Payroll

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2
The ERP architecture is comprised of application and database
servers.
The application servers house the software and the database
servers handle document updates and master file databases.
The system can support an unlimited number of servers and a
variety of hardware configurations.
SAP ERP is based on various hardware and software
architectures, running on most types of UNIX, on Windows NT
and OS/400.
SAP ERP runs on several databases Oracle, Adabas D, Informix,
DB2 for UNIX, DB2/400, Microsoft's SQL Server 6.0


SAP Overview
3
*
*Use the IMG to build company HR policies into sap-
hr system

*Use the sap-hr menu path , transaction codes to
facilitate data entry and to query for information.
4
*

* Organizational Management
* Qualification & Requirements
* Career & Succession Planning
* Business Event Management
* Shift Planning
* Personnel Cost Planning

* Master Data
* Time Management
* Recruitment
* Travel Expenses
* Payroll
* Incentive Wages
* Benefits
5
*
6
*
*Recruit personnel based on your requirements.

*Increase the amount of available applicants to the enterprise
.

*Include them in the selection procedure for vacancies by
advertising for personnel or by receiving unsolicited
applications.
7
*
*Store applicants not suitable for a particular vacancy in the
Applicant pool, so that they can be considered for other or
future vacancies.

*Automate many processes via dynamic personnel actions

8
*
1.Receipt by HR Dept
2. Forward to other
departments
3. Evaluate Yes/ No
4. Interview

5. Evaluate Yes/ No

6. Contract mailed
7. Hired
9
*
*Manage the advertisement process

*Perform administrative tasks

*Process the necessary correspondence

*Data can be transferred from the recruitment to the pa-
master data
*
10
11
*
* Clear picture of an organisation at any
point- past, present and future

* Proactive in planning for future HR needs.
Manager
Vice President Vice President
President
Chief Executive Officer
*
12
13
*
*The organizational objects that form the backbone of
Organizational Management are:
*Organizational unit
*Job
*Position
*Task
*Work center
14
*
Qualifications
Workplace
Job
Authorized position
Tasks
Objects
Organizational unit
15
*
*Organizational units represent any type of organizational
entity, designated to perform a specified set of functions
within a company.

*Subsidiaries, Divisions, Departments, Groups, or Special
Project Teams could all be represented by organizational
units.
16
*
*It is by creating
organizational units, and
then identifying the
relationships between the
units, that you identify the
organizational structure at
your firm.
17
*
*A Job is a general classification, such as Secretary,
Computer Programmer, Instructor, and so on.

*For example, there may be 20 people whose job is
Secretary, eight people whose job is Manager Level 1, and
only one employee whose job is Chief Executive Officer.
18
*
* Positions are the individual employee assignments within a
company.
*Example- Manager of Sales, Junior Engineer for Manufacturing
Etc.

*It is by creating positions, and then creating relationships
among the different positions, that you identify the reporting
structure at your firm.
19
*
*A Job is a general classification of duties that must be
performed.

*Positions are individual employee assignments, for example,
Manager of Human Resources

*Example - there may be 20 people whose job is Manager,but
only one position as manager of marketing.
20
*
*Work centers identify a location where work is carried out.

*A location can represent anything as general as a geographic
location.

*Example - the Delhi branch office , the Singapore subsidiary,
and so on.
21
*
*Work centers can be quite precise in some cases, for example,
they can identify a specific workstation with certain materials
and equipment, on a specific floor of a specific building.
22
*
*Tasks are individual duties, responsibilities or assignments
that employees are required to perform.
Develop Software
Evaluate Prospective
Employees
Answer Phones
Design Publications
23
*
*Single tasks are individual task entries like develop department
budget, evaluate new equipment, answer phones, and so on.

*Task groups are a collection of tasks that are routinely
performed together, or that are affiliated in some way.
*
24
Sales
Division
Marketing
Division
Finance
Division
Car
model-1
Car
model-2
Car
model-3
Disciplinary Relationship
Subject matter
Geographical authority
Reports to both head of Sales division
and head of Car model-1.
25
*
* Plan Versions

* Info types

* Validity Periods

* Reports

* Fast Entry
* Objects

* Statuses

* Time Constraints

* Object Descriptions

* List Screen
26
*
* A designated area where you decide to deposit, or store,
different sets of information - something like a file folder.

*A single plan version may contain information maintained
in any or all of the Human Resources components.
27
*
*You may maintain unlimited number of plan versions .

*One plan may reflect current day-to-day operations at your
firm.

* A second might reflect your company after a planned merger
takes place.

