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Saudi Arabia Mining CompanyHyperion Planning Implementation Project

Hyperion Workforce Planning

MD.050 Maaden Hyperion Workforce Planning Functional Design for Corporate, MIC, MIMC and MWSPC

Author:Mr. Kapil Sharma and Mr. Jaydeep Banerjee

Creation Date:19.01.2014

Last Updated:

Document Ref:MD.050 Application Extensions Functional Design document of Workforce Planning for Corporate, MIC, MIMC and MWSPC

Version:1.0

Approvals:Roberto S. Sangil (Corporate), Ahmed Baaboud (Corporate)

Document Control

Author& Reviewers TCS TeamNamePosition

Mr. Kapil SharmaFunctional Consultant, TCS

Jaydeep BanerjeeSolution Architect, TCS

Mr. Mousoom Sinha Project Manager, TCS

Reviewer & Approver Corporate TeamNamePosition

Roberto S. SangilBudgeting Analyst, HR - Organization Development

Ahmed BaaboudSr. Specialist OD, Strategic HR Management

Mr. Zuzer Tambawala Maaden Project Manager

Change Record

DateAuthorVersionChange Reference

19-Jan-2014Kapil Sharma1.0Initial Version

26-Jan-2014Roberto S. Sangil1.0First Revision

04-Feb-2014Jaydeep Banerjee1.1Review comments incorporated

06-Feb-2014Roberto S. Sangil1.12nd Revision

09-Feb-2014Jaydeep Banerjee1.22nd Review comments incorporated

13-Feb-2014Jaydeep Banerjee1.33rd Review comments incorporated

18-Feb-2014Jaydeep Banerjee1.44th Review comments from Zuzer incorporated

Note To Holders:If you receive an electronic copy of this document and print it out, please write your name on the equivalent of the cover page, for document control purposes.If you receive a hard copy of this document, please write your name on the front cover, for document control purposes.ContentsDocument Controli1.1Function11.1.1Scope11.1.2Objectives11.1.3Exclusion21.2Input21.2.1Data feeds21.2.1.1Source21.2.1.2Data cleansing / lookup31.2.1.3Data validation31.2.1.4Data integration31.2.2Data seeding31.2.2.1AOP31.2.2.2Forecasts31.3Process41.3.1Overall process flow41.3.2Data entry screens51.3.2.1Cost Centre wise ZBB headcount and Saudization % entry Form51.3.2.2Total Actual, Vacant and Approved position wise details for Forecast (Current Year)51.3.2.3Web form for entry of Non Employee Trainee details71.3.2.4Grade wise Entry of Basic Salary for New Employee by HR81.3.2.5Assumptions Input form for HR91.3.2.6Assumptions Input form for Cost Center101.3.2.7Entry of all non-driver based costs of each Cost Centre and Division151.3.2.8Entry form of percentage growth of personal cost for Business Plan Years by HR161.3.2.9Headcount Planning for Business Plan Years171.3.2.10Web form for entry of Non Employee Trainee details for Business Plan Year191.3.3Global Business rules191.3.4Workflow requirements191.3.5Data volumes191.4Output201.4.1On screen views201.4.2Formatted reports for Head count201.4.3OLAP reports201.4.3.1Output Report of Manpower cost calculation201.5Assumptions and dependencies201.6Related requirements201.7Task lists211.8Menus211.9Comments and notes21TCS Maaden MD.50 : Functional Design document of Workforce Planning

TCS Maaden MD.50: Functional Design document of Workforce Planning

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Note: To update the table of contents, put the cursor anywhere in the table and press [F9]. To change the number of levels displayed, select the menu option Insert>Index and Tables, make sure the Table of Contents tab is active, and change the Number of Levels to a new value.1. MD.050 - Functional Design Documents for Workforce Planning Application 1.1 Function

This document covers the workforce planning process of Maaden Corporate, MIC, MIMC and MWSPC. Work planning process covers Business Planning, Forecasting and Budgeting activities. Business Plan is normally happened during the second quarter of the year for next year and 4 more years after next year. Once Business plan is complete the organization start their forecasting and budgeting activities. 1.1.1 Scope

In Maaden, users start their planning process with Business Plan. In Business Plan data is collected at higher level, instead of position level. In Business Plan objective is to decide the goal of the organization instead of bringing the operational and financial control. In business Plan Headcount data is collected at Job Category and nationality wise. Based on the data collected, personnel costs are calculated.

