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Articles Tagged ‘HCM’
Benefits of SME’s implementing SAP HCM
Tuesday, September 7th, 2010
“Employees are our most valuable asset” is a common phrase used by companies both large and small, but what are companies in the SME space really doing about it? SME’s may question the value of implementing HCM when looking to include it in their SAP implementation due to lower employee count and fewer locations. Why spend the additional dollars needed to implement an HCM module?
There are several benefits to justify the implementation cost of implementing SAP HCM. The primary benefit of any HCM system is the positive effect it has on employees by eliminating redundant work, automating manual processes and providing employees better access to information. From a management viewpoint, it allows you to manage each employee in a more comprehensive and efficient manner.
Outside of increased employee satisfaction, there are substantial financial and technical benefits of rolling out HCM with your SAP implementation. From a financial standpoint, SAP HCM benefits your organization by allowing you to manage all of your HR processes with a single system which can reduce costs associated with licensing, labor, third party software fees and support fees. Technically, the benefits include easy integration, one entry point, data accuracy and an integrated portal, not to mention constant developments and enhancements by the world’s number one ERP system.
The SME market continues to be the fastest growing segment in software sales across the board. When you implement SAP HCM you are receiving a complete package of the technology and knowledge that SAP has been gathering from some of the best run businesses in the world. By implementing SAP HCM, you can truly show your employees that they are your company’s most valuable asset.
Posted in Tips and Tricks | No Comments »
Symphony Webinar: Tips and Tricks for Year-end Payroll: How to Be Proactive, Not Reactive
Thursday, August 26th, 2010
Join us for this free webinar and find out how to prepare for year-end payroll
Date: Wednesday, October 13, 2010
Time: 2:00PM – 3:00 PM EDT
Common year-end payroll mistakes can quickly multiply your headaches during an already busy time. To ensure a smooth year-end transition, this webinar will guide you through the steps to preparing for year-end payroll. Let Symphony – the SAP HCM experts – teach you key strategies to put into action to streamline the year-end payroll process and prepare for the upcoming year. Kathy Morris, a Senior Consultant at Symphony Management Consulting and former SAP “Year-end Tax Angel” will discuss best practices for year-end payroll and provide tips on:
· How to get your system ready and perform configuration updates
· Ways to approach YE processing to ensure success
· What tools are available to assist with YE closing
· How to create an annual project plan and check list
Space is limited.
Reserve your Webinar seat now at: https://www1.gotomeeting.com/register/784467408
Posted in SAP HCM News | No Comments »
Qualification Catalog Structure
Monday, August 16th, 2010
Qualifications can be a foundation for many functional uses in SAP. Qualifications equate to the requirements capabilities needed to perform the duties of a position, to the initial skill set held by the person most qualified to receive an offer of employment, to development areas identified as part of the annual performance appraisal process.
Many organizations will start with a basic structure comprised of qualification groups for three competency areas:
1.) Core or foundational
Sets the tone and/or context and frequently aligns with key behaviors expected from everyone in the enterprise (Example: Customer Focus)
2.) Functional and/or technical
Knowledge and skills/abilities that is required for a specific function that may range from programming skills to the ability to give effective presentations
3.) Managerial or leadership
Capabilities that allow an individual to be an effective leader of people and/or processes
Beyond the initial three competency classifications, organizations may also define categories for licenses or certifications, education and experience. The key is to assess how your organization will use the qualifications catalog going forward and assure that the categories are meaningful to the organization’s needs and sustainability.
Posted in Tips and Tricks | No Comments »
Symphony Webinar: Achieving a Higher ROI on SAP ERP HCM Investments
Wednesday, August 4th, 2010
Join us for this free webinar and find out how to achieve a higher return on investment (ROI) on SAP ERP HCM Investments
Many organizations are eager to add functionality that tracks and maintains employee data. Often, the human resources department is tasked with this responsibility and can struggle to provide an effective business case to their executive team for approval.
Let Symphony provide an overview and critical advice on how to effectively identify strategic returns on investment (ROI) when communicating with executive leadership. We will point out some areas that executives look at in order to measure the need for an HCM solution for attracting, developing and retaining the right employees. Not only will we discuss some examples where Symphony has assisted clients to present a business case to their leadership, but you will also learn how to ask for and receive approval for the funding of a state of the art HCM environment.
What you’ll take away:
- How to properly assess SAP ERP HCM functionality in order to attract, develop, and retain the right employees.
