sap custom talent management solution - whitepaper v1.0

Custom Talent Management Solution

04/16/09

Custom Talent Management Solution– Qualifications/Requirements –

- Whitepaper -

Author: Andreas Mau [email protected]

Klaus-Dieter Spatz [email protected]

KDS Software & Consulting, Inc3715 Jefferson Court

Redwood City, CA 94062

NOTICEKDS Software & Consulting, Inc., reserves the right to claim the following document asintellectual property. No part of this document may be reproduced or transmitted in anyform or for any purpose without the express permission of KDS Software & Consulting,Inc.. The information contained herein may be changed without prior notice.


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Table of Contents1 CUSTOM TALENT MANAGEMENT SOLUTION.......................................................... 3

1.1 Description .................................................................................................................. 31.2 Customer Priorities...................................................................................................... 3

2 DEFINITION AND SPECIFICATIONS........................................................................... 4

2.1 Definition ..................................................................................................................... 42.2 Specifications .............................................................................................................. 4

2.2.1 Key features......................................................................................................... 42.2.2 General Features ................................................................................................. 52.2.3 System Requirements......................................................................................... 5

2.3 Custom Talent Management Applications................................................................... 52.3.1 Description ........................................................................................................... 52.3.2 Detailed Specifications ....................................................................................... 6

2.3.2.1 Qualifications and Requirements ..................................................................................................................62.3.2.2 Organizational Unit and Personnel Assignment............................................................................................82.3.2.3 Shortcomings of the SAP standard Talent Management ..............................................................................92.3.2.4 Custom Profile Analysis Report.....................................................................................................................92.3.2.5 Custom Profile Match-up with Employee Training Notifications..................................................................112.3.2.6 Qualification Maintenance via Mass Data Entry for Personnel and Job Assignments................................12

2.4 Performance.............................................................................................................. 152.5 Reliability ................................................................................................................... 152.6 Durability ................................................................................................................... 162.7 Simplicity and Aesthetics........................................................................................... 16

3 SERVICEABILITY AND MAINTENANCE ................................................................... 17


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1 Custom Talent Management Solution

1.1 Description

The following whitepaper describes an add-on development effort to support various aspectsof a customized Talent Management solution.

The solution would be a custom solution that does not require any modification to the currentSAP Talent Management applications. All components developed in this custom solution arestandalone or interfaced with SAP applications via standard interfacing and service methods.

SAP’s Talent Management modules can be used in a new way which allows our clients tomaximize their talent management efficiency. Our Talent Management custom solution willoffer add-on functions such as training notifications for supervisors and a qualifications andrequirements analysis report.

1.2 Customer Priorities

A comprehensive list of high customer priorities for a Talent Management Solution are:

1. Easy to use applications2. Fast determination of training needs and their distribution3. Ability to create qualifications/requirements documents4. Ability to extend the use of existing SAP components rather than solution replacements5. Efficient performance6. Standard look and feel of resulting applications


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2 Definition and Specifications

2.1 Definition

The scope of the custom Talent Management solution is to allow generic interfacing with thecurrently existing SAP modules as well as utilizing parts of SAP’s ABAP infrastructure tosupport the data traffic in all processes.

Fig. 1.: Component diagram of a custom Talent Management Solution

2.2 Specifications

2.2.1 Key features Utilize SAP standard qualifications catalog Seamless integration of traditional SAP Talent Management and custom add-on

relationship management

PersonnelDevelopment Custom Talent

ManagementSolution

ConfigurationAdd-On PD InfotypesQualifications/Require-ments ReportingTraining Notifications

Supervisor AQualification needs

for EE xxx1…

Supervisor BQualification needs

for EE xxx2…

Supervisor ZQualification needs

for EE xxxn…

Configuration,PD Infotypes

SAP TalentManagement

TrainingNotifications


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Employee Training Notification application Qualifications and requirements analysis report Online Qualifications and Requirements analysis Qualifications and Requirements document administration with templates Configuration of new qualifications/requirements, additional personnel development

infotypes

2.2.2 General Features define Job/Position Qualifications and Requirements allow a storage for Qualifications and Requirements documents utilize efficiency for a qualification to categorize a job/position qualifications level notify management personnel via email for upcoming Talent Management events such

aso position qualification alignment – synchronize people qualifications with that of a

positiono job qualification alignment – synchronize people qualifications with that of a jobo need to adjust qualification level for job/positiono handle approvals for new job/position qualifications/requirementso cascade notification through 3 levels of management based on processing;

cascading happens biweekly Qualifications and requirements analysis report Configuration:

o Infotypes to hold qualifications/requirements and their relationships tojobs/positions/employees

o SAP standard qualifications catalog

2.2.3 System Requirements SAP HR release 4.6C, 4.70, ERP2003, ERP2004, ERP2005, or higher

2.3 Custom Talent Management Applications

2.3.1 DescriptionThe following applications will be provided with the custom Talent Management Solution

Qualifications and Requirements Analysis Report Custom Profile Match-up with Employee Training Notifications


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Mass data entry applications foro Qualifications to personso Qualifications to jobs

Fig. 2.: Data flow diagram of a custom Talent Management Solution

2.3.2 Detailed SpecificationsThe following should give a brief introduction to the custom Talent Management Solution andits benefits.

2.3.2.1 Qualifications and RequirementsA qualification (Q) in general is an attribute that must be met or complied with and fits aperson (P) for a specific purpose which can be a job (C), position (S), cost center (K) or othercapacity. Qualifications can be grouped in a qualifications group or catalog (QK).

