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Introducing Nominations

Objective

After completing this lesson, you will be able to describe the various methods used for nomination in succession planning.

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.

Benefits	Hazards
Employee empowerment	Unqualified 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.

Benefits	Hazards
Quality nominations	Not 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.

Benefits	Hazards
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.

Benefits

Hazards

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.

Benefits	Hazards
Allows identification across organization divisions and departments. Allows for feeder positions	It requires detailed, quality database listing abilities and tools.

Benefits

Hazards

Allows identification across organization divisions and departments.

Allows for feeder positions

It requires detailed, quality database listing abilities and tools.

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