SAP AG 2006HR510 PersonneI DeveIopmentHR510 PersonneI DeveIopmentTHE BE8T THE BE8T THE BE8T THE BE8T- -- -RUN BU8NE88E8 RUN 8AP RUN BU8NE88E8 RUN 8AP RUN BU8NE88E8 RUN 8AP RUN BU8NE88E8 RUN 8AP SAP AG 2004HR510 HR510 HR510 HR510Personnel Development mySAP ERP 2005 2006/Q2 Material number 50078783 For internal use by CSC only For internal use by CSC only For internal use by CSC only For internal use by CSC only SAP AG 2006Copyright 2006 SAP AG.AII rights reserved.No part of this pubIication 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.Copyright Some soItware products marketed by SAP AG and its distributors contain proprietary soItware components oI other soItware vendors.MicrosoIt, Windows, Outlook, and PowerPoint are registered trademarks oI MicrosoIt 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, NetIinity, Tivoli, and InIormix are trademarks or registered trademarks oI IBM Corporation in the United States and/or other countries.Oracle is a registered trademark oI Oracle Corporation.UNIX, X/Open, OSF/1, and MotiI are registered trademarks oI the Open Group.Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame, and MultiWin are trademarks or registered trademarks oI Citrix Systems, Inc.HTML, XML, XHTML and W3C are trademarks or registered trademarks oI W3C, World Wide Web Consortium, Massachusetts Institute oI Technology.Java is a registered trademark oI Sun Microsystems, Inc.JavaScript is a registered trademark oI Sun Microsystems, Inc., used under license Ior technology invented and implemented by Netscape.MaxDB is a trademark oI MySQL AB, Sweden.. For internal use by CSC only For internal use by CSC only . SAP, R/3, mySAP, mySAP.com, xApps, xApp, and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks oI SAP AG in Germany and in several other countries all over the world. All other product and service names mentioned are the trademarks oI their respective companies. Data contained in this document serves inIormational purposes only. National product speciIications may vary.These materials are subject to change without notice. These materials are provided by SAP AG and its aIIiliated companies ("SAP Group") Ior inIormational purposes only, without representation or warranty oI any kind, and SAP Group shall not be liable Ior errors or omissions with respect to the materials. The only warranties Ior SAP Group products and services are those that are set Iorth in the express warranty statements accompanying such products and services, iI any. Nothing herein should be construed as constituting an additional warranty. For internal use by CSC only For internal use by CSC only SAP AG 2006Course PrerequisitesRequired: SAPHR(Overview of the mySAP Human Resources Solution) HR050 Business Processes in Human CapitaI ManagementRecommended: HR505(Organizational Management) For internal use by CSC only For internal use by CSC only SAP AG 2003Target AudienceTarget group:Project teamDuration:3 Days Notes to the user The training materials are not teach-yourself programs. They complement the course instructor's explanations. On the sheets, there is space Ior you to write down additional inIormation. For internal use by CSC only For internal use by CSC only SAP AGHR5101-1 SAP AG 2006Course Overview Course goaIs and objectives Course contents Main business scenarioContents:

For internal use by CSC only For internal use by CSC only SAP AGHR5101-2 SAP AG 2006Course GoaIs and Objectives (1)This course wiII enabIe you to: Understand how personneI deveIopment processes can be mapped and handIed in the SAP SystemAt the end of this course, you wiII be abIe to: Set up and maintain the quaIifications cataIog Create and evaIuate profiIes for a range of objects (for exampIe, persons and positions)

For internal use by CSC only For internal use by CSC only SAP AGHR5101-3 SAP AG 2006Course GoaIs and Objectives (2)Work through and evaIuate career and succession pIanning scenariosCreate deveIopment pIans, and work through individuaI deveIopment pIanning scenariosCreate objective setting and appraisaIs formsPIan, and conduct appraisaIsEvaIuate appraisaIs.Customize the functions of PersonneI DeveIopment to meet customer requirements

For internal use by CSC only For internal use by CSC only SAP AGHR5101-4 SAP AG 2006Course ContentUnit 1 Course OverviewUnit 2 Overview of PersonneI DeveIopmentUnit 3 Working with the QuaIifications CataIogUnit 4 Creating and EvaIuating ProfiIes Unit 5 System Settings for QuaIifications and RequirementsUnit 6 Career and Succession PIanningUnit 7 DeveIopment PIansUnit 8 Performance Management PrefaceAppendix

For internal use by CSC only For internal use by CSC only SAP AGHR5101-5 SAP AG 2006Main Business Scenario (1) PersonneI deveIopment pIays an important roIe in your company and is performed in accordance with the company's overaII objectives. You have been a personneI deveIopment officer for some years now. Your job invoIves drawing up personneI deveIopmentconcepts in conjunction withthe various company departments, and pIanning the professionaI deveIopment of individuaI empIoyees.

For internal use by CSC only For internal use by CSC only SAP AGHR5101-6 SAP AG 2006Main Business Scenario (2) You meet with your empIoyees and theirsupervisors to determine if there is any needfor training, and you pIan the appropriatetraining measures. You reguIarIy perform succession pIanning forhigher management positions to ensure that theseare adequateIy staffed in the future. You are aIso responsibIe for drawing upand providing support for the annuaIperformance objective setting and appraisaI forms.

For internal use by CSC only For internal use by CSC only SAP AGHR5101-7 SAP AG 2006Main Business Scenario (3) A year ago, your company's oId software systems were repIaced by a brand new SAP R/3 System.Various HR components were impIemented,incIuding PersonneI DeveIopment, OrganizationaI Management, and Training and EventManagement.These components were integrated with each other to provide optimum functionaIity for personneIdeveIopment pIanning activities. You use this R/3 System for your day-to-day work.

For internal use by CSC only For internal use by CSC only SAP AGHR5101-8 For internal use by CSC only For internal use by CSC only SAP AGHR5102-1 SAP AG 2006Overview of PersonneI DeveIopment Objectives and tasks of personneI deveIopment The Personnel Development component in the SAP SystemContents:

For internal use by CSC only For internal use by CSC only SAP AGHR5102-2 SAP AG 2006Overview of PersonneI DeveIopment: Unit ObjectivesAt the end of this unit, you wiII be abIe to: Define the objectives and tasks invoIved inpersonneI deveIopment Identify the SAP components that are used tomap personneI deveIopment processes ExpIain how PersonneI DeveIopment isintegrated with other components

For internal use by CSC only For internal use by CSC only SAP AGHR5102-3 SAP AG 2003PersonneI DeveIopment: Objectives To quaIify empIoyees so that they meet current and future job requirements To ensure that your organization has aII the quaIifications it needs, both now and in the future To increase empIoyees' motivation and productivity To create a good working environment To reduce rate of empIoyee turnover

Personnel development involves planning and implementing training measures to promote the proIessional development oI individual employees. On the one hand, personnel development is based on the qualiIications and skills that an organization requires. On the other hand, the needs and aptitude oI individual employees are also taken into account. Personnel development sets out to ensure that an organization has all the qualiIications and skills it needs in all Iields. This is achieved by drawing up qualiIication potentials. For internal use by CSC only For internal use by CSC only SAP AGHR5102-4 SAP AG 2006PersonneI DeveIopment: EventsHiring new empIoyeesTransfersPersonneI reviews At reguIar intervaIs For a speciaI reasonOrganizationaI changes within a companyRedefinition of company posts and tasksInternationaIization of businessMarket infIuencesMore aggressive competitionIntroduction of new products and technoIogies

For internal use by CSC only For internal use by CSC only SAP AGHR5102-5 SAP AG 2006Basic Information RequiredAIIrequiredquaIifications?Organization and structure?Which posts in thecompany?Enterprise EnterprisePosts PostsWhich quaIificationsare required?ExistingquaIifications?Preferences andinterests?EmpIoyee EmpIoyeeEnterprise EnterpriseDeveIopmentpIans?Objective setting and appraisaIs?PotentiaI?Trainingprograms?

BeIore you can implement the appropriate personnel development measures, you will need to collect inIormation on your company and how it Iunctions. For internal use by CSC only For internal use by CSC only SAP AGHR5102-6 SAP AG 2003Tasks InvoIved in PersonneI DeveIopmentTarget anaIysis ActuaI anaIysisPositions in your company:Current requirementsFuture requirementsEmpIoyees:SkiIIs, knowIedgePotentiaIsPreferencesComparison:Determine personneI deveIopment need(target/actuaI comparison)PersonneI deveIopment measuresAnaIyze success of training

Targets and objectives must be deIined Ior personnel development. These objectives should address current and Iuture requirements. These objectives are then compared against existing qualiIications, the potential Ior development, and also the preIerences and aspirations oI company employees to determine the need Ior personnel development. The need Ior personnel development is determined Irom this comparison. Suitable personnel development measures, which meet the needs determined, are deIined (Ior example, attending training courses and seminars, job rotation, and so on). A range oI methods can be used to evaluate whether the objectives have been achieved successIully. These include questionnaires and surveys, personnel appraisals, tests, and analyses oI company statistics such as employee turnover rate. For internal use by CSC only For internal use by CSC only SAP AGHR5102-7 SAP AG 2003PersonneI DeveIopment MeasuresIndividuaIdeveIopmentpIansOn-the-jobtraining(Iearning bydoing)JobrotationTransfersSuccessionpIanningTraineeprogramsCoursesSeminarsWorkshopsObjective setting and appraisaIs

