8/19/2019 96352674 Sap Hcm Business Blueprint http://slidepdf.com/reader/full/96352674-sap-hcm-business-blueprint 1/86 Business Blueprint Business Blueprint Project: GMC Created by: MGAMAL Created on: 5/22/2011 Selection Options: Scope Structure Elements: Project Team Member: RF!A"# MGAMAL Structure Elements: Parts o$ Structure Selecte% All Selecte% Structure Elements Display Options Structure Elements: "&s'la( Lo)&cal Com'onents ******************** ******************** ******************** Signed on Signature: Customer Signature: Consultant
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The Business document is a detailed description of your business processes and system requirements.
RECRUITMENT OVERVIEW
Managing enterprise recruitment is an important business module due to the number of processes
involved in these operations along with the output expected from each one. Recruitment process is an
integrated process of HCM if you loo at it in relation to other modules lie! "ersonnel #dmin$ Talent
Management.
To stay competitive$ organi%ations must efficiently manage people during every phase of recruitment$
from applicant entering$ scheduling interviews$ till the process of hiring.
INTEGRATION
&ntegration between '#" HR "erformance Management and multiple other application components
enables you to streamline internal processes. &ntegrated HCM component with '#" HR "erformance
Management as follows!
Module Integration
PersonnelAdministration
Once an applicant is to be hired, system automaticallytransfers all his/her details from recruitment module toPersonnel Administration as an employee and take anumber as per employee number range
Personnel Development Part of the information to be kept of applicants is theirqualifications with proficiency scales.
Enterprise earning An applicant can be attendee for a certain BusinessEent
As the integration between Organi!ational "anagementand #ecruitment is actiated, you will not be able tocreate $acancies manually from this screen. AllPositions created from Organi!ational "anagement willbe automatically added as an open $acancy in#ecruitment.
"U#INE## PROCE## $OW
#ecruitment process includes the following steps%
(. Maintain )acancy
*. +ob #dvertisement
,. Create &nstrument
-. Create #pplicant
. #pplicant #ctivity
/. 'election "rocedure
&. Hiring #pplicant
.
RECRUITMENT MA#TER DATA
MAINTAIN VACANC%
'hen a position becomes free in a company, you must find a successor (eithere)ternally or internally*. $acant positions are published in +ob adertisements.A +ob adertisement inoles the publishing of one or more acancies with the
aim of attracting suitable applicants. ou check the applications that you receie in response to the adertisement. ou can then rank the employees using a profile matchup of the +obrequirements and the applicants- qualifications. hese applicants then gothrough a selection procedure, and a suitable employee is hired.
$acancy $alidity is the period of time defined by tart 0ate and End 0ateduring which the $acancy is alid and aailable to assign Applicants to.
At GMC& Va'an'( re)uest *ill +e initiated outside Re'ruitment +(Department ,ead-Dire'tors. In #AP& t/is *ill +e on'e re)uest /as
+een approved and sent to ,CM Dire'tor. ,CM Dire'tor *ill enter t/isva'an'( as a ne* position in Organi!ation ,ierar'/( andautomati'all( s(stem *ill 'reate a Va'an'( 0or Re'ruitment module.
MEDIUM
"edium is the mean by which 1"2 is adertising the acancies. 3t will be usedlater to classify recruitment instruments.
1"2 will be haing the following "edium types%Medium
Appli'antt(pe
4ob 5airE)ternalapplicant
3nternal#eferen
ce
3nternalapplicant
3nternetE)ternalapplicant
OthersE)ternalapplicant
RECRUITMENT IN#TRUMENT
Each adertisement is published in a recruitment instrument. #ecruitmentinstruments are classified according to the medium used. ou can store a contactname and address key for each recruitment instrument.
his is the addresses (of the contacts* for the recruitment instruments used inyour company. 3n addition to the postal address, you can also store atelephone and fa) number and a department.
APPICANT GROUP
7sed to classify applicants according to the type of employment contract forwhich they are applying, for e)ample, employees with a permanent contract,employees with a temporary contract, freelancers and so on. An applicantgroup consists of either internal or e)ternal applicants.
6ist of Applicant 1roups to be used are%
Appli'antGroupActie (e)ternal*tudentemployee
emporaryworker
Actie (internal*
APPICANT RANGE
3t is used to classify applicants according to either hierarchical or functionalcriteria. 8ierarchical classification inoles classifications such as e)ecutieemployees, salaried employees, specialists, and so on. 5unctional groupingsinclude corporate management, and administration, production.
Personnel officers process the applications assigned to them according to their
authori!ation from the Personnel 0epartment. Personnel officers for
#ecruitment must be created as part of administrator group APP6. ou can usean 30 of your choice for the personnel officer.
6ist of Personnel Officers to be used are%
Code
NameTitle
Telep/one
#APU#ER
"ohamed El:Amir ;<9
"o+ahed Al ofyani =<9
UN#OICITED APPICANT GROUP7sed to classify unsolicited applications according to whicheer criteria youchoose. ou may, for e)ample, group the applications according to the actiitywithin the company for which they are applying (for e)ample, salariedemployee in ales and 0istribution, #esearch or 8# Administration*.
We *ill not +e using t/is in GMC
APPICANT #TATU#
his is to indicate the current status of an applicant during the recruitmentprocess.6ist of Applicant tatuses to be used are%
3t documents the administratie steps through which an applicant passesduring the selection procedure. Actiities are assigned to the candidate>s +obapplications, regardless of whether these applications e)ist simultaneously orin a chronological sequence. An actiity is assigned uniquely to one applicantand to one of his/her applications.6ist of Applicant Actiities to be used are%
A'tivit( Name
#eceied Application/2$
ransfer file
5ile returned
3nteriew initation
3nteriew appointment
3nteriewee Ealuation
1ie Out 4ob Offer
4ob Offer 0eclined
rael e)penses
Approe hiring
tarting 0ate
ransfer data
3nterim reply
8ire applicant
"edical e)am
#e+ect application
2ontract
On hold
CREATE APPICANT
his business process is used when the #ecruitment pecialist needs to enterapplicant-s details into the AP recruitment module.As there will not possibility for the Applicants themseles to search, iew, and applyfor posted $acancies, then they will be able to send in their applications/resumesaccording to the adertisement details published through the #ecruitment 3nstrumentand then the #ecruitment department will be responsible for entering theseapplications into the system.
his step starts and will be e)actly the same as Personnel Action preiously defined inPersonnel Administration course, but this time a new action will be listed in and the
type of details would ary from these when you are hiring an employee. 5or e)ample%as the applicant is not yet hired in the organi!ation, so currently we do not need toenter Planned 'orking time, Basic Pay, or een full Organi!ational Assignment for theapplicant.
APPENDI1 A
GMC spe'ial "usiness re)uirements2
=. Action type of applications will be open to all employees.
<. 'ill add two new actions ( inite to "0/5inal interiew, inite for echnicalinteriew and recommendation for different position to change acancyassignment*
;. 2reate new 3nfotype hae Earliest 4oining 0ate, Preious alaries, illnessdescription, current iqama +ob, and isa status : will be (2iti!en, ?o $isa,#esidency $isa ?O?:ransferable #esidency $isa ransferable, $isit, rainee
and transit $isa*:.
@. 'hen recruiting an Applicant, it needs to book one of the aailable isanumber as per applicant-s country. his is only for 6ocal recruitment.
. "edium ype will be in three types (4ob fair, internal #eference, internet andothers*.
. 0ifferent "edium instruments will be (6A7 and A7B for 4ob fair medium type,2urrent Employee and 5ormal Employee for 3nternal #eferences, BA and1"2 'ebsite or internet for 3nternet "edium type and 5riends, PublicAdertisement, 2ustomer, upplier, 2ompetitor and "arket for Others "edium
ype.
&. Applicant initial hire will include also the following 3nfotypes% "ilitary erice,Education, Preious employment, Cualification, $acancy Assignment anddescription.
Organi!ational "anagement depicts the functional and positional hierarchy/ structure
of the organi!ation. 3t gies a snapshot of the entire organi!ation. 3t is the basis for
effectie utili!ation of other AP 8# components and functions.
Organi!ational "anagement comprises of Ob+ects such as DOrgani!ational 7nits,
Positions, Persons, asks and 4obs
he 2ompany 2odes will be the top leel hierarchy, followed by the plants which willconsists of the Organi!ation units of its own and the positions defined.
Organizational Unit describes the arious business units that e)ist in the
enterprise. "ultiple Organi!ational 7nits and their relationships form the
organi!ational structure.
Organi!ational units can be classified generally (for e)ample, by function or byregion*, orpecifically (for e)ample, by pro+ect group*. he way in which organi!ationalunits are classified depends on the company in question.
ou must relate organi!ational units with one another in an organi!ationalplan. he hierarchical interrelationships that e)ist between the organi!ationalunits represent the organi!ational structure of your enterprise.
Organi!ational units can be linked to cost centers from Accounting.
taff Assignments Dtaff assignments list all persons (employees* for an
organi!ational unit, who occupy a position as well as all those who do not occupy any
position.
All the persons (employees* and positions belonging to an organi!ational unit in the
past, present and future are defined here.
Organization structure will be structured as follows:
evel 42 Nag/i Group 5GMC-NMC6
evel 72 egal Entities 5Companies6 GMC& NMC
evel 89n2 Departments
evel :2 Positions
$ull Organi!ation #tru'ture *ill +e provided +( GMC to upload into #AP.
PO#ITION#
Position describes the post in an enterprise (in the staff assignments of an
Organi!ational 7nit* which can be occupied by persons. his helps in representing the
personnel capacity (headcount* of an organi!ational unit.
he reporting structure between positions will be configured as per the current
e)isting structure in the company.
;O"#
De0inition Jobs are classifications of tasks that are performed by employees.
Organi!ation 7nit leel, all subordinates will automatically be assigned these asks as
well.
No availa+le Tas= Catalogue is read(. T/is *ill +e entered later on +( GMC
aut/ori!ed person dire'tl( to #AP.
