Mylearning.starbucks.com.edgesuite.net



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Table of Contents

System Navigation 3

Log On – Partners in our US, Canada, United Kingdom, The Netherlands and China 3

Forgot Your Password? 3

Log On – Partners outside of the US, Canada, United Kingdom, The Netherlands and China 3

Forgot Your Password? 3

Navigation Basics 4

The Browser Back Button 4

Overview of SuccessFactors Modules 5

Identify Talent 5

Succession 5

Company Info 5

Partner Profile 5

Objectives Of Talent Discussions 6

Partner Profile 6

View Your Partner Profile 6

View Another Partner’s Profile 6

Create A PDF of A Partner Profile 6

Print A Partner Profile 7

Look Up A Partner & Navigate To Their Org Chart 7

Look Up A Partner & Navigate To Their Succession Org Chart 7

Identify Talent 8

The “List View” Tab 8

The “Indentify Talent” Tab 8

Succession Planning: Terminology & Getting Started 9

Succession 9

Succession Organization Chart 9

Set Display Options 9

View A Partner’s Succession Profile 9

Build A Succession Plan By Nominating Partners 10

Nominate A Successor 10

View the Succession Organization Chart Legend 10

Create A Succession Plan From The Succession Org Chart 10

Adjust A Readiness Rating For A Successor 11

Delete A Nomination From A Partner’s Succession Profile 11

View Successor Nomintation History 12

Nominate A Partner To A Specific Position From The Partner Profile 12

View More Information About A Partner 12

System Navigation

Log On – Partners in the US, Canada, United Kingdom, The Netherlands and China

1. Copy and paste this link into your browser:



2. Enter your case-sensitive Username and Password

Your Username is your Country Code + Partner Number (Example: CA9283740)

3. Click Log in

Forgot Your Password?

1. Open your browser and navigate to

2. Click the Forgot / Reset Global Password? link and select a language on the next screen

3. Enter your Global Username in the Global Username field

Your Username is your Country Code + Partner Number (Example: UK5849302

4. Read the Privacy Policy & Terms of Use and click I Agree

5. Click Forgot Password and answer the two security questions presented to you

6. Enter your new password and click Continue

7. Click Continue on the next page that appears, then click Sign Out

Note: If you are unable to reset your password please call the Enterprise Help Desk for assistance

Log On – Partners outside of the US, Canada, United Kingdom, The Netherlands and China

1. Copy and paste this link into your browser:



1. Enter your case-sensitive Username and Password

Your Username is your Country Code + Partner Number (Example: CH74632)

2. Click Log in

Forgot Your Password?

1. Copy and paste this link into your browser:



2. Enter your Username in the Username: field

Your Username is your Country Code + Partner Number (Example: BR753214)

3. Click Submit. An email will be sent with a temporary password

If you do not receive it, contact successfactors@ for further assistance

Navigation Basics

1. Upon logging in, the Home page displays. This page provides access to all the activities and processes in the system, and gives an overview of your To-Dos. To access Home from anywhere in the application, select Home from the drop-down menu [pic] at the upper left-hand side of the screen.

2. Use the module drop-down [pic] menu to go different parts of the system. Select a module from the list to move. Depending on your permissions you may see one or more of the following modules:

[pic]

3. Click the arrow [pic] next to your name on the upper right-hand side of the screen to access the Options menu and to Logout of the system.

4. Use People Search [pic] to locate other partners. Search uses predictive text to help locate partners faster. This Search field is available from any location within the system.

The Browser Back Button

NOTE: Please refrain from using the Back Button.

The Starbucks Talent Management System is designed to keep partner data confidential. To ensure confidentiality, the website does not allow the use of the Back Button. When you click the Back Button, you may lose data and may need to log back into the system.

Overview of SuccessFactors Modules

SuccessFactors is made up of online modules used during Talent Discussions. Below are short descriptions of each module in the Starbucks system.

Identify Talent

This module allows leaders to categorize our talent and helps identify key talent. Individual Talent Discussion Sessions will appear here if you are a session Owner, Participant or Facilitator.

Succession

This module presents the current Starbucks Organization Chart and allows leaders to align potential successors to potential next roles as well as select estimated readiness timeframes for each successor.

Company Info

Company Info is where company specific materials and information is posted. Tools include: Org Chart, Directory and Resources.

Partner Profile

This is your “online resume” which is accessible to you, your manager and Partner Resources. Your profile lists your work experience, education and qualifications.