A range oI training and development measures can be implemented, depending on the type oI qualiIication required. These development measures might be geared toward an employee being transIerred to a speciIic post (using career and succession planning scenarios). However, they might also be more general measures geared toward retaining or enhancing existing employee skills and abilities, or ensuring that employees keep up with technological developments. For internal use by CSC only For internal use by CSC only SAP AGHR5102-8 SAP AG 2003Components of PersonneI DeveIopmentQuaIifications/RequirementsDeveIopment PIansObjective Setting and AppraisaIsCareer andSuccession PIanningPersonneI DeveIopment

The Qualifications and Requirements, Career and Succession Planning, Development Plans and Appraisal Svstems components are used to map personnel development processes in the SAP System. The Iunctions Appraisal Svstems component can also be used to map appraisal systems in the Personnel Administration and Training Event Management components. For internal use by CSC only For internal use by CSC only SAP AGHR5102-9 SAP AG 2003Career and Succession PIanningPIanning an empIoyee's professionaIcareer pathFinding suitabIe candidates to fiIIvacant postsIn both cases, taking a range of factors into account (suitabiIity, forexampIe, or empIoyee preferences)Career PIanning/Succession PIanning

You can use the Career and Succession Planning component to prepare, work through and analyze career and succession planning scenarios. Career Planning involves identiIying possible career goals Ior employees, and planning their proIessional development. Succession Planning is used to Iind suitable candidates Ior staIIing positions. For internal use by CSC only For internal use by CSC only SAP AGHR5102-10 SAP AG 2003DeveIopment PIansGeneraI deveIopment pIans are usedas tempIates for training measures thatoccur frequentIy or that are simiIarIndividuaI deveIopment pIans are usedfor pIanning (further) training, and forupdating the training history of individuaIempIoyeesFunctions for mapping generaIIy appIicabIeand individuaI deveIopment pIansTrainee programsTraining pIans EngIish course CompIeted BerIin saIes office CompIeted SaIes assistant CurrentItems in individuaIdeveIopment pIan

You can use the Development Plans component to map both generally applicable and individual development plans. You can then use these development plans to plan and manage both short-term and long-term development (training) measures. For internal use by CSC only For internal use by CSC only SAP AGHR5102-11 SAP AG 2003Objective Setting and AppraisaIs360 appraisaIPersonneIappraisaIsTestsSurveysBusiness event appraisaIs Creating and managing appraisaIs Functions for pIanning, hoIding and evaIuating appraisaIs

The Obective Setting and Appraisals component enables you to create appraisal systems, as well as plan, hold, and evaluate appraisals. Consequently, this component is useIul not just in Personnel Development, but also in other components (Training and Event Management, Ior example, or Personnel Administration). For internal use by CSC only For internal use by CSC only SAP AGHR5102-12 SAP AG 2006Integration With Other Components (1)PersonneIDeveIopmentRecruitmentTraining andEventManagementPersonneIAdministrationShiftPIanningOrganizationaIManagementCompensationManagementLogistics

Integration with Organi:ational Management enables you to access objects within the organizational structure. II you want to use the Personnel Development component eIIectively, you should also implement the Organi:ational Management component. Integration with Training and Event Management means that the system can generate training proposals, and that you can make direct bookings onto business events, and create prebookings Ior business event types. As oI release 4.5B, the Personnel Development appraisal system Iunctionality is also available in the Training and Event Management component. Integration with Personnel Administration means that you can use HR master data Ior personnel development planning. II this is the case, qualiIications and appraisals are managed in the Personnel Development component. There are special integration switches Ior integrating qualiIications and appraisals.II Personnel Development is integrated with Recruitment, then applicant qualiIications are managed in Personnel Development only. This means that you can perIorm standardized appraisals Ior applicants and employees alike. For internal use by CSC only For internal use by CSC only SAP AGHR5102-13 SAP AG 2006Integration With Other Components (2)PersonneIDeveIopmentRecruitmentTraining and EventManagementPersonneIAdministrationShiftPIanningOrganizationaIManagementCompensationManagementLogistics

It is possible to make the results oI personnel appraisals available to the Compensation Management component.Integration with Shift Planning means that you can take qualiIications into account when you schedule shiIts. You can speciIy that the employees working on a speciIic shiIt should have speciIic qualiIications, Ior example. In Logistics (Service Management, Ior example, Production Planning, and so on) you can store work center requirements, or requirements Ior orders, Ior example. This will mean that suitable employees can be Iound during the shiIt planning process by matching up requirements with qualiIications. Other integration options:SEM (Strategic Enterprise Management) BW (Business Warehouse) For internal use by CSC only For internal use by CSC only SAP AGHR5102-14 SAP AG 2006Overview of PersonneI DeveIopment: Summary The Qualifications and Requirements, Career and Succession Planning, Development Plans, as weII as Objective Settings and Appraisals areas are used to support personneI deveIopment processes in the SAP System. You can identify where PersonneI DeveIopment can be integrated with other components

