Manager Self-Service with SAP ERP

Learn how manager self-service with SAP ERP can help your managers operate better with personalized access to team and organization information. See how they can perform better with solutions that drive operational performance and increase efficiency.

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    • Manager self-service with SAP ERP. Operate better, perform better, decide better.
    • Learn how manager self-service with SAP ERP can help your managers: operate better with personalized and easy access to team and organizational information,
    • perform better with solutions that drive organizational performance and increase efficiency, and decide better with quick access to analytics and dashboards, anytime, anywhere.
    • Operate better. Tim Tabasco is a manager at a company that uses manager self-service with SAP ERP.
    • He can personalize his home page for quick and easy access to information that fits his individual needs.
    • Tim wants to expand his view of the "competency matchup" list and to hide the view of the "birthdays and anniversaries" list so it's not visible on his home page.
    • With just a click here and a drag there, his view is tailor-made. Now, he wants to see information about an employee named Matthew Black.
    • By clicking on the icon next to Matthew's picture, he can get access to Matthew's employee, talent, and compensation profiles;
    • display personnel files; or initiate employee and travel self-services on Matthew's behalf.
    • Tim reviews Matthew's employee profile where he can see information about his time and vacation, salary, competency, and performance.
    • Then he takes a deeper look at Matthew's talent profile to consider his potential in the organization.
    • At a glance, Tim can see that Matthew's performance meets expectations and that he has strong competency ratings.
    • Later on, Tim checks his mobile device and looks at some applications he has received for an open position.
    • He sees that there are four applications to review, including two for the job of payroll specialist, and he selects the profile of the first candidate.
    • Tim sees a note from the recruiter, saying that the candidate has a strong background. And, he takes a brief look at the candidate's resume.
    • Confident that this applicant could be a good fit, Tim asks for an interview for Friday.
    • Perform better. As part of Matthew's annual performance appraisal, Tim needs to plan Matthew's compensation.
    • Integrated software and analytics help him consider the adjustment in relation to the entire departmental budget.
    • Tim chooses "compensation planning" in the drop-down menu so he can create a compensation forecast.
    • He sees a list of all his direct reports, including their hourly or semi-monthly salaries, and he sees the departmental budget available for compensation.
    • Tim applies the "general" compensation guidelines, but knows he can make individual adjustments. For Matthew, he decides to increase his raise to $3,000.
    • Now, the compensation budget is highlighted in red, warning Tim that the $3,000 raise exceeds the departmental budget.
    • Built in analytics let him see the disparities in compensation across all his employees, and how Matthew's compensation aligns with that of his colleagues.
    • Tim sees that the adjustment to Matthew's salary would be too high compared with the salaries of the other team members. To comply with business planning, Tim reduces the increase to $2,000.
    • The chart now shows Matthew's compensation to be more in line with that of his colleagues.
    • Decide better. Tim is on his way to a senior management meeting.
    • He needs to report on the current status of talent in Daniel Sullivan's unit, so he performs a talent "health check" to see employees with a high potential rating.
    • He is concerned that top talents may be leaving and that this could pose a problem for the organization. Tim sees that much of the top talent in China and India has left.
    • He takes a deeper look into the actual numbers by choosing the list view, and makes a note to find ways to reduce turnover.
    • Knowing that Daniel plans to retire within the year, Tim takes a look at Daniel's organization for succession planning. He begins by looking at the profile for Joanne, the VP of new products.
    • Tim sees that Joanne has high potential and that her performance exceeds expectations. Finally, he reviews her compensation history.
    • Based on these insights, Tim decides to nominate Joanne as a potential successor for Daniel's job. Tim can now walk into his meeting and share his research using his mobile device.
    • With manager self-service with SAP ERP you can help your managers: operate better with personalized and easy access to team and organizational information,
    • perform better with solutions that drive organizational performance and increase efficiency, and decide better with quick access to analytics and dashboards, anytime, anywhere.
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