HR140 - Business Processes in Talent MGMT

SAP AG 2008 © SAP AG 2008
SAP ERP
Version: 73
Material number: 50089473
! "
Copyright 2008 SAP AG. All rights reserved.

No part of this publication may be reproduced or transmitted in
any form or for any purpose without the express written
permission of SAP AG.
SAP AG 2008
Some of the software products marketed by SAP AG and its distributors contain proprietary software
components of other software vendors.
Microsoft, Windows, Excel, Outlook and PowerPoint are registered trademarks of Microsoft
Corporation.
IBM, DB2, DB2 Universal Database, OS/2, Parallel Sysplex, MVS/ESA, AIX, S/390, AS/400, OS/390,
OS/400, iSeries, pSeries, xSeries, zSeries, System i, System i5, System p, System p5, System x, System
z, System z9, z/OS, AFP, Intelligent Miner, WebSphere, Netfinity, Tivoli, Informix, i5/OS, POWER,
POWER5, POWER5+, OpenPower and PowerPC are trademarks or registered trademarks of IBM
Corporation.
Adobe, the Adobe logo, Acrobat, PostScript and Reader are trademarks or registered trademarks of
Adobe Systems Incorporated in the USA and/or other countries.
Oracle is a registered trademark of Oracle Corporation.
UNIX, X/Open, OSF/1 and Motif are registered trademarks of Open Group.
Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame and MultiWin are
trademarks or registered trademarks of Citrix Systems, Inc.
HTML, XML, XHTML and W3C are trademarks or registered trademarks of W3C®, World Wide Web
Consortium, Massachusetts Institute of Technology.
Java is a registered trademark of Sun Microsystems, Inc.
JavaScript is a registered trademark of Sun Microsystems, Inc., used under license for technology
developed and implemented by Netscape.
MaxDB is a trademark of MySQL AB, Sweden.
SAP, R/3, mySAP, mySAP.com, xApps, xApp, SAP NetWeaver and other SAP products and services
mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG
in Germany and in several other countries all over the world. All other product and service names
mentioned here are the trademarks of their respective owners. Data contained in this document is used
for information purposes only. Product specifications may vary from country to country.
The information contained in this document is the copyrighted property of SAP AG. No part of this
document may be reproduced or transmitted in any form or for any purpose without the express written
permission of SAP AG.
This document is a preliminary version and it is not subject to your license agreement or any other
agreement with SAP. The information contained in this document describes projected strategies,
developments and functions of the SAP® product only, and in no way represents an obligation on the
part of SAP AG to follow a particular company plan, a particular product strategy and/or particular
development work. Note that this document is subject to change and SAP can make changes at any time
without notice.
SAP assumes no responsibility for errors or omissions in this document. SAP assumes no responsibility
for errors or omissions in the information, texts, graphics, links or other elements of this material. This
document is provided without a warranty of any kind, either express or implied. This applies to (among
other things) the fitness for a particular purpose or to exclusion of rights violations.
SAP assumes no responsibility for damages of any kind. These include (among other things), direct,
special, indirect or consequential damages that arise from using these materials. These limitations shall
not apply in cases of intent or gross negligence.
The statutory liability for personal injury and defective products is not affected. SAP cannot control the
information that you access using the links contained in this document. Furthermore, SAP assumes no
responsibility if you visit such third-party websites or for any set of circumstances involving third-party
websites.
#
Required Knowledge:
Basic SAP HCM Process Knowledge, in particular
Master Data
Organizational Management
Reporting
Recommended Knowledge:
HR050 or
SAPHR
SAP AG 2008
This course is aimed at the following audiences:
Members of project teams
Employees in the Human Resources department and key
users
Consultants
Duration: 2 days
SAP AG 2008
Notes to the user

These training materials are not a teach-yourself program. They complement the explanations
provided by your course instructor. Your material includes space for making note of additional
information.
There may not be enough time to complete all the exercises during the course. The exercises contain
additional examples that are dealt with during the course. You can also work through these examples in
your own time to increase your understanding of the topics.
Contents:
Course Goals
Course Objectives
Course Content
Course Overview Diagram
Main Business Scenario
SAP AG 2008
© SAP AG HR140 1-1

This course enables you to:
Understand the integrative concept of Talent
Management
To get to know the components of Talent
Management on a process-oriented basis
SAP AG 2008
© SAP AG HR140 1-2

After completing this course, you will be able to:
Understand the integrative concept of Talent
Management
To describe the components of Talent Management
on a process-oriented basis
SAP AG 2008
© SAP AG HR140 1-3

Preface
Unit 1 Course Overview
Unit 2 Talent Management Overview
Unit 3 E-Recruiting Overview
Unit 4 Succession Planning Overview
Unit 5 Performance Management Overview
Unit 6 Enterprise Learning and Learning Solution Overview
(including Training Management)
Appendix Organizational Management

Additional Information
SAP AG 2008
© SAP AG HR140 1-4

Course overview
Preface
Unit 1: Course Overview
Unit 2: Talent Management Overview
Unit 3: E-Recruiting Overview
Unit 4: Succession Planning Overview
Unit 5: Performance Management Overview
Unit 6: Enterprise Learning and Learning Solution Overview

Appendix
SAP AG 2008
© SAP AG HR140 1-5

In the company Training International, you are
employed as a key user in the HR department.
Working closely with the relevant departments, your
tasks include developing and planning the Talent
Management processes.
SAP AG 2008
© SAP AG HR140 1-6

Contents:
Concept of Talent Management
SAP AG 2008
© SAP AG HR140 2-1

At the end of this unit, you will be able to:
Provide a brief overview of the integrative concept
of Talent Management
SAP AG 2008
© SAP AG HR140 2-2

Course overview
Preface

Appendix
SAP AG 2008
© SAP AG HR140 2-3

High costs
Effectiveness difficult to
measure
Heterogeneous
System Landscape
No chance to react quickly to

Fixed changes in strategic company
architecture and business
objectives
Process
silos
Isolated processes
Missing end-to-end processes
High transaction costs
SAP AG 2008
Many business problems are due to technological problems.
© SAP AG HR140 2-4

Processes based on non-integrated software components
Succession Planning
Career Planning
Compensation
Performance
Management
Management
Recruitment
Learning
HR
Updating HR data: Supply of talent

Qualifications, availability,
Demand for talent
costs and so on
SAP AG 2008
Many talent management suites on the market today are composed of discrete ‘pillars’ of functionality,
often inherited as a result of acquisitions – this is increasingly the case as the learning/performance
management/recruiting/compensation and other niche software markets undergo consolidation. SAP also
offers multiple products that can be implemented separately, including a Learning Management system,
a Compensation system, E-Recruiting, etc.
© SAP AG HR140 2-5

Consolidated technology, Process-oriented / Cross-user
Planning Implementing Executing Monitoring
Attract and acquire
Educate and develop
Identify and develop tomorrow's leaders
Align and motivate
Analytical evaluations, competencies, HR , …
SAP AG 2008
Today’s landscape for talent management as defined by SAP requires a comprehensive approach to
talent management processes. This requires dismantling the organizational walls between traditional HR
practices (Recruitment/Succession/Performance) as well as unifying the software that supports processes
that cross between these different areas of practice. Underlying all of these practice areas is a common
understanding of the critical competencies needed to make an organization run successfully, basic
information about the individuals who make up the workforce, and analytical tools for driving strategy in
all areas.
© SAP AG HR140 2-6

!" #$"
Talent Management:
E-Recruiting
Skills/Career Management
Succession Management
Enterprise Learning
Performance Management
Enterprise Compensation Management
SAP Talent Visualization by Nakisa
Workforce Process Management:

including Personnel Administration, Organizational Management,
Time Management and Payroll
Workforce Deployment:
including Project Resource Planning
SAP AG 2008
This course HR140 "Business Processes in Talent Management" describes the following areas:
• E-Recruiting
• Succession Management
• Performance Management
• Enterprise Learning
For more details about Solution Map SAP ERP HCM, go to http://service.sap.com/erp-hcm.
© SAP AG HR140 2-7

%
PERFORMANCE
MANAGEMENT
SUCCESSION COMPENSATION
PLANNING MANAGEMENT
TALENT
MANAGEMENT
E-RECRUITING CAREER
MANAGEMENT
LEARNING
MANAGEMENT
SAP AG 2008
On one hand, Talent Management is an integrated overall concept for older and newer
SAP HCM components and SAP solutions.
On the other hand, Talent Relationship Management is a fundamental component of the
SAP E-Recruiting solution.
This last aspect was covered in the “Talent Relationship Management” unit.
Succession planning is technically seen as a component of the SAP E-Recruiting solution, but is also
used as an integrated component for the personnel development processes of employees.
This unit on “Succession Planning” first covers the integrated processes. It then specifically discusses
succession planning in the SAP E-Recruiting solution and in the role of a succession planner.
© SAP AG HR140 2-8

"
Employee competencies
Organizational data
!"
Employee
master data
Talent Pool Talent data
Career Management
Learning mgmt
Performance mgmt
Succession mgmt
SAP AG 2008
The objective is to develop and use a common Talent Pool for employees, talents and applicant data.
Further objectives: to fill key positions using the Talent Management strategy (Talent Development).
© SAP AG HR140 2-9

$
Talent Management:
A global solution
Succession & Recruiter

Planner
"
Talent development
Training administrator specialist
SAP AG 2008
A completely new version of Succession Planning has been developed with ERP 6.0.
The succession plan is technically based on the requisition from E-Recruiting (object type NB).
Succession planning is used in the context of personnel development measures for employees and of
planning processes of the E-Recruiting solution for candidates.
Different roles and users have access to one global Talent Pool.
© SAP AG HR140 2-10

#' $
Talent development specialist (TDS) portal role
" #'
Planning Supporting Executing Monitoring
Attract and Acquire
Educate and Develop

Identifying and Promoting
future Managers
Align and Motivate
Analytics, qualifications, HR and so on
SAP AG 2008
The new talent development specialist (TDS) portal role is a comprehensive role to support the
organizational development and the development of the individual employees.
You can use this role to monitor processes and employees, carry out appropriate transactions, and to
plan and prepare the necessary demand for talents for the organization.
With the new TDS portal role, you can centrally access several areas to perform comprehensive
business processes:
• Succession Planning
• Managing job families
• Competency management
Authorizations
Able to configure role according to customer requirements
Analytic reporting for measuring the business strategy and processes via Business Intelligence
Interface to third parties for displaying organizational charts
New “job family” object supports the consolidation and reporting of potentials in the company.
© SAP AG HR140 2-11

! % $
) *
"
" %
SAP AG 2008
The talent development specialist (TDS) role allows the user to access the following areas:
• Work overview
• Organizational and competency management
The different areas offer monitoring and overview options as well as services to create and maintain
individual processes in each of these areas.
© SAP AG HR140 2-12

+
Standard delivery for BI Reporting

HR extractors, InfoCubes and
Queries for different areas:
Human Resources
Logistics Personnel Administration

Financials Sales E-Recruiting
Accounts Receivable
Purchasing Time Management
Accounts Payable ControllingWarehouse Mgmt. Payroll
Profitability Analysis
General Ledger ....... Organizational Management
Product Costing
Special Purpose Ledger
Learning Solution
Overhead Cost Controlling
.......
Compensation Management
Profit-Center-Accounting
Benefits
.......
Talent Management
Training and Event Management
SAP AG 2008
The next slides give examples and information about how Talent Management data can be used in
Business Warehouse (BI).
© SAP AG HR140 2-13

+ %
Key figures/standard queries
InfoCubes
Extractor
Extractors
SAP AG 2008
© SAP AG HR140 2-14

+ –
Talent Management Analytics
Reporting of Key Figure / Key Indicators

in the Talent Management area
General Reporting using different Talent

Management processes
Delivery of Standard Content and

Extractors
for ERP 6.0 via Business Intelligence

Content Release 7.03
SAP AG 2008
© SAP AG HR140 2-15

, %- %
Status overview of appraisal documents
Talent distribution by
age
gender
ethnicity
seniority
job tenure
Key position staffing with employees
belonging to a talent group
Key position staffing without employees
belonging to any talent group
Move into a new job family level by talent
group
Promotion into a higher job family level
Lateral moves
SAP AG 2008
© SAP AG HR140 2-16

$ .!
SAP AG 2008
Here is an example of a BI report on the Talent Ratio by Age.
© SAP AG HR140 2-17

.
You are now able to:

Provide a brief overview of the integrative concept
of Talent Management
SAP AG 2008
© SAP AG HR140 2-18

Exercises
Unit: Talent Management Overview

Lesson: Talent Management Overview
At the conclusion of this exercise, you will be able to:

• Create favorites for the selected transactions of the back-end system.
• As a project member, you create favorites in the back-end system (=

current training system). You will use these favorites during the
course.
1 Create access links and save them as favorites.

1-1 Create your own folder "HR140" as a favorites folder.
1-2 Create the following access links in the folder "HR140":
PA20 (Display Master Data)
PA30 (Maintain Master Data)
PPOSE (Display Organizational Plan)
PP01 (General Object Maintenance)
SA38 (Reporting)
SM30 (Table Maintenance)
Create these links as SAP Favorites for later use during the training course HR140.
© SAP AG HR140 2-19

© SAP AG HR140 2-20
Solutions
Unit: Talent Management Overview

Lesson: Talent Management Overview
1 Create access links and save them as favorites.

1-1 Position the cursor on the SAP standard folder “Favorites” and right-click (or use
the menu path “Favorites”) to create a new folder “HR140”.
1-2 Position the cursor on the new favorites folder “HR140” and right-click (or use the
menu path “Favorites”) to create a new favorite by entering transaction PA20
(“Display HR Master Data”).Repeat this procedure for the following transactions:
PA30 (Maintain HR Master Data)
PPOSE (Display Organizational Plan)
PP01 (General Object Maintenance)
SA38 (Reporting)
SM30 (Table Maintenance)
© SAP AG HR140 2-21

© SAP AG HR140 2-22
Contents:
Concept
Requisition Management
Applicant Tracking
Talent Relationship Management
Succession Planning
SAP AG 2008
© SAP AG HR140 3-1

Understand the E-Recruiting processes in
general
Describe the E-Recruiting components
Understand the functions of the roles in
E-Recruiting
Describe the data model
SAP AG 2008
© SAP AG HR140 3-2

Course overview
Preface

Appendix
SAP AG 2008
© SAP AG HR140 3-3

You are employed as a recruiter at Training
International.
Your tasks include developing and planning the
recruitment processes.
SAP AG 2008
© SAP AG HR140 3-4

Unit Overview
Lesson 1: Concept
Lesson 2: Requisition Management
Lesson 3: Applicant Tracking
Lesson 4: Talent Relationship Management
Lesson 5: Succession Planning
SAP AG 2008
© SAP AG HR140 3-5

At the end of this lesson, you will be able to
Describe the concept of the E-Recruiting solution
SAP AG 2008
© SAP AG HR140 3-6

As a project member you familiarize yourself with
the concept of the E-Recruiting solution.
SAP AG 2008
© SAP AG HR140 3-7

Requisition Management
Agreement between HR managers and recruiters about the conditions of a
vacant position (such as what, when, how)
Determining how candidates are to be evaluated and selected for a
particular position in a structured manner: How and when candidates are
to be selected and ranked
Management of Job Postings
Definition and implementation of a strategy to attract candidates to the
company in general or for a particular job: search in talent pools,
publications
Entering applications
Acceptance of incoming applications through various channels, such as
e-mail, post, intranet, extranet, third parties, or special events
SAP AG 2008
© SAP AG HR140 3-8

!
Applicant Tracking
Implementation of the recruitment processes; execution of processes
regarding Talent Pool members and applications; applicant
prequalification and selection, extending offers and completion
Talent Relationship Management
Building and maintenance of long-term relationships with potential
candidates, segmentation, and activities
For companies, easy contact with candidates; for candidates, better
options for determining suitable jobs
Succession Planning
Creation of succession plans based on requisitions
Cross Processes
Support of processes for the activities described above, for
example, reporting and correspondence
SAP AG 2008
© SAP AG HR140 3-9

" # "
Internal Candidate Recruiter

Employee
Administrator
External Candidate
Manager
SAP AG 2008
SAP E-Recruiting has a predefined set of roles.