For internal use by CSC only For internal use by CSC only SAP AGHR5103-1 SAP AG 1999Working with the QuaIifications CataIog QuaIifications cataIog QuaIifications and requirements Structure of the quaIifications cataIog QuaIity scaIes Assigning aIternative quaIifications Depreciation meter vaIues and vaIidities User-specific settingsContents: For internal use by CSC only For internal use by CSC only SAP AGHR5103-2 SAP AG 1999Working with the QuaIifications CataIog: Unit ObjectivesAt the concIusion of this unit, you wiII be abIe to Define quaIifications and requirements Describe how the quaIifications cataIog is structured Assign aIternative quaIifications Define quaIifications that expire graduaIIy or on aspecific date by specifying depreciation meter vaIues or vaIidities Make user-specific settings For internal use by CSC only For internal use by CSC only SAP AGHR5103-3 SAP AG 2003Working with the QuaIifications CataIog: Business ScenarioAII the quaIifications that are reIevant to your company are stored in the company's quaIifications cataIog.The structure of this cataIog is devised in a detaiIed conceptuaI pIanning phase before it is actuaIIy set up in the system.You must have a quaIifications cataIog if you want to maintain quaIifications profiIes for empIoyees, or requirements profiIes for jobs or positions. It is your responsibiIity to maintain the cataIog and keep it up to date. For internal use by CSC only For internal use by CSC only SAP AGHR5103-4 SAP AG 1999QuaIifications and RequirementsQuaIificationsThe term "quaIifications"refers to skiIIs, abiIities or knowIedge that a person,appIicant, user (and so on)possesses.Person, appIicant,user.RequirementsJob, position,work center...The term "requirements" refers tothe skiIIs, abiIities or knowIedge that are required for a job, position, task(and so on). For internal use by CSC only For internal use by CSC only SAP AGHR5103-5 SAP AG 2006QuaIifications CataIog: OverviewQuaIifications CataIogChineseItaIianCOBOL COBOLC++ C++ABAPExceI ExceIWordControIIingMarketing All the knowledge and skills that are oI interest to a company are reIerred to as qualifications. QualiIications are managed in the qualiIications catalog. You edit the qualiIications catalog in Customizing Ior Personnel Development (under: Master Data -~ Edit Qualifications Catalog). You can also make changes in a system that has already gone live by choosing the Current settings menu option. For internal use by CSC only For internal use by CSC only SAP AGHR5103-6 SAP AG 2003Working with the QuaIifications CataIog01.01.1900 - 31.12.9999..........Licenses/CertificatesFirst aid course..........SociaI SkiIIsAbiIity to assert oneseIfCommunication skiIIs..........Language skiIIsItaIianBusiness ItaIianTechnicaI ItaIianSpanishCataIog PossibIe nesting optionsQuaIification groupQuaIification groupQuaIificationQuaIificationQuaIificationQuaIification groupQuaIification In the qualiIications catalog, qualiIications that are similar and belong together are grouped together into qualiIication groups. These qualiIication groups are used to structure the qualiIications catalog.QualiIication groups (object type QK) can contain qualiIications, and also Iurther qualiIication groups. QualiIications (object type Q) can also contain Iurther qualiIications. Example. The qualiIication group Language Skills contains the qualiIication groups Italian and Spanish. The qualiIication group Spanish contains the qualiIications Business Spanish and Technical Spanish. It is not possible to assign qualiIication groups to persons. II you want to create a qualiIication group, you must Iirst deIine at least one proIiciency scale. You can display a where-used list Ior every qualiIication group and qualiIication. This where-used list displays all oI the objects to which the original object has a relationship. The relationship itselI is also displayed. You should always generate a where-used list beIore you delete an object.A translation Iunction is also available - this means that you can use the qualiIications catalog in diIIerent languages. You can set up your user-settings to display and maintain the object abbreviations oI all oI the objects in the qualiIications catalog (qualiIication groups and qualiIications). (You can switch on and oII display oI the object abbreviation by choosing Jiew -~ Abbreviation on/off). In addition, you must set the Customizing switch QUALI SHORT to 'X' (under Functions -~ Set Up Control Parameters). For internal use by CSC only For internal use by CSC only SAP AGHR5103-7 SAP AG 1999Assigning QuaIity ScaIes01/01/1900 - 12/31/9999Licenses/CertificatesFirst aid course..........SociaI SkiIIsAbiIity to get on with others............Independence/initiativeCataIog Average proficiency for AbiIity to get onwith othersGets on with coIIeagues andcustomersRecognizes need for actionand carries out thenecessary activitiesProficiency descriptionfor quaIificationsAverage proficiency for Independence andInitiativeLowBeIow averageAverageGoodExceIIentYesYes/No scaIePoints scaIe (1-5) QualiIications are "measured" (rated) by means oI proIiciency scales. Very oIten, it makes sense to use diIIerent scales Ior diIIerent qualiIications. To rate the proIiciency oI a qualiIication, you create a quality scale. It is entirely up to you how many ratings there are on this scale, or what they are called. In the case oI quality scales, you must deIine and name every individual proIiciency.Example.A scale Ior measuring proIiciency at languages might include the proIiciencies Basic knowledge/satisfactorv/fluent/native speaker. On the other hand, to show that someone has a license, all you require is a Yes/No scale. Quality scales are assigned to qualiIication groups (not qualiIications). A quality scale must be assigned to each qualiIication group. This scale is then assigned automatically to all the qualiIications belonging to this group. II qualiIication groups with diIIerent quality scales are arranged hierarchically, the qualiIications oI the various groups are always assigned the scale oI the directly superior qualiIication group. The proIiciencies oI the scales can be given individual descriptions Ior every qualiIication/qualiIication group in the qualiIications catalog. These proIiciency descriptions are then available when you edit qualiIications proIiles and requirements proIiles. For internal use by CSC only For internal use by CSC only SAP AGHR5103-8 SAP AG 1999BusinessItaIianAssigning AIternative QuaIifications01/01/1900 - 12/31/9999..........Programming LanguagesABAPCOBOL..................CataIog Language SkiIIsItaIianBusiness ItaIianTechnicaI ItaIianSpanish 100% aIternative80% aIternativeABAPCOBOLTechnicaIItaIianPoints scaIe (1-5)Language scaIePrerequisite: The proficiencies of thequaIifications must be enteredusing the same scaIe You can assign one or more alternative qualiIications to a qualiIication. You can deIine a percentage value speciIying the extent to which one qualiIication can replace another.Alternative qualiIications are considered to be comparable alternatives to existing (or required) qualiIications during suitability analyses in Career and Succession Planning. The replacement percentage is taken into account here also. The relationship between qualiIication and alternative qualiIication is bi-directional (iI A is an alternative to B, then B is also an alternative to A).A qualiIication can only be deIined as an alternative to another iI both qualiIications have the same proIiciency scale. (II qualiIications have diIIerent scales, they are probably so dissimilar that they could not be considered as alternatives anyway.) QualiIications with diIIerent scales cannot be compared with each other. You can make a user-speciIic setting speciIying whether or not alternative qualiIications should be included in evaluations. For internal use by CSC only For internal use by CSC only SAP AGHR5103-9 SAP AG 1999Depreciation MeterABAP(proficiency 10)ABAP(proficiency 10)HR(proficiency 10)HR(proficiency 10)ABAP(proficiency 10)ABAP(proficiency 10)HR(proficiency 5)HR(proficiency 5)HoIder of position18152128291622293101723304111824315121925613202671421271 yearfuIfiIIs:PositionABAPABAPrequires:Depreciation metervaIue:ABAP: 1 yearHR: 1 year You can assign a depreciation meter value to qualiIications. This allows you to simulate in the system that certain qualiIications can be Iorgotten as time passes. II you speciIy a depreciation meter value Ior a qualiIication, the proIiciency oI this qualiIication decreases exponentially.The depreciation meter value is the length oI time that it takes Ior the proIiciency oI a qualiIication to be halved. The proIiciencies oI qualiIications Ior which a depreciation meter value has been deIined are updated constantly (i.e. recalculated at runtime). The basis Ior this calculation is the date on which the qualiIication (original proIiciency) was assigned to the person. II a qualiIication with a depreciation meter value is assigned to a person, the proIiciency is adjusted automatically iI the person does not make use oI the qualiIication on a regular basis. II, however, the qualiIication is required by a position, it can saIely be assumed that the holder oI this position will make use oI the qualiIication. In this case, the proIiciency oI the qualiIication remains constant. You can make a user-speciIic setting speciIying that the depreciation meter should not be included in evaluations. For internal use by CSC only For internal use by CSC only SAP AGHR5103-10 SAP AG 1999VaIiditiesHoIder of positionLicense fortransportinghazardousmateriaIsLicense fortransportinghazardousmateriaIshas:License fortransportinghazardousmateriaIsLicense fortransportinghazardousmateriaIs18152128291622293101723304111824315121925613202671421275yearsLicense for transportinghazardous materiaIsVaIidity:5 years You can assign a validity period to qualiIications. This allows you to record that certain qualiIications (such as licenses) expire and have to be renewed at regular intervals.QualiIications with a validity only appear in a person's qualiIication subproIile Ior the period oI time speciIied. In other words, the qualiIication is deleted Irom the subproIile when the validity period expires. You can run the Expired Qualifications report Ior a speciIic organizational unit and evaluation period. This report generates a list oI the employees in this organizational unit whose qualiIications have expired/will expire in the period speciIied. This inIormation is based on the validity deIined Ior the qualiIications in question in the qualiIications catalog.It is also possible to use a workIlow to monitor qualiIications with limited validity. The standard system contains a standard workIlow that can be adapted to speciIic customer requirements. The relevant person (the responsible course instructor, the employee's supervisor, and so on) is then inIormed that the qualiIications in question are about to expire. For internal use by CSC only For internal use by CSC only SAP AGHR5103-11 SAP AG 1999QuaIifications CataIogQuaIifications and RequirementsQuaIificationsPerson,appIicant, user.RequirementsJob, position,work center... You can assign the qualiIications stored in the qualiIications catalog to various object types (persons, positions...). II these are assigned to employees, applicants (and so on), they are reIerred to as qualifications (that is, knowledge or skills that a person possesses). II, however, they are assigned to jobs, positions (and so on), they are reIerred to as requirements (that is, knowledge or skills required Ior the job/position in question).It is important that requirements and qualiIications can be compared with each other - this is a prerequisite Ior determining suitability. That is why the same object type (Q) is used Ior mapping both qualiIications and requirements. For internal use by CSC only For internal use by CSC only SAP AGHR5103-12 SAP AG 1999User-Specific Settings (1)General settingsQualifications/requirementsStructure accessCareer planningAppraisalsPlan versionEvaluation period tonclude alternative qualificationsnclude