W,O MAINTAIN# T,E ORGANI3ATIONA #TRUCTURE
he HC & TD Director will be responsible for creating and maintaining organi!ational
ob+ects namely organi!ational units, positions, 4obs and releant reporting hierarchy
between the positions.
A##UMPTION#
Organi!ational units will be assigned to cost centers and all the employees in thatorgani!ational unit would inherit the same as their master cost centers in their masterrecords. 1"2 is to proide details on cost centre assignment as well as the reportingstructure.
2ost 2enter Assignment will be through authori!ation to 5inance to perform.
APPENDI1 A
GMC spe'ial "usiness re)uirements2
=. here are ; different 4ob classifications% 3nternal which is the actual +ob ofemployee, another +ob for work office as per contract, and the last is thepassport +ob for isa processing (5oreign Embassy*
Proposed #olution2 his can be done by creating a new 3nfotype for each employeewhen being hired to create the different < +obs used later on when performingcontract printing or doing isa processing.
his document proides the processes and functions coered by the SA HCM!mplementation for 1"2. 3t describes the functions and e)plains their businesspurposes.3n the section "unctional Scope # Supported $usiness rocesses or Scenarios, you willfind a scenario:based iew of the functions. 3n the section "unctional Scope #"unctions, you will find a iew arranged according to groups of functions and basedon the releant AP olution "ap.
ENTERPRI#E AND PER#ONNE #TRUCTURE#
OVERVIEW
A 8uman #esources "anagement ystem enables you to set up organi!ationalhierarchies and employee relationships and then store and administer employee datain the system.
ou must be able to ealuate and report employee data fle)ibly and from allenterprise:specific organi!ational aspects.
Eery employee is included in the structure of his or her enterprise. 0ata entry isrestricted as the alidity of all employee data is checked. he structures of anenterprise are subdiided into organi!ational structures that are based on an
organi!ational plan, and administratie structures that are based on the enterpriseand personnel structures.
An organi!ational plan proides you with a complete model of the structural andpersonnel enironment of your enterprise. 8ierarchies and report structures areclearly laid out. he organi!ational plan is the foundation of Organi!ational"anagement. he organi!ational plan uses elements called ob+ects. he mostimportant ob+ects are organi!ational units, +obs, and positions.
he enterprise and personnel structures subdiide organi!ations and employeesaccording to factors releant to time management and payroll. hese structures arestored in 2ustomi!ing.
PER#ONNE ADMINI#TRATION
Personnel Administration "odule enables 8# to enter and process employee:related
data within a company. Personnel Administration automatically checks all data as it is
entered to ensure that it is plausible. All employee:related data is logged with the
e)act date. 0ata remains transparent in time progression at all times, and creates the
basis for sound decisions.
PER#ONNE AREA#
De0initionPersonnel Area is an organi!ational unit in Personnel Administration. 3t represents asubdiision of the company code. he indiidual personnel areas in a company codehae four:digit alphanumeric identifiers.
1"2 will be haing the following Personnel Areas%
PACode
Personnel Area NameCompan(Code
999= A
999< 7AE
PER#ONNE #U"AREA#
De0initionPersonnel subareas represent a further subdiision of the personnel area.
he principal organi!ational aspects of human resources are controlled at this leel,namely the pay scale and wage type structures, and the planning of work schedules.
he personnel subarea is assigned a four:character alphanumeric identifier.
Payscale 1roups, 6eels, and 'orking hours and shifts in 1"2 ary according to areaof e)pertise.Based on this, sub:areas suggested are as follows%P#A >
Code
Personnel
#u+area
999= ales
999< 3
999; 82 F 0
999@ Operations
999 5inance
According to the Personnel Administration Business #ules, Personnel ubarea will beassigned to Personnel Area.
EMPO%EE GROUP#
De0initionEmployee group is a general diision of employees. he employee group definesthe relationship between an employee and the contribution the employee makes tothe company in terms of work.
he following essential organi!ational functions can be carried out using the
employee group%
• 'hen entering data, you can define default alues using the employeesubgroup, for e)ample, for the Payroll Area.
• generating a selection criterion for ealuations
• generating a unit for the authori!ation check
he Employee 1roup in 1"2 is defined based on the types of employment in the
he process will be initiated once there is a successful recruitment process, and/or
there is a direct hire.
'hen hiring an employee through the recruitment, a different transaction will be used
not the normal 8iring action. 'hen hiring an applicant, the data entered though the
recruitment process will be transferred directly to Personnel Administration.
'8O 3?33AE 8E P#O2E
8# Personnel or #ecruitment pecialist would be responsible for initiating the processof +oining for all the employees e)isting in the system.
3?5OPE '366 BE "A3?A3?E0 07#3?1 8E 83#3?1 A23O?
he following 3nfotype(s* will be maintained (created* through the hiring action%
• Actions
• Organi!ational Assignment
• Personnel 0ata
• Address
• Planned 'orking ime
• Basic Pay
• #ecurring Payments and 0eductions
• 2ontract Elements
• "onitoring of tasks
• Education
• Preious Employment
• Ob+ects on 6oan
• 3nternal "edical erice
• 2ommunications
• Personal 30-s
• Additional Personal 0ata
• Absence Cuota
These nfotypes will be displayed by the se!uence presented and user cancancel entering any of these nfotypes based on the a"ailability of data tobe entered#
#E76
he 4oining process is completed and a system generated personnel number isallocated to an employee, with all his master records being updated in the APsystem.
he 4oining order can be generated in the system by running a report giing referenceto the employee id.
'hen hiring an employee, a notification should be sent to 3 upport, ime Admin,and #esources "anager each to prepare the items required for this new employee.
=. 'hen completing Probation Period of ; months (need to be confirmed by 820irector/Admin "anager*, ealuation needs to be sent directly to 5inance to issue(3nsurance, 6abor Office, 1O3 D ocial 3nsurance*. Entering all these details back into
system. hen Admin "anager to print 2ontract needs to make sure all the preiousdetails are entered.
Proposed #olution2
his can be done by maintaining 3nfotype "onitoring of asks, to keep e)piry of Endof Probation. Based on this date, report will be scheduled in background that sendsthe output related to Probation Periods to head of Admin, and 8ead of 82".
<. 5or 6ocal, and audi, contract needs to be printed after Probation Period H alldocuments (6abor, 1O3, 3* is created and entered into AP.
Proposed #olution2?ew custom program will be designed to print the contract for any employee. #eportwill alidate against if 'ork Permit, 1O3, and ocial insurance is created and enteredinto system before printing the contract.
;. ?eed to keep Permitted $isa ypes for 1"2 based on 2ountry of origin. hiswill be maintained by new program containing% $isa ype, 2ountry, otal, 7sed,Booked and #emaining.
@. 0uring the hiring process, for international employees, system will need to
book from list of aailable isas per employee country, and +ob.
. ?eed to keep all possible permitted 4obs as per 'ork Office.
. ?eed a report to reflect Gal sa;wada- goernment requires certain percentage<9I
Proposed #olution2
?ew custom program will be designed to calculate the audi Employment Percentagewithin 1"2. his is% total number of employees with Gaudi nationality- / total number
of employees. aking into account if a audi employee is disabling, this will equal <employees. 0isability will be taken from 3nfotype GAdditional Personal 0ata-.
audi rainee tudent is included as part of the calculations.
&. Alert to be generated when hiring a new employee but not stopping the hiringprocess.
his will be using the aboe program to calculate the percentage and let theemployee making the hire process know about it or a new 3nfotype can be createdand be part of the hiring process which will perform the same calculation as theaboe program.
J. Employee photo for employee and dependants are saed in the currentapplication and need to be uploaded to AP
K. Employee numbering will be the same for current employees and for new hiresthis will be sequential internal number adding = to the last number=9. Program to send notifications to managers of ne)t appraisal to be performedon 4an, April, 4uly, and October.
Ma&nta&n Em'lo(ee 3n$ormat&on
T r & ) ) e r & n )
E 4 e n t
T r & ) ) e r & n ) E 4 e n t
6 R
A % m & n & s t r a t o r
/ M a n a ) e r
6 R
A % m & n & s t r a t o r / M a n a ) e r
,>+
Ma&nta&n Master"ata
,>-Ma&nta&n bjects
on Loan
,>1"&s'la( Personnel
F&le
,>11Ma&nta&n Recurr&n)
"e%uct&ons /Pa(ments
,>12
Ma&nta&n A%%&t&onal
Pa(ments
,>1+
Ma&nta&n "ateS'ec&$&cat&ons
,>.Ma&nta&n
Gr&e4ances
,>15
Ma&nta&nCommun&cat&ons
,>Ma&nta&n
Mon&tor&n) o$Tas;s
,>2"&s'la( Master
"ata
,>1-
Ma&nta&n A%%&t&onalPersonal "ata
,>1,
Ma&nta&nE%ucat&on
,>10
Ma&nta&n Planne%
Bor;&n) T&me
,>
Ma&nta&n an;
3n$ormat&on
,>5
Ma&nta&nr)an&=at&on Ass&)nment
,>,Ma&nta&n Act&ons
e 6&re /
Re7&re A%m&n&strat&on5-+8
Rele4ant
Em'lo(ee "ataC7an)es
,>1.
Ma&nta&n Personal3"s
,>1Ma&nta&n A''ro4al
6&erarc7(
,>1Ma&nta&n Pre4&ous
Em'lo(ment
Mo%el "es&)ner: *****************
us&ness ner: *****************
11%+ &ecording )ime and ,abor Data
ime "anagement-s main components consist of time entry and timeealuation.
ime is entered into the system in a ariety of ways. he time is thenealuated to determine how the hours relate to the employees work scheduleand how the hours should be treated during the payroll process.
he system allows us to represent the time structures in accordance with
actual conditions and using the calendar as a basis. hese include%• 'orking time models ('ork chedule #ules* such as normal working
time
• #ecording of Attendances and Absences.
• 6eae rules that constitutes leae.
• Entitlements
• E)ceptions such as Business rips, raining
P6A??E0 'O#3?1 3"E
An employee>s working time is stored as a work schedule rule in the Planned'orking ime infotype (999&*. 3n this infotype you also find the aerageworking hours alid for the employee. hese hours come from the definition ofthe work schedule rule.3n a business sense, planned working time is defined as the time between thestart and end of work, e)cluding breaks.Planned working time specifies the time an employee has to work each day atthe enterprise.
