Beruflich Dokumente
Kultur Dokumente
Product
SAP ERP 6.0 EhP4 Global Bike Inc.
Abstract
This teaching material is an introduction into the most important processes concerning Human Capital Management.
Level
Fortgeschrittene
Focus
Human Capital Management (HCM)
SAP AG
SAP ERP
Course Overview
Introduction to SAP
Navigation Introduction to GBI Sales & Distribution Materials Management Production Planning Financial Accounting
Controlling
Human Capital Management
SAP AG
Page 8-2
SAP ERP
Unit Overview
SAP AG
Page 8-3
SAP ERP
SAP AG
Page 8-4
SAP ERP
Enterprise Structure
-
Represents formal and financial structures in a company Each employee needs to be assigned to an enterprise structure. Basically consists of company code, personnel area, and personnel subarea Client
An independent environment in the system Company Code Smallest org unit for which you can maintain a legal set of books
Personnel Area
Represents a company area differentiated between personnel administrative, time management, and expensive organizational aspects
Personnel Subarea
Represents part of a personnel area Represents a company area differentiated between personnel administration, time management, and payroll accounting aspects
SAP AG
Page 8-5
SAP ERP
Global Bike US
GBI Dallas
Executives Finance HR
GBI Miami
Sales Purchasing MM
GBI Hamburg
Sales
Purchasing
GBI Heidelberg
Executives
Finance HR
MM
MM
Personnel Subarea
IT MM Purchasing Production
SAP AG
MM
Purchasing Production
Page 8-6
SAP ERP
Personnel Structure
Describes an employees position within the company Is defined by employee group and employee subgroup Employee Group
Organizational unit for which personnel related regulations can be specified Examples:
Active employees External Retirees
Employee Subgroup
Organizational unit within the employee group, for which personnel related regulations are specified Examples:
Industrial employees Commercial clerks Laboratory assistants
SAP AG
Page 8-7
SAP ERP
Employee Group
Active
External
Retiree
Employee
Internal
Trainee
Employee Subgroup
SAP AG
Page 8-8
SAP ERP
Organizational Plan
Describes in which function an employee is acting Is object-oriented, i.e. each element is represented by an object Objects can be assigned to each other Organizational Unit
Can be grouped according to functional and regional aspects.
Position
Are assigned to organizational units and filled by employees Example: Position accounting clerk in the Accounting Department
Person
Are employees and fill positions
Cost Center
originate from Controlling and can be linked with positions or organizational units
Job
General description of tasks which an employee should perform Are assigned to positions Example: Position Head of Department
SAP AG
Page 8-9
SAP ERP
Cost Center
Organizational Unit
Position
Job
Person
SAP AG
Page 8-10
SAP ERP
Employee Group 9
External
90 Junior Consultant
91 Senior Consultant
Employee Group 2
Retiree
20 Pensioner
21 Honorary
Employee Group 1
Active
10 Intern
13 Executive
Employee Subgroup
Executives EX00
Personnel Subarea
Miami MI00
SD00
Page 8-11
SAP ERP
Employee Group 9
External
90 Junior Consultant
91 Senior Consultant
Employee Group 2
Retiree
20 Pensioner
21 Honorary
Employee Group 1
Active
10 Intern
13 Executive
Employee Subgroup
Executives
EX00
Personnel Subarea
Hamburg HH00
Page 8-12
SAP ERP
Personnel number
Is used in SAP as a central identifier for an employee Can comprise by up to eight digits Can be assigned either by the system or manually All employee data available in the system are identified on the basis of the personnel number.
Expenses results
Travel expenses
SAP ERP
Reference
SAP AG
SAP ERP
Infotypes
-
HR master data are structured in infotypes. Collections of data fields that are logically linked To process employee data in an effective structure in accordance with business requirements Each infotype has an explicit four-digit ID, e.g. infotype Addresses 0006. An infotype can have sub types, which represent a sub variant of the infotype.
