Daimler Chrysler Real Time Sap HR Blue Print

Human Resources
Business Blueprint
FOCUS @ DCRTI
Facilitate Optimize Communicate Unify
DCRTI
with
SAP @
SAP HR
Implementation
Version: 1.0
________________
BBP Sign Off Date
______________________
Signature Customer
Project Manager-DCRTI
____________________
Signature Consulting
SAP HR Consultant PwC India
Created by
Raj Kumar Nammi
Created on
28/09/2005
Version: 1.0
Table of Contents
PROCESS DOCUMENTATION...........................................................................................................................................3
0.1 PERSONNEL AREAS AND PERSONNEL SUB-AREAS ................................................................................................................4
0.2 EMPLOYEE GROUPS AND SUB-GROUPS..............................................................................................................................5
1 ORGANISATION STRUCTURE........................................................................................................................................8
1.1 ORGANISATIONAL UNIT..................................................................................................................................................8
1.2 JOBS............................................................................................................................................................................9
1.3 POSITIONS..................................................................................................................................................................10
1.4 REPORTING STRUCTURE ...............................................................................................................................................13
1.5 INTEGRATION..............................................................................................................................................................13
1.6 PLAN VERSIONS...........................................................................................................................................................14
2 PERSONNEL ADMINISTRATION - MASTER DATA MAPPING...........................................................................14
2.1 HIRING / JOINING ACTIVITIES (FOR NEW RECRUITS).........................................................................................................14
2.2 EXTENSION OF CONTRACT.............................................................................................................................................20
2.3 MANAGE TRANSFERS, SECONDMENTS AND DEPUTATIONS..................................................................................................21
2.4 MANAGE SEPARATIONS................................................................................................................................................24
2.5 EMPLOYEE MASTER DATA..............................................................................................................................................27
7.
PERSONNEL TIME MANAGEMENT......................................................................................................................30

7.1 TIME MANAGEMENT ..................................................................................................................................................31
7.2 PERSONNEL TIME PLANNING......................................................................................................................................33
7.3 PERSONNEL TIME RECORDING....................................................................................................................................38
8. PAYROLL INDIA.......................................................................................................................................................40
8.1 PAYROLL - INDIA PROCESS FLOW.................................................................................................................................40
8.2 DCRTI PAYROLL INPUTS FOR PAYROLL PROCESSING ....................................................................................................44
8.3 PAYROLL INTEGRATION WITH FICO.............................................................................................................................58
Business Blue Print: DCRTI - SAP HR implementation
FOCUS @ DCRTI
Process Documentation
FOCUS @ DCRTI
1.
Enterprise Structure
0.1
0.1.1
Personnel Areas and Personnel Sub-areas

Personnel Areas
Personnel Areas represent a subdivision of the company code, applicable to employees. They perform the
following functions:
enables the generation of default values for data entry (eg determination of payroll accounting areas);
acts as a selection criterion for reporting; and
acts as a unit in authorisation checks.
Although a Personnel Area can only belong to one company code, they are further divided into Personnel
Subareas.
Personnel Area in SAP will represent the circle to which the employee belongs. As DCRTI is functional from one
geographical location, only one personnel area is defined.
S.No.
1.
Personnel Area Text

DaimlerChrysler - Bangalore
Personnel Area Code

DCBL
The Personnel area will be linked to the Company Code DCRT and assigned to country grouping 40 (India).
Codification logic
The personnel area codification would follow the logic of : First 2 Place holders referring to the Company Code
ie. DC and the second 2 place holders indicate the location of the personnel area i.e, BL so the total code
will be DCBL. Coming to the Personnel Sub Area codification there is no specific logic maintained, the name
of the each functional department is considered as the Personnel subarea Thus it would be possible to identify
from the code itself which company the particular Personnel Area is assigned to. Similarly in the case of
personnel sub area, unique identification is made possible through the code itself.
0.1.1.1 Personnel Subareas

Personnel subareas are a subdivision of the personnel area. Personnel Subareas are used in personnel
administration, personnel time management, and payroll accounting in SAP. Personnel subareas are grouped to
form further subgroups based on work schedule planning, holiday calendar, absence counting, professional tax
computation etc.
A list of Personnel Areas and their corresponding Personnel Sub Areas are given here under.
S.No
1
Personnel Area
DCBL
Personnel Subarea
PROJ
TLES
PLMS
VENG
QATY
EPSL
BSER
INSO
CADM
FICO
HRMS
Personnel Subarea Text

Projects
Tools and Embedded Solutions
Project life cycle management Solutions
Vehicle Engineering
Quality
Enterprise Solutions
Business services
Intelligent Systems
CAD / CAM
Finance & Controlling
Human Resources
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SYAD
FACS
TRVL
CURL
ICMT
VMGT
MDOF
System administration
Facilities
Travel
Customer Relations
Inter Cultural Management
Vendor management
MDs Office
Comments
The actual physical location is required to be recorded since the personnel subareas are mapped to a state for
the purpose of professional tax computation. Hence in case of employees who are in Bangalore they will be
mapped to state Karnataka for professional tax purposes.
The holiday calendar in SAP is mapped to the personnel area and hence personnel subareas need to be defined
at a level which represents the actual physical location. So employees of Bangalore can be mapped to holiday
calendar of DCRTI.
0.2
Employee Groups and Sub-groups
Employee Groups (EG) and Subgroups (ESG) are primarily used to classify employees into discrete groupings
to streamline processing, data entry and report selection by enabling validation, default values and authorisation
checks. ESGs are attached to one or more EGs.
The specific organizational functions of the Employee Group include:
Generation of default values for data entry, for example, for the payroll accounting area or an employee's
basic pay.
Selection criterion for reporting.
Act as an authorization check unit.
The following Employee groups will be defined in system.
0.2.1.1 Employee Groups

Code
Description
Employees
Employees Under
Limited Period
Contract
Company Consultant
Expat Regular
Definition
All Probationers and confirmed probationers
(or) employees who are on regular rolls
Taken for specific position. Most cases there
are a time limit. The contract is between the
individual and the Company. They are on
payroll of DCRTI
Contract between DCRTI and a professional
service firm. Time/Work done to be traced for
individuals assigned by the professional
services firm/ individual. But not on Payrolls of
DCRTI
Expatriates who are recruited as regular
FOCUS @ DCRTI
Expat Contract
employees.
Expatriates who are engaged on contracts.
Overseas employee
DCRTI employees working outside of India.
Trainee
Students
ATG
Employee who is recruited as a trainee,

employment terms other than probationers or
regular apply eg. GET/MT
Interns who are on stipend for a limited period
with out any allowances
Employees from DCAG working in DCRT on
contract basis. Payroll is run for from DCAG
only and not from DCBL
ITP
International Training Program
0.2.1.2 Employee Subgroups

Employee Groups are further divided into Employee Subgroups (ESG) which controls the following key
functions:
The most important control features are as follows:
You can standardize or differentiate how an employee is dealt with for a personnel calculation rule using
the grouping of employee subgroups. For example, you can control whether an employees
remuneration is calculated on a monthly or hourly basis using this grouping.
You determine which wage types are permissible for which employee subgroups using the employee
subgroup grouping for the primary wage types.
You determine which work schedules are permissible for which employee subgroups using the
employee subgroup grouping for the work schedule.
The employee subgroup is a selection criterion for reports.
Employee subgroups are an authorization check unit.
The following employee subgroups will be defined in the system
Employee group
E,C,F,X,N,O,T,S,A, I
Employee Subgroup
L0
L1
L2
L3
L4
L5
LS
ST
DR
Text of ES
L0
L1
L2
L3
L4
L5
LS
STUDENTS
DRIVERS
Role Mapping
Level
Level 0
Knowledge
Limited to
Concepts,
theories and
principles.
Role
Fresher from the campus,
work is assigned based on
the qualification/project
work in academics.
He/she will be in learning
Interaction/Influence
Interaction with
immediate supervisor
Span of
Control
Nil
Education
BE / MCA
Exp
0 - 1 Year
FOCUS @ DCRTI
phase
Level 1
Level 2
Level 3
Level 4
Limited to
Concepts,
theories and
principles.
Learning how
to use the
same in active
business
situations
Has greater
depth of
knowledge on
implementing
concepts on
active
business
situations. Has
developed
knowledge on
his specific
work area
Has thorough
knowledge of
his work area /
domain. Is
exposed to the
macro picture
of his/her
division/SBU.
Is exposed to
the macro
picture of the
organisation
and uses that
knowledge
increasingly in
his functioning
Works on routine
assignments that require
following standard
procedures and practices.
Receives close guidance
and detailed instructions
on work, prioritisation.
Works under close
supervision.
Works on routine
assignments that require
following standard
procedures and practices.
Starts getting exposed to
problems with slight
complexity. Handles his
assignment more
independently. Starts
coming up with solutions
to routine problems which
he presents to his
supervisor
Is involved in designing
solutions for moderately
complex problems. Plans
his day to day work
independently, has little
supervision in the same.
Follows standard
operating procedures for
the same. The end
deliverable is reviewed
Designs solutions for

complex problems for the
team. Plans the day to
day work of the team, and
is responsible for the
overall deliveries of the
same. Will function as a
Project Manager
Has limited influence

on the group working.
Interaction is limited
mainly to peers and
immediate
supervisors
Nil
BE /
MCA / ME
1-3
Years
Interacts closely with
his peer and
supervisors
influences group
decisions based on
personal experiences.
May provide need
based guidance to
Level 1 on day to day
functioning. May
Interact with
customers
Nil
May have people

responsibility. Has an
active role in the
project while decision
making, for which he
has accountability.
Take part in
processes that impact
the whole group like
staffing, resourcing.
May interact with
customers
1 to 2
People
Manages a team of
people. Is responsible
for the deliverable of
the team and
interacts with all other
internal and external
agencies with which
the team has an
interlinkage.
Responsible for
Project . Reports to
Program Manager/
HOD
3 to 6
People
BE /
MCA / ME
2-5
Years
BE /
ME
/MCA /Ph.
D
4-7
Years
BE /
ME
/MCA /Ph.
D
5 - 10
Years
FOCUS @ DCRTI
Level 5
LS
Is exposed to
the macro
picture of the
organisation
and uses that
knowledge
increasingly in
his functioning.
May also
exposed to
one or two
domains
Thorough
knowledge of
his function, its
role and
position in the
overall
business
model. Relies
on experience
to arrive at
future courses
of action. Part
of the
Leadership
team
May be responsible for

multiple projects. Designs
solutions for complex
problems for the team and
also represents the
various taskforce. Plans
the day to day work of the
team, and is responsible
for the overall deliveries of
the same and supports
Business Heads on
strategic decisions.
Provides solutions to a
wide range of complex
problems. Manages
multiple projects.
Responsible for overall
deliveries for the business
group and also
responsible for strategic
business decisions.
Reviews policies,
processes and SOPs for
his group and initiates
change.
Manages a team of
people. Is responsible
for the deliverable of
the team and
interacts with all other
internal and external
agencies with which
the team has an
interlinkage. Might
have revenue
responsibilities for the
specific team.
Responsible for
Project. Reports to
HOD
Overall responsibility
for the function and
the business.
Contributes to the
Business
Development, focus
on business
strategies and the
process
Development. Has
close interaction with
other departments/
divisions and is the
driver for overall
business plan for his
Division. Interacts
with the customers
extensively
5 to 10
People
BE /
ME
/MCA /Ph.
D
> 10
Years
Around 30
BE /
ME
/MCA /Ph.
D
> 13
Years
Organisation Structure
1.1
Organisational Unit
The organisation structure is constructed using objects Org unit, job and position. HR organisation units are
logical groupings of employees and often reflect either a geographical or functional view of the organisation. In
case of DCRTI organisation units will be typically set up to reflect a hierarchy of functions / sub-functions &
positions within a geographical framework.
Eg. Representative Organisation Structure
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1.2
Jobs
Jobs are a higher level classification of the positions within the enterprise. For example, the job Account
Executive may be linked to several positions, all of which might be regarded by the organisation as Account
Executives (eg Account Executive SBI, Account Executive LIC etc).
The first level listing and defining of jobs based on the current system.
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Job Code
MD
HOD
SCI
MGR
TL
EGR
EXE
CONS
ADMN
STUD
1.3
Job Text
Managing Director
Head of the dept
Scientist
Managers
Tech Lead / Team Lead / Project Lead
Engineer
Executives
Consultant
Administrators
Students
Positions
Positions are the specific occurrences of a particular job. Typically, there is a one-to-one relationship between
employees and positions although it is possible to link more than one employee to one position (eg additional
responsibilities). Position to organisation units -to-organisation unit link indicates organisational hierarchy.
Positions are understood as being equivalent to designations at DCRTI. In case of change in designations,
positions will be updated in SAP.
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FOCUS @ DCRTI
Till such time the positions are more clearly defined the following convention will be used to indicate position in
SAP.
Job
S.no
Position
No of
Employees
LEVEL
MANAGING
DIRECTOR
MANAGING DIRECTOR
LS
HEAD OF THE
DEPARTMENT
HEAD OF THE DEPARTMENT - ENTERPRISE SOLUTIONS

