z

HR Group Tools, Release 1, 2013

HRGT 2.0: Position-based Succession

Planning
A user manual for HR
A better world
begins with you
People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Table of Contents
1. Introduction...............................................................................................................3

1.1. Overall Concept of new Succession Planning..........................................................3

1.2. HR Entry to Succession Planning.............................................................................5

2. Position-based Succession Planning........................................................................5

2.1. Objectives and Overview..........................................................................................5

2.2. Roles and Authorizations..........................................................................................7

2.3. Getting started: List of Positions for Succession Planning........................................8

2.4. Position Maintenance: Key Positions and Need for Action.....................................13

2.4.1. Find positions......................................................................................................... 14

2.4.2. Maintain positions...................................................................................................16

2.5. Successor Maintenance: Propose, Edit and Approve Successors.........................19

2.5.1. Assignment of Successors (Nomination & Approval)..............................................22

2.5.2. Search for Successors (Talent Search)..................................................................28

2.6. Get an Overview: Excel Export and Print Functionality...........................................29

3. Data Migration from old to new Succession Planning.............................................35

4. Document Version Control......................................................................................38

2 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

1. Introduction
As part of our HRGT2.0 initiative ABB is heading for a technical upgrade and functional enhancement
of the SAP system supporting our talent processes such as recruiting or performance and succession
management. Coming from a more technical focus the upgrade planning has increasingly shifted
towards the integration of more functional enhancements in order to answer an increased business
need and feedback (e.g. based on ABB’s people strategy 2015, the expected business growth aimed
at, and the NPS survey). With ‘Release 1 2013’ of HRGT a new key functionality for HR is launched:
the new Succession Planning.

Gary Steel, Head of Human Resources, states clearly:

“The fundamental goal for our People Strategy is to get the right people in the right place at the
right time. Upgrading and modernizing our system is a key element to take us towards it.”

So, for getting the right people in the right place, a strategic and demand-driven Succession Planning
is fundamental. This document shall guide you through a powerful tool that supports you to do so.

This document will help HR to be introduced to ABB’s new Succession Planning approach and to
become familiar with the process changes and system functionalities supporting this initiative. This
manual focuses on position-based Succession Planning, whereas system functionalities for pool-
based Succession Planning are described in a separate document.

1.1. Overall Concept of new Succession Planning

“What’s new” – New Succession Planning from a Process Perspective

The new Succession Planning approach aims at ensuring a talent pipeline for business critical
positions.

Before Release 1:

 Succession Planning focused on individual positions only

 Time consuming administrative process in updating the succession plans

 Lack of transparency of talents across borders

3 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

What’s new now:

 Position-based and Pool-based Succession Planning, focusing on business critical positions

 Internal Talent Pools ensure a pipeline of suitable candidates for business critical jobs

 Position-based Succession Planning is required :

o for positions of grade 1-7 and

o for business critical positions of grade 8 and above with a short-term need for action.

Therefore the overall purpose of new Succession Planning is to

 Ensure that we have an available pool of successors for business critical positions (in HRGT
called short: “key positions”) who are ready today or in the future to assume greater
responsibility in terms of scale and/or scope.

 From a demand side perspective review the strength and health of the pipeline of talent for
business critical positions.

With the Talent Pools we ensure to have a pipeline of suitable candidates for business critical
jobs available. Position-based succession planning is especially required for positions with a
short-term need for action. A successor should be ideally taken from the pool.

4 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

1.2. HR Entry to Succession Planning

System functionalities for new Succession Planning will be available via the SAP portal, as described
below:

 Go to http://inside.abb.com and locate „Working at ABB” tab

 Click on the ESS/MSS link

 After the login, (1) click on the tab “Succession Planning”. (2) Via navigation on the left hand side
position-based Succession Planning can be selected and opens straight up in the main window.

5 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2. Position-based Succession Planning

2.1. Objectives and Overview

In future approach position-based Succession Planning will be conducted for business critical
positions by one tool to access and maintain Succession Planning information. The system provides
role-specific views with relevant information and operational reporting across roles, whereas this
document especially provides a guideline for HR/ TM Specialist on how to access and use the system
and get relevant information needed for the Succession Planning process (e.g. link to Talent Profile of
successors, position summary, etc.).