- How to align functionality with corporate objectives to meet your organization’s unique needs.
- Proven advice to prevent common pitfalls that can drive up costs in SAP ERP HCM projects.
- Ways to measure the key personnel-related factors that can make or break the ROI for your SAP ERP HCM project.
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Achieving a Higher ROI on SAP ERP HCM Investments |
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Date: |
Wednesday, August 25, 2010 |
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2:00 PM - 3:00 PM EDT |
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/985159681
After registering you will receive a confirmation email containing information about joining the Webinar.
Posted in SAP HCM News | 1 Comment »
Shift Premium Pay Processing
Tuesday, August 3rd, 2010
In time management, processing shift premiums are common for all industries. The most common differential pays are the evening shift and the night shift differentials. These differentials are usually dictated by Union rules and mostly apply to hourly employees. However, there are rules where salaried, non-exempt employees can receive these differentials.
Many are familiar with implementing shift differentials using attendance codes, premium table T510P and work schedule. These three methods work for hourly and salary employees, though you may also need to use substitution and configure work schedules. These three common methods are relatively straight forward, easy to use and can be used mutually exclusive of each other or use in combination between them.
One method that is not widely known is the use of infotype 2012 for processing shift differentials where each employee is assigned IT2012 containing a time type indicating the shift. Time evaluation uses the time type as a flag to generate the relevant wage type.
By utilizing IT2012, there is no need to configure attendance types for shifts, additional work schedules or premium tables. However, there may be more short comings for users in terms of ease of use, master data maintenance, substitutions and overlapping shifts (working 4 hours on evening shift and 4 hours on night shift). IT2012 is more of a conversion tool and accumulator within Time Evaluation than a user friendly tool for day to day operation. With regards to master data, reporting and substitution, using IT2012 is not straight forward. Using IT2012 will reduce the need to configure additional attendance codes, work schedules, or the need for setting up the Premium table entries. However, from a user point of view, this may not be an easy task. The Time Administrator will understand the usage of attendance codes and work schedules, but may not understand the concept of IT2012 which requires selecting correct time types and delimiting IT2012, especially if the employee populations are active in doing substitutions.
IT2012 may work for salary, non-exempt employees who are entitled to shift pay, especially if the shift differential is a fixed monthly amount; however, for hourly employees this should not be an option.
Posted in Tips and Tricks | No Comments »
Organizational Management Integration with Personnel Administration
Monday, July 19th, 2010
Question
After performing transfer action though LSMW, the new position assigned to the employee in Infotype 0001 is not reflecting in organization structure, only the position is reflecting without person.
Answer
There are a number of outstanding questions that would need to be answered before we are able to provide a comprehensive response, however, you can start by verifying that the PLOGI setting on table T77S0 is set for OM and PA to be integrated and if this is for data conversion there are programs that are to be run after data conversion programs are run:
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RHINTE00 |
If HR Master Data is available in the above form, you can use this report to transfer data to OM. |
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RHINTE10 |
This allows for objects created in Organizational Management to be “recognized” during transactions in Personnel Administration |
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RHINTE20 |
Checks whether all of the objects relevant for integration exist in both PA and OM. |
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RHINTE30 |
Allows you to transfer a person’s org. assignment, position, org. units, etc.) from OM to Infotype 0001 in PA |
If you need further clarification, please provide us with the following information: Is this first time the LSMW was used for this action? Was Infotype 0000 populated with the action or did the program only update Infotype 0001? Were the other org. structure fields populated (org. unit, job) on Infotype 0001 or just the position? Is LSMW being used to do data conversion to prepare for go live?
Feel free to respond or ask additional questions in the comments section.
Posted in Ask the Experts | No Comments »
Implementing SAP E-Recruiting
Tuesday, July 13th, 2010
If you are new to SAP E-Recruiting, then you may need some advice to get started. We will begin posting a series of blogs that will show you how to begin the journey in implementing a company’s SAP E-Recruiting functionality. Let’s start from the basics.
1. Define your Recruitment Business process. It is important that you know every step of the recruitment process so that you can define most of the SAP E-Recruiting screens based on your process. This way it will be more manageable for your recruiters to use the new software and be more familiar with the new process. Here is a sample of a high level business process for recruitment. Your company recruitment process may be similar or slightly different than the one depicted below. You can use this as a reference when documenting your recruitment business process.
