Suporte para RH

Descubra como o SAP ERP Human Capital Management (SAP ERP HCM) pode ajudar seus gerentes de talentos a atribuir competências a áreas de trabalho, encontrar potenciais sucessores, identificar os maiores desempenhos e definir planos de longo prazo de desenv.

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    • Talent management with SAP ERP HCM: Automating succession planning. In this demo, you'll see how to use SAP ERP HCM to assign competencies to job areas, find potential successors, identify top performers, and set up long-term employee development plans. In this example, I'm a talent planner assigned to the finance department at General Company. My first task is to assign the competency for revenue analysis. I use the SAP Talent Visualization application by Nakisa  to access and visualize the job architecture of the finance department, which is stored in SAP ERP HCM. SAP Talent Visualization integrates with SAP ERP HCM. I look at the finance area and the various job families, jobs, and positions that roll up to it. Because the job architecture in SAP ERP HCM supports inheritance, all I need to do is assign the revenue analysis competency to the finance area, and it will cascade to every job, job family, and position in finance. Now, any employee in finance who does a profile match will see revenue analysis as a required competency and can take the appropriate action. Here I see that revenue analysis has been added to the job family for financial executives, to the global controlling job, and to the comptroller  position. Next, I want to check on succession. First, I check the succession tab for the comptroller position. I see that there are only two people assigned as potential successors for that job. In the job family for financial executives, I can also see a successor pool for this whole area. There are only three people assigned here as potential successors – not enough for this key area of the company. To find more, I can search across the complete database for potential successors and other top candidates. I can look for top candidates based on each employee’s profile. But that approach is limited because it requires that every employee have a current, extensive profile, which often is not the case. Using SAP ERP HCM, there’s a better way. General Company uses employee performance appraisals, potential talent assessments from managers, and employee input. That’s all combined in a talent review meeting to identify top talents and potential successors in a more systematic way. I’ve set up a talent review meeting for the whole finance administration area. This will help me consolidate all the information about top talents for managers from that area of the business. On the day of the meeting, when they actually have their talent reviews, I can start the presentation. First, I call up a nine-box grid. This lets me compare top finance employees in a grid that measures them by performance versus potential. I want to look some of the future leaders, so I drag their icons to the compare strip to view them side by side. First, I get a summary profile of each person from data that comes straight out of SAP ERP HCM. The team wants to look a bit closer at Joe Fineman. By clicking his name I can go right into his talent profile. The first page shows information about performance, potential, core competencies, and other organizational information. There’s also a visual resume that graphically represents all of the information that’s been stored about his career and gives me a quick overview. Work experience, projects, accomplishments, and education are all listed in chronological order. I can see the events that have happened in a person’s career just by scanning through the resume quickly. Some of the data here is not visible to the employee,
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