HR BBP - Ver 1.1

TAYO ROLLS
SAP ECC 6.0 IMPLEMENTATION
Human Resource
Management
Business Blue print
Version : 1.1
PROCESS OWNER: Prasad,

Ravinder, B.K. Singh
Deloitte Consultants: Jeevan,
Sandeep
Tayo Rolls
SAP ECC 6.0 Implementation
Business Blue Print for Human Resource Management

- Deloittes Recommendations
This document is the outcome of the discussion at training and during the To-Be process and business process
Further, Tayo has supplied a list of exhaustive Business Scenarios which are being used to freeze the Functio
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
1.1.1. TAYO-010: HR process
Overview of the tasks in this process:

TAYO-010: Tayo Rolls Limited Business Blue Print
Description:
HR
Introduction
A Business Blueprint document is prepared for each module and reference
shall be made wherever required to other modules,
Step 1:
The Module Owner shall identify various existing business processes at a broad
level and make a list of them as described under section 1 of this document
Step 2:
Depending upon the various business processes thus identified in Step 1,
various business scenario are described in the following way:
As Is Business Processes:
The current way of executing the business process shall be explained in detail
with data/information flow along with the IT systems / Manual Systems being
used in the whole cycle.
Business Requirement:
Under this head, the module owner shall describe the requirements of the
company vis--vis this business scenario, if necessary with examples.
Following situations can arise:
The current provisions in the system are sufficient enough and additional
configuration efforts are not required.
The current provisions are not sufficient and satisfactory and additional
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
features need to be incorporated in the system

There is no current provision to handle this transaction at all.
The module owner shall identify each business scenario with the above
classification.
The To-Be business process realization is dependent on the following aspects:
Capabilities & Limitations of mySAP ERP 2005 ECC 6.0
As-Is Business Knowledge Transfer from Tayo Rolls Limited Project Team
members
Business Requirements defined by the Tayo Rolls Limited Project core
members
Tayo Rolls Limited accepts that the decision to accept the To-Be Business
Processes is completely its own and not influenced by Deloitte. Deloitte shall
not be responsible for the business consequences on Tayo Rolls Limited after
the realization and usage of the processes being suggested here.
Tayo Rolls Limited shall indemnify Deloitte from all responsibilities for any
other business consequences during the framing of the To-Be Business
processes, or at any time during or after the realization / implementation of
these processes on SAP R/3 system or while using the system
TAYO-020: Tayo Business blue print process- HR

Description:
The Manage People process would provide TAYO the following facilities:
Plan Business
Manage Recruitment
Administration of Personnel within the organization
Time Management
Appraisal
Training & Event Management
The following components that are in scope of SAP HR Implementation:
1
2
3
4
5
6
7
Organizational Management
Personnel Administration
Recruitment
Time Management
Payroll
Appraisal System
Training & Event Management
This Business Blue Print Document describes the following:

1
2
3
4
5
system
6
Organization Structure of Tayo Rolls Limited

AS IS Business Process of Tayo Rolls Limited
Business requirements as given by the Tayo Rolls Limited Key Users &
Business Process Owner
To-Be Process suggested by Deloitte Consultants
Comments whether the requirement can be realized on the SAP
or not
Gaps that are at different stages of exploration
The following SAP HR Components are within the scope of the agreement:
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-020: Organizational Management

Organizational Management describes the typical processes used when updating the organizational structure, for
example, creating new position for hiring or change of position from one organizational unit to another for transfer.
To run through this scenario, the organizational unit as well as the reporting structure of the organizational units
and positions must be created.
All the primary Objects used for building the Organizational structure like positions, jobs, org units, etc are created
and integrated into the system.
The Enterprise Structure is designed to support one of three types of companies (i.e. personnel structures):
Functional based, Region/Location based and Union participation.
Personnel structure is created that is used to identify employee categories and sub categories that are organized
according to the aspects of Time management, Payroll and Reporting purposes.
TAYO-030: Personnel Administration

Personnel Administration describes the typical processes used to create and maintain employee master records,
which contains all personal data, time data and payroll data.
The Human Resources department is responsible for inquiry questions on company employee data and for updating
the master data record.
When someone requests information for employee data, the HR department is responsible for providing this
information, which is stored in any system. The HR department is also responsible to maintain changes of master
data and store it in the system. Designated Human Resources representatives will be responsible for the retrieving
and displaying master data.
A requisition for a new position to be filled will act as the trigger for a new employee to be hired to into a
company.
As the new employee joins the company, The HR department will hire the employee into the appropriate
organizational and enterprise structures using the hiring action
As the employees life evolves within the company, the maintenance of the employee master record will be
maintained according to the life event change.
Once all HR data is maintained the payroll cycle should be run. Refer to the Payroll Processing BPP to run payroll.
TAYO-040: Recruitment
The ability to meet personnel requirements is key for enterprises. The success of an enterprise depends on such
factors as the quality and availability of personnel. It is particularly important for the development and success of
expanding enterprises that they have quick access to adequate personnel.
This component has all the functions you need for working through the entire recruitment procedure, from creating
applicant data to filling vacant positions.
The Recruitment component contains an entire range of powerful, flexible functions that can be used to implement
an effective and largely automated recruitment strategy.
Recruitment supports the firm in dividing and assigning administrative and decision-making task areas. Many tasks
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
can be processed via mass processing.
TAYO-050: Time Management

SAP process provides specific business processes by the type of work typically performed by Timekeepers, Time
Advisors, Work Schedule Assigners, and Workers Compensation Advisors.
It incorporates many time based leave management, substitutions in shifts of employees and change in work
centers scenarios and automatically calculates these time data into payroll which is vital for salary processing.
Also plays an important role in keeping the track of allocating attendances for Training Management and also
calculating time based incentives based on the efficiency and productivity within the given time frames.
TAYO-060: Payroll
The Payroll component for India enables you to process country specific payroll for employees in India in
accordance with statutory regulations. It provides all the necessary functions to:
_ Calculate employees' gross remuneration
_ Calculate employees' net remuneration, making all statutory and voluntary deductions
_ Print pay slips and make payments using whichever option you choose
_ Produce all forms required for end of year reporting
_ Submit end of year returns on magnetic media
_ Run a range of reports for internal purposes
TAYO-070: PD Training & Event Management

Training and Event Management's extensive scope of functions encompass the entire process of planning and
administering business events: demand determination and date scheduling, management of business events,
resources, and attendees, and fee and cost settlement.
The application offers you a comprehensive array of templates to help handle correspondence for attendees and
instructors (attendance confirmations, cancellation confirmations and so on).
Comprehensive reporting and a sophisticated appraisal system complement the suite of functions.
Integration between SAP HR Training and Event Management and multiple other application components enables
you to streamline internal processes. For example, you can give employees the opportunity to regularly extend and
update their skills and knowledge.
TAYO-080: PD Appraisal
Personnel Development Appraisal component is used to maximize employees utility within the company. Company
can plan and implement specific personnel and training measures to promote the professional development of its
employees. Also ensure that staff qualification requirements are met and planned. By taking into account
employees preferences and suitability along with increasing job satisfaction. Personnel development sets out to
ensure that all of the employees in all of the functional areas in your company are qualified to the standards
required at present, and will remain so in the future. This is achieved by developing qualification potentials.
A companys personnel development needs are determined by comparing current or future work requirements with
employees qualifications, preferences and aspirations. Career and succession planning and salary hikes scenarios
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
might contain personnel development measures that are geared toward finding someone to fill or achieve the
specific goal. It also contains measures to impart qualifications so that employees retain or further their
professional skills and abilities, and keep track with technological developments.
You use this component to plan, perform and evaluate appraisals. Appraisals assist you when planning and
monitoring individual personnel development measures.
1.1.2. TAYO-020: Organizational Management

6
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

TAYO-020-010: structures in Organizational management
Description:
There are three structures in HR they are:

Organizational structure
Enterprise structure
Personnel structure
As -is Process
Currently at Tayo Maintains Master data of its various office locations, Division
master, organizational master, designation master, Grade master, Employee
category master is maintained in BAAN system. some of these details are
mentioned below:
Location master
Tayo has got 3 locations - Registered Office at XLRI Campus, Jamshedpur, and
Works and Head Sales Office at Gamharia and Kolkata Sales Office at Kolkata.
It is an Alphanumeric field of 3 Characters long.
Division master
Code & Description are maintained in BAAN system into sessions.
Maintain Department Master
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
It is 3 Characters long Alpha Numeric code determines Department Code &

