Exploring Pool-based Planning

Talent Pools allow you to group your successors into "pools," and offer an alternative approach to succession planning. A common practice is to nominate individuals, name successors to top-level positions, and to associate Talent Pools to lower-level positions.

Talent Pools offer the following organizational and functional benefits for Succession Planning:

• Identify high-potential employees for critical roles
• Ensure business continuity for key positions
• Group talent for non-succession related needs (for example, development plans, rotation programs, or high-potential pools)

Nominations to Talent Pools are:

• Able to include a readiness level with comments/notes
• Effective-dated
• Approved or rejected using Role-Based Permissions
• Capable of allowing participation to multiple Talent Pools
• Created dynamically using Job Profile Builder
• Integrated with other SAP SuccessFactors modules
• Reportable

Talent Pools enable organizations to scale their succession planning effort and begin identifying, tracking, and preparing candidates for future roles even before a specific target position has been defined. Managers can nominate an employee to a Talent Pool at any time.

The key learning points of this lesson are:

• Talent Pools group successors for succession planning and alternative purposes like development plans, rotation programs, and high-potential pools.
• They enable businesses to identify high-potential employees, ensure continuity for key roles, and track readiness levels with comments, approvals, and effective dates.
• Features include dynamic creation using Job Profile Builder, integration with SAP SuccessFactors modules, support for multiple pools, and reporting capabilities.
• Managers can use Talent Pools to scale succession planning by tracking and preparing candidates even before specific target roles are defined.