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Q: 1) SAP allows you to monitor and to report on the expiration of certain key events
(e.g. probation, work permit, medical examination). Which key events do you wish
to record?
A
Date Specifications
Q: 1) What key dates do you want to record against your employees?
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Grievances
Q: 1) If you track grievances, disciplinary actions or harassment incidents on
employees, provide as list of each type and detailed description of the business
process.
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Objects on Loan
Q: 1) Do you wish to record the loan of company property (e.g. PCs, mobile
telephones) and an identifying number against employees? If so, list these items.
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Basic Pay
Q: 1) Describe your pay structure.
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Q: 2) Will your company perform global salary increases and, if so, provide the
details?
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Q: 3) Please provide your companys Basic pay details?
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no holiday pay
Recurring Payments/Deductions/Accruals
Q: Please provide your companys allowances and deductions?
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Additional Payments
Q: Please provide your companys additional payments?
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Loans
Q: Please provide your companys Loan details?
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Cost Distribution
Q: 1) Do you want to capture the cost of each employee?
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Q: 2) Do you need to distribute salary of employees between different cost centers?
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Social Insurance and Benefits
Q: 1) Does your organization make use of the employee insurance statement? If so,
which one?
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Q: 2) Does your organization provide a private health insurance scheme? If so,
please specify.
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Q: 3) Which calculation method is applicable to the Social Insurance (GOSI) days?
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Q: 4) How many different contribution percentages are applicable to each Social
Insurance (GOSI) scheme?
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Q: 5) How do you calculate End of Service Benefits?
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Qualifications / Requirements
Q: 1) Do you have skills, competencies, qualifications, or requirements in your
company? If you do, you need a qualifications catalog containing a hierarchical
structure of the qualifications of interest to your specific company.
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Q: 2) How do you evaluate these qualifications/requirements? Maintain the
appropriate scales (e.g. Language Scale with proficiencies 1 to 5).
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Q: 3) Are there any alternative qualifications? (E.g. Knowledge of AmiPro as an
alternative to knowledge of Word).
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Q: 4) For which employees should qualifications be maintained?
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Q: 5) For which jobs/positions should requirements be maintained?
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Q: 6) Do you perform profile match ups between requirements profiles and
qualification profiles?
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Q: 7) If qualification deficits detected, do you want the system to propose training
measures to rectify the situation?
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Q: 8) Do you try to find employees with specific qualifications or employees suitable
for specific jobs/positions?
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Q: 9) Do you want to find qualified applicants for vacant positions?
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Development Plans
Q: 1. Will you be planning to capture employee development needs?
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Personnel Time Management
Work Schedules
Q: 1) In which way the Working Hours Decree implemented in your organization.
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Q: 2) Name your shifts.
Information: For each group of employees, the time management requirements are
based on certain expectations. These expectations must be defined in the form of
work schedules for each of the groups of employees. This includes the description of
possible deviations from these expectations
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Q: 3) Which patterns do your shifts use? E.g. weekly or monthly or rotating
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Q: 4) Describe the daily shifts. Specify start and end times, planned working hours
and breaks for each of these daily shifts. How do public holidays affect these daily
shifts?
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Q: 5) Do you have rules that change your daily shifts (for example, the last working
day before a holiday ends at noon)? Provide a list of such rules.
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Personnel Time Specifications Administration
Q: 1) How does your organization calculate/express absenteeism due to illness?
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Q: 2) please, describe the process of sickness and recovery notification and indicate
which information is provided and how.
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Q: 3) Does your organization make use of notifications of sickness and recovery? If
so, to who are they sent?
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Q: 4) You must identify rules and policies, as they determine the kind of time data
you collect. What kind of data is collected? For example, do you need to record
A: .
Q: 2) If there is more than one business event location, do you need to define a
location hierarchy?
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Business Event Group
Q: 1) Define the business event hierarchy for the business event catalog?
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Business Event Type
Q: 1) Which information should be stored for the business event type?
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Resource Type
Q: 1) Are rooms already available for the business events, or are external resources
accessed?
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Q: 2) Do the resources only consist of rooms, or do you want to use the system to
manage other resources too, such as beamers and overhead projectors?
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Q: 3) Are the instructors employees at the enterprise, or are they also external
persons?