Once the Business Plan is approved users start their budget and forecasting activity. At the time of forecasting, actual data come till last actual month and based on that Organization decides their required manpower for the remaining month in forecast Year (Current Year). In general, organization rarely changes their required headcount data, which is already approved at the time of budgeting of current year. Users start budgeting activity for Budget year, along with the forecast. Once the budgeting of headcount is done, it is used for calculation of Manpower cost.

For Manpower cost planning Hyperion will take the input from HRMS system in the format attached (in Data feed section) with Functional Design document. In Hyperion there is assumption web form, in which HR will enter assumptions for Manpower cost calculation of Budget Year and Business Plan years (4 more years at a high-level after budget year).

From Year 2014 budget, corporate introduced the concept of Zero Based Budgeting (ZBB) Process for Manpower Planning. All the HR will have option to put ZBB target Manpower Headcount and Saudization % for each Cost Centre, before the system will be open for Cost Centre owner for their headcount entry.

1.1.2 Objectives

Currently workforce planning is being done through excel templates. The process will be automated in the system and it will include following activities:

Data input will flow from HRMS system in the attached excel format. (For attached format please refer to Data feed section) subject to cleansing and compatibility. HR will enter the data of ZBB Headcount and Saudization %. HR will enter assumptions i.e. Promotion Increase %, EE Education, WE Education, SA Education, HRA %, WE Housing Allowance, Performance Bonus factor, Ramadan Bonus factor, Medical Insurance Rate, Number of SA dependents for Medical, Number of dependents for Medical(for WE and EE), Remote Area Allowance %, Shift Premium %, Project Hardship %, Security Allowance %, Transportation % etc. for EE, WE and SA. HR will enter grade wise basic salary for Budget Year for new and vacant position. Individual CC owner will enter required Headcount data for respective CC. CC owner will be able to run the Personnel cost calculation for their respective CC based on assumption entered by HR . Assumptions should be refreshed by HR at every budget cycle. There are some CC identified for holding the trainee pool data. For trainee pool CC, data will be entered at non-employee trainee category wise.. Then Headcount data entered by CC owner will go for parent CC Head for the approval. Once data is approved by CC head then it will go to HR. Once data is approved by HR, Personnel cost will be push to Finance for completion of their budget. Along with finance data once headcount data is approved, it will become the budget for the year.

1.1.3 Exclusion

1. Entity wise Revenue, direct and indirect cost (excluding Manpower Cost) are not part of this document and will be taken care in entity specific respective document.

1.2 Input

1.2.1 Data feeds

1.2.1.1 Source

#SourcePurposeDescriptionFrequencyRemarks

1.Mapping of Entity, Division and CC, that will appear in dropdown in the Hyperion application. (Separate for Individual Entities and one for Shared service. MIS Reporting & AOP.There is manual mapping created by user, which will be used to understand the mapping of each division with group of different CC.Once & whenever it will change.Current mapping has been provided. Additional changes to be provided as and when they are occur.

2.HRMS System

Budgeting, forecasting & MISEmployee wise master data will flow from HRMS and that will be used to create the Budget and forecasting.At the end of each month.

3.Mapping of unique position number with Employee No. Budgeting, forecasting & MISMapping of unique position number with Employee number. as maintained. Every time data will be loaded from HRMS system.

