PA-ER E-Recruiting. SAP ERP Central Component

Transcription

1 PA-ER E-Recruiting SAP ERP Central Component Release 6.0 Release Notes

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3 Release-Informationen Inhaltsverzeichnis SAP AG 23 PA-ER E-Recruiting Send Questionnaires to Candidates within F (New) Delete External Candidates Taking Legal Gu Account (New) Employee Referral (New) Language Versions of Job Posting (New) Interface IF_HRRCF_PUBLISHER (Enhanced) Customizing Standard for Search for Postings (Changed) Reconcile HR Master Data and E-Recruiting (New) Publish Job Postings Using XI (New) Data Transfer for New Employees Using XI (New) PA-ER-SP Succession Planning Succession Planning (New) PA-ER-AT Applicant Tracking Talent Groups (New) 9 SAP AG iii

4 23 PA-ER E-Recruiting 23.1 Send Questionnaires to Candidates within Framework of TRM (New) As of SAP ECC6.0, ERECRUIT 600 you can send questionnaires to candidates not only in the context of a requisition, but also within the framework of Talent Relationship Management (TRM). You can send them directly to candidates or to assigned candidates of a talent group. In this way, you can collect additional information from the candidates for evaluation purposes. The questionnaires can be completed either by the candidate or by the recruiter or succession planner during an interview with the candidate. When the candidates have completed the questionnaires, the system can evaluate and rank the information, and you obtain a list of the candidates, sorted by the responses to the questions. The following new functions for questionnaires are delivered: - Questionnaires are sent to candidates by without candidates having to be assigned to a requisition. - Questionnaires are completed by the recruiter or succession planner together with the candidate. - Completed questionnaires are called from the data overview for the candidate. - Questionnaires are a criterion of the search for candidates in the Talent Pool in the Talent Relationship Management subarea and in the Recruitment subarea - Candidates' responses in questionnaires are evaluated using automatic ranking - Questionnaires and questions can be sorted into questionnaire groups according to their content. This enables the user to get a clear overview when there is a large quantity of questions and questionnaires. - Questionnaire maintenance for EEO Questionnaires is displayed separately on the user interface from the questionnaire maintenance for Evaluable Questionnaires - The following new attribute for questionnaires is delivered: Questionnaire Group (questionnaire belongs to a questionnaire group) Effects on Existing Data The questionnaire category Job-Related Information has been renamed as Evaluable Information. You define questionnaire groups using the IMG activity Define Questionnaire Groups. Perform the IMG activity Update Categories to see the new names of the questionnaire category. SAP AG 1

5 23.2 Delete External Candidates Taking Legal Guidelines into Account (New) As of SAP ECC 6.0, ERECRUIT 600 you can delete external candidates using a deletion program and taking into account legal time limits. The deletion program also considers legal requirements relevant to the respective countries and regions. Depending on the legal situation, most of the data for candidates must be deleted if the candidates withdraw their application or as soon as the recruitment process is completed. In other cases, however, the application and the audit trails may have to be retained for a certain period of time. You can store time limits for both cases in Customizing: - Expiration Period The expiration period indicates the maximum period of time an application and the candidate's person-related data may be saved in the system once the recruitment process has been completed. The process is completed when the application status is set to rejected or withdrawn. The expiration period is not yet included in the standard system for this release. - Retention Period The retention period indicates how long a requisition and all related information (applications, applicant data, activities, audit trails, and so on) must be retained before they can be deleted. The time limits are automatically stored by the system for the relevant requisition object or application object. In this way, when you are deleting candidates, you can take into account the retention or expiration periods for objects linked to the candidate. The deletion (deregistration) is executed using a two-step process. - In the first step, the external candidates that are to be deleted are identified and marked. This can be done by the recruiter who assigns these candidates to a specific talent group, for example, or through deregistration by the administrator or by the candidate directly. - In the second step, the administrator executes a deletion program and deletes the external candidates. Legal guidelines can be taken into account when the system automatically observes the retention periods. The stored expiration periods are not currently included. When all time limits have expired, the program physically deletes from the database all data for the relevant candidate and all links between the candidate and other objects. SAP AG 2

6 You can store the legal time limits using the IMG activity Store Legal Periods Employee Referral (New) As of SAP ECC 6.0, ERECRUIT 600 you can include employee referrals within the framework of the recruitment process. The employee referral contains the following functions: - An external applicant can use the application wizard to specify the application source, in other words, how he or she found out about the job posting. The applicant can also store an application source type and an exact description. If Employee Referral is selected as the application source type, the candidate can enter the name of the referring employee. - A data entry clerk can also enter employee referral data when manually entering data from written applications. The data entry clerk can use a search application to find the actual referring employee based on the employee referral data. The data entry clerk can then assign the employee to the application. - In the overview of applications, the recruiter can see whether applications are a result of an employee referral. The recruiter can filter the applications using the criterion employee referral as the application source type, and then handle these applications separately. - The recruiter can view the application source information in the data overview of the application. - The recruiter can use the search help to find the actual referring employee based on the employee referral data. The recruiter can then assign the employee to the application. The employee referral data is stored in the Application Information infotype (5132). You define the application source types using the IMG activity Define Application Source Categories and Assign Note Texts. Store the application source type Employee Referral and an OTR text with a description. You define the application sources using the IMG activity Define Application Sources. Store the application source Employee Referral with the application source type Employee Referral. SAP AG 3

