Succession Planning Scenarios
This function enables you to prepare and work your way through succession planning scenarios. Succession planning sets out to ensure that there is a continuous supply of qualified personnel. Succession planning scenarios focus on the posts in a company that need to be filled (or will need to be filled in the future) because existing positions have become vacant or new positions have been created. In Succession Planning, you select suitable potential successors for these posts. You also prepare these successors specifically for these posts so that they can be transferred immediately if a vacancy arises. In succession planning, you can also look for persons, applicants, etc. that match the profiles of activity-related objects.
Features
The following functions are available:
- You can conduct succession planning scenarios for the following object types:
- Position
- Job
- Task
- Work center
- Capacity
- Requirements profile
- You can work through succession planning scenarios for specific key dates (and in this way plan for the future).
- You can use various planning criteria in your succession planning scenario. You can select individual criteria and combine them as you please. You can use the following criteria:
- Qualifications
- Preferences
- Potentials
- Designations
- Dislikes
- Career
- Additional career
If you select the planning criterion, then the following objects are displayed in the succession plan:
- Include qualifications: All planning objects with at least one of the qualifications required by the object selected.
- Include preferences: All planning objects that are specified in the Preferences subprofile of the object selected.
- Include potentials: All planning objects that are specified in the Potentials subprofile of the object selected.
- Include designations: All planning objects that are designated for the object selected.
- Exclude dislikes: All planning objects where the object selected has been specified in the Dislikes subprofile are deleted from the hit list.
- Include career: All persons who hold a position in the career plan to which the object selected belongs.
- Additional career: All persons who hold a position in the career plan specified.
If you use the Include potentials criterion, the potentials for qualifications from the corresponding subprofiles will not be taken into account. The criterion Exclude dislikes is really only useful if used in conjunction with another planning criterion. Dislikes are not displayed separately. The criterion Include career is only useful when carrying out succession planning for positions. You can use the planning criterion Additional career independently of the criterion Include career.
The result of succession planning is a succession plan containing all suitable planning objects. Planning objects in the ranking list are sorted by suitability. You can restrict the hit list further by defining detailed selection criteria for any of the object types. You define the corresponding selection criteria in Customizing. For further information about defining criteria, refer to the Implementation Guide (IMG) for Personnel Development (step: Define Criteria for Detail Selection).
You have a wide range of editing options in the succession plan and ranking list. See Evaluating a Succession Plan. You can analyze the knock-on effects of an employee transfer by simulating succession planning scenarios. You can simulate the vacancies that arise as the result of an employee transfer, and analyze the resulting staffing requirements. See Simulation of Succession Planning Scenarios. You can also evaluate the succession situation for entire organizational units. See Succession Overview for an Organizational Unit.
This function enables you to prepare and work your way through succession planning scenarios. Succession planning sets out to ensure that there is a continuous supply of qualified personnel. Succession planning scenarios focus on the posts in a company that need to be filled (or will need to be filled in the future) because existing positions have become vacant or new positions have been created. In Succession Planning, you select suitable potential successors for these posts. You also prepare these successors specifically for these posts so that they can be transferred immediately if a vacancy arises. In succession planning, you can also look for persons, applicants, etc. that match the profiles of activity-related objects.
Features
The following functions are available:
- You can conduct succession planning scenarios for the following object types:
- Position
- Job
- Task
- Work center
- Capacity
- Requirements profile
- You can work through succession planning scenarios for specific key dates (and in this way plan for the future).
- You can use various planning criteria in your succession planning scenario. You can select individual criteria and combine them as you please. You can use the following criteria:
- Qualifications
- Preferences
- Potentials
- Designations
- Dislikes
- Career
- Additional career
If you select the planning criterion, then the following objects are displayed in the succession plan:
- Include qualifications: All planning objects with at least one of the qualifications required by the object selected.
- Include preferences: All planning objects that are specified in the Preferences subprofile of the object selected.
- Include potentials: All planning objects that are specified in the Potentials subprofile of the object selected.
- Include designations: All planning objects that are designated for the object selected.
- Exclude dislikes: All planning objects where the object selected has been specified in the Dislikes subprofile are deleted from the hit list.
- Include career: All persons who hold a position in the career plan to which the object selected belongs.
- Additional career: All persons who hold a position in the career plan specified.
If you use the Include potentials criterion, the potentials for qualifications from the corresponding subprofiles will not be taken into account. The criterion Exclude dislikes is really only useful if used in conjunction with another planning criterion. Dislikes are not displayed separately. The criterion Include career is only useful when carrying out succession planning for positions. You can use the planning criterion Additional career independently of the criterion Include career.
The result of succession planning is a succession plan containing all suitable planning objects. Planning objects in the ranking list are sorted by suitability. You can restrict the hit list further by defining detailed selection criteria for any of the object types. You define the corresponding selection criteria in Customizing. For further information about defining criteria, refer to the Implementation Guide (IMG) for Personnel Development (step: Define Criteria for Detail Selection).
You have a wide range of editing options in the succession plan and ranking list. See Evaluating a Succession Plan. You can analyze the knock-on effects of an employee transfer by simulating succession planning scenarios. You can simulate the vacancies that arise as the result of an employee transfer, and analyze the resulting staffing requirements. See Simulation of Succession Planning Scenarios. You can also evaluate the succession situation for entire organizational units. See Succession Overview for an Organizational Unit.