Custom Talent Management Solution

Custom Talent Management Solution

– Qualifications/Requirements –
- Whitepaper -

Author: Andreas Mau andreas@kdssc.com

Klaus-Dieter Spatz klaus@kdssc.com

KDS Software & Consulting, Inc

3715 Jefferson Court
Redwood City, CA 94062

N OTICE
KDS Software & Consulting, Inc., reserves the right to claim the following document as
intellectual property. No part of this document may be reproduced or transmitted in any
form or for any purpose without the express permission of KDS Software & Consulting,
Inc.. The information contained herein may be changed without prior notice.

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Table of Contents
1 CUSTOM TALENT MANAGEMENT SOLUTION.......................................................... 3
1.1 Description .................................................................................................................. 3
1.2 Customer Priorities...................................................................................................... 3
2 DEFINITION AND SPECIFICATIONS ........................................................................... 4
2.1 Definition ..................................................................................................................... 4
2.2 Specifications .............................................................................................................. 4
2.2.1 Key features......................................................................................................... 4
2.2.2 General Features ................................................................................................. 5
2.2.3 System Requirements......................................................................................... 5
2.3 Custom Talent Management Applications................................................................... 5
2.3.1 Description........................................................................................................... 5
2.3.2 Detailed Specifications ....................................................................................... 6
2.3.2.1 Qualifications and Requirements ..................................................................................................................6
2.3.2.2 Organizational Unit and Personnel Assignment............................................................................................8
2.3.2.3 Shortcomings of the SAP standard Talent Management ..............................................................................9
2.3.2.4 Custom Profile Analysis Report.....................................................................................................................9
2.3.2.5 Custom Profile Match-up with Employee Training Notifications.................................................................. 11
2.3.2.6 Qualification Maintenance via Mass Data Entry for Personnel and Job As signments................................12
2.4 Performance .............................................................................................................. 15
2.5 Reliability ................................................................................................................... 15
2.6 Durability ................................................................................................................... 16
2.7 Simplicity and Aesthetics........................................................................................... 16
3 SERVICEABILITY AND MAINTENANCE ................................................................... 17

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1 Custom Talent Management Solution

1.1 Description
The following whitepaper describes an add-on development effort to support various aspects
of a customized Talent Management solution.

The solution would be a custom solution that does not require any modification to the current
SAP Talent Management applications. All components developed in this custom solution are
standalone or interfaced with SAP applications via standard interfacing and service methods.

SAP’s Talent Management modules can be used in a new way which allows our clients to
maximize their talent management efficiency. Our Talent Management custom solution will
offer add-on functions such as training notifications for supervisors and a qualifications and
requirements analysis report.

1.2 Customer Priorities

A comprehensive list of high customer priorities for a Talent Management Solution are:

1. Easy to use applications

2. Fast determination of training needs and their distribution
3. Ability to create qualifications/requirements documents
4. Ability to extend the use of existing SAP components rather than solution replacements
5. Efficient performance
6. Standard look and feel of resulting applications

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2 Definition and Specifications

2.1 Definition
The scope of the custom Talent Management solution is to allow generic interfacing with the
currently existing SAP modules as well as utilizing parts of SAP’s ABAP infrastructure to
support the data traffic in all processes.

SAP Talent Training

Notifications Supervisor A
Management Qualification needs
for EE xxx1
…

Supervisor B
Qualification needs
Personnel Configuration,
PD Infotypes for EE xxx2
Development Custom Talent …
Management
Solution

Configuration
Add-On PD Infotypes
Qualifications/Require-
ments Reporting
Training Notifications Supervisor Z
Qualification needs
for EE xxxn
…

Fig. 1.: Component diagram of a custom Talent Management Solution

2.2 Specifications

2.2.1 Key features

 Utilize SAP standard qualifications catalog
 Seamless integration of traditional SAP Talent Management and custom add-on
relationship management

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 Employee Training Notification application

 Qualifications and requirements analysis report
 Online Qualifications and Requirements analysis
 Qualifications and Requirements document administration with templates
 Configuration of new qualifications/requirements, additional personnel development
infotypes

2.2.2 General Features

define Job/Position Qualifications and Requirements
allow a storage for Qualifications and Requirements documents
utilize efficiency for a qualification to categorize a job/position qualifications level
notify management personnel via email for upcoming Talent Management events such
as
o position qualification alignment – synchronize people qualifications with that of a
position
o job qualification alignment – synchronize people qualifications with that of a job
o need to adjust qualification level for job/position
o handle approvals for new job/position qualifications/requirements
o cascade notification through 3 levels of management based on processing;
cascading happens biweekly
 Qualifications and requirements analysis report
 Configuration:
o Infotypes to hold qualifications/requirements and their relationships to
jobs/positions/employees
o SAP standard qualifications catalog

2.2.3 System Requirements

 SAP HR release 4.6C, 4.70, ERP2003, ERP2004, ERP2005, or higher

2.3 Custom Talent Management Applications

2.3.1 Description
The following applications will be provided with the custom Talent Management Solution

 Qualifications and Requirements Analysis Report

 Custom Profile Match-up with Employee Training Notifications

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 Mass data entry applications for

o Qualifications to persons
o Qualifications to jobs

Add-On
PD Infotypes

Talent Management
Qualifications Applications
Catalog
/KDSSC/…

EE Training
Qualifications/ Notifications,
Requirements Qualifications
s Overview

Fig. 2.: Data flow diagram of a custom Talent Management Solution

2.3.2 Detailed Specifications

The following should give a brief introduction to the custom Talent Management Solution and
its benefits.