4.Actual Data from ERP at GL level to do Actual vs Budget/ Forecast.Variance analysisData will come through integration between ERP and Hyperion Planning.At the end of each month.None

5.Data input for Budget , forecast and business plan through web forms.Budget/ Forecast/Business PlanUser will enter their inputs for Budget, forecast and business plan using web forms.As and when requiredNone

6.List of CC for security Allowance and shift premiumBudget/ ForecastList of CC, employee of which will get this allowance. Whenever it will changeTo be provided by 6th March.

7.List of location for Remote area allowance, Project Hardship allowance & Social allowance.Budget/ ForecastList of location to decide whether Employee will getWhenever it will changeTo be provided by 6th March.

8List of Cost Centre for Corporate for Trainee Pool dataBudget/ Forecast/Business PlanList of CC in which organization wants to enter their trainee Pool data.Whenever it will changeTo be provided by 6th March.

1.2.1.2 Data cleansing / lookup

Provided Maaden will do the necessary data cleansing if required.

1.2.1.3 Data validation

None

1.2.1.4 Data integration

Proposed Hyperion Planning application will be integrated with E-Business Suite to extract the data using FDQM integrator and ERPi adapter.

Hyperion will receive position information from HRMS.

1.2.2 Data seeding

1.2.2.1 AOP

None

1.2.2.2 Forecasts

Seeding of headcount data of Budget or last forecast whichever is latest. Value will be copied in current forecast for current and future months. Copied value will be change by user as per their requirement.

1.3 Process

1.3.1 Overall process flow

Fig: High-level flow of data in the proposed Hyperion workforce planning system

Following is the high level flow of information (as depicted in the figure above) to be built into the proposed Hyperion workforce planning solution:

1. Data for the existing employees flows from Oracle HRMS into Hyperion2. Calculation of total headcount and personnel cost to be calculated for every cost center3. New headcount shall be entered by respective Cost Center owners through data entry webforms in Hyperion4. Assumptions such as grade-wise salary, Saudization percentage shall also be input by HR through specific Hyperion webforms5. The aggregated manpower headcount and cost shall then go for approval to the parent cost center owner and thereafter to the HR approver6. If approved by HR the manpower cost would be rolled up to the company personnel costs and the approved headcount shall go to the President for final approval7. If president wants to cut down the newly requested positions and respective cost, system will copy the entire data into another version to provide provision to HR to delete newly requested positions for all cost centers and reduce respective cost for all cost centers.

TCS Maaden MD.50 : Functional Design document of Workforce Planning

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1.3.2 Data entry screens

1.3.2.1 Cost Centre wise ZBB headcount and Saudization % entry Form

ZBB Headcount(Budget Year)Saudization %

CC1

CC2

CC3

..

CC..

Note:-1. The above ZBB headcount and Saudization % will be entered by HR as a first level for Budgeting process.2. A report will be created to show the variance between ZBB headcount and actual Head count. 3. A report should be created to show the Saudization % variance between Budget & actual for each CC.

1.3.2.2 Total Actual, Vacant and Approved position wise details for Forecast (Current Year)

Cost Centre DropdownDivision Dropdown

FCT Year FCT Year FCT Year FCT Year FCT Year FCT Year FCT Year Bud Year

Unique Position NumberEmployee NumberJob CategoryPosition TypeCategoryActual GradeDate of JoiningEnd DateEnd Date

1_Accountant 1

2_Accountant 2

3_Accountant 3

4_Accountant 4

Note:-1. Employee Number is just for information purpose.2. Job Category will have following details:-a. Executiveb. Managementc. Superintendent & Section Head Advisord. Consultant & Senior Professionale. Professionalf. Para-Professionalg. Security & Safetyh. Skilledi. Semi-Skilled3. Position Type will have following details:-a. Regularb. Contractorsc. Trainee PDPd. Trainee OJT He. Trainee OJT D4. Category will have following details:-a. SAb. EEc. WE

Note: The Job Category will be classified further to capture recruitment cost.

