HR Overview
Transcript of 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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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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Motor Sports International's Structure
Los Angeles Atlanta
New YorkChicago
Breakdown ofemployees
Personnelstructure
Salaried
Weekly
Enterprisestructure
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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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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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Personnel Area
A personnel area is a Personnel Administration-specific unit
and is the subunit of the company code.
Motor SportsMotor Sports IntInt..
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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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
Motor SportsMotor Sports IntInt..
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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MSI's Personnel Structure - Administrative
SalariedWeekly
Employee group
Employee subgroup
Payroll area
Executives Salaried
ActiveActive
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ExternalExternal
((SubstituteSubstitute))
ContractorsContractors
MSI's Employee Groups
Employees are categorized into various employee groups.
ActiveActive
RetireesRetirees
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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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Organizational Plan
An Organizational plan
provides a model of thestructural and humanresource environmentat your enterprise.
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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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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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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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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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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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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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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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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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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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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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Time Management (1)
Timestatement
Time evaluationEarlyNormal
Night
Work schedule rule
P i it f Ti M t
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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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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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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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Absences
O ti
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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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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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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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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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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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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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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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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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The Appraisal Process
Prepare
appraisal
Complete
appraisal
Perform
appraisal
Propose data fromprevious appraisal
Preparation
completed
Appraisal
performed