Everyone working with Employee Central at companies above 500 EE's encounter the topic of Position Management. With the advent of Intelligent Services and an tighter process integration, it is a hot topic. I just ran a solution architecture & scoping workshop with a client, and relevant stakeholders were invited. For Recruiting, there were 5 participants, Succession 4, Learning Management 8. Position Management pulled a total of 12 participants ( ! ) - several of whom had crossed the Atlantic for just the purpose of understanding the implications of using Position Management. Anyway, I have always heard the question "is position management relevant for us?" question. Some companies are certain & confident it is mandatory or required for them, others are more reluctant. SAP does not offer a lot of guidance so recommendations comes down to the individual consultants ability to analyse the clients processes and characteristics and provide guidance based on that. This should always be done, although it can be difficult in a sales phase before the work order / SOW is signed to do it. I have compiled this list of pros and cons and would like to check the community what topics you consider when advising clients to use Position Management or not.
PROS:
CONS:
What do you think?
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