New position-based Succession Planning aims at:

• Simplification, integration and speed

• Improvements in ease of use for all involved parties by reducing the number of interactions

• Establishing and communicating clear roles and responsibilities

The following major steps will be supported within the new system functionality:

6 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.2. Roles and Authorizations

Four types of users access succession planning:

(1) Global HRBP: maintenance view on all positions

Which positions can I find for succession planning? You can find all ABB positions, add
successors and view the current successor list of this position.

Which employees can I find to assign them to the position? You can search by all employees
within ABB and assign them.

(2) Regional Talent Manager: maintenance view on local positions

Which positions can I find for succession planning? You can find your regions positions, add
successors and view the current successor list of this position.

Which employees can I find to assign them to the position? You can search by all employees
within ABB and assign them. Note, that you cannot see sensitive data of employees outside your area
of responsibility (e.g. Performance rating).

(3) Country Super User / Local HRBP: maintenance view on local positions

Which positions can I find for succession planning? You can find your local positions, add
successors and view the current successor list of this position.

Which employees can I find to assign them to the position? You can search by all employees
within ABB and assign them. Note, that you cannot see sensitive data of employees outside your area
of responsibility (e.g. Performance rating).

(4) Line manager: display only view on direct subordinate positions

Each manager can see a list of his direct subordinates’ positions. He can view the successors that are
assigned to them.

Still, he cannot maintain position details, add successors or change successor details. The full
maintenance functionality is in the hand of HR.

7 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.3. Getting started: List of Positions for Succession Planning

HR can log on to the system (via ABB Portal) to (1) start Succession Planning and (2) get an overview
on the list of positions in their area of responsibility.

The position list provides a huge amount of information per position. Succession related information
(e.g. whether the position is a business critical position or the number of nominated and approved
successors) is provided as well as more general position information (e.g. position grade and org.
management details).

In the following section, this content is described in detail.

8 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Content of the position list: condensed and extended view

As mentioned, the position list contains a lot of information. Therefore, two views will be available: A
condensed view (by default) as well as an extended view. The selection of the view can be done by
choosing it from the dropdown list on the left hand corner of the entry list.

(1) Open the dropdown and select a view in the list to change the number of displayed columns in
the table according to condensed or extended view.

The following information will be available in the columns of the condensed entry list:

 Key Position Indicator, Need for Action (yes/no), Position Title, number of nominated
successors, number of approved successors, Division, Business Unit, Region/ Country,
Current Position Holder First Name, Current Position Holder Last Name

In the extended view the following columns are additionally available for HR:

 Reason for Need for Action, Date of Need for Action, Job Title, Job Family, GEID of current
position Holder, Dominant Position

9 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Work with the position list: define your personal view

The two views described above can be changed by each user according to his/her preferences of
personal settings. Thus, the user can further customize the list according to the one‘s needs, e.g. hide
and unhide columns from the entry list.

(1) Open the “Settings” by clicking on the link.

(1) If you want to change the order of the columns click on the column and move it to the position
where you want to put it by pressing the left mouse button and moving the cursor.
(2) Within the settings you can adjust the number of displayed rows and columns, the table
design and grid lines. By clicking on “Save” you can save the changes to your personal
setting. Please note, that these settings are individual and personalized. Once you have
changed them, you need to set it back to default by entering the “Settings” again and changing
the “View”.

10 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Work with the position list: filter by your search criteria

At the right top corner of the entry list a filter functionality is available for HR. This filter allows HR to
search for certain key words in the entry list and so to reduce the number of results.

(1) Click on „Filter“.

(2) An additional line is displayed where filter criteria can be defined. Enter the filter criteria in the
corresponding column.
(3) The filtering is performed by “Enter” or by clicking on the funnel symbol at the left hand corner
of the table.

(1) Via “Delete Filter” the filter is hidden again.

11 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Work with the position list: sort by your priority

(1) By clicking on the field on the right of the column header the data listed below is sorted
alphabetically (in an ascending / descending order). This applies to every column of the
tables.