AND BUSINESS SERVICES
LS
HEAD OF THE DEPARTMENT - PLM SOLUTIONS

HEAD OF THE DEPARTMENT - FINANCE AND BUSINESS
ADMINISTRATION
LS
HEAD OF THE DEPARTMENT - INTELLIGENT SYSTEMS

HEAD OF THE DEPARTMENT - VEHICLE ENGINEERING
AND QUALITY
LS
LS
HEAD OF THE DEPARTMENT - CAD / CAM

HEAD OF THE DEPARTMENT - TOOLS AND EMBEDDED
SOLUTIONS
FINANCE CONTROLER
LS
L5
11
PRINCIPAL SCIENTIST - INTELLIGENT SYSTEMS

SENIOR RESEARCH SCIENTIST - INTELLIGENT
SYSTEMS
12
RESEARCH SCIENTIST - INTELLIGENT SYSTEMS
L3
PROGRAM MANAGER - CAD / CAM
L5
14
PROJECT MANAGER - PROJECTS
L5
15
KEY ACCOUNT MANAGER - CRIM
L4
16
MANAGER - VEHICLE ENGINEERING
L4
17
PROJECT MANAGER - PLM SOLUTIONS
L4
18
MANAGER - HUMAN RESOURCES
L4
19
PROGRAM MANAGER - VEHICLE ENGINEERING
L5
20
ASSISTANT MANAGER - FINANCE
L3
21
PROGRAM MANAGER - PLM SOLUTIONS
L5
22
L3
24
MARKETING MANAGER - CRIM

SENIOR DELIVERY MANAGER - ENTERPRISE
SOLUTIONS AND BUSINESS SERVICES
DELIVERY MANAGER - ENTERPRISE SOLUTIONS AND
BUSINESS SERVICES
25
PROJECT MANAGER - PMO
L3
26
PROJECT MANAGER - SAP
L3
TECHNICAL LEAD - ENTERPRISE SOLUTIONS AND

BUSINESS SERVICES
L3
28
TECHNICAL LEAD - PLM SOLUTIONS
L3
29
TECHNICAL LEAD - VEHICLE ENGINEERING
L3
4
5
6
7
10
13
SCIENTIST
MANAGER
23
27
LEAD
11
LS
LS
L5
L4
L5
L4
FOCUS @ DCRTI
30
TECHNICAL LEAD - CAD / CAM
L3
31
PROGRAM LEADER - QUALITY
L3
32
TEAM LEAD - QUALITY
L3
33
TEST LEAD - ENTERPRISE SOLUTIONS AND BUSINESS

SERVICES
L2
SENIOR RESIDENT ENGINEER
LS
35
SENIOR SOFTWARE ENGINEER - PLM SOLUTIONS
L2
36
SENIOR ENGINEER - CAD / CAM

SENIOR RESEARCH ENGINEER - INTELLIGENT
SYSTEMS
SENIOR TEST ENGINEER - ENTERPRISE SOLUTIONS
SOFTWARE ENGINEER - ENTERPRISE SOLUTIONS AND
BUSINESS SERVICES
SOFTWARE ENGINEER - TOOLS AND EMBEDDED
SOLUTIONS
L2
L1
42
ENGINEER - CAD / CAM

SENIOR SOFTWARE ANALYST - ENTERPRISE
43
SOFTWARE ENGINEER - PLM SOLUTIONS
L1
44
SENIOR SOFTWARE ENGINEER - PROJECTS
L2
45
SENIOR ENGINEER - VEHICLE ENGINEERING
L1
46
ENGINEER - QUALITY
L1
47
SENIOR SOFTWARE ENGINEER - ENTERPRISE

L2
48
TRAINEE ENGINEER - VEHILCE ENGINEERING
L1
49
RESEARCH ENGINEER - INTELLIGENT SYSTEMS
L1
50
ENGINEER - VEHICLE ENGINEERING
L1
51
TRAINEE ENGINEER - PLM SOLUTIONS
L1
EXECUTIVE ASSISTANT - MD'S OFFICE
L3
53
EXECUTIVE - HUMAN RESOURCES
L1
54
EXECUTIVE - ACCOUNTS
L1
55
EXECUTIVE - TRAVEL
L1
56
L1
57
EXECUTIVE - FRONT OFFICE

EXECUTIVE - FINANCE AND BUSINESS
ADMINISTRATION
58
EXECUTIVE - FACILITIES
L1
59
EXECUTIVE - SUPPLIER MANAGEMENT
L1
60
CO-ORDINATOR FACILITIES
L0
61
PROJECT ASSISTANT
L1
SENIOR CONSULTANT - MD'S OFFICE
L5
34
ENGINEERS
37
38
39
40
41
52
62
EXECUTIVES
CONSULTANT
12
L2
L2
L1
L1
L2
L1
FOCUS @ DCRTI
63
IT SECURITY CONSULTANT - ENTERPRISE SOLUTIONS

L1
64
SENIOR IT SECURITY CONSULTANT - ENTERPRISE

L3
65
TRAINEE CONSULTANT - PLM SOLUTIONS
L1
66
NETWEAVER CONSULTANT - SAP
L2
SENIOR SYSTEM ADMINISTRATOR
L2
SYSTEM ADMINISTRATOR
L1
67
SYSTEM
ADMINISTRATOR
68
69
STUDENTS
Multiple Assignments
In those cases where the employees are assigned to multiple positions the field staffing percentage will be
used to define the percentage of time the employee devotes to each position. The primary position of the
employee for the purpose of reporting structure and reports will be the position which is associated with an
action in IT 0000 & IT 0001.
1.4
Reporting Structure
Reporting structure will be defined by creating a relationship between one position to another. This will be done
using the relationship
Relationship
A002 reports to
Inverse relationship
B002 is line supervisor of
The standard reporting structure in SAP will be used to capture the Administrative reporting as workflow
applications like leave, travel expenses use the reporting structure to determine the chief position.
The functional reporting structure will be captured using the relationship
Relationship
A005 is subordinate to
Inverse relationship
B005 is line supervisor of
Core Team will be trained on Multiple reporting (matrix reporting and dual reporting)
1.5
Integration
Organisational Management forms the basis for the entire Personnel Planning and Development (PD)
application. The administration of structural data (ie objects and their reciprocal relationships with each other)
facilitates the analysis and reporting of the organisation and provides the foundation for authorisations
functionality. The PD module of SAP will be integrated with PA module using the switch PLOGI ORGA.
13
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Group
PLOGI
1.6
Sem. Abbr.
ORGA
Value Abbr.
X
Description
Integration switch: Organisational Management/HR
Plan versions
It is possible to define multiple version of organisation plan using plan versions. However at any point of time
there can be only one active plan version. Plan version 01 will be set as the active plan version using the switch
Group
PLOGI
Sem. Abbr.
PLOGI
Value Abbr.
01
Description
Integration plan version / Active plan version
Personnel Administration - Master data Mapping

Personnel administration includes all the activities to be done during the life cycle of an
employee.
At DCRTI following activities are performed
Hiring
Change in designation
Refer to annexure)
2.1
3.1.1
Hiring / Joining Activities (for New recruits)

Scope of the Process
Brief definition of the process. Mention start & end points of this process.
Joining of a person
This document covers all joining formalities of a new recruit viz. Filling of Statutory / Non-statutory forms like PF
New Account / Transfer Form, Investment Declaration form, Insurance and Hospitalization Coverage Form,
Form for accommodation, vehicle, phone connection, email, workstation and forms for any other entitlement,
allotment of Employee Code No. and issuance of ID card.
Start after acceptance from candidates along with joining data
End placement in his/her department/function
3.1.1.1 Complete HR related formalities
14
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Inputs
1. Medical fitness report (from the designated clinics/dispensaries/doctors)
2. List of new recruits from the recruiters.
3. Interview Assessment Form, Bio-data along with expected date and joining location, Personal History Form
4. Acknowledged copy of offer letter
5. Copies of Qualification and experience certificates
6. Photographs
7. Relieving letter
8. Proof of salary from the former employer
9. Any other documents information as per joining checklist.
Process
1. On receipt of fitness report and upon the employee reporting for joining a personal file for the new employee
is created for maintaining all his records.
2. HR personnel to welcome the new recruit and guide to the right location to move with further joining
formalities.
3. Issue of formal appointment letter with details of the salary structure and getting acknowledgement of the
same.
4. HR will guide the new recruit to provide the declarations on elements of his salary based flexible pay
structure.
5. Following forms are filled by the new recruit :
PF New Account / Transfer Form, Investment Declaration form, Insurance and Hospitalization Coverage
Form, Bank Account Opening form, Joining Report, Form for accommodation, vehicle, phone connection,
white goods form, mobile phone, email, PC, workstation, temporary visiting card and temporary ID card form
and workstation (wherever applicable), Gratuity Form.(Reference, joining checklist)
6. Ensure that the new recruit has filled all information correctly.
7. Provide the joining kit to the new employee containing all the forms, Welcome letter, Leave card, Holiday list,
Employee handbook, and minimal stationary need
8. Enter / update employee details in master database
9. Allot Employee Code number
10. Issue ID Card
11. Issue - Insurance Card wherever applicable.
12. Validate copies of the submitted academic and other testimonials with originals.
13. Update the checklist which ensures that the new recruit has completed all joining formalities
14. Intimate the concerned Line Manager about joining of the new recruit.
15. Get joining report signed by concerned Line Manager, Issue joining circular as per standard format.
16. Update the list of attendees for the next batch of induction program.
17. Send details of the new recruits to the accounts department i.e. Emp Code No., Salary details
18. Send relevant forms to respective departments like administration, Insurance agency, accounts department,
IT department etc.
15
FOCUS @ DCRTI
Outputs
1. EC Number and ID card
2. Updated employee personal file consisting of correctly filled forms and copies of valid certificates
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FOCUS @ DCRTI
3. Joining report
4. Hard copies of all joining and administration related forms signed and filed.
3.1.1.2 Complete Administration related formalities (HR Commercial to do)
Inputs
1. Completed forms from HR for Workplace (Cabin, Cubicle & Workstation) PC, email ID, Phone (extension
no.), Mobile phone, Vehicle, Shifting of household goods, arrangement for guesthouse / permanent
accommodation, school admission requirements for kids of new recruit (wherever applicable)
Process 1. Send forms for IT requirements to IT department for PC, email account and internet connectivity.
2. Coordinate with Real Estate agents and facilitate getting accommodation for the new recruit as per the
entitlement.
3. Coordinate with Vehicle agency for facilitating the new recruit to get the vehicle as per his / her eligibility.
4. Facilitate shifting of goods, in case the new recruit is from other outstation location.
5. Book and provide, guest house facility till the permanent accommodation is finalised.
6. Provide list of important telephone numbers / city road maps and important establishments (wherever
required and applicable)
7. Coordinate with schools wherever required to facilitate school admission of the kids of the new recruit.
8. Coordinate with vendors for facilitating procurement of white goods, if required and applicable
9. Follow-up with various external agencies and internal departments where completed forms / formal letters
were sent and ensure that all the required assistance and facilities reach the new employee on time.
Output1. New employee provided with all administration assistance as per eligibility and terms and conditions
mentioned in appointment letter and getting his acknowledgement for the same.
2. Passing on all the forms and acknowledgments to HR department to be filed in their personal file.
3. All company assets allocated to the employee as per eligibility-(eg: Car, House, Laptop, Mobile phone etc)
3.1.1.3 Complete Payroll related formalities
Inputs
1. Appointment letter with salary details and employee Code number, if any
2. Letters - a) for take-over of liabilities with the previous employer, b) joining bonus, c) notice pay etc
3. Details of liabilities and proof of discharge of same
Process
1. Obtain bank account details from employee
2. Prepare and send salary and other inputs to payroll
3. Prepare and execute DPN, undertaking and agreement for joining bonus and liabilities take-over, mentioning
repayment terms, if any
4. Process payment to employee for joining bonus and other liabilities taken over
Outputs
1. Documents for liabilities
2. Details to payroll
3. Cheque to employee or salary credited to bank account
4. documents through mail merge
MIS Reports Required:

