Job Profile Builder

Transcription

Job Profile Builder

SuccessFactors HCM Suite
November 2014 Release
Document Version: 1.0 – December 5, 2014
Job Profile Builder
Administration Guide
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Content
1
Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
2
Permission Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
3
Adding Job Profile Content from UI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
3.1
Adding Competency and Skill. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
3.2
Adding Familes and Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
4
Importing Job Profile Content. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
4.1
Permission Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
5
Managing Job Profile Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
6
Manage Job Profiles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
7
Configuring Job Profile Acknowledgement Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
8
Job Profile Acknowledgement Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
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© 2015 SAP SE or an SAP affiliate company. All rights reserved.
Job Profile Builder
Content
1
Overview
Job Profile Builder is a replacement for legacy JDM. At its core, it is a replacement for Families & Roles, but
expands much beyond to allow customers to build complete Job Profiles with multiple content types.
Skills Management allows customers to capture employees’ skills within an Employee Profile portlet. Either can
be leveraged independently, but best practice would be to implement both. This would truly help to solve the
supply-and-demand issue by understanding both the organization’s roles as well as its employees. The purpose of
this document is to provide detailed implementation/configuration information for the Job Profile Builder.
The Job Profile Builder was built on the Meta Data Framework (MDF). Prerequisites for setting up the Job Profile
Builder are:
● Platform bundle
● Role-based Permissions.
● Revolution UI
Job Profile Builder
Overview
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3
2
Permission Settings
Admin permisssion settings are given here.
Admin Settings
1. Login as Superadmin.
2. Navigate to
Admin Tools
Manage Permission Group
3. Navigate to
Admin tools
Manage Permission Roles
and create a group.
4. Give a Role name. Select the Permission button and check the following options:
○ General User Permission - User login, Live profile access
○ Metadata Framenwork - All permissions in this category
○ Manage Job Profile Builder - All permissions in this category
○ Manage Job & Skill Profile Visibility - All permissions in this category
5. Assign the role to the group created in step 2.
6. Navigate to
Admin Tools
Configure Object Definitions
and edit the definition for Job Profile:
1. enable "securedByRBP"= Yes
2. select "Manage Job & Skill Profile Visibility" under "permissionCategory"
3. save the setting.
7. Go to the role created in step 4 and click
Administrator Permissions
Manage Job & Skill Profile Visibility
8. Select both View and Edit option for job profile.
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Permission Settings
3
Adding Job Profile Content from UI
An administrator can manage the details of job profiles using this administration tool. Job profiles are built using
this content.
In the Admin tool select Company Settings Manage Job Profile Content . From the Select Content Type...
dropdown, select the content that you wish to modify.
There are several content types. These content types ensure that you can manage the various data required to
build job profiles and ultimately search and find the users (employees and candidates) you need with the
appropriate knowledge, skills and abilities to maximize performance and productivity.
Table 1:
Content Type
Description /Example
Set Up Families and Roles
A family is a collection of roles. e.g. Family - Developer. Role Senior Java Developer.
Certification
CPA, PHR
Competency
Communication
Employee Condition
Legally authorized to Work in Xxxxxx country/ hours of work/
Ability to travel XX-XX%
Education – Degree
B.A, M.S etc.
Education – Major
Computer science and technology
Interview Question
What is your career path?
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Content Type
Description /Example
Job Responsibility
Complete on-boarding process in HRIS System / Ensure
warehouse is prepared with appropriate amounts of materials
Physical Requirement
Ability to stand 3-4 hours per day / Ability to lift 30 lbs. over
head
Relevant Industry
Relevant Industry content will allow users to connect more ge
neric roles to the industry. For example, a Project Manager
Role is very different in a Telecommunications organization as
compared to a Financial Institution.
Skill
Annual Report Preparation / Build vs. Buy Analysis / Invoice
Processing / Coding in html5
The creation of most content types is straightforward and usually involves adding a description and setting the
content type to active. Adding content of types "Family and Roles" and "Competency" is a little complicated and is
explained in greater details.
3.1
Adding Competency and Skill
Skills and competencies are an important part of a job profile. Skills are competencies are explained. Then we
explain how to add them to JPB. REWRITE.
Skills vs. Competencies
Table 2:
Competencies
Skills
Behavioral categories that influence job performance such as
Knowledge & experience required for jobs such as “C++ pro
“building relationships”, “managing stress”, or “planning & or gramming”, “employment law”, or “post-merger integration”.
ganizing”.
People are “effective or ineffective” at competencies.
People “know or don’t know” skills.
Less than 100 competencies can describe the jobs in most
Over 1000 skills are needed to describe the jobs in most large
large companies.
companies.
Competencies tend to stay the same over time; they do not
Skills change significantly as new ones are created and others
change much.
become outdated.
