Integrating the SOC with other SAP SuccessFactors Modules

Objectives

After completing this lesson, you will be able to:
  • Describe the integration between the SOC and Career Development Planning
  • Describe the integration between the SOC and Recruiting
  • Describe the integration between the SOC and Learning Management Systems
  • Describe the integration between the SOC and Performance Forms

Integrating the SOC with Career Development Planning

There are two integration points between the SOC and Career Development Planning (CDP):

  1. Recommended Successors and their Readiness Percentage (detailed in the Using the Succession Org Chart lesson).
  2. Development Goals available for the Successor Nominees.

Linking Development Goals with the SOC

The Succession Org Chart allows Succession Planners to see Development Goals and add new goals when adding a successor.

  • The Position Card displays Development Goals from the default Development Plan template (configured in Admin Center → Manage Templates).
  • The Development Plan section on the SOC shows only the name and the status of the Development Goals. It doesn't show data of any other column/field of the development plan template.
  • It is not possible to configure this section to show any other field of the development plan template nor totally disable this because this section is hardcoded.

The following prerequisites must be met to enable this integration:

  • Full Career Development Planning should be enabled.
  • The Development Plan template should be configured.

The following permissions must be set to enable this integration:

  • Goal Plan Permissions over the default template for the selected user: This permission is required for the Development Goals section to appear in the Position Card when adding a successor. (RBP → Goals → Goal Plan Permissions).
  • Read permissions in the default CDP template: You'll need Read permissions over the name and status fields of the Development Goals to see the Development Goals in the Position Card.
  • Private-access permissions in the default CDP template: The user needs this permission to see "private" Development Goals in the Position Card. If the user does not have this permission, only "public" Development Goals will be visible, based on the Read permissions.
  • Create permissions in the default CDP template: If you want the users to be able to create Development Goals from the Position Card, "create" action permissions are required.
  • Write field permissions in the default CDP template: Besides having "create" permission, the user should also have "write" permission to the required fields (at least), to be able to create a new Development Goal.
The Successor Nomination with Development Goals is displayed.

Integrating the SOC with Recruiting

The Succession Org Chart allows you to add external candidates from the Recruiting module as successors to positions/incumbents. It also allows Recruiters to create candidates from within the SOC and then add the newly created candidates to the successors list.

The following prerequisites must be met to enable this integration:

  • Recruiting module must be enabled and configured.
  • Succession Planner has the required Recruiting permissions (to search on external candidates).

Details on adding external successors are available in the Using the Succession Org Chart lesson.

Integrating the SOC with Learning Management Systems

Once successors are identified, you can assign relevant learning activities to them, such as leadership or management training. If you have both the Succession Planning and Learning modules, you can enable users who have Learning privileges to assign learning activities to successors from the SOC. To assign a learning activity, you can use intelligent search for activities related to the competencies in the target position, or you can search the entire catalog.

The following prerequisites must be met to enable this integration:

  • You have SAP SuccessFactors Learning and have integrated it with the SAP SuccessFactors HCM Suite.
  • You have configured the Transcript template.
  • Users have succession planning permissions and access to the Succession Org Chart.

To enable the Assign Learning menu item in Succession:

  1. Configure LMS and enable the LMS integration with the BizX platform.
  2. Grant Learning Access Permission to the desired user.
  3. Grant Succession Org Chart access & Succession Planning permissions to the desired user.
  4. Make sure that the user has create permissions in the CDP Learning Activity template.

Note

The create permission is defined with relative roles like E, EM, EH, and others. Often succession planners do not necessarily have this kind of relationship with successors.

Access to the link is found under the Ready Now dropdown.

Select the Assign Learning option from the Ready Now dropdown.

Integrating the SOC with Performance Forms

If your solution includes SAP SuccessFactors Performance Management, you can configure it to launch a form based on the position or incumbent job code.

Note

If you use SAP SuccessFactors Employee Central position management and there are multiple incumbents assigned to the position, the system prompts you to choose an incumbent before launching the form. The incumbents available for selection are limited to those with a job code assigned.