*A third could reflect downsizing plans.
*
28
Consulting
 Plan Version 2
Branch 1 Branch 3 Branch 2
Central
Services
IBM Specialists
Consulting
Branch1 Branch 3
Central
Services
Branch 2

IBM Specialist Specialists
 Plan Version 1
29
*
*The basic elements of information that collectively make
up, or define, an organizational plan.


Organizational unit
Qualifications
Workplace
Tasks
30
*
*Some types of objects are used only in certain PD
modules.

*Some objects are shared among the different PD modules,
since the information they contain is universally required.

31
*
* Info types allow you to describe, or define, the different
characteristics or attributes that objects have.

* Once you create an object, you identify its characteristics by
appending different info types to the object.
ABC
Description
Relationship
Address
32
*
*Typically, you use the Object Info type (1000) to create new
objects, and the Relationship Info type (1001) to identify the
relationships among objects

*Some Info types are only relevant for certain types of
objects. (Vacancy- Position)

*Some Info types may be used by all types of
objects.(Relationship , Description)
33
*
*Each time you create an info type for an object, it is
called an info type record.

*Once info type records are created, you can edit, display,
list, delimit, copy, and delete them.

*It is possible to create multiple info type records of the
same kind, for a single object

34
*
*Statuses identify the current standing that an object or Info
type record has within an organizational plan.

*They also affect the type of activities - creating, deleting, and
so on - that you may carry out.

*There are five statuses available:- Active , Planned ,
Submitted , Approved , Rejected.
35
*
* Cycle of status features valid for all planing
elements and their supplemental
information


* Plan projection within a Plan
Status
features
5
1
4
2
3
36
*
*Identify the life span of an object or info type record - or the
period of time when an object or info type record "exists".

* You must apply validity periods to every object and info type
you create.

*A validity period consists of a start date and an end date. An
object or info type "exists" for the range of time specified by
the two dates.
37
*
* A tool used internally by the system to protect the integrity of
information maintained .

*Time constraints work interdependently with validity periods.

*Time constraints determine which combination of validity periods
are allowed among the different types of records you create and
maintain.
38
*
*Time constraints are necessary to prevent you from
creating records that contradict, or in some way invalidate
each other.

*There are Three classes of time constraints

Time constraint 1
Time constraint 2
Time constraint 3
39
*
*Time constraint 1
*Given period one valid infotype record exists
*No overlap
*No gaps
*Time constraint 2
*Given period one valid infotype record exists
*No overlap
*Gaps allowed
*Time constraint 3
*Multiple records
40
*
*Time constraint ‘A’
*Must have only one record
* Sys date (Jan 01 1800 to Dec 31 9999)
*Validity period cant be subdivided
*Time constraint ‘B’
*Must have only one record
* Sys date (Jan 01 1800 to Dec 31 9999)
*Validity period can be subdivided
*Time constraint ‘T’
*Depend on Subtype
*
41
Org Unit (XYZ Ltd.)
Position2
Employee-Manager
Position1

Employee-Union leader


Employee-Core Team

1
2
3
8/1/99 13/1/2000 8/8/99 13/12/2010
Time
Const-
raint
Date
1
Org unit (XYZ Ltd. to YYY Ltd.)_
42
*
*Document the information maintained in the system.

*Process, or modify, the information maintained on the
system.
43
*
Request reports

*By selecting reports from menus in the different PD modules.

*From Human Resources Information Systems .

*Creating your own reports using the ABAP/4 Query / Adhoc
feature.
44
*
*Allows you to stay inside the respective info type window,
rather than enter and exit, again and again , saving time.

* It gives you a quick way to create a high volume of info type
records, for different objects.

45
*
*Provide an overview of the different types of information
maintained for a specific object.

*The basic information that defines an object.

*A table which identifies the info types that are, and are not,
maintained, and the status of the info type records that exist
46
*
*The List Screen allows you to view a list of Info type
records.

*You must select the type of Info type records you want to
view, as well as a specific object that interests you.
47
*
*Use authorizations, Objects and Profiles to restrict access.

*Uniform database which combined with comprehensive
security, ensure maximum data protection for decentralized
use of human resources.

*Create role specific authorization profiles
*
48
49
*
*Once Organisational structure is created,user may use
personnel cost planning module to forecast and project
salary and wage costs

*Simulation of structural changes

50
*
 Variant 1:
Consulting
Branch1 Branch 3
Central
Services
Branch 2
Consulting  Variant 2:

Clerk Specialist Specialists
RS. 2.0 billion
RS. 2.1 billion
Branch 1 Branch 3 Branch 2
Central
Services
Clerk Specialists
Example: Consulting
51
Personnel Costs: Chronological
Development
Plan 2001
RS. 2.11 billion
0.93 0.57 0.61
Plan 2000
RS. 2.05 billion
0.90 0.55 0.60
Plan 1999
RS. 2.00 billion
0.75 0.50 0.75
52
*

$ 833 000
Sales
Southern US
*
53
Requirement
Qualification
Position/
Job
Workplace/
Task
54
*
*Administration of Requirements and Qualifications.

