Career and Succession Planning
"The component" career and succession planning, you can under personnel both in the planning of careers for staff and vacant at the Applicants as well as succession planning for the future Positions (positions) support. It takes up the career and succession planning primarily on the "in the component skills / requirements 'previously defined skill profiles of employees and Candidates as well as user specifications of posts. In addition to these qualifications and job specifications can be impersonal be career models in R / 3 provided. These careers form the basis for the selections in the context of career and Succession planning and by linking the corresponding Jobs and positions defined.
• The career planning careers show the basic career and development goals (line, specialist) to which employees and Candidate (based on reach of their current position) can.
• The succession career models are the basis for the search accordance with appropriate persons (employees, applicants), the successor to the position to come into question.
To support an efficient and targeted search for suitable persons to you can use the career and succession planning at the request of the following planning criteria to perform:
• Qualifications of the person (s) observed
• Interests of the person (s) observed
• The potential of the person (s) observed
• Scheduling note to posts
• Dislikes of the person (s) observed
• Careers note
• Additional career
User-specific, you can also take into account the following selection criteria:
• The replacement qualifications are to be respected.
• The requirement to the post must be fulfilled.
The half-lives of qualifications should not be considered.
• The entry of the user is always in its area of competence (Indicate the organizational structure be made).
• As part of career planning should only be marked as vacant posts will be displayed.
You can then further restrictions under the selection, for example, to make the company code, region) (eg state, Personnel area, employee group, employee group, nationality, marital status and disabilities.
When in the career and succession planning, the selected persons under the profile comparison skill deficits you can determine the training needs. These are qualifications of the person with the requirements of the future position compared and identified the shortage of skills. These are automatically the relevant seminars and events proposed can resolve the identified skills gap. Condition the definition of educational purpose within the component is Event Management. |