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Competencies
Skills
Competencies are primarily developed as a result of on-the-
Skills are developed through a mix of formal training, educa
job learning.
tion & experience.
Most people struggle to assess their own effectiveness with
People can assess their own skills if given clear definitions for
regard to competencies.
proficiency levels.
Adding A Competency
Add the following information and click Save to save the newly created competency:
Table 3:
Field
Description
Competency Name
Name of a competency. e.g "planning and organizing".
Library
This is the library of competencies.
Category
This is the catagory to which the competency belongs. Each li
brary can contain multiple categories.
Description
Description of the competency
Core
Whether or not this is a core competency.
Adding A Skill
Add the following information and click Create Skill to save the newly created competency:
Table 4:
Field
Description
Competency Name
Name of a skill. e.g "Ruby on Rails".
Library
This is the library of job skills.
Category
This is the category to which the given skill belongs. Each li
brary can contain multiple categories.
Group
This is the group into which the skill is classified. A single cate
gory can have multiple groups.
Description
Description of the competency.
Proficiency Level
This is the profiency level for the given skill.
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Mapping a Competency or Skill
A competency or a skill can be mapped to a family (and therefore all the roles in that family) or an individual role.
Family level skill/competency inherit to role level with a lock and cannot be edited at the role level. Saved
competencies or skills can be mapped using the Map Competencies or Map Skills button and mapping
competencies or skills by browsing or by searching for specific competencies or skills.
3.2
Adding Familes and Roles
You must understand the relationship between families, roles and job codes to before you can add families and
role content to the job profile that you are creating.
Relationship between Family, Role, Job Code, Job Template and Job Profile
The following image shows the relationship between family, role and job code.
● A family can have multiple roles.
● One role can have multiple job codes.
● One job code can be associated with multiple employees.
Here is an example of families, roles and job codes in a hospital setting:
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Table 5:
Family
Roles
Job Codes
Clinical
RN, Pharmacist, Doctor
Non-clinical
Receptionist, Facilities Manager
Admin
Hospital Manager, Clinical Director
RN: JC1 and JC2. They could be differ
ent based on location, seniority etc.
There can be multiple employees for
one job code. For example, there can
be RNs in one location of the hospital.
They can be associated with the same
job code.
Mapping Roles to Families and Job Codes to Role
1. In the Admin tool select Company Settings
dropdown, select Set Up Families and Roles
Manage Job Profile Content . From the Select Content Type...
2. Create a new Family. e.g "Clinical Roles".
3. Click the Roles tab and click Create Role
4. Select the Family that you just created from the dropdown.
5. Add a role name, e.g. "Registered Nurse"
6. To add a job code for a role, select Map Job Codes when editing the role.
7. If you know the job code, you can start typing it in the blank area, but typing in any value will bring up the list of
job codes.
8. Select the proper job code, then select Default or Succession via the dropdown and click Save.
9. Click Create Role to save the role.
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4
Importing Job Profile Content
You can import/export family, role and job code data and mapping relationships between the contents.
In the Admin tool select
Company Settings
Manage Job Profile Content Import/Export .
Exporting Content
1. Click the right corner dropdown (Download Data Import File Template) to select the content type to export.
2. Confirm if you want to fill the download template with existing data.
Importing Content
1. Choose one content type.
2. Choose the file to import
3. Click the Import button.
4. Verify the job from Admin toolsMonitor Jobs
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4.1
Permission Settings
Provisioning and Admin permisssion settings are given here.
Provisioning Settings
Provisioning Settings Go to
Company Settings
Provisioning
:
1. Enable "JDM v2.0/Skills Management"
2. Enable "Role-based Permission"
3. Enable "Version 12 UI framework"
4. Enable "Enable Generic Objects"
Admin Settings
1. Login as Superadmin.
2. Navigate to
Admin Tools
Manage Permission Group
3. Navigate to
Admin tools
Manage Permission Roles
and create a group.
4. Give a Role name. Select the Permission button and check the following options:
○ General User Permission - User login, Live profile access
○ Metadata Framenwork - All permissions in this category
○ Manage Job Profile Builder - All permissions in this category
○ Manage Job & Skill Profile Visibility - All permissions in this category
5. Assign the role to the group created in step 2.
6. Navigate to
Admin Tools
Configure Object Definitions
and edit the definition for Job Profile:
1. enable "securedByRBP"= Yes
2. select "Manage Job & Skill Profile Visibility" under "permissionCategory"
3. save the setting.
7. Go to the role created in step 4 and click
Administrator Permissions
Manage Job & Skill Profile Visibility
8. Select both View and Edit option for job profile.
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5
Managing Job Profile Templates
Job Profile Templates drive the look and feel of the Job Profiles.