Each of these roles has its own authorization profile and interface (start page).
The application processes are carried out by means of the relevant start page (BSP application). Access
is controlled via authorization roles.
© SAP AG HR140 3-10

$ % " "& %
Candidate Application Posting

(NA) (ND) (NC)
Talent Group Candidacy Requisition

(NF) (NE) (NB)
SAP AG 2008
Legend:
NA, ND, NE, NB, NC and NF are object types of the SAP E-Recruiting application, which are
connected to one another by means of relationships.
© SAP AG HR140 3-11

'& (
5102 Candidate Information 5128 Education Requirements

5103 Work experience 5129 Required Qualifications
5104 Education 5130 Required Licenses/Certificates
5105 Qualifications 5131 Team Members
5106 Desired Employment 5132 Application Information
5107 Desired Location 5133 Candidacy Information
5108 Availability 5134 Attachments
5110 Contract Rule 5135 Manual Activities
5111 Licenses/Certificates 5136 Correspondence
5112 Consultancy Activities 5137 Qualifying Event
5115 Talent Group Information 5138 Invitation
5121 Posting Information 5139 Status change
5122 Posting Instance 5140 Data Transfer for New Employees
5125 Requisition Information 5141 Questionnaire
5126 Job Description 5142 Ranking
5127 Further Requirements
SAP AG 2008
The infotypes of the E-Recruiting objects are contained in the number interval between 5100 and 5199.
© SAP AG HR140 3-12

(

Describe the concept of the E-Recruiting solution
SAP AG 2008
© SAP AG HR140 3-13

© SAP AG HR140 3-14
Exercises
Unit: E-Recruiting Overview

Lesson: Concept

• Use favorites to call some start pages of E-Recruiting
As a project member you get an overview of the role-based start pages of

E-Recruiting.
1-1 Create access links and save them as favorites.

1-1-1 Create the following access links as favorites:
• Recruiter
• External Candidate
Use the report RCF_GENERATE_URL for this.
Important note:
When copying the URL address, split the link after the system client is mentioned
for the first time.
1-2 Call the Recruiter’s start page.

1-2-1 Log on to the start page using your user ID/password combination for the SAP
system.
1-2-2 Use links as you wish or as specified by the instructor.
© SAP AG HR140 3-15

© SAP AG HR140 3-16
Solutions

Lesson: Concept
1-1 Create access links and save them as favorites.

1-1-1 Use your favorites to call transaction SA38 and run the report
RCF_GENERATE_URL.
Go to "ID of Start Page" and enter 0003 (Recruiter).
Go to "Log", select "HTTPS" and choose "Execute".
Repeat this procedure for the start page of the external candidate.
1-2 Call the Recruiter s start page.

1-2-1 Log on to the start page using your user ID/password combination for the SAP
system.
1-2-2 See exercise text
© SAP AG HR140 3-17

© SAP AG HR140 3-18
) $
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 3-19

) $

Create a new recruitment process
Create a requisition
Publish an advertisement
SAP AG 2008
© SAP AG HR140 3-20

) $
To create a new recruitment process, you start by

creating a requisition.
Process templates can be used to process a
requisition.
You can create your own questionnaires and
include them in the process.
SAP AG 2008
© SAP AG HR140 3-21

) $
Requisition (NB) Internal Document
Posting (NC) Posting (NC) Official Document
Publication Publication Publication Internal/External

Print Media Intranet Internet Marketing
SAP AG 2008
Requisitions and postings are object types of the SAP E-Recruiting solution.
The publications are mapped via the maintenance of posting object infotypes (IT 5122 Publication).
The requisitions must be released before a posting can be created. The postings, in turn, must be related
before they can be published. The publications must be released as well.
© SAP AG HR140 3-22

)
The requisition is a formal agreement between managers and

recruiters to initiate the recruitment process.
It is an internal document in which the following requirements
are described:
How to recruit candidates? Administration/process data
For which job? Organizational/contractual data
Who is to be hired? Candidate requirements
SAP AG 2008
Administration/process data
• Basic data for the requisition (such as title, alias, application close date)
• Support team (such as recruiter, manager)
• Process templates (processes and activities for application management (Applicant Tracking))
Organizational/contractual data
• Basic data for the requisition (such as organizational unit, position)
• Details about the job (such as hierarchy level, functional area)
• Contract data (such as start and end dates of employment, specialist area)
Candidate requirements
• Required qualifications
• Required level of education
• Interest group
• Salary information
© SAP AG HR140 3-23

) *( +
Manager Recruiter
or
has a creates a Requisition
A vacancy is
not essential to
Vacancy create a
requisition.
SAP AG 2008
The requisition is a formal order to fill one or more job vacancies. A requisition can be processed using
various roles. For example, managers and recruiters can log on to the E-Recruiting system using special
access.
All required data is stored and then the requisition is released.
MSS and E-Recruiting can be integrated. In other words, managers can start the requisition of a new
vacancy directly from within MSS and create a requisition request online in E-Recruiting.
© SAP AG HR140 3-24

"
Concept
Process templates
Questionnaires
Questions
Process template
Process template as a “guide” for the
entire recruitment process
Assignment of process templates to
requisitions
SAP AG 2008
A process template in E-Recruiting is a a reusable collection of activity types that represent the flow of a
recruitment process. The process template is maintained for a specific customer in the system and can be
used for various requisitions.
© SAP AG HR140 3-25

* " &
A process template consists of a sequence of process steps and

activities.
By linking a process template to a requisition, the recruiter is guided
through the relevant applicant tracking process.
iClass iClass iClass
> Activity
Activity
iClass Activity
iClass
SAP AG 2008
The recruiter can assign the process template when he or she is creating the requisition.
The recruiter should have in mind which administrative steps are necessary to hire a person for this
position.
Activities are grouped by process steps (such as application entry, applicant prequalification, applicant
selection) that can be customized.
© SAP AG HR140 3-26

" , * " %
)
Process Template 1
Requisition 1
>Activity
Activity
iClass Activity
iClass
Process Template 2 Requisition 2

>Activity
Activity
iClass Activity
iClass Requisition 3
SAP AG 2008
Process templates can be assigned to requisitions. However, you can also assign individual activities
manually.
It is possible to assign a process template to several requisitions. You may wish to do this if the
requisitions refer to similar jobs. If the requisitions are very different and require different Applicant
Tracking steps, you have to use different process templates.
© SAP AG HR140 3-27

-
Questionnaires in SAP E-Recruiting are divided into two

categories:
Questionnaires that can be evaluated (e.g., job-related
questionnaires)
Equal Employment Opportunity (EEO) questionnaires
Note:
Only questionnaires that can be evaluated can be used to
rank candidates.
Questionnaires must be released for the application.
Questionnaire groups can be defined to structure the
questionnaires (and the questions).
SAP AG 2008
A questionnaire is a form containing questions to be answered by a candidate interested in an

employment opportunity. A questionnaire contains questions and their possible responses or free-form
text fields.
A questionnaire can be sent to a candidate by e-mail, integrated into the application wizard, or
completed by the recruiter for the applicant during a telephone interview.
The basic elements of a questionnaire are:
• Title: Free-text field containing the questionnaire header.
If the questionnaire is to be later used as part of the application wizard, the title is used to label the
relevant links in the navigation toolbar.
• Category: The category indicates whether the questionnaire is a job-related or an EEO
questionnaire.
• Status: The status indicates whether a questionnaire is still being processed, is released for general
use, or should no longer be used.
• Instructions: Free text that can be formatted as required and contains information explaining how to
complete the questionnaire. The instructions are displayed on the questionnaire above the questions.
EEO = Equal Employment Opportunities.
© SAP AG HR140 3-28

" , - %
)
Questionnaire
Requisition
A questionnaire is assigned to a
requisition through an activity in a
process template.
Process template
>Activity
Activity
Activity
iClass Activity
iClass
SAP AG 2008
It is possible to assign one questionnaire to several requisitions (for example, an EEO questionnaire
could be used for all jobs within one country).
A requisition can be linked to several questionnaires (for example, EEO and job-related questionnaires).
© SAP AG HR140 3-29

-
Questions are the building blocks of questionnaires.
Questions can be selected from a library of questions or

created by the end user (recruiter).
You can use different question/response types for questions.
You can create questions in multiple languages.
Questions must be released.
SAP AG 2008
Attributes:
Question text
Category
EEO or job-related information
Indicator specifying whether a response is mandatory
Status
Draft or Released
Response type
Predefined area
Input Field
Input area
Single selection
Multiple selection
© SAP AG HR140 3-30

*( +
Manager Recruiter
and/or
creates a posting
SAP AG 2008
Detailed information on a vacant position is entered in a posting.

You can create several job postings for a requisition.
© SAP AG HR140 3-31

"
In a publication, you determine where and for how long you

want to publish your postings.
Posting plan
Posting Publicat. 1 Publicat. 2
Chanl Internal Newspapers

Requisition
Start
(s) Posting 1 date
01.01.2008 15.01.2008
End date 14.01.2008 15.01.2008
Reference INT-PO NP-PO
Reference code
Posting 2
SAP AG 2008
A publication defines a posting channel and all attributes that are assigned to this posting channel.
The reference code can be used by candidates (“Apply Directly”) and recruiters (“Enter Application”) as
a quick way of determining a publication.
The reference code is an alphanumeric key that is unique throughout the entire system.
The publications linked with a requisition are displayed in the “posting plan”.
© SAP AG HR140 3-32

) $ (

Create a new recruitment process
Create a requisition
Publish an advertisement
SAP AG 2008
© SAP AG HR140 3-33

. " * /
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 3-34

. " * / 0

Enter applications
Maintain candidate information
Manage activities
SAP AG 2008
© SAP AG HR140 3-35

. " * /
Your tasks include assigning incoming applications

to the relevant requisition, entering any paper
applications from applicants
Furthermore, the candidate profile can be viewed or
maintained and Activity Management can be
executed.
SAP AG 2008
© SAP AG HR140 3-36

1$ . "
Receipt of applications through various channels

Applications can be received on paper, by e-mail, or as online
applications
The following processes can be carried out here:
Duplication check (recognition of applicants)
Basic suitability check
Check document for completeness (currently a manual process)
SAP AG 2008
The duplication check (recognition of applicants) compares the following entries in the SAP E-
Recruiting standard system:
• First, last name and
• E-mail address
© SAP AG HR140 3-37

$ %% 2
Talent Profile/Application Entry
When a candidate finds a suitable position, he or she can apply for this
job through an application wizard.
Candidates are asked to provide their application data
SAP AG 2008
An Application Wizard is a predefined sequence of views that the system presents to a candidate to
ensure completeness of the application documents.
The application wizard guides the candidate step-by-step through all the topics.
The candidate uses the application wizard to go through all the views relevant for his or her application
and can store or check information in these views. The candidate then enters an application cover letter
and sends off the application. The application process is then completed.
© SAP AG HR140 3-38

. $ ""( & ) 0
... processes one/ ... and assigns to

several ... ...
Requisition
Recruiter
(s)
Actor
Candidate
SAP AG 2008
The recruiter is active (actor) and proposes a suitable candidate for a position.
The candidate may perhaps not know anything about this assignment and needs to be informed.
The “Assignments” list displays only the last activity for a requisition or application group.
Choose “Activities” to obtain a complete overview of all activities.
The assignment to the requisition does not contain an application.
© SAP AG HR140 3-39

. ! $ ""( 3 . "
... and assigns to ...
Requisition
Application(s) (s)
... processes (an) ...
Recruiter
Actor
SAP AG 2008
The recruiter is active (actor) and proposes a suitable candidate for a position.
The candidate may perhaps not know anything about this assignment and needs to be informed.
© SAP AG HR140 3-40

. 4 . .& . "
... applies for a ...
Candidate
Position
Actor
automatic assignment
SAP AG 2008
The candidate is the actor and applies for a published, vacant position.
The assignment is created automatically for each application.
© SAP AG HR140 3-41

,& %%
*, ,& && &" # "

"
Search for profile elements and qualifications, for example
Customizable search functions
Weighting of proficiencies
Required search criteria
Ranking of results
Save as private or public query
SAP AG 2008
SAP E-Recruiting has a highly flexible search function (TREX)

It enables recruiters to view applications and candidates selectively.
© SAP AG HR140 3-42

. ($
Activities are the foundation of application management

(applicant tracking). They are the individual steps performed
on a candidate, a candidate’s assignment to a posting,
or an application.
Examples:
Invite to Interview
Acknowledge Candidate
Status management
Planned
Completed
SAP AG 2008
Activities have a status. They can either have the status Planned or Completed. You can enter a due date
for activities with the status Planned.
Activities can be linked with notes and attachments.
© SAP AG HR140 3-43

.
The processes of Applicant Tracking, Talent Relationship

Management and Succession Planning are carried out using
activities.
Activities are grouped into processes.
There are separate processes and activities for:
Recruitment/Applicant Tracking
Talent Relationship Management (TRM)
Succession Planning
SAP AG 2008
Activity types are defined to describe the applicant tracking processes in recruitment. An Activity
category is assigned to each activity type. The activity category controls what data can be contained in
the activity type and which system functions can be executed for the activity type.
To be able to use an activity type for applicant tracking, you must assign the activity type to a process.
© SAP AG HR140 3-44

. ( *(
An activity type is a template for an Applicant Tracking activity.

Customers can define their own activity types.
Activity types have an activity category that determines their
behavior.
Example:
Whether the status can be changed
Whether fields are created when an activity is created
SAP AG 2008
In Customizing, activities are grouped by processes and assigned to one of the following HR objects:
candidates (NA), applications (ND), or candidacies (NE).
Activities can change the status of objects (for example, the “Candidate Did Not Appear” activity
changes the status of the Candidate object to “Rejected”).
© SAP AG HR140 3-45

. (
An activity category is a technical grouping of similar activities

determining the following:
Fields that can be maintained by the user
System activities (such as whether the activity changes the
status)
Whether there are any related activities
The following activity categories are available in the standard
system:
Simple activity
Simple correspondence
Qualifying event
Invitation
Status change
Questionnaire
Ranking
Confirmation
Data Transfer for New Employees
SAP AG 2008
Note:
Activity categories are not displayed on the applicant tracking interface. They are only relevant for
setting up activities and their assignment to processes.
An activity category indicates the thematic grouping of activity types and controls what data is contained
in an assigned activity type and which system functions can be performed for this type.
© SAP AG HR140 3-46

. & . . "
The recruiter can create activities manually.

Mass processing enables recruiters to create an activity for
multiple candidates at the same time, for example, sending
correspondence to candidates simultaneously.
Example:
Acknowledge Candidate in the Talent Pool
SAP AG 2008
You can use a workflow in SAP E-Recruiting to automatically create activities for applications or
assignments.
© SAP AG HR140 3-47

&
A process describes a group of activities that are used from a

business view to structure the application management
process (applicant tracking processes).
Examples of processes:
Application Entry
Prequalification
Selection
Offer Phase
Rejection
SAP AG 2008
You can define processes to suit your own requirements. Relevant activities are assigned to these
processes.
Examples of activities:
• Check suitability
• Acknowledge Candidate
• Interim Notification
• Offer Employment
• First Interview
• Assessment Center
• Medical/Drug Check
© SAP AG HR140 3-48

%
Create Smart Forms and link them with activities

Forms are used either for all or for individual companies,
interest groups, or candidate classes
Fine control of the correspondence function using the Smart
Forms logic or a workflow
SAP AG 2008
Several different forms can be assigned to different companies, interest groups, and candidate classes.
You can use a workflow or the Smart Forms program logic for additional, more detailed fine control of
the correspondence function.
Required settings to send and print correspondence:
• Printer assignment using the user profile
• E-mail assignment for users using address data
© SAP AG HR140 3-49

. ($ (

Enter applications
Maintain candidate information
Manage activities
SAP AG 2008
© SAP AG HR140 3-50

Exercises

Lesson: Activity Management lesson

• Carry out registration as an external candidate.
• Enter the candidate profile of an external candidate.
You apply as an external candidate to Training International and enter

your own data in the candidate profile.
1-1 Register as an external candidate.

1-1-1 Use your favorites to call the start page of the external candidate.
1-1-2 Register using the user/password data of your choice.
1-2 Maintain your own candidate profile as an external candidate.

1-2-1 Use detailed information of your choice.
© SAP AG HR140 3-51

© SAP AG HR140 3-52
Solutions

Lesson: Activity Management
1-1 Register as an external candidate.

1-1-1 Use the favorites to choose the link for registering as an external candidate to log
on.
1-1-2 Choose Register.
Register using the user/password data of your choice by filling the relevant fields.
The start page appears where you can administer your personal data.
1-2 Maintain your own candidate profile as an external candidate.