Time Management #tatuses he ime "anagement status specifies whether the employee>s times are
processed using time ealuation or payroll.
tatuses to be used are%1 0 1o time evaluation 2processed in payroll3
2 0 4valuation of actual times
3 0 Time evaluation without payroll integration
GMC /ave one dail( *or= s'/edule 0rom AM to B PM and onT/ursda( *ill +e 4@ AM to : PM.In Ramadan dail( *or= s'/edule *ill start at 4@ AM to 7 PM onT/ursda( *ill +e 4@ AM to 7PM.
ABE?2E PE
Absences are times when employees are not at work. Employees are absent iftheir planned working time, as stipulated in their work schedules, is not fullyworked.
ypes of absences include all 6eae types prealent in 1"2. hese leaetypes are defined as leaes with absence quotas. 3nfotype <99= will be used tocreate absence record.
A+sen'e ?uotas
Absence quotas represent employee-s absence entitlements like employeesannual leae. 3nfotype <99 will store the Annual leae quotas. Absencequotas will be generated automatically.
6ist of Absence ypes and quotas is as follows%
A+sen'eT(pe
No.da(s Rule
=
#egular;9
5ridays and public holidays not to be counted if included
in the begging or at the end of a leae period
< ick =,;9 ( continues or ,5 intermittent during a year
; 7npaid
@ Birth =
0eath ; 3ncluding death eent day
Encashment
& 'edding ;
.=.= AE?0A?2E PE
'hen an employee is not at his or her normal workplace, but nonetheless isstill working for the enterprise for e)ample business trip, attendance iscreated.Attendances recorded in the Attendances infotype (<99<* describe theemployee>s work schedule or proide additional information. 7sing thisinfotype, you can store an employee>s working hours, attendance at trainingcourses, and oertime
6ist of Attendance ypes is as follows%
Attendan'eT(pe
?uota
Business
raining
3"E E$A67A3O?
3n ime "anagement, certain master data infotype records must be aailablefor each employee. ime management data is stored in the same master data
records used in other human resources areas such as Payroll and PersonnelAdministration.
he following infotypes are required for the integration of time managementmaster data records%
Organi!ational Assignment 5@@@46Personal Data 5@@@76Planned Wor=ing Time 5@@@62 he appropriate ime "anagement statusmust be stored in this infotype. 3t determines whether and how employee timedata is to be processed in ime Ealuation or Payroll.Time Re'ording In0ormation 5@@B@62 his infotype is used only if timeealuation is used. 3t can contain interface data for the subsystem andadditional employee information for the purposes of time ealuation.A+sen'e ?uotas 57@@62 to manage leae
Positive time management *ill +e implemented Positive time
management means t/at +ased on emplo(ees 'lo'= in > out& earl(leave& late arrivals& and a+sen'es *it/out permission *ill +e notevaluated and integrated *it/ pa(roll.
&ntegration between '#" HR "ayroll Management and multiple other application components enables
you to streamline internal processes. &ntegrated HCM component with '#" HR "ayroll as follows!
Module Integration
$inan'ial 3n AP #/; system posting payroll results ensures that
the personnel e)penses that arise within the company
are posted in 5inancial Accounting F 2ost Accounting.
he payroll results contain information that is releant
for Accounting.
PersonnelAdministration
As you run payroll to different employees entered
through the Personnel Administration module
INTRODUCTION
The SA H% aroll !nternational component integrates with other AP 8#components such as Personnel Administration and Personnel ime"anagement. here are interfaces to 5inancial Accounting and 2ontrolling.
The component uses data from other areas of AP 8# for calculating allstatutory and non:statutory additions and deductions for the employees. AP8# Payroll offers a number of standard reports used in payroll.
aroll is also integrated 'ith "inancial Accounting and Controlling to 'hichthe paroll results flo' as e(penses and paa)les. aroll component also
includes reporting for statutory purposes.
PA%RO PERIOD
T/e pa(roll period is t/e ea't period 0or */i'/ pa(roll is run& 0oreample& ;anuar(& 7@@. Pa(roll Periods su'/ as Mont/l( periods&#emi9mont/l( Pa(roll Periods s/ould +e generated 0or one or more
(ears +e0ore one 'an start running pa(rolls in t/e s(stem. W/ilegenerating pa(roll periods& one 'an also de0ine t/e Pa( da( rule& i.e.t/e pa(ment date su'/ as 8 da(s a0ter pa(roll period or t/e last da(o0 t/e pa(roll period.Pa(roll period used in GMC is Mont/l( Pa(ment
In t/e In0ot(pe "an= Details 5@@@F6 *e enter t/e pa(ee o0 t/e net pa(0rom t/e pa(roll and t/e +an= details. W/en *e 'reate a ne* re'ord&t/e Emplo(ees name *ill +e ta=en 0rom t/e In0ot(pe Personal Data5@@@76 0or t/e pa(ees name. T/e postal 'ode and-or t/e 'it( *ill +eta=en 0rom t/e In0ot(pe Addresses 5@@@6.
ist o0 +an=s *ill +e availa+le 0rom $inan'e.
99=@ : #E27##3?1 PA"E? A?0 0E0723O?
Re'urring Pa(ments and Dedu'tions represent additional *age-salar(elements t/at are paid or dedu'ted in ever( pa(roll period& +ut arepaid and dedu'ted at spe'i0ied intervals unli=e t/ose o0 AdditionalPa(ments.
In t/e In0ot(pe Additional Pa(ments 5@@4B6& *e *ill enter an amountand-or a value and a unit o0 measurement 0or a *age t(pe t/at arepaid or dedu'ted in a spe'i0i' period during pa(roll a''ounting. T/eIn0ot(pe Additional Pa(ments 5@@4B6 is su+divided into di00erent
su+t(pes. Ea'/ su+t(pe represents a *age t(pe.
GMC Wage t(pes2 In0ot(pe @@4B 5Additional Data6
Wage T(peCode
Eligi+leGrades
Dire't-#(stem
Dedu'tion 9Addition
Others PaymentsK99&
All 0irect H
Other 0eductionsK99J
All 0irect H
PenaltiesK99K
All 0irect :
Oertime K9=9 All 0irect :
RETRO9ACTIVE ACCOUNTING
SAP Payroll performs automatic retroacti"e accounting for changes
made to employee time data or salary data with retrospecti"e effect#
&or e%ample* an employee0s Total +onthly Salary is increased with
effect from an earlier date# n the current payroll* system
recalculates his salary for the inter"ening period since change is
effecti"e and ad(usts his salary in the current period#
$etroacti"e payments will appear in pay slip as arrears and will be
configured to be displayed as indi"idual arrears wage elements#
$ACTORING
Wage elements *ill +e adHusted 0or mid mont/ Hoining& mid mont/leaving or emplo(ees a+sen'e *it/out pa(. Di00erent pro'essinglogi' *ill +e set up 0or di00erent 'omponents to determine */et/ert/e pa(ment is to +e adHusted 0or t/e emplo(ees a+sen'e during t/emont/ or not or */et/er t/e *age element is to depend on t/eemplo(ees attendan'e at all.$a'toring *ill +e a'tivated 0or GMC Pa(roll.
• Simulate payroll for the month 1Trial run prior to running payroll2t enables you to perform complete payroll runs on a period/ by/ period basis and to then sa"e the results#
The -$ payroll program carries out the tas.s performed bycon"entional payroll programs and includes general flow control
as well as a number of programmed modules which are directlyrele"ant to payroll#
The payroll dri"er carries out the basic technical functions of payroll by processing the statements in the schema se!uentiallyand interpreting the control tables# All these are done in Testmode#
• #elease Payroll for the month n which system will prepare the payroll area to be run inPayroll process# This will put loc. on employees0 records not to
be updated if relates to payment#
• tart Payrollt enables you to perform complete payroll runs on a period/ by/ period basis and to then sa"e the results#The -$ payroll program carries out the tas.s performed bycon"entional payroll programs and includes general flow controlas well as a number of programmed modules which are directlyrele"ant to payroll#
The payroll dri"er carries out the basic technical functions of payroll by processing the statements in the schema se!uentiallyand interpreting the control tables#
• 2orrection #un: to set the correction mode if payroll run shows errors for
employeest remo"es the loc. on employees0 records for maintenance preparing it for correction#
• 2orrect the master datan which master data of employees which caused the payrollerror should be corrected#
• #elease Payroll (after correction*
• tart Payroll (after correction*
• E)it Payroll)lose the payroll process and remo"es the loc. on employees0records for maintenance#
he following diagram depicts the flow of payroll run%
The payroll results as contained in the wage types are posted to
"arious accounts in the &inancial Accounting# &urther* posting can be
made to "arious cost ob(ects in )ost Accounting 1)O2 li.e )ost
)enter* Order* Acti"ity* Sales Order* '3S element etc#
The process flow is as follows:
• Simulate a posting run 4 A posting run creates postingdocuments containing all the e%pense and liability accounts and"endor accounts of all the employees arising out of payrollresult# The cost ob(ects to which the e%penses to be posted willalso be contained in the run
• )reate a posting run
• )hec. the posting documents and release
• Post the document
• )hec. Accounting documents
O55:226E PA#O66
As an addition to regular pa(roll JEt.K& */i'/ 'arries out pa(roll at0ied regular intervals& t/is 0un'tion ena+les (ou to 'arr( out spe'i0i'o009'('le pa(roll a'tivities 0or individual emplo(ees on an( da(.
O$$9C%CE WOR<"ENC,
User inter0a'e ena+ling (ou to 'arr( out o009'('le pa(roll. %ou a''ess t/e O009C('le Wor=+en'/ 0rom t/e aroll menu.Use t/e O009C('le9Wor=+en'/ to 'arr( out t/e 0ollo*ing 0or a spe'i0i'emplo(ee2
• 0isplay payroll results
• #un arious types of off:cycle payroll
• #eerse an incorrect payroll result
A0ter running t/e O009'('le pa(ment to an emplo(ee& a re'ord o0 t/ispa(ment is stored in a spe'ial in0ot(pe 'alled Additional O009C('lePa(ment 5@76.