Description.
For example: A/C - Accounts, P&S - Purchase & Stores, MCS - Machine Shop
and so on.
Organizational Master
Code & Description It is a 3 Characters long Alpha Numeric code determines
employee's level in the organization.
For example: M01 for Higher Management, M02 for Middle Management, M03
for Supervisory, M04 for Non-Supervisory, M05 for Ministerial, T01 for Trainee
and so on.
Designation Master
It is a 3 Character Long Alpha Numeric Designation Code & Description
describes the various Designations/Positions exists in TAYO. Code Length of 3
Character is not sufficient. It should be at least 6 Character Long.
Grade Master
It is a 3 Character Long Alpha Numeric Grade Code & Description describes the
various Grades exists in TAYO. Code Length of 3 Character is not sufficient. It
should be at least 6 Character Long. For example: NW6 is the Code and
Description is NWG-6 (Rs. 4560-140-7360).
Employee Category Master
Employee Category Code & Description. For example - 991 for Officers, 992 &
995 for Workers (8 Hrs. & 7 Hrs.), 993 & 994 for Supervisor (8 Hrs. & 7 Hrs.)
and 999 for Directors.
Plan Manpower - To effect any change in their respective organizational unit,
it is proposed that unit/divisional/departmental heads, at the beginning of
each financial year formally present to the appropriate authority their
proposal for change along with the financial implications of such change.
Manpower requirements have to be articulated not only in terms of numbers
but also in terms of competence profiles.
Approval - At the beginning of each financial year, the
unit/divisional/departmental heads will propose their respective
organizational unit structure. Any change in the structure from the previous
year will have to be ratified by the appropriate authority. The personnel cost
implication of such change should back up the change suggested.
Update Organizational plan - Any change in the organization structure has to
be replicated in SAP. If this is not done the manpower picture of the
organization cannot be captured. For ad hoc / mid-year revisions of the
manpower plan, refer to process flow of the recruitment process.
The Organization and Planning module allows an organization to engage in
comprehensive human resources planning. An integrated part of Saps human
resources product, the module enables developing actual and proposed
personnel scenarios.
The module allows establishment and maintenance of a detailed model of the
organization on the system. Once this foundation is built, future developments
such as downsizing, expansions and corporate reorganizations may be
projected. Information can also be extracted to support the organizations
decision-making processes, using the module's reporting features.
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
This store of information about the organization is called an organizational

plan.
Update Organization Plan and Relationship Infotype (s) - Once the proposed
changes in the organizational structure is approved, the overall organizational
plan is updated with the proposed changes in Org units, jobs, positions and
any changes in the relationships between these changed entities.
Update job catalogue - If the proposed change incorporates appending a new
job description, the SAP job catalogue has to be updated with the new job.
Jobs are one of the objects that make up an organizational plan. A job is a
general classification, such as Secretary, Computer Programmer, Instructor,
and so on.
Derive Positions from Job/Update Job - Position Relationships - In the event of
a new job, the positions, which flow from it, are to be created and assigned
to the respective organization units. In case of any change in any of the
existing jobs, the relationship between that job and the corresponding
positions has to be updated.
The terms job and position are not synonymous. A job is a general
classification of duties that must be performed. Alternatively, positions are
individual employee assignments, for example, Secretary of Marketing,
Manager of Human Resources, and so on.
Update Task catalogue - In the event of a new job, position the constituting
tasks for those jobs, positions have to be created and the task catalogue is to
be updated with the new tasks, if any.
For human resource purposes, tasks are individual duties, responsibilities or
assignments that employees are required to perform. For example, answer
phones, design publications, evaluate prospective employees and develop
software.
Tasks achieve different objectives. Tasks may be used:
To describe jobs and positions.
As a point of reference for developing qualifications, if you plan to use the
Qualification module of PD.
It is important to note, however, that it is not mandatory to develop tasks.
They are simply an option that may be used.
Assign Tasks to Jobs/Positions - The new tasks created in the catalogue are to
be assigned to appropriate jobs and positions. Any additional assignment of
tasks may also be done to existing jobs/positions depending on the
circumstances. Again this is an option. In the event employee profiles and job
evaluation data is available, this option will not add much value.
TAYO-020-050: Reports in Organizational Management
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Description:

Sandeep
The Organizational Management component offers numerous reports, with

which you can access data on your most important questions concerning the
organizational plan.
Listed below are some of the standard reports provided by SAP R/3.
Purpose
Report
Organizational Structure with Persons
RHXSTR02
Existing Positions
RHXEXI03
Staff Assignments
RHSBES00
Vacant Positions
RHVOPOS0
Reporting Structure with Persons
RHSTR04
TAYO-020-020: Organizational Structure/Admin structure To-be process
Organizational structure consists of Organizational Units, Jobs and Positions.

Organization Unit
An Organizational unit represents a functional unit in the enterprise, marketing department, for example.
Organizational units differ from other units in an enterprise such as personnel areas, company codes, business areas
etc. These are used to depict structures (administration or accounting, for example) in the Corresponding
components
It is by creating organizational units, and then identifying the relationships between the units, that we identify the
organizational structure.
10
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Job and Position

A position represents a post, which can be occupied by a person (employee) in the staff assignments of an
organizational unit.
A job is not concrete but rather the basis for the creation of various positions with similar tasks and characteristics.
Positions are concrete and can are held by persons in an enterprise (purchasing administrator, for example).
Jobs, in contrast, are classifications of functions in an enterprise (administrator, for example), which are defined
by the assignment of characteristics. Jobs serve as job descriptions, which apply to several positions with similar
tasks or characteristics.

TAYO-020-020-010: Tayo Organizational structure
Description:
A Position is an organizational grouping of activities that can be performed by
a person. The SAP Best Practices for HCM is delivered with over 637 positions
available for use and linked to a Job Classification.
In SAP R/3 each organizational Unit and objects like Position and Jobs are
identified by an unique Id followed by description. Below mentioned some of
the organizational Unit mentioned in SAP R/3.
Organizational Units
TAYO ROLL LIMITED
REGISTERED OFFICE
WORKS AND HEAD SALES OFFICE GAMHARIA
KOLKATA SALES OFFICE
SECRETARIAL AND REGISTERED OFFICE
SALES OFFICE
ACCOUNTS DEPT
BUSINESS EXCELLENCE
PERSONNEL ADMIN - HR
PERSONNEL ADMIN - CANTEEN
FOUNDRY- HEAT TREATMENT
FOUNDRY- MOULDING AND ASSEMBLY
GENERAL ADMINISTRATION
INTERNAL AUDIT
M&S HEAVY MACHINE TOOL MAINTENANCE
M&S ELECTRICAL MAINTENANCE
M&S MECHANICAL MAINTENANCE
Organizational Unit Object Id

50000050
50000051
50000053
50000054
50000055
50000056
50000057
50000058
50000059
50000060
50000061
50000062
50000063
50000064
50000065
50000066
50000067
11
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Below are some of the list of Positions maintained in SAP R/3

Positions
EXECUTIVE ASSISTANT
Sr. SECTION OFFICER
SENIOR CHAUFFEUR SPECIAL
COMPANY SECRETARY AND E.O.
DUTY SECRETARY
SENIOR SECTION OFFICER
SUPERVISOR(SECTL.)
SEC& REGD SENIOR OFFICER
SEC & REGD SENIOR DAFADAR
SENIOR MANAGER COMMERCIALS
COORDINATING OFFICER
SR. COORDINATOR OFFICER
SR. DRIVER GR-II
MANAGER ACCOUNTS
ASSISTANT MANAGER ACCOUNTS
VICE PRESIDENT-FINANCE
OFFICER
Position Object Id
50000160
50000161
50000162
50000163
50000165
50000166
50000167
50000168
50000169
50000170
50000171
50000173
50000174
50000175
50000176
50000177
50000178
Below are some of the list of Jobs maintained in SAP R/3