Report Requirements are specified separately.
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FOCUS @ DCRTI
Description of functional deficits

Points where integrations are required with other functions (say Admin/Payroll/Finance etc) and other process
areas have to be mentioned here
Enhancement to Offer letter; Recording of offer details; Description of professional/club memberships, capturing
percentage score/CGPA of applicant in the course of study.
Capturing parameters such as Function,Subfunction and Level
Joining check list
Approaches to covering functional deficits

Address real or perceived gaps in system functions including workarounds, user exits, ABAP, etc. This should be
the best high level solution. If a fix is not evident, the impact on the AcceleratedSAP customer and project must
be clear so the team can decide how best to proceed.
Infotype 0057 will be modified to record membership related data. (W)
The field Other Allowances in IT 0021 can be used to flag whether a family member is dependent or
not for the purposes of hospitalisation coverage - One additional check box to be added to this infotype
as covered (E)
New Infotype to record the items in joining check list (E with PM01)
System configuration considerations

Address any issues of importance to the AcceleratedSAP customer as they pertain to the configuration of the
system. No need for exhaustive detail but is sure to address any issues that were raised during the review
sessions.
Link Employee Number to Applicant Number

In case the employee is an applicant, record the applicant number in the infotype 139, this will be used
to track the status of the joining checklist.
Employee number range

Infotype 19 will have a sub type called end of expatriate assignment
Infotype 19 monitoring of task subtype end of probation should be invoked through dynamic
action
Employee numbers will be a 5 digit system generated number.
The option of number range will be used to differentiate between various types of employees. The following
number range will be defined for personnel numbers.
No
1
2
3
4
5
Number Range
From
10000
50000
60000
70000
80000
To
49999
59999
69999
79999
89999
Current number
Employee Group
18
External
FOCUS @ DCRTI
1
2
3
4
5
Current DCRTI employees

Contractors / Consultants
Students
Professional Service
Others Staff
3.4.1 Scope of the Process

Brief definition of the process. Mention start & end points of this process
This document covers the activities of conducting pre-confirmation appraisals and confirming the probationers.
Start List of probationers who are completing initial probation period / extended probation period in next one
month
End Issuance of Confirmation / Extension / Termination letters
Covers only Core Employees of DCRTI
Inputs
1. List of probationers due for confirmation SAP

2. Pre confirmation Appraisal forms (EX - available in PD)
Process
1. Respective Line Manager fills up appraisal form and recommends confirmation / extension / termination
(EX)
2. On receipt of approval, HR will issue confirmation letter. (SAP mail merge)
3. If not approved, HR will issue extension / termination letter. (SAP mail merge)
4. Send inputs to payroll from confirmation dates SAP T code PA30
Outputs
1. Confirmation / Extension / Termination letters (SAP mail merge)
MIS Reports Required
Report Requirements are specified separately
sessions.
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FOCUS @ DCRTI
Create an appraisal model Confirmation appraisal with the final rating as Confirmed / extend
confirmation and termination of service.
For employees who need to be confirmed an action called Confirmation will be defined and the
employee group of the employee will be changed from Probationer to Regular employee.
In case of probation based on the probation period entered in IT 16, a program will compute the date of
expiry of probation and update the date of expiry of probation in IT 19.
Date monitoring report will be run to get a list of employees due for confirmation within the next month or
given period
2.2
Extension of Contract

This document covers the activities of conducting pre-contract expiry assessment for Contract Staff.
Start Identifying consultants who are completing initial contract period / extended contract period in next one
month
End Issuance of Extension / Termination letters
Inputs
1. List of consultants due for extension (SAP)
2. Pre expiry consultant assessment forms (EX Available in PD)
3. Contract terms (SAP)
Process
1. Respective Line Manager fills up assessment form and recommends extension / termination. (EX
Available in PD)
2. In case the Line Manager recommends that a particular Contract Staff should be extended before expiry of
contract period, for outstanding performance or any other business requirement, he can recommend the
same. (EX)
3. The assessment goes to respective HR who forward the same to approving authorities with
recommendation for their approval (EX)
4. On receipt of approval, HR will issue extension letter. (mail mege)
5. Send inputs to payroll new contract period is updated in payroll or termination of contract is updated. (SAP
PA30/PA40)
Outputs
1. Extension letter / termination letter (mail merge)
2. Payroll input (SAP report)

Report requirements are specified separately.

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Address any issues of importance to the AcceleratedSAP customer as they pertain to the configuration of
the system. No need for exhaustive detail but is sure to address any issues that were raised during the
review sessions.
Renewal of Contract
Infotype 16 to record contract with the consultants
An appraisal model Contract Staff Assessment l will be defined with the final rating as Renew
contract
An action called Renewal of Contract will be defined and the reason for extension will be recorded in
reason field of action. The date up to which the contract has been extended to be recorded in IT 19
under task type Expiry of Contract.
Date monitoring report to be run to get a list of employees whose contracts are expiring within the next
month or a given period.
2.3
Manage Transfers, Secondments and Deputations

Brief definition of the process. Mention start & end points of this process
This document covers processes relating to transfer, secondments and deputations.
Definitions:
Transfers:
Type 1. Reassignment from one department to another within DCRTI Example PLM to EPSBS
3.6.1.0 Manage Transfers
3.6.1.1 Organise Inter-location & inter-company transfers
3.6.1.1A
Organise Inter-location transfers (Type 1)
Inputs
How will the request be managed in SAP? (Ex)
1.
Personal request duly approved by Circle Head/Group Head
2.
Manpower planning and resultant key gaps / key overlaps
3.
Job rotation plans
4.
New Business Plans or contingencies
Process External
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1.
2.
3.
4.
5.
6.
Based on validated inputs seek approval from Relieving Circle Head/Group Head Will this be thru SAP?
Identify replacement if need be External
Seek confirmation from Receiving circle Head/Group Head and finalise date of transfer External
Brief employee about entitlements / responsibilities at time of transfer External
Arrange pre-transfer visit (only in cases of business requirement based transfer) External
HR-Commercial to assist in Closure of House lease and deposit return, Handover of Res. Telephone, Mobile
(SIM), Cabin/Cubicle, any location specific items (like keys, ID cards etc), and packing and movement of
goods. External
7. Complete Transfer-out checklist and clearance at Relieving location from HR, HR- Commercial, Admin,
Library, IT, Line Manager, Circle Head etc. Will this be thru SAP?
8. To Complete Transfer-in checklist at receiving location. Will this be thru SAP?
Outputs Thru SAP
1. Approvals.
2. Transfer order
3. Clearance certificate duly filled up
4. Movement order
5. Transfer checklist
3.6.1.1B
Organise inter-company transfers (Type 2 & 3)
Inputs
How will the request be managed in SAP? External
1. Management Decision
2. Personal Request.
3. Job rotation plans
4. New Business Plans or contingencies
5. Manpower planning and resultant key gaps / key overlaps
Process
1. Relieving Company Head to approve based on management decision or personal related request SAP?
2. Group President Management Services Division will approve all transfers into DCRTI (be it type 1 or type
2)
3. Relieving Company HR to confirm with receiving company HR on absorption and date for the same.
Receiving companys confirmation would be subject to acceptance of the transferee of the receiving
companys service norms, proposed role and compensation refitment. External
4. Relieving Company HR to initiate replacement and handover process as need be and finalise date for
transfer External
5. Relieving company to initiate transfer checklist process and clearance formalities External
6. To forward file and compensation details for refitment, to Receiving Company HR External
7. Receiving Company HR to finalise refitment of salary and entitlements as per their considerations/norms
and forward letter to Transferee through Relieving Company HR and receive acceptance. External
8. Based on acceptance, Receiving Company HR confirms to Relieving Company to transfer the employee.
External
9. Relieving company to record transfer of employee SAP?
Outputs
Same as above
3.6.1.3
Manage Deputations
Inputs How will the request be managed in SAP?
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Special requests of manpower for temporary periods > 29 days and less than 6 months
Process
1. Requesting Circle Head / Group Head raises requirement with job profiles and sends to relevant Locations
External?
2. Relevant Location/Group HR, based on request, identifies employees to be released. External?
3. Obtain approval of Circle Head/Group Head External?
4. Prepare and issue deputation order, specifying deputation period, R&R, allowances. SAP?
5. Employee details are updated and intimated to payroll. SAP?
6. Based on commitments made in deputation order, receiving site organises logistics and facilities. External?
7. The receiving site maintains and sends deputees attendance records to the parent site for processing
salary. SAP?
8. Deputee raises deputation allowance claims which are processed and disbursed by the parent location. The
receiving location certifies any recoveries and sends to parent location for recovery through payroll. SAP?
9. If required, deputation period is extended based on requirement of receiving site. External?
10. Prepare & issue deputation extension letter. SAP?
11. On completion of deputation the receiving site releases the deputee by preparing and issuing the deputation
release order. External?
12. Employee status to be changed in SAP
Outputs SAP?
1. Deputation order
2. Deputation extension letter
3. Deputation release letter

Reports have been specified separately

areas have to be mentioned here.
Deputation order
Deputation extension letter
Deputation release letter
Secondment order
Secondment extension letter
Secondment release letter
Transfer order

sessions.
The status of the employee will be recorded in the contract field in IT 0001 as seconded / transferred /
deputed.
The date up to which the deputation has been extended will be recorded in IT 19 (Date Monitoring)
under the task type extension of deputation
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In case of employees who are transferred between group companies will be first separated from their
parent company and then rehired into DCRTI with a new personnel number. Those employees who are
on secondment / on deputation to DCRTI will continue to retain their old personnel number (parent
company) and will move into DCRTI by means of a Secondment action / deputation action in the
system .
2.4
Manage Separations
Separation for employees stationed in Bangalore

Separation for employees stationed outside Bangalore (on transfers / deputation)
Diff action types
Brief definition of the process. Mention start & end points of this process.
This document covers all modes of separation of an employee from the Company. It includes resignation,
retirement, termination, abandonment and death.
Start The process starts with receiving information of separation of the employee through any source
End The process ends with completion of the full and final settlement
3.7.1.1 Process Resignation
Inputs
1. Resignation letter (External)
Process
1. HR will begin resignation acceptance process (Will it be SAP or external?)
2. Employee will obtain clearance from all concerned sections. SAP
3. Organise & conduct Exit Interview by Functional Head & HR SAP + External long text possible thru
devlopment
4. Stop salary advise for last month of work SAP
5. Acceptance date of resignation and resignation date as separate subtypes of infotype 0019
Outputs SAP
1. Clearance Certificate.
2. Accepted and Approved resignation letter
3. Exit interview feedback.
4. Stop salary advise to accounts
3.7.1.2 Process Retirement / Extension
Inputs
List of employees due for retirement in next 6 months.
Process
1. Generate list of employees due for retirement in next 6 months. SAP
2. Concerned Sectional Head will initiate the process by forwarding approved extension request to
concerned HR with extension. (Ex)
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3. For retirement, HR informs the Accounts dept for settlement of PF/ Gratuity/ Superannuation. SAP
PA40
4. If approved for extension, extension letter on the same terms and conditions is issued (for a proposed
period). SAP mail merge
Outputs SAP
1. Clearance Certificate / checklist approved by HoD/departments (Dev)
2. Approval note for retirement / extension. (mail merge)
3. Exit interview feedback. (Dev)
4. Extension letter
3.7.1.3
Process Termination SAP
Input
1. Finding and recommendation arising out of a disciplinary procedure conducted against an employee
4. Recommendation for termination
Process
1. HR will Issue termination letter mail merge