Please note, that filtering and sorting in the entry list only applies to a limited number of list
entries, which are initially displayed, when entering the list. To search for further positions,
please use “Search Position” functionality (see chapter 2.4.1).

12 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.4. Position Maintenance: Key Positions and Need for Action

Succession Planning will focus more on business critical positions on global and local level. Business
critical positions within ABB are defined according to the following criteria:

Position’s strategic relevance:

 Extensive and serious consequences in case of absence or

 specific knowledge is necessary, which is hard to replace, if at all.

Difficulty of filling the position:

 Successors are not easily available internally

 and the external view (intensive regional / local market analysis) shows that the target group‘s
availability on the job market is scarce.

Whereas in the first cycle in 2013 business critical positions will be identified from scratch (jointly
between HR and the business), they will only be reviewed from year two onwards. HR reviews the
positions in their area of responsibility with the business and then identifies business critical positions,
which have currently no planned successors and a short-term need for action.

In HRGT this information can be updated only by HR via choosing the according position in the entry
list and maintaining the information for this position as described in the following.

13 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.4.1. Find positions

With the “Search Position” button, HR has a convenient Expert Search functionality, which can be
used for targeted search of certain (business critical) positions in the context of the Succession
Planning process. This button is placed above the entry list of positions to start Succession Planning.

(1) Before maintaining information for a certain position HR can use this “Search Position” button to
reduce the number of entries in the overview list of positions and to have a closer look at business
critical positions or to search via different criteria.

14 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

(1) The following search criteria will be available:

 Position, Position Object ID, Organizational Data (Functional Area, Functional Area Object ID,
Job Family, Job Family Object ID, Job, Job Object ID, Organizational Unit, Organizational Unit
Object ID), Succession Information (Last Name of Successor, First Name of Successor,
Current Position Holder Personnel Number, Successor Status), Manager Last Name,
Manager First Name, Last Name of Current Position Holder, First Name of Current Position
Holder, Personnel Number, Current Position Holder Personnel Number

For further details on how the search has to be handled, please refer to User Manual for Talent
Search.

15 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.4.2. Maintain positions

Business critical positions and further position-related information can be maintained in HRGT as
follows (in a first step by HR only):

When (1) selecting a position by marking it on the left side of the table and (2) clicking on the button
“Edit” the following information can be maintained in the pop-up:

 Key Position

 Need for Action

 Reason

 Date

16 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

So the first step in the process of position-based Succession Planning would be to identify positions,
for which Succession Planning is necessary. Therefore, two important criteria should be considered
and maintained in the system:

(1) Is the position business critical (click on checkbox for “Key Position”). All positions from
grade 1-7 are automatically marked as “key positions” in the system initially. Positions below
grade 7 could be further identified as business critical positions and marked manually in the
system.

(2) Furthermore, the need for action should be evaluated in an annual process: the relevant
question to be answered here is, if we expect a vacancy for a position within the next 12-24
month (if yes: click on “Need for Action”).
In a yearly review, it is recommended to prove short-term need for action especially for
business critical positions (“key positions”). Nevertheless it could be considered for all other
positions as well.

Short-term need for action means, that successors should be planned for a certain position, because

(3) the actual position holder is expected to retire, is ready to move to a next career step or in
case an assignment ends, reorganization is planned etc. (select a “Reason” for Need for
Action from Dropdown). Furthermore, a need for action could be raised in case there is
currently no successor planned or available for a position with a risk of vacancy.

Timely succession planning for critical positions aims at reducing the risk of vacancies of business
critical positions at global and local level.

17 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

(4) In case there is a need for action, not only the reason, but as well a due date has to be
maintained in the system, which indicates when the position becomes vacant and when a
successor is actually needed (maintain “Date”).

If you maintain that information properly it allows you to see on an aggregated level the
vacancy risks within a certain division or business unit as well as for specific jobs (e.g. how
many vacancies do we expected for country managers within the next 12 months, 24-36
months, etc.). This will be also be very helpful information in order to determine the pool size
for specific jobs (how many people do we actually need to develop with the next years).

