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Articles Tagged ‘SAP HCM Blog’
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 »
Integration within the HCM Module
Thursday, August 26th, 2010
Question
How is integration in personnel management a critical function?
Answer
Integration within the HCM module (i.e. Personnel Administration to Organizational Management, Personnel Administration to Time, Time to Payroll) and within the SAP system (i.e. HCM to Finance, Payroll to Cost Accounting) is one of the key benefits of implementing SAP within an organization. It provides for a single point of data entry into one module/sub-module which can be utilized in another module/sub-module. For example, employee master data entered into the personnel administration sub-module of HCM can be used by other modules (i.e. Finance, EH&S, Project Systems) without having to rekey the data, thereby saving time, reducing keying errors and ensuring data consistency.
Posted in Ask the Experts | No Comments »
The Power of Benchmarking
Monday, August 23rd, 2010
Benchmarking is the continuous process of comparing and measuring an organization’s business processes against those of business leaders anywhere in the world. We all know that identifying and implementing best practices will generate business excellence. We also know that benchmarking is no magic cure - but when executed properly, it promotes continuous improvement.
For HR people, this translates into the following:
- Standardizing and automating transaction processing to reduce the cost of delivering basic HR services
- Using freed-up resources to support an integrated talent-management process
- Integrating HR and relevant non-HR systems to eliminate information barriers and reduce time to market
- Providing every manager access to decision-support tools and people information
- Delivering relevant business metrics to front-line managers, linking people processes to operational performance
- Benchmarking HR’s performance against industry metrics and best practices
For those of you who have not heard of it, there is a dedicated ASUG/SAP benchmarking and best practices program providing an excellent forum for SAP customers to track trends, share best practices, and measure value based upon key performance drivers. To date, more than 200 companies have participated in the study, including more than 30 participants from the high-tech industry, with revenues of between less than $1 billion to more than $10 billion. The study covers the full scope of HR business process, segmented in sub-processes such as recruiting and staffing, learning and development, and payroll administration.
For more information about the program, visit www.asug.com/benchmarking or contact benchmarking@asug.com. Please also visit: https://www.benchmarking.sap.com/files/surveyExamples/HCM_Sample_Report.pdf.
Posted in Tips and Tricks | 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 »
Uploading Data from Excel to SAP
Thursday, August 5th, 2010
Question
How we can upload large number of new joining data through Excel into SAP?
Answer
When there is a large amount of data that you need to upload to your HCM infotypes, the best way to do this is to use of LSMW (Legacy System Migration Workbench) options. You may remember this functionality from back when you were in the “Cut-Over” phase of your original implementation. This approach is favored due to its ease and pre-defined Excel spreadsheets that SAP has available for many of your standard infotypes.
Posted in Ask the Experts | 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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Title: |
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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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Time: |
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 »
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