Speaker 1: The Case of the Runaway Talent In a city not too far away, PharmaGood is in the midst of their annual succession planning activities. Sally Planwell, the Director of HR, is reviewing employee files and taking personal recommendations to identify successors for PharmaGood's key roles. In a meeting with Laura Lively, the Vice President of Scientific Research, Sally is surprised to learn that Laura will soon be retiring. Sally asks for feedback on potential successors. Laura nominates her golf buddy, Charlie Porfit, even though he is new to the company. Sally takes note and names him as a successor to the VP of Scientific Research position. After hours of scouring binders and sitting through countless meetings, Sally completes her yearly succession planning exercise. Meanwhile, down in the lab, Jeff Hightalent, Senior Research Scientist, is working on a groundbreaking disease cure. Suddenly, a headhunter calls from PharmaGood's competitor, PharmaBig, with a great job offer. With no sign of advancement at PharmaGood, he decides to try his luck with PharmaBig. Jeff's knowledge, skills, ideas, and passion will not be easily replaced. A few months later, after Jeff's departure, the disease cure stalls. Also, Charlie is overwhelmed in his new role and has made many promises that he can't fulfill. With the loss of Jeff and Charlie's Porfit, PharmaGood has been seriously impacted. The leadership team is extremely unhappy. Sally realizes the flaws of PharmaGood's succession planning process, but it's too late. Meanwhile, over at PharmaBig, Jeff discovers the cure. The company announces the news and their stock price soars. Let's try that again. The company announces the news and their stock price soars. Let's try that again. Jeff is selected for the VP of Scientific Research position. Sally runs a profile match and identifies several well-qualified candidates for this role. Jeff Hightalent has exceptional competencies, qualifications, and experience She drills down into each candidate's profile. candidate's profile and quickly sees that Jeff is flagged as having a high risk of loss. Analyzing his qualification, she realizes that he has critical knowledge and skills that are not easily replaceable. Aha. She clearly sees that Jeff is the right fit. She meets with Jeff to discuss his career goals. He is very excited at the potential of advancement. Back in her office, she nominates Jeff as a successor for the key role. Later, Jeff gets a call from PharmaBig's headhunter, but he is not interested in the offer because of his promising career at PharmaGood. A few months later, when Laura retires, Jeff advances to VP of Scientific Research. Shortly thereafter, Jeff successfully destroys the virus and receives accolades on a job well done. The announcement of Jeff's breakthrough has made the leadership team very happy. Jeff was the right fit for the VP of Scientific Research position. His success is PharmaGood's success. With SAP TBN, Sally was able to visualize what matters most and place the right person in the right role at the right time.