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SAP HCM: Talent Management Story

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SAP HCM: Talent Management Story

  1. 1. Talent Management:From Recruiting to SuccessionAndrey Kulikov, SAP HCM Architect, SAP CIS
  2. 2. TimmyVP HR New Hire
  3. 3. It took 2 days to prepare the report
  4. 4. Quarter bonus was calculated manually
  5. 5. Simple integration scheme
  6. 6. There was a clear need for one real source of truth
  7. 7. Rapid deployment solutionshelped to :• Accelerate the implementation• Cut the costs
  8. 8. • How to hire faster and better?• How to increase workforce productivity?• How to train people better without additional costs?• Who are top talents and potential successors?
  9. 9. Requisition Candidate’s Posting request registration Search and Interviews Hire interviews and rankingEnd-to-end recruiting in the same system
  10. 10. Internal Candidates External CandidatesManagers Job BoardsRecruiters SAP HCM
  11. 11. Sourcing times and recruiting process costs reduced• How to increase workforce productivity?• How to train people better without additional costs?• Who are top talents and potential successors?
  12. 12. Simulate Manage GoalsCompensation Appraise Review GoalsPerformance
  13. 13. Team GoalsCompany Individual Goals Goals Employee Documents
  14. 14. Meets ExpectationsDoesn’t meet Exceedsexpectations Expectations
  15. 15. Meets Expectations Doesn’t meet expectations Exceeds expectationsPerformance appraisals can be the base for compensation plans
  16. 16. Sourcing times and recruiting process costs reduced Workforce productivity increased• How to train people better without additional costs?• Who are top talents and potential successors?
  17. 17. Ineffective training with high costs – those issues had to be addressed
  18. 18. Learners Authors and Trainers Authoring Managers Environment Training SAP HCMAdministrators
  19. 19. Sourcing times and recruiting process costs reduced Workforce productivity increased Learning is cost-effective and focused• Who are top talents and potential successors?
  20. 20. PlanDefine key Nominate Talent review developmentpoistions successors meeting goalsPlan career
  21. 21. One single talent profile covering all areas Work Performance Career Goals Qualifications and Potential Experience Internal Work Performance Career Types Soft skills Appraisals Experience External Work Preferred Jobs Professional skills Potential Appraisals Experience Accomplishments Mobility Training activities Development Plans
  22. 22. Key Position Successor SuccessorVisual Succession Planning
  23. 23. Which career path to take?Best employees need a tool to plan growth
  24. 24. Where am I? Where do I How will I want to be? get there? Preferred CompetenciesCompetencies Jobs Comparison Position Find Profile Career Career Goals Matching Information Jobs
  25. 25. Sourcing times and recruitingprocess costs reducedWorkforce productivity increasedLearning is cost-effective andfocusedRetention rate increased and keypositions secured
  26. 26. SAP can do all these things

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