O$$9C%CE REA#ON
O009'('le pa(roll reasons t/at are to +e availa+le to t/e administrator0or running o009'('le pa(roll.
%ou assign a 'ategor( 0or o009'('le reason to ea'/ o009'('le reason.T/e s(stem uses t/e 'ategor( to assign +ot/ a t(pe o0 o009'('lereason and a pa(roll t(pe to t/e o009'('le reason. Categor(& t(pe o0o009'('le reason and pa(roll t(pe are te'/ni'al distin'tions t/atdetermine */et/er t/e pro'edure in )uestion is regular pa(roll& a
+onus pa(ment& an a+sen'e pa(ment& or a pa(ment in advan'e.
6ist of aailable off:cycle reason is as follows%
O009C('le Reason O009C('le Categor(
#amadan bonus Bonus
Additional payment Bonus
ear End Bonus Bonus
$acation compensation Bonus
WAGE T%PE#
6ist of aailable off:cycle wage types is as follows%
APPE?03L A
• 8ousing Allowance willbe entered in payroll
details as ; different Allowances, but not added to payrolls run buthandled by 5inance.
• taff 6oan will be entered as deductions in payroll. Proposed to "r."agdy to facilitate later on:reporting, to differentiate between differenttypes of additional deductions, and "r. "agdy greed. his list to beproided by "r. herif.
• 6oans will be handled within payroll and deducted during payroll run
• #eport to make a comparison between the current payroll run and the
perious payroll and display the different.• ?ew a custom report GPayment $oucher- after payroll runs.
• 2ustom #eport GPayroll 4ournal- displaying all employee related paymentdetails in tabular format
:ith Career ; 'uccession Management you can at anytime select possible positions and employeesrespectively from a list of matched ob<ects from which a manager can automatically transfer or plan
transfer an employee to a selected position ;once the HR process is completed=.
INTEGRATION
&ntegration between '#" HR Career = 'uccession Management and multiple other application
components enables you to streamline internal processes. &ntegrated HCM component with '#" HR
Career = 'uccession Management as follows!
Component Integration
PersonnelAdministration
#etrieing all the employees- details with all possiblechanges may occur in organi!ational assignment, and use8# master data for qualifications profiles and appraisal.
Enterprise earning ystem can generate training proposals and that you canmake direct bookings onto business eents and create pre:bookings for business eent types.
Organi!ationManagement
Accessing ob+ects within the organi!ational structure."aintaining #equirement Profile for 4obs, and Positions.
Per0orman'eManagement
2ompetency 2atalogue can be used when designingperformance ealuation and been updated automaticallywhen appraisal is completed
"U#INE## PROCE## $OW
(. 'tarting from maintaining the >ualification catalogue adding all the types of qualifications to be
used in evaluating employees and positions level of sills possessed or required respectively. HR
"ersonnel can then starts woring on maintain employees and positions profiles. ?rom employee
perspective$ this will be a >ualifications$ "otentials$ "references$ and 6islies profiles.>ualification will be measured by available list of scales when designing the >ualification
catalogue. ?rom "osition perspective$ this will be a Requirements "rofiles necessary for any
person to hold these positions.
*. 1ext step will be running "rofile Matchup$ by which HR "ersonnel will be analy%ing the current
talent sills for employees once they are entitled to hold a certain vacant position. This process
will give the chance to generate any proposed training courses based on the gaps exists between
the requirements and qualifications.
,. Career and 'uccession Management will then use all the previous elements to propose certain
careers and successors to employees and positions respectively.
3n t7e <ual&$&cat&ons catalo)# (ou can)rou' to)et7er <ual&$&cat&ons &nto<ual&$&cat&on )rou's> ( s'ec&$(&n) a)ener&c term $or eac7 <ual&$&cat&on)rou'# (ou can class&$( <ual&$&cat&ons so
t7at t7ose 7&c7 are s&m&lar areass&)ne% to t7e same )rou'> ou canalso or)an&=e <ual&$&cat&on )rou's7&erarc7&call(>
he qualifications catalog contains all the qualifications (ob+ect type C* that are ofinterest to 1"2. he qualifications catalog contains qualification groups andqualifications.
ample Cualification 2atalogue will be uploaded to 1"2 82" which can be later onupdated with the actual business requirements.
?UAI$ICATION GROUP
Cualification groups are used to structure the qualifications catalog. Cualificationgroups can contain qualifications, and also further qualification groups.
?UAI$ICATION
Cualifications are the skills which will be attached later on to positions, +obs, orpersons. his will be ealuated using a certain Proficiency cale which is attached tothe Cualification 1roup containing these Cualifications.
Currentl( t/ere is no read( ?uali0i'ation Catalogue +ut a set o0 talents. T/is*ill +e used along *it/ a proposed ?uali0i'ation Catalogue.
"or a complete list of roposed 1ualifications2 please refer to 3MC4roposed1ualification Catalogue.
PRO$ICIENC% #CAE#Cuality scales are assigned to qualification groups (not qualifications*. A quality scalemust be assigned to each qualification group. his scale is then assignedautomatically to all the qualifications belonging to this group.
3f qualification groups with different quality scales are arranged hierarchically, thequalifications of the arious groups are always assigned the scale of the directlysuperior qualification group.
he scales proficiency can be gien indiidual descriptions for eeryqualification/qualification group in the qualifications catalog. hese proficiencydescriptions are then aailable when you edit qualifications profiles and requirements
profiles.
ample of greed on Proficiency cales are as follows%
GMC *ill use t/e standard Pro0i'ien'( s'ales */i'/ *ill +e used to measure t/e'ompeten'ies.
"or a complete list of roficienc Scales2 please refer to 3MC4ersonnel Development4$usiness %ule
PRO$IE
)ransaction Code Description
PPPD - Display
ou use 'ro$&les to ma&nta&n s'ec&alattr&butes an% &n$ormat&on on an object>Eac7 'ro$&le &s ma%e u' o$ a numbersub'ro$&les $or eam'le# <ual&$&cat&ons#'otent&als# an% so on $or 'ersons8 an% a
7ole ran)e o$ stan%ar% &n$ormat&onabout t7e object $or eam'le# name#%ate o$ b&rt7# an% so on $or 'ersons8>T7&s screen enables (ou to onl( %&s'la(alrea%( create% 'ro$&les o$ %&$$erentobjects
7se profiles to store special information on ob+ects. Each profile consists of a header
and a number of subprofiles. he header contains standard information on the ob+ectin question. 5or employees, this information might include the person>s name, date ofbirth, and the position the person holds.
he subprofiles contain more specific information on a particular aspect of theheader. 5or e)ample, a person>s Cualifications subprofiles contain details of theperson>s skills and knowledge.
Profiles can be maintained for Persons, 4obs, or Position among other types of ob+ects.According to the ob+ect selected, qualification can hae a different perspectie fore)ample% for a position it is a requirement, but for a person it is a qualification skill.0ifferent subprofiles can be maintained like%
• he %e5uirements subprofile which is used to specify the knowledge and skills(and the leel of proficiency at these skills* required for a specific +ob, position
• he 1ualifications subprofile which is used to store information on anemployee>s skills and nowledge. 9ou can assign an unlimited number ofqualifications from the qualifications catalog to the 1ualifications subprofile
• he otentials subprofile is used to store information regarding a person>sfuture suitability and professional deelopment. hese forecasts might apply toa person>s ability to obtain qualifications, perform tasks, or to the person>sfuture suitability for specific +obs, positions, and so on.
• he references subprofile is used store what an employee prefers regarding performing a
certain <ob$ holding one or more positions or obtaining a certain qualification2s3.
Each of these subprofiles can be one of the criteria based on which the 2areer Duccession Planning will work.
Employee/Position profiles is date tracked which means that it is possible to keep thehistory of any changes occurs to an employee-s qualifications/proficiencies and samefor positions- requirements.Position Re)uirements and Emplo(ee ?uali0i'ations are not read( and *ill+e entered +( GMC team */en read(.
PRO$IE MATC,UP
)ransaction Code Description
P(PM - Pro*ile Matc3up
T7&s $unct&on enables (ou to com'aret7e <ual&$&cat&ons an% re<u&rements o$
objects 'ersons# a''l&cants# jobs#'os&t&ons# an% so on8 a)a&nst eac7ot7er> T7e re<u&re% an% e&st&n)'ro$&c&enc( o$ eac7 <ual&$&cat&on &s alsota;en &nto account> T7&s means# $oream'le# t7at (ou can com'are anem'lo(eeHs <ual&$&cat&ons &t7 t7ere<u&rements o$ t7e 'os&t&on t7&sem'lo(ee 7ol%s to see 7o su&te% t7eem'lo(ee &s to t7&s 'os&t&on> ou can&nclu%e an unl&m&te% number o$ objects
&n a 'ro$&le matc7u'>
he profile matchup function lets you compare the qualifications and requirements ofpersons, +obs, and positions. ou can perform profile matchups for an unlimitednumber of ob+ects of different ob+ect types.
'hen you compare a qualification with a requirement, one of the following scenarioscan result%
• he qualification fulfills the requirement e)actly
• he qualification does not fulfill the requirement (that is, the proficiency of thequalification is lower than is required, or does not e)ist at all*
• Oer qualification (that is, the proficiency of the employee-s qualifications ishigher than required*
Profile "atchup is used while planning for 2areer and/or uccession.
Based on Profile "atch:up process, proposing training for an employee to attend canbe the result when there is a defined gap between the position-s requirements andthe employee-s qualification profile.
DEVEOPMENT PAN
)ransaction Code Description
S/A!&/.10041.5 - (ditDe'elopment Plan Catalog
ou use t7e %e4elo'ment 'lan catalo)to %e$&ne an% mana)e %e4elo'ment'lans> ou use t7ese )eneral%e4elo'ment 'lans as tem'lates an%'o&nts o$ re$erence $or 'ersonnel%e4elo'ment measures &t7&n &n%&4&%ual%e4elo'ment 'lans>
A 0eelopment plan contains a sequence of items : such as attendance of a businesseent (for e)ample, a communications course*, staffing of a position (for e)ample,
sales assistant*, practical e)perience in an organi!ational unit (for e)ample, the salesdepartment*, and so on.