NOTE: This data is used for talent planning purposes. It is your responsibility to keep your Partner Profile up-to-date. Discuss your career experience and aspirations with your manager regularly and refresh your profile as needed.

Objectives Of Talent Discussions

Talent Discussions are a structured approach to help leaders allows leaders categorize talent and help identify key talent. These discussions help Starbucks achieve current & future business strategy by discussing the talent we have today and the talent we need in the future. The objectives of the Talent Discussions are to:

0. Align our strategic plan with our talent plan

0. Identify talent requirements to fulfill current and future business need

0. Ensure the right talent is in the right place at the right time

0. Assess overall strength and health of our succession plans

0. Clarify internal movement priorities and talent gaps to be filled internally and externally

0. Define development priorities for individual partners and the organizations in which they work

Partner Profile

The Partner Profile is an online resume that captures and presents information about partner work experience, accomplishments, career aspirations, education and performance. It is important to keep this information up-to-date as it is reviewed by your manager and Partner Resources to support talent planning and professional development discussions.

It is each partner’s responsibility to keep their profile up-to-date

Information on the profile should accurately reflect your accomplishments and skills

Information captured in the system may be used by your manager and HR for internal talent searches

View Your Partner Profile

1. From the Home page, click Partner Profiles from the drop-down in the upper left-hand corner

2. Your Partner Profile displays

Note: You own your profile and only you can update your profile.

Managers can view the profiles of their direct and indirect reports

View Another Partner’s Profile

1. From the Home page, click Partner Profiles from the drop-down in the upper left-hand corner

2. Click on your name on the left of the screen and select a direct report from the drop-down list, or enter a partner’s name in the field with the magnifying glass [pic] and select a partner from the list that appears

3. The Partner Profile displays

Note: Each partner owns their profile. If a change is needed, discuss the required change with the partner and request that they make the change.

Create A PDF of A Partner Profile

1. Click Take Action in the upper right-hand corner of the screen

2. Click Print / PDF

3. Click Create PDF

Note: Depending on computer security settings you may need to click Open in a dialog box before the PDF will display

Print A Partner Profile

1. Click Take Action in the upper right-hand corner of the screen

2. Click Print / PDF

3. Click Print, then click Print in the Print dialog box

Note: Depending on computer security settings you may need to click Open in a dialog box before the PDF will display

Look Up A Partner & Navigate To Their Org Chart

1. Locate the Search field at the top of the page and click your mouse on the field to select it

2. Type the name of the a Direct report

3. Hover your mouse on that partner’s name and click Org Chart

Look Up A Partner & Navigate To Their Succession Org Chart

1. Locate the Search field at the top of the page and click your mouse on the field to select it

2. Type the name of the a Direct report

3. Hover your mouse on that partner’s name and click Take Action

4. Click Succession Org Chart

Identify Talent

The Identify Talent module provides a list view of all of the partners who will be discussed in the Talent Discussion session. Partner data, organizational data, role data, relocation preferences are included on the List View tab. The Identify Talent tab is where Talent Discussion participants spend the majority of time. This view allows participants to categorize talent before they begin the succession planning process. Together, these views enable leaders and generalists to spot trends, exceptions and to help determine the actions that need to be taken with the partner and in the organization.

The “List View” Tab

1. Click the dropdown in the upper left-hand corner of the screen

2. Click Identify Talent and select a session to view. The List View appears

To Print The List View…

Click the Print Preview button. Then click Send To Printer

To Export The List View…

Click the Export button

The “Indentify Talent” Tab

1. Click the dropdown in the upper left-hand corner of the screen

2. Click Identify Talent and select a session to view

3. Click the Identify Talent tab. The Identify Talent view appears

To Print The Identify Talent View…

Click the Print Preview button. Then click Send To Printer

To Export The Identify Talent View…

Click the Export button

Succession Planning: Terminology & Getting Started

Succession

The Succession Module captures and displays succession plans (the name of the partner currently in the position, the position title, potential successors and their readiness data) for each partner in the Succession Organization Chart.

Succession Organization Chart

The Succession Org Chart is an interactive merges a team’s current organizational structure with the named successors for each position with a succession plan. To navigate the organization chart, double-click on a partner’s org chart box to see the partner’s direct reports.

Nominations

This module allows you to nominate a partner for a specific position by searching for a specific position title or the name of the partner currently in the position

Succession Plans

Succession plans allow leaders to identify partners who are ready to fill critical positions in the near future, should they become vacant. Succession planning is an ongoing process and managers are responsible for keeping success plans up-to-date to minimize the disruptions caused by promotions, relocations and separations. Please review and update succession plans regularly to ensure development occurs, readiness is accelerated and that the business is equipped for the future.