Jobs
TAYO ASSISTANT MANAGER
TAYO MANAGER
TAYO ASSISTANT
TAYO OFFICER
TAYO VICE PRESIDENT
TAYO DIVISIONAL MANAGER
TAYO ASSOCIATE
TAYO COORDINATOR
TAYO SUPERVISOR
TAYO ACCOUNTANT
TAYO COOK
TAYO STORE KEEPER
TAYO OPERATOR
TAYO FETTLER
Jobs Object Id
50000100
50000101
50000102
50000103
50000104
50000105
50000106
50000107
50000108
50000109
50000110
50000111
50000112
50000113
TAYO-020-020-020: Accounts
TAYO-020-020-030: Tayo works and head sales office
Description:
Tayo works and head sales office at Gamharia, which forms another personnel
area.
Within this Organizational unit many other Organizational Units. These are
known as Personnel Subarea in SAP and termed as Departments at Tayo. Under
this Unit we have various officers, supervisors and workers who hold different
positions.
Here are some of the additional organizational Units including the mentioned
below which completes the complete organizational structure of Tayo.
This personnel subarea is lead by a departmental head who is reported by
respective department officers or supervisors or workers.
This individual org units holds different Positions which is further describe
Departments
Dept code
12
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Accounts
Business Excellence
Kolkata Office
Personnel & Administration
Canteen
Foundry
Heat Treatment
Molding & Assembly
General Administration
Internal Audit
Maintenance & Services
Heavy Machine Tools Maint
Electrical Maintenance
Mechanical Maintenance
Crane
Transport
Refractories
Mini Blast Furnace
Machine Shop
Marketing
Melting
Arc Furnace
Induction Furnace
Management Services
Purchase & Stores
Purchase
Stores
Planning, Methods & Tech
Projects
Quality Assurance
Secretarial & Regd
Scientific Services

Sandeep
ACT
BEX
KOL
P&A
CANT
FDY
HTMD
MA
GAD
INT
M&S
HMTM
ELCT
MECH
CRAN
TRNS
REFR
MBF
MCS
MKT
MLT
ARC
IND
MSD
P&S
PUR
STR
PMT
PRJ
QA
SEC
SS
TAYO-020-020-040: Personnel Administration

TAYO-020-020-050: Tayo Office Kolkata
Description:
There is another sales office of Tayo at Kolkata.
TAYO-020-020-060: Tayo office XLRI

Description:
TAYO-020-020-070:
TAYO-020-020-080:
TAYO-020-020-090:
TAYO-020-020-100:
TAYO-020-020-110:
TAYO-020-020-120:
TAYO-020-020-130:
TAYO-020-020-140:
TAYO-020-020-150:
At XLRI Campus Jamshedpur Tayo Registered office is located with which holds
Ministerial staff and officers.
Managing Director
Management Services
Vice President HOD
DY,DV,Sr,Asst manager, mgr, Officer
Supervisor, Asst. Sup, Accountants
Sr,officer, Sr.section officer
Dy secretary, Dafadars, Chauffers
Manager, Asst. Mgr, Sr.OFCR, OFCR
Sr.Sys analyst, Sys Analyst
13
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
TAYO-020-020-160:
TAYO-020-020-170:
TAYO-020-020-180:
TAYO-020-020-190:
TAYO-020-020-200:
TAYO-020-020-210:
TAYO-020-020-220:

Sandeep
Div, Dy. Manager, Sr. Officer, Sec officer

Officer, pers.officer
Dafadar, Reja, supervisor(PA), sanitary,
SR. MANAGER commercial, Cord officer, Sr. Cord. officer
Sr. Driver
Registered office
Kolkata sales office
Overview of the data objects in this process:

Organizational Units
Position
Positions
14
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-020-030: Enterprise structure
Client:
A commercially, organizationally, and technically self-contained unit within an SAP System. Clients have their own
master records and set of tables.
The client is the highest level in the SAP System hierarchy. Specifications that you make, or data that you enter at
this level are valid for all company codes and for all other organizational structures. You therefore only need to
make these specifications, or enter this data once. This ensures that the data is consistent.
Organization Structure:
To Manage People organization structure will comprise of Personnel Areas, Personnel Sub Areas, Employee Groups
and Employee sub groups.
Personnel Area:
The locations Codes will be the personnel areas. The PA codes will be the first four letters of the descriptive text of
the personnel area.
The Personnel areas will be linked to the Company Code TY01
Personnel Sub areas:
Further subdivides the personnel area
The organizational control of main human resources sub areas takes place at the personnel sub area level:
Used in conjunction with time & attendance module: holiday calendars, absence (leaves) & attendance types and
15
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
work schedules
1) Serves as a selection criterion for reporting
2) The functional areas as applicable for each of the codes will be the personnel sub areas.
3) The Personnel Area (PA) codes will be the first four letters of the descriptive text of the Personnel area.
Personal Area Code
1001
1002
1003
Personnel Area name

Tayo works and head sales
Registered office XLRI
Kolkata Sales office
The Personnel areas are linked to the Company Code TY01

The Personnel Sub-Area (PSA) codes will be the first four letters of the descriptive text of the Personnel Sub-area.
At TAYO individual department and their sections are named as Personnel Sub area.
Personnel sub area Text
Personnel subarea code
Mini blast Furnace

MBF
Kolkata sales office
KOL
Maintenance and Services
M&S
Quality Assurance
QA
Foundry
FDY
GAD
Business Excellence
BEX
P&A
Sectertarial & Registered office
SEC
Internal Audit
INT
Purchase and Stores
P&S
Management services
MSD
Melting
MLT
Marketing
MKT
Machine Shop
MCS
Projects
PRJ
Scientific Services
SS
Planning Methods and technology PMT
Moulding & Assembly
MA
Heat Treatment
HTMD
Canteen
CANT
Stores
STR
Purchase
PUR
Induction Furnace
IND
Arc Furnace
ARC
Transport
TRNS
Crane
CRN
MECH
Heavy Machine Tools Maintenance HMTM
ELCT
Refractories
REFR
For each of the Personnel Area - the following Personnel Sub Areas are maintained.
Personnel area
Tayo Rolls works & Sales office
Code
1001
Personnel Sub area

Accounts
Business Excellence
Foundry
Code
ACT
BEX
P&A
FDY
16
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Canteen
Heat Treatment
Moulding & Assembly
Internal Audit
Maintenance & Services
Heavy Machine Tools Maintenance
Crane
Transport
Refractories
Mini Blast Furnace
Machine Shop
Marketing
Melting
Arc Furnace
Induction Furnace
Management Services
Purchase & Stores
Purchase
Stores
Planning, Methods & Technology
Projects
Quality Assurance
Scientific Services
Kolkata Office
Registered Office XLRI Campus
100
Kolkata Sales Office
3
1002 Secretarial & Registered Office
CANT
HTMD
MA
GAD
INT
M&S
HMTM
ELCT
MECH
CRAN
TRNS
REFR
MBF
MCS
MKT
MLT
ARC
IND
MSD
P&S
PUR
STR
PMT
PRJ
QA
SS
KOL
SEC

TAYO-020-030-010: TAYO ROLLS TY01
Description:
Company Code:
The smallest organizational unit for which a complete self-contained set of
accounts can be drawn up for purposes of external reporting.
The process of external reporting involves recording all relevant transactions
and generating all supporting documents for financial statements such as
balance sheets and profit and loss statements.
Company code of Tayo Rolls is TY01
Personnel Area:
The personnel area is an organizational unit that represents a specific area of
17
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
the enterprise and is organized according to aspects of personnel, time

management and payroll. A personnel area is divided into several personnel
subareas. Please note that the personnel subareas contain the business
characteristics.
The Personnel areas will be linked to the Company Code.
Personnel Area
1001
1002
1003
Personnel Area Description

TAYO WORKS & HEAD SALES GAMH
TAYO ROLLS Registered office
TAYO ROLLS KOLKATA OFFICE
Personnel Subareas
A personnel subarea is an organizational unit that represents a specific area of
the company organized according to certain aspects of personnel, time
management and payroll. The following business subtasks belong to the
personnel subarea:
Defining of pay scale and wage type structure
Defining planned working hours
Defining appraisal criteria.
Personnel subareas are assigned to Personnel Areas. Here in Tayo Rolls some
department is further divided into sections. In SAP R/3 these departments
along with sections are described as personnel subareas.
TAYO-020-030-020: Accounts
ACT
TAYO-020-030-030: Tayo Kolkata office
Description:

the enterprise.
TAYO ROLLS LIMITED
Kolkata Sales Office
Tata Center
10th Floor
43, Jawaharlal Nehru Road
Kolkata - 700071
West Bengal
TAYO-020-030-040: Tayo Jamshedpur XLRI campus