1. Executive will be under Executive2. Management, Superintendent & Section Head Advisor and Consultant & Senior Professional will be under Management3. Professional, Para-Professional, Security & Safety, Skilled and Semi-Skilled will be under Professional.

New Headcount request for existing positions and new positions (Budget Year)Year DropdownCost Centre DropdownDivision Dropdown

Position NoJob CategoryPosition TypeActual Grade(e.g. SA17 / EE17 / WE17)Joining MonthLocation

1_New Hire

2_New Hire

3_New Hire

4_New Hire

5_New Hire

Note:-1. By right click menu option new hire can be added dynamically. 2. Once the budget will freeze, user will map the New hire details with Position no. 3. Salary calculation will start from date of joining.4. There will be a smart list for selection of remote area as Yes or No.

Webform to see the Headcount comparison

Cost Centre Dropdown

Current year Budget (in last Year)CYActualForecast of CYBudget of Next YearBudget Year

Year TotalYear TotalYear TotalYear TotalZBB Headcount

SA

EE

WE

Total

Note:-1. In above form users will be able to see the total Headcount data of approved budget for CY, Forecast Headcount of Current year and Budget headcount of next year.

Webform to see the comparison of Personnel cost

Cost Centre Dropdown

Current year Budget (in last Year)CYActualForecast of CYBudget of Next Year

Year TotalYear TotalYear TotalYear Total

Basic Salary

Overtime

..

All the calculated personnel cost

Validation Rule

None

Business Rule

1. Budget Year Head count = Forecast Year Headcount + To be hired in Budget Year.

Actors & security

RolesSecurity

TBD

1.3.2.3 Web form for entry of Non Employee Trainee details

Headcount/Trainee CostCost Centre Dropdown

JanFebMar....DecYear Total

SMP

JIC

JTI

SMAP

Others

Others (PDP)

Others (OJT H)

Others (OJT D)

Mubadarh Trainee

Note:-1. Above form is for maintenance of Pool of trainee.2. List of CC to be provided by each Affiliate.3. Trainees do not hold unique position; will be entered in above web-form at total level.4. Above form is created to capture actual trainee details since it is not available in system (excluding PDP and OJT trainees as positions are available for them).

1.3.2.4 Grade wise Entry of Basic Salary for New Employee by HR

POV (Affiliate Entity Default CC Default Division)

FCT YearBud Year

EE1

..

EE25

WE1

.

WE25

SA1

.

SA25

EX22

----

EX27

Note:-1. Every Basic Salary of last budget will become Basic Salary of FCT Year. 2. Performance increase % will not applicable for employee joined in current year.3. New Employee will get the weighted average Merit increase % in the year of joining. 4. Each Entity will have different grade wise Salary5. All HR assumptions will be entered by HR prior to starting the process. All entry webform will be on one location.

Validation Rule

None Business Rule

None

Actors & security

RolesSecurity

TBD

1.3.2.5 Assumptions Input form for HR

(POV Affiliate EntityDefault Division Default Cost Centre)

BY

% of Mid-Point of Grade Rate

Salary Increase %

Salary Adjustment %

Merit Increase %

Promotion Increase %

EE Education (SAR)

Max EE Education (SAR)

WE Education (SAR)

Max WE Education (SAR)

EX Education (SAR)

Max EX Education (SAR)

GOSI Contribution % for SA

GOSI Contribution % for EE_WE

GOSI Housing Factor

Housing Allowance Factor

Min Housing Single

Min Housing Married

Performance Bonus %

Ramadan Bonus Factor

Medical Insurance Amount Per Head (SAR)

Remote Area Allowance %

Shift Premium %

Project Hardship %

Security Allowance %

Security Allowance Minimum (SAR)

Transportation %

Min Transportation (SAR)

Settling in Grant (SAR)

Baggage Allowance (SAR)

Employee Social Allowance %.