Access Succession

1. Click the dropdown in the upper left-hand corner of the screen

3. Click Succession

[pic]

Set Display Options

1. From the Home page, click Succession from the drop-down in the upper left-hand corner

2. Click Succession Org Chart

3. Click [pic], then click the check box [pic] for each option needed on the Succession Org Chart

Note: For the most comprehensive view, select all of the check boxes

View A Partner’s Succession Profile

1. From the Home page, click Talent from the drop-down in the upper left-hand corner

2. Click Succession Org Chart

3. Click [pic] , type the name of the partner or select the partner’s name from the list

Build A Succession Plan By Nominating Partners

If a partner is a suitable successor for a specific position that requires a succession plan, you can nominate them as a successor. Naming qualified succeessors proactively helps focus development actions that ensures the next partner who fills the role is ready to take on the role as soon as it opens.

Nominate A Successor

There are two places where nominations can be made in the system:

1. The Drop-down ( [pic] ) on the Succession Profile: This option allows you to to work from the partner / position that needs a succession plan.

Use this approach when you are adding multiple partners to a single Succession Plan

2. The Partner Profile: The Succession Plans & Talent Pools Identified for this Partner section allows you to nominate a partner to a succession plan directly from the Partner Profile

Use this approach when you are adding one partner to multiple Succession Plans

View the Succession Organization Chart Legend

1. From the Home page, click Talent from the drop-down in the upper left-hand corner

2. Click Succession Org Chart

3. Click [pic], then click Print Legend to print the legent or click X to close the Legend

Create A Succession Plan From The Succession Org Chart

1. From the Sucession Org Chart, click [pic], select the partner’s name from the list, or type the name of the partner who needs a succession plan built in the search box

Click the drop-down [pic] in the upper-right of a partner’s organization chart box

[pic]

Click [pic] Find Successors, enter and select the name of a partner to add to the succession plan, then click Go

Note: As successors are named, click Compare the nominees to see a side-by-side comparison

Click Next

Select a rating from the Readiness rating drop-down, enter any notes about this nomination

Click Nominate

Adjust A Readiness Rating For A Successor

1. From the Sucession Org Chart, click [pic], select the partner’s name from the list, or type the name of the partner whose succession plan needs to be adjusted in the search box

2. Click the drop-down [pic] in the upper-right of a successor whose readiness or notes need to be changed

[pic]

3. Click Nomination Details. Adjust the rating in the Readiness drop-down or the notes below it; click Save

Delete A Nomination From A Partner’s Succession Profile

1. From the Sucession Org Chart, click [pic], select the partner’s name from the list, or type the name of the partner whose succession plan needs to be adjusted in the search box

4. Click the drop-down [pic] in the upper-right of a successor who needs to beleted from the succession plan

[pic]

5. Click Delete Nomination. A confirmation window opens, click Yes to delete the nomination

View Successor Nomintation History

1. From the Sucession Org Chart, click [pic], select the partner’s name from the list, or type the name of the partner whose succession plan nomination history is needed

6. Click the drop-down [pic] in the upper-right of a partner’s organization chart box

[pic]

7. Click Nomination History. Review the information about recent additions, changes and deletions made to this succession plan

Nominate A Partner To A Specific Position From The Partner Profile

1. From the Partner Profile, click Add Nomination in Succession Plans & Talent Pools Identified for this Partner

Search for a specific position title or current partner name to nominate the partner, then press Enter

Select the specific position title or current partner’s name, then click Next

Review the Current Nominees, then click Next

Select a rating from the Readiness rating drop-down and enter any notes about this nomination.

Click Nominate

Note: Nominations made on the Nomination Portlet can only be deleted on the Succession Org Chart. This allows the manager of each succession plan to decide whom to delete and when. For this reason, please be sure that your nomination is accurate before completing it.

View More Information About A Partner

1. From the Sucession Org Chart, click [pic] , select the partner’s name from the list, or type the name of the partner in the search box

Click the [pic] icon to the right of a partner’s name

1. Click a link to view the Partner Profile, Succession Org Chart

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Version 1.0 Jan-17-2014

Partner & Manager Guide

Starbucks Talent

Management System

Need Technical Support?

Contact successfactors@

Need Process Support?

Contact your PRO generalist

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