Description:
1003
1002

the enterprise.
TAYO ROLLS LIMITED
Registered Office
XLRI New Administrative Building
XLRI Campus
Circuit House Area (East)
Jamshedpur - 831001
Dist.: Singhbhum (East)
State: Jharkhand
TAYO-020-030-050: Tayo works and sales Gamharia 1001
18
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Description:

Sandeep

the enterprise.
TAYO ROLLS LIMITED
Works & Head Sales Office
Large Scale Industrial Estate
P.O. : Gamharia - 832108
Dist. : Seraikella-Kharsawan
State : Jharkhand

Company code
Personnel Area
Personnel Sub Area
Personnel Sub Area
TAYO-020-040: Personnel Structure
The Personnel sturucture consists of Employee Group, Employee subgroup and Payroll Area.

TAYO-020-040-010: Tayo Company code
Description:
TY01
Employee Groups:
The employee group allows you to divide your employees into groups and
allows you to define their relationship to the enterprise. The following
essential organizational functions can be carried out using the employee
group:
19
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Divides employees roughly into groups such as Officers, supervisors and

Workers.
Generates default entries for data entry
Serves as a selection criterion for reporting
Used in conjunction with time management module: holiday calendars,
absence (leaves) & attendance types, work schedules and Shift Planning
Used in conjunction with payroll management module: grouping for Primary
Wage types.
Employee Subgroups:
Subdivides employees into groups according to the employees type of
employment such as different grades applicable to employee group.
The employee subgroup allows generation of default values for data entry
Drives payroll calculation rules
Wage type permissibility
All data relevant to finance and controlling will flow from Human resources to
Financial Accounting.
Payroll Area
A payroll accounting area (which is often abbreviated to payroll area) is an
organizational unit containing all of the employees for whom the payroll runs
at the same time.
Tayo Rolls has One payroll area named as '40' and defined as Tayo payroll area
Employee Groups
The employee groups will be as follows:
Emp group
A
B
C
D
F
Emp Group Description

OFFICERS
SUPERVISORS
WORKERS
TRAINEES
RETIREES
Employee Subgroups
List of employee sub-groups is as follows:
Employee Sub Group
A1
A2
A3
B1
B2
B3
B4
C1
C2
C3
C4
C5
C6
C7
C8
D1
D2
Employee Sub Group Name

MANAGING DIR
EXECUTIVE DIR
MANAGEMENT
SVSR INDUSTRIAL(OPS)
SVSR INDUSTRIAL(NPS)
SVSR MINISTRIAL(OPS)
SVSR MINISTRIAL(NPS)
WORKER-SKLD(OPS)
WORKER-SKLD(NPS)
WORKER-SM SKLD(OPS)
WORKER-SM SKLD(NPS)
WORKER-UN SKLD(OPS)
WORKER-UN SKLD(NPS)
WORKER-MINSTRL (OPS)
WORKER-MINSTRL (NPS)
SUPERVISOR TRAINEE
WORKER TRAINEE
20
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
D3
F1
F2
F3

Sandeep
PROFFSNL TRAINEE
VRS MONTHLY PAYMENT
VRS LUMPSUM PAYMENT
RETIREES
For each of the employee groups, the following sub groups are maintained.
Emp Grp
A
A
A
B
(OPS)
B
B
B
C
C
C
C
SKLD(NPS)
C
SKLD(OPS)
C
SKLD(NPS)
C
(OPS)
C
(NPS)
D
D
D
F
F
F
Emp Grp Text
Emp Sub Grp
Emp Sub Grp Text
OFFICERS
OFFICERS
OFFICERS
SUPERVISORS
A1
A2
A3
B1
MANAGING DIR
EXECUTIVE DIR
MANAGEMENT
SVSR INDUSTRIAL
SUPERVISORS
SUPERVISORS
SUPERVISORS
WORKERS
WORKERS
WORKERS
WORKERS
B2
B3
B4
C1
C2
C3
C4
SVSR INDUSTRIAL(NPS)
SVSR MINISTRIAL(OPS)
SVSR MINISTRIAL(NPS)
WORKER-SKLD(OPS)
WORKER-SKLD(NPS)
WORKER-SM SKLD(OPS)
WORKER-SM
WORKERS
C5
WORKER-UN
WORKERS
C6
WORKER-UN
WORKERS
C7
WORKER-MINSTRL
WORKERS
C8
WORKER-MINSTRL
TRAINEES
TRAINEES
TRAINEES
RETIREES
RETIREES
RETIREES
D1
D2
D3
F1
F2
F3
SUPERVISOR TRAINEE
WORKER TRAINEE
PROFFSNL TRAINEE
VRS MONTHLY PAYMENT
VRS LUMPSUM PAYMENT
RETIREES

Company Code
Employee Group
Employee Sub group
1.1.3. TAYO-030: Personnel Administration
21
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

TAYO-030-010: Personnel Administration process in Tayo and R/3
Description:
The following personnel administration functions are available in Personnel

Administration:
All types of information about an employee may be stored in the

Human Resources Infotypes. They provide information with a structure,
facilitate data entry, and enable storage of data for specific periods.
Basic personnel procedures within master data administration, such as

hiring employees, performing organizational reassignments, and entering the
data required for employees who leave the enterprise, are represented by
separate personnel actions. Each personnel action contains the infotypes for
which data must be entered in regard to the action in question, and displays
them sequentially for you to process.
Reporting plays an essential role in human resources data. There are

numerous reports available to evaluate the multitude of data managed in the
organization.
The Personnel Administration module is completely integrated into the Human
Resource component of the SAP R/3 system.
AS-IS PROCESS
Practices followed at Tayo to capture and perform activities in Personnel
Administration.
Grade Master
should be at least 6 Character Long. For example : NW6 is the Code and
and 999 for Directors
Maintain Qualification Master
is a 3 Character long Alpha Numeric Qualification Code & Description
describes what that code is about.
For example : A12 - B.Sc. (Phy. Chem. Math.) i.e. A stands for Academic & 12
is the Code for B.Sc. with Phy., Che. & Maths., P13 i.e. P Stands for
Professional & 13 is the code for Chartered Accountant, T40 i.e. T Stands for
Technical & 40 is the code for B.Sc. Engineering (Civil) and so on, Code Length
22
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
of 3 Character is not sufficient. It should be at least 6 Character Long.
TAYO-030-020: General Reports in PA

Description:
In SAP, a large number of ready-to-use reports are made available. These

Standard Reports can be exported into other applications such as MS-Excel.
Thereafter tools available in those applications (such as Filters, Advanced
Filters, Pivot Tables, Sort, etc in MS Excel) may be used to process the data
further or carry out analysis in a flexible way.
Standard Reports in Personnel Administration:
The following standard reports are part of the information system for
Personnel Administration:
Reports that refer to employee data
Anniversaries
This report creates a list of employees who have a seniority anniversary within
a year.
Education and training

This report creates a list describing the education and training of the
employees. The employee's education and training data (schooling,
professional, and further training) must be stored in the Education (0022)
infotype.
Employees who have entered/left the company

This report generates a list of people who either left or entered a company
over a certain defined period.
Family members
This report creates a list of employees who have information about their
family members stored in the system. The employees are selected using the
subtype in the Family/Related Persons (0021) infotype.
Birthday list
This report may be used to create an overview of employee's birthdays. For
example, an overview list for each month may be created, or coming
anniversary birthdays may be determined.
Vehicle search list

This report creates a list of employee's car license plate numbers.
Telephone directory
Length of time in pay scale
Proposals for pay scale reclassification
Reference personnel number
Flexible employee data
List of employees
Maternity overview
Reports that refer to organizational units
Change in the headcount

This report creates a list of personnel actions that have been carried out for
employees for the selected time period.
Headcount developments
Nationalities
Employee structure
23
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Reports that refer to the age or gender of the employee
Statistics: Gender sorted according to age