essential requirementsDisregard depreciation meter valueOrg. unitDisplay vacant positions onlyAppraisal modelAppraiserAppraiseesTemporary Fixed ResetYou can override standard settingsand specify defauIt vaIues bydefining user-specific settings.You can define permanent or temporaryuser settings for PersonneI DeveIopment. You can make a number oI user-speciIic settings. You can use these user-speciIic settings to override standard settings or to propose deIault values Ior speciIic Iields. In Personnel Development, you can deIine user-speciIic settings Permanently (in this case, they apply to all Iuture terminal sessions oI the user in question) Temporarily (in this case, they apply only to the current terminal session) For internal use by CSC only For internal use by CSC only SAP AGHR5103-13 SAP AG 1999 Overrides the fixed(permanent) user settings Revert to fixed user settings Override standard settings (for exampIe, use a specificpIan version instead of the integration pIan version) DefauIts vaIues(for exampIe, a specificorganizationaI unit)Used for aII futureterminaI sessionsUser-Specific Settings (2)User Usersettings settingsFixed FixedUsed for the currentterminaI sessionTemporary Temporary You can change all settings (both permanent and temporary) in the application itselI. In each case, the last values deIined are proposed. The next time the user logs on, the permanent settings will then apply again. In other words, you can override Iixed (permanent) user settings temporarily (that is, Ior the current terminal session). You can also undo these temporary changes during the current terminal session, and revert to the original Iixed settings.When you deIine permanent user-speciIic settings, you are in eIIect deIining user parameters.In addition to these user-speciIic settings, the Iollowing user parameters are also available Ior Personnel Development: You can use the parameter HRPDJOTYPE to speciIy a deIault standard object type Ior Personnel Development (does not apply to Appraisal Svstems). This parameter overrides the standard setting, which is usually the object type User (exception: the standard deIault object type in Succession Planning is S Ior position). You can use the parameter HRPDJSEARCHOTYPES to deIine deIault object types when searching Ior objects Ior qualiIications and requirements. You can use the parameter POK to switch on the display oI the ID (oI all displayed objects) and abbreviation (oI qualiIications objects) generally in Personnel Development. For internal use by CSC only For internal use by CSC only SAP AGHR5103-14 SAP AG 1999Working with the QuaIifications CataIog: Unit Summary (1) The quaIifications cataIog contains aII the quaIifications that are of interest to acompany. You use quaIification groups to structure the quaIifications cataIog. You create quaIity scaIes to record the proficiencies of quaIifications and requirements. You assign these scaIes toquaIification groups - the scaIe then appIies to aII the quaIifications in the group in question. For internal use by CSC only For internal use by CSC only SAP AGHR5103-15 SAP AG 1999Working with the QuaIifications CataIog: Unit Summary (2) You can use depreciation meter vaIues and vaIidities to show that quaIifications expire graduaIIy or on a specific date. You can override standard PersonneI DeveIopment settings by defining user-specific settings. For internal use by CSC only For internal use by CSC only SAP AGHR5103-16 For internal use by CSC only For internal use by CSC only SAP AGHR5103-17 Exercises Unit:Working with the Qualifications Catalog Topic:Quality Scales, Qualification Groups and Qualifications Add new entries to the qualiIications catalog by adding new qualiIication groups and qualiIications to an existing qualiIications catalog. DeIine additional inIormation Ior the qualiIication groups and qualiIications you create. New positions have been created in your Marketing department. The new positions have requirements that have not yet been deIined in the qualiIications catalog. To rectiIy this, you add the necessary inIormation to the existing catalog. Note: You work during the whole course in the active plan version. This plan version, which is set automatically, contains data about your company. Replace the place holder ## with your group number. Note: BeIore you put the new qualiIications groups and qualiIications listed above in the qualiIication catalog, you should Iirstly create a single qualiIication group Catalog Group === and secondly set a point oI access Ior this group##. Assign scales oI your choice to your qualiIication groups. 1Adding Objects to the Qualifications Catalog 1-1Creating qualification groups and qualifications Create the Iollowing new qualiIication groups and qualiIications in the qualiIications catalog: Note: Pay particular attention to the validity periods oI the qualiIication groups and qualiIications you create. The start date should be 01/01/1900, or a date on which the qualiIication can Ieasibly exist iI the qualiIication is 'modern(knowledge oI HTML, Ior example). The end date should be 12/31/9999.. For internal use by CSC only For internal use by CSC only SAP AGHR5103-18 . A new qualiIication group called Graphic design. Create a new qualiIication called Graphical lavout Ior this group.A new qualiIication group called Graphics programs. Create new qualiIications called Corel Draw, Paintshop, and Photoshop Ior this group.A new qualiIication group called Internet skills. Create a new qualiIication Knowledge of HTML, and assign it to the qualiIication group Internet skills. 1-2Assigning depreciation meter values Some skills can be Iorgotten quickly or become outdated iI they are not practiced regularly. These skills are assigned a depreciation meter value. Assign a depreciation meter value oI your choice to one or more qualiIications. You can also do this when you are creating a qualiIication. 1-3Assigning alternative qualifications SpeciIy that the qualiIications Corel Draw, Paintshop and Photoshop should be regarded as alternatives to each other. Accept the deIault value oI 100. 1-4Proficiency descriptions You have assigned quality scales oI your choice when creating the qualiIication groups. Each speciIication can be explicated using a description. Create proIiciency descriptions Ior qualiIications Corel Draw, Paintshop and Photoshop. Note: You can also enter proIiciency descriptions when you are creating qualiIications and qualiIication groups. 1-5Where-used list Find out iI the QualiIication SAPHR is linked to any other objects. To do this, locate the qualiIication under the qualiIication group under Training International ~ HR. Click on SAPHR and generate a where-used list Ior this qualiIication in the qualiIications catalog. Note: You can also execute the usage note Ior qualiIication groups. For internal use by CSC only For internal use by CSC only SAP AGHR5103-19 Solutions Unit:Working with the Qualifications Catalog Topic:Quality Scales, Qualification Groups and Qualifications Note: You work during the whole course in the active plan variant. This plan version, which is set automatically, contains data about your company. Replace the place holder ## with your group number. Note: BeIore you put the new qualiIications groups and qualiIications listed above in the qualiIication catalog, you should Iirstly create a single qualiIication group Catalog Group === and secondly set a point oI access Ior this group##. 1Adding Objects to the Qualifications Catalog 1-1Creating qualification groups and qualifications Catalog Croup ##QK Craphic DesignQK Craphical LayoutQ Craphics ProgramsQK Corel DrawQ PaintshopQ PhotoshopQ Internet SkillsQK Knowledge of H1MLQ Choose: Human Resources Personnel Management Personnel Development Settings Current Settings Now choose the activity Edit Qualifications Catalog (by double-clicking the line in question). The system displays the qualiIications catalog. ... For internal use by CSC only For internal use by CSC only SAP AGHR5103-20 . 1-1-1Creating the qualification group Catalog Croup ## and Craphic design: Note: Pay particular attention to the validity periods oI the qualiIication groups and qualiIications you create. The start date should be 01/01/1900, or a date on which the qualiIication can Ieasibly exist iI the qualiIication is 'modern(knowledge oI HTML, Ior example). The end date should be 12/31/9999.Position your cursor on the top line Catalogand click the Create icon (or choose EntryCreate). The Create Qualification group screen appears. Enter the name oI the qualiIication group (Catalog Group ==e) on the Qualification group tab page. Use the validity period proposed by the system (01/01/190012/31/9999). You now have to assign a scale to the qualiIication group. To select a scale, click the down-arrow to the right oI the Scale Iield. A list oI all the scales that exist is displayed. Click one oI the scales, such as the 5 point scalesave your entries, and then choose Enter. Create aditional QualiIications and QualiIication Groups.Position your cursor on the top line Catalog Group=== and click the Create icon (or choose EntryCreate). The Create Qualification group screen appears. Enter the name oI the qualiIication group (Graphic design, Ior example) on the Qualification group tab page. Use the validity period proposed by the system (01/01/190012/31/9999). You now have to assign a scale to the qualiIication group. To select a scale, click the down-arrow to the right oI the Scale Iield. A list oI all the scales that exist is displayed. Click one oI the scales, save your entries, and then choose Enter. For internal use by CSC only For internal use by CSC only SAP AGHR5103-21 1-1-2Creating the qualification Craphical layout: The qualiIication Graphical lavout is going to be assigned to the qualiIication group Graphic design. For this reason, position your cursor on the qualiIication group Graphic design, and click the Create icon (or choose Entry -> Create). A dialog box appears. In this dialog box, position your cursor on the line Qualification and then click Transfer. The Create Qualification dialog box appears. On the Qualification tab page, enter the name oI the qualiIication (Graphical lavout, Ior example), and save your entries. Then choose Enter. 1-1-3Creating the qualification group Craphics programs: Position your cursor on the qualiIication group on the top line Catalog Group===, and click the Create icon. A dialog box appears. In this dialog box, position your cursor on the line Qualification group, and then click the 1ransfer icon. The Create Qualification group screen appears. Enter the name oI the qualiIication group (Graphics programs, Ior example) on the Qualification group tab page. Use the validity period proposed by the system (01/01/190012/31/9999). You now have to assign a scale to the qualiIication group. To select a scale, click the down-arrow to the right oI the Scale Iield. A list oI all the scales that exist is displayed. Click one oI the scales, save your entries, and then choose Enter. 1-1-4Creating the qualifications Corel Draw, Paintshop and Photoshop:The qualiIication Corel Draw (Paintshop/Photoshop) is going to be assigned to the qualiIication group Graphics programs. For this reason, position your cursor on the qualiIication group Graphic programs, and click the Create icon (or choose Entry -> Create). A dialog box appears. In this dialog box, position your cursor on the line Qualification, and then click the 1ransfer icon. The Create Qualification dialog box appears. Enter the name oI the qualiIication (Corel Draw, Ior example) on the Qualification tab page. The validity period oI the qualiIication should be 01.01.190031.12.9999. Now save your entries. To create another qualiIication at this point, click the Create next qualification icon. The Create Qualification dialog box appears again. Proceed in the same way as beIore to create the qualiIications Paintshop and Photoshop in the qualiIication group Graphics programs. Note: You can also enter proIiciency descriptions when you are creating qualiIications and qualiIication groups. For internal use by CSC only For internal use by CSC only SAP AGHR5103-22 1-1-5Creating the qualification group Internet Skills and the qualification Knowledge of H1ML: To create the qualiIication group Internet skills, Iollow the same procedure as Ior the qualiIication group Graphic design above. Create the qualiIication Knowledge of HTML in the same way as you created the other qualiIications above (Ior example Graphical lavout).Note: You can also execute the usage note Ior qualiIication groups. 