7 23.4 Language Versions of Job Posting (New) As of SAP ECC 6.0, ERECRUIT 600 you can store texts for a job posting in the languages that are specified in Customizing as relevant for SAP E-Recruiting. In this way you can publish the job posting in several languages. To do so, specify the publication language each time you create a publication. The system automatically uses the posting texts stored for this language version, if available. The languages in which you can create texts for job postings correspond to the available languages for SAP E-Recruiting. You define these using the IMG activity Determine Languages Available Interface IF_HRRCF_PUBLISHER (Enhanced) As of SAP ECC 6.0, ERECRUIT 600 the interface IF_HRRCF_PUBLISHER has been enhanced with two more methods that enable the user to withdraw a released posting. You must store a publisher class when you define the posting channel (see the IMG activity Define Posting Channels). Publisher classes are ABAP classes that implement the interface IF_HRRCF_PUBLISHER. The Withdraw_possible method is used to check whether the status of a publication may be changed from released to withdrawn. The new Withdraw method is called each time the status of a posting is changed from released to withdrawn. The method then initializes all steps required to withdraw the posting. For this purpose, you must define the system behavior when setting up your E-Recruiting system. One possibility could be that the system sends an XML document with the status withdrawn to the job board. SAP AG 4

8 23.6 Customizing Standard for Search for Postings (Changed) As of SAP ECC 6.0, ERECRUIT 600 when processing applications, the recruiter can now search for requisitions for which no postings have been published. Up until now, when a search for requisitions was made, only those requisitions were found for which a posting was published. Effects on Existing Data The search for requisitions for which there are no published postings is now stored as a standard. This has resulted in a change in the standard Customizing of the IMG activity Assign Search Template Groups to Search Applications. In the standard system, the following search template groups are stored as of Release 600 for the calling controller: CompID of Calling Controller cdcyreqsearchexternalpostings Postings cdcyreqsearchinternalpostings Postings Scenario (Search Template Group) Search for External Requisitions with and without Search for Internal Requisitions with and without Note If you want to restore the pre-release-600 system behavior of your system, you must store the following search template groups for the calling controller: CompID of Calling Controller cdcyreqsearchexternalpostings cdcyreqsearchinternalpostings Scenario (Search Template Group) Requisition Search with External Postings Requisition Search with Internal Postings The standard settings of the IMG activity Assign Search Template Groups to Search Applications have changed, as described under Effects on Existing Data Reconcile HR Master Data and E-Recruiting Data SAP AG 5

9 Synchronously (New) As of SAP ECC 6.0, ERECRUIT 600 the reconciliation of data between HR master data and SAP E-Recruiting in the standard system has changed from asynchronous to synchronous if you run SAP E-Recruiting with the SAP ECC components on the same instance. The data is reconciled synchronously using the BAdI implementation (BAdI = HRSYNC_P, BAdI implementation = CONV_HR_DATA_TO_EREC). The BAdI implementation is delivered as active in the standard system. With the synchronization, after changes have been made using HR standard transactions (for example, PA30, PA40, maintaining the qualifications profile), the data is written to E-Recruiting. Effects on Existing Data Up until now, the relevant HR master data has been reconciled using the HR_SYNC_PERSON report. After the upgrade, this report is now relevant only in a correction scenario, for example, if an error occurred during the synchronous reconciliation (see above): for example, if the personnel number was locked at the time. As of SAP ECC 6.0, ERECRUIT 600 the qualifications profiles of employees are also synchronized with the qualifications profiles of internal candidates in SAP E-Recruiting. For more information, see the documentation for the IMG activity Software Runs on One Instance Publish Job Postings Using XI (New) As of SAP ECC 6.0, ERECRUIT 600 you can use an XI interface to send job postings to job boards. An XML document with the posting information is sent to the XI server from E-Recruiting. On the XI server, the E-Recruiting structure is then mapped to a structure that complies with the requirements of the HR-XML Consortium ( relating to the XML schema for sending data to job boards (Staffing Exchange Protocol (SEP) 2.0 PositionOpening Schema). In order that the job board receives the correct information from the XI server, you must agree with the recipient of the posting on the contents in the XML schema. The implementation delivered by SAP is a sample you can use to send HR-XML-compliant messages using the XI server. SAP AG 6

