What's New in SAP E-Recruiting 6.00

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

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

SAP AG 2005

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

SAP AG 2005

Talent Groups Assignments

excellent

Possible Talent Group UsesPipelining candidatesSourcing for candidates (search template element)Talent relationship managementTalent campaignsGrouping obsolete candidates

SAP AG 2005

Candidate Questionnaires

Candidate QuestionnairesSend questionnaires outside of a requisitionSearch Talent Warehouse by questionnaire responsesRank by questionnaires

SAP AG 2005

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

SAP AG 2005

Candidate Questionnaires (Activity Management)

Questionnaires are now allowed for candidates independently of the assignment to a requisition.

SAP AG 2005

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)

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

System Landscape

E-Recruiting HR-System

XI-Server

JobBoard

Hire Request

Hire Confirmation

Publication

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

Demo: Whats New in E-Recruiting in 6.0

SAP AG 2005

Demo: Whats New (Administrator)

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

Process Template

Predelivered customizing for succession planning

Predelivered processes and activitites Predelivered processes and activities Assignment of activities to relevant processes

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

Demo: Succession Planning

Enhancements Delivered with Support Pack 2Support Team EnhancementsAgency SupportRecruiter Worklists

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

Adjust Support Team

Adjust support team

Adjust support team

SAP AG 2005

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

SAP AG 2005

Agency Support

Data entry by agenciesSpecial access to relevant data entry pageAutomatic tracking of which agency submits candidates

SAP AG 2005

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

SAP AG 2005

Candidate Shortlist

Candidate shortlists will show total number of candidates as well as number of new candidates (read/unread concept)

Total In Process Unread

SAP AG 2005

My Planned Activities

Recruiters can quickly find and edit all their planned activities



Filter by activity and date range.Edit activities directly from list.

SAP AG 2005

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

SAP AG 2005

Demo: Service Pack 2 Functionality

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)

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

SAP AG 2005

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

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP AG. The information contained herein may be changed without prior notice.

Some software products marketed by SAP AG and its distributors contain proprietary software components of other software vendors. Microsoft, Windows, Outlook, and PowerPoint are registered trademarks of Microsoft Corporation. IBM, DB2, DB2 Universal Database, OS/2, Parallel Sysplex, MVS/ESA, AIX, S/390, AS/400, OS/390, OS/400, iSeries, pSeries, xSeries, zSeries, z/OS, AFP,

Intelligent Miner, WebSphere, Netfinity, Tivoli, and Informix are trademarks or registered trademarks of IBM Corporation in the United States and/or other countries.

Oracle is a registered trademark of Oracle Corporation. UNIX, X/Open, OSF/1, and Motif are registered trademarks of the Open Group. Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame, and MultiWin are trademarks or registered trademarks of Citrix Systems, Inc. HTML, XML, XHTML and W3C are trademarks or registered trademarks of W3C, World Wide Web Consortium, Massachusetts Institute of Technology. Java is a registered trademark of Sun Microsystems, Inc. JavaScript is a registered trademark of Sun Microsystems, Inc., used under license for technology invented and implemented by Netscape. MaxDB is a trademark of MySQL AB, Sweden. SAP, R/3, mySAP, mySAP.com, xApps, xApp, SAP NetWeaver and other SAP products and services mentioned herein as well as their respective logos are

trademarks or registered trademarks of SAP AG in Germany and in several other countries all over the world. All other product and service names mentioned are the trademarks of their respective companies. Data contained in this document serves informational purposes only. National product specifications may vary.

The information in this document is proprietary to SAP. No part of this document may be reproduced, copied, or transmitted in any form or for any purpose without the express prior written permission of SAP AG.

This document is a preliminary version and not subject to your license agreement or any other agreement with SAP. This document contains only intended strategies, developments, and functionalities of the SAP product and is not intended to be binding upon SAP to any particular course of business, product strategy, and/or development. Please note that this document is subject to change and may be changed by SAP at any time without notice.

SAP assumes no responsibility for errors or omissions in this document. SAP does not warrant the accuracy or completeness of the information, text, graphics, links, or other items contained within this material. This document is provided without a warranty of any kind, either express or implied, including but not limited to the implied warranties of merchantability, fitness for a particular purpose, or non-infringement.

SAP shall have no liability for damages of any kind including without limitation direct, special, indirect, or consequential damages that may result from the use of these materials. This limitation shall not apply in cases of intent or gross negligence.

The statutory liability for personal injury and defective products is not affected. SAP has no control over the information that you may access through the use of hot links contained in these materials and does not endorse your use of third-party Web pages nor provide any warranty whatsoever relating to third-party Web pages

Copyright 2005 SAP AG. All Rights Reserved

SAP AG 2005

Weitergabe und Vervielfltigung dieser Publikation oder von Teilen daraus sind, zu welchem Zweck und in welcher Form auch immer, ohne die ausdrckliche schriftliche Genehmigung durch SAP AG nicht gestattet. In dieser Publikation enthaltene Informationen knnen ohne vorherige Ankndigung gendert werden.