There may be more than one qualification required for a job each with a minimum efficiencyor proficiency. Efficiency thereby describes how skillful a person is in performing thecorresponding task without wasting time and effort unnecessarily. Hence efficiency is the ratio

QualificationsCatalog

Talent ManagementApplications

/KDSSC/…

Add-OnPD Infotypes

EE TrainingNotifications,Qualifications

Overview

Qualifications/Requirementss


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of the actual time used to perform a task versus the total time passed. Ideally this ratio shouldbe 100% for any given qualification. SAP provides freely definable scales for the proficiencyassignment. There are 2 types of scales, the quality scale with well defined text values andthe quantity scale which consists of a numeric interval with a defined step size.

The total set of qualifications (Q) and their corresponding proficiencies for the job (C) definesthe job requirements profile (QP). The assignment of qualifications to jobs is sufficient andneed not be assigned to positions (S) individually as the profile will be inherited by theposition connected with this job.

Fig. 3.: Diagram for a qualification with scaled proficiency

Fig. 4.: Diagram for a qualification catalog

Q1

Q2

Qn

QK

num1

num2

numn

Q


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Fig. 5.: Diagram for a job/position requirements profile QP

2.3.2.2 Organizational Unit and Personnel AssignmentIn the organizational structure a person (P) is assigned to an organizational unit (O) whichhas some cost centers (K) and positions (S) assigned to it.

Fig. 6.: Diagram for a organizational structure

According to the organizational structure each person will inherit the consolidatedrequirements profile for the position and job he is assigned to.

Fig. 7.: Diagram for a personnel assignment

CS P

S1

S2

Sn

K1

K2

Km

O

Q1

Q2

Qn

QK1

QK2

QKm

C S


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2.3.2.3 Shortcomings of the SAP standard Talent ManagementIn the SAP system appraisals for job requirements can be executed on a complex level butonly for one business object at a time. For example you want to analyze and match-up acertain position or job and the person who is assigned to it. This can be done with the profilematch-up. You can also get a qualifications overview for an entire organizational unit.

Fig. 8.: SAP Profile Match-up

As a supervisor you only want to have a list of qualification for people working for you toderive necessary training requirements or you want an entire list of qualifications and theirproficiencies for your group only. The custom solution proposed here will allow to do this in aneasy way.

2.3.2.4 Custom Profile Analysis ReportThe Custom Profile Analysis Report allows to view a specific group of employees and therequalifications.


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Fig. 9.: Custom Profile Analysis Report selection screen


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Fig. 10.: Custom Profile Analysis Report output

2.3.2.5 Custom Profile Match-up with Employee Training NotificationsThe Custom Profile Match-up application with Employee Training Notifications allows tocreate training notifications for missing or incomplete qualifications for employees persupervisor. Every supervisor will receive and Email with the training needs for his people. Thismechanism ha been enhanced to provide information throughout 3 management levels basedon unresolved biweekly notifications. Hence a requirement not resolved by one level willtrigger a notification for a higher management level two weeks later.


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Fig. 11.: Custom Profile Match-up selection screen

2.3.2.6 Qualification Maintenance via Mass Data Entry for Personnel and JobAssignmentsThe qualification maintenance applications allow a mass data entry to make sure that allpeople or jobs have the correct qualification assigned to them with their corresponding


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proficiency value. The application have a pre-selection for personnel groups or jobs and allowto assign the qualifications via drag and drop.

Fig. 12.: Qualifications to Person Update pre-selection screen


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Fig. 13.: Qualifications to Person Update maintenance screen

Fig. 14.: Qualifications to Person Update pre-selection screen


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Fig. 15.: Qualifications to Job Update maintenance screen

2.4 Performance

The Talent Management Solution will perform very fast. Only in the case that massiveemployment data relations need to be analyzed will performance be impacted.

2.5 Reliability

To approach software reliability1 we utilize the best engineering methods to improve softwarereliability of our solutions. Before the deployment of software solutions, testing, verification

1 According to ANSI, Software Reliability is defined as: the probability of failure-free software operation for aspecified period of time in a specified environment. Software Reliability is an important attribute of softwarequality, together with functionality, usability, performance, serviceability, capability, installability, maintainability,


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and validation will be performed. Software testing in form of unit and acceptance tests is usedto minimize the possibility of defect occurrences after release and therefore improve oursoftware reliability. After deployment of our software solutions, field data will be gathered andanalyzed to improve the software and provide updates as necessary.

2.6 Durability

We achieve software durability2 through an pragmatic approach that combines object orientedtechniques (OOTs) with formal description techniques (FDTs). OOTs help system analystsand designers to bring modularization and structure to the programs to permanently commitdata changes. The main focus of FDTs is to ensure the correctness of the final system by theprovision of extensive validation and verification methods.

2.7 Simplicity and Aesthetics

It is a requirement that the solution will be easy to use and to maintain. There should be nospecial knowledge needed to run a qualifications analysis report. All of this should ultimatelylead to a good user-perceived quality of the solution.

and documentation. Software Reliability is usually hard to achieve, because the software complexity tends to behigh.2 In computer science, durability is the property that guarantees that transactions that are successfullycommitted will survive permanently and will not be undone by system failure.


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3 Serviceability and Maintenance

As defined in the Solution Definition and Specifications above various tables and PDinfotypes are to be created to allow proper configuration of the custom Talent ManagementSolution.


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Disclaimer

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