2. Employee to obtain clearance from all concerned sections dev
3. Stop salary advise to accounts PA40
Output
1.
2.
3.
4.
Termination letter
Clearance certificate
Information to Accounts to Stop Salary
Input to Accounts/ HR Commercial to initiate F&F
3.7.1.4 Process Abandonement

Input
1. Information from concerned head of absence without authorisation for more than a pre defined number
of days External
2. Concurrence from HOD Repeat of above
Process
1. Stop Salary advise to accounts SAP
2. With concurrence of HOD, send standard warning letter to absconding employee asking him to resume
duty by a specified date SAP
3. Send 2 reminders immediately after the specified date lapses. SAP
4. Send final letter intimating the employee of Managements decision of striking his name off from the
muster. SAP
5. Obtain approval for termination from the respective head. SAP/External?
6. Prepare and send termination letter. SAP
7. HR will obtain clearance from all concerned section. SAP
Output SAP
1. Warning letters
2. Managements approval for termination. (External)
3. Termination letter.
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4. Stop Salary processing
5. Clearance certificate
3.7.1.5 Process cases of Death (as reason for separation)
Input
1. Intimation of death of an employee (External)
Process
1. HR will prepare and circulate notice for condolence meeting (External)
2. HR will obtain clearance from all concerned sections SAP
3. HR will put up note for waiver of outstanding dues loans, consumer durables, etc as per policy SAP
4. Intimate insurance dept. to initiate claim formalities. Coordinate with insurance dept. for settlement
(External)
Output
1. Condolence Circular (External)
2. Clearance certificate SAP
3. Managements approved note for waivers. (External)
3.7.1.6
death)
Process Full and Final settlement (for resignation, retirement, termination, abandonment,
Input
1. Respective Policies, leave encashments, LTA, Gratuity, any legal agreements (ex) SAP
2. Clearance certificates duly filled up SAP (dev)
3. Management approval of waivers viz., Loans, Notice pay etc External
4. Inputs for leave, attendance, absence, etc. SAP
5. Accepted resignation letter (External)/ approved termination letter SAP / superannuation letter SAP /
Death notification (External)
Process
1. On receipt of completed clearance certificate, HR will send intimation to Payroll for preparation of full
and final settlement. SAP PA40
2. If net payable to employee, receive cheque from payroll / bank transfer and Accounts/ HR commercial
hand over to employee along with working sheet. SAP FI process
3. Intimate legal department to initiate recovery process, if any. SAP FI process
4. After the employee settles his dues, issue relieving letter and service certificate (latter not given for
termination). SAP mail merge
Outputs SAP
1. Payroll intimation.
2. Release letter
3. F&F working sheet
4. Information on recoveries from employee & letter with the same respect
5. Service certificate
6. Information on PF/Superannaution/gratuity details
7. Form 16

Report Requirements are specified separately
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Points where integrations are required with other functions (say Admin/Payroll/Finance etc) and other
process areas have to be mentioned here.
Formats, check list, Release letter, Termination Letter, Clearance Certificate

Address any issues of importance to the AcceleratedSAP customer as they pertain to the configuration of
the system. No need for exhaustive detail but is sure to address any issues that were raised during the
review sessions.
A separation action with the appropriate reason code such as

Death/Retirement/Termination/Resignation will be defined in the system. The list of assets given
to the employee will be maintained in Infotype 40 Objects on Loan. A customised report based
on this will act as a checklist for releasing the Clearance Certificate.
The actual process of Full & Final settlement will be addressed in payroll module.
Also, a report based on IT 41 (date specification) will be run. For this; a date type called last
working day will be maintained. Once the separation notice (resignation/ dismissal) is obtained.
Based on this report a stop salary advice will be sent to payroll.
2.5
2.5.1
Employee master data

Code legend
DM
RN
Direct mapping
Required but not supported
Field Description
Mapping
code
SAP Infotype
SAP Field
First Name
DM
IT0002
First Name
Last Name
DM
IT0002
Last Name
Initials
DM
IT0002
Known As
Gender
Form of Address
DM
DM
IT0002
IT0002
Gender
Form of Address
Date of Birth
DM
IT0002
Date of Birth
City of Birth
DM
IT0002
Birth Place
27
Remarks
Form of Address will have Dr.

/Mr./Ms./Sh. Smt. Etc
along with Col. , Gen. Etc
FOCUS @ DCRTI
Field Description
Mapping
code
SAP Infotype
SAP Field
Country of Birth
DM
IT0002
Country of Birth
State of birth
Nationality
DM
DM
IT0002
IT0002
State
Nationality
Marital Status
DM
IT0002
Mar.Status
Marriage Date
Blood Group
DM
DM
IT0002
IT0028
Since
Blood Group
Height
Weight
Tested for fitness
DM
DM
DM
IT0028
IT0028
IT0028
Address (Present/
Permanent /
Emergency)
DM
IT0006
Height
Weight
Mapped to
examination date in
combination with
Result
Address (Present/
Emergency/
Permanent )
Emergency Contact DM
Person
IT0006
Emergency Contact
Resident Status
DM
IT0581
Residence
Telephone No. (Resi DM

/ PP)
IT0006
Telephone No.
Another Res. Tel.

No.
DM
IT0006
Telephone No.
Second res. Tel No.
Mobile No.
email id
DM
DM
IT0105
IT0105
Mobile
email
Personal/Official
Vehicle (Owned
/Co's)
DM
IT0583
Car & Conveyance
Passport Number
DM
IT 0094
ID Type 0001
PAN No.
DM
IT0185
Personal Ids
Challenge Details
DM
IT0004
Challenge Details
DM
IT0004
Residency Status
DM
IT0094
Expat/NRI/Citizen
28
Remarks
Single/Married/Engaged
Additional groups to be
added
Y/N
Use the C/O Field
Comp. Owned/Own/No.
Vehicle/OYCS
FOCUS @ DCRTI
Field Description
Mapping
code
SAP Infotype
SAP Field
Religion
DM
IT0002
Employee Code
Number
DM
IT0002
Religious
Denomination
Personnel No.
SBU
DM
IT0001
Will be a part of org

structure
Cadre
DM
IT 0008
Payscale group
Circle
DM
IT 0001
Personnel Area
City
DM
IT 0001
Personnel Sub Area
Bldg
DM
IT 0001
Payslip Location
Type
DM
IT 0001
Employee Group
Sub-Type
DM
IT 0001
Employee Sub group Based on leave entitlements this

will be
classified as T1 - T20
National / City
Resource
DM
IT1016
Subtype in authorities Attached as a position

& resources
characteristic
Date of Joining
DM
IT0000
Date of Hiring
Employment Status
DM
IT0000
Employment Status
Active/Inactive/Withdrawn
Job
DM
IT0001
Job
Highest aggregation of positions

Eg. Executive will be a job and
Sales Executive - HR is a position
Administrator
(Group, Person &
Payroll Area)
DM
IT0001
Administrator (Group
Person & Payroll
Area),
Intercom Number
DM
IT0105
Cabin/cubicle/Workst DM
ation number
IT0032
Room No & extension

number
Disciplinary Action
Grievance
Infotype
To record details of
disciplinary actions,
either as a action or
as a new
infotype
DM
29
Remarks
FOCUS @ DCRTI
Field Description
Mapping
code
SAP Infotype
SAP Field
Remarks
Previous
DM
Employment
* Organisation name
* Industry
* Location
* Designation
* Duration
IT0023
Previous Employment
* Industry
* Location
* Job
* Duration
* Org Name
Relevance % field has to be added

to capture subjective assessment
of relevance at the time of
interview, considering type of orgn,
exposure, etc. & mapping to
position requirements
Qualification
RN
(Degree, Dip, Post
Graduate, Doctorate,
MBA, Certificate,
Professional)
* Stream
* Main Subjects
* Year of Passing
* Institute
* Percentage
Competencies
DM
(broad)
IT0022
Education/Training
To capture percentage, score,

class, CGPA or Ranking.
IT0024
Qualification Group
Skills (Elements)
DM
IT0024
Qualifications
Proficiency levels
DM
IT0024
Proficiency Levels
Members Name
DM
IT0021
Family Details
Relationship type
DM
IT0021
Family Details
Dependency
DM
IT0021
New field
Date of Birth
DM
IT0021
Family Details
Occupation
DM
IT0021
Family Details
Applicant Number
DM
IT0139
Employee Applicant
Number
7.
Use the Other Allowances field .

Text to be changed.
Store the Applicant number of the

employee here
Personnel Time Management
It is been decided to implement the negative time management with manual entry,
hence the section pertaining to attendance is irrelevant
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FOCUS @ DCRTI
7.1 Time Management

Time management functionality allows you to record and evaluate time management data according to the
company's rules and policies.
Times are recorded by way of swipe card (Employee id card) at DCRTI office premises as per the working
hours defined. The manual swiping will record- Time in and Time out of every employee and shows their
presence in the company.
The Requirement / Expectations from the Time management module are :
To be able to record the attendances and absences of Employee.
To record Overtime of Employee
Should give details of Attendances & Absences occurred in the month
7.1.1a Functional Descriptions:

Employees attendances are recorded against their Working Schedules. These work schedules have
employees Period Work Schedules which is again combination of Daily Work Schedules.
The Time Management has various quotas against which an absence or attendance types are recorded
and subsequently these are deducted from the quota entitlements.
After deductions the remaining entitlements are displayed at employee level.
These attendance and absences are used as an input for Payroll processing.
7.1.1b As per the Business Requirement of DCRTI the Time Management will be carried in
Three different ways:
a) Negative Time recording capture Loss of Pay will be done manually by HR in IT 2001 on receiving
information from respective HODs to use in Payroll processing.
b) Positive Time recording for the HR administration via Interface with the current Cyrus attendance
management system. Normal Attendance types will be uploaded into IT 2002.
c)
CATS (Cross Application Time Sheets) for recording the project based time. (Absences and
special attendances). These absences and special attendances will need to be approved and then
transferred to IT absences and attendances respectively. Entries (Absences and special
attendances) in CATS will be made by the employees themselves.
It has to be investigated and confirmed if the timesheet (CAT2) will validate if an employee
is exceeding his normal entitlement of particular type of leave. On this depends the design
of Point C.
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A custom report need to be designed for reconciling attendances and absences for an
employee for a particular day. The rational for this report is to provide information to the
HODs & the HR that a person who has no attendance on a particular day had applied for
the leave and has a corresponding entry in the absence IT for the day. ( ABAP
requirement)
7.1.2 Functions and Events

The Work Schedule is an essential element of Human Resources. Human Resources data is an extension
of information entered in a work schedule. The Work Schedule component optimizes SAP Human
Resources and saves the user valuable time when defining the working time model for your enterprise.
The work schedule is the information medium for all employees who work on time-based schedules. It also
contains a detailed overview of all working times. In addition to setting up working times and break times,
you can use the work schedule for scheduling and monitoring the organization and coordination of all
divisions in your enterprise.
The definition of an individual employee's planned working time is essential in SAP Time Management.
Planned working time is created in the Human Resources (HR) component using a work schedule that is
based on Period Work Schedules. The period work schedule, in turn, is based on a fixed pattern of Daily
Work Schedules with Break Schedules assigned to each daily work schedule.
The public holiday calendar is used in numerous SAP applications, and also plays an important role in the
Human Resources (HR) component.
The public holiday calendar:
Affects the definition of the organizational structure of your enterprise

Plays a central role in the scheduling process as well in generating monthly work schedules
Is important for Payroll
Proposed List of Holidays for the Year 2005

S.N.
1
2
3
4
5
6
7
8
9
10
DATE
Jan 14
Jan 26
Mar 25
Apr 14
Aug 15
Aug 26
Sep 07
Oct 13
Oct 31
1-Nov
DAY
Friday
Wednesday
Friday
Thursday
Monday
Friday
Wednesday
Thursday
Monday
Tuesday
HOLIDAY
Makara Sankranthi
Republic Day
Good Friday
Ugadi
Independence Day
Krishna Janmashtami
Ganesha Chaturthi
Vijayadasami
Naraka Chaturdashi/Diwali
Karnataka Rajyotsava day
Proposed List of Optional Holidays for the Year 2005

