Key Considerations for Implementing R/3's Succession Planning Module

  • by Danielle Larocca, Senior Vice President, Human Capital Management, EPI-USE Labs
  • June 15, 2003
R/3's Succession Planning functionality, which helps organizations identify internal talent, requires a commitment from the business side of the organization. The continual update of detailed employee data is essential for a successful implementation. The author provides tips for designing or updating your succession planning strategy.

Having the ability to identify internal talent is a goal of most organizations. R/3’s Succession Planning (SP), part of the HR module, is designed to do exactly that. It gives you the ability to identify potential successors for highly leveraged positions, and to compare and contrast the qualifications of employees in similar positions. It also provides a repository of information for internal recruiting and the ability to match individuals for positions based on their competencies and the requirements of the position.

The SP module and its career planning component allow you to:

  • Advance employees’ professional development. You can use it to map different career path scenarios.
  • Ensure that staffing requirements are met. You can devise alternate organizational structures and positions to create potential scenarios of your company structure.

Unlike implementations of other R/3 modules, SP does not require a large amount of technical support. Although the technology itself is quite advanced, it only gets you halfway to a successful implementation. The other requirement is the continual update of detailed employee data, which depends on a commitment from the functional/business side of the organization.

Danielle Larocca

Danielle Larocca is currently the Senior Vice President of Human Capital Management for EPI-USE Labs. Previously she was the Executive Vice President of Operations/Chief Knowledge Officer at a technology start-up. She has more than 20 years of strategic leadership experience in multi-national business, business process re-engineering, and project and people management. Danielle is an expert on SAP Human Resources (HR) and reporting and has authored four best-selling books on SAP. She is a regular speaker at numerous conferences around the world on topics such as HR, technology, change management, and leadership. She is an official SAP Mentor, a global designation assigned to less than 160 professionals worldwide, who serve as influential community participants in the SAP ecosystem. This group is nominated by the community and selected by the SAP Mentors’ Advisory Board to keep SAP relevant. Danielle also serves as an expert advisor for SAP Professional Journal.

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