You can identify critical roles for your organization in the system and keep the risk and impact of your employees leaving the organization in the system. This way, you can easily analyze your organizational risks.
To back up critical roles or employees, you can search for talent in the system and designate your employees as backups for critical positions or for individuals. You can also carry out potential evaluations of your employees in the system and analyze which section they fall into in the matrix structure called the Nine Box. You can create talent pools for your high-potential employees.
To prepare the employees you include in the succession plan for future positions, you can give them development goals, and with these development goals you can analyze their training needs.
You can arrange your employees' future career goals according to your company's business requirements and define career paths in the system.
You can analyze the gaps between your employees' current competencies and the competencies they must have for a future role. By creating mentor programs in the system, you can also help your employees take the right steps on their career paths in line with their development.
With the standard dashboards within the module, you can analyze talent supply and your demands, make more informed decisions, and easily manage your organization's talent-management processes in the big picture.
Frequently Asked Questions
What does the SAP SuccessFactors Talent Management and Career Development module provide?
The SAP SuccessFactors Talent Management and Career Development module lets organizations identify critical roles, record the risk and impact of employees leaving, and analyze organizational risks. Talent searches can be run for critical roles, and employees can be designated as backups for positions or individuals.
What are the Nine Box and talent pools used for?
The Nine Box is a matrix structure in which employees' potential is evaluated and each employee's placement is analyzed. Talent pools can be created for high-potential employees, and employees in the succession plan can be given development goals that feed an analysis of their training needs.
How are career paths and mentor programs managed?
Employees' career goals are arranged according to the organization's business requirements and career paths are defined in the system. Gaps between current competencies and those required for a future role are analyzed. Mentor programs can be created in the system, and standard dashboards help analyze talent supply and demand.