If this information is maintained once in the system, you have the possibility to edit it at any time during
the year. To do so, you select the position, for which you would like to change information, click on edit
(as described before) and change the information, which is pre-filled with the latest values maintained.

18 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.5. Successor Maintenance: Propose, Edit and Approve Successors

After the identification of business critical positions and positions with need for action, the next process
step is to review actual succession assignments for these positions and if necessary assign/ nominate
further potential successors. Therefore, HR together with the Line Manager identifies successors for
positions of grades 1-7 and business critical positions. Maintenance and update of this information in
HRGT is in a first step possible for HR only.

When (1) selecting a position by marking it on the left side of the table and (2) clicking on the button
“Show Successor”, the list of assigned successors to this position can be entered as shown in the
following screenshot. Successor list opens up to view actually assigned successors or to make new
assignments.

19 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Content of the successor list: position header

At the top of the screen you can see the position header, which displays key information regarding the
selected position.

The following information is available in the position header in a display mode.

(1) Organizational data coming from OM: Global Position Title, Position Grade, Job Title, Country,
Division, Business Unit (BU), Current Position Holder.
(2) Succession Information, which can be maintained at the position by HR: Key Position, Need
for Action, Reason for Need for Action, Date of Need for Action.
(3) By clicking on the Name of the current position holder (link), the corresponding Talent Profile
opens in a new window. (For details please refer to separate User Manual for Talent Profile.)

20 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Content of the successor list: condensed and extended view

As well as in the position list, there are two different views available for the successor list: the
condensed and the extended view:

The following information will be available in the columns of the condensed view of successor list:

 Successor First Name, Successor Last Name, Position Title, Years in Position, Readiness,
Availability, Status of Assignment, Division, Business Unit, Region/ Country, Performance,
Potential, Mobility

In the extended view the following columns are additionally displayed:

 Successor GEID, Emergency Successor, Retention Risk, Talent Pool, LDA expires on,
Manager First Name, Manager Last Name, Assigned by, Assigned from, Multiple Successor
Assignment

Work with the successor list: define your personal view, filter and sort

As well as in the position list, you can sort and filter successor list according to your personal sorting
preferences and filter criteria. As the functionalities are working in the same way, please refer to
chapter 2.3.

21 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.5.1. Assignment of Successors (Nomination & Approval)

In the future system there will be implemented a simple two-step process for assignment of
successors: propose and approve successors (two separate status in the system). From a process
perspective successors are going to be identified and discussed with Line Manager of current position
holder, functional manager (if needed) and HR for the correspondent area of responsibility.
Identification of successors is mandatory for positions with grades 1-7 and further business critical
positions (checkpoint is in September). In a first step only HR can actively maintain this information in
the system.

Nomination of a Successor

(1) To assign a new successor click on “Propose Successor” button above entry list of
successors.

As the focus of position-based Succession Planning in the future is more on risk

management than on people development, there is the strong recommendation to limit the
number of assigned successors.

22 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

If you propose a successor for a business critical position the following pop-up appears to maintain
characteristics for the nominated successor.

The following outlines briefly the meaning and description of fields, which can be maintained in the
popup:

Field What to do

(1) Name of Click on binoculars to open the search and add a successor (Talent Search
Successor functionality for HR; for further details please refer to separate Manual on
Talent Search).

Use “entire employee population” search to find all ABB employees with basic
talent profile information.

Use “within area of responsibility” search to find employees you are

responsible for with sensitive PDA data.

(2) Readiness Choose from the dropdown the timeframe the successor will be ready to
overtake the position: ready now, ready in 2 years, ready in 5 years.

(3) Ranking Choose from dropdown the indication of Priority of this successor in
comparison to other successors for the selected position.

(4) Availability This field indicates whether the successor would be available within the next
12 months for the position (or not yet due to being bound in any long-term

23 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

projects, etc.), so click this checkbox in case the successor is available

immediately for the position.

(5) Emergency Click this checkbox in case the proposed successor is an interim successor or
Successor if urgent re-placement is needed.

(6) Status Via this dropdown the status of nomination and approval can be tracked,
please choose the according status from the dropdown. You can also directly
assign a successor in the status “approved”.

