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Whats New In SAP E-Recruiting 6.0 (mySAP ERP 2005)
Kim LessleyERP Solution Manager, SAP Labs, LLCNovember 16, 2005
Availability and TimelinesWhats New in E-Recruiting 6.0 (mySAP ERP 2005)Enhancements Delivered with Support Pack 2Special Talent Management Feature Pack
SAP AG 2005
Release Planning
SAP E-Recruiting 3.0 (mySAP ERP 2004) Mass shipment February 28, 2005
SAP E-Recruiting 6.0 and Succession Planning
(mySAP ERP 2005) Ramp-up October 24, 2005 Service Pack 2 expected Q4 2005 Mass shipment expected Q2 2006
Talent Management Fast Track (mySAP ERP 2005) Shipped within Service Pack based on ERP 2005 / E-Recruiting 6.0 Scheduled delivery Q2/Q3 2006
SAP E-Recruiting 7.0 and Succession Planning
(mySAP ERP 2007) Shipment expected Q1 2007
Availability and TimelinesWhats New in E-Recruiting 6.0 (mySAP ERP 2005)Enhancements Delivered with Support Pack 2Special Talent Management Feature Pack
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)Talent GroupsCandidate QuestionnairesDeletion and Retention ToolsHR Integration and ESA ServicesSuccession Planning
SAP AG 2005
Talent Focus through Talent Groups
Talent GroupsGroup like candidates together for TRM actionsPerform activities on group outside of a requisitionProactively market your company to specific groups
Some Talent Segments require special attention, and may require specific processes, staff, etc. Talent Groups
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Talent Groups: How They Work
Administrators create Talent Groups
Only Talent Group support team members can : Assign candidates to Talent Group (from the Talent Pool) See which candidates are in the Talent Group See which Talent Group activities have been created
Candidates can belong to multiple Talent Groups
TRM activities can be created and tracked against specific Talent Groups
Talent Groups can have questionnaires/candidate ranking
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Talent Groups Assignments
excellent
Possible Talent Group UsesPipelining candidatesSourcing for candidates (search template element)Talent relationship managementTalent campaignsGrouping obsolete candidates
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)Talent GroupsCandidate QuestionnairesDeletion and Retention ToolsHR Integration and ESA ServicesSuccession Planning
SAP AG 2005
Candidate Questionnaires
Candidate QuestionnairesSend questionnaires outside of a requisitionSearch Talent Warehouse by questionnaire responsesRank by questionnaires
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Candidate Questionnaires: How They Work
Attach questionnaires to candidates directly:
Outside the context of a requisition
For talent relationship management (TRM) activities candidates within the Talent Pool or within a Talent Group
Search for and rank candidates based on these questionnaires
Complete questionnaires on behalf of a candidate
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Candidate Questionnaires (Activity Management)
Questionnaires are now allowed for candidates independently of the assignment to a requisition.
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)Talent GroupsCandidate QuestionnairesDeletion and Retention ToolsHR Integration and ESA ServicesSuccession Planning
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Deletion and Retention Tools: Background
Provide an easy way to keep the talent pool updated and delete obsolete records when required
Legal compliance of application data (country dependent) When applications are aborted or the recruitment process is
completed (especially, when this is done without a registration) the application and most of the candidate information have to be deleted (e.g., Germany)
The application and audit trail data have to be retained over a specific period of time (e.g., USA: EEO)
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Definition of Expiration and Retention Periods
Expiration Period: The maximum period of time an application and the person-related data
of the associated candidate may be retained in the system once therecruitment process has been completed (when the application status isset to rejected or withdrawn)
Retention Period: The duration a requisition and all related information (applications,
applicant data, activities, audit trails, and so on) must be retained beforethey can be deleted
Defining the expiration and retention periods: Periods are defined for branches in customizing Branches are assigned to requisitions The expiration and retention periods stored in customizing are derived
from the branch assigned to the requistion Periodic reports are used to delete applications
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Deleting Candidates: How it Works
Deleting candidates from the system is a two-step process:
Earmark candidate for deletion Assign candidate to a specific talent group Deregistration (by candidate or by administrator on behalf of
candidate)
Delete the candidate Delete external candidates (two reports available) Delete requisitions (and assigned candidates)
The reports take the data retention dates set in customizing into consideration
1
2
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)Talent GroupsCandidate QuestionnairesDeletion and Retention ToolsHR Integration and ESA ServicesSuccession Planning
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HR Integration
Import position and job requirements from HR onto requisition Import employee qualifications from HR into employee profile
Button: Transfer of HR Requirementsto pull job / position requirements from HR onto the requisition
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ESA Services
Job Board Integration
Send publication data to a job board via XI server Data is mapped to an HR-XML-Consortium-based structure
New Hire (Integration to HR Administrative Services)
Send external candidate data to the HR system via XI server
HR Administrative Services receive the data and triggers the creation of an employee
HR Administrative Services sends back the new employee ID together with the candidate ID to switch the external to an internal candidate