This report creates a list of employees age according to gender.
Statistics: Gender sorted according to seniority

This report creates a list of employees seniority according to gender.
Using a report based on employees enables you to statistically evaluate data
for different employees.
For example, you could display the age structure within your company,
education/training data, and data about the number of people leaving your
company. The individual reports call up personal data for employees (date of
birth, family members).
Listed below are some of the standard reports provided by SAP R/3
Purpose
Time Spent in Pay Scale Group/Level
Anniversaries
Education
Report
RPLTRF00
Query JUBILEE_LIST
Query EDUCATION
TAYO-030-030: Personnel Actions
All the Personnel events are mapped as Personnel Actions in SAP R/3 as follows:
Hiring
Confirmation
Promotion
Transfer
Leaving/Separation
Each personnel action contains the Infotype for which data must be entered in regard to the action in question and
displays them sequentially to process.
Monitoring of tasks and Dates Infotype 19, 41 controls and triggers on the date given and displays task to be
performed.
Separation action in Personnel Administration contains all the Infotypes for which data must be entered in regard to
termination like Loan etc delimits all the Infotypes, and employment status will be inactive after Separation
action
Payroll Area: A group of employees for whom payroll should be run together, and at the same time (Payroll
Periodicity) Payroll Area: 40
24
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
As Is business Process:
Personnel events like Hiring, Confirmation, Promotion, Transfer, and Separation are carried out Manually. Personnel
Officer maintains these statuses in Baan System. Personal records/files are maintained manually Monitoring of tasks
such as completion of Probation period (i.e. Confirmation) and Training period are maintained in MS excel. Reports
pertaining to seniority, employment status change are maintained taken in Baan Employee Separation formalities
are carried out manually In Tayo but the employee exit status is set Personnel officer.
To Be Process:
Personnel events are mapped as Personnel Actions as follows:
Hiring, Confirmation, Promotion, Transfer, leaving/Separation. Each personnel action contains the Infotypes for
which data must be entered in regard to the action in question and displays them sequentially to process.
Monitoring of tasks and Dates Infotype 19, 41 controls and triggers on the date given and displays task to be
performed Separation action in Personnel Administration contains all the Infotypes for which data must be entered
in regard to termination like PF, Pension plan, Loan etc delimits all the Infotypes, employment status will be
inactive after Separation action.
Payroll Area: A group of employees for whom payroll should be run together, and at the same time (Payroll
Periodicity) Payroll Area: 40

TAYO-030-030-010: List of Personnel Actions
Description:
The following personnel administration functions are available in Personnel

Administration:
All types of information about an employee may be stored in the Human Resources
Infotypes. They provide information with a structure, facilitate data entry, and enable
storage of data for specific periods.
Type of
Personnel Action
Infotypes to be maintained
Hiring
0001, 0002, 0006,0007, 0008, 0009, 0021,0022, 0023,0028, 0077,0185
Confirmation
0001, 0002, 0006,0007, 0008, 0009, 0021,0022, 0023, 0077,0185
Promotion
0001, 0006, 0007, 0008, 0009, 0014
Transfer
0001, 0006, 0007, 0008, 0014, 0015
Leaving
0001, 0006, 0008, 0014, 0015, 0040
Hire Employees Once the employee joins the organization his records are created in
the SAP system and he is assigned a personnel number. The personnel number is
internally generated by the system, sequentially for entire population (i.e. in Tayo
scenario, Mgmt/Non Mgmt put together). Reason for hiring is assigned.
Various infotypes keep appearing sequentially and relevant personnel records for the
new hire are created in the personal file. Important reminder dates for career events
(viz. regularization of training, confirmation date and retirement date) are
automatically set up to be referred to at appropriate times. The option is there to
25
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
transfer applicant data of a successful candidate from the Recruitment module to avoid
duplication of data entry.
Regularization of Trainees After a one-year time-period, dependant on managerial
discretion, and trainees in Tayo Rolls may be regularized. Till that point of time they
are paid a salary and all the benefits except Annual bonus to supervisor and worker and
Superannuation to Officer through the payroll. Details, such as regularized monthly
salary components, insurance, nominees and certain other entitlements will be
captured. Also captured will be the records of the Trainee Appraisal.
Extension of Training In case a decision is made to extend training for some of the
trainees instead of regularizing them straight away, the training appraisal ratings are
captured along with reason for extension of the training. A new date for reviewing the
trainee to decide on regularizing him is set. At the appropriate time the process of
Regularization of Trainees has to be repeated once more. Any number of such
iterative extensions can be done in the system. It is also possible that no such dates are
set and a decision is made to terminate the employee. In that case the Separation
action has to be executed.
Confirm Employee As per current policy, 6 months after being hired (or after
regularization, in case of trainee hires), the employee is to be confirmed. Ratings for
the confirmation appraisal are recorded and his Superannuation contribution by the
organization is specified. However, the Confirmation Action can be run on an as and
when required basis.
Extension of Probation In certain cases the decision may be taken to extend the
probation period for some yet to be confirmed employees. In such a case, the ratings
of the confirmation appraisal are captured in the employees personal records and the
date for the next review to decide on confirmation is set. Any number of such iterative
extensions of the probation period can be done in the system. It is possible that no
such dates are set and a decision is made to terminate the employee. In that case the
Separation action has to be executed.
Transfer - Based on business requirements employees may be required to be moved
within the organization. Inputs from the Personnel Development module
(Competencies) help to select the employees who are to be so moved. Then they are
required to be transferred. When an employee is transferred, the various change in his
records with respect to his new organization unit, designation, function (IMRS codes),
location, changes in pay (such as Location Allowance, etc), holiday calendar, bank
details, club / union membership details, special entitlements (such as disturbance
allowance, etc) are all updated through the Transfer Action. SAP will also facilitate
administrative tasks associated with transfers such as notifying the employee, etc.
Promotion Similar to the Transfer action, on promotion, employee records with
respect to grade, designation, organization unit, compensation, contract details such
as notice period from employer or employee, travel privileges, insurance, club / union
membership details, hard furnishing and other entitlements, loans, etc may undergo a
change and require to be updated. The Promotion Action does all this. SAP will also
facilitate administrative tasks associated with transfers such as notifying the employee,
etc.
Separation Another action called Separation will be run on the date of resignation.
26
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Reasons for Separation as per the Exit Interview may be captured. The reason for
separation is recorded. From the date of separation, all relevant personnel records are
delimited and the employee is maintained in the system as an ex-employee. For Full &
Final purpose, various data pertaining to compensation at the time of leaving, loans,
hard furnishing, car and other company assets in employees possession can be readily
referred to.
Apart from these actions there are other actions like Retirement, Re-designated,
Trainee Joining and conformation.
TAYO-030-040: Maintaining HR Master data

TAYO-030-040-010: Maintaining Employee Master data at Tayo
Description:
These are List of Employee Master data maintained by personnel Administrator

at Tayo Rolls.
Most of the data currently at Tayo is maintained in Legacy system (Baan
system). The below mentioned are the activities that are maintained in either
in Baan or Using Excel or other softwares like MS office or manually in the
registers or books.
Maintain Location Master
Maintain Division Master
27
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Code & Description

GAP Include age and caste field in Infotype 0002. Need to be customized.
Maintain Department Master
It is 3 Characters long Alpha Numeric code determines Department Code &
Description.
For example: A/C - Accounts, P&S - Purchase & Stores, MCS - Machine Shop
and so on.
Organizational Master
Code & Description It is a 3 Characters long Alpha Numeric code determines
employee's level in the organization.
For example: M01 for Higher Management, M02 for Middle Management, M03
for Supervisory, M04 for Non-Supervisory, M05 for Ministerial, T01 for Trainee
and so on.
Designation Master
It is a 3 Character Long Alpha Numeric Designation Code & Description
describes the various Designations/Positions exists in TAYO. Code Length of 3
Grade Master
should be at least 6 Character Long. For example: NW6 is the Code and
and 999 for Directors.
Maintain Qualification Master
This a 3 Character long Alpha Numeric Qualification Code & Description
describes what that code is about.
For example: A12 - B.Sc. (Phy. Chem. Math.) i.e. A stands for Academic & 12 is
the Code for B.Sc. with Phy., Che. & Maths., P13 i.e. P Stands for Professional
& 13 is the code for Chartered Accountant, T40 i.e. T Stands for Technical &
40 is the code for B.Sc. Engineering (Civil) and so on, Code Length of 3
Maintain Membership Master
Membership Master is a 3 Character Long Alpha/Numeric field containing
Membership Details of Professional Institutions.
Maintain Skill Master
It is a 3 Character Long Alpha/Numeric field containing Employee Skill Details.
Maintain Accident Master
It is a 3 Character Long Alpha/Numeric Code determines type of injury i.e.
whether the employee sustained injury at Works or outside the Works. For
example: IOD stands for Injured On Duty i.e. employee sustained injury while
coming to or going from duty and IOW stands for Injured On Works while
working.
Blood Group
It's a 3 Character Long Alpha/Numeric Code determines Blood Group code i.e.
28
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
AB+ - 'AB' Positive and so on.