For a user to be able to see the "Evaluate Readiness" option for the successors in the SOC, the following criteria should be met:

  • The option Allow succession reporters to launch future role competency assessments, if they have the appropriate form creation privileges is enabled in Nominations Set Up and a Competency Assessment form has been selected.
  • The logged-in user is a Succession Planner (that is, has Succession Planning Permission) for the target position.
  • A Job Role is associated to either the Position (in case the jobCode field is enabled for the MDF Position object) or to its incumbent.
Select the Evaluate Readiness option from the Ready Now dropdown.

Configuring Position Criticality and Key Positions

Business Example

After your first Succession demo, your customer wants to use the Position Criticality feature to highlight key positions.

You can watch the following video for steps to configure Position Criticality and Key Positions:

Practice using the Position Criticality feature:

ExerciseStart Exercise

Steps

  1. Back up the existing SOC XML and replace it with OrgChartConfigurationExample.xml.

    1. Log in to Provisioning.

    2. Choose the Company Name link for your instance.

    3. Navigate to Edit Org Chart configuration.

      The Edit Org Chart Configuration link is displayed.

    4. Copy the SOC XML from Provisioning and save it as Version 1.

      1. Open a new page in your preferred XML editor.
      2. Paste the XML into your editor. Make sure that the first line of code is not duplicated: <?xml version="1.0" encoding="UTF-8"?> and save this as SOCConfiguration v01.xml. It is a best practice to save the original code from provisioning as a backup.

    5. From your THR85_Course_Files.zip locate the OrgChartConfigurationExample.xml file. Open it in your XML editor and save it as a new version called SOCConfiguration v02.xml.

    6. Confirm the PositionCriticality XML code is in the file. If it’s missing, copy the XML code from the Configuring Position Criticality lesson.

    7. Copy all of the XML code using Select All and Copy.

    8. Return to Provisioning and paste the XML code into Edit Org Chart Configuration.

    9. Choose Save Content.

  2. Change the Position Criticality Picklist to match the Org Chart XML.

    1. Navigate to Picklist Center.

    2. Search for Position and select the PositionCriticality picklist.

    3. Select + to add a new picklist value.

      • External Code: 2
      • Label: Very Critical
      • Status: Active

    4. Save the picklist changes.

  3. Designate Key Positions.

    1. Navigate to the Succession Org Chart.

    2. Open the SOC for VP Sales.

    3. Designate the VP Sales as a Key Position. Open the VP Sales position card and select Critical for the Position Criticality.

    4. Highlight the key positions. Open the Display Options and select Highlight Key Positions.

    This concludes the exercise.

Configure SOC Icons, Readiness, and Bench Strength

Business Example

In this exercise, you will modify the Succession Org Chart XML and supporting entities to enable various display options.

You can watch the following video for steps to configure SOC Icons, Readiness, and Bench Strength:

Practice modifying the Succession Org Chart XML :

ExerciseStart Exercise

Steps

  1. Open the latest version of your SOCConfiguration.xml.

  2. Configure the Risk of Loss with icons.

    1. Find the code for Impact of Loss, copy it, and paste it below the original code.

    2. In the newly pasted code, change the index from 4 to 5. Code for <iconSetOption> blocks need to have unique index values. If the code in any of your <iconSetOption> blocks has an index number that is already used in a different <iconSetOption>block, replace it with a new unique number.

    3. Change the key from impactOfLoss to riskOfLoss.

    4. Change the label from Impact of Loss to Risk of Loss.

    5. Update the images for Risk of Loss with the following icon codes:

      • High: sap_ui5_icon_RiskOfLoss01_high
      • Medium: sap_ui5_icon_RiskOfLoss01_medium
      • Low: sap_ui5_icon_RiskOfLoss01_low

    6. Add the attribute "target="both"" to all of the icons, so that they display not only for the incumbents but also for the successors. For example, <iconSetOption index="4" key="impactOfLoss" target="both">.

  3. Your customer wants to change the icon set representing Impact of Loss from puzzle pieces to goblets. Review the latest version of the Succession implementation guide to reference the icons available (search for Succession Org Chart Icons).

    1. Locate the <iconSetOption> block containing the key for Impact of Loss.

    2. Locate all the <icon> blocks containing ＜image＞ elements for Puzzle image files and change it to the Goblet image files.

  4. Update the Gradients for Readiness Levels. Your customer wants to make sure that the Readiness Levels used in the Readiness rating scale are all reflected in the SOC. Make sure that the values and the labels for the readiness and benchStrength defined in the SOC XML reflect those defined in the Readiness rating scale in Admin Center.