1-2-1 Use detailed information of your choice.
Enter personal data.
Enter communication data.
Enter work experience data.
Enter educational data.
Enter qualifications.
Create a data overview and check your entries.
Write a short text for the application cover letter.
© SAP AG HR140 3-53

© SAP AG HR140 3-54
* " " , $
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 3-55

* " " , $ 0

Understand the concept and processes of Talent
Relationship Management
View the data for candidates in the Talent Pool
Search for, assign, and rank candidates
SAP AG 2008
© SAP AG HR140 3-56

* " " , $
You are responsible for managing candidates

(= talents).
Talents are persons whose data is saved in a Talent
Pool (Talent Warehouse).
The Talent Pool is segmented using talent groups.
You use the data to offer candidates suitable jobs or
services such as career planning.
SAP AG 2008
© SAP AG HR140 3-57

&* " $ ""
PERFORMANCE
MANAGEMENT
SUCCESSION COMPENSATION
PLANNING MANAGEMENT
TALENT
MANAGEMENT
E-RECRUITING CAREER
MANAGEMENT
LEARNING
MANAGEMENT
SAP AG 2008
On the one hand, Talent Management is an integrated overall concept for different SAP HCM
components and SAP solutions.
On the other hand, Talent Relationship Management is a fundamental component of the SAP E-
Recruiting solution.
© SAP AG HR140 3-58

. " * / 2 * " " ,
$ &
Applicant Tracking Talent Relationship Management
Reactive Proactive
As needed Current
Just-in-time All the time
One-sided relationship Two-sided relationship
Company-oriented Talent-oriented
“Screening” “Contacting”
SAP AG 2008
The strategic alignment of Talent Relationship Management changes the procedures and sequences of
the application process.
© SAP AG HR140 3-59

2 . "
Job related and

Global
country specific
Application for
Search for jobs Registration
in the Talent Pool a concrete position
Candidate
profile maintenance
SAP AG 2008
Registration
• Companies use the registration itself as a basis to contact candidates and offer them talent services.
Profile Maintenance
• The focus of profile maintenance is to collect talent data from a unified (external) market
perspective. This is the basis for the global and company-wide identification of talent using search
and match.
Search for jobs
• The candidate can actively search for jobs on the global level in the Talent Pool.
Apply for job
• The candidate receives a specific online application form based on the posted job. Data that was
provided during registration and creation of the resume is reused. A candidate can apply for several
jobs concurrently and monitor the status of the applications.
© SAP AG HR140 3-60

5 " "( * " "
Applicant Pool Applicant Pool
External Talent Pool
Goal:
only one pool
Internal Talent Pool
TRM Company-
Company-Wide
strategy
Talent Pool
SAP AG 2008
The goal of Talent Relationship Management is to create only one company-wide Talent Pool for
various users:
• Recruiter
• Recruitment team
• Business area
• Company
• Global
© SAP AG HR140 3-61

Step 1: Step 2: Step 3:
Talent Talent segmentation Talent positioning
analysis Talent value
High
Proactive Maintaining
assistance relationships
Better
No special utilization
Low measures of potential
High Low
Migration probability
SAP AG 2008
The segmentation of the Talent Pool is similar to the classic procedure of portfolio analysis.
© SAP AG HR140 3-62

# " &
such as university-entrance diploma, degree,

Education Level
doctorate
Education Area such as business economics, art, sciences
such as intern, starter, employee with 2-5, 5-10, 10-20,

Experience
more than 20 years of work experience
such as executives, managers, administrators,

Hierarchy assistants
Geography such as continents, countries, regions, cities
such as sales, marketing, production, finance, human

Function resources
Division such as consumer goods, consulting, capital goods
Qualifications such as specific programming or managerial skills
Performance such as top performers, average performers
SAP AG 2008
Additionally, a segmentation can be converted to internal and external talents.
© SAP AG HR140 3-63

* " 5
Talent groups:
Segments or other groups of candidates that enable a different
treatment in the system in the following areas:
Supporting target group-oriented system services
(such as different services for individual talent segments)
Supporting target group-oriented user interfaces
(such as different navigation options or contents for graduates and users
with work experience)
Concentrating on the collection of data that is also truly relevant for the
individual target groups (such as the registration process for graduates
and users with work experience)
Supporting a target group-oriented application process
(such as quick application for especially valuable segments)
SAP AG 2008
Additional segmentation area: supporting specific legal requirements (such as different ways of
gathering EEO data in the US or Great Britain)
© SAP AG HR140 3-64

* " " , $ . (
The basis for all TRM activities is a search in the Talent Pool
The recruiter can select several candidates and carry out

candidate-related activities.
Examples:
Invitation to career fair
Contact again
Newsletters
Marketing campaigns
SAP AG 2008
The hit list shows manual candidate ranking (independent of requisitions).

Different activities can be assigned to each TRM process.
Activity management is also used in Talent Management for processes relevant to talent groups.
© SAP AG HR140 3-65

,& %% , * " "
*, ,& && &" # "

"
Search for profile elements and qualifications, for example
Customizable search functions
Ranking of results
SAP AG 2008
SAP E-Recruiting has a highly flexible search function (TREX)

It enables recruiters to view applications and candidates selectively.
© SAP AG HR140 3-66

' & & ,. "
SAP AG 2008
The new user interface is available for all searches in recruitment and in succession planning:
• Selection of all search criteria on one interface
• Definition of required search criteria without page breaks
• Improved structuring of the user interface
• Individual input of search methods
• All search criteria must be met
• At least one search criterion must be fulfilled.
• Simplified input for full text search (advanced search)
© SAP AG HR140 3-67

* $ / & %%
Candidate ranking is a special type of TRM process (and

activity).
Examples:
High potential
Mediocre candidate
Unsuitable candidate
Candidate has submitted several unsuccessful applications
SAP AG 2008
Details, notes, and attachments can be stored for each ranking.

Recruiters use filters to select candidates that meet certain criteria.
Examples:
• Have had a telephone interview
• Have had a medical check in the last month
• Have never had a medical check
• Have not been rejected (for example, in process or candidate is to be hired)
© SAP AG HR140 3-68

/ , )
SAP E-Recruiting offers three ranking techniques:

Automatic ranking on the basis of questionnaires
Automatic ranking on the basis of a search query
Ranking on the basis of a manual classification:
Talent Pool
Requisition
SAP AG 2008
Business requirements
Companies may receive hundreds or even thousands of applications for a single job posting and they do
not have the time or money to process each application individually. Therefore, they need a tool that
automatically ranks the applications, especially during prequalification.
© SAP AG HR140 3-69

* " " , $ (

Understand the concept and processes of Talent
Relationship Management
View the data for candidates in the Talent Pool
Search for, assign, and rank candidates
SAP AG 2008
© SAP AG HR140 3-70

"
Unit Overview
Lesson 1: Concept
SAP AG 2008
Note:
In addition, there will be a new Succession Planning in an enhancement planned for the future. This will
be in the Personnel Development environment.
© SAP AG HR140 3-71

" 0
At the end of this lesson, you will be able to:

Understand the concept of Succession Planning in
E-Recruiting
Describe the processes of Succession Planning in
E-Recruiting
SAP AG 2008
© SAP AG HR140 3-72

"
You work as a succession planner at Training

International.
Your tasks include creating succession plans and
searching for potential successors for open
positions.
SAP AG 2008
© SAP AG HR140 3-73

* " $ * " "
Employee competencies
Organizational data
. 6 $ .
Employee
master data Talent Pool Applicant data
Career Management
Learning mgmt
Performance mgmt
Succession mgmt
SAP AG 2008
The objective is to develop and use a common Talent Pool for employees and applicant data.
© SAP AG HR140 3-74

* "
" # $
Planned Implement Execute Monitor
Attract and Acquire
Educate and Develop
Identify and Develop tomorrow´s leaders
Align and Motivate
Analytics, Compentencies, HR, …
SAP AG 2008
The new talent development specialist (TDS) portal role is a comprehensive role to support the
organizational development and the development of the individual employees.
You can use this role to monitor processes and employees, carry out appropriate transactions, and to
plan and prepare the necessary demand for talents for the organization.
With the new TDS portal role, you can centrally access several areas to perform comprehensive
business processes:
• Managing job families
• Competency management
• Authorizations
• Able to configure role according to customer requirements
• Analytic reporting for measuring the business strategy and processes via Business Intelligence
• Interface to third parties for displaying organizational charts
New “job family” object supports the consolidation and reporting of potentials in the company.
© SAP AG HR140 3-75

. &* "
8 /
"
& $
7 %
SAP AG 2008
The talent development specialist (TDS) role allows the user to access the following areas:
• Work overview
• Organizational and competency management
The different areas offer monitoring and overview options as well as services to create and maintain
individual processes in each of these areas.
© SAP AG HR140 3-76

" ' " % * " $
Talent Management:
A global solution
5" " Recruiter

Succession * "
Planner
"
Talent development
Training administrator specialist
SAP AG 2008
Different roles and users have access to one global Talent Pool.
© SAP AG HR140 3-77

. "
Processes/Activities
%
: 3 "
9 (
TDS
"
* " 5 * " "
"
- "& +
Employee
* "
9 ( " "
HCM
Manager
"
SAP AG 2008
SAP succession planning includes the following areas:

• Organizational and competency management (job families)
• Talent management (talent groups, employee profiles, Talent Pool search)
• Administration (processes and activities)
© SAP AG HR140 3-78

" * " 5
* " 5
You can freely group employees, such as high potentials.

You can assign one employee to several talent groups.
Talent Group 1
Talent Group 2
HCM Talent Pool Talent Group 3

Data
SAP AG 2008
The importance of talent groups for segmenting a Talent Pool was already discussed in the “Talent
Relationship Management” lesson.
© SAP AG HR140 3-79

. ; * " 5
SAP AG 2008
The recruiter can assign suitable candidates to existing talent groups in Talent Relationship Management
and administer new talent groups.
© SAP AG HR140 3-80

. ; "
* " 5
SAP AG 2008
In Talent Relationship Management, even the succession planner can assign candidates to talent groups
that already exist.
© SAP AG HR140 3-81

" 3 * " "
Saved Search Queries

Private
Public
Full-Text Search
Simple search
Advanced search
Search Criteria For

Candidates (basic data, education, work experience, qualifications)
Job families
Talent groups
Questionnaires for candidates
SAP AG 2008
Possible to do an advanced search

• Using the exact phrase
• Using all of the words
• Using any of the words
• Without the words
© SAP AG HR140 3-82

" 3 * " "!
Search Result
Candidate
Personnel number
Last registration
Current employer
Highest degree/certificate
Interest group
Candidate ranking
Activities
Create activities
Edit activities
Overview (assignments, succession planning, Talent Relationship Management)
SAP AG 2008
© SAP AG HR140 3-83

" %.
Delivered in the standard system:

Provisional succession plan
Talent review
Selection
Development planning
Rejection
SAP AG 2008
The SAP standard processes can be expanded to suit specific customer requirements.
Setting up processes was covered in the Applicant Tracking lesson.
© SAP AG HR140 3-84

" (

Understand the concept of Succession Planning in
E-Recruiting
Describe the processes of Succession Planning in
E-Recruiting
SAP AG 2008
© SAP AG HR140 3-85

0 " "
This presentation is not subject to your license agreement or any other agreement
with SAP.
SAP has no obligation to pursue any course of business outlined in this presentation or to
develop or release any functionality mentioned in this presentation. This presentation and
SAP's strategy and possible future developments are subject to change and may be
changed by SAP at any time for any reason without notice. This document is provided
without a warranty of any kind, either express or implied, including but not limited to, the
implied warranties of merchantability, fitness for a particular purpose, or non-infringement.
SAP assumes no responsibility for errors or omissions in this document, except if such
damages were caused by SAP intentionally or grossly negligent.
SAP AG 2008
The following slide describes enhancements planned for the future in connection with E-Recruiting.
© SAP AG HR140 3-86

' "
New user interfaces (Web-Dynpro ABAP)

E-Recruiting can be used only in the Portal
Focus: - Usability,
- simplified processes
New Role Administrator
New Role Recruiter with enhanced functionality
SAP AG 2008
© SAP AG HR140 3-87

(

Understand the E-Recruiting processes in general
Describe the E-Recruiting components
Understand the functions of the roles in E-
Recruiting
Describe the data model
SAP AG 2008
© SAP AG HR140 3-88

Contents:
Concept
Succession Planning for Employees
Activity management
SAP AG 2008
This unit describes Succession Planning for Enhancement Package 3.

Note: A new Succession Planning is planned for Enhancement Package 4.
© SAP AG HR140 4-1

Describe the concept of Succession Planning
Create succession plans
Understand the succession planning processes
Create activities
SAP AG 2008
© SAP AG HR140 4-2

Course overview
Preface

Appendix
SAP AG 2008
© SAP AG HR140 4-3

Businesses need to identify successors for key
positions by proactively identifying those positions
and identifying potential successors.
Companies Identify positions, search for potential
successors, track succession activities and create
development activities for succession planning
purposes.
SAP AG 2008
© SAP AG HR140 4-4

Unit Overview
Lesson 1: Concept
Lesson 2: Succession Planning for Employees
Lesson 3: Activity management
SAP AG 2008
© SAP AG HR140 4-5

Describe the concept of SAP Succession Planning
SAP AG 2008
© SAP AG HR140 4-6

As a succession planner, you create a concept for
planning potential successors of key positions in
your company.
SAP AG 2008
© SAP AG HR140 4-7

Potential Talent / Selection and Establish
Strategic Demand
Sucessor Succession Individual
Identification
Identification plan Development Plans
Safeguard the Overview of Execute on demand Get transparency on
strategically most employee fulfillment strategic
important positions composition in Get transparency of development needs
Build transparency specific target group potential Integration into
on career Build transparency successors individual
opportunities before of “competency” Evaluate and rate development plan
the position gaps talents on shortlist Get commitment
becomes vacant Establish talent peer from superior and
Start
Analyze and update groups (e.g., top communication with employee to
requirements for performers, the business implement the plan
“representative” trainees) to target (manager and Start long-term
positions/benchmar talent services employee) on Plan development plan
k jobs Preselect potential Adjust plan based Monitor progress on
Build a foundation talents to fulfill on business area development plan
for integrative HCM strategic demand goals and goal execution
processes Derive and establish conflicts (e.g.
strategic readiness of
development successor)
programs
SAP AG 2008
Strategic demand identification:

The dedicated Talent Planner or Succession Manager needs to identity the key positions in question.
Once these key positions or jobs are identified they are marked as such through the creation of
succession planning requisitions based on the existing requisition concept from recruiting.
Potential talent / successor identification:
The succession manager then has to identify potential successors for a key position and assign them to
the succession plan. He or she can do this by
Manually assign talent when a potential successor is personally known
Search in the talent pool using the flexible search fields (including all possible candidate attributes)
and/or taking advantage of predefined talent groups and sourcing from within these (such as a talent
group for high potentials engineering).
Selection and succession plan:
Once potential successors are found they need to be evaluated for their fit. For example, this includes
ranking potential successors, requesting additional information from them, personnel department
meetings and management discussions with regard to candidate selection, as well as determining the
readiness level of the candidate for the new position.
The result of this stage is a finalized succession plan. If the position becomes vacant, then the process
can begin to fill the vacancy from the final succession plan.
Establish individual development plans
Another possible outcome when defining a succession plan is the creation of development plans for the
individual potential successors. These are then often defined and monitored by the employee and his or
her manager. The succession planner can also monitor the progress of the employee. This allows
him/her get a better feel for whether the individual is on track to meet his or her defined readiness date
to assume the position, should it become vacant.
© SAP AG HR140 4-8

Management Contribution Employee Contribution
Performance appraisal
Identification of key Registration
positions
High potential Qualifications Profile
EEs suitable for
Experience outside the
job or position
organization
EEs ready for Education
promotion
Talent Pool Tina Talent
Pat Stephens
Potential successors Succession Hans Mayer
for own position
Pool
for example, Thomas
Schmidt assigned as
a potential successor
Manage key
positions in Succession Plan
the system
Individual
Development
Plan
Succession Talent
plan review
proposal meeting Tina Talent
Hans Mayer
Employee Pat Stephens
HCM
Contribution
résumé Result
SAP AG 2008
Management identifies those key positions that that require succession planning.
Information about the positions and potential successors is updated from both the manager side as well
as the employee side.
This information is useded in the succession plan. The plan may include activities such as creating an
individual development plan for a potential successor.
© SAP AG HR140 4-9

The succession plan is used to identify key positons
It is an internal document
in which the following business requirements
are described:
How do you search for successors? Administration/process
data
For which job? Organizational/contractual data
For whom do you want to search? Candidate requirements
SAP AG 2008
Administration/process data, for example

• Basic data for the requisition (for example, title)
• Support team (for example, succession planner, manager)
• Process templates (processes and activities for succession planning)
Organizational/contractual data, for example
• Basic data for the succession plan (for example, organizational unit, position)
Requirements for potential successors, for example
• Required qualifications
• Required education
© SAP AG HR140 4-10

! "
# $ %
The succession plan is technically based on the requisition that

is used in SAP E-Recruiting.
Succession Planning is based on the SAP E-Recruiting solution
and uses some of the same objects, infotypes and roles.
However, there are differences, including:
New container sequence
New Smart Form for the data overview
SAP AG 2008
In contrast to the standard requisition in E-Recruiting, the container sequence starts with organizational
data instead of general job information because you will always be creating a succession management
requisition for a key job or position. The tab page for job postings was removed from the sequence as
you do not need to post jobs for succession management.
On the "Organizational Data" tab page, there are system checks that ensure that you can only save either
one key job or one key position on the requisition.
Two new fields were added to the tab pages "General Job Information", "Span of Control" and "Travel
Percentage". In addition some fields were removed as they didn’t make sense for succession
management.
The support team roles are limited to
• Succession planner
• Assistant manager
• Manager
• Talent consultant and Succession Planning
The IMG for Succession Planning is located under SAP E-Recruiting. The online help is also listed
under SAP E-Recruiting.
© SAP AG HR140 4-11

SAP AG 2008
© SAP AG HR140 4-12

" &
Unit Overview
Lesson 1: Concept
Lesson 3: Activity Management
SAP AG 2008
© SAP AG HR140 4-13

" &

Describe the process Succession Planning for
Employees.
SAP AG 2008
© SAP AG HR140 4-14

" &
In your role as a talent development specialist, you

create, together with the respective department,
succession planning scenarios for key positions in
your company.
SAP AG 2008
© SAP AG HR140 4-15

Using succession plans to determine key positions
Based on predefined pools of high potentials (target groups)
Integration of position and job requirements from Organizational
Management
Integration of employee qualifications from Personnel Development
SAP AG 2008
A special requisition container sequence is created just for succession planning.