SAP AG
Page 8-15
SAP ERP
Time constraint 1
Time constraint 2
e.g. husband
Time constraint 3
SAP AG
Page 8-16
SAP ERP
Maintenance of Infotype
Personnel action
SAP AG
Page 8-17
SAP ERP
Roles
HR Administrator
Head of Department
Travel Administrator
Time Administrator
Billing Clerk
SAP AG
Page 8-18
SAP ERP
- Model the organizational structure of your enterprise - Create, change and delimit organizational units - Create, change and delimit jobs - Create, change and delimit positions - Analyze an organizational unit to define workforce requirements and personnel cost planning - Create further organizational units for planning scenarios or simulations
SAP AG
Page 8-19
SAP ERP
Automatic history
is created when changing master data may be used for reporting and the verification of data integrity
Personnel administration sets the data basis for subsequent processes in Human Resource Management and reporting
Page 8-20
SAP AG
SAP ERP
SAP AG
Page 8-21
SAP ERP
Applicant Group
Structures applicants according to the type of their employment relationship
Actives
Working students
Applicant Range
Classifies applicants according to hierarchical or functional criteria
Employees
Leading employees
Specialist
SAP AG
Page 8-22
SAP ERP
Maintaining applicant data can be done in infotypes with the help of the Initial Data Entry or Application Actions Applicant action Initial Data Entry
SAP AG
Page 8-23
SAP ERP
Recruitment - Process
Vacancy
Hiring as Employee
Job Advertisement
Profile Match
Applicant Data
SAP AG
Page 8-24
SAP ERP
Overall status
SAP AG
Page 8-25
SAP ERP
Advance qualifications of employees Comparison: requirements of positions with qualifications of employees profile matchup identify further training need Introduce development actions Talent Management Book training course Training and Event Management Arrange appraisals Performance Management
SAP AG
Page 8-26
SAP ERP
SAP AG
Page 8-27
SAP ERP
IT knowledge
Operating system
Data base
System Modelling
Work security
Windows 95
Linux
SAP AG
Page 8-28
SAP ERP
SAP AG
Page 8-29
SAP ERP
Position
Person
The difference between the characteristic of a requirement and the characteristic of a qualification is determined
Requirements Qualification
SAP AG
Page 8-30
SAP ERP
Performance Management
Talent Management
Profile Matchup
SAP AG
Page 8-31
SAP ERP
SAP AG
Page 8-32
SAP ERP
job
position Course of instruction
Career planning: comparing qualifications with requirements of one station of a career, e.g. job, position Personnel decisions, courses of instruction, etc.
SAP AG
SAP ERP
SAP AG
Page 8-34
SAP ERP
SAP AG
Page 8-35
SAP ERP
Participation in instruction courses Allocation of positions Use in an organizational unit Habitation in a location
SAP AG
Page 8-36
SAP ERP
SAP AG
Page 8-37
SAP ERP
Feedback
Perform Appraisal
Compensation Adjustment
SAP AG
Page 8-38
SAP ERP
In order to display a performance feedback process, appraisals and objective settings may have different statuses.
In Preparation: an appraisal template has been created and provided with header data (e.g. appraiser, validity) In Process: an appraisal has been given but it is not completed, the evaluation may still be changed Completed: The appraisal is finished Approved: The appraisal has been approved Rejected: the appraisal has been rejected
SAP AG
Page 8-39
SAP ERP
Criteria groups
Criteria Qualifications
SAP AG
Page 8-40
SAP ERP
SAP AG
Page 8-41
SAP ERP
SAP AG
Page 8-42
SAP ERP
The Human Resource Information System (HIS) enables the analysis on the basis of the organizational structure.
SAP AG
Page 8-43
SAP ERP
SAP AG
Page 8-44
SAP ERP
Ad-hoc Queries are a tool for analysing data from personnel management
Infoset Personnel Administration IT 0001 IT 0006 IT 0007 Payroll Gross result Optional data Church tax
SAP AG
Page 8-45
SAP ERP
SAP ERP
SAP BI
Goal
Priorities Age of data Data Processing
Implementation of business processes Availability & data protection Updated Create, edit, delete and display
SAP AG
Page 8-46