2.3.2.1 Qualifications and Requirements

A qualification (Q) in general is an attribute that must be met or complied with and fits a
person (P) for a specific purpose which can be a job (C), position (S), cost center (K) or other
capacity. Qualifications can be grouped in a qualifications group or catalog (QK).

There may be more than one qualification required for a job each with a minimum efficiency
or proficiency. Efficiency thereby describes how skillful a person is in performing the
corresponding task without wasting time and effort unnecessarily. Hence efficiency is the ratio

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of the actual time used to perform a task versus the total time passed. Ideally this ratio should
be 100% for any given qualification. SAP provides freely definable scales for the proficiency
assignment. There are 2 types of scales, the quality scale with well defined text values and
the quantity scale which consists of a numeric interval with a defined step size.

The total set of qualifications (Q) and their corresponding proficiencies for the job (C) defines
the job requirements profile (QP). The assignment of qualifications to jobs is sufficient and
need not be assigned to positions (S) individually as the profile will be inherited by the
position connected with this job.

num1

num2
Q

num n

Fig. 3.: Diagram for a qualification with scaled proficiency

Q1

Q2
QK

Qn

Fig. 4.: Diagram for a qualification catalog

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Q1
QK1

Q2
QK2 C S

Qn

QKm

Fig. 5.: Diagram for a job/position requirements profile QP

2.3.2.2 Organizational Unit and Personnel Assignment

In the organizational structure a person (P) is assigned to an organizational unit (O) which
has some cost centers (K) and positions (S) assigned to it.

S1
K1

S2
K2 O
Sn

Km

Fig. 6.: Diagram for a organizational structure

According to the organizational structure each person will inherit the consolidated
requirements profile for the position and job he is assigned to.

S C P

Fig. 7.: Diagram for a personnel assignment

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2.3.2.3 Shortcomings of the SAP standard Talent Management

In the SAP system appraisals for job requirements can be executed on a complex level but
only for one business object at a time. For example you want to analyze and match-up a
certain position or job and the person who is assigned to it. This can be done with the profile
match-up. You can also get a qualifications overview for an entire organizational unit.

Fig. 8.: SAP Profile Match-up

As a supervisor you only want to have a list of qualification for people working for you to
derive necessary training requirements or you want an entire list of qualifications and their
proficiencies for your group only. The custom solution proposed here will allow to do this in an
easy way.

2.3.2.4 Custom Profile Analysis Report

The Custom Profile Analysis Report allows to view a specific group of employees and there
qualifications.

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Fig. 9.: Custom Profile Analysis Report selection screen

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Fig. 10.: Custom Profile Analysis Report output

2.3.2.5 Custom Profile Match-up with Employee Training Notifications

The Custom Profile Match-up application with Employee Training Notifications allows to
create training notifications for missing or incomplete qualifications for employees per
supervisor. Every supervisor will receive and Email with the training needs for his people. This
mechanism ha been enhanced to provide information throughout 3 management levels based
on unresolved biweekly notifications. Hence a requirement not resolved by one level will
trigger a notification for a higher management level two weeks later.

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Fig. 11.: Custom Profile Match-up selection screen

2.3.2.6 Qualification Maintenance via Mass Data Entry for Personnel and Job
Assignments
The qualification maintenance applications allow a mass data entry to make sure that all
people or jobs have the correct qualification assigned to them with their corresponding

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proficiency value. The application have a pre-selection for personnel groups or jobs and allow
to assign the qualifications via drag and drop.

Fig. 12.: Qualifications to Person Update pre-selection screen

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Fig. 13.: Qualifications to Person Update maintenance screen

Fig. 14.: Qualifications to Person Update pre-selection screen

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Fig. 15.: Qualifications to Job Update maintenance screen

2.4 Performance
The Talent Management Solution will perform very fast. Only in the case that massive
employment data relations need to be analyzed will performance be impacted.

2.5 Reliability
To approach software reliability1 we utilize the best engineering methods to improve software
reliability of our solutions. Before the deployment of software solutions, testing, verification

1
According to ANSI, Software Reliability is defined as: the probability of failure-free software operation for a
specified period of time in a specified environment. Software Reliability is an important attribute of software
quality, together with functionality, usability, performance, serviceability, capability, installability, maintainability,

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and validation will be performed. Software testing in form of unit and acceptance tests is used
to minimize the possibility of defect occurrences after release and therefore improve our
software reliability. After deployment of our software solutions, field data will be gathered and
analyzed to improve the software and provide updates as necessary.

2.6 Durability
We achieve software durability2 through an pragmatic approach that combines object oriented
techniques (OOTs) with formal description techniques (FDTs). OOTs help system analysts
and designers to bring modularization and structure to the programs to permanently commit
data changes. The main focus of FDTs is to ensure the correctness of the final system by the
provision of extensive validation and verification methods.

2.7 Simplicity and Aesthetics

It is a requirement that the solution will be easy to use and to maintain. There should be no
special knowledge needed to run a qualifications analysis report. All of this should ultimately
lead to a good user-perceived quality of the solution.

and documentation. Software Reliability is usually hard to achieve, because the software complexity tends to be
high.
2
In computer science, durability is the property that guarantees that transactions that are successfully
committed will survive permanently and will not be undone by system failure.

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3 Serviceability and Maintenance

As defined in the Solution Definition and Specifications above various tables and PD
infotypes are to be created to allow proper configuration of the custom Talent Management
Solution.

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