1-2Assigning depreciation meter values You have been asked to assign a depreciation meter value to some qualiIications. In the qualiIications catalog, position your cursor on a qualiIication (Paintshop, Ior example). Now double-click the qualiIication (or choose Entry -> Change). The Change Qualification dialog box appears. Click the Additional data tab page.Note: You can toggle between the depreciation meter and validities by clicking the Depreciation meter (validitv) Iield. Please make sure in this case that the depreciation meter is active. Enter a depreciation meter value in years and months. Example: Years:2 Months:6 You can also deIine the overall duration in months. This is automatically calculated into years and months. Save your entries. Proceed in the same way Ior the other qualiIications Ior which you want to deIine depreciation meter values. For internal use by CSC only For internal use by CSC only SAP AGHR5103-23 1-3Assigning alternative qualifications Corel Draw, Paintshop and Photoshop are all to be regarded as alternative qualiIications to each other. The respective replacement percentage should be 100. In the qualiIications catalog, position your cursor on one oI the qualiIications (Corel Draw, Ior example). Now double-click the qualiIication (or choose Entry -> Change). The Change Qualification dialog box appears. Choose the Additional data tab page (by clicking the icon in the top right oI the dialog box). Click the Insert line icon. Select the qualiIications that are to act as alternative qualiIications (Paintshop, Photoshop) and then click the Continue icon. The deIault replacement percentage is the value you deIined Ior this in Customizing. Accept this deIault value oI 100 percent.Save your entries, and then choose Continue. Now, Paintshop and Photoshop are deIined as alternative qualiIications Ior the qualiIication Corel Draw. Consequently, Corel Draw is also an alternative oI Paintshop and Photoshop. All that remains to be done is to deIine Paintshop and Photoshop as alternatives Ior each other. In the qualiIications catalog, position your cursor on one oI the two qualiIications (Photoshop, Ior example). Now double-click the qualiIication (or choose Entry -> Change). The Change Qualification dialog box appears. Click the Additional data tab page. Click the Insert line icon. Select the qualiIication Paintshop and then click the Continue icon. In the Replacement percentage Iield oI the new alternative qualiIication (Paintshop), enter a percentage value oI your choice. Save your entries, and then choose Continue. 1-4Proficiency descriptions To create proIiciency descriptions Ior qualiIications Corel Draw, Paintshop and Photoshop, position your cursor on these qualiIications. Now double-click the qualiIication (or choose Entry -> Change). The Change Qualification dialog box appears. Click the Proficiencies tab page. Please make sure that the Default Iield has not been Ilagged. II it has, the proIiciency descriptions oI the superordinate qualiIication or qualiIication group will be passed down automatically. Select the proIiciency Ior which you wish to enter a description. In the Description Iield Ior this proIiciency, enter a suitable text. Save your data, and then select the next proIiciency Ior which you wish to enter a descriptive text. Proceed as described above.Once you have entered and saved all the proIiciency descriptions, choose Continue. For internal use by CSC only For internal use by CSC only SAP AGHR5103-24 1-5Where-used list To check whether the qualiIication SAPHRis linked to any other objects,locate SAPHR under the Iolder Training International ~ HR Basics ~ SAPHR Peronal Overview.Position your cursor on the qualiIication SAPHR, and click the Where-used list icon (or choose Entry Where-used list). The objects with relationships to the qualiIication in question are displayed (along with the relationship itselI, and the relationship period).Note: You can also execute the where-used list Ior qualiIication groups. For internal use by CSC only For internal use by CSC only SAP AGHR5104-1 SAP AG 2003Creating and EvaIuating ProfiIes The generaI structure of profiIes SubprofiIes for quaIifications/requirements EvaIuations and profiIe matchups PIanning for an organizationaI unitContents: For internal use by CSC only For internal use by CSC only SAP AGHR5104-2 SAP AG 2003Creating and EvaIuating ProfiIes: Unit ObjectivesAt the concIusion of this unit, you wiII be abIe to Describe how profiIes are structured and set up Create and change subprofiIes for various object types (persons, positions) Run profiIe matchups, and determine the need for further training Find objects for specific quaIifications/requirements Run other evaIuations Work through a personneI deveIopmentscenario for an organizationaI unit For internal use by CSC only For internal use by CSC only SAP AGHR5104-3 SAP AG 2003Creating and EvaIuating ProfiIes: Business Scenario (1) Your company wants to advertise more. In addition to the usuaI, more traditionaI media, the company aIso wants to strengthen its presence and advertise its product range on the Internet.For this reason, it has been decided that the Marketing Department shouId be expanded.Once you have created requirements profiIes for the new posts in your company, you start to Iook for suitabIe candidates to fiII these posts. For internal use by CSC only For internal use by CSC only SAP AGHR5104-4 SAP AG 1999Creating and EvaIuating ProfiIes: Business Scenario (2)Once the new empIoyees' probationaryperiod is over, the Marketing Managerconducts a personneI review with theseempIoyees. On the basis of this review,you create profiIes for the new empIoyees.These profiIes give detaiIs of the empIoyees'quaIifications, as weII as their preferencesand aspirations.You are aIso responsibIe for running someother evaIuations at reguIar intervaIs.These evaIuations show you if any empIoyeeshave quaIifications that are about to expire -this means that you can impIement appropriatetraining measures in time to rectify this situation. For internal use by CSC only For internal use by CSC only SAP AGHR5104-5 SAP AG 1999ProfiIesProfiIes are used to store speciaI information on objects. Each profiIe has a header with standard information on the object, and a number of subprofiIes.Requirements?Name NameHoIder HoIderOrg Org. . unit unitQuaIifications?PotentiaI?Preferences?DisIikes?NameName Date Date of birth of birthPosition Position................. ProIiles are used to store special inIormation on objects. Each proIile comprises a header, and a number oI subproIiles. The header contains standard inIormation on the object in question. For persons, this inIormation might include the person's name, date oI birth and the position the person holds. The subproIiles contain more speciIic inIormation on a particular aspect. For example, a person's Qualifications subproIile contains details oI the person's skills and knowledge. You can create proIiles Ior diIIerent object types. Each object type can have up to 20 diIIerent subproIiles. For internal use by CSC only For internal use by CSC only SAP AGHR5104-6 SAP AG 1999Preferences ........ PotentiaIsThe Qualifications SubprofiIeQuaIificationsQuaIifications CataIogThe Qualifications subprofiIe is used to store information on a pIanning object's (i.e. person's, appIicant's, user's...) skiIIs and knowIedge.QuaIification group Name Proficiency Start End NoteSociaI skiIIsLanguage skiIIsLanguage skiIIsTeam spiritBusiness SpanishBusiness PortugueseAverageBasic knowIedgeGood01/01/199801/01/1996...............12/31/999912/31/9999............... The Qualifications subproIile is used to store inIormation on an employee's/applicant's/user's skills and knowledge.You can assign an unlimited number oI qualiIications Irom the qualiIications catalog to the Qualifications subproIile. You can also speciIy how good or bad the planning object in question (person, applicant, etc.) is at the qualiIication (that is, to what level oI proIiciency is the qualiIication IulIilled). The scale oI the qualiIication group to which the qualiIication belongs determines which proIiciencies can be assigned. The qualiIications are sorted by qualiIication group. You speciIy a validity period Ior every qualiIication that is assigned to the proIile. You can also enter texts (notes) Ior every qualiIication in the proIile. Furthermore, you can display inIormation Ior every qualiIication telling you who last changed the qualiIication in question, and when. II a qualiIication has a depreciation meter value, the proIiciency is adjusted accordingly as time progresses. You can also make user-speciIic settings to speciIy that depreciation meter values should be disregarded. QualiIications with a limited validity are stored in the subproIile Ior the duration oI the validity period in question. The basis Ior calculating this is the start date oI the relationship period. In the standard system, objects oI the Iollowing object types can have a Qualifications subproIile: person, external person, applicant, user, company, contact person. You can, however, customize the system so that it is possible to assign this subproIile to other object types. For internal use by CSC only For internal use by CSC only SAP AGHR5104-7 SAP AG 1999The Potentials SubprofiIePreferences.............Work centerTaskPositionQuaIificationJobThe Potentials subprofiIe is used tostore prognostic information on aperson's suitabiIity and professionaIdeveIopment.PotentiaIs QuaIifications .............GeneraIType Name Start Note EndJobQuaIificationPositionSaIes empIoyeeBusiness ChineseAL Marketing01/01/200001/01/200001/01/200012/31/999912/31/999912/31/9999 The Potentials subproIile is used to store inIormation regarding a person's Iuture suitability and proIessional development. These Iorecasts might apply to a person's ability to obtain qualiIications, perIorm tasks, or to the person's Iuture suitability Ior speciIic jobs, positions, and so on. Example. A personnel administrator becomes qualiIied in human resource management. It is probable that she will obtain Iurther qualiIications that are required Ior the position oI HR Department Manager. Because oI this, potential Ior the position HR Department Manager is included in her subproIile. You can enter notes Ior every object included in this subproIile (and also Ior the entire subproIile).In the standard system, the Potentials subproIile can be assigned to persons, external persons, applicants and users. However, it is also possible to set up the system so that the subproIile can be assigned to Iurther object types. For internal use by CSC only For internal use by CSC only SAP AGHR5104-8 SAP AG 1999QuaIifications PotentiaIs DisIikes ............The Preferences and Dislikes SubprofiIesWork centerTaskPositionQuaIificationJobThe Preferences and DislikessubprofiIes are used to store personaI aspirations and preferences with regard to a person's professionaI deveIopment.PreferencesType Name Start Note EndJobQuaIification............Department ManagerOrganizationaI skiIIs............01.01.200001.01.2000............31.12.999931.12.9999............GeneraI The Preferences subproIile is used to store inIormation on the proIessional goals that planning objects (employees, Ior example) have set themselves. These might include obtaining qualiIications, perIorming speciIic tasks, or holding speciIic positions (jobs, work centers.). Example. An assistant in the Sales Department would like to learn Portuguese, and eventually be promoted to the position oI Sales OIIicer. You assign the qualiIication Portuguese and the job Sales Officer