S.N.
DATE
DAY
HOLIDAY
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1
2
3
4
5
6
7
Jan 21
Mar 08
Aug 19
Sep 15
Oct 12
Nov 02
Nov 04
Friday
Tuesday
Friday
Thursday
Wednesday
Wednesday
Friday
Bakrid
Mahashivaratri
Varamahalakshmi Vratham
Tiru Onam
Mahanavami/Ayudha Pooja
Balipadyami
Ramzan
DCRTI is giving 12 holidays in every year out of which10 days are public holidays (National
holidays + festivals) and 2 are optional holidays which left to the choice of the employees from the
list of above mentioned 7 optional holidays list.
All attendances, absences and overtime are created as quotas against which the respective attendance,
absence, overtimes are recorded and these inputs are deducted upon their usage.
This way the system monitors any deviations and if found can be easily tracked.
The concept of Time Constraints and Collisions will help to guard the sanctity of the data keyed in.
7.2
Personnel time planning
7.2.1 The following are maintained when we implement Time Management

7.2.1.1 Daily Work Schedules
The daily work schedule determines the structure of working times in your enterprise at the daily level. You
can also define actual normal working conditions and those that differ from externally or internally
determined daily working times. In this way, you set up working times defined for specific employees.
The planned working time specified in a daily work schedule is the basis for payment calculation of actual
working times that are relevant for payroll, as well as the valuation of attendances and absences.
The daily work schedule, along with break schedules comprise the working times for a particular day. You
can base the daily work schedule on such working time models as flextime by defining the following:
Core times
Tolerances
Compensation times
7.2.1.2 Period Work Schedules

The period work schedule consists of a defined sequence of daily work schedules. The period work
schedule reflects a work pattern that is repeated after a defined period of time. You can create the period
work schedule in the following ways:
7.2.1.3
On a daily basis
On a weekly basis
On a monthly basis
On an annual basis
Work Break Schedules
You define the break rules in the work schedule for any particular working day and assign them to a
personnel subarea grouping for work schedules. This grouping enables you to assign a break schedule to
as many of the grouping's daily work schedules as you want, achieving maximum flexibility in combining all
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FOCUS @ DCRTI
elements of the daily work schedule.
7.2.1.4
Work Schedule Rules
You specify in the work schedule rule which period work schedule is to be used when and on which day of
the period for the work schedule to be generated. Examples of Work Schedule Rules:
Flextime
Early, late or night shifts
Flexible working time
and so on
The period work schedule is assigned to the work schedule rule. The pattern of the daily work schedules is
specified in the period work schedule.
7.2.1.5
Factory Calendar
7.2.1.6
Planned Working Time
In this infotype, you define when and where an employee works within your enterprise on a daily basis.
By assigning a work schedule rule in the Planned working time infotype (0007), you ensure that the system
can determine the employee's personal planned working time. You can change the planned working time
determined by the system to suit your requirements. For example, you can use an existing full-time work
schedule rule as the basis for defining a special provision for a part-time employee. The planned working
time defined for the full-time employee is reduced to the percentage the part-time employee must work.
7.2.1.7
Absence Quotas
You use this infotype to manage time accounts that represent employees' absence entitlements or time
credits. The time accounts contain a particular number of days or hours, during which time employees are
permitted to be off work.
You can use the infotype to manage the following time accounts, for example:
7.2.1.8
Employees' annual leave

Time in lieu accounts, containing hours of overtime for which employees are permitted to claim
time in lieu
Entitlements to paid absences in the case of illness
Attendance Quotas
You use this infotype to manage time accounts that represent employees' attendance approvals.
Employees' working times affect costs. You can therefore use the Attendance Quotas infotype (2007) to
specify how many hours an employee is permitted to work, and at what times. The SAP System monitors
how these time accounts are accrued and deducted.
You can use the infotype to manage the following time accounts, for example:
Approvals for an employee to use a set number of days each year for further training
Approvals for an employee to work a set number of overtime hours at set times over a set period
7.2.1.9
Employee Remuneration Information
You can use the Employee remuneration info infotype (2010) to enter wage types manually and specify
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FOCUS @ DCRTI
information directly for Payroll.
These wage types are not generated automatically in payroll. Use infotype 2010 to enter wage data that
has been calculated manually, such as premiums, bonuses for difficult working conditions or other special
wage types.
You can adjust the wage types and subtypes of this infotype to your individual requirements in the
Customizing system. Here, you can define, for example:
The wage types that can be used here
The fields in which data cen be entered
Whether additional information can be entered for Accounting and Logistics
Whether a wage type can be used once or several times per payroll period.
7.2.1.10
Absences
Absences are times when employees are not at work. Employees are absent if their planned working time,
as stipulated in their work schedules, is not fully worked. Types of absences include:
Leave
Illness
Health spa
Lateness
7.2.1.11
Attendance
You can use the Attendances infotype (2002) to store special attendances for employees.
In the Human Resources (HR) component, you can record attendances that define or add to an employee's
monthly work schedule. A typical attendance is a business trip. The employee is not at his or her normal
workplace, but nonetheless is still working for the enterprise.
Attendances are divided into attendance types. Attendance types are subtypes of the Attendances infotype
(2002).
7.2.1.12 Overtime
You can use the Infotype Additional payments (0015) to compensate the use of Overtime to enter the cost
of overtime. Over time wage type is created to capture the amount of over time as an additional pay
component and involved in the regular pay calculations.
7.2.1.13
Special Organizational Considerations
Calculation of attendance for only 30 days of a month.
DCRTI have a defined schedule between 9 am to 6 pm with half an hour break between 12:00 pm
to 2:00 pm.
DCRTI working times : General Shift 9 AM 6 PM ( Flexible)

First Shift 6:30 15:00
Second shift 14:30 23:00
Working hours 9 am to 6 pm with half an hour lunch break. Office is open on public holidays
wherein employees can work according to the project need.
Maternity Leave 12 weeks, Paternity Leave 3 days, Paid Leave 30 days and Optional
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FOCUS @ DCRTI
Holidays 2 days.
In case of a vacation 31st should be treated as off. In case an employee is absent on 31st it should
be treated as working day and absence should be recorded.
A work around is needed for considering 31st of a month to be counted as day off while on
vacation.
Time constraints need to be looked so that records of either attendance or absence exist at the
same time.
An employee is supposed to work for 40 hrs a week of 5 working days which includes 2 weekly off.
Substitution: There is a concept of substitution. If an employee substitutes for another(Position
Substitution) the substituted person will not compensated monetarily but the person who is
substituted will be treated absent for the said period.
7.2.2 Accrual and deduction of absence quotas

Absence quotas can be recorded manually, proposed by the SAP System, or accrued automatically. An
employee can claim an absence quota by
Requesting an absence such as leave
In this case, you record an absence in the Absences infotype (2001). The absence is deducted
from the quota.
Requesting remuneration for the times
In this case, you record a compensation. The compensation is deducted from the quota.
When an employee claims time from a quota, the SAP System deducts the requested time from the quota
until it is used up. The quota can only be deducted further if the Customizing settings stipulate that the
quota can also be deducted up to a particular negative number.
7.2.3
Absence quota type
Absence quotas with an identical content, such as leave, are grouped into an absence quota type in
Customizing. Absence quota types are subtypes of the Absence Quotas infotype (2006). Time accounts
are managed in hours or days (Unit field), according to the absence quota type of the quota from which the
absence is deducted.
7.2.4
Validity and deduction period
Absence quotas are only valid for a particular validity period, for example, the leave year or the month in
which overtime hours were worked. The deduction period stipulates when a quota can be deducted. The
deduction period need not be the same as the validity period.
Employees in your enterprise receive an annual leave entitlement of 20 days. The corresponding absence
quota has a validity period of one year. for example, January 1, 2005 to December 31, 2005. The quota
has a deduction period from January 1, 2005 to March 31, 2006, that is, employees can take leave up to
three months after the end of the leave year.
7.2.5
Recording absences
When you enter an absence with quota deduction or quota compensation, the SAP System checks the
existing quotas. The absence record or compensation can only be saved if the employee has sufficient
quota.
7.2.6
Operational Considerations:
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FOCUS @ DCRTI
The quota accumulations vary according to the type of contract, experience & grade.
Also collisions should be set so that either absences or attendances should not be over written.
When you enter a new record, the system carries out a check to ensure that there are no existing
records for that particular employee and time period.
It is not possible, for example, to enter an absence record if there is already an attendance record
in the system for the same employee and time period.
When you customize the system, you can determine the system reaction if time data records
collide. There are four possible reactions:
An employee is on Leave from Monday to Friday, but is required to interrupt the vacation and
return to work on Wednesday.
System reaction: 1
When you enter this data for the attendance type Attendance hours, the system draws your
attention to the fact that a leave record already exists for the period. The leave record is
automatically delimited if you proceed to save the attendance record.
You try to enter a Substitution record for an employee who is on leave.
System reaction: 2
The system does not allow this particular constellation, as it is not logical to assign a substitution to
an employee who is not at work. An error message is displayed and the system rejects the record.
You try to enter substitution data for an employee who already has an overtime record for the
same day.
System reaction: 3
This combination is permitted. Overtime and substitution records are not mutually exclusive. The
substitution may involve the employee working different hours from normal, however. If this is the
case, it may be that the new working time coincides with the period in which the employee is
authorized to work overtime.
It is therefore preferable that the system draws your attention to the collision so that you can check
your entries.
An employee is assigned to work a substitution, which involves longer hours than usual. You try to
record the absence quota Time off for overtime.
System reaction: 4
This constellation is allowed, since substitutions and absence quotas are not mutually exclusive.
There is no time correlation between these two subtypes. The system therefore accepts the
absence quota without drawing your attention to the existing substitution record
Changes to existing Organization: Only deviations will be captured instead of all the statuses of an
employee during a month.
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Description of Improvements: Lot of time saved in entry of attendances & absences.
7.3
Personnel time recording
In "Personnel time specifications administration", different types of attendances and absences are
identified. Here you determine how these types are entered into the system.
Employees time is divided into Attendance & Absences. Employees going on any kind of leave other than
sick & bereavement leave in advance to their respective Heads and get them sanctioned. This information
is recorded by the Time office.
All the entitlements of an employee are given at the time of joining, out of which all are one time
entitlements but for Vacation & Sick Leave.
These have to be grouped in such a way at any point of time the system should help the organization know
the remaining entitlements.
In SAP Quotas are maintained against which entitlements get deducted upon their usage.
These quotas have a max and a min numbers by way of which the system controls the number beyond
which an employee cannot use and thereby allowing the system to calculate the loss in pay. It's a purely
control mechanism.
7.3.1
The Various Quotas are:
Definitions of Functions and Events

Account status
Entitlement
Remainder
Requested
Compensated
7.3.2.1
Meaning
Specifies an employee's total entitlement to an absence entitlement for
a particular period, for example, leave/year or compensation
hours/month.
Specifies the available entitlement for which the employee can still
deduct absences or have compensated
Specifies the portion of the entitlement for which absences have been
recorded, for past or future dates.
Note:
In the Employee Self-Service application Leave Request, the
Requested field specifies the portion of the entitlement for which
absences or compensation has been recorded for future dates.
Specifies the portion of the entitlement that has already been
compensated.
Accrual and deduction of Attendance quotas
You record attendance quotas manually for an individual employee, or using fast data entry for a group of
employees. When an employee uses an approval, the SAP System deducts the time worked from the
account.
7.3.2.2
Attendance quota type
Attendance quotas with an identical content, such as overtime approvals, are grouped into an attendance
quota type in Customizing. Attendance quota types are subtypes of the Attendance Quotas infotype (2007).
Time accounts are managed in hours or days (Unit field), according to the attendance quota type of the
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FOCUS @ DCRTI
quota from which the attendance is deducted.
7.3.2.3
Validity period
Each attendance quota is valid for a particular period. After the validity period has expired, attendances can
no longer be deducted from the quota.
7.3.2.4
Time intervals for attendance quotas
You can also set up attendance quotas for specific clock times. This allows you to assign quotas that can
only be deducted at a particular time of day.
Your employees have approval to work overtime from 5:30 p.m. to 7:30 p.m. in July. They are not permitted
to work more than 20 hours of overtime in that month, however.
7.3.2.5
Deduction of attendance quotas
The following attendances can be deducted from attendance quotas:
Working times recorded in the Attendances infotype (2002)
When you enter an attendance type with quota deduction, the system checks the existing quotas. The
attendance record can only be saved if the employee has sufficient quota. The system automatically
updates the amount of quota used.
.
Working times originating from employees time postings