Integration with the organizational plan of SAP HCM
Integration with the qualifications catalog of SAP HCM
© SAP AG HR140 4-16

Business Requirements
Succession planners need a guideline that guides them through
the planning process and shows them when they have to
perform certain activities.
Solution
Succession Planning uses so-called process templates to
structure the process for a given plan.
In this way the planner can specify that all possible successors
for a certain position have to attend two interview rounds and an
assessment center.
SAP AG 2008
For a process template you must first define the processes that represent the succession process in
Succession Planning. The order in which the processes are made available is determined by the
sequential number.
Example
Different succession plans may require different processes.
© SAP AG HR140 4-17

A process template consists of a sequence
of process steps and activities.
SAP AG 2008
This means that only succession management-related process templates are shown to the succession
planner and only recruiting-related process templates are shown to recruiters. This helps avoid
confusion when assigning process templates to requisitions.
We have defined the following four processes as standard
• Provisional Succession Plan
• Talent review
• Selection
• Rejection
Activities are assigned to these processes. Customers are free to change or add to these processes and
activities.
By linking a process template to a succession plan (requisition) , the succession planner is guided
through the relevant processes.
The succession planner can create the process template when he or she is creating the requisition.
The recruiter should have in mind which administrative steps are necessary to hire a person for this
position.
Activities are grouped by process steps that can be adjusted.
© SAP AG HR140 4-18

'
Process Template 1
Succession Plan 1
>Activity
Activity
iClass Activity
iClass
Succession
Process Template 2 Plan 2
>Activity
Activity
iClass Activity
Succession
iClass Plan 3
SAP AG 2008
Process templates can be assigned to succession plans.

You can assign a process template to several succession plans.
© SAP AG HR140 4-19

(
When assigning a possible successor to a position, the

Succession Planner can create the appropriate activities
The succession planner receives a list of all activities
grouped by process steps, for example
Check suitability
Invite to first interview
Talent review meeting
Ranking
SAP AG 2008
The process template serves as a guideline. If necessary, the user can skip the steps included in the
process and create other activities.
Activity management of Succession Planning is described in detail in the next lesson.
© SAP AG HR140 4-20

)
Questionnaires can be integrated into process templates.

Questionnaires in Succession Planning are divided into four
categories:
Other
Candidate-related
Decision maker-related
Job-related
SAP AG 2008
A questionnaire is a form containing questions to be answered by a candidate interested in an

employment opportunity. A questionnaire contains questions and their possible responses or free-form
text fields.
A questionnaire can be sent to a candidate by e-mail, in e-Recruitment it can be integrated into the
application wizard, or can be completed by the recruiter or succession planner during a telephone
interview.
The basic elements of a questionnaire are:
• Title: Free-form text field containing the questionnaire header.
• If the questionnaire is to be subsequently used as part of the Application Wizard, the title is used to
label the relevant links in the navigation toolbar.
• Category: The category indicates whether the questionnaire is a job-related or an EEO
questionnaire.
• Status: The status indicates whether a questionnaire is still being processed, is released for general
use, or should no longer be used.
• Instructions: Free-form text that can be formatted as required and explains how to complete the
questionnaire. The instructions are displayed on the questionnaire above the questions.
© SAP AG HR140 4-21

) '
Questionnaire
Succession
Plan
A questionnaire is assigned to a
Succession Plan through an activity
in a process template.
Process template
>Activity
Activity
Activity
iClass Activity
iClass
SAP AG 2008
It is possible to assign one questionnaire to several succession plans (for example, a job related
questionnaire could be used for all jobs within a country).
A succession plan can be linked to several questionnaires (for example, EEO questionnaire and job-
related questionnaires).
© SAP AG HR140 4-22

Describe the Succession Planning process
SAP AG 2008
© SAP AG HR140 4-23

(
Unit Heading
Lesson 1: Concept
Lesson 3: Activity management
SAP AG 2008
© SAP AG HR140 4-24

(

Create activities for employee Succession Planning
SAP AG 2008
© SAP AG HR140 4-25

(
As a succession planner, you maintain activities for

the potential successors of key positions in your
company.
SAP AG 2008
© SAP AG HR140 4-26

*' "
!
Restricted to succession planning
requisitions
Easy printing of all assignments on succession plan
SAP AG 2008
The pushbutton for printing the list of potential successors is next to the "Candidate Search" pushbutton.
You can use this button to print from the assignment list via a Smart Form template.
© SAP AG HR140 4-27

*' " && "
& ) " "
Simplifies the comparison of potential successors

against key positions
SAP AG 2008
All employee qualifications are displayed for Succession Planning. However, the display is limited to the
“e-Recruiting” view for recruiting.
A special container sequence is used for managing internal candidate profiles via a succession planner.
This way, the employee succession profile is displayed instead of the candidate profile for recruiting.
© SAP AG HR140 4-28

#( %
Execute activites
Display assignments to other requisitions
Display candidate profile
Search for candidates
Print candidate shortlist
'
Rank potential successor‘s readiness for
the position
SAP AG 2008
You can use the pushbutton for additional assignments to display the assignments of candidates to
succession planning requisitions. You do not have to be a memeber of the support team for this.
However, you cannot display or process the activities pertaining to these assignments
It does not include activities (TabStrips) pertaining to Applicant Tracking or Talent Relationship
Management
You can use the "Note“ pushbutton to store notes.
You can use the pushbutton for displaying additional assignments to identify potential conflicts with
other succession plans.
© SAP AG HR140 4-29

+ '
Activity
Activity
Process template Process
Activity
Process Activity
Activity
Activity
Process Activity
Activity
Activity Activity
Activity Activity
Activity
Activity
Activity
Activity
Activity
Questionnaire
SAP AG 2008
Process templates serve as a guideline for the whole succession planning process. They give structure to
the whole process.
This was already explained in the lesson Succession Planning for Employees.
© SAP AG HR140 4-30

(
SAP AG 2008
Activities have a status.
© SAP AG HR140 4-31

,
Succession Planning has three ranking techniques:

Automatic ranking on the basis of questionnaires
Automatic ranking on the basis of a search query
Ranking on the basis of a manual classification:
Talent Pool
Succession Plan
SAP AG 2008
Succession planners need a tool that automatically ranks the candidate.
© SAP AG HR140 4-32

- ' ,
The search functions in Succession Planning offer flexible

selection criteria:
Search on profile elements or qualifications
Customizible search functions
Ranking of results
Filter for individual search criteria
SAP AG 2008
SAP Succession Planning has a highly flexible search function (TREX search)
© SAP AG HR140 4-33

,
The basis for all TRM activities is a search in the Talent Pool
(can be done using a previously saved private or public
query).
The succession planner can select multiple candidates and
perform activities on them.
Examples:
Invitation to career fair
Contact again
SAP AG 2008
The hit list shows the manual candidate ranking.

Different activities can be assigned to each TRM process.
Talent Pool to Support Succession Tracking:
• Segmentation of the pool via talent groups
• Processes and services tailored to the target group (for example, outsourcing)
• Candidate classification (for example, A, B, C,)
• Special activities for maintaining relationships (for example, newsletters and correspondence)
• Analysis of qualifications based on Talent Pool
© SAP AG HR140 4-34

. '' ,
Candidate ranking is a special type of Talent process

(and activity)
Examples:
High potential
Readiness – for example, next year, this year
Unsuitable candidate
SAP AG 2008
Details, notes, and attachments can be stored for each ranking.
© SAP AG HR140 4-35

This presentation is not subject to your license agreement or any other
agreement with SAP. SAP has no obligation to pursue any course of
business outlined in this presentation or to develop or release any
functionality mentioned in this presentation. This presentation and SAP' s
strategy and possible future developments are subject to change and may
be changed by SAP at any time for any reason without notice. This
document is provided without a warranty of any kind, either express or
implied, including but not limited to, the implied warranties of
merchantability, fitness for a particular purpose, or non-infringement. SAP
assumes no responsibility for errors or omissions in this document, except
if such damages were caused by SAP intentionally or grossly negligent.
SAP AG 2008
The following slide describes enhancements planned for the future in connection with new Succession
Planning.
© SAP AG HR140 4-36

* $
Identifying key positions whose staff assignment must be safeguarded by successors

Assignment and classification of successors in a ranking for key positions
Enhanced usability "powered by Nakisa"
Transparency
Safeguard business by identifying key positions
Identify gaps in Succession Planning without any problems
Identify Potential Successors
Identify and assign successors for key positions
Evaluate readiness of successors and their position in the ranking
Maintain an accurate talent profile of all successors and key positions
Monitor organizational readiness for succession
Visualized succession potential
Use successor pools for job families and functional areas
Integrate personnel development and Succession Planning
Assign successors agreed development actions to strengthen their potential
Give clarity about using Talent Pools for successsion
SAP AG 2008
© SAP AG HR140 4-37

(

Create activities for Succession Planning
SAP AG 2008
© SAP AG HR140 4-38

Create succession plans
Understand the Succession Planning processes
Create activities
SAP AG 2008
© SAP AG HR140 4-39

© SAP AG HR140 4-40
Contents:
Concept
Appraisal Process
Evaluation options
Integration Options
SAP AG 2008
© SAP AG HR140 5-1

Introduce the concept of Objective Setting and
Appraisals
Display forms and explain the structure of Objective
Setting and Appraisals
Display appraisal documents in the Personnel
Development Profile
Run standard reports for Objective Setting and
Appraisals
Understand the calibration process
Describe important integration
SAP AG 2008
© SAP AG HR140 5-2

Course overview
Preface

Appendix
SAP AG 2008
© SAP AG HR140 5-3

Annual personnel reviews are held at the end of
each year in your company. In each case, an
employee’s performance is appraised by his or her
supervisor.
are responsible for creating appraisal documents.
You evaluate the objective settings and appraisals
for the department.
SAP AG 2008
© SAP AG HR140 5-4

Unit Overview
Lesson 1: Concept
Lesson 2: Appraisal Process
Lesson 3: Evaluation options
Lesson 4: Integration Options
SAP AG 2008
© SAP AG HR140 5-5

Explain the concept of the component Objective
Setting and Appraisals.
SAP AG 2008
© SAP AG HR140 5-6

support the manager of your company in the
planning of the annual objective setting process
between managment and employee.
SAP AG 2008
© SAP AG HR140 5-7

! " #
Changeable templates Enterprise Compensation Management
Objectives Organizational Management
Status management and workflow Personnel development
support
Learning Solution (LSO)
Analysis functions
Balanced Scorecard (SEM)
Open architecture for supporting
Business Intelligence (BI)
customer enhancements (BAdIs)
SAP AG 2008
Templates provide structure for individuals to create Objective Setting and Appraisal. In addition, status
and workflow management are supported. BAdIs enable open architecture for customer enhancements.
By integrating with Strategic Enterprise Management (SEM), the departmental objectives taken from the
company objectives can be displayed in the Balanced Scorecard and the relevant strategic objectives
transferred directly to the employee's objective setting. By integrating with Business Intelligence (BI) it
is possible for comprehensive and complex evaluations.
The integration with Personnel Development enables requirements profiles to be taken from positions or
qualifications from the qualifications catalog directly in the employee’s individual objective setting. The
qualification profile of the employees who have been appraised can be update after the appraisal process
has been completed. The integration with the Learning Solution enables appraisal processes for business
event and attendee appraisals.
© SAP AG HR140 5-8

# #
$ %
Cooperative
Future oriented
Motivating
Manager
Line Manager
Team Members
SAP AG 2008
The component Objective Setting and Appraisals is a modern personnel management method.
Compensation is determined by an employee’s performance in relation to agreed goals. This
management method can improve the motivation and performance of many employees, for example.
Objective Setting and Appraisals allows you to monitor an employee’s operative goals effectively. It
also allows you to transfer the enterprise strategy to employee level by introducing detailed objectives
and initiatives with integrated performance feedback (appraisals) and compensation adjustments.
© SAP AG HR140 5-9

pecific The objectives to be attained should be specified as
clearly as possible
easurable The objectives defined can be quantitative and, as

such, measurable
chievable Achieving the objectives is the employees'

responsibility and can be influenced by him or her
&ealistic The objectives defined have a realistic chance of

being achieved
cheduled There is a clear time frame for the objective to be met
SAP AG 2008
Ideally, objectives must be formulated as follows (SMART Objectives):

• Specific - The objectives to be attained should be specified as clearly as possible.
• Measurable The objectives defined can be quantitative and, as such, measurable.
• Achievable - Achieving the objectives is the employees’ responsibility and can be influenced by him
or her.
• Realistic - The objectives defined have a realistic chance of being achieved.
• Scheduled - There is a clear time frame for the objective to be met.
© SAP AG HR140 5-10

'
Objective-based evaluation as an alternative to...