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Business ProcessesPersonnel Actions
Q: 1) What other modules and sub modules are integrated with personnel
administration?
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Q: 2) What are the typical Personnel Actions, which occur in your organization (e.g.
hiring, salary adjustment, termination, transfer)?
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Q: 3) What are the reasons you would like to record for each of these Actions?
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Q: 4) Which Personnel Actions set what status?
Explanation: All employee records must have an employee status (i.e. terminated,
active, inactive, and retired). Personnel Actions are used to record an employee
status wherever necessary (e.g., Hiring sets status to Active). Wherever necessary,
which Personnel Actions set what status?
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Q: 5) What data (e.g. addresses, basic pay) would you like to incorporate in each of
these Personnel Actions?
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Q: 6) Are there any Personnel Actions that should perform by different user groups?
Explanation: Group of users may have differing access levels or responsibilities to
maintain Personnel Actions (e.g. different countries). This accomplished by defining
user groups, which display different sets of info types (Info groups).
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Q: 7) Do you have the requirement to transfer employees between countries?
Explanation: SAP has the facility to combine the hiring and termination actions
when transferring employees between countries.
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Q: 8)If an employee resigns, how your company pays the final settlement amount?
(Either check or cash)
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RecruitmentProcessing Receipt of Application
Q: 1) "WORKFLOW - Within Recruitment a mail can be sent for every administrative
task to any of the following people: Personnel officer responsible for applicant,
person responsible for action, person responsible for reference action.
A: Q: 2) Applicant groups and applicant ranges decide the applicants according
hierarchical or functional structure. Which way do you prefer?
A:
Applicant Pool Administration
Q: 1) In order to process the applicants data correctly, the applicant goes through
different recruitment processes. Ex: Initial Data load, add additional data, reject
applicants etc. List the processes that are applicable to applicants in your
companies.
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Q: 2) List the names, forms of address and telephone numbers of the recruitment
officers that will be responsible for processing applications
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Q: 3) If your company uses status reasons indicating why an applicant is rejected,
please provide a list.
A: Yes , the company uses status reasons indicating why an applicant is rejected.
List will be given later in text format.
Q: 4) If you want to create and assign your own numbering system indicate the
desired number ranges in the text box. Number ranges hold eight characters. Ex.
00000000 to 99999999
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Notification of Rejection of Application
Q: 1) Do you use one standard rejection letter for all applicants or different letters?
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Q: 2) If your company sends out a notification of rejection to applicants, please
specify the status reasons for the rejection status?
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Q: 3) What procedure does the company follow when an applicant rejects the
contract letter that is sent to him/her?
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Personnel Cost Planning
Q: 1) Is the cost projection for personnel costs incorporated into the organizations
overall budget plan?
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Q: 2) Which default period used as the basis for your cost calculations?
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Q: 3) Do you wish to ensure that people who are not authorized to display an
organizational structure also not authorized to view the cost planning for this
organization?
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Q: 4) Would you like to use different display options like graphics and tables in
Excel?
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Q: 5) If your company utilizes the projected pay cost planning method, define the
wage elements that used in your corporation.
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Q: 6) If your company intends to use Personnel Cost Planning, which of these
projected costs methods would suit your needs the best. Actual Payroll Costs (would
need to run R/3 Payroll), Employee Basic Pay or Notional Wage Element Costs
A: Q: 7) Results of Cost Planning need to be transferred to the CO module and to be
included in overall financial budget planning.
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Personnel Time ManagementEntry of Personnel Time Specifications
Q: 1) How are attendances and absences recorded?
A:
Q: 2) Do you have a practice of compensating employees for entitlements (e.g.,
vacation, sick leave, etc.)?
A: Q: 3) How do you handle the situation of incomplete pair formation? For example,
No clock-in: Error No clock-out: Error and/or no clock-out: Delimit time pair with end
of planned work time
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Q: 4) How do you handle situations where time data overlaps, e.g., differences
between recorded absences and time events; doctor's visited and overtime on the
same day?
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Q: 5) How do you handle situations affecting the day in general, e.g., an employee
is at work on a day off, no time data on a workday, vacation on a public holiday?
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Q: 6) Are you required to guarantee a minimum break time, e.g. dependent on the