Typical Succession Management process

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Typically Succession Management is performed differently at every organization, like many HR processes. However, most Succession Management processes follow a similar process map to that seen in the figure below. Typically it is a year-long process with 4 or 5 main steps and some ongoing processes.

These processes are focused around the following steps:

• Ongoing maintenance of Talent Profile, Job Architecture, and Key Positions
• Cascading corporate goals across the organization
• Performing performance reviews
• Performing talent assessments
• Making nominations to Talent Groups
• Conducting talent review meetings
• Creating and maintaining succession plans
• Creating and maintaining long-term development plans

The following processes are typically ongoing:

• Talent Profile maintenance
• Job Catalog and Job Architecture maintenance
• Key Position identification and assignment

SAP provides several applications to support these various processes for both on-premise and Cloud technology. Cloud technology with SuccessFactors is SAP's go-forward solution. These solutions are:

On-Premise

• Corporate Goals and Values
• Performance Management (Object Setting and Appraisals)
• Talent Assessment
• Talent Groups
• Talent Review Meeting
• SAP Talent Visualization by Nakisa (STVN) or transaction HRTMC_PPOM
• Development Plan (see also The Development Plan in SAP HCM Talent Management)
• Talent Profile for Employees
• Talent Profile for Managers and Talent Management Specialists

Cloud (SAP's go-forward solutions)

• SuccessFactors Performance & Goals
• SuccessFactors Succession & Development
• SuccessFactors Employee Profile