WE Visa Fee (SAR)

EE Visa Fee (SAR)

Iqama Fee (WE & EE) (SAR)

Vacation Air Fare EE (SAR)

Vacation Air Fare WE (SAR)

Severance %

Service Award for 5 Years (SAR)

Service Award for 10 Years (SAR)

Service Award for 15 Years (SAR)

Service Award for 20 Years (SAR)

Service Award for 25 Years (SAR)

Executive Recruitment Fee (SAR)

Management Recruitment Fee (SAR)

Professional Recruitment Fee (SAR)

WE Married Dependent

EE Married Dependent

No. of Trip for WE Married

No. of Trip for EE Married

No. of Trip for WE Single

No. of Trip for EE Single

Savings Plan Employee Contribution %

Savings Plan Interest %

1.3.2.6 Assumptions Input form for Cost Center

(POV Affiliate EntityDefault Division)Cost Center Dropdown

BY

No of Hours for Overtime

Note:- 1. All the assumption should be created as variable so that HR user can change it according to his requirement.2. Assumption of last budget will become assumption for current Forecast. For example if I am in year 2014 then assumption of Budget 2014 will become assumption for forecast 2014. So same assumption will be used for Budget and Forecast years.3. User should be able to run cost calculation rule at CC level.4. New employee will not be eligible for Merit increment (Inc) %, Promotion (Inc) % and Salary Adjustment (Inc) % in July, if he joined during the year.5. Each Entity will have separate Assumption table for Salary calculation. 6. Merit increase, Promotion increase and Salary adjustment will apply from the month of July.7. Employee joined after the month of Jan in Budget Year, will not get any increase in Budget year. 8. Ramadan Bonus month need to be created as variable and based on the variable calculation will be happened.9. Put SAR where Amount is applicable.10. GOSI Housing Factor is a driver required to calculate GOSI contribution when employee is not getting Housing allowance.

Validation Rule

None

Business Rule

For Existing EmployeeFor New Employee

Basic SalaryCY Basic Salary (1+ Salary Increase % + Merit Increase % + Promotion Increase % + Salary Adjustment %)Basic Salary X ((1+ Salary Increase. % + Merit Increase % + Salary Adjustment %) /12) X No of months from Joining )

Education AssistanceIf grade is EE12 and above then no of children X EE Education (SAR) or Max EE Education (SAR) whichever is lower.

If WE12 and above then actual no of children X WE Education (SAR) or Max WE Education (SAR) whichever is lower.

If Grade is EX then actual no of children X EX Education (SAR) or Max EX Education (SAR).Same as Existing.

Overtime SalaryBasic Salary X No of Hours for overtime / 240.(For Grade 10 or Below)Basic Salary X No of Hours for overtime / 240. (For Grade 10 or Below)

GOSI ContributionIf Employee is SA then Basic Salary + Housing allowance) X GOSI Contribution % for SA

If Employee is EE/WE then Basic Salary + Housing allowance) X GOSI Contribution % for EE/WENote:-1. If any employee is not getting Housing allowance then Housing for GOSI will be Basic Salary/ GOSI Housing factor.

2. If Total of monthly Basic Salary + Housing allowance is more than SAR 45000 then calculate GOSI on SAR 45000.

If Employee is SA then ((Basic Salary + Housing allowance) / 12) X GOSI Contribution % for SA

If Employee is EE/WE then ((Basic Salary + Housing allowance) / 12) X GOSI Contribution % for EE_WE

HousingIf Grade is SA/EE/WE 12 and above and status is married then Housing Allowance Factor X Basic Salary or Min Housing Married whichever is higher

If status is single then Housing Allowance Factor X Basic Salary or Min Housing single whichever is higher

If Grade is SA/EE/WE12 and above Housing Allowance Factor X Basic Salary or Min Housing Married

If status is single then Housing Allowance Factor X Basic Salary or min Housing single

Ramadan BonusBasic Salary X Ramadan Bonus factor (the amount will be paid in Ramadan Month Variable)Basic Salary X Ramadan Bonus factor X Month from Date of Joining/12

Performance BonusBasic Salary of Dec of Budget or Forecast Year X Performance Bonus % (To be paid in Performance Bonus month)Basic Salary of Dec of Budget or Forecast Year X Performance Bonus % X After date of joining /365. (Performance Bonus month)

Medical InsuranceIf Grade is below EE12, WE12 then 1X Medical Insurance Rate.