10 See also To be able to use the SAP Exchange Infrastructure to publish your job postings, you must store one or more new posting channels in table T77RCF_POSTCHN. The publisher class assigned to the posting channel must be an ABAP class that implements the interface IF_HRRCF_PUBLISHER. The new publisher class CL_HRRCF_PUBLISHER is delivered as an example. You can store this information using the IMG activity Define Posting Channels. Interface IF_HRRCF_PUBLISHER (Enhanced) 23.9 Data Transfer for New Employees Using XI (New) As of SAP ECC 6.0, ERECRUIT 600 you can use the SAP Exchange Infrastructure (XI) for integration between the E-Recruiting system and any HR system, rather than using a Remote Function Call (RFC) that adds the data in the HR transaction PA48. With the SAP Exchange Infrastructure, you can transfer the data of an external candidate from E-Recruiting to a connected HR system after the candidate has accepted a job offer. The transferred data is used to fill the master data fields for the new employee. When the hiring process is completed, the person is an employee and no longer an external candidate. This information is forwarded to the E-Recruiting system so that the person is no longer treated in this system as an external candidate, but rather as an internal candidate. SAP E-Recruiting provides you with an interface that you can use to realize the data transfer of the candidate to any HR system and the subsequent confirmation to the E-Recruiting system of the personnel number that was assigned in the HR system for the candidate. In the case of a receiving HR system as of Release SAP ECC 6.0, the XI data can be processed by the framework for HCM Processes and Forms and a hiring process can be triggered there that the HR Administrator uses to hire the new employee. Note You must also perform the IMG activity Set Up ALE Distribution for SAP E-Recruiting if you use the new data transfer. You can use the switch of XI for Data Exchange with XI HRRECFA HRXI in the IMG activity Set System Parameters to determine that the data is to be transferred from E-Recruiting using the SAP Exchange Infrastructure. SAP AG 7

11 23.10 PA-ER-SP Succession Planning Succession Planning (New) As of SAP ECC 6.0, ERECRUIT 600 the Succession Planning function is available in E-Recruiting. You can use this function to display Web-based succession processes that enable you to identify key positions in the company and to select and determine suitable successors. The application has functions for the succession planning process that let you: - Reuse existing person-related data from your HR system - Identify and rank potential successors quickly and effectively based on a comprehensive data basis - the free text search to access unstructured information that is created by potential successors or succession planners In addition, there is the Succession Planner role in the function to facilitate the work processes of the succession planner. The succession planner is supported by various application functions for the following: - Determine the planning team that works together to process the requirements for a key position or key job - Describe key positions or key jobs - Determine potential candidates as successors and change the status of the succession candidates - Trigger individual development actions for the potential successors - Create and print a provisional or final succession plan for the Talent Review Meeting The most important source of information for the Talent Review Meeting is the succession planning profile that can be individually customized and in which all relevant information is clearly laid out. Note In the current release we only support the determination of internal candidates. The Implementation Guide for E-Recruiting was restructured and divided into general areas pertaining to the basic settings for E-Recruiting as a whole, Recruitment, and Succession Planning. SAP AG 8

12 The objects are separated by technical settings. Among other things, the requisitions from Recruitment were decoupled, so that existing settings in the Recruitment function that you have already used are not affected. In this way, you can map the succession planning process independently from Recruitment. In principle you can configure the succession process in one of the following ways: - You can run Succession Planning together with Recruitment and SAP ECC 6.0 (SAP HR_600) on one instance (full integration). If you want to configure a fully integrated system installation, you must also make settings in the Implementation Guide for Personnel Management under Personnel Administration -> Interfaces and Integration -> Integration with SAP Business Partner. the switch settings from client 000 in your system. In this way, you provide HR master data and organizational data from other applications that depict persons and organizational units as business partners. - You can run Succession Planning together with Recruitment on one instance and run SAP ECC 6.0 (SAP HR_600) on a separate instance. In this case, you must map your enterprise structure in the IMG activity Set Up ALE Distribution for E-Recruiting. The employee data is stored in the form of an SAP Business Partner that is created for each employee in E-Recruiting PA-ER-AT Applicant Tracking Talent Groups (New) As of SAP ECC 6.0, ERECRUIT 600 you can structure the Talent Pool using talent groups. A talent group contains candidates with similar characteristics. Candidates can be assigned to a talent group for various reasons. Talent groups are created by the administrator for E-Recruiting and made available to the recruiters and succession planners stored in the talent group as processors. The recruiters and succession planners can manually assign candidates from the Talent Pool to one or more talent groups. You can assign the candidates individually or as part of a mass processing. Recruiters can use the talent groups when searching for suitable candidates in the Talent Pool, or create activities within the framework of Talent Relationship Management (TRM) for candidates of a talent group. In addition, the succession planner can assign candidates identified as potential successors from the Talent Pool to a corresponding talent group in order to obtain a structured overview of suitable successors for specific jobs. The talent group contains the following functions: - Create, edit, delete a talent group - Manually assign one or more candidates to a talent group simultaneously - the talent group as search criterion in the candidate search - Display the data overview for a talent group SAP AG 9

13 - Display the assignment to talent groups in the candidate overview - Create TRM activities for all candidates of a talent group simultaneously SAP AG 10