38459561 hcm presentation 1
TRANSCRIPT
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Basic Sub-modules of HCM
• Personnel Administration• Organizational Management• Time Management• Training and Event Management• Travel management
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Basic structure for SAP-HRBasic structure for SAP-HR
Enterprise Structure - Company code, personnel area and personnel subarea
Organization Structure - Organizational units, jobs and positions
Personnel Structure - Employee group, employee subgroup, payroll accounting area
Which company does the employee work for? Whom does the employee
report to?
Which department does the employee work in?
What are the tasks to be performed by the
employee?Employee
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Personnel AdministrationPersonnel Administration
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Elements of Personnel AdministrationElements of Personnel Administration
• Maintain Employee Data – Able to view/modify HR Master Data
viz. Master, Payroll, Time data
• HR Processes– Hire Employees– Promotion and Increment– Termination– Transfer etc…
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Elements of Personnel Administration Elements of Personnel Administration (Contd..)(Contd..)
• Recruitment – Applicant Master Data, Selection Procedure and status– Vacancy Assignment– Advertisement
• Personnel Development– Planning for Career, Succession and Individual growth– Appraisals
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Personal Data
Organizational Assignment
Family Details
Education
Skills
Salary Details
Previous Employment
Contracts
Leave Entitlement
Working Hours
Employee DataEmployee Data
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Master Data: OverviewMaster Data: Overview
Employee
Master Data Records
Organizational Assignment
Address
Bank Details
Family
Work Schedule
PayrollPayroll
BenefitsBenefits
TimeTime
OM
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Enterprise, Personnel and Organizational Enterprise, Personnel and Organizational StructuresStructures
Enterprise
Structure
Personnel
Structure
Organizational
Structure
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Infotypes- Way to insert Master DataInfotypes- Way to insert Master Data
Employee
Family (IT 0021)
Bank Details (IT 0009)
Address (IT 0006)
Actions (IT 0000)
OrganizationalAssignment (IT 0001)
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Major FeaturesMajor Features
• Systematic employee data entry and recall– Well featured info-types for separate data entry
– Effective dates for all data in the system
– Automatic validity check on all data
• Audit trials for all changes– Source (who), date, time and “before” and “after” data
• System generated employee numbers– Separate range for different group employees
• Dynamic event change monitoring– System prompts user to change update related data
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Major FeaturesMajor Features
• “Fast Entry” feature– Screen for multiple employees
– Multiple screen for one employee
• Date driven reminders• Search feature for selecting employees
– employee no., department, supervisor etc
• Authorization restriction– Information on “need to know basis”
• Standard Reporting
• Ad hoc reporting
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Organizational ManagementOrganizational Management
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Overview of Plan VersionOverview of Plan Version
OrganizationalUnit
Position
Person
TasksR
epor
ting
Rel
atio
n
Departments/ Project Teams/ SBU’s
Holder of Position
Departmental Heads
For Position and OU
Position Position PositionR
epor
ting
Rel
atio
n
Rep
ortin
g
Rel
atio
n
Vacant
Jobs
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Creating an Organizational PlanCreating an Organizational Plan
1. Create Root Organizational
Unit
7. Assign Holders
4. CreatePositions
3. Create Jobs
2. Create AdditionalOrg. Units
5. Assign Tasks
6. Assign Cost centers
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Why use Organizational Management?Why use Organizational Management?
• Using Organizational Management, the user may get a picture of the organization at any point in time: past, present or future. With this information, the user may be proactive in planning for future human resource needs.
Present Future
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Major FeaturesMajor Features
• Easy to create, change and display current Plan Version
• Current plan version can be copied for future and past plan versions for – Making imaginary business scenarios– To research compensation in various circumstances
• Integrated functionalities
– Personnel Development
– Recruitment
– Compensation Management
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Major FeaturesMajor Features
• Vacant Positions– Stimulate to recruitment
• Structured representation of – Enterprise structure– Reporting structure– Vacancies etc.
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Organization Structure- PositioningOrganization Structure- Positioning
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Time ManagementTime Management
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ObjectivesObjectives
• Time Recording
• Time Evaluation
• Shift Planning
• Cross-Application Time Sheet
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Time Management OverviewTime Management Overview
Employee is at workEmployee is SickEmployee Working Overtime
Time RecordingTime RecordingInfotypes
# of Hours Worked# of Sick Hours# of Overtime Hours
Time EvaluationTime Evaluation
Rs. for # of hours workedRs. for # of Sick HoursRs. for Overtime
FI/CO
PayrollPayrollPayrollPayroll
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Time Recording : Methods of Time Data Time Recording : Methods of Time Data CaptureCapture
• Manual time sheets– Employee physically record start
and end time
• Using clock punch cards– Employee use machines to punch a
card
• Electronically via magnetic card– Employee swipes a card at a time
terminal
• Employer assumes employee works contracted hours– Employee only informs employer of
changes
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Work SchedulesWork Schedules
Personnel Subarea Employee SubgroupInfotype 0001
Infotype 0007
FI/CO
Payroll
Time Recording (Infotypes)
Monthly work schedule How are employees schedule to work on the day When can they take breaks? Is the day a public Holiday?