Die von SAP AG oder deren Vertriebsfirmen angebotenen Softwareprodukte knnen Softwarekomponenten auch anderer Softwarehersteller enthalten. Microsoft, Windows, Outlook, und PowerPoint sind eingetragene Marken der Microsoft Corporation. IBM, DB2, DB2 Universal Database, OS/2, Parallel Sysplex, MVS/ESA, AIX, S/390, AS/400, OS/390, OS/400, iSeries, pSeries, xSeries, zSeries, z/OS, AFP,

Intelligent Miner, WebSphere, Netfinity, Tivoli, und Informix sind Marken oder eingetragene Marken der IBM Corporation in den USA und/oder anderen Lndern. Oracle ist eine eingetragene Marke der Oracle Corporation. UNIX, X/Open, OSF/1, und Motif sind eingetragene Marken der Open Group. Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame, und MultiWin sind Marken oder eingetragene Marken von Citrix Systems, Inc. HTML, XML, XHTML und W3C sind Marken oder eingetragene Marken des W3C, World Wide Web Consortium, Massachusetts Institute of Technology. Java ist eine eingetragene Marke von Sun Microsystems, Inc. JavaScript ist eine eingetragene Marke der Sun Microsystems, Inc., verwendet unter der Lizenz der von Netscape entwickelten und implementierten

Technologie. MaxDB ist eine Marke von MySQL AB, Schweden. SAP, R/3, mySAP, mySAP.com, xApps, xApp, SAP NetWeaver und weitere im Text erwhnte SAP-Produkte und -Dienstleistungen sowie die entsprechenden

Logos sind Marken oder eingetragene Marken der SAP AG in Deutschland und anderen Lndern weltweit. Alle anderen Namen von Produkten und Dienstleistungen sind Marken der jeweiligen Firmen. Die Angaben im Text sind unverbindlich und dienen lediglich zu Informationszwecken. Produkte knnen lnderspezifische Unterschiede aufweisen.

Die in dieser Publikation enthaltene Information ist Eigentum der SAP. Weitergabe und Vervielfltigung dieser Publikation oder von Teilen daraus sind, zu welchem Zweck und in welcher Form auch immer, nur mit ausdrcklicher schriftlicher Genehmigung durch SAP AG gestattet.

Bei dieser Publikation handelt es sich um eine vorlufige Version, die nicht Ihrem gltigen Lizenzvertrag oder anderen Vereinbarungen mit SAP unterliegt. Diese Publikation enthlt nur vorgesehene Strategien, Entwicklungen und Funktionen des SAP-Produkts. SAP entsteht aus dieser Publikation keine Verpflichtung zu einer bestimmten Geschfts- oder Produktstrategie und/oder bestimmten Entwicklungen. Diese Publikation kann von SAP jederzeit ohne vorherige Ankndigung gendert werden.

SAP bernimmt keine Haftung fr Fehler oder Auslassungen in dieser Publikation. Des Weiteren bernimmt SAP keine Garantie fr die Exaktheit oder Vollstndigkeit der Informationen, Texte, Grafiken, Links und sonstigen in dieser Publikation enthaltenen Elementen. Diese Publikation wird ohne jegliche Gewhr, weder ausdrcklich noch stillschweigend, bereitgestellt. Dies gilt u. a., aber nicht ausschlielich, hinsichtlich der Gewhrleistung der Marktgngigkeit und der Eignung fr einen bestimmten Zweck sowie fr die Gewhrleistung der Nichtverletzung geltenden Rechts.

SAP haftet nicht fr entstandene Schden. Dies gilt u. a. und uneingeschrnkt fr konkrete, besondere und mittelbare Schden oder Folgeschden, die aus der Nutzung dieser Materialien entstehen knnen. Diese Einschrnkung gilt nicht bei Vorsatz oder grober Fahrlssigkeit.

Die gesetzliche Haftung bei Personenschden oder Produkthaftung bleibt unberhrt. Die Informationen, auf die Sie mglicherweise ber die in diesem Material enthaltenen Hotlinks zugreifen, unterliegen nicht dem Einfluss von SAP, und SAP untersttzt nicht die Nutzung von Internetseiten Dritter durch Sie und gibt keinerlei Gewhrleistungen oder Zusagen ber Internetseiten Dritter ab.

Copyright 2005 SAP AG. Alle Rechte vorbehalten

What's New in SAP E-Recruiting 6.00

Documents

Transcript of What's New in SAP E-Recruiting 6.00