Navigating the Develop to Grow Overview

Develop to Grow encompasses the entire business process of identifying the right talent, enabling employees to improve their knowledge through coaching and learning, resulting in the development and growth of skills within the organization.

The Develop to Grow Architecture Leading Practice (ALP) will do the following:

• Explain the HR process areas and how multiple modules support the end-to-end process of Develop to Grow
• Explain the business value of each scenario
• Summarize how SAP SuccessFactors modules are integrated from a data and process point of view
• Summarize the various design planning considerations for Develop to Grow

In the Develop to Grow ALP, there are several process interactions with SAP SuccessFactors modules, including:

1. Goal Management to Continuous Performance Management
2. Continuous Performance Management to Performance Management
3. Performance Management to Succession Management
4. Succession Management to Career Development Planning and Mentoring
5. 360 Reviews to Career Development Planning and Mentoring
6. Career Worksheet to Career Development Planning and Mentoring
7. Career Worksheet to Learning Management
8. Career Development Planning and Mentoring to Learning Management
9. Opportunity Marketplace to Learning Management
10. Opportunity Marketplace to Mentoring
11. Opportunity Marketplace to Recruiting Marketing
12. Learning Management to Work Zone

You will see this HCM Suite Process image in each unit (as shown below), highlighting the associated business values, key process interactions, and key data interactions for each Architecture Leading Practice (ALP). Remember, the rectangular modules are color-coded to indicate distinctions between the module types.

• Business Value: Outcomes from streamlined processes such as effective talent acquisition, top talent retention, and improved efficiencies.
• Key Process Interactions: Cross-module set providing synergistic, business value outcomes driven by processes.
• Key Data Interactions: Building blocks of information that help facilitate the attainment of outcomes.

The Develop to Grow Architecture Leading Practice (ALP) employs the following value propositions:

• Accurately and consistently identifies top talent
• Provide opportunities for employee growth & development
• Enhance the knowledge and skills of the existing workforce

This ALP addresses many critical parts of the Develop to Grow process to achieve the following business goals of an organization:

• Support a strategic people agenda.
• Support a highly skilled and flexible workforce with a consistent system of record.
• Meet compliance and localized needs to train your client’s workforce.
• Create an environment of agility with impact and outcomes that not only maximize business value but represent an attractive environment for employees, maximizing the engagement and retention rate of a skilled workforce.
• Select and deliver growth, education, and development programs that meet employee expectations and evolve with their needs.

This ALP achieves optimal business results by promoting continuous performance improvements, learning, and development of your client‘s workforce. Additionally, it ensures business continuity by maintaining a strong bench of capable employees to take on stretch goals such as new roles, including lateral and vertical, within the organization.

• 360 Degree View: Employees can ask peers, managers, and others to provide feedback to the employee, thus helping identify blind spots and development potentials.
• Plan Development: In line with requirements from their current job and future career aspirations, employees can maintain their development plan and track their progress as they complete their development tasks.
• Learning: Learning assignments result from job-specific requirements, regulations, and career development aspirations. Managers and employees can assign and consume different learning activities, take exams, and explore.
• Set and Maintain Goals: Managers and employees define personal and cascaded goals and align these with company initiatives.
• Continuous Feedback and Coaching: Regular touchpoints between managers and employees foster a culture of communication, feedback, and coaching that improves goal achievement and confirms goal actuality.
• Review Performance: End-cycle performance reviews and calibrations provide a fair performance rating that helps employees identify areas of improvement.
• Talent Review and Succession: Managers identify key positions and nominate potential successors by reviewing talent profiles.

• Develop to Grow encompasses the entire business process of identifying the right talent, enabling employees to improve their knowledge through coaching and learning, resulting in the development and growth of skills within the organization.
• The Develop to Grow Architecture Leading Practice (ALP) consolidates the content from two previous ALP documents (Identify and Grow + Educate and Develop).
• There are multiple Develop to Grow Architecture Leading Practice (ALP) value propositions, including enhancing the knowledge and skills of the existing workforce and accurately and consistently identifying top talent.