A Multi-Generational Workforce Calls for New HR Approaches Is your business toeing the line on adapting to a multi-generational workforce? To stay ahead, HR must continually keep on the pulse of business needs – and make talent pipeline management part of the company culture. Read the thought leadership profile Log-in required.

Integrated talent management processes can help you quickly find the best people for your business, effectively develop and leverage their talent, align their efforts with your corporate objectives, and retain your top performers.

SAP ERP HCM offers talent management functionality that is fully integrated with other HCM and business processes to help you more effectively manage your talent. This cross-process integration provides you with a single view of your talent worldwide, while enabling all talent-related practices to speak a common language. Cross-process integration also ensures data integrity that minimizes your integration costs – and increases stability and simplicity of your talent management software.

Robust talent management analytics can greatly improve your business planning and decision making. Managers gain the insight to identify talent gaps and predict shortfalls based on anticipated business changes. By measuring and analyzing HR programs such as those for succession and learning, you receive valuable data that lets you refine your talent management strategies and plan for the future.

SAP ERP HCM supports the following talent management processes:

• Competency management
  • Identify and optimize the skills and competencies needed to successfully align your workforce with your business strategy
  • Build a competency catalog leveraged by all talent management processes
  • Define key competencies along your job architecture and cultivate talent pools accordingly.
• Recruitment enabled by SAP E-Recruiting
  • Accelerate and streamline the recruiting process and build up and source from a qualified, global pool of internal and external talent
  • Perform comprehensive reporting and tracking of applicants and candidates
  • Cut recruiting and sourcing costs and improve employee retention
  • Use a collaboration platform to link to job boards, recruiting-service providers, and internal systems.
• Employee performance management
  • Align team and individual goals with corporate goals and strategies.
  • Standardize employee reviews and appraisals.
  • Tie compensation to performance.
  • Support a performance-oriented compensation process.
• Talent assessment and review
  • Facilitate effective talent-review meetings and support your management team in calibrating the performance and potential of your talent
  • Effectively review and calibrate your highest-potential employees and groom them to step into key roles.
• Employee development
  • Create short- and long-term development plans for employees and track and monitor their progress.
  • Perform profile match-ups against positions to determine skill and knowledge which in turn can be tied directly to training plans to address the individual development need.
• Enterprise learning management enabled by SAP Enterprise Learning
  • Provide training participants with a comprehensive experience that integrates Web-based, virtual, and classroom training
  • Structure, deliver, and track knowledge transfer, and tailor learning content to individual learning styles and needs
  • Plan, track, and measure training impacts and align learning strategies with your corporate objectives.
• Succession management
  • Make better and faster decisions about talent pipeline and successor rankings using the SAP Talent Visualization application by Nakisa.
  • Identify and track high-potential employees and implement development plans to ensure that they are prepared to assume future leadership roles.
  • Identify specific key positions and target specific employees as potential successors.
• Compensation management
  • Implement innovative reward strategies, such as performance- and competency-based pay, variable pay plans, and long-term incentives reward programs.
  • Analyze and compare compensation packages using internal and external salary data to ensure competitiveness in the marketplace.
• Talent management analytics
  • Analyze employee skills and qualifications
  • Evaluate the efficiency of recruiting processes
  • Measure the effectiveness of learning programs
  • Assess how well succession programs prepare employees to assume key positions
  • Monitor the progress of aligning employee goals with corporate goals
  • Analyze the cost-effectiveness of employee compensation programs