Setting Development Goals in the Development Plan

Objective

After completing this lesson, you will be able to explain the features and functionality of a Development Goal Plan.

Development Goal Plan Features

The Development Plan is a component of Career Development Planning (CDP), and offers the following benefits:

  • Enable key players to create actionable plans that address career goals.
  • Analyze progress in one central place, similar to an online worksheet.
  • Allow users to enter, edit, and track development objectives and learning activities directly online.
  • Aid both employees and managers as follows:
    • Employees benefit from personal development, career planning, and job satisfaction.
    • Managers benefit from having standardized methods to put their reports on the right track.

The Development Plan component of CDP has two versions available: a legacy version and the latest version. If customers activate the latest version of goal management, both Goal Management goal plans and Career Development goal plans are impacted. This course focuses on the latest version of development plans.

Note

The legacy version of Development Goal Management reached End of Maintenance on May 17, 2024 and will be deleted on December 31, 2026 (no longer available for productive use).

Latest Development Goals

Users can access their development goals by navigating to Goals using the Main Menu, then Development Goals, or by selecting the My Goals tile on the home page. The images below show the different navigation options and actions when accessing the Development Goal Plan.

The Current Development Plan screen is displayed with each section highlighted.
  1. Users can toggle between Performance Goals and Development Goals, if a Development Plan is available for them. That way, from the same menu, employees and managers can easily review Performance and Development Goals.
  2. In this section we can display the total goal count, and the goal count by status. Each status can be selected to filter and see only those goals in the Goal Plan. Additionally, an "i" icon displays if there are any warnings.
  3. The introduction text is available here. Select "Introduction" to display or hide the text.
  4. Goal Categories: Organize Goals into different Categories.
  5. Goal Cards: Each Goal created has its own Goal Card with the details of the Goal.
  6. Goal Actions. Depending on the permissions, users can:
    • Create Development Goals, either manually or with help from AI.
    • Print Goals to PDF.
    • Enter full screen.
  7. Total weight of all goals.
  8. User Search: Searches for users and navigates to their Goal Plan. Access to the actual goal plan might be restricted if the user is not in the target population. Inactive users can be included in the search by enabling the Administrator Permission Manage HiresInclude Inactive Employee in the search.
  9. People Selector. It displays self, manager, direct reports, and matrix reports (if any).
  10. People Selector control: Show, hide, and resize the People Selector.

Goal Cards

In Latest Goal Management, each goal is presented as a Goal Card, where end users can easily see their details and take actions on the goal.

The Career Development Goals are highlighted, displaying options to edit or delete a goal and check its status.
  1. Goal plan name, effective dates of plan, and the option to expand a dropdown list and access all of the available goal plans. Those goal plans that are still not converted to the latest version, but accessible to the employee, will be read-only and the Legacy View option is available to see goals from previous goal plans.
  2. Goal name, due date, % complete, status, weight (if configured), number of learning resources assigned to the goal, and the number of attributes (competencies or skills) assigned to the goal.
  3. Goal actions depending on the permissions: Edit Goal, Delete Goal, Create Activity (requires Continuous Performance Management enablement and permissions), Add Learning (required Learning enablement and permissions).
  4. Change goal status.

Goal Details

Select the goal card to drill down into the details of the goal and further actions.

Note

Customers typically use one development plan that spans multiple years. A new development plan is generally not loaded each year. A Career Worksheet can only point to one development plan. Development Plan functionality works similarly to Goal Plan (TGM) functionality. If you are familiar with TGM, much of this will be a reinforcement of prior knowledge.

The Improve Communication Skills development goal page is displayed.
  1. Goal name, visibility (Public/Private) and the date when it was last updated are displayed here.
  2. Status of the goal: The status can be changed from this option. Percent complete, Start Date, End Date, and the number of attributes (competencies or skills) attached to the goal are also listed.
  3. Goal actions: Edit Goal, Delete Goal.
  4. Linked Activities: Create and display activities and achievements (completed activities) in Continuous Performance Management.
  5. Linked Learning: Users can link Learning content from the SAP SuccessFactors Learning module.
  6. Linked Assignments: Users can link assignments to development goals. Once linked, assignments appear in the Linked Assignments section. Users have the option to print linked assignments along with development goals.
  7. Opportunities to Grow: If users have selected skills or attributes for a development goal that match those required by assignments or learning, the assignments and learning are recommended in the Opportunities to Grow section on the goal details page. A Go to Opportunity Marketplace link is available for them to explore more opportunities in Opportunity Marketplace.
  8. Comments on goals: The employee and other permissioned users can add comments to the goal, and they will be notified via Goal Comment Notification.
  9. Attributes: Competencies and/or skills assigned to the goal. Items in the right panel can be expanded and collapsed using the arrows, and the options will depend on the fields configured in the Goal Plan Template.
  10. More info: Displays details of additional goal fields.
  11. Goal Audit/View Audit History: the history displays the changes made to the goals when a goal is created, modified, deleted, assigned, copied, or replaced. A list of records showing what changes were made, by whom and when, including a comparison between previous and new values of the changed fields if a goal was modified or replaced.

