- Executive HR reporting, predefined HR and software content, customization if needed
- Use it to track key HR Metrics through numbers and visualization (40+ key metrics)
- 90+ measures
- Communicates 1 clear/uniform message to executive
- Improve decision making and HR strategies – reliable and accessible data
- Expedite collaboration by easy sharing
- Drill down into organization structure and cost center hierarchy to uncover trends
- Custom reports already built can be integrated using Netweaver
Payroll area
SAP ERP system uses Payroll Areas to group employees for whom payroll should be run together, and at the same time. You can perform payroll separately for different employee groups, using different payroll areas. Which payroll area the employee belongs to depends on his or her organizational assignment. Employees who belong to different company codes can, for example, be grouped in the same payroll area.
SAP recommends that you use few Payroll areas as possible. For example, an organization may pay employees on 28th of the current period and another at the beginning of the subsequent month so at least two payroll areas must be created.
When you run payroll, you must specify the payroll area in the payroll driver selection screen. The Payroll Area has the following functions:
* Determines the exact Payroll Period.
* Select the personnel numbers grouped under the Payroll Area.
Human Capital Management Processes
The Human Capital Management Processes include:
1.Recruitment
2.Hiring
3.Training and Personnel Development
4.Managing Work Time
5.Compensation and Benefits
6.Payroll Administration
7.Travel Management
8.Personnel cost planning and Reporting
9.Employee Self-Services
2.Hiring
3.Training and Personnel Development
4.Managing Work Time
5.Compensation and Benefits
6.Payroll Administration
7.Travel Management
8.Personnel cost planning and Reporting
9.Employee Self-Services
Recruitment Process flow:
Vacancy is created in an Organization -> Vacancy is advertised in New papers, and in various recruitment media -> Applicant apply for the vacancy -> Vacancy Requirement and Qualifications of the Applicant are matched to find the suitable fit , this process is called as Profile Match-up -> If applicant is found suitable after the Profile Match-up. Applicant is hired as an Employee. Applicant data may be transferred from Recruitment to Personnel Administration Course.
This functionality helps in avoiding duplication of Data entry process in Personnel Administration course.
This functionality helps in avoiding duplication of Data entry process in Personnel Administration course.
Hiring an Applicant
Applicant data is transferred from Recruitment course to Personnel Administration. Data entered as Info types in Recruitment is default in the Personnel Administration course. Other Info types can be entered in the Personnel Administration after data transfer.
In integrated systems, data transfer takes place either directly in Recruitment or in Personnel Administration. You can add additional data such as information on working hours and salary at a later time in Personnel Administration.
In integrated systems, data transfer takes place either directly in Recruitment or in Personnel Administration. You can add additional data such as information on working hours and salary at a later time in Personnel Administration.
Applying via internet
Applying via internet Employer advertises -> Applicant applies for that vacancy via internet -> Applicant enters information as per the requirement –> Filled in application hits the employer box for further processing. Applicants can either apply in response to the advertisement or unsolicited application.
Personnel Development and Qualifying Actions
Personnel Development course in SAP ERP HCM helps in maximizing employee’s potential. Suitable fit for the position is found using Profile Match-up functionality in Personnel Development Positions requirements and Person’s qualifications are stored in Profiles.
Profile Match-up results in Score determining whether the person is suitable for the positions or is there any deficiency which in turn helps in identifying the Training Needs or Development plans? Training program can be a Seminar or a course. After attending the training Employee performance is evaluated, if found suitable he or she occupies that position.
Profile Match-up results in Score determining whether the person is suitable for the positions or is there any deficiency which in turn helps in identifying the Training Needs or Development plans? Training program can be a Seminar or a course. After attending the training Employee performance is evaluated, if found suitable he or she occupies that position.
Qualifications/Requirements
Understanding Qualifications and Requirements. Requirements include List of skills, abilities and work experience required for position. Qualifications include: List of skills, abilities and experience attached to the person Profile Match-up helps to compare Requirements and Qualifications.
Understanding Qualifications and Requirements. Requirements include List of skills, abilities and work experience required for position. Qualifications include: List of skills, abilities and experience attached to the person Profile Match-up helps to compare Requirements and Qualifications.
Training’ and ‘Event Management’
‘Preparations in Training’ and ‘Event Management’. Following are the processes:
Business Event Preparation: In this phase, you can create Master data related to “Training and Event Management”. These include Business event catalog, Business event types, location, resources time schedule and so on.
Business Event catalog: comprises of Business event dates with or without resources. This helps in demand planning.
Day-To-Day Activities : After creating catalog with Business events you need to work on Day – To – Day Activities such as Booking, pre-booking, replace booking, re-booking and cancellation.
Recurring Activities: Activities that occur periodically, i.e., firmly booking, locking / unlocking events, and follow up activities.
Career and Succession Planning.
Career and Succession Planning aims at, Professional Development of an Employee and looks at suitable candidates to fill in the vacant posts. Career Planning looks at identifying employee’s career goals and plan a professional development program accordingly.