*Comparison of requirements and suitability profiles,
qualifications

*Prioritize requirements and recognize substitute
qualifications
55
*
*You can profile predefined tasks and prerequisites of each
position in you organization.
ABAP
Programming
Maters in Computer
Application
Requirement
Software
Engineer
Business
English
56
*
*You can profile the qualifications of employees and
external candidates under consideration for each position.
Qualification
ABAP
Programming
Maters in Computer
Application
External
Candidate
57
*
*A comparison of qualification and requirements profiles
assist you in selecting individuals for further consideration.
ABAP
Programming
Maters in Computer
Application
Business
English
ABAP
Programming
Diploma in Computer
Application
Business
English
ABAP
Programming
Maters in Computer
Application
Applicant-B Applicant-A
Requirement
58
*
* Qualifications

* Qualification Catalog

* Potential

* Dislike


* Requirements

* Profiles

* Preference

* Proficiency
59
*
*Qualification - It is the skills, knowledge or abilities that make
an employee or applicant eligible for a job or position.

*Requirements - It is the set of skills and experience that a
employee must possess to be considered qualified for a job or
position.
60
*
Education
Mathematics
Information
technology
Electrical
engineering
Qualification
Requirement
is met by
is needed by
Algebra
61
*
*Qualifications ( Skills, knowledge, or abilities that are of
interest to an employer.) are managed and maintained in the
qualifications catalog

*Qualifications are used to define both qualifications profiles
and requirements profiles.
62
*
Requirement Qualification
Information
Position/
Job
Workplace/
Task
63
*
*Profile is a list of qualifications that define the
skills,prerequisites needed for a job or possessed by a person.

*There are two types of profiles
Qualification profile- Employees & Applicants
Requirement profile- Job & Positions
64
*
*Requirements with Priority,Proficiency and experience.
*Qualifications with proficiency and experience

*Evaluation of suitability profiles -Determination of need for
further training, over qualification,consideration of
Alternative Qualifications
65
*
Word processing
Word
Word 5.5
Ami Pro SAP script
Qualification
Requirement
is met by
is needed by
equal alternative
66
*
*You can record the special characteristics of an
object in a profile.

*Each profile is made up of a number sub-
profiles and a whole range of standard
information about the object.
67
*
*To forecast the suitability of objects (such as persons),
and their potential for and direction of development.

* Potentials can be taken into account in career and
succession planning scenarios.
68
Position in
approximately 5 years
Position
potential
Qualification
potential
Accounting
Manager
Area
manager
Marketing

Potential - Example
Accounting
Manager
Area
manager
Marketing


MBA
Sales Person
69
*
*To store the individual preferences, aspirations and their
goals ,with regard to their professional development.

*Preferences can be maintained for Persons, External
Persons, Applicants and Users.

*Preferences can be taken into account in career and
succession planning scenarios.
70
*
*A salesperson in your Marketing department wants
to learn Business English.

* His mid-term goal is to become Department
Manager.

*You assign him preferences for the qualification
English Skills and the position of Department
Manager.
71
*
*To store the individual dislikes of Persons,
External Persons, Applicants and Users, with
regard to their professional development.

*Dislikes can be taken into account in Career
and Succession Planning.
72
*
*One of your employees has family commitments

*Does not want to work as Sales person since this
would involve a considerable amount of time spent
traveling away from home.

* You assign him a dislike for the position Sales
Person.
73
*
74
*
*Planning employee’s career development within an
organization ( To plan the progression of careers along
the organization structure).

Manager
Sr. Manager
A.G.Manager
G.Manager
75
*

*Career planning- handles the employees career
development.

*Succession planning- takes the perspective of the
position within the organisation.
76
*
*In Career Planning, you can identify possible career goals and
draw up career plans for employees.

*You use Succession Planning to find people to fill unoccupied
positions.

