What is new in EhP5 for HCM- Talent Management

Transcription

1 What is new in EhP5 for HCM- Talent Management 1. HCM, Enterprise Compensation Management 02 New Web Dynpro ABAP user interface and functionality enhances the compensation planning and approval process with various features including analytics, employee compensation profiles, employee-based budgets, dependent plans, flexible setup of planning table, and analytical reporting. Benefits Increased functionality and ease of use for planning and approving managers during the compensation process. Enhanced data and analytics available to support key decisions and serve as critical reference information throughout the year. Compensation administrators and HR-business partners benefit from additional configuration possibilities as well as power user access, enabling them to better align with internal compensation programs and effectively assist managers during the planning processes. New Features Compensation planning and planning overview user interfaces Enhanced user interfaces support the manager with the compensation planning process and higher level managers with the review and approval process. Features include improved budget display, embedded analytics, flexible setup and definition of customer tabs in the planning table, dependent plan support, Microsoft Excel download functionality, single employee planning, power user access, and more. Lack of key functionality and ease of use to support managers and administrators with compensation decision making process Budget display lacked budget name information Inability to export to Microsoft Excel and work offline Enhancements improve overall compensation decision making process by providing managers with improved user interfaces, functionality, and features. Compensation administrators have access to support managers via power user access and can leverage increased flexibility of configuration possibilities to better cater to the organization s business processes.

2 Compensation profile The enhanced compensation profile provides key data and analytics about an employee's compensation, history, critical organization, and talent data. Managers are able to leverage the profile to gain insight into previous compensation adjustments, organizational movement, and overall trends. There is also the ability to compare multiple short profiles of employees side by side. Lack of access to relevant data and analytics Organizations are able to leverage and customize compensation profiles to support their business processes Additional enhancements Enhancements to the budgeting process support bottom-up (employee level) budgeting. Additional functionality enables ability to maintain and change the budget and address organizational changes during the planning process. Database enhancements increase performance of the application for end users as well as enhance process support. Global employment support identifies the source of the data for compensation processing (for example, home, or host country). Lack of ability to create bottom-up (employee level) budgets Performance issues while accessing the compensation planning user interface Lack of flexibility to support global employment cases during the compensation planning process Organizations are able to create, monitor, and maintain employee-level budgets, as well as address any necessary changes which arise during the planning process. Managers benefit from the increased performance of the application. Global employment cases can be supported for compensation processing. 2. HCM Core Processes in Talent Management 02 Benefits Ensures accurate talent management analytics (including cross-analytics) in various business processes of talent management Allows customers to carry on with their business processes based on the new talent management and talent development solution

3 New Features Business intelligence content for talent management and talent development Cross-analytics for talent management and personnel administration: o Analyzes talent richness o Analyzes number of departures, entries, lateral moves, promotions, and other actions by talent groups Strengths and risks: o Shows the distribution of performance and potential o Gives an overview of risks and potential indicators from assessment Skills and competencies provides an overview on skills and competencies of all employees, as well as the position requirements within the organization Succession planning provides: o Reporting on key positions and successors o An overview on successor bench strength For further information on analytics and Xcelsiusdashboards for SAP ERP HCM please check Business Function HCM_Analytics_1. Lack of planning and monitoring support for processes in succession planning and talent management Ability to monitor succession planning Support for identifying talents in the organization Tools to measure the success of the corporation's talent development processes Migration tool delivered by Business Function: HCM, Core Processes in Talent Management Data migration for customers who have been running succession planning software from SAP based on former data models (SAP E-Recruiting based solution or the solution prior to SAP ERP 6.0) and who want to use the new talent management and talent development processes Data migration includes talent groups (based on data model from SAP E-Recruiting), succession plans (from any of the former data models), and initial transfer of values for potential or performance into the new infotypes. In addition, information about the work experience and education of candidate profiles in succession planning based on SAP E- Recruiting data model can be transferred into the talent profile, including the corresponding customization. Inability to reuse existing information (for example, talent data and talent groups) needed for continuing use of talent management processes Continuing efficiency with talent processes by transferring and reusing existing information