Generative AI Features in Development Goal Management

AI is available in different ways to help with the creation and maintenance of Development Goals. An administrator can turn on the AI Features from the AI Services Administration tool, which includes those relevant for Development Goal Management.

End users can use the Assisted Development Goals feature to create development goals using Generative AI. When selecting Create Goal, the Goal Creation Options menu will show a text field where users can provide an input and generate a goal creation using AI technology. With dynamic field generation, AI will analyze the complete goal plan template to interpret available fields and generate content accordingly, except for read-only fields. Make sure field names and descriptions are clear so AI can process the data correctly.

Two additional AI-assisted goal creation options are available:

  • Create from Roles: Users can select their current or target role to let AI create a career-specific goal. When the competencies field is configured in the development goal plan template, the role's associated skills or attributes where the employee has gaps will be automatically selected after goal generation.
  • Create from Interests: Users can select skills or attributes that they have marked as passionate in Growth Portfolio to let AI create a goal based on the interests. When the competencies field is configured in the development goal plan template, skills and attributes selected by users to create a goal will be automatically selected after goal generation.

Note

Assisted Development Goals requires an SAP AI Units License.

Joule Agents

Joule Agents are AI agents embedded into every business function and accessed with role-based assistants. They use SAP’s process expertise to automate complex workflows and deliver AI value at scale. The following agents are currently available for Career Development Planning:

Career Development Planning Agents

Agent NameBenefits
Career Development Agent: An intelligent agent to help employees with their career development.
  • Empower employees to close skill gaps faster through automatically assembled, personalized development plans tailored to their target roles.
  • Guide employees toward meaningful career growth by highlighting career paths that align with both their skills and traditional role progressions.
  • Increase career mobility by helping employees identify viable next roles and clearly understand the capabilities required to progress confidently.
Development Goal Creation Agent: Create personal development goals based on an employee’s description of what they want to achieve. Upon content review, if users update their input and regenerate content, they can compare the original content with AI-generated content and choose which one to use.
  • Dramatically speed up goal creation.
  • Reduce time spent on ideation and content drafting, helping the goals be more concise, measurable, and aligned across the organization.
  • Personalize content to individual users.

Note

Joule Agents require an SAP AI Units License.

Assisted Writing with Text Analyzer

The Assisted Writing with Text Analyzer can also be used to get assistance from AI technology to enhance the content from text and textarea fields, like Goal Name, Metric or Description. The capabilities for the Assisted Writing available in Goal Management are:

  • Enhance Writing: suggests enhancements in grammar, spelling, vocabulary choices, and phrasing in the context of the selected line or paragraph.
  • Change Tone: provides options to change the tone of the writing of the selected line or paragraph to professional, personable, or constructive to suit the communication needs for different audience groups in the organization.
  • Make Shorter: shortens a selected line or paragraph to convey the message more concisely.
  • Make Longer: rewrites a selected line or paragraph by adding more words to provide a detailed explanation based on the original content.
  • Make Bulleted List: converts a selected line or paragraph into a bulleted list to simplify complex information and enhance readability by breaking it down into easy-to-read points.
  • Analyze Text: This performs a safety scan on each text box, prompt entry, or Generative AI output in order to detect bias and remove discriminatory or violent language. Users can choose to accept or reject the suggested text presented for replacement.
  • Translate: This translates the written text into the target language chosen by the user. One-directional and bi-directional translations are available.

AI-assisted writing is also available for Opportunity Marketplace Assignments and custom Learning activities.

The AI-Assisted Goal Writing tool is displayed.

Once suggested text is offered by the AI-Assisted Writing tool, users can share their impressions of AI-generated content with a thumbs-up or thumbs-down rating. If they select thumbs-down, they can specify a reason for their rating and provide additional context through free-text comments. This feedback is optional and can be submitted after AI-generated content appears on the page. Adding optional comments for extra detail can help us make targeted improvements for the given prompt or experience, improving the overall quality of AI-assisted processes.

The AI-assisted Writing tool offers language reviews only in English.

Note

The AI-assisted Writing tool can also be used throughout SAP SuccessFactors. More information is available here: Premium AI Features in SAP SuccessFactors

Permissions Required to Use AI Capabilities

End users will need the following permissions granted in Role-Based Permissions.

  • User PermissionAI AccessAssisted Development Goals, for the Goal Creation with Generative AI.
  • User PermissionAI AccessAssisted Writing, for the AI-Assisted Writing.

Competencies and Skills in the Development Goals

If you've migrated to Talent Intelligence Hub, users can use both skills and competencies in Development Goals. You can link development goals to one or more attributes that the employee is trying to develop.

The attributes field can list competencies or skills in a variety of ways:

  • By role
  • By libraries
  • By categories
  • By form

Additionally, you can use a picker to Add Attributes and browse by competency or skills to select one or multiple elements.

The attribute browser is open to show how to select competencies or skills.

Add Activities to Development Goals

If you have the Continuous Performance module enabled in your SAP SuccessFactors application, you’re able to add activities to your development goals. This allows achievements and the feedback received on the achievements to be included with the development plan.