77
*
*Career planning handles the employees career development

*Career planning
*what positions could be available for persons and applicants.
78
*
*Succession planning takes the perspective of the position
within the organization

*Succession planning
*which candidate are suitable for a position
*
79
80
*
* Business Events

* Plan,
* Execute,
* Plot,
* Analyze
* Perform Business Event administration

* Day to day activities
* Follow up
* Catalog
* Costing
81
*
*Perform Attendee Administration,
*Bookings,
*Correspondence processing
*Appraisals
*Billing

*Perform Resource Administration and planning
*MASTER DATA
82
*MASTER DATA
83
84
*
Education
Address
Designation
Work Hours
Bank Details
85
*
Address
-Permanent
- Temporary
- Overseas
- Mail




Sub types subdivide infotype data by
subject matter, which makes it easier
for you
• To access and manage information
• To assign different control features
(such as time constraints) to different
subtypes.
• Also create separate histories for
each subtype.

*
86
Client
Company
Code
Personnel
Area
Personnel
Sub Area
Employee
Group
Employee
Sub Group
87
*
*Clients are system participants that enjoy an independent
status both in legal and organizational terms

*Client-independent elements are objects that are used in all
clients alike.

*Client-specific elements are objects used in one particular
client only.

88
Company Code
 A company code represents an
independent balancing/legal accounting
entity, for example, a company within a
corporate group.



 Balance sheets and profit & loss
statements, required by law, can be
created at the company code level.
BALANCING / (LEGAL)
ENTITY
=
Company Code TCS
Assets Liabilities
Revenues

- Expenses
Profit/Loss
89
*
*A personnel area is a Personnel Administration specific unit and
are sub units of the company code.

*Personnel Area - SATREN, TCS INFOWAY.

*Personnel Sub Area - HYD MAYFAIR OFFICE, HYD MASAHLLHA BLDG
SATREN
MAY
FAIR
OFF
MASAALLHA
BLDG
90
*
*Personnel subareas are a further subdivision of the personnel
area and are a Personnel Administration specific unit of the
company structure.

*The organizational control of the main human resources
subareas, mainly pay scale and wage type structures as well
as work schedule planning, takes place at personnel subarea
level.


*
91
TCS -CC
PERS
AREA
CPR
CMR
PERS SUB
AREA
CHENNAI MYSORE
PUNE MUMBAI
TCS-CL
*
92
SAP
MSCG
DELHI MYSORE PUNE
CHENNAI-
CMR

CHENNAI -
CPR
TCS -CC
TCS-CL
PERS
AREA
PERS SUB
AREA
93
*
*They are used to generate default values for data entry, for
example, an employee's payroll accounting area.

*They forms a standard selection criterion for reporting.

*They are used as a unit in authorization checks.
94
*
*The employee group allows you to divide your
employees roughly into groups and define the
employee's position within the company.



*In PA the main employee groups are active work
force, retirees and early retirees.
LEVEL-3
ASSOCIATE
CONSULTANT
SNR S/W
ENGINEER
95
*
*Employee subgroups subdivide employee groups according to
the employee's status.

*Within the active workforce, for example, a distinction can be
made that of pay scale and non-pay scale employees.
*
96
TCS
Level-1
EMP
GROUP
Associate
Consul
tant
ACI
EMP SUB
GRP
Level-2 Level-3 Level-4
*
97
98
*

*Time Management enables you to
record and evaluate all information
to all your employees absences and
attendance's.


99
*
* Maternity protection



* Work Incapacity



* Overtime
* Education and further Training



* Vacation



* Attendance’s
100
*
*Two ways for collecting employee time data.

*Record attendance’s either automatically via an
electronic machine or manually via an operator at a
computer.

101
*

*Employee clocks in and out using either an
electronic Swipe card or in older systems a
punch card.

*Their actual clocking -in and -out times are
registered.
102
*
*The data from these front end terminals is
uploaded to the sap system.

*The system processes the data using an
evaluation program.
103
*
*A User enters the relevant times into the computer system.

*Also in Manual entry future days can also be entered- E.g., a
known holiday, planned maternity leave.etc,.


104
*
*Manual entry can be made using

* Info types.

*Fast Entry.

* List Screens .

* Calendar Entry.
105
*
*Two common methods of recording time data.

*Recording of deviations from an agreed schedule.

*Recording deviations and additionally recording all times
actually spent at work.
106
*
*Recording of deviations from an agreed
schedule.

*When recording exceptions, only data which is
different from the expected schedule is
recorded.

*This might be sick leave or substitutes.
Over time
approved
from
to
Sick
leave
from
to
Holiday
from
to
107
*

*When the additional recording of actual times method is used ,
all the employees attendance’s are recorded as well as any
deviations to the planned schedule.


Actual
work
from
to
Over time
approved
from
to
Sick
leave
from
to
108
*
*Work Schedules show the company time structures.

*The overall work schedules is composed of a number
of elements.