to his Preferences subproIile. The Dislikes subproIile is used to speciIy the jobs, positions, qualiIications, etc., that a person wishes to exclude Irom their Iuture proIessional development. Example. An employee has certain ties to the area in which she lives, and thereIore does not want to work as part oI the Iield sales team. You assign the job Field salesperson to her Dislikes subproIile. You can enter notes Ior every object included in this subproIile (and also Ior the entire subproIile). The same applies to dislikes.In the standard system, the Preferences and Dislikes subproIiles can be assigned to persons, external persons, applicants and users. However, it is also possible to set up the system so that these subproIiles can be assigned to Iurther object types. For internal use by CSC only For internal use by CSC only SAP AGHR5104-9 SAP AG 1999The Requirements SubprofiIeQuaIifications CataIogThe Requirements subprofiIe is used to store information on the knowIedge and skiIIs that are required for a job, position, etc.RequirementsName St.. Start Note EndControIIingCOBOLTeam spirit01/01/199801/01/199801/01/199812/31/999912/31/999912/31/9999ProficiencyExceIIentVery goodVery goodSt.. The Requirements subproIile is used to speciIy the knowledge and skills (and the level oI proIiciency at these skills) required Ior a speciIic job, position, etc. The qualiIications catalog is used to create a Requirements subproIile. Requirements can remain unevaluated (i.e. without a speciIic proIiciency), or you can assign them a proIiciency. The scale oI the qualiIication group to which the qualiIication in question belongs determines which proIiciencies can be assigned.You can also speciIy whether a requirement is compulsory (essential requirement), or desirable (optional requirement). This Iactor can be taken into account in proIile matchups, Ior example, or during career and succession planning.You must speciIy a validity period Ior each requirement. You can enter notes Ior every requirement in the subproIile. For internal use by CSC only For internal use by CSC only SAP AGHR5104-10 SAP AG 1999Inheritance of RequirementsRequirements Requirements SubprofiIe SubprofiIeInheritance ofrequirementsTask (T)Work center (A)Job (C)Position (S)Job (C)Position (S)ExampIe:If a task is reIated to a job, thenaII the requirements assigned tothe task are automaticaIIy passedon to the job (inherited).These requirements are given thestatus Inherited and cannot bedeIeted from the job profiIe.RequirementsName St..ControIIingCOBOLTeam spiritProficiencyExceIIentVery goodVery goodInherited Requirements can be passed on (inherited). This means that iI objects are related to each other, the requirements oI one object are automatically passed on to the other object. Inheritance is only uni-directional. In the standard system, the Iollowing inheritance rules apply: a task passes on requirements to a job, a position or a work center. Jobs pass on requirements to positions. Inherited requirements cannot be deleted Irom the subproIile. However, they can be assigned a diIIerent proIiciency or even a diIIerent status. This is achieved by recreating the requirement in question Ior the object in the subproIile. In the Requirements subproIile, you can click on the Status Iield to go Irom the inherited requirement to the proIile oI the original object (i.e. the object that passed on the requirement). Example. The job Department Manager describes the position HR Department Manager. All the requirements speciIied Ior the job (assertiveness, and communication skills, Ior example) are passed on to the position. In the subproIile oI the position, these requirements will appear with the status Inherited. It is possible to go Irom the requirement Communication skills in the subproIile oI the position directly to the requirements proIile oI the job Department Manager. The position can also have other requirements besides the ones it has inherited (knowledge oI occupational psychology, Ior example). For internal use by CSC only For internal use by CSC only SAP AGHR5104-11 SAP AG 2003Looking Ahead: Other SubprofiIesObjective Setting and AppraisaIsDeveIopment PIansObjective setting and appraisals (open)Objective setting and appraisals (received)Objective setting and appraisals (created)Individual DevelopmentsubprofiIeDevelopment Plan HistorysubprofiIe Further subproIiles are available Ior use by the Obfective Setting and Appraisal and Development Plans components. We will discuss these subproIiles later when we learn about the components in question. For internal use by CSC only For internal use by CSC only SAP AGHR5104-12 SAP AG 1999QuaIifications and Requirements: ReportsReportsOtherProfiIeOrg. unitCataIogSearchProfiIe matchupProfiIes Based on a quaIification QuaIifications ProfiIe Matchup: Position/HoIder ProfiIes Expired QuaIifications QuaIifications Overview Objects Without QuaIifications/Requirements Objects with UnevaIuatedQuaIifications/Requirements List of AIternative QuaIifications Prebookings per Attendee There are many ways in which you can evaluate and analyze the inIormation contained in subproIiles.In the remainder oI this unit, we will Iocus primarily on the reporting options available Ior qualiIications and requirements. We will look at the reporting options available Ior the subproIiles relevant Ior appraisals and development plans in later units. For internal use by CSC only For internal use by CSC only SAP AGHR5104-13 SAP AG 1999ProfiIe EvaIuation: Entering DataProfiIes can be dispIayed in graphic form in a Iist. This Iist cancontain the subprofiIes of an unIimited number ofobjects(even objects of different object types).ObjectsPersonPersonPerson..TypeSergio GarciaNameFiona Astor..0000942700023379..Object D......Possible subprofilesPersonPerson..TypeQualificationsNamePotentials........SeIect object type andenter object nameThe subprofiIes fromwhich you can canchoose are Iisted here.You can seIect theobject type you require.Objects entered aboveare dispIayed here This graphic proIile evaluation list gives you an overview oI the proIiles oI persons, positions, and so on. You can speciIy which subproIiles you want to display Ior each object type. For internal use by CSC only For internal use by CSC only SAP AGHR5104-14 SAP AG 1999ProfiIe EvaIuation: Graphic ListQualifications......PotentialsJobSocial skillsAssertivenessTeam spiritLanguage SkillstalianPreferencesNone found!Points scaleGoodLanguage scaleBasic knowledgeVery goodDepartment Manager 02/01/1998 - 12/31/9999Header dataStandardiz-ation ofscaIesSubprofiIes01/12/2000Profile 01 Current planPers. no.00001000 ....... .........Name Fiona Astor ................ This list displays general inIormation Ior each object, and also inIormation speciIic to the subproIiles you chose. Example. You speciIy that you want to display the Qualifications and Potentials subproIiles Ior the object type Person. This means that the system will display qualiIications and potentials (but no preIerences or dislikes) Ior all oI the employees you speciIied. A standardized scale representation is used to make it easier Ior you to compare diIIerent qualiIications/requirements. You can save this list to Iile and/or print it out. For internal use by CSC only For internal use by CSC only SAP AGHR5104-15 SAP AG 1999ProfiIe Matchup: OverviewPersons, appIicants,users...Job, position,work center...RequirementsQuaIifications ProIile matchups enable you to compare qualiIications and requirements.Example. An employee's qualiIications are compared with the requirements oI the position which he holds. ProIile matchups can also be used to determine an object's suitability (Ior example, how suitable a person is Ior a position), and to establish iI any qualiIication deIicits exist. For internal use by CSC only For internal use by CSC only SAP AGHR5104-16 SAP AG 1999ProfiIe Matchup: Data ModeIQuaIificationsprofiIesPersonAppIicantUser...RequirementsprofiIesJobPositionTaskWork center...QQQQQQQQQQQQQ A proIile matchup (between a position and an employee, Ior example) involves comparing each requirement oI the position (including the proIiciency required) with the corresponding qualiIication oI the employee (including its proIiciency). When you compare a qualiIication with a requirement, one oI the Iollowing scenarios can result: The qualiIication IulIills the requirement exactly. The qualiIication does not IulIill the requirement (that is, the proIiciency oI the qualiIication is lower than is required, or does not exist at all). OverqualiIication (that is, the proIiciency oI the qualiIication is higher than is required). For internal use by CSC only For internal use by CSC only SAP AGHR5104-17 SAP AG 1999ProfiIe Matchup: Graphic ListPositionKey date: 12.01.2000 Profile matchup Plan version 01Lilian Berg Marketing Assistant PersonPowerpointApplication software Points scaleExcellentVery goodWord ExcellentGoodLilian BergSocial skills Points scaleCommunic. skills Very goodVery goodOther qualifications held bySocial skills Points scaleAverage Willing to assume reponsibilityLanguage Skills Points scaleExcellent French You can display the proIile matchup in the SAP List Viewer or as a graphic list (see slide).The proIiciencies oI requirements and qualiIications are compared against each other. Requirements and qualiIications are sorted by qualiIication group in the list. The scale and corresponding proIiciencies oI each qualiIication group are also displayed. A standardized representation oI the scale is used to make it easier to compare the qualiIications with requirements visually. II requirements are essential requirements, they are Ilagged accordingly. II alternative qualiIications are included in the matchup, these might also appear in the list. II so, they are Ilagged accordingly.All qualiIications that are not speciIied in the requirements proIile, but which a person has anyway, are output at the end oI the list. You can save this list to Iile and/or print it out. For internal use by CSC only For internal use by CSC only SAP AGHR5104-18 SAP AG 2003QuaIification DeficitsPosition PersonApplication softwareExcelPowerpointWordSocial SkillsStress resistanceCommunicationTeam spiritPosition PersonApplication softwareExcelPowerpointSocial SkillsCommunicationLimit theprofiIe matchup toquaIification deficits II you select the Qualification deficits onlv option, this will mean that the results oI the proIile matchup will be restricted to entries where qualiIications are lacking (that is, the proIiciency oI the qualiIication is lower than is required, or the qualiIication does not exist at all). For internal use by CSC only For internal use by CSC only SAP AGHR5104-19 SAP AG 1999ProfiIe Matchup: Graphic DispIayTeam spiritStress managementExceI WordCommunicationskiIIsPowerpointWiIIingness to assume reponsibiIityMarketing Assistant LiIian BergCaII graphic fromSAP List Viewer with :French102030405060708090100 In addition to the list Iormats already mentioned (graphic list or SAP List Viewer), you can also display the proIile matchup with SAP Presentation Graphics. This provides many additional display options Ior proIile matchups.You can call SAP Presentation Graphics Irom either list display.You can access conIiguration options Ior the graphic with the right mouse button. For internal use by CSC only For internal use by CSC only SAP AGHR5104-20 SAP AG 1999Training proposaIs toimpart quaIification (orproficiency) requiredTraining ProposaIsRequirements QuaIificationsJapanese:AverageJapanese:Basic knowIedge Prebook forbusiness event type Book on business eventJapaneseBusiness event type Assign a deveIopmentpIan and seIect itemsDeveIopment pIanBusiness event typeDeveIopment PIansImpart Japanese skiIIs(proficiency better than"basic knowIedge") II Personnel Development is integrated with Training and Event Management, you can use the Generate training proposals Iunction. In this case, the system will propose training courses (business events) that can provide any qualiIications that are missing. You can book employees onto courses directly, or alternatively prebook them Ior business