Introducing Succession Management

For organizations to excel in today’s highly competitive global marketplace, succession management is imperative. SAP SuccessFactors Succession Planning helps HR professionals identify and develop the talent needed to improve organizational strength and achieve today’s business goals, while providing visibility and planning for future growth.

Succession planning helps you increase employee engagement, foster professional growth and development, and maximize career opportunities for top talent, making your company the employer of choice. You can also better align your workforce to the critical needs of the business. A comprehensive succession management process can increase employee engagement and retention, which facilitates organizational growth.

Further business benefits of an integrated succession planning solution include the following:

• Share key talent company-wide

• Tie development plans and opportunities to succession and talent gaps

• Include leaders and hold them accountable for developing successors

• Identify and group talent pipelines for filling positions

In an integrated succession planning process, succession planners can leverage existing talent information to suit their specific needs as they search for the best talent.

The following process flow is common among many organizations.

1. Performance and potential ratings from calibration sessions, manager assessments of risk and impact of loss, skills and competencies, employment history, and so on, are used to find the ideal candidates for the succession plans of key positions. Line managers are responsible for identifying employees in their teams with potential to grow and move forward in the organization. Once they assess the potential, they set the relevant talent flags for their employees like future leader, risk of loss, and impact of loss. Managers can then nominate employees to be included in talent pools or considered as a successor for a key position.

2. Succession nominations are then discussed and confirmed in a talent review meeting.

3. Line managers, with potential support from the HR Business Partners (HRBP), review the succession plans for key positions in their area of responsibility to help secure the continuity and success of their organization.

4. Users can review existing succession plans and impacts of successor moves via the Succession Org Chart, Position Tile, and Lineage Chart.

5. When looking into succession plans, users can look up real-time employee information, compare potential successors side-by-side, or export data for offline discussions.

6. Users gain transparency into available high performing talent using Talent Search, Talent Pools, and the Matrix Grid Reports.

7. Once talent gaps have been identified, development actions can be triggered using other modules like SAP SuccessFactors Learning and SAP SuccessFactors Career Development, including Mentoring. Alternatively, if no adequate successor can be identified internally, you can trigger a requisition request in SAP SuccessFactors Recruiting.

You can reserve a live, preconfigured SAP SuccessFactors instance through SAP Learning System Access to practice the exercises in this training at your own pace.

If you have reserved an SAP SuccessFactors instance, you will receive an e-mail on the date your instance is activated.

Check your respective Learning Room for additional information on instance activation.