A deelopment plan comprises a sequence of deelopment measures (which can alsorun parallel to each other*. E)amples of deelopment measures include attendance ofa business eent or practical e)perience in an organi!ational unit.
2areer Planning is the process in which 1"2 managers can determine what theaailable career paths through which an employee can moe through his life withinthe organi!ation. 4ust draw the 2areer emplates and then plan for an employee whatis the best +ob/position he/she can be assigned to in his ne)t career change.This planning is based on an employee8s personality and abilities$ and specifies the sequence of positions
this employee can hold as part of his or her professional development. &t also lists the measures that are
required to qualify the employee for specific positions.Career planning sets out to encourage the professional development of employees. Career planning can
also help reduce a high employee turnover rate by showing employees the career opportunities that are
open to them. Career planning is also used to ensure that qualified successors are always available for
positions.
CAREER PAN
)ransaction Code Description
S/A!&/.1004$05 - (dit Careers
T7&s $unct&on enables (ou to create an%c7an)e careers> A career &s a collect&ono$ jobs or 'os&t&ons# an% %escr&bes a)enerall( a''l&cable career 'at7 &t7&nt7e or)an&=at&onal structure> ( %e$&n&n)careers# (ou can 'ortra( t7e 'r&nc&'al'ersonnel %e4elo'ment 'at7s &t7&n(our com'an(>
No Career Pat/s *ill +e entered initiall( into #AP. T/is later on *ill +e entered +(GMC team
*/en eist.
CAREER PANING PROCE##
)ransaction Code Description
PPCP - Career
T7&s $unct&on enables (ou to 're'arean% or; (our a( t7rou)7 career'lann&n) scenar&os> A career 'lann&n)scenar&o ta;es an em'lo(eeHs
0epending on the pre:defined qualification/requirement profiles, you can plan acareer for an employee to see the best +ob in his/her career path can be transferredto.elect an employee, and then determine the search criteria to include whensearching for the suitable positions. hese criteria would be the subprofiles we hae
+ust referred to% qualifications, dislikes, potentials, careers, and preferences.
ou can then transfer the selected employee to your position immediately or in thefuture.
his to be disabled by default for all employees e)cept for authori!ed people basedon authori!ation.
RAN<ING I#T
?ot only getting the best positions an employee can fit, but this list is rankedaccording which best meet the employee qualification profile. ystem gies the a bility
to choose whether you want the suitability percentage or the suitability range displayed.
#UITA"IIT% PERCENTAGE
The suitability percentage is calculated by comparing the proficiency specified for each requirement with
the proficiency of the corresponding qualification. &f these are different$ this is taen into account when
the suitability percentage is calculated.
&f the suitability percentage is (55$ this means that requirements were fulfilled precisely 2that is$ the person is (55 suitable3. &f the suitability percentage is less than (55$ the person is less suitable.
Ranges will be!
(. Red 5=5
*. 9ellow 5=D
,. 7reen D=(55
#UCCE##ION MANAGEMENT
#s opposite to Career "lanningE 'uccession "lanning starts with "ositions when a manager is looing for
the best employees to fit a vacant position now or in the future.
'uccession planning involves selecting potential successors for these posts$ and preparing them for the
posts. This means that suitable persons can be identified immediately should one of the posts become
T7&s $unct&on enables (ou to 're'arean% or; (our a( t7rou)7 success&on'lann&n) scenar&os> Success&on'lann&n) sets out to ensure t7at t7ere &sa cont&nuous su''l( o$ <ual&$&e%
'ersonnel>Success&on 'lann&n) scenar&os $ocus ont7e 'osts &n a com'an( t7at nee% to be$&lle% or &ll nee% to be $&lle% &n t7e$uture8 because e&st&n) 'os&t&ons 7a4ebecome 4acant or ne 'os&t&ons 7a4ebeen create%> 3n Success&on Plann&n)#(ou select su&table 'otent&al successors$or t7ese 'osts> ou also 're'are t7esesuccessors s'ec&$&call( $or t7ese 'ostsso t7at t7e( can be trans$erre%
&mme%&atel( &$ a 4acanc( ar&ses>
0epending on the pre:defined qualification/requirement profiles, you can plan asuccession for a position to see the best employee can be transferred to.elect a position, and then determine the search criteria to include when searchingfor the suitable positions. hese criteria would be the subprofiles we hae +ustreferred to% qualifications, dislikes, potentials, careers, and preferences.
ou can then transfer the selected employee to your position immediately or in thefuture. his to be disabled by default for all employees e)cept for authori!ed people basedon authori!ation.
RAN<ING I#T
?ot only getting the best successors can fit a certain position, but this list is rankedaccording which best meet the position-s requirements. ystem gies the a bility to
choose whether you want the suitability percentage or the suitability range displayed.
#UITA"IIT% PERCENTAGE
The suitability percentage is calculated by comparing the proficiency specified for each requirement with
the proficiency of the corresponding qualification. &f these are different$ this is taen into account whenthe suitability percentage is calculated.
&f the suitability percentage is (55$ this means that requirements were fulfilled precisely 2that is$ the
person is (55 suitable3. &f the suitability percentage is less than (55$ the person is less suitable.
The Business document is a detailed description of your business processes and system requirements.
PER$ORMANCE MANAGEMENT OVERVIEW
he Appraisal ystems component can be used as a personnel deelopmentinstrument to ealuate members of your organi!ation in a planned, formali!ed andstandardi!ed manner. hese ealuations are performed by trained personscommissioned especially for this purpose by your organi!ation. Personnel appraisalsare used to obtain information on the characteristics, behaioral traits andperformance of members of your organi!ation, and form the basis for planning andmaking decisions that apply both to indiiduals, and to organi!ational members ingeneral.
Performance "anagement can also be used to monitor the success of human
resource measures that hae already been implemented. As a personneldeelopment instrument, therefore, they can be used both to ealuate the past, andplan for the future.
Along with ealuating employees in 1ulf "edical, this component will also gie theability to ad+ust remunerations based on oerall rating set in the appraisal document,and also will be affecting the qualification proficiencies based on ealuation.
INTEGRATION
&ntegration between '#" HR "erformance Management and multiple other application components
enables you to streamline internal processes. &ntegrated HCM component with '#" HR "erformance
Management as follows!
Module Integration
PersonnelAdministration
1et all persons and users from personneladministration with all the assignment details
Personnel Development o change profiles by transfer all qualification withinappraisal template. his will allow automatic update ofCualifications profiles of employees once ealuation is
T7e a''ra&sals catalo) allos (ou tomana)e all t7e a''ra&sal elementst7at are o$ &nterest to (our com'an(>ou can t7en use t7ese a''ra&salelements to ma' all ;&n%s o$
a''ra&sal s(stems &n (our s(stem
#ppraisal Catalogue is the template which 7MC@s managers will be using when evaluating their
subordinates. #ppraisal Catalogue is based on structure format$ which include the #ppraisal Template
1ame$ Criteria 7roup$ and Criterion andAor >ualification.
4ach criteria group is evaluated using a pre=defined scale which is used to set a certain scale for each
point. Both qualifications and evaluation scales will be used from the Career='uccession Management
module.
Gverall appraisal rating can be calculated based on different calculation techniques! Total$ #verage$ and
"ercentage. ser defined calculation can be incorporated.
Attendee Appraisal which to be used in '#" 4nterprise Iearning component to evaluate an
attendee who successfully attended a certain business event.
Business Event Appraisal which will be used in '#" 4nterprise Iearning component to evaluate
a business event based on certain criterion.
Performance Appraisal which will be used to evaluate the performance of 7MC employees.
4ach of these templates$ different types of appraisal will be used as follows!
Individual Appraisal where one or more appraisers appraise one or more persons or ob<ects at
once. &n this case$ only 8A@ appraisal is created.
Anonymous Appraisal same as previous except the information for the appraiser will not be
stored.
Multi-Source Individual Appraisal involving several appraisers$ where each appraiser appraises
one or more persons or ob<ects. 4ach appraiser creates separate sub appraisals. #n overallappraisal is then created on the basis of these sub appraisals.
Anonymous Multi-Source Individual Appraisal same as previous except the information for the
Criteria 7roup is used to structure appraisal. They must be assigned directly to the appraisal model$ andcannot be nested. &t is possible to rate criteria groups. 6ifferent Criteria 7roups can be used later on with
different #ppraisal Catalogues.
APPRAI#A CRITERIA
Criteria is the individual factor that are to be rated in an appraisal. # criterion can be assigned to anappraisal model$ or criteria group$ but not to another criterion.
CREATING APPRAI#A DOCUMENT
)ransaction Code Description
APPC&(A)( - Create
Persons are a''ra&se% becauseguidelines to t7&s e$$ect 7a4e been&ssue% b( t7e 'ersonnel%e4elo'ment or 'ersonnel
a%m&n&strat&on %e'artment select&n)'ersonnel $or 'romot&on# annual'er$ormance re4&e# or salar(re4&e# $or eam'le8> An a''ra&salm&)7t onl( be 7el% once or# as &s t7ecase &t7 annual 'er$ormancere4&es# at re)ular &nter4als> T7&sscreen enables (ou to start t7e
A''ra&sal Process b( creat&n)a''ra&sals# an% set t7e status e&t7erto &n 're'arat&on# or com'lete t7ea''ra&sal com'letel(
'tarting evaluating employees$ managers will be creating the appraisal document for their employees. By
doing this$ a manager will be entering the employees@ numbers to be evaluated$ appraisal evaluation
period of time. Gnce ending preparation$ the status will be changed to K&n "rocess@.
&t is possible when create appraisal document$ to perform the evaluation itself$ in this case status will be
set to KCompleted@.