Time evaluation is able to recognize from the employee's time postings whether he or she worked longer
one day. It is able to check whether the employee has an appropriate overtime approval.
Attendances are deducted from the attendance quota until the quota is used up. Depending on your
Customizing settings, an absence quota can also be deducted into negative numbers.
You can also use this infotype to create a general overtime approval for an employee. You do this by
creating an attendance quota of zero hours. In this case, the attendance quota must be deducted
automatically be time evaluation.
7.3.2.6 Functional considerations
At any point of time the total number of hours to be counted is 172 hrs for Payment of full monthly
Salary.
The system validates the daily working rate for putting in a required 8 hours. The input of working
times validates against the rate arrived at for 1 hour one day and helping in paying exactly for the
presence of an employee in the company.
As there is no concept of 1/2 attendance or absence, this kind of entry helps in reducing
unnecessary wastage of time.
7.3.3
To make this work effectively, all counting rules and deduction rules need to be configured. These
accrual & deductions are based on the length of service, grade.
Counting of personnel time specifications
7.3.3.1 Introduction
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FOCUS @ DCRTI
This process group defines the counting processes for those absences and attendances, the results of
which are expressed in days and hours. These values can be used to create a deduction for specific
accounts which have been associated with the employee. Additionally, these values can have an effect on
the employee's pay.
The values that are derived out of attendance & absence are used as an input for Payroll. An
employee on an average should work for 172 hrs including Paid Days Off (Saturdays & Sundays).
7.3.3.2 Counting Rules criteria

A)
The following criteria can affect your counting rules:

o Day criteria (Weekday, kind of holiday, kind of day)
o Work schedule based criteria (kind of daily work schedule, kind of period work schedule,
conditions based on planned working hours).
Every employee is expected to put in 172 hrs every month basing on their work schedules. Saturdays &
Sundays are weekly off for DCRTI.
B) There is concept of Half Day Absence or Half day Attendance. The counting rule is applicable for the
entire day. Every employee whose absence is recorded for 4 hours is treated as half day absence.
C) Attendance is counted in hours where as absence is counted in days.
8.
Payroll India
The Payroll System should calculate the gross salary and the deductions and the net salary of an
employee. The SAP HR Payroll India component must be implemented in cooperation with project teams
implementing other areas of SAP Human Resources (HR), in particular SAP HR Personnel Administration.
SAP HR Payroll India offers a number of standard reports used in payroll, superannuation, leave, advance
payments and taxation.
8.1 Payroll - India Process Flow

When you access Payroll, the payroll driver calls the accompanying payroll schema, which consists of a
sequence of functions. For each activity, the individual functions import data from internal tables and payroll
relevant files.
Payroll performed as follows:
1. The system updates the databases and imports the master data relevant to payroll.
2.
If Off-Cycle Payroll is to take place, the system deletes the internal table IT.
3. The system imports the last payroll result.

4. The system calculates the gross wage and considers the shift schedule, shift change
compensation, and valuation bases. Any master data relevant to payroll is included in the
calculation at this point.
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FOCUS @ DCRTI
5. The system calculates the partial period factors, lump sums and salary elements, and cumulates
the gross results.
6. The system calculates the net remuneration and performs retroactive accounting if specific master
data has been changed in previous payroll periods.
The status of the Payroll Control Record is automatically updated with every step that is carried out
during payroll.
1.
You release one or several Payroll Areas for payroll.

The system increases the period number in the payroll control record of the respective payroll area
by 1. You cannot change the master and time data for the personnel numbers belonging to this
payroll area if it affects the payroll past or present. Changes affecting the future are still possible.
2. You run payroll.

The system calls up a country-specific payroll program. It determines the current payroll period
from the payroll control record and performs payroll using the values you entered in the payroll
program.
In general, you do not carry out these steps on-line but rather as a background job.
3. You check whether payroll has run correctly, or determine where errors have occurred.
If the payroll has run with errors, the system displays error messages indicating where the errors
have occurred. If desired, you can obtain a detailed payroll log. However, we recommend that you
only create a payroll log if you simulate the payroll run.
If necessary, you can set the status of the payroll to Check Payroll Results during this phase. This
way you make sure that no changes are made to payroll-relevant data which could affect the
payroll past or present. In addition, the payroll area in question is locked for payroll. However,
during this phase you can simulate the payroll for individual employees to understand exactly how
the errors originated, by means of the payroll log.
If you want to carry out a spot check on the payroll results after a successful payroll run, there is a
report available which reads the stored payroll results. The report allows each employee to see the
contents of all internal tables containing payroll results. This allows you to check all partial results
for a payroll run. In this way you can determine whether the system ran the payroll in accordance
with your expectations, for example, for an employee for whom you made complex changes to the
master data.
4. You correct master or time data for personnel numbers which contain errors, and which the payroll
program could not process.
During the payroll run, the System flags the Payroll Correction field in the Payroll Status infotype
(0003) for all rejected personnel numbers. When you correct master or time data for a personnel
number, this field is also flagged. These personnel numbers are grouped together in a list under
Matchcode W (Payroll Correction Run). In a payroll correction run, that is a payroll run with
matchcode W, payroll only takes place for the corrected personnel numbers.
5. You release payroll again.
The payroll period does not change.
6. You perform a payroll correction run.
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FOCUS @ DCRTI
If there are a lot of employees stored in Matchcode W (Payroll Correction Run), you carry out this
step as a background job in the same way that you carried out the Start Payroll step. If you only
have to run payroll again for a few employees, you can carry out this step on-line.
7.
You simulate the posting to Accounting.

Under certain circumstances errors can occur, which mean you must change the payroll-relevant
master and time data again. If, for example, a cost center was entered for some employees and it
has been deleted in the interim, the system will note this as an error during the posting simulation.
Then set the payroll status to Release for Correction once again, and correct the master data for
the employees in question. This will cause these personnel numbers to be automatically stored in
Matchcode W (Payroll Correction Run). Next, carry out another payroll correction run and simulate
the posting to Accounting again.
8. You exit payroll. The personnel numbers for the payroll area can be processed again.
You can only exit payroll when the payroll has run successfully for all personnel numbers in the
selected payroll area. This means that payroll is finished for all of the personnel numbers in the
payroll area, including the rejected personnel numbers, and the payroll period is complete.
In addition to the standard payroll functions, the payroll processing for India also comprises the following
country-specific functions:
Indirect Evaluation
Exemption on Medical Insurance
Basic Increments
Exemption on Child Education Allowance
Dearness Allowance
Exemption on Child Hostel Allowance
Housing
Car and Conveyance
Exemption on Other Allowances and

Reimbursements
Long Term Reimbursements
Exemption on Leave Encashment
Claims
Exemption on Voluntary Retirement

Scheme
Bonus
Previous Employment Tax Details
Income Tax
Professional Tax
Section 80
Provident Fund
Section 88
Employee State Insurance
Section 89(1)
Labour Welfare Fund
Third Party Deductions
Nominations
Income from Other Sources
Minimum Net Pay
Tax on Arrears
Recovery of Rounding off Amounts
Exemptions
Loans Enhancement
Exemption on Leave Travel Allowance
One Day Salary Deduction
Exemption on Medical Reimbursements
Mid Year Go Live
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Termination Work Bench
Gratuity
Superannuation
Form 24
Form 16
Form 217(A)
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SAP HR Payroll India supports retroactive accounting. This function automatically recalculates payroll in the
event of changes to master data and time data in periods for which payroll has already been completed.
During Payroll the master data for the personnel numbers to be included in the payroll run can not be changed
for the past or present, for example.
You should not perform payroll, when master data is being processed for the personnel numbers for which
payroll should be run.
8.2 DCRTI Payroll Inputs for Payroll Processing

8.2.1
Pay (income) Components and their Characteristics
For All
Employees
EARNINGS - Wage Types

Basic
Basic Arrears
House Rent Allowance
House Rent Allowance Arrears
Conveyance Allowance
Conveyance Allowance Arrears
Leave Encashment
Shift Allowance
Over Time Allowance
Additional allowance
Travel allowance
Performance based pay
Relocation Expenses
Joining Bonus
Referral Bonus
Student Stipend
Student Stipend Arrears
Notice Pay Reimbursement
Retainer fee
Retainer fee arrears
Performance based retainer fee
Service Tax on retainer fee
Interest subsidy on housing loan
Leave Travel Allowance
Medical reimbursement
Technical Book Reimbursement
WT Code
1000
1001
1002
1003
1004
1005
1006
1007
1008
1009
1010
1011
1012
1013
1014
1015
1016
1017
1018
1019
1020
1021
1022
1023
1024
1025
44
Frequency
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
FOCUS @ DCRTI
Direct
Consultants
Deductions
For All
Employees
Technical Training Reimbursement

Membership Fee Reimbursement
Telephone Expenses Reimbursement
Car Lease Rentals Reimbursement
Computer Rental Reimbursement
Children Education Allowance
Accommodation Perquisite
Other Perquisite
Other allowance
Non Taxable other allowance
Fixed allowance
Fixed allowance arrears
Petrol Reimbursement
Vehicle maintenance Reimbursement
Club membership fee
1026
1027
1028
1029
1030
1031
1032
1033
1034
1035
1036
1037
1038
1039
1040
Special Allowance
Communication Expenses
1041
1042
Total Monthly Salary
Monthly
Performance Based Pay
Annual
DEDUCTION Wage Types
WT Code
DEDUCTION Wage Types

Provident Fund- TRUST
Provident fund RPFC
Voluntary Provident Fund
Income Tax
TDS on retainer fee
Courier charges
Telephone charges
Housing Loan Recovery
Security deposit loan recovery
Lunch recovery
salary advance
Personal Loan Principal Recovery
Personal Loan Interest Recovery
Professional Tax
Parents insurance Premium
Notice Pay Recovery
Joining Bonus Recovery
Relocation Allowance Recovery
Travel settlement recovery
LABOUR WELFARE FUND
Others
TDS
Postage and Courier Charges
TOTAL DEDUCTIONS
WT Code
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
2019
2020
2021
Frequency
Frequency
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
Monthly
45
Monthly
8.2.2
Deduction
Components &
their
Characteristics
Deduction
priorities: O
Optional ;
M
Mandatory
FOCUS @ DCRTI
For Example: Specify whether this component is paid as when required or paid for some period of time
Recurring R: Bus Recovery will there for that employee until he is in a particular set up
Additional A: Uniform recovery will be done once in a year or so.
Prioritize the deduction component to consider while running payroll (Note: Do this with Alphabet)
Recurring (R) / (A)
Additional Payment
Deduction
Priority
Courier charges recovery from employees for

personal courier
Telephone charges recovery from employees for

personal Telephone calls
Security deposit loan

recovery
Housing loan taken by employees from HDFC

and the deduction of EMI is routed through
employee's salary
recovery towards house deposit loan paid to
employees/consultant as per HR policy
salary advance
Salary advance paid to employee /Consultants
Personal Loan Principal

Recovery
Recovery towards principal loan amount of

personal loan from Canara Bank as per HR policy
Component
Lunch recovery
Provident fund RPFC
Income Tax
TDS on retainer fee
Courier charges
Telephone charges
Personal Loan Interest

Recovery
Deduction Characteristic
Lunch recovery from Employees Rs.100 per month
Provident fund for Trust
Provident fund for RPFC
Voluntary contribution towards PF trust
TDS on salary income
TDS on retainer fee paid to Direct Consultants
Professional Tax
Paid by Company towards interest portion amount

of personal loan from Canara Bank as per HR
policy
towards professional tax as per law
Parents insurance
Premium
Recovery towards parents insurance premium paid

by company on behalf of employee
Recovered if the employees does not serve the

minimum time frame
Recovered if the employees does not serve the

minimum time frame
Notice Pay Recovery

Relocation Allowance
Recovery
Labour welfare fund
Others
Notice pay recovery on the basis notice period
Both Contributions paid by Company
8.2.3. Derived Component Characteristics - Income or Deduction Component which depends on other
components
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FOCUS @ DCRTI
DESCRIPTION
PF
12% of Basic
Gratuity
4.81% of Basic
HRA
40% of Basic
Leave Encashment
Notice pay
No. of days of leave / 30 * last

drawn basic
% of total fixed pay (Monthly Salary
+ Retirals)* Performance Appraisal
%
No. of days of notice period
deficit / 30 * last drawn basic
DCRTI - Performance based pay based on the level of the

employee
8.2.4
L0
10%
L1
15%
L2
15%
L3
20%
L4
25%
L5
30%
LS
30%
Components Tax Characteristics - Salary Components and their Tax Properties
Salary Components
Tax
Exempt
ion
Basic
Basic Arrears
Fully
Taxed
Subject Max Of
Yes
Yes
Yes
House Rent Allowance Arrears