Caste Master
Class Code is a 3 Character Long Alpha/Numeric field determines employees'
Caste i.e. SC, ST, OBC & GL.
Objective Master
Objective Master is a 3 Character Long Alpha/Numeric field determines
Employee's Objective.
For example - Cost Reduction, Reduce Cycle Time and so on.
Complaints
It is a 3 Character Long Alpha/Numeric field various types of
Advice/Punishments are awarded to employee when he commits a mistake.
For example: CH1 for Charge sheet, ADV for Advice, C11 for Caution, W11 for
Warning, S11 for suspension 1 Day and so on.
Rewards/Appreciation Master
It is a Alpha/Numeric 3 Character Long Code determines various types of
Rewards/Appreciation awarded to an employee. For example: P01 for
Promotion. P02 for Letter of Appreciation, P03 for Long Service award (20
Years) and so on.
Leaving Master
3 Character Long Alpha/Numeric Code for various grounds on which and
employee Leaves the services of the Company. For example: L01 for
Resignation, L02 for Health Ground, L04 for Retirement and so on.
Maintain House Master
It's 3 Character Long Alpha/Numeric field-containing details of Company's
Houses.
TAYO-030-040-020: Maintaining Master data in SAP R/3

Description:
Most of these data can be maintained using SAP R/3 by using Infotypes.
Infotypes can be changed, deleted or created or can be viewed in display
mode using Transaction code PA30 in SAP R/3.
Data that can be maintained like:
Educational Qualification by
Blood Group by
Department of employee
Contract details
Punishment details
Infotype 0022- Education

Infotype 0028- Internal Medical services
Infotype 0001-Organisaitonal Assignment
Infotype 0016-Conctrat details
Infotype 0743-Discipline etc
1.1.4. TAYO-040: Recruitment

29
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

TAYO-040-010: Recruitement Process
Description:
The ability to meet personnel requirements is key for enterprises. The success
of an enterprise depends on such factors as the quality and availability of
personnel. It is particularly important for the development and success of
expanding enterprises that they have quick access to adequate personnel.
The Recruitment component can be used to recruit personnel based on the
organizations requirements. The applicants available to the organization may
be included in the selection procedure for vacancies, by advertising for
personnel (e.g. job advertisements) or by receiving unsolicited applications.
This component enables the definition of a recruitment procedure that suits
the needs of the organization. Tasks and responsibilities can be distributed
and to different people involved in the recruitment process. Recruitment
enables dividing and assigning administrative and decision-making task areas.
The Recruitment component enables automation of many processes. This
reduces the administrative tasks of the HR Department.
This component has all the functions for working through the entire
recruitment procedure, from creating applicant data to filling vacant
positions.
The Recruitment component contains an entire range of powerful, flexible
functions that can be used to implement an effective and largely automated
recruitment strategy.
TAYO-040-020: Recruitment As-is Process & To-be Process
30
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

TAYO-040-020-010: Recruitment As-Is Process
Description:
Current Process practiced at Tayo

Seek Approval for Recruitment
Department, where manpower is required gives a request to the Personnel &
Administration Department. Based on that, we take manpower approval from
the Management.
Advertise the Position
After getting the approval, Advertise the Position in :
* Web Site (Monster.com, Naukri.com, Tayo's Website i.e. www.tayorolls.com)
* Campus Selection - Depending upon the need we go to the Institutions'
Campus and Interview Candidates & select
* News Paper (Economic Times, Telegraph, Local News Papers etc.)
Prepare & Send Employment Exchange Notification
As per the Government's Rule, each and every position going to filled, must be
notified to the Employment Exchange. Format in which positions to be
notified is given by the Government (Employment Exchange)
Receive & Scrutinize Applications
Based on the Advertisement, applications are received from the Candidates.
Applications are scrutinized suiting to the requirement.
Send Call Letters for Interview
After scrutinizing, sand Call Letters to the candidates for appearing the
Interview.
Prepare Interview Sheet & Conduct Interview
Interview Board Comprises of :
Vice President/General Manager
- Chairman
31
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Head of Respective Department

- Member
Head of Personnel & Administration - Member-Secretary
Status
Then if the status of interview is cleared , further medical examination is
conducted else if rejected no further interviews and examinations are
conducted and his data is stored in excel and his resume or application is
achieved.
Conduct Pre Employment Medical Test
Candidates found suitable in the Interview are sent to the Company's Doctor
for Pre-Employment Medical Test.
Found fit
if the result is yes he is offered.
Prepare & Send Appointment Letter
If found FIT in Pre-Employment Medical Test, send Appointment Letter in
which all terms & conditions are mentioned including Date of Joining (i.e.
Candidate must join on or before ...............................)
Applicant acceptance of offer
Complete Joining Formalities
After receiving the Appointment Letter, Candidate sends his consent for
joining (i.e. Terms and Conditions mentioned above are acceptable not
acceptable to me) and comes for joining the post.
Completing the Joining formalities are - Filling-up of Personal History Card
(Name, T.No., P.No., Date & Place of Birth, Present & Permanent Address,
Father's Name, Nominee, Medical Report (FIT for employment), Province
(State belongs to), Identification Mark, signature, Qualification & Experience
Details, Joining Date, Post, Department, Basic Pay & Grade, All
Certificates/Testimonials (Duly Attested) and Release Letter (For Experienced
Candidates) etc.
All these data is maintained in Baan system in Sessions and the whole
recruitment action is conducted manually and
Send Regret Letter
If the Applicant is rejected or if found UNFIT in the Pre-employment Medical
Test, send a regret letter.
TAYO-040-020-020: Recruitment in SAP R/3

Description:
NO
AREA
ELEMENTS
1
Vacancy
Vacancy to be assigned in PD or in Recruitment?
TAYO Rolls ENTRIES

Is
PD (Organization Management)
2
Administrator
Mr. Dilip Jana
Advertisement
Recruitment Instrument
Media
32
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Press
Local News Paper
The Hindu
Employment Exchange
Others
Direct Personal Contact
Internet
3
Naukri.com
Applications
Unsolicited Application
In response to Advertisement
External
Applicant Group
Applicant Range
Senior Management
Middle Management
Junior Management
Specialist
Trainee
Internal Employees
Trainees
1. Production
2. Printing
3. Dispatch
4. Finance Accounting
5. Workmen
6. HR & Personnel Admin
7. MSD/IT
8. Operations & Manufacturing
9. Maintenance
10. Electrical / Instrumentation
11. Administration
Processing/Screening
1
Applicant status/reason
Overall
Processing
New applicant
Applicant earlier put On hold
Reconsidering the applicant
Invite
Preliminary interview
33
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Written Test
Meeting with MD
Medical Test
Offer discussions
Director-HR's approval awaited

Board of Directors approval awaited
3
On hold
No suitable vacancy
Overqualified
Vacancy filled up by Internal Candidate

Vacancy filled up by other external Candidate
4
Rejected
Overqualified
Under qualified
Unsuitable profile
Failed in Interview
Failed in Psychometric test

Medically unfit
5
Employment offered
Selected
Direct reference
6
Offer declined
Better offer elsewhere
Unsatisfactory remuneration package
Inadequate growth opportunities
Inadequate job profile
Inadequate joining time
Location preference
34
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Family Constraints
7
To be hired
Applicant Activity
Activity types
001
002
003
004
005
006
007
008
009
010
011
012
013
014
015
016
017
018
Mail confirmation of receipt