Succession Planning on the other hand, works towards identifying a suitable candidate externally or internally to fill the position. In both cases, in case of any qualification deficit employees are booked for training program.
Feedback process in Performance Management.
Performance Appraisal Process in SAP ERP HCM is a continuous process. It consists of periodic feedback. Feedback is provided to an employee at each and every stage of the Appraisal Objective setting :
Similar to Appraisal, objective setting takes place once a year. During this phase Employee and his / her Manager agree on certain achievable Objectives as per the Organizational goals. Employee performance is tracked based on the objectives set. Objective can be qualitative or quantitative. Agreed upon objectives are communicated to the employees and it becomes part of his or her profile.
Objective setting helps in:
• Identifying the competencies
• Identifying personnel development requirement
Review Phase:
• Reviews the relevance of the Objectives.
• Manager provides support and coaching to achieve the objectives set.
• Compare current performance and objectives and provides feedback.
Succession Planning on the other hand, works towards identifying a suitable candidate externally or internally to fill the position. In both cases, in case of any qualification deficit employees are booked for training program.
Feedback process in Performance Management.
Performance Appraisal Process in SAP ERP HCM is a continuous process. It consists of periodic feedback. Feedback is provided to an employee at each and every stage of the Appraisal Objective setting :
Similar to Appraisal, objective setting takes place once a year. During this phase Employee and his / her Manager agree on certain achievable Objectives as per the Organizational goals. Employee performance is tracked based on the objectives set. Objective can be qualitative or quantitative. Agreed upon objectives are communicated to the employees and it becomes part of his or her profile.
Objective setting helps in:
• Identifying the competencies
• Identifying personnel development requirement
Review Phase:
• Reviews the relevance of the Objectives.
• Manager provides support and coaching to achieve the objectives set.
• Compare current performance and objectives and provides feedback.
Appraisal Phase:
• Provide feedback on achievements, skills and competencies.
• Summarize overall performance of an employee.
• Derive actions such as Compensation adjustment, personnel development, career / succession move and so on.
Overview of Time Management.
Time spent and work performed by employees is important for Human Resources Management. SAP ERP HCM facilitates evaluating and recording time spent by the employees. Information on Time Management is sent to Payroll for calculation of wages.
• Summarize overall performance of an employee.
• Derive actions such as Compensation adjustment, personnel development, career / succession move and so on.
Overview of Time Management.
Time spent and work performed by employees is important for Human Resources Management. SAP ERP HCM facilitates evaluating and recording time spent by the employees. Information on Time Management is sent to Payroll for calculation of wages.
Following are the options that are available for recording Time:
• Employee Self Service.
• Time Manager’s Workplace (TMW).
• Time Recording Terminals.
• Time Administrators.
• Time Manager’s Workplace (TMW).
• Time Recording Terminals.
• Time Administrators.
Evaluating Working Time.
• SAP Time Management functionality allows you to query on, and display working times flexibly.
• Time accounts (such as leave, flextime) can be managed manually or automatically.
• Time accounts (such as leave, flextime) can be managed manually or automatically.
Information from Time Management are used for the following:
• Wage calculation (Leave, number of hours worked, overtime, and so on).
• Shift Planning.
• Working times can be used for activity allocation in Controlling.
• Used in Logistics to determine Employee’s Availability.
• Shift Planning.
• Working times can be used for activity allocation in Controlling.
• Used in Logistics to determine Employee’s Availability.
Slash commands – advanced navigation
Entering “/o” in the Command field and clicking Enter will show an overview of the sessions you currently have open.
Entering “/n” in the Command field and clicking Enter will end the current transaction and start a new session that will open with the Easy Access Screen.
If you were to enter a transaction code by itself in the Command field on any screen other than the Easy Access screen, you would not be able to launch that transaction.
However, if you enter a “/” along with the appropriate command and transaction code you can launch transactions from other transaction screens. This is helpful because you can go directly from one transaction to another without having to return to the Easy Access screen.
Which SAP certification?
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2. Professional Certification
Requires proven project experience,business process knowledge and a more detailed understanding of SAP solutions. |
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3. Master Level Certification
Requires demonstration expertise regarding specific aspects of SAP software functionality and technology,as well as the ability to drive innovation and solution optimization that meet an organization’s technical and business requirements. |
HRP1001 – Table
HPR1001 is a OM table. It is the table which corresponds to infotpe 1001. For maintaining the table we have to mantain through infotype 1001. Some transactions which can be used for the same are pp01, pp02, and also through the easy access menu.It is used to maintain relationship between various objects existing in the system such as Org Units, Position,Jobs, etc. Use FM ‘RH_INSERT_INFTY_1001_EXT’ to insert records in this table. Whenever you create a position for an employee using PP03,all the relationship created against that position is stored in this table.