Full details on using Continuous Performance Management (CPM) are available in the SAP SuccessFactors Performance Management and Goal Management Academy: Continuous Performance Management I SAP Help Portal. We are focusing on the integration of CPM with Development Goals.

Before you can add activities to the development goals, make sure Role-Based Permissions (RBPs) have been granted to access Continuous Performance Management. The integration between CPM and Development Goals is automatically enabled with Latest Development Goals.

Once a development goal has been added, you can add as many activities to the goal as you wish.

Recommended Opportunities in Development Goal Details

Employees can view assignments and learning opportunities that match skills and attributes selected for their development goals, and link opportunities of interest to their development goals. This offers employees opportunities that align with their development goals within the organization, thus supporting skill-focused career development.

The feature is only available on an employee's own goal details page. If employees have selected skills or attributes for a development goal that match those required by assignments or learning, the assignments and learning are recommended in the Opportunities to Grow section on the goal details page. A Go to Opportunity Marketplace link is available for them to explore more opportunities in Opportunity Marketplace.

The goal detail screen is shown with the linked assignments and assignment opportunities highlighted.

Employees can bookmark recommended assignments and learning opportunities. After bookmarking, they can go to Opportunity Marketplace to review these items and apply to them if they're interested in moving forward. If employees aren't interested in certain recommendations, they can mark them as not interested through the opportunity's action menu.

If other assignments or learning that apply to the goal are available but not being recommended, they can be linked to the goal using the +Link Assignments or +Manage Learning options on the Goal Details screen.

The goal detail screen is shown with the linked learning and learning opportunities highlighted.

Prerequisites

  • Latest Goal Management is enabled.
  • The competencies field is configured in the development goal plan template.
  • Users have read or write permission to the competencies field.
  • Assignments and learning opportunities are enabled in Opportunity Marketplace.
  • The following role-based permissions:
    • UserOpportunity MarketplaceOpportunity Marketplace Access
    • UserOpportunity MarketplaceView Assignments
    • UserLearningLearning Access Permission

Maintain Development Goals in the People Profile

A Development Goals card in Latest People Profile can be configured so that users can view, create, edit, and delete development goals in the People Profile. Based on the permissions set for development goals in the development plan XML, users can perform the same actions in the Development Goals card. Actions taken on Development Goals within the People Profile are synchronized with the selected Development Plan across the suite.

The development goals card for the people profile is shown.

Development Goals in Succession Management

With full implementations of SAP SuccessFactors Career Development Planning (CDP) and Succession Management, the development goals can be created and displayed in the Succession Org Chart when adding a potential successor.

If the employee has no development goals within the development goal plan of CDP, then the Development Goals section will appear empty.

If you would like to see the goals in the Succession module, be sure to discuss it with your consultant during your CDP implementation. You will not see this information populated if you do not have the Development Plan template permissioned and set up correctly.

Adding a successor nominee is shown, with the development goals highlighted.

Development Plan Integration Across SAP SuccessFactors

The default Development Plan can be integrated with various modules in SAP SuccessFactors:

  • People Profile can be set up to show Development Goals, contributing to seamless integration with the SAP SuccessFactors Suite.
  • Performance supports Development Goal sections in Performance Forms to align personal development with performance objectives.
  • Continuous Performance integrates Development Goals with activities and achievements, facilitating ongoing feedback between managers and employees toward achieving development objectives.
  • Calibration provides access to Development Plans, ensuring the alignment with employees' skill levels and potential.
  • Succession embeds the Development Plan to identify key areas for potential successors and prepare them for future roles.
  • Career Worksheet integrates with the default Development Plan to close attribute gaps for current and future roles.
  • Opportunity Marketplace recommendations are available for each Development Goal based on the attributes associated with the goal, and assignments that relate to the goal can be linked.
  • Learning integrates with Development Plans to assign specific learning activities that meet an employee's development objectives.

Decisions Checklist for Development Goal Plans

Based on the content in this section, please review the list of implementation decisions your company may need to make before implementation begins and discuss them with your stakeholders, project team, and SAP SuccessFactors implementation consultants. In this way, you will be better prepared to begin the implementation.

  • What roles need to view the development plan with Career Development Planning? In Succession?
  • What fields do you want to include in the development plan?
  • Do you want to associate competencies and skills with development goals?
  • Would you like to have a maximum or minimum number of goals?
  • What goal statuses and colors would you like to use?
  • Would you like to utilize the learning activities?
  • Do you plan to integrate the SAP SuccessFactors Learning Management System?
  • Do you plan to integrate with other modules (e.g., Performance, Continuous Performance, Calibration, etc.)?

Summary

  • Development goals can target specific skills or competencies by role, libraries, categories, or forms, ensuring focused development.
  • Development goals can be created from scratch, copied, imported, or generated through AI tools for efficiency and personalization.
  • Users can add learning activities from catalogs or create custom activities like training or mentorship to meet goals.
  • Development Goal Plans seamlessly integrate with multiple SuccessFactors modules and tools for cohesive talent management, including People Profile, Performance Management, Succession, Career Worksheets, Calibration, and Learning.