Conveyance Allowance Arrears
Leave Encashment
Shift Allowance
Over Time Allowance
Travel allowance
Yes
Yes
Yes
Actual HRA received or

Actual rent paid or rent paid
in excess of 10% of basic
salary which ever is less
Actual HRA received or
Actual rent paid or rent paid
in excess of 10% of basic
salary which ever is less
Rs 800 per month
Rs 800 per month
Yes
Yes
Yes
Yes
Yes
47
No
Tax
FOCUS @ DCRTI
Relocation Expenses
Joining Bonus
Referral Bonus
Yes
Yes
Yes
Yes
No
TAX
No
TAX
Student Stipend
Retainer fee
Performance based retainer
fee
Interest subsidy on housing
loan
Yes
Yes
As per the Income Tax Act
Yes

No
TAX
Yes
Subject to FBT
Subject to FBT upto Rs.
15,000
Technical Book Reimbursement
Technical Training
Reimbursement
Membership Fee
Reimbursement
Telephone Expenses
Reimbursement
Car Lease Rentals
Reimbursement
Computer Rental
Reimbursement
Children Education Allowance
Other Perquisite
Other allowance
Subject to FBT
No
TAX
No
TAX

Yes
No
TAX
No
TAX
No
TAX
No
TAX
No
TAX
Non Taxable other allowance

Fixed allowance
Vehicle maintenance
Reimbursement
Club membership fee
No
TAX
No
TAX
No
TAX
No
TAX
Yes
Note: Car Lease rental is to be paid to the lessor and should not include in the salary of employees.
8.2.5
Pay Components Eligibility for Grades
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FOCUS @ DCRTI
Salary Components
Levels
Basic
Basic Arrears
Arrears
Arrears
Leave Encashment
Shift Allowance
Over Time Allowance
Travel allowance
Relocation Expeneses
Joining Bonus
Referral Bonus
Student Stipend
Retainer fee
Performance based retainer
fee
Interest subsidy on housing
loan
Technical Book
Reimbursement
Technical Training
Reimbursement
Membership Fee
Reimbursement
Telephone Expenses
Reimbursement
Car Lease Rentals
Reimbursement
Computer Rental
Reimbursement
Children Education
Allowance
Other Perquisite
Other allowance
Non Taxable other
allowance
Fixed allowance
Pay Component Eligibility - GRADE WISE

L3
L4
L5
LS
CONSULTANT
Y
Y
Y
Y
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
L1
Y
Y
Y
L2
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
Y
N
N
Y
Y
Y
N
Y
Y
Y
YY
Y
Y
N
N
Y
N
N
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
N
N
Y
N
N
Y
Y
N
N
Y
Y
Y
Y
Y
Y
N
N
Y
N
N
Y
Y
N
N
Y
Y
Y
Y
Y
Y
N
N
Y
N
N
Y
Y
N
N
Y
Y
Y
Y
Y
Y
N
N
Y
N
N
N
Y
Y
N
Y
Y
N
Y
Y
Y
N
N
Y
Y
Y
N
N
N
N
N
N
N
N
N
N
Y
Y
N
N
N
N
N
N
N
N
N
N
N
N
N
N
N
Y
Y
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
N
Y
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
49
STUDENT
N
N
N
FOCUS @ DCRTI
Vehicle maintenance
Reimbursement
Club membership fee
Y
N
Y
N
Y
N
Y
N
Y
Y
Y
Y
Y
N
N
N
N
N
N
N
N
N
N
N
Y
N
Y
Y
N
N
N
N
Total Monthly Salary

(Annual)
Deduction Components
Lunch recovery
Provident fund RPFC
Income Tax
TDS on retainer fee
Courier charges
Telephone charges
Secutiy deposit loan
recovery
salary advance
Personal Loan Prinicipal
Recovery
Personal Loan Interest
Recovery
Professional Tax
Notice Pay Recovery
Relocation Allowance
Recovery
LABOUR WELFARE FUND
Others
8.2.6
Deduction Component Eligibility - GRADE WISE

Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
N
N
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
N
N
N
N
N
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
Y
Y
Y
Y
N
N
Y
Y
Y
N
N
N
N
N
Y
Y
N
Y
Y
Y
N
Y
Y
Y
N
Y
Y
Y
N
Y
Y
Y
N
Y
Y
Y
N
Y
Y
Y
N
Y
N
N
N
N
Deduction Components Eligibility for Grades
GRADES
EE-EPF
RECOVERY
L1
12%
L2
12%
L3
L4
12%
L5
12%
50
12%
ET
12%
MD
12%
Direct
consultant
FOCUS @ DCRTI
VPF
PT
Lunch
recovery
Income
Tax
12% or
percentage
specified
by the
Employee
which ever
is less
12% or
percentage
specified
by the
Employee
which ever
is less
12% or
percentage
specified by
the
Employee
which ever
is less
12% or
percentage
specified by
the
Employee
which ever
is less
If Gross Income Between: 0

to 2999 PT is 3000 to 4999 PT is 5000 to 7999 PT is 8000 to 9999 PT is 10000 to 14999 PT is and 15000 and above PT is
12% or
percentage
specified by
the
Employee
which ever
is less
12% or
percentage
specified by
the
Employee
which ever
is less
12% or
percentage
specified by
the
Employee
which ever
is less
Nil
Rs.30
Rs.60
Rs.100
Rs. 150
Rs.200
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
Rs.100 per
month per
employee
As per
Income
Tax Act
As per
Income
Tax Act
As per
Income Tax
Act
As per
Income Tax
Act
As per
Income Tax
Act
As per
Income Tax
Act
As per
Income Tax
Act
As per Income
Tax Act
TDS on
retainer
fee
Courier
charges
recovery
As per Income
Tax Act
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
Housing
Loan
recovery
Security
deposit
loan
recovery
On actual
basis
As per HR
Policy
Attach
here
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
As per HR
Policy
As per HR
Policy
Salary
advance
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company
on actual
basis
On actual
basis
Paid by
Company on
actual basis
On actual
basis
Paid by
Company on
actual basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
On actual
basis
Telephone
charges
Personal
Loan
Principal
Recovery
Personal
Loan
Interest
Recovery
Parents
insurance
Premium
Notice pay
recovery
As per HR
Policy
As per HR
Policy
As per HR
Policy
As per HR
Policy
As per HR
Policy
Note: Salary Advance:- In case of any special request from employees then the deduction is happened
as per the Approval of request otherwise current month itself the full amount deducted.
51
FOCUS @ DCRTI
Note: Personal Loan Principal Recovery:- The deduction as per the statement from the Canara Bank .
The amount towards Principal come under this and amount towards interest should come as perquisite
and it is not deducting from the Employees
8.2.7
Loan Eligibility for Grades' - Type of Loans, its Characteristics and Eligibilities
Loans & Advances
Loan Component Eligibility - GRADE WISE

L1
L2
L3
L4
L5
LS
Consultants
Security Deposit Loan

Recovery
Personal Loan
Salary Advance
Special Loan
8.2.8 Pay Scale Structure - Monthly Pay components and their Amounts according to the Employee
Grade, Location and Level
8.2.9 Claims & Reimbursements'- Monthly Claims and their eligibility with frequency (Example:
Medical)
Claims
CLAIMS AND REIMBURSEMENTS

Description with Condition
Eligibility
Insurance claim
Medical expenses claim from TTK

health care services P Ltd for
employees.
On actual basis
Food expenses
Reimbursement of official food

expenses
On actual basis
Petrol/Diesel expenses
Reimbursement of fuel
/maintenance expenses for the
vehicles
For L5 Rs 50000 P.A and LS Rs. 70000

P.A
Travel expenses
Reimbursement of official travel

expenses
Kit allowance
towards employees travel to abroad
Team Lunch
Reimbursement of team lunch for

each department
Relocation expenses India
Reimbursement of relocation to
employees/consultants
SNo.
1
2
52
On actual basis
) Kit Allowance is paid to the employee /
direct consultant as under:
An allowance of Rs. 10,000/- will be
reimbursed for employee/ direct consultant
traveling for the first time.
An allowance of Rs. 4,000/- will be
reimbursed to the employee/ direct
consultant on their 5th travel or for traveling
abroad after 2 years, whichever is earlier.
As per HR policy
Rs.15,000 for transportation of personal
effects and Rs.750 or Rs.1250 against
accommodation for unmarried and married
respectively. Rs.750 or Rs.1250 against food
for unmarried and married respectively
FOCUS @ DCRTI
Relocation expenses Abroad
Reimbursement of relocation to
employees/consultants
USD 3000 for transportation of personal

effects and Rs.750 or Rs.1250 against
accommodation for unmarried and married
respectively. Rs.750 or Rs.1250 against food
for unmarried and married respectively
Training staff
Reimbursement of German
language programs
10
Training staff
Reimbursement of Certification
programs / short term courses
11
Training staff
Reimbursement of distance learning

programs
Actual expenditure incurred on mandatory

expenses such as tuition fees, registration
fees etc. would be reimbursed by the
Company.
All other costs (like books, travel costs etc)
shall be borne by the employee.
The reimbursed cost cannot be claimed
against the Flexible Benefit Package
Eligible person would be entitled to claim
the reimbursement of the course only after
successful completion of the program.
The amount reimbursed to an individual
shall be to subject to a maximum of 85% of
the expenditure incurred on mandatory
fees etc.
All incidental expenses (like books, travel
costs etc) shall be borne by the employee.
The amount reimbursed to an individual
shall be to subject to a maximum of 50% of
the expenditure incurred on mandatory
fees etc.
The reimbursement of the above should
not exceed Rs. 50,000/- per program.
All other costs (like books, travel costs etc)
shall be borne by the employee.
12
13
Credit card
reimbursement
Gift and complements
if it is official expenses
As per HR policy regarding credit card

reimbursement
On actual basis
14
other General
reimbursement
if it is official expenses
On actual basis
15
16
17
8.2.10 PF Details' - Provident Fund Trust and its characteristics

PROVIDENT FUND DETAILS
53
FOCUS @ DCRTI
SNo.
Provident
Fund Trust
All employees
are members of
Trust. Direct
consultants are
not considered
for PF
Drivers are
considered
under
Government PF
Provident
Fund
Number
VPF Calculation
Condition (Anybody
can get it deducted)
Employer PF
Calculation
Condition
Pension
Trust
Pension
Number
Same as
employee
No.
12% or Rate
specified by
employees
whichever is less on
their Basic
12% on Basic
Nil
Nil
KN/24117
Pension
Calculation
Condition
8.33 % on
Rs.6500
12% on Basic
8.2.11 Absences (Loss of Pay)

ABSENCES
Sno.
1
2
3
4
Absence Type
Consolidated Leaves
Paternity leave
Maternity leave
Loss of Pay
No. of days
30
3
84
Actual
8.2.12 Over-Time
Infotype -Additional payments (0015) will be used to compensate the use of Overtime infotype to enter the cost
of overtime. Over time wage type is created to capture the amount of over time as an additional pay component
and involved in the regular pay calculations.
8.2.13 Payment Frequency & Class Salary Payment frequency and their Pay dates according to the
Employee Grade
Payroll Run Dates & Payment Dates
For All Grades
Payroll run date
Payment date
3 days before last working day of the month