(7) Status by who Person, who changed the status can be manually maintained; by clicking on
the pencil you can open the search to add the person, who defined the status.

(8) Status when Date, when status has been changed can be manually maintained; by clicking
on the symbol on the right side of the field, a date field is opening.

(9) Comment Comment on assignment can be edited in a free text field.

Maintenance of information like readiness and availability of successors are fundamental

for an effective Succession Planning.

24 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

View and Edit Successor Information

For successors displayed in successor list, (1) a link to Talent Profile is provided to view more detailed
Talent information like internal and external work experience, education, mobility etc. (for details
please refer to separate User Manual for Talent Profile).

In case you would like to edit information maintained for a successor in position-based Succession
Planning you can do this easily (2) by selecting the person and click on “Edit” button.

Maintenance popup for successor information opens, which has been described above, and pre-filled
values can be changed and saved by clicking on “add”.

Approval, Rejection and/ or Placement of a Successor

25 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

In the process of Succession Planning the status of nominated successors has to be updated in HRGT
by HR after validation. Thus, nominated successors could be approved, rejected or directly placed on
the position.

To update this information in the system, three additional buttons are available on the top of successor
list.

(1) Mark the successor for whom you would like to change the status on the left hand side of the
list.
(2) Click on “Approve” button in case you would like to confirm the nominated person as a
possible successor for the corresponding position. In this case the status of successor directly
changes in the system and the successor still stays in the overview list and can be considered
in placement process.
(3) Click on “Reject” in case the nominated successor is not suitable for the corresponding
position and the person will be removed from the successor list. The following popup will
appear to confirm the rejection:

26 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

(4) If placement decision has been taken, the “Placed” button can be used to remove successor
from successor list. The following popup will appear to confirm this action:

In case, you rejected or placed a successor by mistake, you can nominate this person again by
searching and proposing him/her as successor like described above (“Propose Successor” button).
For the status nominated and approved a reason can be selected that is also displayed in the
overview list.

Please note, that use of “placed” button has just an impact on Succession Planning part of
the IT system and no impact on OM data.

27 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

After you finished working on successors for the position you selected before, you will get back to
position list (1) by clicking on “Back” Link on the right hand side above successor list:

2.5.2. Search for Successors (Talent Search)

As pointed out earlier nomination and approval of successors will be maintained in the system by HR
only. To do so, a very useful functionality is provided to help HR finding the right people to put them in
the right place: Talent Search (for further details please refer to separate Manual on Talent Search).

28 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

2.6. Get an Overview: Excel Export and Print Functionality

For both views in position-based Succession Planning – list of positions and list of successors of a
position – an export functionality to Excel as well as a print functionality to summarize certain
information in one pdf document are available.

Export to Excel

Via the button “Export” above the entry list of positions and the list of successors for a position HR has
the possibility to export tables to Excel.

(1) Click on the button “Export” above the table you want to export.
(2) Click on “Export to Microsoft Excel” in the opening dropdown.

29 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

(3) An Excel file will be generated with the table and list style in line with the system i.e.
containing the same columns and values.

Make sure to delete the exported tables as soon as you are done in order to ensure the data
protection policy. Export to Excel is just one option to get data out of the system. For a
description of functionalities for detailed analysis and reporting please refer to Succession
Planning Reporting User Manual.

Furthermore, there are three different printouts available in the system, two for position list and one for
successor list.

Print Functionality for single/ multiple successors

To print out an overview of central information about successors assigned to a certain position (1)
select the corresponding position out of the position list and (2) click on print button on top of the list.

The print out opens in a new window and contains the following data of current position holder and
assigned successors:

(1) Header: Job, Position ID, Position Grade, Division, Country, Region
(2) Table with further organizational and Succession information (columns): Name, Years in
current Position, Current Job Name, Final Grade, Country, Region, Division, Performance,
Potential, Mobility

30 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

(3) as well as an indication of Readiness of assigned successors (rows): Ready now, Ready in 2
Years, Ready in 5 Years

In case you are interested in printing out information for multiple positions in one pdf document to
compare them or have an overview at a glance, (1) mark several positions by holding “Ctrl” key and
(2) click on “print” button to open the corresponding pdf in a new window.