Else (1 + total no of dependents) X Medical Insurance Rate

If Grade is below EE12, WE12 then 1X Medical Insurance Rate.

Else If Grade is above EE12 (1 + EE Married Dependent) X Medical Insurance Rate

Else If Grade is above WE12 (1 + WE Married Dependent) X Medical Insurance Rate

Remote AreaIf Grade is SA and location is (Variable Remote area different for each entity) then Basic Salary X Remote area allowance %.

Same as existing

Shift allowanceIf Grade is 12 and below & and coming under variable Shift CC then Shift allowance % X Basic Salary.

Note:- If Job Category is Professional then they will not get shift allowance even if fall under that condition. Same as existing.

Security AllowanceBasic Salary X Security Allowance %. Or Security Allowance Minimum whichever is higherIf CC is variable Security CC then Basic Salary X Security Allowance %. Or Security Allowance Minimum whichever is higher.

Project HardshipIf location is Proj_Hardship then Basic Salary X Project Hardship allowance %.Same as existing.

Severance ProvisionIf no of days of service is less than 1825 then (Basic Salary +Housing allowance + Transportation allowance + Ramadan Bonus) X No of days of service / 730

Else {(Basic Salary +Housing allowance + Transportation allowance + Ramadan Bonus) * 1825/730} + (Basic Salary +Housing allowance + Transportation allowance + Ramadan Bonus) X (Total days of service -1825)/365}

Same as existing

Severance(CY Severance provision LY Severance provision) X Severance %Same as existing

Transportation Basic Salary X Transportation % or Min Transportation, whichever is higherSame as existing.

Settling in GrantNASettling in Grant in the month and year of joining.

Baggage allowanceNABaggage allowance in the year and month of joining.

Service awardsIf completed year is 5 then Service award 5, if 10yrs then Service award 10, if 15yrs then service award 1, if 20yrs then service award 20, if 25yrs then service award 25 in the month of completion.NA

Employee social allowanceIf location is Social_allow and grade is 12 and above then Employee social allowance % X Basic Salary If location is Social_allow and grade is 12 and above then Employee social allowance % X Basic Salary

Iqama FeeIf grade is EE/WE12 and above then Iqama Fee (WE & EE)X(total no of dependents + 1 )/12.

If grade is below EE/WE12 then 1 X Iqama Fee (WE & EE)/12.Iqama Fee (WE & EE)(1+ WE Married Dependent or EE Married Dependent ) / Total no of month after date of joining left till end of the year.

If grade is below EE/WE12 then 1 X Iqama Fee (WE & EE) / Total month after date of joining.

Visa FeeIf status is married and WE then WE Visa fee X (total no of dependents + 1 or WE Married Dependent) whichever is lower X 2(twice in year).

If western single then WE Visa fee X 2 (twice in year).

If status is married and EE then EE Visa fee X (total no of dependents + 1) or EE Married Dependent whichever is lower.

If western single then EE Visa fee.

If status is married for WE then (1+WE Married Dependent) X WE Visa Fee/Total no of month after date of joining.

If status is married for EE then (1+ EE Married Dependent) X EE Visa Fee/Total no of month after date of joining.

If status is single of EE then 1 X EE Visa fee/Total month after date of joining.

If status is single for WE then 1 X WE Visa fee/Total month after date of joining.

