Development

Manage employees with meaningful career development opportunities. Close talent gaps and nurture leaders through clearer development pathways.

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Measure competencies and skills consistently

Assess employee skills and competencies using easy-to-use tools integrated across learning, performance, development, career, and mentoring processes. These tools support consistent, organisation-wide skill measurement and development planning.

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Uncover and grow talent across your organisation

Detailed employee talent profiles and powerful tools empower hiring managers, recruiters and talent development teams to:

• Identify high and low performers using a configurable nine-box matrix that assesses both performance and potential via a simple drag-and-drop interface
• Compare talent with customisable talent cards to identify strong candidates for succession planning
• Support strategic talent discussions with real-time data and insights, enabling HR leaders and senior managers to make better decisions.

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Grow employees with online development planning and mentoring

Keep employees engaged in their development with regular conversations, feedback and guided mentoring. Intelligent mentoring programmes automatically match mentees with mentors based on skills and roles, fostering and accelerating employee growth. The "Suggested Roles" feature also helps employees explore career opportunities aligned with their strengths and interests.

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Support career growth with targeted development

The SuccessFactors Career Worksheet empowers employees to explore career paths, assess their readiness for different roles against position criteria, and bridge any gaps with targeted development plans. Link learning activities directly to skill gaps and personalise development plans using SAP SuccessFactors Learning.

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Plan for the future with succession and talent pool management

Understand talent risks and bench strength with tools like the Succession Org Chart, which highlights key factors like risk and impact of loss, potential talent gaps, and readiness.

• Nominate internal and external successors for critical roles.
• Use succession lineage charts and modelling tools to analyse the impact of succession scenarios.
• Build and manage talent pools to develop high-potential individuals and strengthen internal and external talent pipelines.

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