WOR<ING WIT, APPRAI#A#
)ransaction Code Description
APPC!A6G( - (dit
3n case o$ a''ra&sal t7at are create%
an% &n status I&n 're'arat&onI# (oucan use t7&s re'ort to <uer( $or an(t('e o$ a''ra&sal# &n an( status# an%com'lete t7e tas;s re<u&re%
Gnce #ppraisal documents are created$ managers can go directly to the 4dit appraisal screen and process
the appraisals. By doing this$ a manager will need to enter an evaluation for each criteria induced in the
appraisal document ;if mandatory=. Manager will be able to enter a note for each criteria and an overall
=. 1ew report to print mangers- feedback of an appraisal as per 1"2 template.This print will be through a maintenance screen displaying appraisal feedbac and accept entering
a final comment by M6. This will display only employees with evaluation of K(!( Meeting@ at
least (.
*. Copy standard transaction K2hange Appraisal@ to custom one to gie access toemployees to enter their ealuation. his will be set by default to employee-snumber with no ability to iew others appraisals or templates.
,. 1ew report will be designed to query on appraisals of status KRe<ected@ to manager@ssuperior as ?9&. 1otifications will include! #ppraiser 1ame$ #ppraisee 1ame$ #ppraisal
6ate$ and 'tatus.
-. 1ew transaction KCreate #ppraisal@ needs to be creating for dotted managers using thecustom infotype K#pproval Hierarchy@ to create the employees@ evaluations.
. Report to be designed to display employees who did not been evaluated. This includes
4mployee 1ame$ 1umber$ and Manager and send automatic email to Managers.
#TANDARD REPORT#
?ollowing are the standard report to be used in "erformance Management module!
• Employee demonstrates the ability to manage seeral responsibilities
simultaneouslyM perform work in a productie and timely manner.• Employee displays a positie, cooperatie attitude towards work assignments
and requirements.
• Employee e)hibits the required leel to +ob knowledge and skills to perform his +ob.
• Employee completes assignments meeting quality standards i.e.% accuracy,neatness, thoroughness and adherence to 1"2 standards
• Employee e)presses ideas clearly both orally and in writing, listens well, andresponds appropriately.
• Employee monitors pro+ectsM adheres to time framesM is on time for meetingsand appointmentsM and responds appropriately to instructions and procedures
•
Employee cooperates with co:workers and superisors• Employee seeks and assumes greater responsibility
• Employee monitors pro+ects independently, and follows through appropriately.
• Employee ad+usts to any change in duties, procedures, superisors or workenironment.
• Employee analytical kills i.e. effectiely analy!es problems, determinesappropriate action for solutions
• Employee shows a high leel of punctualityM work arrial and departure inaccordance with 1"2 Policy
• Employee is well accepted by the ma+ority of customers
• Employee>s professional and friendly attitude with customers
• Employee>s hyness during field isits
• Employee is alert and attentie during field isits
• Employee has a professional and hygienic appearance
11%5 Managing )raining and ('ent
INTRODUCTION
The Business 6ocument is a detailed description of your business processes and system requirements.
#AP ,R TRAINING AND EVENT MANAGEMENTOVERVIEW
'#" Training and 4vent Management provides 7MC with a full business processes to facilitate theautomation of the Training 6epartment including large number of user interactions specially when
dealing with #ttendees. 1ot only employee training courses$ but also all possible business events
arranged by or organi%ed and held by 7MC can be part of this module.
'tructural catalogue of trainings and events enables the training specialists to be able to maintain this in
an easy way and being able anytime to generate full detailed reports including various information
regarding the event$ attendees$ or even resources used by.
Correspondences are integrated in Training and 4vent Management to facilitate notifying attendeesduring the event or training process eeping them updated with the changes occurred to the schedule$
completion$ re=scheduling or even cancelation.
INTEGRATION
&ntegration between '#" HR Training and 4vent Management and multiple other application components
enables you to streamline internal processes. &ntegrated HCM component with '#" HR Training and4vent Management as follows!
Component Integration
PersonnelAdministration
#etrieing all the attendee details D employees D with allpossible changes may occur in organi!ational assignment
PersonnelDevelopment
7pdating employee/applicant qualification profile, checkingfor training-s pre:requisites, and appraisal document foreent feedback and attendee-s ealuation
Per0orman'eManagement
7sed to ealuate either Business eents, or Attendees ofany eent
Cost A''ounting ransfer the training/eent cost to finance based on theselected sender and receier cost centers
#ales Attendee type in raining and Eent "anagement iscustomer and contact person which can be selected fromsales module
"U#INE## PROCE## $OW
(. 'tarting from maintaining the Training and 4vent Catalogue which will be divided based on
business area covered by training.
*. 6etermining which resources are needed by each trainingAevent.
,. 'cheduling actual trainingAevent dates along with reserving the required recourses for the whole
period of the trainingAevent.
-. 'electing and booing attendees with a variety of attendee types.
. ?ollowing=up business event through appraisal creation and business event feedbac.
/. "osting event cost to finance.
#ll are explained simply by the following diagram!
he business eent enironment contains the basic data required for business eentssuch as time schedules, building addresses, cost items, eent locations, organi!ers,resources, and resource types.
ou create this master data during the business eent preparation phase. ou accessit later when you create the business eent catalog.
$or master data *e do not /ave a list 0or2 Organi!ers& o'ations& Cost Items&Training #'/edules Resour'es details& and eternal instru'tors. $or list o0"uildings *ill +e t/e 'urrent GMC +uildings.
TIME #C,EDUE
)ransaction Code - 6ame Description#LA,RL4@44:: 9 Time #'/edule A sc7e%ule %e$&nes a t&me sc7e%ule $or bus&ness e4ents> 3t
he time schedule or timetable of a business eent consists of the day schedules forthe indiidual days of the eent. Each day schedule is assigned a day segmentconsisting of up to three separate time blocks.
ou can use the time schedule you define as a schedule model and assign it to abusiness eent type.
'hen you create business eent dates, the schedule model is proposed as the actualschedule of the eent. ou can adopt the schedule model or define a new one asrequired.T/ere is no 0ied Time #'/edule 0or GMC events.
"UIDING ADDRE##
)ransaction Code - 6ame Description
#LA,RL4@44:8 9 "uildingAddress
!n&<ue %es&)nat&on o$ bu&l%&n) $or 7&c7 an a%%ress &sstore% &n SAP> Later on (ou can relate t7e create% Roomsalon) &t7 t7&s u&l%&n) A%%ress
Building addresses proide information on the physical location of rooms. 'hen you
create the resource G#oom-, you can maintain the Address 3nfotype for it. ou canreference a building address when you do so.
raining and Eent "anagement uses cost items to determine and represent the
costs incurred by business eents. 2ost items are also required when you want totransfer eent costs to 2ost Accounting, for internal actiity allocation for instructors,and for determining a price proposal.0epending on business needs, each cost item can be defined as #eleant for transferor not which will determine the actual posting cost to 5inance which is open for userfor updating.Posting training 'ost *ill not +e in'luded. Onl( a'tivit( allo'ation o0emplo(ees training 0ees *ill +e trans0erred to $inan'e.
OCATION
ou can assign locations to business eents when you create the eents. ou can alsorelate a location with location:dependent resources such as rooms. ou create theserelationships in the steps 2reate #oom and 2reate Other #esources.ite:dependent additional data (currency, language, and calendar with information onpublic holidays in the business eent location*3t is not mandatory to set up locations, especially if your business eents are all heldat the same location.
ORGANI3ER
)ransaction Code - 6ame Description
P#V? 9 Create... A com'an( can be an or)an&=er# an atten%ee# or anem'lo(er o$ eternal 'ersons>
P#VO 9 C/ange-Displa(... C7an)e o$ "&s'la( an r)an&=er
E)ternal organi!ers are ob+ects of ype 2ompany, customer, or interested party.3nternal organi!ers are ob+ects of the type organi!ational unit.Organi!ers can be assigned to business eent types. ou create this relationship inthe step 2reate business eent type.
resources t7at 7a4e t('&cal $eatures &n common e>)> PC#!n& term&nal or room>
By assigning resource types to a business eent type, you create utilities that couldbe required for a business eent. ou assign the actual utilities (resources* requiredto the indiidual business eents.#ooms where seminars or courses take place can be combined to form the resourcetype >#oom>. he adantage of this is that you can designate seeral rooms that haethe same equipment as a resource type.
ou record data for resource types under the following headings% 2apacity, undercapacity, you can specify the ma)imum, optimum and minimum number of placesaailable. he system uses this data for checks against the business eent or eenttype capacity during booking transactions.
• 2osts, you can assign costs (sub:diided into cost items* to resource types. hese can be transferred to 2ontrolling and can be used to calculate a priceproposal for a business eent.
• Aailability indicators, under aailability indicators, you can specify theconditions attached to resource types releant for business eent planning.
• ou specify whether a resource type is flagged as >required>, which means thatit must be aailable for the eent. ou also specify the quantity required pereent or per attendee.
6ist of #esource ypes would be as follows%
#esource ype?ame
Pro+ector/0ata show
raining "aterials
#oom
5lipcharts
6aptop
Pointer
2amera
0igital 2amera
RE#OURCE
)ransaction Code - 6ame Description
#LA,RL4@44B 9 Room A Room &s a s'ec&al resource 7&c7# unl&;e ot7er resources#can conta&n &n$ormat&on about bu&l%&n)s &nclu%&n)a%%resses8>
T7e bus&ness e4ent )rou' allos (ou to class s&m&larbus&ness e4ent t('es to)et7er> 3t &s also 'oss&ble to set u'bus&ness e4ent )rou's &n a 7&erarc7&cal structure>
A grouping together of business eent types that share the same characteristics ordeal with related sub+ect matter. Business eent groups can, in turn, be combined toform oerlying business eent groups resulting in a hierarchically structuredcurriculum or catalog.
"U#INE## EVENT T%PE
)ransaction Code - 6ame Description
#LA,RL4@44 9 "usiness EventT(pe
A bus&ness e4ent t('e &s a )rou'&n) to)et7er o$ bus&ness e4ents t7ats7are t7e same attr&butes>
A prototype eent including all of the general attributes that apply to eents of thistype. A business eent type is not scheduled to take place on a specific date.Business eent types are assigned to eent groups. Eent groups and types form thebasic framework of the business eent catalog.