Objective Setting
Agreement
Measures for
improved objective
attainment
Appraisal
...proficiency-based evaluation:
Performance
Performance appraisal
appraisal Employee
Employee Review
Review 360°Feedback
360°Feedback
SAP AG 2008
The appraisal process involves the following:

Manager and employee agree upon the objectives, employee reviews, objectives may be reviewed
throughout the year, final assessments and review close the performance appraisal
Support of strategic goals from the Balanced Scorecard in SEM and the transfer of appraisal data to SAP
ERP HCM. Corporate, departmental, and section goals are included here. Individual objectives are
included. The performance management process may be supplemented by employee reviews. There
are appraisal templates to support appraisal types such as part appraisals, 360 degree feedback and final
appraisal. Compensation adjustments can be used to include the results of this process in compensation.
© SAP AG HR140 5-11

(' ! )
&
Define Objectives Provide feedback
Identification of skills Support and coaching
and competencies to by manager
be improved Review of relevance of
March Apr objectives
Identification of
personnel Add objectives
development Feb May
requirements and Delete obsolete
actions objectives
Comparison of current
Jan June performance and
objectives
July
Provide feedback on Dec
achievements
regarding goals, skills, Aug
and competencies Nov
Summary of overall Oct Sep
performance
Derive actions
SAP AG 2008
The component Objective Setting and Appraisals supports the different phases involved in the
continuous performance feedback process.
As with appraisals, objective setting often takes place annually. This means that once a year, a manager
holds a goal-setting interview with each of his or her employees. Manager and employee agree on
concrete goals and the results to be achieved by an agreed date. The goals can be quantitative (that is,
measurable) or qualitative. The goals are usually put in writing and become a part of the employee’s
personnel file.
The employee’s performance is measured according to the agreed goals and can be used as a basis for
determining the extent of salary elements (for example, bonus). This is a way of making clear to
employees what is expected of them and how they can improve their salary. So that the objectives
remain at the forefront, reviews are carried out during the year. Here, the objectives (Target) are
compared with the results already achieved (current Actual); the differences between the two are
recorded, and any necessary corrections are made to the objectives (for example, adjustment or
reformulation of existing goal-setting).
At the end of the cycle, the agreement is evaluated and the bonus payment or compensation adjustment
is made. At the same time, objectives are defined for the next period. The circle is completed.
© SAP AG HR140 5-12

You can use Objective Setting and Appraisals using an SAP GUI
or in a Web environment
The websites are Business Server Pages (BSPs).
BSPs can be integrated into the portal.
SAP AG 2008
You can access your documents directly via the SAP GUI or you can access them via a Business Server
Page. The URL for your BSPs can be found in the Object Navigator (SE80). Alternatively the
transaction PHAP_START_BSP can be utilized to locate the BSP pages and test your configuration.
© SAP AG HR140 5-13

'
Header data
Participants
Data
Employee data
Functions
Status changes
Log function
Display scorecard
Display qualifications
Print
Objective Setting Agreement

Enhanced text and links Part appraisals Final
User-defined text/ Manager / employee Appraisal
predefined objectives
Colleagues Manager
Weighting
Value scales, Value scales,
Enter / remove objectives notes notes
SAP AG 2008
An appraisal process is represented in the appraisal catalog based on an appraisal category and an
appraisal template created for this category.
The appraisal template acts as a model in the application process for creating appraisal documents.
The layout of the appraisal template is dependent on the data in the form header.
The SAP System can therefore visualize the appraisal template if you have entered the necessary data.
© SAP AG HR140 5-14

+
*
Participants
Period
Employee data
!
Status management
Log function
Relationships
Balanced Scorecard
Qualifications Profile
Previous Document of
the Employee
!
Manager
Final Appraisal
Free Text / Predefined Objectives Manager / Employee / Colleague

Weighting Value Lists, Notes
Add / Delete Objectives
SAP AG 2008
An appraisal process is represented in the appraisal catalog based on an appraisal category and an
appraisal template created for this category. The appraisal template acts as a model in the application
process for creating appraisal documents.
The layout of the appraisal template is dependent on the data in the form header.
Functions allow you to easily see the status of the appraisal. The system log details the steps performed
in the appraisal. Links to integration points such as the Balanced Scorecard or the qualifications profile
are available if they were included in the template.
The objective setting area allows free text to be entered. Objectives can be predefined in the template.
We can delete objectives or add new objectives as we work through the objective setting process.
Authorized managers, employees and colleagues that are included in the objective setting process can
access the Part Appraisal column. Furthermore, there is a column for the final appraisal.
© SAP AG HR140 5-15

( # '
Category
group
Category
Form
Criteria
group
Criterion
SAP AG 2008
The category group and the category elements provide the outline for the catalog structure.
The following appraisal elements are embedded in the entire catalog structure:
• Appraisal Template (Form) (VA)
• Criteria Group (VB)
• Criterion (VC)
• Foreign Element (for example, Qualification) (Q) or Development Plan (B))
You create your forms using the appraisal elements. You add these under a relevant category.
You can create different categories for different appraisal processes (for example, objective setting, 360
degree appraisals, standard appraisals, certificates of employment, and so on).
The individual appraisal template (object type VA) consists of the object types "Criteria groups" (object
type VB) and "Criteria" (object type VC).
Appraisal scales (value descriptions) are assigned to the forms via the attributes.
© SAP AG HR140 5-16

Object types
VA Appraisal template
VB Criteria group
VC Criteria
Infotypes, for example:
5020 Category
5021 Layout
5022 Column/cell definition
5023 Column access
5024 Roles
5025 Processing
5026 Status flow
Relationships, for example:
605 Is an element of Contains the element
606 Is a reference attribute of Refers to attributes of
607 Is described by Is a descriptive object of
SAP AG 2008
A new data model was designed and implemented for the component Objective Setting and Appraisals.
© SAP AG HR140 5-17

#

Explain the concept of the component Objective
SAP AG 2008
© SAP AG HR140 5-18

Exercises
Unit: Performance Management Overview

Lesson: Concept

• Create and release a new appraisal template using the wizard.
• Test the new template.
As a system administrator, you are responsible for creating, releasing and

testing a new appraisal template.
1-1 Use the wizard function in the appraisals catalog to create a new appraisal template and
release it for the application.
1-1-1 Call the appraisals catalog.
1-1-2 Create a new template with the template name XX in the category group Personnel
Appraisal and in the category Performance Appraisal. Use the wizard function to do
this.
1-1-3 Release the template.
1-2 Use transaction PHAP_START_BSP to test the new template.

1-2-1 Create a favorite for transaction PHAP_START_BSP.
1-2-2 Test the template that you just created and released.
© SAP AG HR140 5-19

© SAP AG HR140 5-20
Solutions

Lesson: Concept
1-1 Use the wizard function in the appraisals catalog to create a new appraisal template and
release it for the application.
1-1-1 Use the following menu path to call the appraisals catalog:
Human Resources Personnel Development Settings Current Settings
Edit Appraisals Catalog
1-1-2 Create a new template with the template name XX in the category group Personnel
Appraisal and in the category Performance Appraisal.
Use the wizard function to do this.
Choose the function "Create Template" in the context menu (right mouse click) for
the category "Performance Appraisals".
Select the "Wizard" radio button and "Simple Template Creation".
Choose "Execute".
Navigate through the wizard by choosing "Continue" on the start page.
Maintain the relevant fields on the "General Data" page and choose "Continue".
On the "Define Header Area" screen, accept the default values and choose
"Continue".
On the "Define Structure" screen, select "Standard Numbering" and choose
"Continue".
On the "Define Dimensions" screen, accept the default values and choose
"Continue".
On the "Define Valuation Options" screen, choose the scale of your choice in the
"Value List" column. Accept the default values for the other fields and choose
"Continue".
Complete the wizard by choosing "Complete".
1-1-3 Release the template using the context menu (right mouse click) by choosing
"Status" "Release".
1-2 Use transaction PHAP_START_BSP to test the new template.

1-2-1 Create a favorite for transaction PHAP_START_BSP.
1-2-2 Test the template that you just created and released.
© SAP AG HR140 5-21

© SAP AG HR140 5-22
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 5-23

,

Describe the appraisal process of the component
Objective Setting and Appraisals.
SAP AG 2008
© SAP AG HR140 5-24

support the manager and the employees of your
company in agreeing upon objectives. This may
also apply when reviewing objectives during the
year and when executing and completing the
appraisal process.
SAP AG 2008
© SAP AG HR140 5-25

(' ! )
&
Define Objectives Provide feedback
Identification of skills Support and coaching
and competencies to by manager
be improved Review of relevance of
March Apr objectives
Identification of
personnel Add objectives
development Feb May
requirements and Delete obsolete
actions objectives
Comparison of current
Jan June performance and
objectives
July
Provide feedback on Dec
achievements
regarding goals, skills, Aug
and competencies Nov
Summary of overall Oct Sep
performance
Derive actions
SAP AG 2008
The component Objective Setting and Appraisals supports the different phases involved in the
continuous performance feedback process.
As with appraisals, objective setting often takes place annually. This means that once a year, a manager
holds a goal-setting interview with each of his or her employees. Manager and employee agree on
concrete goals and the results to be achieved by an agreed date. The goals can be quantitative (that is,
measurable) or qualitative. The goals are usually put in writing and become a part of the employee’s
personnel file.
The employee’s performance is measured according to the agreed goals and can be used as a basis for
determining the extent of salary elements (for example, bonus). This is a way of making clear to
employees what is expected of them and how they can improve their salary. So that the objectives
remain at the forefront, reviews are carried out during the year. Here, the objectives (Target) are
compared with the results already achieved (current Actual); the differences between the two are
recorded, and any necessary corrections are made to the objectives (for example, adjustment or
reformulation of existing goal-setting).
At the end of the cycle, the agreement is evaluated and the bonus payment or compensation adjustment
is made. At the same time, objectives are defined for the next period. The circle is completed.
© SAP AG HR140 5-26

Create Document
In preparation Prepare document(s)
Plan objectives
Enter agreed objectives
In planning
and planned specifications
Review
In Review Change document (optional)
Execute
In Process Enter appraisal results
Complete
Completed Subsequent processes

SAP AG 2008
These statuses are the main statuses delivered by SAP. The customer can use a BAdI to include their
own substatuses according to their business needs.
• In Preparation: the phase in which documents are created for employees. This can be done in an
automated fashion or individually by the manager or employee.
• In Planning: the phase in which the objectives are established and agreed upon.
• In Review: the phase in which the document is left open for change to objectives.
• In Process: The appraisal results are entered in the system in this phase.
• Completed: The phase where the manager controls the completion of the document following final
review and appraisal.
• Further statuses: Approved, Rejected, Closed Approved, Closed Rejected
• The follow-up processes can be triggered via a workflow and be subject to an approval process, such
as employees approving their own appraisal.
© SAP AG HR140 5-27

'
The manager can now easily use the documents

created
The manager starts the overview of the prepared

documents with a mouse click
If necessary, she/he can also create new documents
SAP AG 2008
The following slides describe the typical steps during the appraisal process (with examples).
This example demonstrates the main process only.
Customers can enhance this process by using their own substatus (BAdI).
© SAP AG HR140 5-28

-" –*
. 0
1. Part appraiser and other roles

2. Status Management
3. Display functions: SEM/qualifications/development plans
4. Log
SAP AG 2008
You can see header data including the appraisal name, status, appraiser and appraisee. Furthermore,
additional part appraisers and validity periods are displayed. You also have different fixed links such as
a link to the qualifications profile.
© SAP AG HR140 5-29

-" –
1 1. Explanatory text
2. Part appraisals
/ 3. Add objectives
0 4. Delete objectives
5. Individual weighting
.
- Free text
- Strategic goals
from SAP SEM
- Requirements profile
- Access options
(e.g. manager cannot change
2 employee column)
- Additional columns
(e.g. target)
SAP AG 2008
Functions of the component Objective Setting and Appraisals include:

1. Insert free text notes
2. Part appraisals
3. Add as many objectives as you want
4. Delete objectives
5. Individual weighting
6. Objective definition
7. Strategic goals from SAP SEM
© SAP AG HR140 5-30

-
SAP AG 2008
The manager can enter the objectives and weightings in the document. She/he has had an objective-
setting meeting with employee and they have agreed on the objectives to enter.
© SAP AG HR140 5-31

#
3
You can call the

qualifications profile directly
SAP AG 2008
The Display Qualifications button takes the manager to the employee's qualification profile.
© SAP AG HR140 5-32

4 ( "
SAP AG 2008
The manager adds a qualification to the employees’ objective setting agreement. The employee should
gain some knowledge on quality management, because he/she is to be responsible for knowledge
management later in the year.
The manager transfers the required qualification directly from the qualification catalog of Personnel
Development.
The manager also enters the individual development plans for the employee. The employee should gain
Java expertise to enable him to fulfill support tasks successfully.
The manager saves the document for today, so that she/he can have a look at it again the next morning.
Therefore, he/she sets the status for the document to In Review.
© SAP AG HR140 5-33

& ' '
Choose the document name to

open the appraisal template
SAP AG 2008
The manager and employee had a review meeting three months after the planning meeting. The
employee is ready to take on new tasks in quality management. Therefore, one of the objectives is
adjusted accordingly. The manager enters the changes in the document.
Later in the year, they have one more review meeting but they decide not to change anything in the
document. After the second review meeting, the manager sets the document status to In Process.
© SAP AG HR140 5-34

!
SAP AG 2008
The last step is when the manager and employee meet again, and they talk about the employees
achievements during the year. They then enter the final appraisal and complete the document.
© SAP AG HR140 5-35

Person is
Person is appraiser
appraisee
Person
Objective setting and Objective setting and

appraisal (received) appraisal (created)
Name Final Result Valuation text Note Status Created on Start
Performance appr. 2006 3 Average Completed
Performance appr. 2007 4 Good In Process
SAP AG 2008
You can display the appraisals in which a person has been involved (either in the role of appraiser or
appraisee) from that person's profile.
The Objective Setting and Appraisals (received) subprofile contains appraisals where the person was
appraised. The Objective Setting and Appraisals (created) subprofile contains the appraisals where the
person acted in the role of appraiser.
You can also use these subprofiles to create and edit appraisals.
© SAP AG HR140 5-36

#

Describe the appraisal process of the component
SAP AG 2008
© SAP AG HR140 5-37

© SAP AG HR140 5-38
Exercises

Lesson: Appraisal Process

• Map the appraisal process in the system.
You will create an appraisal document for one of your employees in your
managerial position.
1-1 Master Data Maintenance and User-Specific Settings

1-1-1 Maintain infotype IT0105.
1-1-2 In the user-specific settings, maintain the object type "Person" as appraiser and
appraisee.
1-2 Map the whole appraisal process in the system. Use an appraisal template given to you by
your instructor or use a template that you created yourself.
1-2-1 Prepare the appraisal.
1-2-2 Plan the objectives.
1-2-3 Now hold the appraisal.
1-2-4 Complete the appraisal process.
1-3 In the subprofiles of Personnel Development, display the appraisal document in the role of
appraisee.
1-3-1 Call the transaction Display Profile in the component
Personnel Development.
1-3-2 Display the appraisal document created in tasks 1-2.
© SAP AG HR140 5-39

© SAP AG HR140 5-40
Solutions

Lesson: Appraisal Process
1-1 Master Data Maintenance and User-Specific Settings

1-1-1 Maintain infotype IT0105 (communication) with subtype 0001 (system user name).
Enter the user ID that you used to log on to the current training system.
Use the favorite PA30 (Maintain HR Master Data) to do this.
1-1-2 In the user-specific settings, maintain the object type "Person" as appraiser and
appraisee.
In the menu, choose Human Resources Personnel Development Settings
User-Specific.
1-2 Map the whole appraisal process in the system. Use an appraisal template given to you by
your instructor or use a template that you created yourself.
Carry out the following functions for this:
1-2-1 Prepare the appraisal.
1-2-2 Plan the objectives.
1-2-3 Now hold the appraisal.
1-2-4 Complete the appraisal process.
1-3 In the subprofiles of Personnel Development, display the appraisal document in the role of
appraisee.
1-3-1 Call the transaction Display Profile in the component
Personnel Development.
In the menu, choose Human Resources Personnel Development Profile
Display.
1-3-2 Display the appraisal document created in tasks 1-2.
© SAP AG HR140 5-41

© SAP AG HR140 5-42
-
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 5-43

- ,

Describe the evaluation options of the component
SAP AG 2008
© SAP AG HR140 5-44

-
As the system administrator for Personnel

Development, you evaluate the data for objective
settings and appraisals for the department.
SAP AG 2008
© SAP AG HR140 5-45

& ('
Standard selections
Defining Selection Criteria at

Element Level
Selection Options
SAP AG 2008
Standard selections
All documents based on allowed templates
Selection Criteria at Element Level
Allows selections for all documents where Final Appraisal is < 3 (completed)
Selection Options
Specifies whether objects are to be displayed with or without a document (Display with Document or
Display without Document)
© SAP AG HR140 5-46

&
Status Overview
Display/print option with

(Smart Forms)
Ranking list
Export to MS Excel
Identify persons
without objective
setting
SAP AG 2008
You receive a list that shows you the documents that meet the selection criteria.
Select one or more rows before starting Reporting.
To obtain a status overview, you can sort the list according to status. All other columns in the list can
also be used for sorting.
Export to Excel: The SAP system exports the results of the Final Appraisal column to a Microsoft Excel
file. This function enables you to compare different appraisal documents.
Restrictions:
• The SAP System can only download appraisal documents that use the same appraisal template.
• This function does not support dynamic appraisals if these elements change.
• The SAP System can export a maximum of twenty elements to Microsoft Excel. If the reference
appraisal document contains more than twenty elements, the SAP System skips the remaining
elements.
Ranked List: The list of selected documents is displayed. It is sorted in ascending order, according to the
Final Appraisal.
Additional reporting functions are available in the BI solution. Extractors for BI reporting are delivered.
© SAP AG HR140 5-47

# !
Analysis functions are added to

the reporting options:
Compare appraisal documents
View all the notes for one criterion
Additional functions that are
provided by the SAP List Viewer
SAP AG 2008
Enter the required selection options (or create a report variant for later reuse) and choose Execute. Select
the documents you want to report on. Choose Reporting. On the Report Tree screen, choose Analyze.
The analysis functions allow you to compare the final appraisal result as well as individual elements.
You can use the additional functions provided by the SAP List Viewer, for example, the calculation of
totals, averages, minimum or maximum, filtering, display of details and definition of layouts for reuse.
© SAP AG HR140 5-48

& 3
The organization's performance feedback policy requires a
calibration process where appraisals can be compared to
ensure fair appraisals across the organization.
Calibration processes include calibration meetings where
the preliminary performance appraisals are compared.
Employee data is either maintained during the calibration
meeting or after the calibration meeting. In the latter case,
the system administrator gets a list with the meeting
results. He/she can adjust the appraisals according to the
outcome of the calibration meeting and run follow-up
processes afterwards.
SAP AG 2008
Many customers run a calibration process. This process is focused on a fair evaluation of the employees
in direct comparison to peers. Most of the times it starts with putting together a list persons that should
be compared. This is done after the responsible managers have entered their final appraisals (or an
overall preliminary assessment) into the system since this is the indicator the calibration is based on.
The respective manager and a HCM employee hold a meeting to discuss the results of the list, the
distribution as well as the changes that may have to be made to the final results.
The distribution of the final appraisal results among the chosen employees can be visualized in a chart.
The meeting partners can use this chart to select a specific person, get to the appraisal template, adjust
the result and return to the updated graphical overview.
© SAP AG HR140 5-49

– ' ,
To create the calibration

list, you choose a
template, a validity
period, a document
status and a selection
criterion.
Find takes you to the

calibration list.
Alternatively, you can

choose a variant saved
before.
SAP AG 2008
The BSP application HAP_CALIBRATION is delivered in the standard system for calibration support.
For test purposes you can call the page Search.htm in the Web Application Builder (SE80).
Important note: Calibration support is not provided via SAP GUI interfaces.
© SAP AG HR140 5-50

– ' , $/%
On the calibration list,

you can choose one or
two dimensions for
comparison.
A dimension can be the
template, criteria groups
or criteria.
SAP AG 2008
If the appraisee is not considered in the calibration, you can delete documents from the calibration list
You can save the list as a variant for later reuse.
© SAP AG HR140 5-51

– ' , $1%
From the calibration list,

you can enter the
documents and change
them.
SAP AG 2008
After refresh, the changed data are displayed in the calibration list.
© SAP AG HR140 5-52

– 5
# (
On the Graphic tab page, you do

one-dimensional or
two-dimensional comparisons.
SAP AG 2008
On the "Graphic" tab page, you make one-dimensional or two-dimensional comparisons.