    1. Locate the <gradientOption> block for Readiness.

    2. Update that block so it contains all the readiness levels previously defined in the Readiness rating scale.

  5. Enable Bench Strength.

    1. While still working in your XML editor, confirm the benchStrength <gradientOption> code string is in the XML file. If it’s not, copy the code from the Configuring Bench Strength lesson.

  6. If you changed the XML code, copy the new SOC XML into Provisioning.

    1. Save the new SOC XML as a new version from your XML Editor.

    2. Navigate to Edit Org Chart configuration.

    3. Replace the current code with the new one from the XML Editor.

    4. Choose Save Content.

  7. Your customer wants to add the talent data to the succession org chart (SOC) as icon sets. Populate the data within People Profile.

    Watch this second video for additional steps to configure SOC Icons, Readiness, and Bench Strength:

    Practice using Admin Center to create additional changes:

    ExerciseStart Exercise

    1. Navigate to the Employee Profile page from the main menu.

    2. Access the profile page for Felicia Ford.

    3. Edit the Talent Review portlet and add some values for the talent elements.

    4. Change to the profile page for Nancy Nash. Edit her Talent Review portlet and assign talent values.

  8. Confirm the minVal and maxVal are enabled for your Picklists.

    1. Use Action Search to navigate to Configure Object Definitions.

    2. Select Object Definition in the first dropdown and then Picklist Value in the second dropdown.

    3. Choose Take Action and Make Correction.

    4. Look for the minVal field, choose Details, and confirm that the visibility is set to Editable.

    5. Look for the maxVal field, choose Details, and confirm the visibility is set to Editable.

    6. Choose Done and Save.

  9. Provide a minVal and maxVal for the picklists that the Succession Org Chart uses.

    1. Use Action Search to navigate to Picklist Center.

    2. Search for the different picklists used in the SOC XML: riskOfLoss, impactOfLoss, reasonForLeaving, newToPosition, and benchStrength..

    3. Select the picklist that you want to modify.

    4. Insert the minVal for riskOfLoss, impactOfLoss, newToPosition, and reasonForLeaving. It should match the value that is configured in the Succession Org Chart XML.

    5. Insert the minVal and maxVal for benchStrength. They will be the same and should match the value that is configured in the SOC XML. You do not have to add the Sort Order, the system will assign values.

      Note

      Inserting minVal and maxVal for all picklists will work but is not necessary.

  10. Configure the Nominations Setup.

    1. Navigate to Nominations Setup using Action Search.

    2. Enable the following Settings:

      • Enable ranking of successors.
      • Allow ranking across readiness.
      • Automatically remove nominated successors if that user becomes incumbent.
      • Exclude nominees from seeing themselves within a succession plan.
      • Allow labeling nominee as Emergency Cover.

    3. Save your changes.

  11. Test your changes.

    1. Log in to the instance and navigate to the Succession Org Chart.

    2. Choose the Eye icon for the Display Options and activate the flags for the Risk of Loss, Impact of Loss, Reason for Leaving, and Bench Strength.

    3. Search for Felicia Ford and make sure that Mike Miller and Nancy Nash have the proper talent flags that correspond to the value present for these fields in the Profile.

    4. Note that a Talent Pool has been associated to the positions for Mike and Nancy. If you open the Position Card, the name of the Talent Pool will be shown.

    This concludes the exercise.

Utilizing v12 Succession Org Chart

Business Example

The business requires you to use Talent Cards and they also want to see how successors can be nominated from the Succession Org Chart.

You can watch the following video for steps on nominating successors from the Succession Org Chart

Practice nominating successors from the Succession Org Chart :

ExerciseStart Exercise

Steps

  1. Nominate Successors.

    1. Log in as the admin.

    2. Navigate to Felicia Ford's Succession Org Chart.

    3. Open Felicia's position.

    4. Select + Add Successors.

    5. Enter Nancy's name in the search box.

    6. Enter a Readiness Level, Rank, and Note.

    7. Choose Save at the bottom of the page.

    8. Repeat the steps to nominate Mike Miller as a successor for Nancy Nash and select the readiness level Ready Now. Make him theEmergency Cover. Notice that the labels for the readiness levels correspond to your configuration. Also notice that the Bench Strength color should correspond to the Readiness Level color.

    This concludes the exercise.

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