Fields
The important fields of HRP1001 are;
OTYPE Object Type
OBJID Object ID
PLVAR Plan Version
RSIGN Relationship Specification
RELAT Relationship Between Objects
ISTAT Planning Status
BEGDA Start Date
ENDDA End Date
SCLAS Type of Related Object
SOBID ID of Related Object
Example
A Position POS1 belongs to Orgunit ORG1.This is maintained.
Object Types and IDs are;
POS1 S 5000000
ORG1 O 5000001
The relationship is Belongs to and code for relationship is A 0003.
In this case the Data maintained in HRP1001 are
OTYPE S
OBJID 5000000
PLVAR 01
RSIGN B
RELAT 0003
ISTAT 1
BEGDA 01.04.2006
ENDDA 31.12.9999
SCLAS O
SOBID 5000001
Appraisal template Tab configuration (HAP_TAB_CONF)
In order to configure the appraisal template layout, go to
Customizing (transaction SPRO) -> Personnel Management -> Personnel Development -> Objective Setting and Appraisals -> Define Tabs and Process Configuration for Template.
You can use also transaction HAP_TAB_CONF. If tabs are not needed, then you do not need to use the Customizing activity Define Tab and Process Configuration for Template.
SAP Enhancement Package 4 EHP 4 or EHPK 4
The EHP 4 includes the following modules/functionalities in HCM
Talent Management
- Appraisals, Evaluations and surveys – New functionality
- Employee Qualifications for Concurrent or glabal emplyment – New functionality
- Enterprise Compensation Management 01
- SAP e-Recruiting 02
- Learning Solutoin 02
- Performanace Management 01
- Core process in Talent Management – New functionality
Workforce process management
- CATS Classic for concurrent employment – New functionality
- Admistrative Services 02
- Personnel actions for Concurrent employment
- Time and labor management for Concurrent employment
Localization
- HCM Localization for Russia, Japan, Italian Public sector, Spain, Sweden and Norway
Integration
- TNM/LSO Integration – New function
SAP HR Performance Management
The SAP Performance Management tool is a solution that enhances performance feedback processes. This solution supports end to end processes that provide organisations with transparency and helps them to align their business initiatives and goals throughout the organisation, communicate their organisation strategy, analyse employee performance and reward employees accordingly. The solution is extremely adaptable, allowing you to custom design both the performance feedback documents and reports. Not only will it simplify your business strategic outputs, but it will ensure that your employees are measured and rewarded appropriately for their contributions and performance within the organisation.
Note: SAP EHP 4 (sometimes called EHPK 4 or EnHanced Package 4) with ECC 6.0 needs to installed for this functionality.
Configuring Workers Compensation Codes
Workers Compensation Report is a US Payroll Report very frequently asked for by several customers. This report is generated using the T-Code S_AHR_61016148 in SAP.
Here are the steps on how to create and relate the Workers Compensation Codes to SAP Jobs. One can go to SM30 and configure the below tables as explained to meet the business/legal requirement.
Table T513 – Create Job
Table T527X – Create Organizational Unit
Table T5UWC – Create Workers’ Comp Code (and text) in each state
Table T5UWS – Relate each Workers’ Comp assessable Wage Type to each State
Table T5U25 – Relate each SAP Job to Workers’ Comp Code
Table T5U26 – Relate Org Unit to Workers’ Comp State & Workers’ Comp Code
Below is a little more detailed explanation I have extracted from an SDN post (Thanks to Howard G):
Table T513
This table is used to establish new jobs. This table will need to be updated for any new SAP Jobs created before Table T5U25 (which relates SAP Jobs to Workers’ Comp Codes) can be updated. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Organizational Assignment => Organizational Plan => Define jobs
Table T527X
This table is used to establish new organizational units. It may not be critical to populate this table because org unit is the default method of workers’ comp reporting. If an SAP job isn’t related to a workers’ comp code, the system will attempt to use the org unit information to determine the proper workers’ comp code to use. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Organizational Assignment => Organizational Plan => Define organizational units
Table T5UWC
This table is used to create the workers’ comp codes in use in each individual state. You may determine that you’ll use a limited number of the standard workers’ comp codes and will update the codes in use infrequently. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Workers’ Compensation => Define workers’ compensation classification codes
Table T5UWS
This table is used to create the wage types that comprise workers’ comp wages in each state. Note that this means when a new wage type is created, a decision will need to be made concerning whether or not it is assessable for workers’ comp insurance. If it is not assessable, this table will not need to be updated. If a new wage type is assessable for workers’ comp insurance, the table will have to be updated. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Workers’ Compensation => Define state workers’ compensation wage types
Table T5U25
This table is used to assign each SAP job in each state to the workers’ comp code in that state. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Workers’ Compensation => Assign Workers’ Compensation codes to organizational structures.
Table T5U26
This table is used to assign each organizational unit to a default workers’ comp code and state. It is not critical to populate this table with all new org units, as it is used as a default when the system cannot find a relationship between a particular SAP job and a workers’ comp code. The navigation path through the IMG is: Personnel Management => Personnel Administration => Organizational Data => Workers’ Compensation => Assign Workers’ Compensation codes to organizational structures.