To do a two-dimensional comparison, choose a second dimension.
Two dimensional comparisons allow e.g. Performance-Potential comparisons if the template is built
accordingly.
© SAP AG HR140 5-53

& 6 '
The
r following queries are available in SAP Business Information
Warehouse (BI):
Appraisal Average for Overall Appraisal
Appraisal Average for Criterion
Average of All Values for Overall Appraisal
Average of All Values for Criterion
Time Series for Appraisals
Appraisal Distribution for Overall Appraisal
Appraisal Distribution for Criterion (Quality Scale)
Appraisal Distribution for Criterion (Quantity Scale)
Status Overview for Appraisal Documents
SAP AG 2008
Extractors for reporting in SAP Business Information Warehouse are delivered in the standard system.
© SAP AG HR140 5-54

- #

Describe the evaluation options of the component
SAP AG 2008
© SAP AG HR140 5-55

© SAP AG HR140 5-56
Exercises

Lesson: Reporting Options

• Evaluate appraisals.
You will analyze appraisal documents as administrator of Personnel

Development.
1-1 Evaluate your appraisal mapped in the appraisal process lesson (or an appraisal document
given to you by your instructor).
1-1-1 Call the search for appraisals under reports in the info system.
1-1-2 Choose the appraisal template that you created
(or an appraisal template given to you by your instructor).
Set the indicator for all statuses and execute the report.
© SAP AG HR140 5-57

© SAP AG HR140 5-58
Solutions

Lesson: Reporting Options
1-1 Evaluate your appraisal mapped in the appraisal process lesson (or an appraisal document
given to you by your instructor).
1-1-1 Call the search for appraisals under reports in the info system.
Choose in the SAP Easy Access Menu Personnel Development Information
System Reports -> Appraisals.
1-1-2 Choose the appraisal template that you created
(or an appraisal template given to you by your instructor).
Set the indicator for all statuses and execute the report.
Choose the appraisal template. Verify that the indicator is set for all statuses and
execute the report. Choose the select all icon (left-hand corner of the results table)
and choose "Reporting".
© SAP AG HR140 5-59

© SAP AG HR140 5-60
Unit Overview
Lesson 1: Concept
Lesson 2: Appraisal process
SAP AG 2008
© SAP AG HR140 5-61

,

Name the integration options of the component
SAP AG 2008
© SAP AG HR140 5-62

As a project member for implementing the
component Objective Setting And Appraisals, you
create a concept with regard to required and
possible integration.
SAP AG 2008
© SAP AG HR140 5-63

-& *
... is an end-to-end process that integrates company
planning and initiatives with measurable employee
objectives, appraisals and feedback, and Enterprise
Compensation Management.
Integration with SAP ERP components

Balanced Scorecard (SEM)
Business Intelligence (BI)
Organizational Management
Qualifications Catalog and Profile
Development Plans
Enterprise Compensation Management
SAP Learning Solution
SAP AG 2008
© SAP AG HR140 5-64

-
- Vision
Strategic Goals Enterprise Goals
Company goals and
organizational goals
Company /
+
Area Goals
Department and Department and

Team Goals Team Goals (
,
*
Operational
Operational Goals
Goals (MBO)
(MBO)
Individual Individual
At
At employee
employee level
level - #
compensation-relevant Objectives Objectives
compensation-relevant
SAP AG 2008
Ideally, objectives should be are set in the planning meetings that take place at each level of the
organization.
This is both a top-down and a bottom-up process. This means that on the one hand, business objectives
are set at board level and transported through the organization, and on the other hand these objectives are
linked at each level of the organization via the planning meetings that have to take place at each
organizational level.
It is important that the managers and employees communicate with one another so that managers can set
objectives that are realistic and appropriate.
When reaching an agreement on individual objectives for the year, employees and managers should
focus on both long-term and short-term goals.
The agreement should include a number of short-term objectives as well as a number of objectives that
will promote long-term results. Some objectives may fulfill both categories
Short-term goals are based on a department's most up-to-date results. The employees may have to
develop or improve some specific skills and competencies to reach these short-term goals.
Long-term goals are based on skills and competencies that can be developed over a longer period of
time. Long-term goals could refer to the skills and competencies required of someone who is to manage
a large project in 2 years time, for example. In this instance, the employee would have more time to
development the necessary skills.
© SAP AG HR140 5-65

7 !
- *
Assign
scorecard to
organizational
unit
Balanced Scorecard
Objective Setting Agreement
Transfer strategic goals of

organizational unit to
template in HR
SAP AG 2008
Integration between SAP SEM and SAP HCM allows you to transfer the score from the SAP SEM
Performance Matrix to individual appraisals in SAP HCM.
The descriptions from the performance matrix are displayed on the appraisal sheet, providing more
detailed information on individual goals.
© SAP AG HR140 5-66

+ !
- *
Assign scorecard
of the
organizational
unit
Balanced Scorecard
Assign user/
person to Compensation
performance
Adjustment
matrix
Appraisal
Use appraisal for

differentiated
Performance Matrix compensation
adjustments
Build
performance
matrix from
scorecard Transfer
elements score as
appraisal
element
SAP AG 2008
The Objective Setting and Appraisals component also takes strategic departmental goals for individual
goal definition and appraisal into account.
These are included in the individual appraisal templates for each employee.
© SAP AG HR140 5-67

7
Final
Appraisal Eligibility Basic salary
criteria increase
(195 US$)
Group
of objectives No stock
options
Individual Guidelines
Bonus
objective
payment
(2500 US$)
SAP AG 2008
The appraisal results of a completed appraisal can be used for differentiated compensation adjustments
(based on the results of the completed appraisal, a criteria group, or a single criterion). How the appraisal
elements influence compensation adjustments is defined in Customizing. In this example you would
need three different compensation adjustment types (that is, three eligibility criteria) as well as three
guidelines (each guideline uses one wage type).
You can overwrite the proposed compensation adjustments that are based on appraisal results manually.
If the appraisal contains qualifications, the results of the appraisal can be written to the qualification
profile of the employee (new qualification and/or new qualification proficiency).
© SAP AG HR140 5-68

! +
Update qualifications
SAP AG 2008
If the appraisal contains qualifications, the results of the appraisal can be written to the qualification
profile of the employee (new qualification and/or new qualification proficiency).
After an appraisal is completed, the employees’ qualification profile is updated automatically.
© SAP AG HR140 5-69

$/%
The link Display Individual

Development opens a popup that
displays the employee’s complete
individual development plan with
the status and begin and end date.
SAP AG 2008
By using the fixed enhancement Add Individual Development Plan Items, the system automatically adds
all current items of the employee’s individual development plan to the document as objectives.
The following logic applies for adding items:
• The status of the item is not Completed
• The validity periods for the development plan items lies partially or entirely within the validity
period of the objective setting document
By using the free enhancement Add Development Plan Items, the system displays a dialog box where
you can select items from the employee’s individual development plan and add them to the document.
The following items are available for selection:
• The status of the item is not Completed
• The validity period of the development plan item lies partially or entirely within the validity period
of the objective setting document
• The development plan item is not yet included in the document
© SAP AG HR140 5-70

$1%
SAP AG 2008
The status of the development plan items is displayed during the In Process status.
The status of the development plan item is Display only.
The status of development plan items cannot be changed in the appraisal document.
© SAP AG HR140 5-71

, $/%
Add Mandatory
Training
Courses
SAP AG 2008
Through the integration with SAP Learning Solutions the system automatically adds all required training
courses, on which the employees is booked to the document.
It is also possible to display a dialog box where you can select training courses from the training catalog
and add them to the document.
© SAP AG HR140 5-72

, $1%
The system displays a dialog box

in which you can select training
courses from the training catalog
of an employee and add them to
the document.
SAP AG 2008
By using training courses as fixed objectives in the template, they can become standard objectives for all
employees who are evaluated based on the same template.
If you use the related value list and value determination, you can monitor the current status of the
training course.
© SAP AG HR140 5-73

#

Name the integration options of the component
SAP AG 2008
© SAP AG HR140 5-74

,
with SAP.
SAP AG 2008
The following slide describes enhancements planned for the future in connection with Performance
Management.
© SAP AG HR140 5-75

New user interfaces for appraisals
User interface for complete backend functionality
User interface for a specific performance management process
Cascading objectives capabilities
Top down: Creation of corporate, team goals, and core values
Bottom up: Alignment of individual goals to corporate, team goals, and core values
Calibration enhancements (user interface for a specific performance management
process only)
Calibration of employees and possible update of overall performance appraisal and
potential assessment
Enhanced integration to SAP Enterprise Learning
Book courses in an appraisal document
Set courses as mandatory in an appraisal document (user interface for complete
backend functionality only)
© SAP 2007 / Page 1

SAP AG 2008
© SAP AG HR140 5-76

#

Introduce the concept of Objective Setting and
Appraisals
Display forms and explain the structure of Objective
Setting and Appraisals
Display appraisal documents in the Personnel
Development Profile
Run standard reports for Objective Setting and
Appraisals
Discuss the calibration process
Describe important integration
SAP AG 2008
© SAP AG HR140 5-77

© SAP AG HR140 5-78
Contents:
Concept
Learning Portal
Enterprise Learning
Authoring Environment
SAP AG 2008
© SAP AG HR140 6-1

At the conclusion of this unit, you will be able to:
Describe the concept of the Learning Solution
Explain the functions of the Learning Portal
Understand the concept of virtual learning groups
Describe the basic elements of the authoring
environment
SAP AG 2008
© SAP AG HR140 6-2

Course overview
Preface

Appendix
SAP AG 2008
© SAP AG HR140 6-3

You are employed as a training administrator at
Training International.
Your tasks include developing and planning the
processes of the Learning Solution.
SAP AG 2008
© SAP AG HR140 6-4

Unit Overview
Lesson 1: Concept
Lesson 2: Learning Portal
Lesson 3: Enterprise Learning
Lesson 4: Authoring Environment
SAP AG 2008
© SAP AG HR140 6-5

Understand the concept of SAP Enterprise Learning
SAP AG 2008
© SAP AG HR140 6-6

As a project member you familiarize yourself with
the concept of the SAP Enterprise Learning
solution.
SAP AG 2008
© SAP AG HR140 6-7

Enterprise Learning
Learning Solution (LSO)
Training and
Event
Management
(TEM)
SAP AG 2008
SAP Enterprise Learning comprises three aspects:

The classic Training- and Event Management (TEM). Classroom training can be planned and managed
here.
The Web-based Learning Solution (LSO), which also
• supports different delivery methods, for example, WBTs and curricula
• offers a user-friendly interface for learners: the Learning Portal
• facilitates collaboration between learners (Enterprise Portal)
• supports an authoring environment (for creating learning content)
• and a Content Management System (CMS) for using content
SAP Enterprise Learning, which also offers virtual learning rooms (Adobe Connect) for trainers and
learners.
© SAP AG HR140 6-8

!
! "#
Virtual
Learning
Learning
Authoring
Mgmt
Environment
System
Enterprise
Learning Learning
Analytics Portal
Instructor
Portal
Content
Management
SAP AG 2008
The focus is on the SAP Learning Solution in this unit.

The architecture of SAP Enterprise Learning comprises the following components:
• SAP Learning Portal
• SAP ERP 6.0 Back End + Web Application Server (WAS)
• SAP LS Authoring Environment (LSOAE 602)
• Content Management System (CMS EP)
• SAP LS Content Player (LSOCP 602)
• Adobe Connect
Important note:
Adobe Connect is not a component of the SAP Learning Solution.
It is only a component of the optional package SAP Enterprise Learning.
© SAP AG HR140 6-9

%
$
" $
Learner Account "
Results, learning progress
Learning objects
Content Player Structure
Identifies learning strategy Version
Guides learner through content Status
Learner Account Reports learning progress
Learning profile Offline player
Progress Company info/
History Knowledge management
&
Preferred learning strategy Training Administration
Course catalog
Collaboration Workflow
Integrated Collaboration
SAP XI
Reporting optionally available:
with SAP Netweaver
Adobe Connect Presenter*
Blended Learning Offering %
Classroom training
eLearning, WBT
Create and structure content
Curricula
External catalogs Create test and assessments
Import and export content
External Authoring Tools e.g.:
External virtual classroom - SAP Productivity Pak
Adobe Connect - Macromedia
Meeting *
WebDAV interface
Analytical Reporting
via Business
Intelligence
SAP AG 2008
The architecture of SAP Enterprise Learning comprises the following components:

• SAP Learning Portal
• SAP ERP 6.0 Back End + Web Application Server (WAS)
• SAP LS Authoring Environment (LSOAE 602)
• Content Management System (CMS EP)
• SAP LS Content Player (LSOCP 602)
• Adobe Connect
Important note:
* Adobe Connect is not a component of the SAP Learning Solution. It is only a component of the
optional package SAP Enterprise Learning.
© SAP AG HR140 6-10

* ! % +
- personalized learning environment

- educational history
% '(
Structured SCORM-compliant courses
Content Management with a WebDAV interface for authoring
) - Participation and appraisal statistics
Templates for creating courses
Support for virtual learning groups
Access to course and participation information on the Instructor Portal
) !
Easy course and catalog administration
Extensive reporting
$
SAP workflow
MSS integration
Business Intelligence and reporting
SAP AG 2008
The Learning Solution supports different users and processes

This unit describes the different roles and their user scenarios.
© SAP AG HR140 6-11

"

Describe the concept of the SAP Enterprise
Learning solution
SAP AG 2008
© SAP AG HR140 6-12

Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 6-13

Describe the functions of the Learning Portal
SAP AG 2008
© SAP AG HR140 6-14

As the training administrator, you are responsible
for planning and implementing the processes in the
Learning Portal.
You design, among other things, the course catalog
in the back-end system.
SAP AG 2008
© SAP AG HR140 6-15

,
SAP AG 2008
The Learning Portal for the SAP Learning Solution is usually a view of an enterprise portal in a
company's intranet.
Possible functions in the Learning Portal:
• Find courses
• Bookings
• Prebookings
• Course appraisals
• Favorites
• Learn based on personal learning strategy
• Learn offline and online (Content Player)
Possible personal views in the Learning Portal:
• Learning progress
• Training activities
• Own qualifications
• Qualifications deficit
• Personal settings
© SAP AG HR140 6-16

- %
Total area:
Navigation
SAP AG 2008
The Navigation screen area is divided up as follows:

