The Career and Succession
Planning component enables you to create, implement and
evaluate succession planning scenarios. In Career Planning, you can
identify possible career goals and draw up career plans for
employees. You use Succession Planning to find people to fill
unoccupied positions. Career and Succession Planning has two main
goals. One is to advance employees’ professional development within
a company, the other is to ensure that staffing requirements are
If Career and Succession
Planning is integrated with Qualifications and
Requirements, you can:
Create profiles for objects and include these profiles in
Career and Succession Planning.
Compare these profiles against each other (to see how suitable
a person is for particular positions, for example).
The Career and Succession
Planning component provides you with the following
You can create
careers . These describe
the various career paths possible within a company. Careers are
used in career and succession planning scenarios.
You can use a whole range of planning criteria when working
through career and succession planning scenarios. These planning
criteria are independent of each other.
You can define user parameters to specify whether essential
requirements, alternative qualifications and depreciation meter
information are taken into account in career planning scenarios.
Settings for Personnel Development.
You can plan for a specific key date.
To identify career and development goals, you can carry out
career planning for
persons and for other object types.
To identify potential successors, you can carry out
succession planning for
positions. You can analyze the knock-on effects of succession
planning by conducting a simulation.
You can work through career and succession planning scenarios
without taking careers into account.
You can display a ranking list for every career and succession
planning scenario. This ranking list is sorted on the basis of an
object’s suitability. Suitability is expressed as a percentage
Suitability percentages should be regarded merely as a criterion
for sorting lists.
You can also define suitability ranges and thus structure the
ranking list better. For further information, refer to the
Implementation Guide (IMG) for Personnel Development (step:
Functions ® Define suitability ranges).
You can specify how the system should handle
overqualification when the suitability percentage is being
calculated. For further information, refer to the Implementation
Guide (IMG) for Personnel Development (step:
Functions ® Set up control parameters).
You can specify the maximum number of ranking list entries. For
further information, refer to the Implementation Guide (IMG) for
Personnel Development (step: Functions ® Set up
From the career (or succession) plan you can:
Access the profiles of all the objects displayed
Match up profiles with each other
Evaluate qualification deficits
Display training proposals and book courses (business
Create preferences and potentials
In career and succession planning scenarios, you can designate
objects for positions. You can then include these
designations for the
rest of the planning scenario.
If you have found a suitable position for a person, or if you
have selected a person as the successor to a position, you can
transfer the person directly to the position in question.