1. Talent Management:
From Recruiting to Succession
Andrey Kulikov, SAP HCM Architect, SAP CIS

2. Timmy
VP HR New Hire

3. It took 2 days to prepare the report

4. Quarter bonus was calculated
manually

5. Simple integration scheme

6. There was a clear need for
one real source of truth

7. Rapid deployment solutions
helped to :
• Accelerate
the implementation
• Cut the costs

8. • How to hire faster and better?
• How to increase workforce
productivity?
• How to train people better without
additional costs?
• Who are top talents and potential
successors?

9. Requisition Candidate’s
Posting
request registration
Search and Interviews Hire
interviews and ranking
End-to-end recruiting in the same system

10. Internal Candidates External Candidates
Managers
Job Boards
Recruiters SAP HCM

11. Sourcing times and recruiting
process costs reduced
• How to increase workforce
productivity?
• How to train people better without
additional costs?
• Who are top talents and potential
successors?

12. Simulate
Manage Goals
Compensation
Appraise
Review Goals
Performance

13. Team
Goals
Company Individual
Goals Goals
Employee
Documents

14. Meets
Expectations
Doesn’t meet
Exceeds
expectations
Expectations

15. Meets Expectations
Doesn’t meet
expectations Exceeds
expectations
Performance appraisals can be the base
for compensation plans

16. Sourcing times and recruiting
process costs reduced
Workforce productivity increased
• How to train people better without
additional costs?
• Who are top talents and potential
successors?

17. Ineffective training with high costs –
those issues had to be addressed

18. Learners Authors and Trainers
Authoring
Managers Environment
Training SAP HCM
Administrators

19. Sourcing times and recruiting
process costs reduced
Workforce productivity increased
Learning is cost-effective and
focused
• Who are top talents and potential
successors?

20. Plan
Define key Nominate Talent review
development
poistions successors meeting
goals
Plan career

21. One single talent profile covering all areas
Work Performance
Career Goals Qualifications and Potential
Experience
Internal Work Performance
Career Types Soft skills Appraisals
Experience
External Work
Preferred Jobs Professional skills Potential Appraisals
Experience
Accomplishments Mobility Training activities Development Plans

22. Key Position
Successor
Successor
Visual Succession Planning

23. Which career path to take?
Best employees need a tool to plan growth

24. Where am I?
Where do I How will I
want to be? get there?
Preferred Competencies
Competencies
Jobs Comparison
Position Find Profile
Career Career Goals Matching
Information Jobs

25. Sourcing times and recruiting
process costs reduced
Workforce productivity increased
Learning is cost-effective and
focused
Retention rate increased and key
positions secured

26. SAP can do all these things