• Training Home
• Search
• Top 3 List (BAdI)
• Course catalog
• Learner-specific Learner Account
The next slide describes some examples.
© SAP AG HR140 6-17

% %
Area: Search
Keyword search
Advanced search
SAP AG 2008
The search function offers:

Simple search(key word search):
With the simple/keyword search option in the Learning Portal, the learner can enter a keyword to search
the course catalog for suitable courses. The keyword can be contained in the course title or description.
Advanced search
The extended search function can be accessed via the link displayed below the simple search.
This option allows the user to specify the search according to criteria:
• Subject area
• Delivery method
• Prerequisite qualifications
• Attainable qualifications
• Intended for target audience
• Mandatory for target audience
© SAP AG HR140 6-18

%
SAP AG 2008
Display of the course catalog:

• Hierarchical
• Top-level list
The learner can select his/her preferred view.
In the Course Catalog area, learners can view all of the courses offered by the training department.
Here you can choose to display the entire catalog or restrict the display to a particular part of the catalog
using the structural authorization functions.
© SAP AG HR140 6-19

)% % . !
Course groups are used to give

Course Catalog structure to the course catalog.
Languages A course group can contain multiple
hierarchy levels (course groups).
French
English
Beginners' English Most of the information

is stored at course type level
Advanced English
Business English
Technical English
Spanish
Business Studies
SAP AG 2008
You maintain the course catalog in the Training Management master data catalog in the back-end
system.
Here you also select and flag the subject areas that should be displayed in the Navigation area of the
Learning Portal.
As a rule, this is a very general categorization, for example, Languages, IT, Business, or Personal Skills.
If you do not flag any course groups as subject areas, the system automatically displays all the course
groups at the uppermost level of the catalog hierarchy.
© SAP AG HR140 6-20

! !! "#
Course group

(L)
belongs to
requires
Course Resource Type
Type (D) (R)
is required by
is a specialization of is a specialization of
reserves
Course Resource
(E) (G)
E-Learning is reserved by
(ET)
takes place in belongs to
Location
(F)
SAP AG 2008
The following standard types are used in the data model of the Learning Solution:
• Course groups (L)
• Course types (D), that have different delivery methods
• Courses (E)
• Curriculum types (DC)
• Curricula (EC)
• Course programs (EK)
© SAP AG HR140 6-21

$ ) $
) % !
1. Day: 10:00 - 17:00 Walldorf

2. Day: 9:00 - 17:00
3. Day: 9:00 - 17:00
) % ! !
(
! !
/ ! 0 )
Company Organizational unit
) ! * )" !*
SAP AG 2008
Different Training Management master data must be set up in the back-end system.
The master data catalog is available for this purpose.
© SAP AG HR140 6-22

Course Groups
Course
types/
curriculum Languages Soft Skills IT
types
French Spanish English Esperanto
Business English English for Beginners
English for English for

Managers IT Specialists
SAP AG 2008
The course catalog is set up in the back-end system.

The training groups are required as structuring levels in the catalog.
Most of the information for the courses is stored at course/curriculum type level. This information is
passed on to the courses.
Examples of data maintained for the course type include: the description, the prices, the capacities and
the schedule pattern.
© SAP AG HR140 6-23

& $ ! "
Person
Position Person
Mandatory
course types Job Position Person
for a learner
Organizational
Position Person
unit
Development
Mandatory item plan Person
SAP AG 2008
The training administrator can create a "Mandatory for" relationship at course type level for:
An organizational unit (the course is displayed to all positions assigned to this organizational unit and to
the current holders of positions)
A position (the mandatory course is displayed to the current position holder)
A job (the course is displayed under Notes and Messages to every learner in the company whose position
is described by this job)
In the Mandatory Courses area, learners are shown all courses that are prescribed as mandatory for
them. This is purely for information purposes. It is the learner's responsibility to book the course. As
soon as a mandatory course has been booked, it is no longer displayed in this area. It then appears under
the current training activities. The display of mandatory courses is derived from relationships that are
maintained in Training Management and that access the employee's assignment in Organizational
Management.
© SAP AG HR140 6-24

& .
Booking course participation
1: Booking a 2: Booking a
time-dependent course time-dependent course
(e.g. classroom (e.g. Web-based
training) training)
) % !
1. Day: 10:00 - 17:00

2. Day: 9:00 - 17:00
3. Day: 9:00 - 17:00
SAP AG 2008
One of the most important functions for the learner in the Learning Portal is the ability to book (and
cancel) courses independently. This frees up Training Administration staff but they can still monitor
participation bookings and training activities.
Using self-service applications in their personalized Learning Portal, learners can independently register
or at least submit participation requests for all courses with a variety of delivery methods.
The detail screen of a time-independent course (e.g. WBT) displays information about the results of the
prerequisites check that is performed (authorization, existing qualifications and so on) and about whether
the learner is allowed to book the course. If the booking is authorized, a link is displayed that leads to the
booking screen after a confirmation prompt "Do you want to book this course?". This usually means that
the course can also be started immediately.
The detail view of time-dependent courses first displays the dates scheduled. The link "To
Registration" then takes the user to the detail view of a specific scheduled course. From this point on, the
booking procedure is the same as for time-independent courses. In addition to a prerequisites check, the
system can also check time availability.
© SAP AG HR140 6-25

& .
Display of the
booked curriculum
Assignment is displayed
SAP AG 2008
The curriculum represents a special case for booking under the time-dependent courses.
A curriculum is a group of individual courses that are combined as a package for learners.
This represents a blended learning offering. Courses with multiple delivery methods can be combined to
form a curriculum.
However, you cannot nest one curriculum in another.
A curriculum is a series of courses that must be completed over a fixed period.
© SAP AG HR140 6-26

&
Project Managers
6: Adv. Project
Tracking and
Revenue Analysis
5: Software Project
Management Project Lead
Learning block 3:
Advanced 4: Project Metrics &
Analysis
3: Software
Designing Software Engineers
Learning block 2:
Intermediate 2: Software Quality
Management 1: Basics of
Software
Programming
Learning block 1:
Basic
SAP AG 2008
This slide describes a course program for the career path of a project manager.
A course program consists of learning blocks, and these in turn consist of course and curriculum types.
A course program itself can be created over a long period.
Learners can register for a course program even if there are no fixed dates yet for the corresponding
course and curriculum types. A course program has a validity period and no fixed date. A curriculum
has a fixed date.
In terms of follow-up processing, a course program can only be followed up if the previous individual
course and curriculum types of the mandatory learning blocks have been followed up. This ensures that
the mandatory learning blocks have actually been completed. A curriculum can be followed up
regardless of whether the individual course types in the curriculum have already been followed up.
© SAP AG HR140 6-27

)" 3
Confirm Participation
Rate Participation
Follow Up Participation
(with/without Proficiency Change)
Follow Up Pass Result

(with/without Proficiency Change)
Follow Up Course
Archive Course
SAP AG 2008
You can determine the following options in Customizing:

Learning Portal
By selecting the Learning Portal as the initial screen for editing a follow-up activity, the learner is
prompted to confirm his participation in a course in the front end.
Back end
Assigning the back end to a follow-up activity assigns follow-up tasks to the training administrator.
System
When assigning the initial screen via the system, the individual follow-up steps are automatically
performed by the system.
For example, participation in Web-based training (WBT) can be appraised automatically.
Instructor
The follow-up activity is carried out by the instructor in the Trainer Portal.
© SAP AG HR140 6-28

4 .
Booking course participation
Canceling course participation
SAP AG 2008
SAP Enterprise Learning offers standard workflows for when the learner requests a booking or a
cancellation in the Learning Portal.
In back-end Customizing, the training administrator can manage the workflows across the board for each
delivery method for the entire catalog, or for individual course types.
© SAP AG HR140 6-29

%
Area: My Learner Account

Training activities
Course prebookings
Favorites
Qualifications profile
Profile matchup
Settings
SAP AG 2008
The learner account is an area in the Learning Portal that contains all learner-specific personal data,
such as the learner's qualifications, profile matchup, prebookings and favorites.
The learner account contains the following learner-specific data:
• Training activities
• Course prebookings
• Favorites
• Qualifications profile
• Profile matchup
• Personal settings
© SAP AG HR140 6-30

5
SAP AG 2008
Learners can click the relevant link to access their personal qualifications profile, which is stored in the
back end.
If learners identify deficits in the qualifications required for their jobs, they can click the relevant link to
check whether there are courses available that would close these gaps, and can book the course
immediately, where appropriate. On successful completion of the course, the qualifications profile is
adjusted accordingly and this is then visible in the Learning Portal.
© SAP AG HR140 6-31

"
Example:
Content Player starts
a WBT
SAP AG 2008
The Content Player is the tool for playing content in SAP Enterprise Learning.
You launch and work through time-independent courses, such as WBTs and online tests, from the
Learning Portal using this player.
Before you can play the Web-based content for a course, you must make a booking for the course. This
booking triggers release of the content and a link is displayed with which you can start the course.
The Content Player has functions that enable the learner to navigate through the content, as well as other
functions that serve as orientation aids for the learner.
Note: Offline Content Player
SAP Enterprise Learning offers opportunities for playing courses offline to learners that want or need to
do so outside of office hours.
Learners can download course content and work through it offline if they have the offline version of the
Content Player, the Offline Player, installed on their local client.
Content can be downloaded from the details page of a course by means of a link. This option to play the
course offline is described on this page. The functions and navigation options in the Offline Content
Player are the same as in the Online Content Player. However, the Online Player communicates directly
with the back end and stores progress data directly. To ensure a smooth transition to online playing, the
learner must synchronize the progress made offline with the data in the back end the next time he or she
logs on to the Learning Portal.In the Learning Portal, the course is displayed as being played offline until
the synchronization has been completed successfully.
© SAP AG HR140 6-32

) %
Online test is launched in the

Content Player
SAP AG 2008
The online test has one feature worth noting. The navigation functions are not relevant for test objects.
The only function offered by the player for online tests is the log off function. The test-specific functions
that are important, such as display introduction, start test, end test, form part of the test object itself.
An online test is a stand-alone test created in the SAP Authoring Environment that learners can take
online. Once the learner has registered for the test, it can be launched directly and played from the
Learning Portal. When the learner has completed the test, he or she is given feedback on the results.
© SAP AG HR140 6-33

)
Further Training Instructor Homepage

Activities
User-specific
Reporting
Worklist Courses
and Details
SAP AG 2008
The Instructor Portal provides a Web-based interface in which instructors and tutors can manage their
courses. The work overview provides a personalized view of the courses. Instructors can manage
participation and course follow-up on completion of the course. Furthermore, a major advantage of the
Instructor Portal is that it enables instructors to easily create virtual classrooms and assign courses to
virtual classrooms.
An instructor is responsible for conventional classroom training. An instructor also hosts live courses in
virtual classrooms.
A tutor is usually responsible for learners who can determine their own learning speed. A tutor can also
support an instructor in classroom training. Of course, one person can also fulfill both roles.
© SAP AG HR140 6-34

"

Describe the functions in the Learning Portal
SAP AG 2008
© SAP AG HR140 6-35

Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 6-36

SAP AG 2008
© SAP AG HR140 6-37

As line manager in Training Management, you find
out about the options available for offering virtual
learning groups in the Learning Portal.
SAP AG 2008
© SAP AG HR140 6-38

,
SAP AG 2008
SAP Enterprise Learning comes with in-built integration to Virtual learning rooms powered by Adobe
Connect, that offer world-class capabilities to conduct online classroom sessions and meetings in which
instructors and learners can participate.
*Please notice: The license to use SAP Learning Solution does not include a license to use the Business
Function 'HCM, Enterprise Learning,' which is exclusively available to customers who have purchased a
separate license to use SAP Enterprise Learning (environment). If you would like to acquire the use
rights to the Business Function 'HCM, Enterprise Learning,' please contact your SAP Account Executive
for additional information regarding pricing and availability for the SAP Enterprise Learning
(environment) product.
© SAP AG HR140 6-39

)% 6$ % (
Enterprise Portal
3rd party
Collaboration Real-
Real-Time Groupware
synchronous
Room Collaboration Integration
collaboration
Collaboration Framework
Knowledge Management – Repository Framework

(Information Services)
WebDAV WEB KM
File Server PLM DMS Others…
SAP AG 2008
An important tool for overcoming a learner's isolation in e-learning scenarios is the use of modern
collaboration technology, such as e-mail and chat rooms.
In the SAP Learning Solution, we recommend using the collaboration tools of the SAP Enterprise Portal
for this purpose, and integrating them directly into training management in SAP Enterprise Learning.
The collaboration concept in SAP NetWeaver is now introduced in general. Its specific implementation
in the SAP Learning Solution is then described.
© SAP AG HR140 6-40

% - 4
SAP Enterprise Portal
Collaboration
Room
Directory
Collaboration
Room
Collaboration
Launch Pad
My Team
Contacts Members
Collaboration Services and Integration
Asynchronous Groupware Synchronous

Collaboration Collaboration
Tasks Calendar Instant
Discussions Appointments Messaging
Feedback Availability Application
Rating E-Mail Sharing
Comments (WebEx)
SAP AG 2008
As you can see in the above diagram, SAP NetWeaver collaboration comprises several components. In
addition to the usual discussion groups and file sharing options, external products such as WebEx can
also be used for synchronized collaboration.
© SAP AG HR140 6-41

*
SAP Enterprise Portal
Course CRM, SRM, PLM

Administrator Room
Tutor
Applications
Room
iView, Pages, …
Room Template
Administrator Room
creation Discussion
or Room
assign
Room Collaboration Services
Roles Services
Room
Room
Members Chat
Room
Calendar
SCF
Learners
Application sharing
SAP AG 2008
The (collaboration) portal administrator decides whether and how the different options – news board,
membership lists, to-do lists with progress displays, and so on – are available in these virtual
collaboration rooms.
The first step usually involves creating appropriate templates.
The users are then assigned to the specific collaboration room itself, given roles, and granted
authorizations.
The most important roles are usually "room owner" and "room member".
© SAP AG HR140 6-42

, 0 %
Collaboration rooms
Virtual learning groups/teams
SAP AG 2008
Collaboration rooms are particularly useful as virtual classrooms for modern Blended Learning courses.
The teletutor performs the role of the room owner in this case, and supports the learning process by
asking specific follow-up questions and moderating the discussion forums.
To make sure learners can still keep track of their training activities, the SAP Learning Portal makes it
possible to navigate directly from the training activities to the corresponding collaboration rooms.
The links appear directly below the respective course.
By choosing this link, you will see a selection of suitable collaboration rooms.
This supports the creation of a type of "classroom" in which useful information can be exchanged
between the participants.
© SAP AG HR140 6-43

$ !
Course Curriculum type

group (L) Type (DC)
Create or
assign room
Course Curriculum
type (D) (EC)
Collaboration is inherited
Course E-Learning
(E) according to the hierarchy.
(ET)
SAP AG 2008
Collaboration can be linked with all object types of the SAP Learning Solution master data.
Create Course
Create New Collaboration Rooms
Assign New Collaboration Rooms
Book Course
Add Participants to a Collaboration Room (optional)
Send Notification E-Mail (optional)
Cancel Course
Remove Participants from Collaboration Room
Keep Participants in Collaboration Room
Change Participant's Role in Collaboration Room
Complete Course
Remove Participants from Collaboration Room
Keep Participants in Collaboration Room
Change Participant's Role in Collaboration Room
Rebook => Cancel / Book
Replace => Cancel / Book
View Attendance
© SAP AG HR140 6-44
"

SAP AG 2008
© SAP AG HR140 6-45

%
Unit Overview
Lesson 1: Concept
SAP AG 2008
© SAP AG HR140 6-46

%

environment
SAP AG 2008
© SAP AG HR140 6-47

%
As the graphical designer, you find out about

possible uses of the authoring environment.
SAP AG 2008
© SAP AG HR140 6-48

% 7
Requirements of Content:
The learning content must be
stable
accessible
reusable
interoperable
SAP AG 2008
Content must be stable - should not require modifications regardless of software updates.
Content must be accessible - can be identified and therefore found.
Content must be reusable - can be implemented and possibly modified by other systems or tools.
Content must be interoperable - can support different systems and hardware
The Learning Solution is based on the international standard SCORM.
© SAP AG HR140 6-49

(! !
Example Dynamic Learning Path

Initial test
Reference
Exercise 1 Sub-course
Overview
Final test Rules
Exercise 2
Rules
Reference
Exercise 1
Overview Initial test Sub-course Example Final test

Exercise 2
Overview/reference Top-down goal-oriented Example-oriented
SAP AG 2008
Different people have different learning methods.