Note: Both implementations are thought as examples to implement a customer specific scenario
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System Landscape
E-Recruiting HR-System
XI-Server
JobBoard
Hire Request
Hire Confirmation
Publication
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Job Board Integration: How it Works
New periodical service class CL_HRRCF_PUBLISH_XI_PUB reads the interface table, collects the data and calls the XI proxy class
The data flow (including mapping) can be seen in transaction SXMB_MONI, in sending system and XI system
New publisher class CL_HRRCF_PUBLISHER_XI fills the new interface table T77RCF_XI_PUB
XI server: Mapping of E-Recruiting structure to HR-XML
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New Hire Integration: How it Works
Alternative technique to RFC connection and PA48
New periodical service class CL_HRRCF_HIRE_REQUEST_XIreads the interface table, collects the data and calls the XI proxy class
Simple mapping of E-Recruiting structure to HR-ADMIN structure on XI server
Receiving class CL_HRRCFHIRE_CONFIRMATION_IN is called by proxy
Note: Prerequisite is the usage of HR Administrative Services and activating the T77S0 switch RECFA HRXI
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Demo: Whats New in E-Recruiting in 6.0
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Demo: Whats New (Administrator)
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)Talent GroupsCandidate QuestionnairesDeletion and Retention ToolsHR Integration and ESA ServicesSuccession Planning
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Succession Planning Process
Strategic Demand Identification
Potential Talent /Sucessor
Identification
Selection andSuccession
PlanEstablish IndividualDevelopment Plans
Safeguard the strategically most important positions
Build transparency on career opportunities before the position becomes vacant
Analyze and update requirements for representativepositions / benchmark jobs
Build foundation for interrelated HR processes like recruiting, learning and performance management
Get understanding on employee population in specific target group
Build transparency of competency gaps
Establish talent peer groups (e.g. high potentials, top performers, trainees, etc.) to target talent services
Preselect potential talents to fulfill strategic demand
Derive and establish strategic development programs
Execute on demandfulfillment
Get transparency ofpotential successors
Evaluate and rate talents on shortlist
Start communicationwith the business(manager and employee) on Plan
Adjust plan based on business area goalsand goal conflicts (e.g.readiness)
Get transparency onstrategic developmentneeds
Break down toindividualdevelopment plan
Get commitementfrom business andemployee to executeon plan
Start long-termdevelopment plan
Monitor progress ondevelopment planexecution
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Succession Planning Highlights
Use succession plan requisitions to designate key positions and jobs Source based on pre-defined pools of high potentials (talent groups) Take advantage of predelivered processes for succession planning Import position and job requirements from HR Import employee qualifications from HR Print succession profiles of successors for offline review
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Process Template
Predelivered customizing for succession planning
Predelivered processes and activitites Predelivered processes and activities Assignment of activities to relevant processes
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Identify Potential Successors: Candidate Search
Search for Talent Groups Use talent groups as search criteria
Restricted with authorizations
New Search Profile
Uses hidden information to select internal candidates (employees) only
Candidate status is not taken into consideration
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Identify Potential Successors: Reuse of Employee Qualifications
Employee Qualifications from HR in Profile
Eliminates need for employees to maintain their skills and qualifications in multiple locations
Simplifies the comparison of potential successors against key positions
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Create Succession Plan
Search for potential successors Perform activities (individual or mass) Rate successor readiness for position Display assignments to other succession plans Maintain profile on behalf of employee Record notes on potential successors Print successor list for offline talent review meetings Create follow-up activities
Successor Readiness Rank potential successors
readiness for the position
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Demo: Succession Planning
Availability and TimelinesWhats New in E-Recruiting 6.0 (mySAP ERP 2005)Enhancements Delivered with Support Pack 2Special Talent Management Feature Pack
Enhancements Delivered with Support Pack 2Support Team EnhancementsAgency SupportRecruiter Worklists
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Support Team Enhancements in Requisitions
Logically group a collection of users with different roles (customizing) Assign several support team members at once Search and replace feature for support team members
User List
Assign user group or individualmembers to a support team
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User Lists - Support Team
User list created in customizing can be displayed to select members of support team (IT 5131) in requisitions
NDApplication
NBRequisition
NFTalent Group
IT 5131
User list in Customizing
User list 1US MUELLER 0002US SMITH 0002US CLARK 0003
MUELLER 0002SMITH 0002GARCIA 0011SMITH 0007
User lists can be assigned to categories in customizing to classify them, for example according to regions or other organizational criteria
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Adjust Support Team
Adjust support team
Adjust support team
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Support Team Search (Activity Management)
New enhancement for assigning support team members to activities
Search for ProcessorsOn this page you can either select a member from the support team or search for employees.