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Other featuresOther features
• Work Schedule– Fixed or Flexible work schedule– Paid / unpaid breaks– Predefined holidays for separate personnel area (PA) – Substitute (Badali employee)
• Define and assign Quotas to PA– Absent quota (Leave Management)– Attendance quota– Overtime quota
• Fine integration with Payroll
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Payroll AdministrationPayroll Administration
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Payroll ProcessPayroll Process
Gross Pay
Net Pay
Deductions
Rs.
CompanyContributionsAdd C2C =
Less = • Basic
• Allowances• Reimbursements• Bonus, Incentives • Emp. Contributions
• Loans Repayment• Taxes• Third Party Deductions• Other deductions
• PF Contribution• Super Annuation• Provision for Gratuity• etc.
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Salary componentsSalary components
Bonuses
OvertimeProfessional membership
Allowances
HRA
Basic Pay
RecurringPayments &Deductions
AdditionalPayments
LTA
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Flexible Wage Types (Salary Component)Flexible Wage Types (Salary Component)
• Wage types with fixed amount (direct valuation)– e.g. Basic pay
• Wage type depends on other wage types (indirect valuation)– e.g. HRA (30% of Basic)
• Can assign upper and lower limits– e.g. Medical reimbursement maximum Rs. 15,000/annum
• Tax conscious
• Wage types for reimbursement and claims– Special reports for the current status
• For specific personnel group, personnel subgroup group, personnel area, pay scale groups and levels
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Basic pay (IT-0008)Basic pay (IT-0008)
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Payroll Process-flowPayroll Process-flow
Master Data Time Management
PrerequisiteConfiguration for Payroll
PayrollRun
Gross - Deductions = Net Pay•Payroll Organization •Basic Pay•Other Payments & Deductions
Final Steps
•Direct Deposit/Checks •FI/CO Transfer•*Third Party Remittance•*Tax Reporting
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Payroll RunPayroll Run
Master data entered for current pay period
Fix rejects and other updates
Remuneration &Subsequent Activities
Start Payroll
Exit Payroll
Release Payroll
Corrections
Any rejects
? ResultsOK ?
Yes No
No Yes
Check Results
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Balance expenses with GL entriesBalance expenses with GL entries
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Bank Details (IT 0009)Bank Details (IT 0009)
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Payroll AccountingPayroll Accounting
• Need based Payroll system• Specific Payroll Period• Separate Payroll period for Separate personnel
group, personnel area• Flexible for wage type calculations
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FeaturesFeatures
• Country Specific Payroll Roll Out– Separate legal and tax provisions
• Realization and reports on Gross Payroll• Realization and reports on Net Payroll• Realization and reports on Deductions
– Legal deductions
– Loan and other premiums– Recovery of advance payment
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Salary Slip Salary Slip
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Legal ProvisionsLegal Provisions
• Applicability of the labour laws– Monthly eligibility check
• Deductions– Income Tax under section 80, 80c– Provident Fund– ESI (if applicable)
• Reports – PF 3A, 6A– Pension (Form 6, Form 7)– Income tax (Form 16, Form 24)
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Other FeaturesOther Features
• Standard Reporting• Ad hoc reporting• Integration with Time Management
– Overtime
– Leaves
– Leave without pay– Shift allowances– Paid holidays
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Training ManagementTraining Management
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• Standard Buz Events– Schedule.– Organiser - Internal/ External.– Location/ Building.– Book Resources.– Capacity.
Business EventBusiness Event
• Prerequisites– Have attended xyz Buz event.– Should have abc skills.
• Procedure– Reaction to booking/ prebooking etc.– Transfer skills.
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• Employees/ Applicants/ Ext Persons/ Company/ Department.
AttendeesAttendees
• Trainee/ Attendee Administration.– Book/ Prebook/ Replace/ Rebook/ Cancel.– Bulk Booking.– Correspondence (e-mail/ letters).
• Attendance Menu.
• Reports– Int/ Ext Attendee List.– Attendees Training History.– Attendee Appraisal.– Attendance Statistics.– Cancellation List per attendee/ Buz event.– Attendee bookings/ prebooking/ rebooking.
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Travel ManagementTravel Management
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Workflow Workflow
• Travel Planning– Entering a travel request
• By the employee or his boss
• Travel Expenses– Entering the Trip Facts
– Checking Trip Facts
• Approving a Trip– By the concern authorities
– With necessary modification, if necessary
• Displaying the Approval notification for the employee
• Settling a Trip (posting to account)
• Standard and Ad hoc reports
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Travel requestTravel request
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Travel planTravel plan
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Cost incurred & ApprovalCost incurred & Approval
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Cost in standard formatCost in standard format
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Transfer to accountTransfer to account
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ReportsReports
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ReportsReports
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Personnel Administration Organizational Management Training and Event Time Management Travel Management