"U#INE## EVENT
)ransaction Code - 6ame Description
P#V7 9 "usiness Event Menu 3n t7e business event menu (ou can createan% e%&t bus&ness e4ent %ates &n a structure%en4&ronment> T7e $ollo&n) $unct&ons area4a&lable $or e4ent %ates: create# c7an)e#%&s'la(# $&rml( boo;/cancel# loc; J unloc;#
A specific occurrence of a business eent type, scheduled to take place on a specific
date. A business eent (also referred to as a business eent date* inherits all of theattributes stored for the eent type, and is scheduled to take place on a specific date.Business Eent dates can be created either with or without resources (location,instructor, and so on*.
DEIVER% MET,OD
he method by which the Business Eent will be deliered.
6ist of 0eliery "ethods are as follows%
"U#INE## EVENT CATAOGUE
)ransaction Code - 6ame DescriptionP#V7 9 "usiness Event Menu 3n t7e business event menu (ou can create
be %eterm&ne% be$ore (ou start t7e 'lann&n)'roce%ure>
&n this business process$ 7MC Training specialist can create business event dates along with selecting the
required resources for each event.
1ot only creating currentAfuture dates$ but also ability to plan the dates based on multiple criteria!
• "revious year booing
• "re=booing till a certain date
• "revious year planning
DA%9TO9DA% ACTIVITIE#
)ransaction Code - 6ame Description
P#V4 9 Attendan'e Menu S&n)le screen $rom 7&c7 (ou can 'er$orm %&$$erent Atten%ance act&ons on Atten%ees> ou can boo;#'reboo;# cancel an Atten%ee or a l&st o$
PV@@ 9 "oo=2 Attendee 0or "usinessEvent
B7ere (ou can re)&ster an Atten%ee $or a certa&nus&ness e4ent
PV@ 9 "oo=2 Attendee ist 0or"usiness Event
B7ere (ou can re)&ster l&st o$ Atten%ee $or a certa&nus&ness e4ent
PV@ 9 "oo=2 Attendee 0or "usinessEvent ist B7ere (ou can re)&ster an Atten%ee $or a l&stus&ness e4ent
PV@7 9 Pre+oo=2 Attendee 0or "usinessEvent T(pe
B7ere (ou can 'reboo; an Atten%ee $or a certa&nus&ness e4ent
PV@ 9 Pre+oo=2 Attendee ist 0or"usiness Event T(pe
B7ere (ou can 'reboo; l&st o$ Atten%ee $or a certa&nus&ness e4ent
PV4 9 Pre+oo=2 Attendee 0or "usinessEvent T(pe ist
B7ere (ou can 'reboo; an Atten%ee $or a l&stus&ness e4ent
PV@8 9 Repla'e B7ere (ou can re'lace an Atten%eeIs boo;&n) &t7anot7er Atten%ee
PV@4 9 Re+oo= Attendan'e B7ere (ou can reJre)&ster an Atten%ee $or a certa&nus&ness e4ent
PV@: 9 Can'el Attendan'e B7ere (ou can cancel an Atten%ee $or a certa&n
1"2 raining pecialist can e)ecute all of the functions relating to booking actiities. ou can e)ecute all of the functions for attendance bookings contained in day:to:dayactiities.3n the dynamic attendance menu, aailable functions are%
'hen you book attendance, you can assign the booking a priority or let the systemassign it automatically. he following restrictions apply%
• ou can assign normal booking priority up to optimum capacity only. Bookingswith this priority are assured a place on the eent as a rule but they may bemoed down to the waiting list when the eent is put in firmly booked status.
• ou can assign essential booking priority up to ma)imum capacity. A booking
with this priority is assured a place on the business eent. Essential bookingscannot be displaced when the eent is firmly booked.
• ou assign a waiting list booking when a business eent is fully booked. oucan assign waiting list candidates places on the eent if they become aailableas a result of cancellations.
Booking priorities are indicated by a numeric alue.
CORRE#PONDENCE
)ransaction Code - 6ame DescriptionPV<@ 9 ,istor( T7&s transact&on enables (ou to 4&e t7e7&stor( o$ corres'on%ences sent to
ou can output a ariety of notifications to attendees for the actiities in raining andEent "anagement, such as confirmation of attendance, eent cancellation, and soon.
?otifications can be output to a ariety of media including printer, 3nternet mail,onscreen, and so on. 'ith manual output, you also hae the option of using "icrosoft'ord standard letter function and downloading the notification into "icrosoft 'ord.
?otification output is documented in 2orrespondence 8istory. his function lets yourequest a report for documents output to a gien attendee during a specific timeperiod, such as if and when an attendee receied a confirmation of registrationnotification.
boo;&n)s are e&t7er reboo;e% $or ot7ere4ents# con4erte% &nto 'reJboo;&n)s $or t7ee4ent t('e# or rema&n on t7e a&t&n) l&st>
PV4: 9 o'= - Unlo'= Loc;&n) a bus&ness e4ent tem'orar&l( closest7e atten%ee l&st> ou can loc; bot7 &nternalan% eternal bus&ness e4ents &n bot7'lanne% an% $&rml( boo;e% status>
PV4B 9 $ollo* Up nce a bus&ness e4ent 7as be)un or &s)&4en t7e status firmly booked # (ou can'er$orm $olloJu' act&4&t&es $or &t> T7ebus&ness e4ent object&4es can be aar%e%
as <ual&$&cat&ons to t7e atten%ees> 3$ t7eobject&4es are to be trans$erre% as<ual&$&cat&ons to t7e atten%ees %ur&n) $olloJu' 'rocess&n)# (ou must ass&)n a 4alue tot7e <ual&$&cat&ons> T7&s 4alue &s store% &n t7ea%%&t&onal %ata o$ t7e relat&ons7&' t7at &screate% beteen t7e atten%ee an% t7e<ual&$&cat&on>
PV88 9 Appraisals T7e Appraisal $unct&on &n Training and EventManagement enables (ou to 'er$orma''ra&sals o$ bus&ness e4ents an%
Gnce creating business event and booing attendees$ list of recurring activities can be performed
on any business event as follows!
• 5irmly book business eents, in other words, put them in actie status. Once aneent has been firmly booked, notifications will be sent to attendees with apredefined template.
• 2ancel business eents. 2ancellation can be due to many reasons as illustratedlater in this document. Once a business eent is cancelled, notifications will besent to attendees, and possibility to create pre:bookings for all attendees isgien to the raining pecialist.
• 6ock (and unlock* business eents. his temporarily closes the attendee list forbookings.
• 5ollow up business eents, which is the process of updating the qualificationprofile for internal employees.
• 2reate appraisals for business eents. Appraisals will coer, Attendee Appraisaland Business eent Appraisal. Templates will be pro"ided by 5+) Team ife%ists#
• 2arry out billing and internal actiity allocation for business eents.
• Automatically calculate a price proposal for an eent.
"U#INE## RUE#
Below is the business rules agreed on coering the process of raining andEent "anagement module%
(. Create a custom report to chec on business events already completed and follow=up$ and
bring a list of attendees and chec if the event is finished by , days and attendee did not fillin 4vent Report evaluation$ to send an email notification.
APPENDI1 "
GMC MA#TER TRAINING CATAOGUE
4567 89 7G>5A5AN J8KG6@6 >7 :;< 56 >6 98??8B6C• se of office equipment
• Manufacturer Training
• #dvanced Ieadership 6ynamics
• Time Management
• "rinciples of Hospital "lanning and 6esign
• "ro<ect Management
• Communication 'ills
• Basic 'elling 'ills
• "resentation 'ills
• 7MC 'ystem Training
• Iead
• #dvanced Managerial 'ills= +eddah
• #dvanced Managerial 'ills Riyadh
• 'enior8s Iead
• Typing
• Ieadership and managing a team
• 'ystems #nalysis
• 4nglish Ianguage course
• 4mployee 4ngagement for Managers8
• Manufacturer 'ervice Training
• 1egotiation 'ills
• #dvanced 'elling 'ills
APPENDI1 C
#TANDARD REPORT#
?ollowing are the list of standard reports to be used in Training and 4vent Management module!(. #ttendee Iist
,-. Resource Reservation 'tatistics,. Resources 1ot 9et #ssigned per Resource Type
11% Managing (mployee &e7uest
0ifferent request types are being created by employees for many reasons. Eachrequest has a different approal leels which cannot be set as a rule applied on allemployees.
Proposed #olution2
?ew 3nfotype to be created saing the different approal leels required for eachemployee. Once an employee creates a serice request, the program will get theapproal hierarchy needed for this serice request and compare against the aluessaed for this employee and proceed with the process.
?ew maintenance screen needs to be created listing number of approal andapproal type needed for each serice request.
Proposed solution for Administration Employees- request is as follows%=. ?ew screen D Re)uest T(pe Approval : will be designed to sae all request
types along with number of approal leels it requires and the approer title.0etails will be as follows%
#equest ype
#equest 30
Approal 6eel (n*
Approer itle
<. 5or each employee a new 3nfotype D Approval ,ierar'/( :will be created tosae the different approal hierarchy an employee can use. 0etails includes%
Approer itle D select from the availa)le Approver title as per availa)le in thesstem
Approer ?umber D select from the emploee list 'ithin 3MC
Approer ?ame D automatic populated after selecting Approver -um)er
;. 'hen an employee creates #equest of any type, system will alidate againstthe approal it requires. Based on the records e)ists in %e5uest Tpe Approvaltable, it will reads the different approal leels with types, and check againstthe employee-s Approval Hierarch 3nfotype, and send the notification to theresponsible manager
@. 2entral screen of approal will be created with access gien to all "anagers tobe able to select employee-s request, and approe or re+ect.
=. he cycle of trael management coered within 1"2 is as follows%
• Before AP 1"2 Operator was responsible of entering the ticket request deliered byemployees into system.
• Employee creates a ticket #equest using a pre:defined hard copy template.