2. Define your Sub-processes. The definition of your recruitment business process does not stop at high level. You need to go deeper. The next step is to define what each sub-process does. Let us give you an example:
In this step you need to define what these sub-processes are all about, that way you have a better picture of your entire process.
3. Define your steps within the business process. Here is where you need to get one of your sub-processes and break it down into steps, triggers and user roles. Take out your process flow charting hat, turn on your computer and start charting away. Of course the assumption here is that you’ve spoken with a few people like the SME’s (Subject Matter Experts) in your company about the recruitment process unless you are the SME. The reason why you need to do this so that you can start visualizing some of the SAP E-Recruiting solutions that you have in mind for your company. On the process flow diagram that you will be doing, it is expected that you refer to SAP E-Recruiting screens and solutions to define this part of the process. Below is an example of a process flow diagram.
4. Identify steps in the sub-process that will be using SAP. This is a little tricky and you may not get this during the first try. Identify which step will use an SAP E-Recruiting transaction. By identifying the step and linking it with an SAP E-recruiting screen/transaction you will be able to get a better idea how that step will be completed by the system. From there you can go into more detail on screen design, configuration items and most of the technical solutions that particular step needs.
With these steps you will be on your way to defining your Recruiting business process. The next blog in this series will discuss the first steps to set up SAP E-Recruiting. Keep checking our blog for more SAP Tip & Tricks and feel free to leave questions/comments!
Posted in Tips and Tricks | 1 Comment »
Basic ALE connection when using separate instances for FI/HCM
Monday, June 28th, 2010
Have you ever arrived at a project and been given the news that HCM will be implemented as a standalone system? The FI team is long gone, the HCM team is there and the client wants to use their own IT team to perform Basis and ABAP work. This is not unusual nor is it a problem, until something needs to be done that did not happen when other SAP modules were implemented. One of those common instances is when FI/CO and HCM will not be in the same system. When the decision has been made to have your FI/CO and HCM components in separate systems you may not have instant access to an experienced IT member that knows how to help an inexperienced IT team make this work. These basic steps on how to set up an ALE connection between FI/CO and HCM modules will help you work with the IT team to accomplish your objective. Some common transfers of information examples from HCM to FI/CO are data for General Ledger Postings, Travel & Expense, and 3rd Party Remittance.
Step 1: Create users for ALE transfer in both the receiving and sending client/systems.
· Create users giving them the same user name and authorizations. This will allow logon through the remote connection and perform the IDOC transfers.
Step 2: Create logical systems in both the receiving and sending systems.
a. Log on to Sending client and go to transaction “SALE”
b. Expand both the Sending and Receiving systems
c. Expand logical systems and click on Define Logical System
d. Click on New Entries and use a naming convention identified by your IT/Basis group. Example - “system name + CLNT + client number. Save and “go back” (sending = HCMCLNT105/ receiving = FICCLNT800)
e. Save and go back. Now click on Assign client 105 to logical system HCMCLNT105
f. Now log onto receiving system and repeat a-c
g. Save and go back. Now click on Assign client 800 to logical system FICCLNT800
Step 3: Create the RFCs
a. In your sending client go to transaction code SM59 and expand the R/3 connections
b. Enter RFC name as HCMCLNT105 (use the same name as the logical name created in step 1 so that the ports are automatically created)
c. Enter Connection Type as “3” and Language as “EN”
d. Give the logon details for client 800 (it is best to create a new user with proper authorizations for this ALE data transfer).
e. Click on Remote long on button to test the RFC
f. Now go to the receiving client and repeat a-e and give logon credentials to client 105
Step 4: Create customer distribution Model.
· This is usually created in the sending system and then is distributed to the other system. The actual creation of the model requests that you mention a technical name for the model (this needs to be a unique identifier in the systems landscape), a sender system, a receiver system, and message types to exchange between those systems.
a. In the sending client go to transaction code BD64 and client on Change and Create model view button
b. Enter the short text and technical name as ZHCM_FIC
c. Select the model and click on Add Message Type button
d. Give the sender as HCMCLNT105 and receiver as FICCLNT800
e. Give Message type as required. Example- “HRMD_A” for HR Module. This is usually the message types given by SAP are available for a particular module, see using transaction code WE81, if not create a message type first (See step 7).
f. Select the above model view and click on Environment >Generate Partner Profiles
g. Select Transfer IDOC Immediately and Trigger Immediately radio buttons
h. Click on Execute. You should get a list in green which means it executed successfully.
i. Now back on the main screen you should select the model view
j. Click Edit> Model view> Distribute
k. Click on Continue. You should get a list saying model view is distributed successfully.