One day before last working day of the month
8.2.14 Off-Cycle - Any Payment in between the Payment frequency (Example: Month)
OFF CYCLE PERIODS & COMPONENTS
Off-Cycle Components
Frequency of Calculation Frequency of Payment
Settlement on resignation
(Attach the annexure)
Non salary reimbursement
Depend on the date of

resignation
To be considered as
Business expenses.
Depend on the date of

resignation
54
Payment Date
Depend on the date
of resignation
FOCUS @ DCRTI
Note: Off cycle components means the components which you pay other than normal payroll period
8.2.15 Termination Component & Process - Final Settlement Process and their components respective
to Employee group
TERMINATION COMPENSATION AND PROCESS
Sno.
Final Settlement
Components
Description
All Components with pro-rata basis needs to be considered

1
SALARY
SALARY FOR THE NUMBER OF DAYS WORKED DURING THE LAST WORKING
MONTH
LEAVE ENCASHMENT
LEAVE BALANCE - NOTICE PERIOD RECOVERY*MONTHLY SALARY
HOUSING LOAN INTEREST

SUBSIDY
HOUSING LOAN INTEREST SUBSIDY TO BE PAID ON PRORATA BASIS
PERFORMANCE BASED PAY
PERFORMANCE BASED PAY ON PRORATA BASIS BASED ON THE RATINGS

FROM THE SUPERVISOR
LOAN RECOVERY
CANARA BANK LOAN RECOVERY
NOTICE PAY RECOVERY
NOTICE PAY RECOVERY IN CASE APPLICABLE
OTHER RECOVERIES
OTHER RECOVERIES IF APPLICABLE
Retainer Fee
Retainer Fee FOR THE NUMBER OF DAYS WORKED DURING THE LAST
WORKING MONTH
Performance based retainer Fee
PERFORMANCE BASED Retainer Fee ON PRORATA BASIS BASED ON THE

RATINGS FROM THE SUPERVISOR
8.2.16 Statutory reports - All Monthly and Annual Statutory Reports

Sno.
1
2
3
4
5
6
7
8
Report
Form 16
Form 12BA
Form 24
Form 24Q
Professional tax Monthly and
annual return
Form 16A
Form 26 and Form 27
Form 26Q and Form 27Q
Description
Salary and allowances
Perquisites
Annual return ??
For Salaries
Annual return ??
Other than Salaries
Frequency
Link for Sample
Annually
Annually
Annually
Quarterly
Monthly /
Annually
Annually
Annually
Quarterly
8.2.17 Company Specific Reports - Like Income Components and Deduction component report
Sno.
1
Report
RPFC monthly contribution
statement
Description
55
Frequency
Monthly
Link for Sample

To be check
with UCS
regarding the
various reports
FOCUS @ DCRTI
PF trust transfer statement for Both

processed and excluded employees
No of employees onsite and
offshore segregating Technical and
non technical including students,
trainees and consultants
Break up of each components
stating the variance from the
previous month
Department wise / component wise
pay statement
E-payroll to existing database?
Monthly
HR Monthly Report
Monthly
3
4
Monthly
Monthly
Monthly
Monthly
Average employees / direct

consultant report as on month end
Man Power Projections for the
Quarter
10
Additions for the Month
Monthly
11
Deletions for the Month
Monthly
12
Confirmations for the Month
Monthly
13
Contract Extensions for the Month
Monthly
8.2.18
and procedures
for the same
To be check
with CCMS
regarding the
same
Monthly
Monthly
Bank Transfer Reports - All Bank Statement Reports specified by the bank for Salary Transfer
Sno.
Report
Description
HDFC Bank transfer statement
2
3
Citi Bank Transfer statement

Deutsche bank transfer
statement
Cash payment statement
Cheque payment statement
Link for Sample
For stipend to students

For employee who does not have bank
account
8.2.19 GL Account mappings' All Salary Components corresponding GL Accounts

GENREAL LEDGER ACCOUNT MAPPINGS
Sno
1
2
3
Pay Component
Basic
Basic Arrears
HRA
GL Account
Number
311001
311001
312001
56
Description
Credit
(C) / Debit
(D)
Dr
Dr
Dr
FOCUS @ DCRTI
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
HRA Arrears
Conveyance allowance
Conveyance allowance arrears
Leave encashment
Extra working allowance (shift allowance)
Travel allowance
Performance incentive
Joining Bonus
Recruitment incentive
Students stipend
Notice pay allowance
Retainer fee (to be check with abhilasha and
Raj . In chart of account we are showing two GL
like consultancy charges direct consultants and
Technical consultancy charges direct
consultants)
Performance based retainer fee
Interest subsidy
LTA
Technical book staff
Technical training staff
Membership staff
Car lease rental staff (Regarding the FBT to be
check with Abhilasha as the FBT amount is born
by the employee)
Computer rental staff
Children Education allowance staff
Lunch recovery
Employees contribution to PF Trust
Employees contribution to RPFC
Employees contribution to VPF
Income Tax
TDS on retainer fee
Courier charges recovery
Telephone charges (Telephone charges mobile
and landline are separate account in Chart of
account whether same has to be maintained in
HR module)
HDFC Loan
Security deposit loan recovery
salary advance
Canara Bank loan recovery
Professional Tax
Notice pay recovery (can recovery and payment
put under one account or separate account in
chart of account)
Employers contribution to PF Trust
Employers contribution to RPFC
312001
312002
312002
311006
311006
312003
312008
311004
311005
347003
311010
311007
331002 &
330006
311004
331002 &
330006
312010
312015
312014
347006
321001
347011
323001
323005
312013
315002
232006
232005
232006
233003
233009
332007
332001 &
332002
232011
132302
132303
232009
233002
325003
311007
314001
314002
57
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Dr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
Cr
FOCUS @ DCRTI
45
46
47
48
49
50
314003
314004
Employers contribution to Pension scheme

PF admin charges
Flexible allowance (This is with regard to
the amount transferred to Buffer in each
month from the FBP amount)
312004
8.2.20 Cost Center mapping Department wise Accounts
S No
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Cost Center
100100-100149
100150-100199
100200-100249
100250-100299
100300-100349
100350-100399
100400-100449
100450-100499
100500-100549
100550-100599
100600-100649
200100-200149
200150-200199
200200-200249
200250-200299
200300-200349
Name
Tech: VE
Tech: PLM
Tech: CAD/CAM
Tech: EPSBS
Tech: TES
Tech: ISG
Tech: CMMi
Tech: COBIT
Tech: Prj Rite source
Tech: Quality External
Tech: EDC
FBA
HRF
MD's office
Quality Internal
CRIM
Description
Tech: Vehicle Engineering
Tech: Product Life Cycle Management
Tech: CAD/CAM
Tech: Enterprise Product Service & Business Service
Tech: Tools Embedded System
Tech: Intelligent Systems Group
Tech: CMMi
Tech: COBIT
Tech: Prj Rite source
Tech: Quality External
Tech: European Data Center
Finance Business & Administration
Human Resources & Facility
MD's Office
Quality Internal
CRIM
8.3 Payroll Integration with FICO

Perform the relevant postings in the Accounting components
Various components of the R/3 system interact when posting to Accounting:
Payroll (PY)
The Payroll component creates payroll results for each payroll period. To do so, wage Types with different
business purposes are created. They are created according to tax, social insurance law, industrial law, pay scale
and operative points of view.
Financial Accounting (FI)
Financial Accounting illustrates all business transactions in the enterprise using postings to the relevant
accounts. Posting to Accounting provides the necessary data for the following components in Financial
Accounting:
General Ledger Accounting (FI-GL)
58
FOCUS @ DCRTI
Accounts Payable (FI-AP)

Accounts Receivable (FI-AR)
Special Ledger (FI-SL)
Funds Management (FI-FM)
Cost Accounting (CO)

Cost Accounting provides information on the relationship between costs and activities within the enterprise. To
do so, costs are either assigned to a cost center or to another account assignment object. The posting to
Accounting component usually posts to the following account assignment objects:
Cost center
Order
It is also possible to post to the following account assignment objects:
Cost object
Work breakdown structure element
Network number
Activity number
Sales order
Item in sales order

Scope of the function
You can use the Accounting interface (AC interface) to directly post the documents created to the
Accounting components.
You can simulate posting runs before the end of the payroll run. In this way, you can check if the payroll
results are also correct from the point of view of posting to Accounting.
You can access information on the creation and processing of posting runs at any time using status
management and the history.
By selecting the payroll results, you prevent them from being evaluated twice. This also lets you check if
payroll results were missed out during reporting.
With the help of layouts, which you can configure to your individual needs (for example, totals formation,
sorting, filtering), you can check posting documents efficiently.
The summarized line items can be traced back to the payroll result for a personnel number at any time.
This function is protected by authorizations.
The data created can be archived.
You can provide data for Personnel Cost Planning
You have checked or made the following settings in agreement with Accounting .
Setting up the payment methods

Setting up the house banks and house bank accounts
Defining the Sending Banks
Defining the paying company code
Assigning the text key for the payment transaction to transfer wage types
59
FOCUS @ DCRTI
Special Organizational Considerations
A clear distinction between all the employee grades should be made so as to no confusion in deduction
related to Tax, Loans, Savings, Premiums etc.. can be eliminated.
A comprehensive Payroll solution which can be used apart from reports for Compensation Management
Modules, Personnel Cost Planning based on actual Payroll results.
System Configuration Considerations: Deductions, symbolic accounts and corresponding GL

accounts need to be maintained and which are being charted out.
60

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Human Resources

Raj Kumar Nammi

PERSONNEL TIME MANAGEMENT......................................................................................................................30

Business Blue Print: DCRTI - SAP HR implementation

Business Blue Print: DCRTI - SAP HR implementation

Personnel Areas and Personnel Sub-areas

Personnel Area Text

Personnel Area Code

0.1.1.1 Personnel Subareas

Personnel Subarea Text

Business Blue Print: DCRTI - SAP HR implementation

Employee Groups and Sub-groups

Selection criterion for reporting.

Act as an authorization check unit.

The following Employee groups will be defined in system.

0.2.1.1 Employee Groups

Business Blue Print: DCRTI - SAP HR implementation

DCRTI employees working outside of India.

Employee who is recruited as a trainee,

International Training Program

0.2.1.2 Employee Subgroups

Business Blue Print: DCRTI - SAP HR implementation

Designs solutions for

Has limited influence

May have people

Business Blue Print: DCRTI - SAP HR implementation

May be responsible for

Business Blue Print: DCRTI - SAP HR implementation

Business Blue Print: DCRTI - SAP HR implementation

Business Blue Print: DCRTI - SAP HR implementation

HEAD OF THE DEPARTMENT - ENTERPRISE SOLUTIONS

HEAD OF THE DEPARTMENT - PLM SOLUTIONS

HEAD OF THE DEPARTMENT - INTELLIGENT SYSTEMS

HEAD OF THE DEPARTMENT - CAD / CAM

PRINCIPAL SCIENTIST - INTELLIGENT SYSTEMS

RESEARCH SCIENTIST - INTELLIGENT SYSTEMS

PROGRAM MANAGER - CAD / CAM

PROJECT MANAGER - PROJECTS

KEY ACCOUNT MANAGER - CRIM

MANAGER - VEHICLE ENGINEERING

PROJECT MANAGER - PLM SOLUTIONS

MANAGER - HUMAN RESOURCES

PROGRAM MANAGER - VEHICLE ENGINEERING

ASSISTANT MANAGER - FINANCE

PROGRAM MANAGER - PLM SOLUTIONS

MARKETING MANAGER - CRIM

PROJECT MANAGER - PMO

PROJECT MANAGER - SAP

TECHNICAL LEAD - ENTERPRISE SOLUTIONS AND

TECHNICAL LEAD - PLM SOLUTIONS

TECHNICAL LEAD - VEHICLE ENGINEERING

Business Blue Print: DCRTI - SAP HR implementation

TECHNICAL LEAD - CAD / CAM

PROGRAM LEADER - QUALITY

TEAM LEAD - QUALITY

TEST LEAD - ENTERPRISE SOLUTIONS AND BUSINESS

SENIOR RESIDENT ENGINEER

SENIOR SOFTWARE ENGINEER - PLM SOLUTIONS

SENIOR ENGINEER - CAD / CAM

ENGINEER - CAD / CAM

SOFTWARE ENGINEER - PLM SOLUTIONS

SENIOR SOFTWARE ENGINEER - PROJECTS

SENIOR ENGINEER - VEHICLE ENGINEERING