A strong organization is measured not only by today's results but also by its ability to place the right talent in critical future roles and maximize employee growth potential. The Succession and Career Development module prevents strategic roles from remaining vacant while enabling employees to improve capabilities, reach career goals, and reveal leadership potential. Finding, developing, and retaining critical talent requires an integrated, data-driven, and development-focused approach. The Succession and Career Development module unifies the full cycle in one digital platform, from identifying high-potential employees and planning career paths to applying succession strategies and development plans. This helps organizations build strong leaders, critical talent, and sustainable success for both today and tomorrow.
For critical roles, you can personalize talent strategies by tracking attributes such as Loss Impact, Loss Risk, Criticality, and Future Leader indicators. You can monitor critical talent and risky positions in real time and take action quickly.
You can view your full organization in a hierarchical and easy-to-read structure. For each role, track current holder, assigned successors, and vacancy status in one view. For vacant or at-risk positions, quickly add or update successors and revise plans instantly. This provides a proactive, visual, and effective planning experience for future appointments and leadership transitions.
With Talent Pools, you can track high-potential employees or candidates for critical roles as groups. You can create development plans, identify future leaders, and define backups for key roles.
You can search employee data in depth with details such as education history, work experience, performance, and competency scores. This tool supports not only selecting succession candidates, but also building project teams, filling positions, and planning talent pools.
You can view the full succession chain of a critical role at a glance. When a successor in the selected role is assigned elsewhere, you can track next successors and their replacements step by step. This lets you forecast how the assignment chain progresses across the organization and identify gaps or risks early. As a result, leadership transitions are managed smoothly, quickly, and in a planned way.
You can use matrix reports that assess employees in two dimensions: performance and potential. Integrated with performance management and goals, it helps identify high-potential low-performance profiles and the reverse.
Employees can connect training activities defined in SAP SuccessFactors Learning to development goals and track progress.
Development goals can be displayed and managed directly inside performance review forms.
You can track succession and career development processes with comprehensive reports. By analyzing vacant positions, succession candidates, and development plans in detail, you can support strategic decisions, measure mentoring program effectiveness, and optimize processes.