Step 5: Checking the Port
a. In the sending client go to transaction code WE21
b. Expand the transactional RFC
c. Find the port from the list which is created using BD64 for FICCLNT800 (the receiving system) RFC destination
Step 6: Checking the Partner Profiles
a. In the sending client go to transaction code WE20
b. Expand Partner Type LS
c. Select the partner profile FICCLNT800
d. Double click on the Message Type. Example- In HR Module, HRMD_A in Outbound parameters
e. Check Receiver Port is assigned correctly
f. Check the Basic type as your Basic IDOC object.
g. In the sending system, select the option to transfer IDOCs Immediately
h. By default in the receiving system IDOCs are bunched together and received.
Step 7: Creating the message type
a. Message type defines the meaning of data. It is just a logical entity that gets connected to the IDOC type, in transaction WE82, or gets connected to the distribution model, in transaction code BD64. If necessary create a new message type.
b. In the sending client go to transaction code WE81
c. Click on Change > Continue
d. Select the New Entries button
e. Give message type in customer namespace “Z” and description
f. Save and go back
Posted in Tips and Tricks | No Comments »
Advanced Vacation Payout
Friday, June 4th, 2010
Question
Our Company is three weeks from go-live SAP HCM. We have a union rule that requires us to pay union members in advance for vacation. Many of them take five weeks all at once. We have a weekly payroll. It appears that the way to do this in SAP is to process each vacation request manually through each of the next 5 payrolls (for each employee requesting vacation). This is a huge pain for our payroll department in our legacy environment, and soon to be in SAP. Do you have any suggestions?
Answer
Step 1 - In Time Management, enter the Vacation hours for the five weeks, then run Time Evaluation for the five weeks.
Step 2 - In Payroll, there is an Off-cycle/On-Demand Payroll run option, where it can be run for the next five pay periods for the employee, so their taxes, etc. , will be calculated and taken correctly. (On the actual production payroll for the next 5 pay periods, Payroll will know and exclude the employee from the Regular Production run).
An enhancement that may be explored post go-live would involve a custom solution utilizing a combination of forms, workflow, and custom programming to automate the entry part of the process. The Time Evaluation and Off-cycle steps will already be a part of your new SAP Payroll procedure and not require any further adjustments.
Either way, we recommend you move forward with go-live and only consider a custom solution after go-live and stabilization. Waiting until after you are stabilized will allow you to have a better understanding of your new system and help you to be better prepared when you begin to make adjustments or expand your HCM solution.
Posted in Ask the Experts | No Comments »
We had a great time at HR2010!! Thanks everyone
Thursday, April 15th, 2010
The HCM2010 show was another great success for Symphony Management Consulting. This year we saw more attendees and vendors than we have in recent years, surely a good sign that organizations are looking at implementations, enhancement projects and new technologies to improve the processes and efficiencies of their HR systems. This conference is an exceptional venue to educate yourself through the seminar series, see demo’s of the newest enhancements and meet the experts that provide the solutions for your next project.
As in years past, Symphony continues its commitment of educating attendees on a wide variety of HCM topics. The Symphony team leverages our knowledge and experience to deliver information on 7 Tips and Tricks for OM, Leverage Dynamic Actions to streamline HR Data, Best Practices for achieving a higher ROI in SAP HCM, and Proven techniques to properly configure and optimize HCM.
Throughout the show our booth was visited by attendees that sat in our presentations and the common theme of those conversations were “it was a great presentation, thank you for sharing that information for us.” “The presenter was very helpful and was able to answer a lot of our questions.” Comments like these are reminder of why we invest so much into this show and the value it provides. Symphony is committed to helping people better understand and prepare for the work ahead of them.
Due to the success and popularity of the presentations, Symphony will be launching a monthly online HCM workshop where we hit on key topics that will educate, share tips and tricks and answer questions. Look for more information on this shortly.
We’d like to hear from you on what you want to learn about or more information about. We will then incorporate these things into our agendas to give you more of what you need.
Thank you to everyone who stopped by and helped us make this another successful HR2010.
Visit http://www.symphony-consulting.com/saphr2010 or http://www.sapinsiderhr2010.com to learn more about the event.
Posted in SAP HCM News | No Comments »
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