109
*
* The Daily Work Schedule,

* Personnel Work Schedule

* Calendar.

* Monthly work Schedule

* Period Work Schedule.

* Work Break Schedule
110
*
*This represents a company’s time table on a given day.

*Within this the working times and the break times for the
day are stored.

*The Daily work schedule can reflect Flexi-time
systems,tolerances and compensation times.
111
*
*The break times themselves may have a set pattern .

*For example, a 15 minute break every 2.5 hours.

*For example, a 30 minute break every 5 hours.

112
*
*Each time model contains a sequence of working and non
working days which is repeated over and over again.

*A common pattern is Monday to Saturday - working and
Sundays - Day off.

*Period work schedules can be created to reflect a pattern
over any length of time.
113
*
*The work schedule rule stores the rule which are necessary to
use the period work schedule.

*The public holiday calendar is also stored in the work schedule
together with any precedents for working on holidays that your
company have adopted.
114
*
*The work schedule rule is the connection between the period
work schedule, the grouping of employees and the holiday
calendar.

*The system generates the monthly work schedule by applying
the work schedule rule to a calendar.
115
*
*A monthly work schedule is formed by applying the rules
from the period work schedule to the calendar.

*Work schedules are generated on a monthly basis.

*You can navigate between the daily,weekly and monthly
level as desired.
116
*
*You do not need a separate monthly work schedule for
each employee,.

*They are assigned in groups to your pre-defined
schedules.

*Reduce time involved in setting up work schedules for
each employee.
117
DAILY WORK SCHEDULE
PERIOD WORK SCHEDULE
PUBLIC HOLIDAY CALENDAR
WORK SCHEDULE
118
*
*It is actually virtual copy of the monthly work schedule.

*Used to store any changes which relate only to that
employee.

*A last minute change might be required or the employee
might do an extra shift to cover for a colleague.
119
*
*The public holiday calendar incorporates regional as well as
national holidays.

*It can take into account any company specific days off, for
example,company closure for maintenance or a holiday period.

120
*
121
*
*Allow full processing of business trips.

*Track trips and prevent over scheduling of employees

*Prepare statements and reports

*Allow batch reporting to sap FI/CO module for posting and
accounting.
122
*
*User can make travel reservations in ERP, which
immediately are taken into account by airlines, car
rental companies and hotel chains around the world.

*The reservation data can then be transferred to ERP-
Travel Accounting and used to create expense reports
quicker and more reliably

123
*
124
*
*The key concepts and processes you need to manage extensive
and highly individual benefits packages for your employees.

*Include family and related persons as dependents and
beneficiaries in their benefits plans.
125
*
* Medical

* Dental

* Paid Time Off

* Pension

* Sick Leave

* Life insurance

* Short Term Disability

* Long Term Disability
126
*
127
*
*Allows you to process payroll for employees , using data
from SAP Personnel Administration and Benefits under a
wide variety of configurations

*Apply standard pay changes across organization units

128
*
*Override the standard pay change for any individual
as an exception.

*Retroactive accounts possible

*Country specific features
*(Taxation, PF, Pension etc.)
129
*

*Pay Scale Type - The area of economic activity for which a
collective agreement is valid.


*Pay Scale Area - The geographical area in which a collective
agreement is valid. In India- Newdelhi, Hyderabad, Bangalore

ONSITE PAY
USA
JAPAN
130
*
*Pay Scale Group - The criteria used to classify data for job
evaluations

*Pay Scale Level - Subdivisions of pay scale groups.

PROGRAMMERS
WITH MS
CERTIFICATION
PROGRAMMERS
WITH DIPLOMA
PROGRAMMERS
PROGRAMMERS
- FRESHERS
131
*
*Wage Types- Represent employees’
remuneration for work (e.g. standard pay,
bonus pay , Company pension, Rent
allowance).

WAGE TYPES - SALARY COMPONENTS LIKE
ANNUAL SALARY,DEDUCTIONS ,BENEFITS,ETC
132
*
133
*
*Supports performance-oriented remuneration
*Time wages
*Premium wages
*Piecework wages

*Record incentive wage data for the group as a whole,or
for an individual and specify bases of valuation.
134
*
135
*
*The entire process of planning and implementing a system of
remuneration with flexibility and transparency.

*A Tool set for strategic remuneration planning that reflects
your organization's culture and pay strategies

136
*
*Create centralized and decentralized budgets

*Plan and administer
*compensation adjustments at the manager level
*compensation adjustments within budget

*Perform job pricing

137
*
*Define pay grades and salary structures to identify
the internal value of jobs and positions in your
organization

*Administer long-term incentives
19 June 2014
*

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