Job Profile Templates do not have content; they are the content types, order of sections, define required sections,
formatting, etc. Some customers may choose to have one Job Profile Template for all Roles within their
organization, while others will want multiple. For example, a Manufacturing organization may want one template
for all Plant Staff and another template for all Administrative staff because the required content (compliance
driven) of the Job Profile for Plant staff varies. Job Profile Templates are connected to a single or multiple Job
Families.
Creating a new Job Profile Template
1. In the Admin tool select
Company Settings
Manage Job Profile Templates
2. Click Create Template
3. Enter a name for your template ( end users will not see the template name).
4. Add appropriate Job Families to associate with the template.
5. Click Next
6. A default template is displayed.
7. Customize the template by:
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1. Clicking Add Section to add content.
2. Arranging your content by clicking on a section and dragging it to a new location.
3. Clicking a section's title to modify the text.
4. Clicking the gear icon or section title to change display and formatting options.
8. Click I'm done to finish creating the template.
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6
Manage Job Profiles
You can create a job profile once you have set up content for the profile and have created a job profile template.
To build a job profile:
1. In the Admin tool select
Company Settings
Manage Job Profiles
2. Click Create Job Profile
3. Select the Family and Role for which you want to create a Job Profile. Note that there is a 1:1 relationship
between a Role and Profile. You will easily be able to copy a profile to another Role, once created.
4. Click Next to display the job profile template for that role.
5. Enter a job profile name. The I'm done button is disabled until this is added.
6. Add other content to free-form text fields or from content libraries as appropriate.
7. Click I’m done to save the profile
8. A saved profile still has a status of "Draft". Use the gear icon under Actions to change its status to Active. Note
that only an active profile is visible to end users.
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Manage Job Profiles
7
Configuring Job Profile Acknowledgement
Settings
Customers regulated industries such as Healthcare need to provide auditors and government organizations with
proof that their employees know the details of their job descriptions (i.e. Job Profiles) and they have
acknowledged receipt of this information.
To configure such acknowledgements, in the Admin tool select
Company Settings
Configure Job Profile
Acknowledgement Settings . From here configure the following:
1. Select when to trigger the sending of the acknowledgement (Job profile change, Job code change, and/or
Role and job profile mapping change).
2. Select the format in which to send the notification (currently a To Do item).
3. Enter the content of the acknowledgement statement.
4. Click Save
Note
You must have the correct RBP settings turned on for the logged in user to access acknowledgement settings.
Please see Permission Settings [page 4] for more details about these settings.
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Configuring Job Profile Acknowledgement Settings
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8
Job Profile Acknowledgement Report
You can view information about all the job profile acknowledgements that were sent, from a link in the Admin tool.
To view job profile acknowledgement reports, in the Admin tool select
Company Settings
Job Profile
Acknowledgement Report . The report lists the following information about an acknowledgement that was sent
to a user. You can filter the report by a particular value of any of the report fields:
● User
● Family
● Role
● Job Code
● Job Profile
● Change Date
● Status/Acknowledgement Date
Note
You must have the correct RBP settings turned on for the logged in user to access acknowledgement reports.
Please see Permission Settings [page 4] for more details about these settings.
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Job Profile Acknowledgement Report
Important Disclaimers and Legal Information
Coding Samples
Any software coding and/or code lines / strings ("Code") included in this documentation are only examples and are not intended to be used in a productive system
environment. The Code is only intended to better explain and visualize the syntax and phrasing rules of certain coding. SAP does not warrant the correctness and
completeness of the Code given herein, and SAP shall not be liable for errors or damages caused by the usage of the Code, unless damages were caused by SAP
intentionally or by SAP's gross negligence.
Accessibility
The information contained in the SAP documentation represents SAP's current view of accessibility criteria as of the date of publication; it is in no way intended to be a
binding guideline on how to ensure accessibility of software products. SAP in particular disclaims any liability in relation to this document. This disclaimer, however, does
not apply in cases of wilful misconduct or gross negligence of SAP. Furthermore, this document does not result in any direct or indirect contractual obligations of SAP.
Gender-Neutral Language
As far as possible, SAP documentation is gender neutral. Depending on the context, the reader is addressed directly with "you", or a gender-neutral noun (such as "sales
person" or "working days") is used. If when referring to members of both sexes, however, the third-person singular cannot be avoided or a gender-neutral noun does not
exist, SAP reserves the right to use the masculine form of the noun and pronoun. This is to ensure that the documentation remains comprehensible.
Internet Hyperlinks
The SAP documentation may contain hyperlinks to the Internet. These hyperlinks are intended to serve as a hint about where to find related information. SAP does not
warrant the availability and correctness of this related information or the ability of this information to serve a particular purpose. SAP shall not be liable for any damages
caused by the use of related information unless damages have been caused by SAP's gross negligence or willful misconduct. All links are categorized for transparency
(see: http://help.sap.com/disclaimer).
Job Profile Builder
Important Disclaimers and Legal Information
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Job Profile Builder

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