SAP- HCM

• Functional
Overview
• Personnel
Administration
 SAP Module's

HC
M
MM PP

FI CO

SD

Many of these sub modules are further sub divided into many
components like Time Management which is further divided into Time
Administration, Shift Planning, Incentive Wages and Time Sheet.
SAP Introduction

The name SAP being a German company, is acronym for

“System Anwendungen, Product in der
Datenverarbeitung”.

This is translated into English as

“System Application and Products in Data Processing”
“Systems Applications, and Products
in Data Processing ”
SAP is the highly integrated software that perform common
business functions based on multi-national leading practices.
Takes care of any enterprises however diverse it may be in
operations, spread over the world geographically.
SAP Introduction

 SAP is founded in 1972 by five people.

1. Wellenreuther
2. Hopp
3. Hector
4. Plattner
5. Tchira
 These employees presented their idea to IBM who in turn
refuse to research & develop their product.
 AG Stands for Aktiengesellschaft which means in English
“Incorporation”
SAP

R/3 meets the needs of a customer from the small companies

to multi-billion dollar companies.

In R/3 we have got three layer Concept

1st Layer PRESENTATION LAYER

2nd Layer APPLICATION LAYER

3rd Layer DATABASE LAYER

Log-on screen
 Fields in log-in screen

Client:
It is an independent unit in R/3 system. each client has its own
data and settings (one enterprise).

User:
The user record to be created to logon to the system
(administrator does this).

Password:
it is hidden. you can see only asterisks.

Language:
SAP system is available in several languages, use language
input to select the log-on language.
Sub-modules In HR

Personnel Organizational
Management Management
Personnel Time Management
Administration
Recruitment Shift Planning

Administration
Personnel
Development
Payroll
Benefits
Administration Travel Planning
Compensation
Management Incentive Wage
Personnel Cost
Planning Time Sheet

Travel Planning
Personnel Administration

Enterprise Structure

Personnel Structure

Payroll Area

Info types
Enterprise Structure

OGC Client

OEL OEN ADC OCL Company Code

Head Karach Personnel Area

Lahore
Office i .i.e.

Factor Head Area Personnel Subarea

y Office Zone
Enterprise Structure

Client

Client is an independent legal and organizational unit of the

system.
Company Code

Company Code is an independent company with its own

accounting unit, that is, a company that draws up its own
balance sheet.
Personnel Area

Personnel Area represents a subdivision of the company

code.
Personnel Subarea

Personnel Subareas are subdivisions of Personnel

Areas.
SAP – HCM Info types

Infotypes are logical groupings of

data fields. i .e

Org. Basic Pay Info

Assignment type (8)
Person etc.
(DOJ. i. e)
Info
Info type
type (1)
(0)
Birth
certificate

Personal Address Planned Working

Data Info Info type Time Info type
type (2) (6) (7)
Info types - Functions

CREATE: COPY:
Create an info type Copy data from
record an existing info
type record
CHANGE: DELETE:
Correct or change Delete an info
data for an info type record
type record
DISPLAY:
Display a single DELIMIT:
info type record Delimit an info
type record
OVERVIEW:
LOCK / UNLOCK:
Display all
Activate /
records for an
deactivate an
info type
info type record
Info types - Subtypes
 Personnel Administration
Hiring
Maintaining Master Data
Maintaining Info types
Orientation of Features and Configuration
Creation of Info groups
Configuration of Personnel Actions
Maintaining Info type Menus
Defaulting the User Parameters
Maintain Number Ranges for Personnel Actions
Integration of Personnel Administration with Organizational Management
Overview of scenarios with respect to different
Exercises on hiring, personnel displays and maintenance
Employee Groupings
Configuration of Holiday Calendar
Configuration of Work Schedules and Daily Work Schedules
Configuration of Period Work Schedule and Work Schedule Rule
Generating Work Schedules Manually and Batch Folder
Configuration of different Absent Types and Absence Quotas
Configuration of Attendances
Base Entitlement Rules for Quotas
Generation Rules for Quotas
 Personnel Administration

 Hire employees with or without integration to Recruitment and Organizational

Management Component

 Central repository for employee master data which can be accessed by all
other
sub-modules of HR

 Other employee actions like transfer, promotion, confirmation, leaving etc.

