hr overview

7/30/2019 HR Overview

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HR OverviewDate: 19-Dec-06


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Personnel Administration

Personnel Development

Time Management

Benefits

Payroll/Wage Management

Focus Areas


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SAP AG 1999

Human Resource Processes

Time data

Recruitment

Travel

Training

Payroll

Employee development &

compensation

management

Absence

compensationHiring

Time reporting

& shift planning

HO

TEL


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Structures in PA:

Enterprise Structure

Company Code, Personnel Area,

Personnel Subarea

Personnel Structure

Emp.Group, Emp.Subgroup

Organization Structure

Organization Unit, Position, Job


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SAP AG 1999

Motor Sports International's Structure

Los Angeles Atlanta

New YorkChicago

Breakdown ofemployees

Personnelstructure

Salaried

Weekly

Enterprisestructure


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SAP AG 1999

MSI's Enterprise Structure

Motor

SportsInternational

LosAngeles

Chicago New York Atlanta

Administration Production

Client

Companycode

Personalarea

Personal

subarea

United States3000

Canada4000


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SAP AG 1999

MSI's Client and Company Codes

Motor SportsMotor Sports IntInt..

1000IDES AGFrankfurt

2000IDES UKLondon

3000IDES US Inc.

New York

The client is an independent legal and organizational

unit of the system.

The company code is an independent company with its ownaccounting unit - a company which draws up its own

balance sheets.

Client

Companycode


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The organizational hierarchy represents the

division of a corporate group into companycode, personnel areas, and personnelsubareas.

Employees are first assigned to a personnel

area/subarea. Employees are then assigned to an employee

group (e.g.active, Separated etc.) and to anemployee subgroup (e.g. salaried or hly-paid).

Employees are also included in the org.structure.

Structures :


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is a unit that is only used in Personnel

Administration. It is the sub unit of theCompany code.

The personnel area has the following

functions: It allows you to generate default values for

data entry, for example, for the payroll area.

It is a selection criterion for reporting.

It constitutes a unit in authorization checks.

Personnel Area:


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SAP AG 1999

Personnel Area

A personnel area is a Personnel Administration-specific unit

and is the subunit of the company code.


1000Hamburg

1300Frankfurt

...

1000IDES AGFrankfurt

2000IDES UKLondon

3000IDES US Inc.

New York

3000New York

3100Chicago

Client

Companycode

Personalarea


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are sub divisions of personnel areas.The main organizational functions of the personnel

subarea are as follows:

Master data entry and the setting up and processing

of wage types and pay scale groups in payroll. Assignment of legal person to differentiate between

companies in legal terms.

Definition of groupings for Time Management so

that work schedules and substitution, absence andleave types can be set up for individual personnel

subareas.

Personnel Subarea :


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SAP AG 1999

Personnel Subarea

Personnel subareas are subdivisions of personnel areas.The organization of the most important subareas

of personnel administration takes place at this level.

...

Head officeHead office00010001ProductionProduction


1000Hamburg

1300Frankfurt

1000

IDES AGFrankfurt

2000

IDES UKLondon

3000

IDES US Inc.New York

3000New York

3100Chicago

00010001ManhattanManhattan

Client

Companycode

Personalarea

Personalsubarea


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SAP AG 1999

MSI's Personnel Structure - Administrative

SalariedWeekly

Employee group

Employee subgroup

Payroll area

Executives Salaried

ActiveActive


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SAP AG 1999

ExternalExternal

((SubstituteSubstitute))

ContractorsContractors

MSI's Employee Groups

Employees are categorized into various employee groups.

ActiveActive

RetireesRetirees


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SAP AG 1999

MSI's Employee Subgroups

Executives

Salaried

Employee groups and employee subgroups

Monthly-wageearner

Hourly-wageearner

ActiveActive


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Organizational unit

Job

Position

are all components of the organizational plan.

When an employee is hired, he or she is

assigned to an organizational unit, a job and a

position (Infotype 0001).

Organization Structure :

Relationship between objects: Table HRP1001, T-Code PP02 (Infotype 1001)

Cost Center => Org. Unit => Position => Job


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SAP AG 1999

Organizational Plan

An Organizational plan

provides a model of thestructural and humanresource environmentat your enterprise.


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SAP AG 1999

Object Types: Organizational Units

Executive Board

FinanceHuman Resources

BenefitsPayroll A/P A/R Audit

Examples:

By function

By geographical region

By business process

Cost CenterABC

Organizational units

describe the variousbusiness units thatexist in your enterprise.

Multiple organizationalunits and their inter-relationships formthe organizational

structure.

Cost centers can beassigned toorganizational units


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SAP AG 1999

Object Types: Jobs

Head of Department

Secretary Buyer

Jobs are generalclassifications of tasks that

are routinely performed

together.