Search for employees within the support teamThis list shows the employees on the support team. Select a processor from this list.
New tab: Support Team to restrictprocessor search to team members
Employees
Enhancements Delivered with Support Pack 2Support Team EnhancementsAgency SupportRecruiter Worklists
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Agency Support
Data entry by agenciesSpecial access to relevant data entry pageAutomatic tracking of which agency submits candidates
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Agency support: User Group
Re-use of object user group (UG) via transaction SUGR Assignment of users with corresponding E-Recruiting authorizations
UGUser Group 1
User group withspecified users handedto agency for data entry
AgenciaRecruiter
AGUSR2
AgencioRecruiter
AGUSR1
Full NameUser Name
Enhancements Delivered with Support Pack 2Support Team EnhancementsAgency SupportRecruiter Worklists
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Candidate Shortlist
Candidate shortlists will show total number of candidates as well as number of new candidates (read/unread concept)
Total In Process Unread
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My Planned Activities
Recruiters can quickly find and edit all their planned activities
My Planned Activities
My Planned Activities
Filter by activity and date range.Edit activities directly from list.
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Candidate Hit List
A new hit list is separated into candidates already assigned to requisitions and those not yet assigned.
Not yet assigned (30)
Tabs to differentiate hitlist betweencandidates already assigned and not yet assigned
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Demo: Service Pack 2 Functionality
Availability and TimelinesWhats New in E-Recruiting 6.0 (mySAP ERP 2005)Enhancements Delivered with Support Pack 2Special Talent Management Feature Pack
SAP AG 2005
Talent Management Feature Pack: Objectives
Strengthen the Talent Management suite in mySAP ERP HCM Minimize silos between Recruiting, Succession Planning, Employee
Development, Performance Mgmt/Compensation, and Learning Establish more complete, end-to-end processes Engage all users attached to each process with a harmonized UI
Professional, External, Employee, Manager Enable complete control of both defining the organization and
executing all the processes required to drive comprehensive talent management
Measure all processes and strategies through analytics
First Delivery planned for end of Q2 2006 (feature package)
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Talent Management Feature Pack I
New Composite Talent Planner Role
A collective role supporting the processes of Succession Planning, Performance Management, Organizational Development and Compentancy Management
Dashboard-like navigation to high risk areas of concern and monitoring through analytics
Links to executable transactions
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Talent Management Feature Pack II
New PD Object: Job Family
Will provide a consolidated view of functional areas within an organizational structure and will be embedded in a preliminary view for montoring (may be extended by other HR modules in later releases)
Succession Planning
Enhanced employee profile with HR data Search on performance feedback results Side-by-side comparison of potential successors
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Talent Management Feature Pack III
Recruiter Support (E-Recruiting)
Improved visualization of workload through filtering/authorizations for activities in applicant tracking
Quick activity creation (single-click creation from candidate lists) Conservative estimate of 900-1,200 clicks saved per requisition* /
13,500-18,000 clicks saved for the average 15 requisitions a recruiter is working on at any given time
New confirmation activity type possible use cases include Candidate confirms scheduled interview data and time Interview panel votes yes or no on whether to hire candidate Works council (or union representative) confirms its okay to hire
proposed candidate
*Assumption 100 applicants with 3 activities each
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Talent Management Feature Pack IV
Technology / Integration ESA enablement (E-Recruiting)
Integration with resume parsing solution providers
UI Enhancements (E-Recruiting)
Recruiter dashboard proactive pushing of important information to recruiters with the ability to take action on that information, e.g.
Postings about to expire New applications Feedback from hiring manager / interview panel member
Posting enhancements defaulting data from HR
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Talent Management Feature Pack V
Search Enhancements
Simplification of the search UI Expanded search capabilities
Defaulting requirements from requisition Restriction of search criteria to those relevant to organization Personalizable columns in hit list Automated default ranking of candidate shortlist
Side-by-side comparison of candidatesSearch criteria
Result
Optional criteria Mandatory criteriaFree-text search
Interest group:
Degree:
Area of study:
Language:
Candidate rating:
Education type:
Functional area:
Candidate Percentage match Candidate rating Education type Functional area
Whats New In SAP E-Recruiting 6.0 (mySAP ERP 2005)
Kim LessleyERP Solution Manager, SAP Labs, LLCNovember 16, 2005
SAP AG 2005
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