if we change the column owner to 'appriaser and appraisee' it works for the appraisee but not for the appraiser. So we have a choice either it is set to appraiser and it works fine for the manager or we change it to appraisee and appraiser and it works fine for the ESS user.
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Is there a way that I can purge all the metrics within Performance Manager without having to go and select one metric item at a time and purging it?

Hi Gavin,
Via DM, selecting individual metrics and purging them is the only way, and as per desribed in the post above.
However, though not recommended at all, and should be done with extreme caution... You can truncate the CI_PROBE_VALUES table in the repository, but you will also need to update the CI_PROBE table by setting the refresh dates again. This process also entails stoping the AAxxx servers and restarting them after you truncated and updated the tables. Again CAUTION, but it can be done.
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Regards
Jacques

Appraisal - Performance Management Quetions

Hello
We are on ERP 2005 and implementing Performance Management at the company.
We have some questions in relation to the requirements:
- Is there any documentation on the use of columns like OBJH, OBJB, QBJ7, QBJ8 etc. How to identify which column best suits our need?
- Depending on the situation, one EE may have 5 areas (criteria groups in SAP) to work on this year whereas the other EE may have 3. Does SAP allow the ability to add one row at a time for each criteria group?
- There is a requirment that once the manager completes the EE appraisal in MSS, it should be available to the Manager's Manager and HR Dept for final
approval. How should we approch this requirement?
- Does SAP allow the ability to display the appraisal form in various tabs like one tab each for "Competency", one for "Goals", etc. OR does it all have to be on one long form?
- There is a need wherein an employee can choose from various development plan for the current year. The development plans (about 25 in number) are like "Conflict Management", "Decision Quality" etc. One EE can have 4 developement plans whereas the other may have 8 plans for the same year. We thought of adding the development plans as qualifications in Qual. catalog and then link it in Appraisal template.
Is this the best way to approch the requirement? If so, how do we link the qualifications to appraisal template? If not, what other options can be explored?
Please advice. Many thanks in advance,

Hello
Here is the updated information:
- Is there any documentation on the use of columns like OBJH, OBJB, QBJ7, QBJ8 etc. How to identify which column best suits our need?
No documentation found
- Depending on the situation, one EE may have 5 areas (criteria groups in SAP) to work on this year whereas the other EE may have 3. Does SAP allow the ability to add one row at a time for each criteria group?
It seems it is available in the latest version of We Dynpro.
- There is a requirment that once the manager completes the EE appraisal in MSS, it should be available to the Manager's Manager and HR Dept for final
approval. How should we approch this requirement?
This can be achieved via the status flow of the appraisal document
- Does SAP allow the ability to display the appraisal form in various tabs like one tab each for "Competency", one for "Goals", etc. OR does it all have to be on one long form?
It seems it is available in the latest version of We Dynpro.
- There is a need wherein an employee can choose from various development plan for the current year. The development plans (about 25 in number) are like "Conflict Management", "Decision Quality" etc. One EE can have 4 developement plans whereas the other may have 8 plans for the same year. We thought of adding the development plans as qualifications in Qual. catalog and then link it in Appraisal template.
Is this the best way to approch the requirement? If so, how do we link the qualifications to appraisal template? If not, what other options can be explored?
No answer found yet.

What is Corporate Performance Management

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