Vacation air fareIf employee is WE 12 and above & status is married then ((1+ Total no of dependents or WE Married Dependent whichever is lower) X Vacation Air Fare WE X No. of Trip for WE Married)/12 .

Else below WE12 then vacation Vacation Air Fare WE X No. of Trip for WE Single

If employee is EE 12 and above & status is married then Vacation Air Fare EE X (1+ Total no of dependents or EE Married Dependent whichever is lower) X No. of Trip for EE Married.

If below EE12 then Vacation Air Fare EE x No. of Trip for EE Single.

If employee is WE 12 and above then Vacation Air Fare WE X (WE Married Dependent +1) X No. of Trip for WE Married.

Else below WE12 then Vacation Air Fare WE X No. of Trip for WE Single

If employee is EE 12 and above then Vacation Air Fare EE X (1+ EE Married Dependent) X No. of Trip for EE Married.

If below EE12 then Vacation Air Fare EE x No. of Trip for EE Single.

Recruitment FeeRecruitment Fee in the month and year of joining based on the Job Category Executive / Management / Professional.

Savings Plan((December Basic Salary X Savings Plan Employee Contribution % X 12) + (("Accumulated Employee Contribution" X Savings Plan Interest %)/12))/12 FOR SA((Basic Salary X Savings Plan EC % X 12) / Total month after date of joiningFOR SA

Note: All calculation for new employees should be based on total no of month after date of joining left till end of the year.

Actors & security

RolesSecurity

To be defined

1.3.2.7 Entry of all non-driver based costs of each Cost Centre and Division

Cost Center DropdownDivision Dropdown

JanFeb

2020 Casuals and Contract Labour

2060 Summer Employee

2200 Communication

2210 Field and Camp and Foods

2222 Leased Housing Accommodation

2228 Buy Out Package

2235 Relocation Grant

2241 On Call Duty Allowance Not Called In

2242 On Call Duty Allowance Called in to Work

2250 Rescue Team Premium

2260 Temporary IT Allowance

2267 Home Ownership allowance

2268 Company share-Home Ownership program

2295 Accrued Vacation Provision

2400 Business Travels & Related Expenses

2410 Business Travels Airfare

2420 Scholarship & Training Fees

2430 Training Travel Expenses

2440 Training Travel Airfare

2570 Stipends

Notes:-1. All the above cost will be entered by respective CC owner. 2. User of above form need to be decided.

Validation Rule

None

Business Rule

None

Actors & security

RolesSecurity

TBD

1.3.2.8 Entry form of percentage growth of personal cost for Business Plan Years by HR

(POV Affiliate EntityDefault Division Default Cost Centre)

BP1BP2BP3BP4

Management

Executive

Superintendent & Section Head

Advisor, Consultant & Senior Professional

Professional

Para-Professional

Security & Safety

Skilled

Semi-Skilled

Notes:-1. All the above percentage will be entered by respective CC owner.

Validation Rule

None

Business Rule

System will calculate average manpower cost based on the budget year data and then apply percentage growth of personal cost to arrive average manpower cost of business plan year.

Actors & security

RolesSecurity

TBD

1.3.2.9 Headcount Planning for Business Plan Years

Cost Center DropdownDivision DropdownDivision Dropdown

CY BudgetCYActualCYFCSTACT+FCSTBP 1BP2BP3BP4

Management National110

Expatriate(WE)88

Expatriate(EE)77

ExecutiveNational

Expatriate(WE)

Expatriate(EE)

Superintendent & Section HeadNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

Advisor, Consultant & Senior ProfessionalNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

ProfessionalNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

PDP

Para-ProfessionalNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

PDP

OJT H

OJT D

Security & SafetyNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

PDP

OJT H

OJT D

SkilledNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

OJT H

OJT D

Semi-SkilledNational

Expatriate(WE)

Expatriate(EE)

Sub-contract EE

SC WE

SC SA

OJT H

OJT D

Notes:-1. All the above cost will be entered by respective CC owner.