 Automatic creation of employee actions using dynamic actions

 Integration with all other sub-modules of HR

 Employee self service to view / modify certain employee master data.

Personnel Development

 Development planning for individual position / employee as well as

for a
department

 Qualifications catalog – repository to store skill sets required and

existing in
the organization.
 Career planning of an employee considering criteria like
qualifications,
preferences of employee, potentials, designations and even dislikes
 Design predefined career paths which can also be used in individual’s
career plan
 Profile matching with requirement
 Integration with training sub-module
 Recruitment

 Web application for employment opportunities with application status check

 Employee self-service on employment opportunities with application status check for
internal applicants
 Create and process vacancies with / without integration to organizational
management
 Central repository for applicant master data
 Hold proposed pay-scale information for applicants
 Sequential follow up of applicant activities / automatic creation of applicant activities
 Bulk processing of applicant master data depending on applicant status
 SAP Business Workflow for recruitment processes
 Transfer applicant master data of selected applicants to employee master data
 in HR- PA administration as employee master data.
 Applicant correspondence by mail or letters
 Check for previous applicant
 Integration with HR-PA administration for internal applicants
 RECRUITMENT
 Workforce requirements, Vacancy identification, assigns Position to
Vacancy
 Create channel of recruitment, give advertisement for the vacancy and
Obtain applications and its administration.
 Support for selection for procedure involving on-listing, Interview
Results offer or contract and acceptance of contract.
 Maintain the applicant Actions, Activity, Application status etc.
 Transfer of applicant data to master data on hiring .

BENEFITS :
 Benefit Plans, Areas
 Beneficiaries
 Benefit Providers
 Benefit Parameters
 Benefit Integration with Payroll
 Related Features
 Training and Event Management
Organizational Management

 Model the functional and reporting structure of an enterprise in

organizational management.

 Organizational Plan and Manpower plan with various Plan versions and
statuses.

 Creation of vacancies in integration with PA - Recruitment module

 Graphical representation of Organizational structure

 Organizational reassignment of an employee.

 Integration with PA Personnel Administration, Personnel

development, Cost planning .
 Time Management

 Recording and maintaining of time data for an employee

 Interface with selected external time recording systems as well as flat file
transfer, or
manual time recording directly in system

 Processing attendance and absence data

 Shift Planning for organizational units considering employee preferences

 Calculation of incentive wages depending on time data entered for i. e work

wages and time wages
Travel Management

• Travel Planning

• Trip Data

• Approval of Trips

• Accounting business trips

• Reporting results of trip cost accounting

Payroll

 Payroll Process

 Payroll Data

 Company Grouping
o Processing Payroll Run

 Payroll Area o Payroll log

o Retroactive Accounting

o Remuneration Statement

o Bank Transfer

o Posting to FI
Payroll
 Configuration of Payroll Area, Payroll Sub-area and Control Record
 Generation of Payroll Periods
 Absence Valuation
 Time wage type Valuation
 Pay Scale Structure Configuration
 Wage type Configurations
 Allowance grouping
 Payroll Status
 Payroll Process Overview
 Deductions
 Info type Maintenance
 Tax Calculation and Verification
 Overview on Payroll Postings to FI
 Overview of Processing Classes, Cumulating and Evaluation
Classes.
 Payroll Schema
 Retro-Payroll
 Overview of all Group payrolls.
HR Structure

Employees
Structure
Active Organizational
structure Externa
Personnal l
Structure
Payscale
Structure
Wagetype
Structure

Retiree
Daily Work Scheduled

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Thanks for your attention