Run Better with Superior Talent: Product Demo

Learn how SAP software can help you manage human capital at your organization. See how it supports your efforts to compare and calibrate top talent in your organization, plan compensation to reward performers, and assign successors for key positions.

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    • Run better with superior talent: Using SAP software to support talent management. As the economy recovers, many organizations are shifting their priority from cost-cutting to growth. In response, HR leaders around the world are asking: Do I have the right talent to foster innovation? Who are my top performers and potential successors? How do I retain that talent? And how can I ensure that my organization pays for performance? The Tide Is Turning – Are You Ready? Take a look and see how your senior management team can: Review talent to identify tomorrow’s leaders, build a leadership pipeline to avoid business disruption, and drive success by equitably rewarding employees. Review talent to identify tomorrow’s leaders. Let’s take a quick look at our current top talent and high potentials, as these are most likely our leaders of tomorrow. Historically, it would have taken countless hours to collect, prepare, and analyze the data. But now we can calibrate both performance and potential within a nine-box grid and immediately see who continues to show leadership potential. Let’s take a look. Now I’m particularly interested in reassessing a couple of people designated in the “growth” category. Let’s go first to Jessica Cohen and take a look at her overall talent profile. Now let’s do a comparison between Jessica and Ethan — all we have to do is drag and drop their pictures, and then click compare. It seems that Ethan no longer meets the requirements for the growth category so we need to move him to the “core employee” category. The outcomes from these talent reviews will help HR and management with development plans and programs, succession plans, and organizational changes. With talent review functionality, senior management can collaborate, discuss, and calibrate an organization’s high performers and high potentials. This “best practice” ensures a continued leadership and innovation pipeline that will help reduce disruption to the business of growth. Build leadership to avoid business disruption A key position in our organization will be vacant in six months, and we need to increase our bench strength. Let’s take a look at the org chart where we see that there are already a couple of successors nominated for this key position. Unfortunately, the indicator shows that neither candidate will be ready in time to fill the position. We need more information to make a clear, objective choice in assigning a successor. During the talent review meeting, the management team agreed that Jessica Cohen is a good candidate for this position. Let’s assign Jessica and add some additional details. By selecting the “Add” button, we can store the information. Jessica is now assigned as a successor for this position. Now, let’s perform a profile-match search to see if we can identify other potential successors. We can search the entire talent pool for candidates that have some — or all — of the required competencies. The search may turn up candidates that we wouldn’t have found otherwise. We can confine the search to a specific organizational unit, or a particular job family or talent group. Let’s choose the “Top Talent” talent group. The search results show that there are a couple of people who may be a promising fit for this position. Performing a competency match-up gives us a more detailed comparison against the requirements of the position. Let’s nominate James Weldon as a potential successor. As we’ve seen, SAP Talent Visualization can help your senior management team evaluate and appoint successors so your organization can have the right people in the right place at the right time to sustain and grow its business. Drive success by equitably rewarding employees. Now, let’s see how we, as managers, can perform compensation planning for our direct reports and ensure equity among those performing at the same level. We see that Henri Linden is paid less than others who do the same job, yet he’s exceeded expectations on his appraisal. Taking a closer look, we see that Henri’s salary is way below the midpoint. Meanwhile, Henri’s talent profile shows us that he consistently exceeds expectations and has high potential. Let’s adjust Henri’s compensation to give him a boost in salary. While the company guidelines recommend 4%, we have the flexibility to give a raise that’s between 3% and 6%. Now, let’s do a further comparison to others who have the same job. Using the power of embedded analytics in compensation, we can further analyze trends to spot inequities. Henri is at the bottom of his salary range and is receiving less than his peers. Let’s fix that inequity. By clicking on the icon for Henri, we can enter the increase amount and see the resulting change. Now Henri’s salary is more in line with with that of his peers. Using SAP software, your managers have the easy-to-use tools and analytics they need to make informed decisions about rewarding their employees.
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