Introducing Nominations

Objective

After completing this lesson, you will be able to define key capabilities of the module and understand the decisions that will need to be made during the configuration workshop.

Introduction to Nominations

This section provides an overview of the nominations possible in succession planning and the permissions available in SAP SuccessFactors. This information will aid you in making decisions for your Succession Management implementation.

The methods for nominating candidates for a particular position vary among organizations. Companies should carefully consider how candidates will be identified, qualified, and evaluated to ensure accuracy, fairness, and compliance with employment laws. In general, the methods for nomination depend on the type of model being used in configuring the system:

  • Self-Nomination
  • Manager Nomination
  • Reporting Structure-Based Nomination
  • Pool-Based Nominations

Benefits and Hazards of the Nomination Methods

Self-Nomination

Employees indicate potential replacement for their position.

BenefitsHazards​
Employee empowermentUnqualified nominations
Engagement in Career Development​There is no plan for being replaced if promoted

Manager Nomination

Managers recommend their direct reports for positions based on their evaluation of employee potential and readiness for the position.

BenefitsHazards​
Quality nominationsNot nominating successful members of the team for fear of losing them.​

Reporting Structure-Based

Candidates are identified through reporting relationships in the company’s organization chart.

BenefitsHazards​
Easy to implement​

The Silo structure reinforces territories in the organization.​

Limits qualified candidates because it only looks down the hierarchy and not across the company.​

Pool-Based Nomination

All employees in specific roles or meeting certain qualifications are automatically considered candidates for particular positions.

BenefitsHazards​

Allows identification across organization divisions and departments.​

Allows for feeder positions

It requires detailed, quality database listing abilities and tools.​

Summary

  • The four methods for nominations depend on the type of model being used, and include self-nomination, manager nomination, reporting structure-based, and pool-based nominations.
  • Each nomination method offers benefits. Self-nomination fosters engagement, manager nomination ensures quality, structure-based is easy to implement, and pool-based allows broad searches.
  • Nominations should be tailored to the organization’s needs. Evaluate methods based on fairness, compliance, accuracy, and alignment with company goals for effective succession planning.
  • The nomination model chosen directly impacts candidate identification, qualification, and evaluation processes.

Learning

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