Validation Rule

None

Business Rule

1. Total Personnel Cost = Avg Salary (Grade & category wise) X Head count of each Category and Nationality.2. CY Budget = Headcount of CY will flow here.

Actors & security

RolesSecurity

TBD

1.3.2.10 Web form for entry of Non Employee Trainee details for Business Plan Year

Cost Centre Dropdown

Headcount/Trainee Cost

Bud of CYBudget YearBP1BP2BP3BP4

SMP

JIC

JTI

SMAP

Others

Others (PDP)

Others (OJT H)

Others (OJT D)

Mubadarh Trainee

Note:-1. Above form is for maintenance of Pool of trainee.2. List of CC to be provided by each Affiliate.3. The additional trainees which do not hold unique position will be entered in above web-form at total level either by CC or HR.

1.3.3 Global Business rules1. Batch script for calculation of Salary cost of Affiliate.2. Batch script for pushing Salary data in finance.

1.3.4 Workflow requirements

Approval Levels

TBD

1.3.5 Data volumes

#StageItemVolumeHistory

1.4 Output

1.4.1 On screen views

None

1.4.2 Formatted reports for Head count

1. Report by Saudi & Non Saudi.1. Actual vs Budget Headcount.1. Grade wise Headcount.1. Actual Vs Budget Comparison by Headcount.1. Location wise Report.1. Cost Centre level Actual vs Budget Headcount.

1.4.3 OLAP reports1.4.3.1 Output Report of Manpower cost calculation

1. Report by Saudi & Non Saudi.2. Actual vs Budget Headcount.3. Grade wise Headcount.4. Actual Vs Budget Comparison by Headcount.5. Location wise Report.6. Cost Centre level Actual vs Budget Headcount.7. G&A Report8. Non-Employee trainee Report

Note:-1. Users want to have all the above mentioned report in Fixed format and Smart view, so that smart view report he can further change as per their requirement for further analysis. 2. Corporate want to access the headcount data of each affiliate and want to have consolidated report of Maaden as a whole.3. All the reports will be available by cost center, division, affiliates, summary level, summary by affiliates, job category level.

1.5 Assumptions and dependencies

All the required fields are present in HRMS system as described in HRMS upload format. Mapping of position and Employee no is accurate. All the financial figures will be in SAR (Saudi Arabian Riyal). Reporting can be done in USD on the basis of exchange rate table to be maintained in system. Forecasting will be monthly or when required.

1.6 Related requirements

None

1.7 Task lists

None

1.8 Menus

None

1.9 Comments and notes

1. The Application will be multi-currency. So that user will be able to see the data in USD and SAR.2. A common set of versions and scenarios will be maintained in application. The number and type will be decided during database design.3. Changes to application database structures Entity, Division, Cost Centre, Natural Account etc will be handled in a uniform manner for all functions. The common design will be finalized during database design and communicated to all functional teams.4. Screen layout may change depending on common application database design, which will be finalized after all requirements are captured and analyzed. The actual name of member may be different from name mentioned in document to minimize the no of members.

Sheet1Compnay/AffiliatesOrganizationDivCCAnalyticalLocationEmp NoEmp NamePosition NumberTitle/ PositionJob CategoryGradePeople_GroupPerson_TypeAssignment CategoryMarital StatusTotal No of dependentDate of joiningDate of BirthNo of days in serviceHousing Allowance EligibilityShift Allowance EligibilitySecurity Allowance EligibilityRemote Area EligibilityBasic Salary

ExecutiveRegularManagementContractorsSuperintendent & Section Head AdvisorTrainee PDPConsultant & Senior ProfessionalTrainee OJT HProfessional Trainee OJT DPara-ProfessionalCasualSecurity & SafetySecondeesSkilledSemi-Skilled

Sheet1Unique Position NumberPosition NamePosition Type

Sheet2

Sheet3