event types. In the same way, iI you use the Development Plans component, you can also have the system propose development plans that can provide the qualiIications required. You can assign a development plan directly, and then copy items Irom this general development plan to a person's individual development plan. The system proposes only business events and development plans that result in the same or a higher level oI proIiciency at the qualiIication (compared to current proIiciency in the Qualifications subproIile oI the person in question). Example. A mechanical engineer is to work in Japan Ior a longer period oI time. However, her proIile matchup against the new position in Japan shows that she does not have suIIicient language skills. Since Personnel Development is integrated with Training and Event Management, the system proposes Japanese courses which will give the engineer the skills she needs Ior her new position. She is booked directly onto one oI these courses. For internal use by CSC only For internal use by CSC only SAP AGHR5104-21 SAP AG 1999Obtaining QuaIificationsTransfer TransferquaIification quaIificationQuaIification deficitAttendance bookingBusiness eventattendanceTraining and EventManagementDeveIopmentPIansAssign deveIopmentpIanStatus"CompIetedsuccessfuIIy" II a person attends a training course (business event), this might mean that the person will have an additional qualiIication at the end oI the course. In the Iollow-up activities to the business event, this qualiIication and its proIiciency are transIerred to the attendee. The deIault proIiciency can be changed Ior individual attendees. In the standard system, iI an employee completes a development plan successIully, the qualiIications assigned to the development plan (and the corresponding proIiciencies) can be copied to the person's qualiIications proIile. In Customizing, you can speciIy whether the qualiIications should be copied automatically in the background, or iI this operation should be conIirmed by users Iirst. For internal use by CSC only For internal use by CSC only SAP AGHR5104-22 SAP AG 1999Finding Objects for QuaIifications (1)QuaIifications requiredName Ess. O.. Proficiency ProficiencyAbiIity to handIe stressCommunications skiIIsSaIes skiIIsBusiness FrenchAbove averageAbove averageVery goodVery good Native speakerSpecifyingquaIificationsEntries regarding proficiencies required"EssentiaIrequirement" fIag SeIect specificquaIifications Specify profiIes You can use the Find Obfects for Qualifications report to search Ior persons (applicants, etc.) who have speciIic qualiIications. You can also speciIy that a speciIic proIiciency is required Ior each individual qualiIication. You can restrict your selection Iurther by entering Iurther selection criteria. Examples. Finding persons with speciIic qualiIications Selecting suitably qualiIied applicants Searching within an organizational unit to Iind suitable people to work on a project team IdentiIying employees who exceed/Iall short oI the qualiIication criteria speciIied When you speciIy the qualiIications Ior which you are trying to Iind objects, you can select qualiIications individually Irom the qualiIications catalog and/or you can take the qualiIications/requirements proIiles oI objects oI your choice and adapt them to your needs. When you speciIy the proIiciencies you are looking Ior, you can enter individual values or value ranges, and you can also speciIy that certain conditions must be met. Furthermore, by setting the Essential requirement Ilag Ior a qualiIication, you can speciIy whether the object you are looking Ior has to have the qualiIication in question. II you set the Essential requirement Ilag Ior a qualiIication, then only objects with at least this qualiIication will be selected. For internal use by CSC only For internal use by CSC only SAP AGHR5104-23 SAP AG 1999Finding Objects for QuaIifications (2)Restrict tospecificobject typesQuaIifications requiredPossibIe set of hits AppIicants Persons ........Other seIection optionsExampIe:OnIy empIoyees(object type Person)Otherrestrictions(depending onseIectedobject types)+ExampIe:Object type Person FieId seIectionPersonneI area 1300EE subgroup DU Org. structureOrg. unit: SaIes Dept.ExampIe:Object type Person AvaiIabiIity12.09.2000 -31.03.2001AvaiIabiIity+ + + You can limit your search to objects oI speciIic object types. For example, you might wish to restrict your search to employees (object type P), or to applicants (object type AP).Depending on the object types you speciIy, you can then go on to limit your search even Iurther. For example, you might limit your search to objects oI the object type Person, and then speciIy that the persons must belong to a particular organizational units and restrict the selection even Iurther to speciIic personnel areas, employee subgroups, and so on (inIotype data). The ad hoc query is the basis Ior deIining these selection criteria by selecting Iields. In addition, you can use the criteria availabilitv when searching Ior persons with qualiIications (object type P). This is checked via the interIace with Time Management. The resulting hit list oI persons is restricted to persons that are available Ior a certain number oI days in the planning period.The list generated by the report contains the objects that BOTH have the qualiIications and proIiciencies speciIied AND also IulIill the other selection criteria.Planning objects with alternative qualiIications will also be listed iI you have speciIied this in the user-speciIic settings. Note. Customers can extend the selection options Ior the report using a Business Add-In (reIer to the slide Business Add-Ins in Personnel Development in the Appendix Ior details). For internal use by CSC only For internal use by CSC only SAP AGHR5104-24 SAP AG 1999Overview: Reporting Options for OrganizationaI UnitProfiIe Matchup:Position/HoIderQuaIificationsOverviewProfiIesExpiredQuaIifications You use the report Profiles in an Organi:ational Unit to display the subproIiles oI all planning objects (positions, holders oI positions, jobs that describe the positions, and so on) within a speciIic organizational unit. You can also limit your selection to speciIic subproIiles. The report Profile Matchup. Position/Holder for Organi:ational Unit compares the requirements oI all the positions in one or more organizational units with the qualiIications oI the people who hold these positions. You can restrict your selection to situations involving qualiIication deIicits. II Personnel Development is integrated with Training and Event Management, or iI you also use the Development Plans component, you can also display suitable training proposals. For internal use by CSC only For internal use by CSC only SAP AGHR5104-25 SAP AG 2003First-aid experienceLicense to transport dangerous goodsQualification Start date End date14.01.199827.03.199513.01.200026.03.2000OrganizationaI Unit: Expired QuaIificationsSpecify the evaIuation period ExampIe: 01.01.2000 - 31.03.2000List of aII empIoyees in theorg. unit who have quaIifications that expirewithin the evaIuation periodEditing optionsTraining proposaIsQuaIification view You use the report Expired Qualifications to generate a list oI all the planning objects in an organizational unit that have qualiIications that have expired/will expire during the evaluation period (sometimes called reporting period). The list tells you which planning objects are aIIected and gives details oI the qualiIications and their validity periods. II Personnel Development is integrated with Training and Event Management, or iI you also use the Development Plans component, you can generate training proposals that are suitable Ior reIreshing/renewing the qualiIications in question.You can choose between a planning object view and a qualiIication view: In the planning object view, each planning object is listed along with the qualiIications it has that are about to expire In the qualiIication view, each qualiIication about to expire is listed along with the planning objects that this aIIects You can go directly Irom each planning object to the transaction Ior displaying its proIile and to the transaction Ior career planning. The standard system comes with a standard workIlow that can be used to monitor the validity periods oI the qualiIications assigned to planning objects. This workIlow is based on the validity deIined in Customizing Ior the qualiIication in question. You can use this workIlow to inIorm an appropriate person (the responsible course instructor, the employee's supervisor, and so on) that the qualiIications in question are about to expire. This means that the person in question can introduce measures that will renew/extend the qualiIications in question. For internal use by CSC only For internal use by CSC only SAP AGHR5104-26 SAP AG 1999Other Reporting OptionsObjects with UnevaIuatedQuaIifications/RequirementsSeIect object type List of aII objects of the objecttype seIected that haveunevaIuated quaIifications/requirements PossibIe to go to profiIemaintenance directIyProfiIesObjects With No QuaIifications/Requirements ProfiIeSeIect object type List of aII objects of the objecttype seIected that have noquaIifications/requirementsprofiIe PossibIe to go to profiIemaintenance directIyOtherList of AIternative QuaIificationsThe Iist that is generated contains information on the QuaIification Assigned aIternative quaIification RepIacement percentage VaIidity period The report Obfects With Unevaluated Qualifications/Requirements generates a list iI all the objects oI a speciIic object type that have qualiIications or requirements with the status Unevaluated. The report Obfects Without a Qualifications/Requirements Profile generates a list oI all the objects oI a speciIic object type to which no qualiIications or requirements have been assigned.You can go directly Irom an object in either list (a person, Ior example) into proIile maintenance. The report List of Alternative Qualifications generates a list oI all qualiIications Ior which alternative qualiIications have been deIined. The replacement percentages are also displayed in the list. The report Prebookings per Attendee can be Iound under the miscellaneous reports. This report generates a list oI prebookings Ior business event types. It can be run Ior several objects oI the same object type at the same time (e.g. Ior several employees). You can only run this report iI you have also implemented the Training and Event Management component. For internal use by CSC only For internal use by CSC only SAP AGHR5104-27 SAP AG 1999PIanning for an OrganizationaI UnitSPYou can execute aIIreIevant PersonneIDeveIopment functionsdirectIy from thegraphic dispIay.O OCEntire PersonneI Entire PersonneIDeveIopment functionaIity DeveIopment functionaIityGraphic dispIay of the objects Graphic dispIay of the objectsbeIonging to an org. unit beIonging to an org. unit By using the Planning for an Organi:ational Unit Iunction, you can restrict your personnel development scenario to one organizational unit. The Iollowing objects appear in the graphic display: Organizational unit Job Position Person User You can enter a speciIic organizational unit Ior which you want to plan when you are perIorming the planning Iunction in question. Once you have entered the organizational unit, it is written automatically to your temporary user-speciIic settings.You can also speciIy a deIault organizational unit in the permanent and temporary user-speciIic settings. In this case, the organizational unit speciIied here is deIaulted automatically when you choose the Planning for an Organi:ational Unit Iunction. For internal use by CSC only For internal use by CSC only SAP AGHR5104-28 SAP AG 1999PIanning for an OrganizationaI Unit: ProcedureHR AssistantHR Department ManagerDepartment ManagerMax LundAssistantRicarda Sanders........HR DepartmentSeIect the objects yourequire, then executethe functionGraphic dispIayOrg. unitPositionJobPersonUser You can perIorm all the Change, Display and reporting Iunctions oI Personnel Development directly Irom the