4 Printing of the talent profile This functionality enables the talent management specialist and the manager to launch a PDF form of the talent profile for printing purposes. Missing functionality for printing the talent profile information Printing talent profile information is an essential feature for HR experts and managers responsible for talent management and talent development. Talent review meeting: calibrate talents with incomplete assessment rankings Talent Review Meeting: With EhP4 SAP delivered an interactive grid supporting calibration of talents with completed performance and potential assessment rankings. With EhP5 it will be possible to include talents even without a completed performance or potential ranking. We enlarge the flexibility on business decisions on talents to be reviewed. While conducting the review meeting a separate box is displayed next to the calibration grid on the right hand side. All talents with an incomplete or invalid assessment ranking added previously to the corresponding agenda topic are displayed in this box for 'open assessments'. These talents can now be appraised while moving them via drag-and-drop in the calibration grid. Managers tend not to conduct all formal steps as preparation for the talent review meeting (that is, complete the performance appraisal and potential assessment) Talents without complete assessment ratings cannot be included in an agenda topic of a review meeting, so those talents are not available for discussions and further management decisions (for example, recently hired high-potential employee does not have a performance appraisal yet, but needs to be included in a talent discussion) Simplified way for managers to nominate their talents for a review meeting Talent management specialist can prepare and conduct the review meeting more efficiently Ad hoc printing of the calibration grid and grid as part of the handout This functionality enables the talent management specialist (TMS) to individually define the content of a handout. The TMS isable to decide whether the talents' list, grid, and all short or detailed profiles

5 shall be part of the handout. The TMS can launch apdf form of the calibration gird for printing purposes. This PDF form ensures that talents of crowded grid boxes can be viewed by using the scroll-bar in the online grid version and are printed accurately. The filter settings are considered when printing the grid. The manager is now able to print the calibration grid information available in the assessment dashboard. Insufficient functionality for printing the calibration grid information completely for the talent management specialist and manager. Via FlashIslandit was possible to create a screenshot with included potential scroll-bars, but some talents could not be viewed Missing functionality allowed lack of process support, so the grid was not included as part of the handout Printing the calibration grid and talents' population is an essential feature for HR experts when preparing or conducting talent review meetings Supporting talents assessment by providing a complete grid view Automated delimitation of successor and talent data Automated delimitation of successor relationships ensures accurate analytics on successful succession planning and talent management Automatic delimited successor relationship for successors becoming new incumbents of a position Several cases of time period intersection, i.e. overlapping periods of succession and incumbent relationship are taken into consideration Key guidance is that incumbent will not be allowed as successor for own position at the same time Delimitation of talent relationships for talents leaving the company or going to retirement Efficient support for users via reports providing clarity on changes applied and automatically fixing delimitations Process: Managing Succession and Talent Development Talent development process is key for the HCM-strategy of the company, so full transparency and accuracy on company talents is important Talent data and assignments must be kept up-to-date to ensure accurate analytics Data consistency and accurate analytics on succession planning processes Up-to-date information on talent relationships reflecting recent changes in employment status of talents Efficient and effective maintenance of talent-relevant data supported by automated system response Increased transparency in talent data quality thanks to tayloredreports Transfer of competencies to employee profile After conducting and completing competency assessments, customers want to have the ability to transfer the assessed competencies to the employee qualification profiles. Follow-up processes and

6 decisions can be based on the information updated in the profile. The completeness and accuracy of the employee profiles is crucial for analytical reporting. Process: Managing Succession and Talent Development Results of competency assessments could not be embedded into follow-up processes based on both skills and competencies because there was no complete view of skills and competencies. Consolidated view on skills and competencies stored in one profile Follow-up processes are now based on one employee skill and competency profile Deletion of assessment documents Talent assessments are often required in an organization one or more times a year Talent assessments can take place as preparation for talent review meetings or as a separate process Managers need the ability to delete incomplete employee assessment documents that are obsolete or created by mistake Process: Managing Succession and Talent Development Assessment documents created by mistake could not be deleted by the manager, which led to an unintended collection of obsolete data on the manager's side. Managers can get rid of assessment documents that have been created by mistake and have not yet been completed. Vertical alignment and table- like presentation of side- by- side comparison The profile information of side-by-side comparison is now table-like and vertically aligned. The data categories (for example, talent data, organizational assignments, and succession data) to be compared are displayed once on the left hand side and talents' profile information is represented side by-side and vertically aligned.