Transfer applicant file
File returned
Mail invitation to interview
Appointment for interview
Telephone invitation
Hand in appraisal
Mail rejection letter
Approve hiring
Hiring date
Transfer applicant data
Medical examination
Mail offer of contract
Put applicant on hold
Block Interview Panel Time
Confirm receipt of offer
Receipt of medical feedback
Confirm joining date
Automatic creation of Activities

- Processing
- To be hired
001 - Confirmation of receipt

010 - Hiring date
011 - Transfer data
DOn hold
Rejected
Employment offered
Offer rejected
Invite
014 - On hold
008 - Rejection
013 - Offer Contract
Nil
005 - Interview appointment
& 004 - Interview invite
P
6
Vac Assmt
Over Vac Stat
Permissible Vacancy specific status
Status
1
2
3
4
5
6
7
7 App
Corresp
Processing
Invite
On hold
Rejected
Employment offered
Offer declined
To be hired
Stdard Txt Fmt
1,2,3,4,5,6,7
1,2,3,4,6
1,2,3,4,5,6
1,2,3,4
1,3,6,7
1,2,3,5
Ackmnt/Receipt (Processing)
Call Letter for Interview (Invite)
Offer Letter (Employment Offered)
35
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Appl Num

Sandeep
external
Common Number range
Personnel Requisition - Requirement of manpower whether due to

separation/transfer/promotion or organizational change, needs to be
recorded
It will contain the required personnel profile, in terms of qualifications,
experience, age etc.
Maintain Vacancy - In the case of the Personnel Requisition being approved,
the position for which recruitment (internal or external) need to be made, has
to be flagged as vacant in SAP. If vacancy is not flagged, SAP will only consider
the position as unoccupied as opposed to vacant.
A company's workforce requirements are represented in the Recruitment
system by means of vacancies. A vacancy is a position, which must be staffed,
either completely or only partially. The recruitment procedure is initiated by
the creation of a vacancy and its purpose is to fill vacancies.
Find only internal person for requirement - Depending on the positional
Requirements, a search will be made to find persons within the organization
whose Qualification Profile matches with the positional requirements. SAP will
throw up a list of possible internal candidates based on their competency
profiles.
Evaluate earmarked successor- if the vacant position has earmarked
successors; their competency profiles are matched with the positional
Requirements. SAP will give a Profile Match up of the earmarked
successors. The profiles of the earmarked successors and other internal
candidates need to be compared and decision needs to be made about the
choice of possible internal candidate(s).
Check possibility of Redeployment - After short-listing possible internal
candidates, the possibility of their redeployment need to be examined. The
opinions of the concerned unit/departmental/divisional heads are taken on
board. The individual concerns preferences/dislikes are also noted.
Search applicant pool - If redeployment/internal recruitment is not possible,
the applicant pool/database is searched to examine the possibility of sourcing
the right candidate. The forced CVs that come are slotted in the database
after preliminary screening.
Assign vacancy - If the applicant pool/database throws up possible candidates,
their availability is ascertained. The application retrieved from the
pool/database is then assigned to the respective vacancy before further
processing can start.
Maintain advertisement for the vacancy - If the applicant pool/database does
not yield suitable candidates then an advertisement relating to that vacancy
will be given using any media/instrument:
If the candidate has applied in response to an advertisement, he/she is
assigned to a recruitment instrument and a medium along with the
advertisement. This enables evaluation of the effectiveness of recruitment
instruments or media used by the organization. This means that future
advertisements can be placed more strategically and, if applicable, also
36
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
published at less expense.

Enter applicant data - After applications received, in response to the
advertisements for specific vacancies are screened, the relevant information
for each suitable applicant has to be entered in the specified SAP format.
Evaluate applicant - Applicants whose data has been entered in the system are
evaluated based on the requirement profile of the vacancy. Applicants found
suitable may be short-listed.
Change applicant status to reject/put on hold - Applicants who are not found
suitable can be flagged as rejected or as put on hold. In either case the
applicant data remains in the applicant database. Their application may later
be reactivated in the event of new vacancies.
Change applicant status to invite and perform administrative tasks Applicants found suitable viz a viz the requirement profile of the vacant
position are flagged off as invite and corresponding administrative tasks like
printing the standard invitation letters, intimating the interviewer/interview
panel etc. need to be performed.
Call for interview - The interview date is intimated to the applicants.
(Interview here refers to preliminary interviews, and other rounds of
interview).
Match Profiles of Candidates with the Positions Requirement Profile - An
important aspect of the evaluation process during the interviews is the match
between the candidates qualification profile and the vacancys requirement
profile. SAP will perform the match up based on the evaluation of the
candidates during successive interviews/discussions, based on the
requirement profile of the vacancy. The interview feedback will be positional
requirement specific.
Make offer and change status to Employment Offered - Based on the
interview performance and subject to the HR directors approval, the
applicant found suitable will be made an offer and the applicants status will
be flagged as Contract Offered in SAP and an offer letter will be defaulted
by the system.
Change status to Offer Rejected After the employment is offered,
sometimes the successful applicant may refuse the offer. In that event, the
applicant will be flagged with Offer Rejected status. The applicant next in
the shortlist may be given an offer. Re negotiation of offer may also be made
to the original applicant who has rejected the offer.
Change status to Rejected - Other applicants whose profiles corresponds to
the requirement profile of the vacant position to a lesser degree as found out
in the interviews/discussions may be flagged off as Rejected. It is proposed
that the medical test be administered after employment is offered and
accepted by the candidate concerned in the recruitment process. Candidates
found medically unfit are also to be flagged as Rejected It has to be decided
whether such application will be deleted from the database or retained with
the status as rejected for consideration in the event of other vacancies.
Change status to "To Be Hired" & perform administrative task - For candidates
who accept the offer and also found medically fit the status is to be flagged as
To Be Hired. An introduction folder containing all joining forms will be given
to the candidate on the date of his joining.
37
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Transfer Applicant data - On the date of the candidates joining the

organization, the information relating to him is transferred from the applicant
database to the employee database.
When the applicant is assigned the overall status To be hired, SAP
automatically transfers the applicant's data directly from the applicant
database to the employee database.
TAYO-040-020-030: Reporting in Recruitment SAP R/3

Description:
You can use these reports to create lists of applicant data based on different
aspects. For example, you can output a variable applicant list (report
RPAPL012) according to your reporting needs, or predefined lists sorted
according to applicants names.
The reports on applicant data also enable you to evaluate applicant actions
performed (report RPAPL004) or educational data (report RPAPL011).
The Planned Activities for Personnel Officer report (RPAPRT08) also offers
administrative support. As a personnel officer, you can use this report to
generate a work list for the applicant activities that you still have to process.
Listed Below are some of the standard reports to evaluate Applicant data
Purpose
Applicants by Name
Applications
Applicant Statistics
Job Advertisements
Recruitment Instruments
Report
RPAPL001
RPAPL002
RPAPL005
RPAPL006
RPAPL008
1.1.5. TAYO-050: Personnel Time Management
38
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-050-010: Organizational elements

TAYO-050-010-010: Enterprise level organization elements
Description:
Personnel Area:
The locations Codes will be the personnel areas. The PA codes will be the first
four letters of the descriptive text of the personnel area.
The Personnel areas will be linked to the Company Code TY01
Tayo Personnel Areas:
1001
TAYO WORKS & HEAD SALES GAMH
1002
TAYO ROLLS Registered office
1003
TAYO ROLLS KOLKATA OFFICE
Personnel Sub areas:
Further subdivides the personnel area
The organizational control of main human resources sub areas takes place at
the personnel sub area level:
Used in conjunction with time & attendance module: holiday calendars,
absence (leaves) & attendance types and work schedules
39
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