Examples:

Head of Department

Buyer

Secretary


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SAP AG 1999

Object Types: Positions

Positions are theindividual employee

assignments in the

enterprise. Positions are

occupied by persons

Job:Manager

Position:Personnel Manager

Position:Sales Manager

Position:Purchasing Manager

Positions are organization-

specific.

A number of positions are

based on the same job.

As a rule, each position

represents one employee.

However, it is possible fora position to be occupied

by more than one holder.


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SAP AG 1999

Persons and Users

40 Hrs

20 Hrs

20 Hrs

40 Hrs

100% = 20 Hrs

100% = 20 Hrs

40 Hrs

30% = 12 Hrs

70% = 2828 HrsHrs

12 Hrs

2020 HrsHrs

Position isPosition is

overstaffedoverstaffed

40 Hrs

100% occupied


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SAP AG 1999

Integration - Personnel Administration and Planning

occupies

Job

Cost center

Is describedby

belongs to

Position

Fixed assignment

Employee groupEmployee group

Employee subgroupEmployee subgroup

PersonnelAdministration

Personnel areaPersonnel area

PersonnelPersonnel subareasubarea

Default value

Person

Cost centerassignment

Org. unit

OrganizationalManagement


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Infotypes

Infotypes mirror a quantity of connected

data records

Infotypes are identifiable through a four

character numerical string The infotypes appear as an entry screen

for the user,

Eg . 0001

Org Assignment0000 Actions


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SAP AG 1999

Infotypes

Menu

Gross/Net

payroll

______

_____

_____

_____

_

_______

____

MenuPayrollsupplements_________________________________

Menu

Bas.contrac

t

data___________

___________

___________

Menu

Basicperso

nal

data

___________

___________

___________

MenuPlanningdata___________

__

_________

MenuTimemgmt.trans.data____________

____________

Menu

Net payroll

___________

___________

___________


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SAP AG 1999

Displaying Employee Information

Display

Personnel number 1000

Infotype

Anna Miller

Addresses

Personal Data

Org. Assignment

STy

Basic personnel data

Period


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Infotype Tables:

The following naming convention applies toInfotype tables; from now on, nnnn stands for the

infotype number:

PAnnnn for transparent tables in Personnel

Administration

PBnnnn for transparent tables in Recruitment

HRPnnnn for transparent tables in Personnel

Planning


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SAP AG 1999

Maintaining Infotypes

Change (Correct) No History Correct errors

Complete missing fields

Create History Create a new record

Empty input mask

Fill in entry fields

Copy History Create a new record

Complete mask from the previous record

Customize fields

Specify start date


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Infotype Time Constraints :

1: Exactly one valid data record of the Infotype inquestion must exist for the entire time that the

employee belongs to the enterprise.

2: No more than one valid data record of the Infotype inquestion can exist at any one time.

3: Any number of valid data records of the Infotype in

question can exist at any one time.


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SAP AG 1999

Creating a History

5.5.84 7.7.84 8.8.84 7.7.92 11.11.97

Hiring

Transfer

Pay increase

Promotion

Promotion


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SAP AG 1999

Infotype History

5,000

Standard pay $ 5500Create

1.1.96 1.7.96 31.12.9999

Ba

sic

Basicpay

pay

Warning: Record valid from 01/01/1996-12/31/9999 is delimited

Standard pay $ 5000

5,500

Ti M t (1)


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SAP AG 1999

Time Management (1)

Timestatement

Time evaluationEarlyNormal

Night

Work schedule rule

P i it f Ti M t


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SAP AG 1999

Prerequisites of Time Management

13 146 7 20 21 27 28

Public holidaycalendar

EarlyNormalNight

Work schedule rule


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Employees are assigned to a workschedule, which specifies theplanned working time.

There can be exceptions to the workschedule due to vacation, sickness,or substitutions.

Each employee's working times areused to process payroll.

Time Management:


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SAP AG 1999

Time Management (2)

Time ManagementTime Management

TimeTime recordingrecording TimeTime evaluationevaluation

HR report

Time recording

Transfer employee time data to the SAP system Valuate and account time data


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There are two methods for recording times:

Recording exceptions: only time data that isdifferent from the planned work schedule ofemployee (e.g. sickness, vacation in infotype

2001 and substitution in 2003).Additional recording of actual times: all theemployee's attendance times (actual times inInfotype-2002 and OT in 2005) are recorded,

as well as any exceptions to the workschedule.

TimeRecording:


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SAP AG 1999

Time Recording

Positive recording

Record exceptions tothe work schedule

Negative recording

Record actual time- Automatically- Manually

EarlyNormalNight

EarlyNormal

Night

Work schedule rule

EarlyNormalNight

Work schedule rule

Early

NormalNight

All attendances + exceptionsExceptions

Ab


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SAP AG 1999

Absences

O ti


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SAP AG 1999

Overtime

Alternative payment

PremiumPay scale group/levelExtra pay ....