7 Process: Managing Succession and Talent Development Missing visual support when comparing talent information side-by-side A comfortable table-like presentation and vertical alignment of profile information in a side-by-side comparison enables the user to visually point out the similarities and differences. 3. HCM, Learning Solution 03 Benefits Learning analytics will help organizations to understand: o Whether the training programs are producing the desired effect of increasing the capability of their workforce o How much is being spent on training and if the spending is utilized uniformly by all organization members o What delivery strategies to adopt to keep training costs low while increasing training coverage o Which subject area the organization is spending more on o What compliance courses are being offered and taken o Whether learning activities are in sync with other talent management initiatives of the organization New Features Business intelligence content for learning The learning analytics business intelligence query helps in analyzing important learning-related key figures such as total number of people who took training, total and average person-hours of training delivered, total and average cost of training, and so on. Such key figures can be analyzed at different levels such as organization units, talent groups, job families, functional areas, and so on. Xcelsius dashboards for learning management Dashboard: Organization's training activities:customers get a key learning statistics overview such as number of people who took training in a given year, total and average person days of training and investment in training. These figures can be analyzed at levels such as organization units, job families, functional areas, and so on. For detailed analysis, users can jump to the BI query. Dashboard: Talent Group's training activities:customers get a training activity overview tailored for specific talent groups, including the number of people who took training, total and average person days and training expenditure, the most sought-after courses, and so on. For detailed analysis, users can jump to the BI query.

8 4 HCM, Performance Management 02 Benefits Additional configuration options for the predefined performance management process enabling customers to better align to organizational appraisal processes Improvements of existing features Predefined performance management process As part of the template configuration for the predefined performance management process, customers can define whether to include a review phase and a schedule meeting step in their process. They can define several processes and select the current valid one. There is also a translation option. 5 HCM, SAP E- Recruiting 4 Benefits Increased efficiency by enhanced applicant tracking process for the recruiter Increased efficiency by enhanced application registration process for the candidate Deeper integration between SAP E-Recruiting and HR when hiring a candidate, especially for supporting talent management and talent development processes Transfer of basic candidate data such as name, birth date, and contact information, but also work experience, education, qualifications, and customer-specific fields from SAP E-Recruiting to HR New Features Including customer- specific candidate profile data in the transfer to HR Customers can include customer-specific data from the candidate's profile in the transfer to HR. This data must be configured and implemented by the customer in the form of a customer implementation of the candidate profile. Customers cannot automatically transfer customer-specific data of the candidate in SAP E-Recruiting to HR; the information has to be manually re-entered during the hiring process Customer-specific data on the candidate's profile in SAP E-Recruiting can be automatically transferred to HR Providing a smooth and non- disruptive handling of the candidate services It provides a smoother, non-disruptive handling of the candidate services (such as logical navigation in the screens, ensuring re-access data and application in case of shut downs or screen closures, eliminating maintenance of duplicate information, and so on) It also guarantees minimum compliance to Web 2.0 concepts (such as confirmation procedure for security purposes, and connection to profiles in social networks)

9 Process: Managing E-Recruiting (old: Managing External Recruiting) Web 2.0 standards available in the candidate user interface are lacking Candidate registration process is difficult to use Screens are not harmonized More candidates will register via the enhanced and simplified candidate registration process More candidates are registered for the talent pool so recruiters have a wide choice of candidates (talents) New Verification Process with significant positive impact on registration and application process Reduction of useless MickyMouse applications in your talent (candidate) pool Data provisioning for a candidate's qualifications in SAP E- Recruiting The following information on a candidate's profile are provisioned in SAP E-Recruiting to be sent to HR: Qualification including proficiencies (HRP5105), education (HRP5104) and work experience (HRP5103) to be transferred to HR infotypes. Process: Administering Employee HR Data,ManagingE-Recruiting (old: Managing External Recruiting),Managing Succession and Talent Development The data transfer of candidate profile is not automated. The data on qualifications, educations and work experience from the candidate profile is automatically transferred to HR, and the information does not have to be maintained again. This approach supports talent management and talent development processes. Increasing efficiency with enhanced applicant tracking and work center process Various new dashboards are available to recruiters, providing them with an overview of their most important key objects for the categories applications, activities and Talent Relationsship Management Some process improvements in requisition management like approval workflow and job posting in the status draft Improvements in applicant tracking like candidate ranking functions, Confirmation activity and a better usability of the Activity Wizard

10 Process: Managing E-Recruiting (old: Managing External Recruiting) No dashboards available for the categories Applications, My Tasks and TRM No approval workflow available to approve requests for the release of requisitions via restricted recruiters No ranking methods available to work efficient with big assignment lists The recruiter's work will get more efficient with these new dashboards Process to approve requests for the release of requisitions that restricted recruiters have forwarded to you for approval Ranking methods can help you in your decision-making for getting the appropriate people for a vacant job