31 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

The Printout contains the following data of current position holder and assigned successors in several
tables, each for one position you selected (there is no header in the multiple position printout):

(1) Organizational and Succession information (columns): Position ID, Current Job Name,
Division, Country, Region, Position Grade, Years in Position, Final Grade, Mobility,
Performance, Potential
(2) as well as an indication of Readiness of assigned successors (rows): Ready now, Ready in 2
Years, Ready in 5 Years

32 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Print Functionality Position Summary Report

Out of successor list a “Summary Report” can be printed out by (1) selecting one or several
successors in successor list and (2) clicking on print button on top of the list.

The Position Summary Report includes information on Job Details, Required Competency Profile,
Position Holder and Succession Plan.

Field What to read

(1) Job Details Job Name, Position ID, Position Grade, Job Family, Local Position Name,
Division, BU, Country

(2) Required Leadership Competencies with required level

Competency
Profile

(3) Position Holder Name, Education, With ABB since, Willingness to relocate, International
Experience, Final Grade

(4) Succession Name Years in current position, Final Grade, Mobility, Performance, Potential
Plan

33 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

34 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

3. Data Migration from old to new Succession Planning

During 2011 and 2012, Succession Planning has been done within another solution based on the E-
Recruiting-System. With releasing the new functionality described in this document, ABB makes a
huge step forward, to a tool with

 significantly improved performance,

 easier maintenance for HR,

 more flexible Succession Planning cycle,

 full integration into Org. Management, new Talent Search and new Talent Profile,

 for the future easier integration into PDA, PRS and potentially enhanced reporting functionality
possible.

To make use of these advantages, it is necessary to change the entire logic of the technical solution
and to change the SAP system (from E-Rec to HR-System). In order to not lose your previous year’s
data, your 2012 plans have been migrated from the old solution to the new one. Therefore, the
following mapping approach is considered.

General Assumptions

 Only succession plans ending 2012 have been migrated (regardless the start date)

 They have been migrated regardless the status of the plan (local and global, approved and
draft)

 Successors from 2012 plans in status draft have been migrated to active successors in status
nominated

 Successors from 2012 plans in status approved have been migrated to active successors in
status approved

 In the old system, there was no information available, whether a successor was rejected or
successfully placed as new position holder. Therefore, this information has not been migrated.

35 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Implications of migrating only succession plans with end date 2012

Plans ending 2011: According to current numbers in the system, most of the 2011 plans have been
extended to 2012. These have the end date 2012 and thus will be migrated. Those plans from 2011
that not have been extended will not be migrated. These are outdated.

Plans ending before 2011: As the succession process started 2011 effectively on the system, plans
older than 2011 are not considered.

Plans ending 2013: According to current numbers in the system, few plans exist already for 2013.
Due to the small amount of plans (<10) and as the succession cycle officially was not started for 2013,
yet, these plans are not to be migrated automatically. Instead, a direct communication to the
respective user will take place.

The best data migration can cause errors. Please ensure data quality by reviewing the migrated
successors when starting the new succession cycle. Contact your HR Center in case you have
any questions or miss information.

36 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

Example: What happens with one approved and one draft plan ending 2012?

If you’ve had an approved plan ending 2012, please go to the respective position via the position list.
Check the corresponding successors. You should be able to find all the employees that have been
maintained as successors on the approved plan, already assigned to the position as successors in
status approved.

For the draft plan, please check the position, as well. The successors should already be assigned in
status nominated.

37 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR

People. Partnership. Performance.

HRGT 2.0 Succession ManagementHR

User Manual

4. Document Version Control

Version Date Authors Status Notes on modification

0.1 17.03.2013 Promerit Draft

0.2 2013/03/18 Promerit Draft Draft Version for UAT Print

Outs

0.3 2013/04/04 Promerit Draft Content adoptions after

ABB Review and exchange
of screenshots after UAT2

1.0 2013/04/04 Promerit Final Final Version for Training

1.1 2014/06/28 ABB Final Extended search for

successor

38 of 38 | ABB_R1_User_Manual_Succession_Positions_20130317| Manual for HR