• #equest is being approed by direct manager and diision manger (or Area manageras replacement for the 0iision "anager*
• 5inance 0irector needs to approe the ticket 6PO or the rael Order. (5orm supportedfrom the agent*
• At this point 1"2 Operator will be haing Original rael order (approed from 5inance0irector* F Original icket #equest (signed from the passenger and approed from the0irect "anager F 0iision or Area "anager.
• Operator will send the rael Order (Original F 2opy* to the agent to issue the ticket,and he should send the icket request to 5inance.
• rael Agent send in ticket inoices twice a month, from =:= sent on =th and ticketsfrom =th to ;9th are sent on ;9th each month attaching to it the copy of the raelOrder.
• 5inance should attach the inoice along with its trael order as it is receied from theAgent, to the icket request receied from the Operator.
• hese inoices will be entered by finance as inoices from supplier.
<. Each employee is entitled to a certain number of tickets. After this number, tickets are
charged from his payroll. 'hen requesting a acation of type raining, need to select anapproed ticket request to attach to. hese all will be part of the $acation #equest screen.
;. #equest type GAir icket- to be issued by employee and pass through the pre:defined leelof approals.
@. #equest type G2ancel icket- to be issued by employee to cancel an already created ticketrequest.
. GPetty 2ash Payment- #equest to be issued by an employee and pass through a pre:defined leels of approal.
. N#efunds #eport to display all 2ancel ticket requests.
Subm&t
$or A''ro4al
A''ro4e%
o
es
"&rect Mana)er
A''ro4al
Enter&n) T&c;et
Re<uest "el&4ere%
b( em'lo(ee
"&4&s&on Mana)er
or Area Mana)er A''ro4al
A''ro4e%
o
es Sen% To A)ent
Mo%el "es&)ner : *****************
us&ness ner : *****************
' e r a t o r
" & r e c t M a n a ) e r
" & 4 & s & o n
M a n a ) e r o r
A r e a
M a n a ) e r
)ra'el &e7uest
F & n a n c e " & r e c t o r
esF&nance LP or
Tra4el r%er A''ro4al
A''ro4e%
o
11%11 #sing (mployee Sel*-Ser'ice and Manager Sel* Ser'ice
The Business 6ocument is a detailed description of your business processes and system requirements.
E## > M## OVERVIEW
Employee elf:erice (E* enables employees to create, display, and change theirown data in the intranet used at their enterprise. By enabling employees to accesstheir own data, 8# processes are standardi!ed and simplified. As a result, employeesin the 8uman #esources 0epartment can concentrate on other tasks of greaterstrategic importance."anager elf:erice ("* enables "anagers to create, display, and change theirown data and the employee-s actions in the intranet used at their enterprise. "enables all managers to take oeriew about all employees are assigning to them.
EMPO%EE #E$9#ERVICE E##
Employee elf:erice gies 1"2 employees the ability to perform certain processesby themseles. his will sae time and effort put on 8# Personnel when processingthese types of requests for large number of employees.
tarting from a alid username and password, an employee can logon to 1"2 Portal,and start using E.E is based on i$iew concept which is each process an employee can use isincorporated as an i$iew within AP Portal. 4ust selecting the required i$iew, E willstart working and getting data from and to the backend E#P.
INTEGRATION
&ntegration between '#" HR 4mployee 'elf 'ervice and multiple other application components enables
you to streamline internal processes. &ntegrated HCM component with '#" HR 4mployee 'elf 'ervice
as follows!
Component Integration
Pa(roll 7sing Payroll tatement, all payroll data can bedisplayed or printed for employees
PersonnelAdministration
7sing Personnel 3nformation, an employee can changeor display Personnel 3nformation, Address, 5amily"embers, and Bank 0etails information. Also, lookingfor employees through searching for people
Personnel Development 0isplaying and changing qualification profile directlyfrom E
MA#TER DATA
All data to be used when working with E will be based on the master data enteredin standard 82", the 1raphical 7ser 3nterface. his means that any data entered fromthe backend E#P will be reflected and accessed in E.
E## WOR<#ET-IVIEW#
Below are the i$iew which will be part of E implementation in 1"2%
his workset enables employee to search for any employee within the organi!ation. <i$iew will be used in this workset, 'ho:is:'ho which lists down all the employeeswithin 1"2 with general basic details of like% ?ame, Position, 0epartment, and2hange Own 0ata which enables the employee logged on to change his own 3nternal3nformation 399;<.2hange Own 0ata will be assigned to < different roles one for changing and one foronly displaying.
Adanced earch will be as follows%
PER#ONA IN$ORMATION
3n this page, E gies list of i$iew (serices* can be used to maintain certainemployee details.
he Address serice enables the employees at your enterprise to display and edittheir own addresses. 3n this way, employees can keep their own data up:to:date,while simultaneously reducing the number of time:consuming and e)pensie
actiities performed by the 8uman #esources 0epartment>
"AN< DETAI#
he Bank 0etails serice enables the employees in your enterprise to display and edittheir own bank details.
$AMI%-REATED PER#ON
he 5amily/#elated Person serice enables the employees at 1"2 to display and editdata about their own family members and related persons.
PER#ONA DATA
he Personal 0ata serice enables the employees at 1"2 to display and edit theirown personal data.
?eed to add 2ommunication 3nfotype aailable to enter/update nickname if possible.
WOR<ING TIME
This :orset will be woring with all employee time data which can be displayed wored with
through 4''.
EAVE RE?UE#T
Employees can 2reate 6eae #equest for any absence or to notify their superior. heleae request is submitted to the employee-s superior for approal. Employees cancheck the status of their request.
alidity of each qualification can be displayed, thus enabling employees to see, fore)ample, where they require further training.
CORPORATE IN$ORMATION
1"2 will store documents and serices that comprise general information about it.0ocuments that can be stored in this area include security regulations and thegeneral code of conduct in place at your enterprise. his needs to be changed laterbased on 1"2 requirement, based on this training will be needed to 1"2 person onhow to change this.
6ist of 1"2 policies will include% Promotion 2riteria, 2ar 6oan Policy, 2ar rael Policy,?ew:8ire 8andbook, 4ob 0escriptions and $acation Policy.
Add another i$iew for 1"2 Portal.
A##ET#
his i$iew gies employees information on the deices that are assigned to them. hedeices can be assets from the Asset Accounting component, equipment from thelant Maintenance component :only if actiation of this will not result in error, will beactiated :, and ob+ects on loan from the Human %esources component based onmodules implemented.
MANAGER #E$9#ERVICE
"anager elf:erice gies 1"2 managers the way to perform many transactions
without need to interrupt the daily work of Personnel Administration especially in thearea of generating important reports. A manager will logon with a alid username andpassword specific to him/her and then can perform many processes like Attendance#eport, 8eadcount #eport, and "onitoring of asks.?ot only running updated reports, but a manager can initiate personnel changerequest for one or more of his/her employees performing a certain action likepromotion, transfer. his P2# will be transferred for approal based on the approalworkflow actiated.
INTEGRATION
All data to be used when working with " will be based on the master data entered
in standard 82", the 1raphical 7ser 3nterface. his means that any data entered fromthe backend E#P will be reflected and accessed in ".
Module Integration
PersonnelAdministration
1et all employee-s assigned to the manager andinitiating a list of Personnel 2hange #equests (P2#* tostart a certain Personnel Administration process
Organi!ation All actions manager can perform on a certain employee
This i)iew enables manager to view information related to their employees that include! 7eneralinformation lie Grgani%ation nit$ "osition$ employee 7roupA'ubgroup$ and "ersonnel #reaA'ubarea. &t
also displays "ersonnel &nformation of the employee selected from &T555*$ all the absences taen by the
employees. &f there any monitoring of tass related to any of the manager@s employees$ will be displayed
in tabular format including the name of the tas$ and expiration date. &t also lets the manager display the
company property that has been made available to employees assigned to his or her area of responsibility.
The system reads the data from the Gb<ects on Ioan &nfotype.
?UAI$ICATION#
7MC@s managers to display qualifications$ and the respective proficiency$ for employees in their area of
responsibility.
This will be the same as "ersonal &nformation$ * roles will be created one display and the other to
:ith this i)iew$ manager can display list of appraisal documents created for hisAher employees with allthe document details lie status$ overall rating.
The manager uses the Performance Management Document i)iew to process the appraisal form defined
The Competency Management area comprises an i)iew that enables managers to display an overview list
of all positions in their area of responsibility and allows them to branch from this list to maintain position
requirements.
This also will be for display and maintain in * separate roles.
PER#ONNE C,ANGE RE?UE#T
"ersonnel Change Request is a way by which 7MC Manager can initiate a certain "ersonnel
#dministration request for one of hisAher employees. Manager can select from a list of "CRs available in
M''$ select an employee for whom the request is to be initiated$ #dobe #crobat form will be displayed
contain the request details the manager needs to fill$ once filled$ manager can review and send for
approval.
#vailable "CRs in M'' are as follows!
#ll "CRs will be activated except :oring Time.
Personnel Administrator will be notified with the approed Personnel 2hange #equestthrough a ransaction in AP E#P 82". 8e/she will be accessing this transaction andrun to see the approed P2#s, using the standard Personnel Administration actionsMhe/she can perform the action and set the status back to 2ompleted.
P2# process workflow will be based on standard workflow as follows%
Subm&t$or
A''ro4al
A''ro4e%
o
1st A''ro4er 9&e PCR A)a&nst
Em'lo(ee
Create PersonnelC7an)e Re<uest
2n%
A''ro4er 9&e PCR A)a&nst
Em'lo(ee A''ro4e%
o
es
En% Bor;$lo
Mo%el "es&)ner: *****************
us&ness ner: *****************
M a n a ) e r o $
E m ' l o ( e e
" & r e c t M a n a ) e r
A ' ' r o 4 a l 1 S T
" & r e c t M a n a ) e r A ' ' r o 4 a l
2 n %
Personnel C3ange &e7uest (SS 9MSS
6ater on 8r Personnel will be accessing a standard 8# transaction which will displaythe approed P2#s to process the change request by normal Personnel Administrationactions.
REPORT#
This worset enables the managers to run some important reports related to their daily business and
involving their employee. These reports require the integration between M'' and Business :arehouse
B&.
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