Effective learning is supported by different learning strategies
Different learning strategies are served in that the presentation sequence of prepared content is optimized
in realtime.
© SAP AG HR140 6-50

( !
-
Workspace
Workspace
Learning Net Overview

Learning Net Overview
Messages
Messages and
and
Alerts
Alerts
Dialog
Dialog Area
Area
Strategy
Strategy Preview
Preview
Status
Status Bar
Bar
SAP AG 2008
In the authoring environment, you structure knowledge in a learning net using the top-down method.
This involves the following steps:
• You create learning nets and learning objects
• You create instructional elements
• You interlink instructional elements
• You interlink learning objects
Note:
E-learning created using the SAP Tutor or the RWD Infopack can be included using the authoring
environment.
© SAP AG HR140 6-51

with SAP.
SAP AG 2008
The following slides describe enhancements planned for the future in connection with SAP Enterprise
Learning.
© SAP AG HR140 6-52

( 1#
Training Management:
Portal Interface for Training Administrator
Authoring:
Rapid Content Publishing
Training Effectiveness Reporting:
BI Data Sources for Course Appraisals
SAP AG 2008
Training Management:
Portal Interface for Training Administrator:
Training Aministrator Portal Role provides a simpler means of performing regular course administration
activities such as, scheduling courses and managing participation, monitoring resources and capacities,
correspondences, following-up courses and managing mandatory courses. Managers can also manage
mandatory course assignements for their learn.
Authoring:
Rapid Content Publishing:
Content Publishers will be able to publish course content packages to the content management system
from a web-based interface.
Training Effectiveness Reporting:
BI Data Sources für Course Appraisals:
Organizations can report and analyze learners appraisals of courses. This can help them to improve their
training programs.
© SAP AG HR140 6-53

( 2#
Talent Management:
Integration with Performance Management
Manager Services
General:
Concurrent Employment Enablement
Distributed Learning:
Offline Course Distribution
SAP AG 2008
Talent Management:
Integration with Performance Management:
means that appraisers can search for courses that might help employees to achieve their objectives and
book them directly.
Manager Services:
Managers can assign mandatory courses to their team members, as well as book them to specific
courses.
General:
Concurrent Employment Enablement:
Training needs of employees with global or concurrent employment can be managed through SAP
Enterprise Learning.
Distributed Learning:
Offline Course Distribution:
E-learning courses can be distributed to remote locations through CD´s. Content can be used by many
learners and progress can be synchronized online. This enables organizations to reach out to locations
which have limited connectivity or has bandwidth limitations.
© SAP AG HR140 6-54

% "

environment
SAP AG 2008
© SAP AG HR140 6-55

"

Describe the concept of the SAP Enterprise
Learning solution
Describe the functions of the Learning Portal
environment
SAP AG 2008
© SAP AG HR140 6-56

Exercises
Unit: Overview Learning Solution

Lesson: Learning Portal

• Create a course type and create a course in the back-end system.
As a training administrator, you create course types and courses in the

back-end system.
1-1 Create a new course type in the back-end system.

Use the dynamic training menu of the Learning Solution for this purpose.
1-1-1 Choose the course type group Training International
1-1-2 Set an access for the course group Training International.
1-1-3 Create a new course type group XX with the details of your choice. The course type
should have 01.01 of the current year as the start date.
1-2 Create a new course in the back-end system.

Use the dynamic training menu of the Learning Solution for this purpose. Use the delivery
method Classroom Training for the new course.
1-2-1 Create a new course group XX for the course type group XX that was just created
with the details of your choice. The course should have the Monday of the current
week as the start date.
© SAP AG HR140 6-57

© SAP AG HR140 6-58
Solutions
Unit: Overview Learning Solution

Lesson: Reporting
1-1 Create a new course type in the back-end system.

Use the dynamic master data menu of the Learning Solution for this purpose.
1-1-1 Choose the course type group Training International
Use the master data catalog of the Learning Solution.
Choose the following menu path for this Human Resources SAP Learning
Solution Settings Current Settings Master Data Catalog.
1-1-2 Set an access for the training group Training International using the function "Set
Access" (using the function bar at the top).
1-1-3 Create a new course type group XX with the details of your choice. The course type
should have 01.01 of the current year as the start date.
Use the context menu (right mouse-click) to choose the option "Create Level
Lower".
Maintain the data of your choice.
1-2 Create a new course in the back-end system.

Use the dynamic training menu of the Learning Solution for this purpose. Use the delivery
method Classroom Training for the new course.
Choose the following menu path for this purpose Human Resources SAP Learning
Solution Courses Course Menu
1-2-1 Create a new course group XX for the course type group XX that was just created
with the details of your choice. The course should have the Monday of the current
week as the start date.
© SAP AG HR140 6-59

© SAP AG HR140 6-60
Contents:
Introduction to Organizational Management
Additional Information for Qualifications
Additional Material for Enhancement Packages
Additional Sources of Information
SAP AG 2008
This information can be used as additional material. It is not an official part of this course HR140
"Business Processes in Talent Management".
© SAP AG HR140 A-1

Objects
Organizational
Management is based
on organizational
objects
manages
Display links
These objects reports reports describes
are linked by means to to
of relationships
Attributes
Objects are
characterized
by additional
attributes
SAP AG 2008
The concept behind Organizational Management is that each element in an organization is depicted as an
object in its own right with individual characteristics. These objects are individually created and
maintained. Then they are connected to each other using relationships (see above). This creates a
network whose flexibility enables you to carry out personnel planning, previews, and reports.
You can create additional characteristics for objects. This provides additional information for other
components, evaluations, and so on.
All object characteristics (existence/relationships/characteristics) are maintained in infotypes.
© SAP AG HR140 A-2

Object Types Object Type Key Object Icon
Organizational unit O
Position S
Job C
Cost Center K
Person P
SAP AG 2008
There are five basic object types and each has its own object type key
You can create an organizational plan using multiple different object types. The following five object
types typically form the basis of the organizational plan.
Positions S
Persons P
Organizational units O
Jobs C
Cost centers K
Persons
Persons are the holders of positions. Positions are defined and assigned to organizational units and cost
centers.
© SAP AG HR140 A-3

Organiztional units describe the various
units of your company
structured according to task and function-related aspects.
Together, several organizational units and their hierarchical
relationships form an organizational structure.
Board
Human Resources Financials
Payroll Benefits Creditors Debtors Audit

SAP AG 2008
Organizational unit: Object type key 'O'

Organizational units are units of your company that perform a function. Depending on how tasks are
allocated in your company, these units can be departments, groups or project teams, for example.
Organizational units are not the same as other enterprise structures, such as personnel area, company
code, and so on. These are used to map structures such as Personnel Administration or Accounting in the
relevant components.
You create the organizational structure of your company by relating organizational units to one another.
These relationships can be in a hierarchy or a matrix. This allows you to create organizational structures
in a hierarchy or matrix.
The organizational structure is the basis for the creation of an organizational plan.
© SAP AG HR140 A-4

Positions are specific
Position:
vacancies in your enterprise Secr. -Sales
to be filled by holders.
In most cases, a position

is filled by one employee.
Position: However, positions may have
Secr. -Production more than one employee
assigned to them.
Positions are Position:

enterprise-specific. Secr.- Marketing
SAP AG 2008
Position: Object type key 'S' (specification)

Positions are concrete and can be or are occupied by holders (employees or SAP system users).
Positions can be 100% filled, partially filled, or vacant.
One position may also be shared by several employees, each working less than full time. For example,
two employees can hold 60% and 40% of one position.
© SAP AG HR140 A-5

Jobs
When creating an organizational plan, jobs
help you to create further positions.
Pos.: Secretary
Position: Position:
Secretary Sales Secretary Marketing
Position:
Secretary Production
SAP AG 2008
Pos.: Object type key C (classification)

Jobs are general classifications for function groups (head of department, for example).
If you create a new position (for example, head of department US Sales Office), the position must be
related to the corresponding job (for example, head of department). A job describes a position. Through
this relationship, the position automatically inherits the tasks and characteristics assigned to the job.
This significantly reduces data entry time, since tasks and characteristics do not have to be assigned to
each position separately. Instead, they are inherited via the descriptive job.
Specific tasks and characteristics can be assigned directly to positions.
Jobs are also important in the following components:
• Workforce Deployment
• Personnel Cost Planning
• Career and Succession Planning
• Enterprise Compensation Management
© SAP AG HR140 A-6

Persons are objects that hold positions within the
organizational structure.
Additional information for persons is maintained in
Personnel Administration.
Personnel Administration
Org. Assignment
Planned Working Time
Basic Pay
Address
SAP AG 2008
Person: Object type key: 'P'

Persons generally represent employees in your company and hold positions in Organizational
Management.
The characterisitcs of persons are maintained in Personnel Administration. Persons are linked to an
organizational plan via their assignment to a position.
The infotype Organizational Assignment in Personnel Administration contains the position assignment
and, if integration is active between Organizational Management and Personnel Administration, the job,
organizational unit, and cost center.
© SAP AG HR140 A-7

Search Area Overview Area
Selection Area Detail Area
SAP AG 2008
You can use transaction PPOME "Organization and Staffing Change" to maintain the basic framework
of the organizational plan quickly.
© SAP AG HR140 A-8

! "
SAP AG 2008
SAP Talent Visualization by Nakisa facilitates a simple, intuitive display for the areas:
• Organization
• Succession Planning and
• HCM Analytics (Dashboard)
SAP Talent Visualization allows employees, managers and key users to access talent data, and thus they
can identify key positions and talents.
This slide is an example of how an organizational plan is displayed.
Use the following link for more information: www.sap.com/usa/solutions/solutionextensions/index.epx.
© SAP AG HR140 A-9

# $ %&'
Catalog 01.01.2000 - 31.12.9999
?? .......... Qualification group
?? Licenses/ Certificates
First Aid Course Qualification
..........
?? Interpersonal Skills
Team Skills
Communication
IMG: E-
E-Recruiting
..........
Restrict View
?? Language Skills of the Qualifications
? ? Italian Catalog
Business Italian
Technical Italian
? ? Spanish
SAP AG 2008
In the SAP_RECRUITING view, the qualification groups from the qualifications catalog that are to be
used for E-Recruiting are assigned.
The following view of the qualifications catalog is delivered in the standard system:
SAP_ERECRUITING (E-Recruiting).
You MUST use THIS view of the qualifications catalog if you want to restrict the qualifications catalog
within E-Recruiting.
The qualifications catalog itself is usually created in Personnel Development Customizing.
© SAP AG HR140 A-10

# "
Qualifications Catalog
Qualification
Block (QB)
Job/Position
SAP AG 2008
In system table T77S0, you can use the switch QUALI BUSE to activate the qualification block
function.
You can use the import function in subprofile maintenance of jobs and positions to maintain
qualification blocks (transaction PPPM).
The qualification blocks support processes in the defense industry. They are delivered in the standard
system.
At present, the qualification blocks do not have a functional significance in Talent Management.

(( )
Group RECFA: E-Recruiting
Group QUALI: Personnel development
Group HAP00: Performance Management
Group SEMIN: Training Management
Group HRLSO: Learning Solution
SAP AG 2008
Some examples with regard to control parameters of system table T77S0:

Group HAP00:
• You can use the switch HAP00 REPLA to specify whether you want to continue using the
subcomponent Appraisal Systems or whether you want to replace it with the subcomponent Objective
• The value of the switch is A to activate the subcomponent Objective Setting and Appraisals. If value
of the switch is blank, then the older appraisal systems are used.
SAP recommends that implement the component Objective Setting and Appraisals.
Group HRLSO:
• The value of the switch HRLSO HRLSO is X to activate the SAP Learning Solution. If value of the
switch is blank, then the SAP Learning Solution is not active.
Note: You can use transaction SFW5 to activate the business functions, for example the Learning
Solution ( HCM_LSO_VLR) business functions.

% * "
% * "
Optional
Enterprise Services
Switch Framework
New/improved functionality
"
Legal/tax
changes, corrections
Mandatory
SAP AG 2008
We plan to deliver several Enhancement Packages a year (2-3). Customers can choose to import the
Enhancement Packages. As mentioned above, Enhancement Packages may contain new functions and
Enterprise Services and composite applications that use these functions. We want to deliver new
functions cumulatively and enable customers to use the SAP NetWeaver Switch Framework so that they
can configure the new functions for their system landscape. In this way, we help our customers to
minimize the impact on the core systems and to manage the whole complexity when implementing new
functions.
However, we will continue to deliver Support Packages. Some Support Packages may be geared towards
new functions that were delivered within the scope of Enhancement Packages. However, it is crucial that
we deliver important updates and corrections in a way that is familiar to the customer. At the same time,
we offer our customers new functions that they can implement when they want.

%' % * " '
EHP4
EHP3 (Q4 2008)
EHP2 (Q4 2007)
EHP1 (Q2 2007)
(Q4 2006) …
SAP ERP
(ECC 6.0)
Netweaver 7.0
SAP AG 2008
The aim of this concept is the continuous delivery of innovative developments via Enhancement
Packages based on the stable core of SAP ERP Release 6.0.
Enhancement Packages are not Support Packages. Support Packages contain corrections and legal
changes. SAP Enhancements contain new functions.

% * " +$
E-Recruiting Performance Learning Enterprise

Management Solution Compensation
Management
EnhP 1 No No No No
EnhP 2 Yes No Yes No
EnhP 3 Yes No No No
EnhP 4 Yes Yes Yes Yes
SAP AG 2008
This slide describes in which Enhancement Package and for which solution the delta function is
delivered.

+$ $
• HR270 SAP Enterprise Learning Learning Solution
• HR272 SAP Enterprise Learning: Content-Development and

Integration (Authoring Environment)
• HR316 E-Recruiting
• HR510 Personnel Development and Performance Management
• HR515 Trainingsmanagement
SAP AG 2008
See the online training catalog for information about the current HCM curriculum.
For example, go to www.sap.de/education for access to the current catalog for SAP Germany
international subsidiary.

, -))./
• http://www.help.sap.com/erp2005_ehp_03/... (SAP Library)
• http://www.sap.com/solutions/business-suite/erp... (SAP Homepage)
• http://www.service.sap.com/... (Service Marketplace)
• http://www.service.sap.com/rkt-erp... (RKT Material)
• http://www.service.sap.com/instguides (Installation Guides)
SAP AG 2008


HR140 - Business Processes in Talent MGMT

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

HR140 - Business Processes in Talent MGMT

Uploaded by

Copyright:

Available Formats

SAP AG 2008 © SAP AG 2008

Copyright 2008 SAP AG. All rights reserved.

Notes to the user

© SAP AG HR140 1-1

© SAP AG HR140 1-2

© SAP AG HR140 1-3

Appendix Organizational Management

© SAP AG HR140 1-4

Unit 1: Course Overview

Unit 2: Talent Management Overview

Unit 3: E-Recruiting Overview

Unit 4: Succession Planning Overview

Unit 5: Performance Management Overview

Unit 6: Enterprise Learning and Learning Solution Overview

© SAP AG HR140 1-5

© SAP AG HR140 1-6

© SAP AG HR140 2-1

© SAP AG HR140 2-2

Unit 1: Course Overview

Unit 2: Talent Management Overview

Unit 3: E-Recruiting Overview

Unit 4: Succession Planning Overview

Unit 5: Performance Management Overview

Unit 6: Enterprise Learning and Learning Solution Overview

© SAP AG HR140 2-3

No chance to react quickly to

Many business problems are due to technological problems.

© SAP AG HR140 2-4

Updating HR data: Supply of talent

© SAP AG HR140 2-5

Attract and acquire

Educate and develop

Identify and develop tomorrow's leaders

Align and motivate

Analytical evaluations, competencies, HR , …

© SAP AG HR140 2-6

Workforce Process Management:

© SAP AG HR140 2-7

© SAP AG HR140 2-8

© SAP AG HR140 2-9

Succession & Recruiter

© SAP AG HR140 2-10

Talent development specialist (TDS) portal role

Planning Supporting Executing Monitoring

Attract and Acquire

Educate and Develop

Analytics, qualifications, HR and so on

© SAP AG HR140 2-11

Talent development specialist (TDS) portal role

© SAP AG HR140 2-12

Standard delivery for BI Reporting

Logistics Personnel Administration

© SAP AG HR140 2-13

Key figures/standard queries

© SAP AG HR140 2-14

Talent Management Analytics

Reporting of Key Figure / Key Indicators

General Reporting using different Talent

Delivery of Standard Content and

for ERP 6.0 via Business Intelligence

© SAP AG HR140 2-15

Status overview of appraisal documents

© SAP AG HR140 2-16