Cost assignment

Cost centerOrder....

Accounting/Logistics data

- Activity allocation- Cost assignment- External services

S b tit ti


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SAP AG 1999

Plannedworking

time

Substitutions

Positionsubstitution

Personnel numbersubstitution

12

9

6

3

11 1

7 5

8 4

210

Time substitution

Normalworking

time

Coretime

Endwork

BreaksStart timeE

New daily work schedule

Early

NormalNight

New work schedule rule


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SAP AG 1999

Payroll

PayrollPayroll

Pay statement

PaymentPayment

PostingPosting to FI/COto FI/CO

Subsequent activitiesSubsequent activities

Social insurance Health insurance


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HR-Payroll

Compute employees gross salary Make necessary deductions

Calculate net salary Generate checks or direct deposits Generate statements and reports


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Time Data


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Qualification Catalogue

Appraisals

Training

Carrear Planning

Successive Planning

Personnel Development :

Development and Training: Business Scenario


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SAP AG 1999

Development and Training: Business Scenario

Positions have certain requirements that must bemet, and employees have certain qualificationsand skills. These requirements and qualificationshave to be entered in the system so that theycan be compared (matched up) with each other.

Employees can obtain additional qualificationsand in this way be trained for other positions.

The performance of employees is appraisedregularly.

Employees with qualification deficits can bebooked into business events (training courses)that provide the employees in question with thequalifications they require.

Suitable development plans can be drawn upfor employees.

Qualifications Catalog


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SAP AG 1999

Qualifications Catalog

BusinessEnglish

BusinessBusinessEnglishEnglish

Frenchlanguage skills

FrenchFrenchlanguage skillslanguage skills Knowledge

of C++

KnowledgeKnowledgeof C++of C++

Languageskills

LanguageLanguageskillsskills

Programminglanguages

ProgrammingProgramminglanguageslanguages

Englishlanguage skills

EnglishEnglishlanguage skillslanguage skills

TechnicalEnglish

TechnicalTechnicalEnglishEnglish

Knowledgeof C

KnowledgeKnowledgeof Cof C

Knowledgeof ABAP

KnowledgeKnowledgeof ABAPof ABAP

Qualifications

Qualification groupCatalogCatalogCatalog

100% alternative qualification

Creating Profiles for Jobs/Positions


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SAP AG 1999

Creating Profiles for Jobs/Positions

A position has requirementsA position has requirementsA position has requirements

Inherited

Requirements

Ability to organize and act 6 Invalid proficiency 01.01.1994 31.12.9999

Description Stat.. ID Proficiency Ess Start date End date

HR Management skills 4 Good 28.07.2000

31.12.9999.

31.12.9999.

31.12.9999.

31.12.9999.

31.12.9999.

28.07.2000

28.07.2000

28.07.2000

28.07.2000

HR Personnel Admin. Functionality

Knowledge of Desktop publishing

Knowledge of general office activities

Knowledge of general office policies

Good

Average

Average

Average3

3

3

4

Q

Q

Q

Q

Q

Q

T ObjectD

50000442

50000401

50000831

50000315

50000313

50000316

Creating Profiles for Persons/Applicants


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SAP AG 1999

Creating Profiles for Persons/Applicants

A person has subprofilesA person hasA person has subprofilessubprofiles

PreferencesPotentialsQualifications Dislikes Appraisals where apprai...

T Object ID Description ID Proficiency Start date End date N User name

Q 50000401 HR Management skills 3 Average 28.07.2000 31.12.9999 TRAINING

Q 50000831 HR Personnel Admin.Func 4 Good 28.07.2000 31.12.9999 TRAINING

Q 50000449 Independence and initiative 2 Adequate 28.07.2000 31.12.9999 TRAINING

Q 50000189 Knowledge of Wordprocessing 3 Average 28.07.2000 31.12.9999 TRAINING

Q 50000453 Leadewrship skills 3 Average 28.07.2000 31.12.9999 TRAINING

Who made

last change

Notes

Dev. Plan HistoryDevelopment Plan

Career Planning / Succession Planning


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SAP AG 1999

Career Planning / Succession Planning

Career Planningis used to finda position within the organization

that is suitable for a specific

employee.

Succession Planningis usedto find a suitable successor

for a position within theorganization.


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The Appraisal Process


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SAP AG 1999

The Appraisal Process

Prepare

appraisal

Complete

appraisal

Perform

appraisal

Propose data fromprevious appraisal

Preparation

completed

Appraisal

performed

hr overview

Documents