graphic display. You simply select the objects you require, and execute the Iunction. Example. You want to analyze speciIic HR department employees to see how suitable they are Ior the position oI HR Department Manager. You need to perIorm a proIile matchup Ior these employees and the position. To do this, you select the employees and the position in the graphic display, and then choose the Profile matchup Iunction. For internal use by CSC only For internal use by CSC only SAP AGHR5104-29 SAP AG 1999Creating and EvaIuating ProfiIes: Unit Summary ProfiIes are used to store speciaI informationon objects. ProfiIes have a header and a numberof subprofiIes. SubprofiIes can containinformation on quaIifications, requirements,preferences, and so on. There are many ways of using and evaIuatingthis information on quaIifications andrequirements (for profiIe matchups, for exampIe,or for finding objects for specific quaIifications). When you are pIanning for one organizationaIunit, you can execute PersonneI DeveIopmentfunctions directIy from the graphic dispIay ofthe organizationaI unit in question. For internal use by CSC only For internal use by CSC only SAP AGHR5104-30 For internal use by CSC only For internal use by CSC only SAP AGHR5104-31 Exercises Unit:Creating and Evaluating Profiles Topic:Subprofiles Set up subproIiles Ior positions and employees. PerIorm proIile matchups Requirements proIiles are deIined Ior the ## Marketing Department positions. QualiIications, preIerences and potentials are stored in the system Ior the employees hired to Iill these positions. You are also responsible Ior running other evaluations (reports). Note:Replace the place holder ## with your group number 1Creating Subprofiles 1-1Creating a Requirements subprofile for a position The Assistant position (the Iirst assistant position in your organizational structure Org Units Training Group ~ Training International ~ Marketing ~ == Marketing) is described by the job Assistant.Requirements have already been deIined Ior this job. These requirements are inherited by the position automatically. The validity oI these new position requirements should apply Irom the Iirst oI the monththrough12/31/9999. Store the Iollowing additional requirements Ior the Assistant position.Please choose the qualiIications you created under your QualiIication Catalog Group ##. Graphical layout Knowledge oI HTML Corel Draw Photoshop English Assign proIiciencies oI your choice to these requirements. Flag some oI these requirements as essential requirements. For internal use by CSC only For internal use by CSC only SAP AGHR5104-32 1-2Creating Qualifications, Potentials, Preferences and Dislikes subprofiles for employees The ##-Manager position (the second Manager position in your Marketing organizational structure) is occupied by Mr. Simon Miller (personnel number 510995##).Assign Mr Simon Miller the Iollowing qualiIications in the Qualifications subprofile: Team workAbove average LeadershipAverage Knowledge oI MultmediaAverage Conceptual thinkingHigh Marketing skillsVery high Verbal, Written, Communicative SkillsAdequate EnglishNative speaker Graphical LayoutYour choiceWillingness to AssumeResponsibilityAdequate First aid courseYes Note: The Iirst aid course has a validity oI 2 years. The start date oI the validity should be a date Irom last year.II the proIiciencies named above do not exist, choose a similar proIiciency. Assign Mr Simon Miller the potential Ior the position##Head of Department (in vour== Martketing Org Unit. Mr Simon Miller has also expressed a preference Ior the Iollowing: Sales Manager (job) ## Head oI Department (position, in your ## Marketing Department) Note: You can Iollow the structure search under Org units Training Group ~ Training international ~ Marketing ~ == Marketing ~ == head of Department For internal use by CSC only For internal use by CSC only SAP AGHR5104-33 2Evaluating Profiles 2-1Display the report Ior subproIiles that you created Ior the positions ##-Assistant and ##-Manager, as well as those Ior the employee Mr. Simon Miller (personnel number 510995##). Please only evaluate Mr Miller`s Qualifications and Potentials subproIiles. His other subproIiles should not appear in the list. 3Performing Profile Matchups 3-1Profile Matchup: Position/Holder Compare Simon Miller`s (personnel number 510995##) qualiIications with the requirements oI the position he holds (==-Manager). Which requirements are met precisely (that is, the proIiciencies oI both qualiIication and requirement are the same)? Does Mr Miller have any qualiIication deIicits? Is Mr Miller overqualiIied in some areas? BookMr. Miller to the business event Communicate with Customers. Note:II there is not a suitable business event date, then choose the prebook Iunction. 4Find Objects for Qualifications 4-1Your company is looking Ior employees to work in a project team which will decide where a new sales oIIice should be located. The requirements proIile oI the job Head of Department is taken as the basis Ior this search. II necessary, delete some oI the requirements Irom the list oI required qualiIications. Restrict your search to employees (object type P). Furthermore, you only wish to include employees who belong to personnel area CABB and employee subgroup X0 (salaried employees). For internal use by CSC only For internal use by CSC only SAP AGHR5104-34 5Expired Qualifications 5-1In your company, checks are run regularly to see iI any qualiIications are about to expire so that the appropriate training measures can be implemented in a timely manner. Check to see iI any employees in the Marketing Department ##-Marketing have qualiIications that are going to expire this year.Also display training proposals Ior employees where this is the case. II there are date proposals, you can enroll the employee in the business event, iI no business events are available prebook your employee into the event. 6Qualifications overview 6-1Display a qualiIications overview Ior your Marketing Department ##-Marketing. 7Optional Exercises: Planning for an organizational unit 7-1Performing profile matchups from the structural display of an organizational unit Run the Iollowing matchup Irom the structural display Ior the Marketing Department ##-Marketing: Compare the qualiIications proIile oI the manager (Ior example, Simon Miller, personnel number 510995##) and the Marketing employee with the requirements oI the Department Manager position. Note: II you want to execute evaluations Ior another organizational unit, choose the menu Jiew other organi:ational unit and select a diIIerent organizational key there. 7-2Finding objects for qualifications (starting from the structural display of your marketing department using the planning for an organizational unit transaction) Find objects Ior qualiIications (starting out Irom the structural display oI your Marketing Department). You want to Iind employees who meet the requirements deIined Ior the position Department Manager.Note: Remove the Essential requirement Ilag Ior some oI the requirements oI this position. For internal use by CSC only For internal use by CSC only SAP AGHR5104-35 Solutions Unit: Creating and Evaluating Profiles Topic: Subprofiles 1Creating Subprofiles 1-1Creating a Requirements subprofile for a position 1-1-1Creating additional requirements for the position Marketing Assistant In the Personnel Development menu, choose: Profile Change The Person. Change Profile screen. In the upper leIt screen (Search area) under Find bv, Iind the object type Position and click the icon beside position to display the underlying texts. The search tools available Ior searching Ior objects oI this type are displayed. Choose the Structure search, Ior example. The organizational structure now appears in the lower part oI the screen (selection area). Expand the organizational structure up to your Marketing department ##-Marketing and its positions ( Org Units Training Group Training International Marketing ## Marketing) and choose the Iirst position Assistant oI your Marketing department by double-clicking. In the right screen area (work area), enter the key date as the Iirst day oI the current month . Click the Execute icon (or choose Profile Execute). The Position. Change Profile window appears. The system displays the requirements oI the position Marketing Assistant that have been inherited Irom the job Assistant.To deIine new requirements in the proIile, click the Create icon on the bottom leIt (or choose Requirements Create). Select (using one oI several diIIerent search options) the qualiIications you require (see exercises)Irom the qualiIications catalog, and then click the Continue icon. To assign a proIiciency to a requirement, position your cursor on the Proficiencv Iield, and click the down-arrow to the right oI this Iield. The system displays the proIiciencies oI the scale deIined Ior the qualiIication group to which the qualiIication belongs.To view proIiciencies descriptions, click the Descriptions pushbutton. . For internal use by CSC only For internal use by CSC only SAP AGHR5104-36 . Note: ProIiciencies descriptionsare not maintained Ior all qualiIications in the system. Select the proIiciency you require by positioning your cursor on this proIiciency, and then clicking the Continue icon (or simply by double-clicking the proIiciency in question). To deIine a requirement as an essential requirement, select the Ess. ( Essential requirement) Iield. Save your entries. 1-2Creating Qualifications, Potentials, Preferences and Dislikes subprofiles for employees 1-2-1Accessing profile maintenance for persons Choose: Human Resources Personnel Management Personnel Development Profile Change The Person. Change Profile screen. In the search area under Find bv, select the object type Person. A dialog box appears where you can search Ior the person by entering a search string. (As in the Iirst search, you can Iirst click the icon beside Person and use any oI the search tools available to search Ior objects oI this object type). Enter the person`s surname (Miller, Ior example), press Enter and in the selection area select the person you are looking Ior Irom the list (Simon Miller- 510995==). Double-click the person you are looking Ior and the pertinent data is displayed Ior editing in the work area. 1-2-2Creating a Qualifications subprofile You are on the Person: Change Profile screen. Make sure that the Qualifications tab page is active (that is, at the Iront). II it is not, click on it. You can now maintain the Qualifications subproIile.To insert qualiIications in this subproIile, click the Create icon (or choose Qualifications -~ Create). Select the qualiIications you require (see exercises)Irom the qualiIications catalog (using one oI several search options) , and then click the Continue icon. To assign a proIiciency to a qualiIication, position your cursor on the ProIiciency Iield, and click the down-arrow to the right oI this Iield. The system displays the proIiciencies oI the scale deIined Ior the qualiIication group to which the qualiIication belongs.To view proIiciencies descriptions, click the Descriptions pushbutton. . For internal use by CSC only For internal use by CSC only SAP AGHR5104-37 . Select the proIiciency you require by positioning your cursor on this proIiciency, and then clicking the Continue icon (or simply by double-clicking the proIiciency in question). Enter a relationship start date oI your choice in the Start date Iield. Exception: SpeciIy a start date Irom last year Ior the qualiIication First aid course. The end date is set automatically by the system (Ior example, iI this qualiIication has a validity oI 2 years, the end date will be set as 2 years aIter the start date). The proIiciency is proposed, since a Yes/No scale is used Ior this qualiIication. Save your entries 1-2-3Creating a Potentials subprofile To deIine a potential Ior Mr Simon Miller, go into proIile maintenance (proceed as described in 1-2-1), and click the Potentials tab page. Then click the Create icon (or choose Potentials -> Create). Select the object type Position by positioni