SAP HR – Training

© Copyright IBM Corporation 2007

SAP HR – Training

25

– 27

July 2007

 Day 1 – HR Training

 Objective of Organizational Management

 Overview of Organizational Management

 Organizational Management Business Process Procedure

 Objective of Employee Administration

 Overview of Employee Administration

 Employee Administration Business Process Procedure

 Day 2 – HR Training

 Objective of Leave and Overtime Process

 Overview of Leave and Overtime Process

 Leave and Overtime Business Process Procedure

 Objective of Payroll Process

 Overview of Payroll Process

 Payroll Business Process Procedure

 Day 3 – HR Training

 Objective of Payroll Subsequent Activities and other HR Reporting

 Overview of Payroll Subsequent Activities and other HR Reporting

 Payroll Subsequent Activities and other HR Reporting Business Process Procedure

The objective of Organization Management is to provide

participants with the skills and knowledge to:

 Maintain Organization Unit

 Maintain Job

 Maintain Position

 Maintain Cost Centre Assignment

 Display Organization Structure Graphic

Human Resource – Organizational Management module is used to maintain the details of SCA

organization structure based on SCA

Manpower plan.

SCA Organization Unit Hierarchy

Marketing

Sumitomo Chemical Asia

Administration Sales

Positions in Organization Unit

Sales Executive Sales Executive Sales Executive Sales Executive Sales Executive Sales Assistant Sales Assistant Sales Assistant Sales Assistant Sales

1 Job to Many Positions

Executive

Sales Executive HR Executive Finance Executive Marketing Executive

But there is more . . .

Cost Center (K) Organizational Unit

(O)

Position (S) Job (C)

Person (P) (Employee)

Person (P) (Employee)

Personal Data

Personal IDs

Addresses

Basic Pay

Tax SG

CPF

Objects on Loan

Membership Fees

Absence Quotas

Absence Military

Service Education What time is

lunch break?

Organizational Unit

(O) Position (S) Job (C)

Object

Relationship

Object

Relationship

Object

Relationship

Cost Center (K) Organizational Unit

(O)

Organizational Unit (O)

Object Object Relationship Description Org Unit

(Superior) Org Unit

(Subordinate) B 002 Is line supervisor of Org Unit

(Subordinate)

Org Unit (Superior)

A 002 Reports (line) to

Org Unit Cost Center A 011 Cost center assignment Cost Center Org Unit B 011 Cost center assignment

Organizational Unit (O)

Position (S)

Object Object Relationship Description Org Unit Position B 003 Incorporates Position Org Unit A 003 Belongs to Org Unit Position B 012 Is managed by Position Org Unit A 012 Manages

Position (S) Job (C)

Object Object Relationship Description Position

(Superior)

Position

(Subordinate)

B 002 Is line supervisor of Position

(Subordinate

Position (Superior)

A 002 Reports (line) to

Position Job B 007 Is described by

Job Position A 007 Describes

Position (S)

Position (S)

Person (P) (Employee)

Please kindly refer to the Business

Process Procedure Manual . . .

The objective of Employee Administration is to provide participants with the skills and knowledge to:

 Process Hiring

 Process Confirmation

 Process Organizational Reassignment

 Process Change in Pay

 Process Leaving

 Maintain HR Master Data

Human Resource – Employee Administration module is used to

maintain the details of employee HR

master data.

SAP HR Master Data :

 HR master data is stored in a structured and logical manner using infotypes concept and HR menu

 Enterprise structure to identify grouping of employee for defaults, group analysis and reporting, etc

 HR master data to store data for the present, future, or past.

 Automatically linked to other HR modules

i.e. payroll - updating payroll-relevant data in the past triggers retroactive accounting,

org mgt – new position will be displayed automatically in both HR master data and org. structure.

 Every employee has an organizational assignment, that is, he/she is unique in the enterprise structure and in the personnel structure (affecting pay, work schedule,

calendar).

 In SAP, the company's structure is made up of the enterprise structure and the personnel structure.

SAP Enterprise Structure

 Personnel area is a specific entity for personnel

administration (HR)

 Personnel subarea is

subdivision of personnel area

SCA Enterprise Structure

SAP Personnel Structure

 Ee group can be used to generate default values for data entry, for example, for the payroll area or an

employee's basic pay.

 Selection criterion for reporting.

 An entity for authorization checks.

SAP Personnel Structure

 Ee subgroup grouping for the

personnel calculation rule controls how an employee's payroll is

processed, for example, whether an employee is to be paid on an

weekly or monthly basis.

 The grouping for the primary wage types controls the validity of wage types at the employee subgroup level. The grouping is also able to restricts the validity of pay scale groups to specific employee subgroups.

SCA Personnel Structure

Employee Group Employee Sub Group

Active Managing Director

General Manager

Deputy General Manager Manager

Deputy Manager Executive

Assistant

Probation Probation

External External

Expatriate Expatriate

Temporary Temporary

Contract Contract

In active In active

Overseas Posting Overseas Posting

SAP Infotypes

 Individual information, such as last name, first name and date of birth, is defined in data fields.

 Data fields are grouped into data groups or information units

according to their content.

 In Personnel Management these information units are called

information types or infotypes for short.

SAP Infotypes

 The infotype is displayed to the end user in the form of a data entry screen that has data entry logic error

checking.

 Personal data is stored in logical groups. For example, last name, birthdate,

birthplace in the Personal Data infotype.

 Infotypes have names and 4-digit keys. For example, the Personal Data infotype has the key 0002.

SAP Subtypes

 Subtypes are used to subdivide infotype data records. You may want to subdivide such

information to make it easier to manage or because you want to assign different control

features - such as time constraints - to the various subtypes of the same infotype.

You can also create separate histories for each subtype.

Personnel Action

Actions facilitate the editing of multiple infotype data due to a certain event. The

system displays all the relevant infotypes in a pre-defined sequence so that you can maintain the necessary data.

Personnel Action

Actions facilitate the editing of multiple infotype data due to a certain event. The

system displays all the relevant infotypes in a pre-defined sequence so that you can maintain the necessary data.

Dynamic Action

Dynamic Action

facilitates the triggering of update of certain

infotype due to changes in another infotype.

Please kindly refer to the Business

Process Procedure Manual . . .

© Copyright IBM Corporation 2007

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