Identify hidden talent in your organisation
Are you developing, retaining and inspiring your best employees? If you make redundancies, do you know which employees to keep? You can't afford to lose the wrong people. Do you know who will replace your Baby Boomer generation when they retire?
Now, more than ever, strong leadership and the right employees will ensure business survival. You don't want to be left exposed when Senior Managers retire or leave the company. You need to know you have adequate bench strength to seamlessly fill new positions with internal talent. They will have the business knowledge and understanding of your company, enabling them to hit the ground running. This also saves on the cost of external recruitment and a lengthy, expensive 'on-boarding' process.
Furthermore, employees increasingly want freedom to progress in any direction, including across countries too. Its imperative organisations have a business-focused talent strategy that identifies current and future business needs whilst meeting employee demands.
Many organisations have introduced competency frameworks or pay and reward schemes, but this more short term. Strategy should look further ahead allowing you to identify where the skills gaps will be in five or ten year's time and enable you to build a strong pipeline of talent.
Business processes need to be clearly defined and an infrastructure in place to support the delivery of strategy and constantly changing requirements.
SAP Human Capital Management enables organisations to perform all of their HR related processes on a single, integrated system allowing the sharing of data between processes, preventing duplicate entries and increasing analytical abilities. It can:
- Reduce recruitment costs.
- Increase employee satisfaction and reduce churn.
- Minimise business disruption.
The Talent Management Suite provided by SAP HCM includes:
- E-Recruitment: Support the process of recruiting internal employees and external candidates. Enables HR departments to screen and select from large numbers of applicants, find the right people quickly, leverage their talents and maintain relationships with individuals who register in a talent warehouse.
- Career planning: Enable employees to manage their own profiles indicating career goals and aspirations through self-service capabilities. Managers can also compare profiles with the requirements of specific positions to determine skill and knowledge gaps and determine training plans accordingly.
- Succession planning: Identify and track high-potential employees and implement development plans to ensure that they are prepared to assume future leadership roles. Identify positions as 'Key' and target specific employees as potential successors. Employees can also be linked to talent groups so pools of potential successors can be monitored.
- Enterprise learning: Provide a comprehensive learning environment for all your training requirements, supporting traditional classroom training, virtual learning and e-learning. Employees can access their organisations training catalogue and either start learning immediately or submit requests for managerial authorisation.
- Performance management: Standardise employee reviews and appraisals and enable participants to execute them online. Integration with Enterprise Learning allows the selection of courses individual needs to attend to assist their development. Performance calibration functions will support your line managers in assessing and ranking the performance of their teams in an effective visual way. Integration with Compensation Management will allow you to use appraisal ratings to determine bonus and salary increases.
- Compensation management: Implement reward strategies, such as performance and competency based pay, variable pay plans, and long-term incentives reward programs. Analyse and compare compensation packages using internal and external salary data to ensure remuneration packages are comparable with competitor packages. Managers can actively participate in the reward process via Managers Self Service and mass update capabilities reduce the time and effort required to update employees HR records.
And with innovative partner products like Talent Visualisation by Nakisa you can work with a fully Web-based succession management application that provides real time, in depth visualization and execution of succession plans to effectively align talent goals with business strategies. This application works as a front end on top of the existing SAP HCM back end processes and data.