Personnel sub areas under Personnel area 1001
ACT
ACCOUNTS
ARC
MLT ARC FURNACE
BUS
BUSINESS EXCEL
CANT P&A CANTEEN
CRAN M&S CRANE
ELCT M&S ELECTRICALS
GAD
GENERAL ADMIN
The functional areas as applicable for each of the codes will be the personnel
sub areas.
Employee Groups:
Divides employees roughly into groups such as Staff and Workmen.
Used in conjunction with time management module: holiday calendars,
absence (leaves) & attendance types and work schedules
Used in conjunction with payroll management module: grouping for Primary
Wage types.
Tayo Employee groups
E
Executives
O
OFFICERS
S
SUPERVISORS
W
WORKERS
T
TRAINEES
Employee Subgroups:
Subdivides employees into groups according to the employees type of
employment such as different grades applicable to employee group.
The employee subgroup allows generation of default values for data entry
Employee sub groups under Employee group W
W3
WORKER-SKLD (OPS)
W4
WORKER-SKLD (NPS)
W5
WORKER-SM SKLD (OPS)
W6
WORKER-SM SKLD (NPS)
W7
WORKER-UN SKLD (OPS)
W8
WORKER-UN SKLD (NPS)
W1
WORKER-MINSTRL (OPS)
W2
WORKER-MINSTRL (NPS)
Employee sub groups under Employee group S
S1
SUPERVISOR (OPS)
S2
SUPERVISOR (NEW)
Employee sub groups under Employee group E
E1
MANAGING DIRECTOR
E2
EXECUTIVE DIRECTOR
Employee sub groups under Employee group O
O1
OFFICER
Employee sub groups under Employee group T
T1
SUPERVISOR TRAINEE
T2 WORKER TRAINEE
T3
OFFICER TRAINEE
40
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TIME MANAGEMENT
TAYO-050-020: Shift Schedules
41
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep

TAYO-050-020-010: Holiday Calendar
Description:
Public Holiday Calendars

The public holiday calendar is used in numerous SAP applications, and also
plays an important role in the Human Resources (HR) component. The public
holiday calendar
Affects the definition of the organizational structure of your enterprise
Plays a central role in the scheduling process as well in generating monthly
Work schedules
. Is important for Payroll
You can display or make any required changes to the public holiday calendar
at any time.
Tayo Public Holidays - 5 holidays for PSA ghamaria and 21 Public Holidays PSA
Kolkata.
Tayo Holiday Calendar - 'HC' - Ghamaria holiday calendar, 'TK' - Kolkata
holiday calendar
Factory calendar - 'FC'
TAYO-050-020-020: Work schedules

Description:
The work schedule is the information medium for all employees who work on time-based
schedules. It also contains a detailed overview of all working times. In addition to setting
up working times and break times, you can use the work schedule for scheduling and
monitoring the organization and coordination of all divisions in your enterprise.
The following elements has to setup in SAP include in work schedules
1.3.1 Break schedules
Break schedules can be defined as paid break, unpaid break
Tayo has only 2 break schedules
'G' Shift - GENR 11.30 A.M to 12.30 P.M (unpaid)
'O' Shift - 'OSFT' 12.30 P.M. to 01.00 P.M (unpaid)
1.3.2 Daily work schedules
42
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Daily Work Schedules are the smallest units of the work schedule. Daily work
schedules contain the authorized working times and break times for a particular day. These
times include fixed working times, flextime, as well as daily work schedules for days off.
Tayo has 6 Daily work schedules designed for workers/workers
ministerial/staff/Kolkata staff
Daily work schedules of Tayo in SAP are as follows:
Shift A
Shift B
Shift C
Shift D
Shift E
Shift G
Shift O
'DWSA'
'DWSB'
'DWSC'
'DWSD'
'DWSE'
'DWSG'
'DWSO'
Daily work schedules can be setup with different time models like:
Tolerance times
Core times
Compensation times
Following shifts will be mapped in SAP for TAYO ROLLS employees:
1.
2.
3.
4.
5.
6.
7.
8.
DWSA Timing: 06.00 A.M to 02.00 P.M

DWSB
Timing: 02.00 P.M to 10.00 P.M
C Shift Timing: 10.00 P.M to 06.00 A.M
D Shift Timing: 05.00 A.M to 01.00 P.M (Only for Canteen Dept.)
E Shift Timing: 01.00 P.M to 09.00 P.M (Only for Canteen Dept.)
G Shift Timing: 07.00 A.M to 04.00 P.M
O Shift Timing: 09.00 A.M to 04.30 P.M (Monday to Friday)
O Shift Timing: 08.30 A.M to 12.30 P.M (Only on Saturday)
1.3.3 Period work schedules

The period work schedule consists of a defined sequence of daily work schedules.
The period work schedule reflects a work pattern that is repeated after a defined period of
time.
Period work schedules of Tayo has been setup in such way, at any time if employee
shift schedule changes or shift week off changes, time administrator can change employee
shift schedule, significance of shift will be on overtime payment and payroll process.
PWS
Prd work schle
Week No.
ACB1 ACB SHIFT MON OFF 001
ACB2 ACB SHIFT TUE OFF
001
002
003
ACB3 ACB SHIFT WED OFF 001
Day1 Day2 Day3 Day4

OFF DWSA DWSA DWSA
OFF DWSC DWSC DWSC
OFF DWSB DWSB DWSB
DWSA OFF
DWSA DWSA
DWSC OFF DWSC DWSC
DWSB OFF DWSB DWSB
DWSA DWSA OFF
DWSA
Day5
DWSA
DWSC
DWSB
DWSA
DWSC
DWSB
DWSA
Day6
Day7
DWSA
DWSA
DWSC
DWSC
DWSB
DWSB
DWSA
DWSA
DWSC
DWSC
DWSB
DWSB
DWSA
DWSA
1.3.4 Work schedule rule (n years)(Transaction PT02)

The period work schedule is assigned to the work schedule rule. The pattern of the
daily work schedules is specified in the period work schedule. The period work schedule is
then assigned to the desired personnel subarea grouping for daily work schedules. In this
way, the work schedule rule defines:
43
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Personnel subarea or employee subgroup groupings for which the same work
schedule rule applies. Employee working times by selecting specific daily work schedules
Periods in the daily work schedules which repeat by selecting a specific period work
schedule
TAYO-050-030: Time data Recording and Administration
With the Time Recording and Administration component, you can record and manage time data
effectively and efficiently. This component provides you with a comprehensive and effective
business concept and related processes for manual and automatic recording of personnel times.
Time recording allows you to enter employee time data for working time, leave, business trips,
and substitutions using different methods. This data can be entered as clock times or in hours
and can contain account assignment specifications for other SAP applications.
1.1 Organization elements
1.2 Holiday calendar
1.3 Work schedules
1.4 Absence
1.5 Attendance
1.6 Overtime
1.7 Leave quota encashment

TAYO-050-030-010: Infotypes used in Time Management
Description:
Infotypes
Descriptions
2001
Absences
2002
Attendances
2005
Overtime
2006
Absence Quotas
05...)
2010
Employee Remuneration
2013
Quota Corrections
0080
Maternity Protection
Subtypes
Absence type (CL, PL, FL, ML,....)
Attendance type (1000, 1001)
Absence quota type (01, 02, 03, 04,
(01, 02, 03, 04,....)
44
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-050-030-020: Planned working Time (Infotype 0007)

Description:
In this infotype, you define when and where an employee works within your
enterprise on a daily basis. In addition, you use the infotype to determine
whether the employee's time data is evaluated by Time Evaluation
One of the planned working times of an employee is as follows:
Work schedule rule
- SFC64881 WSRULE SHIFT
Time Mgmt status
-9
Employment percent
- 100.00
Daily working hours
- 8.00
Weekly working hours
- 48.00
Monthly working hrs
- 204.00
Annual working hours
- 2450.00
Weekly workdays
- 6.00
In this infotype, we define as and where an employee works within enterprise
on a daily basis. In addition, we use the infotype to determine whether the
employee's time data is evaluated by Time Evaluation..
By assigning a Work Schedule Rule in the Planned working time infotype
(0007), we ensure that the system can determine the employee's personal
planned working time. We can change the planned working time determined
by the system to suit our requirements. For example, we can use an existing
full-time work schedule rule as the basis for defining a special provision for a
part-time employee. The planned working time defined for the full-time
employee is reduced to the percentage the part-time employee must work.
If you want an employee's time data to be processed by Time Evaluation, you
must specify the relevant processing type in the Time Management status
field.
You can also determine the view for calculating weekly overtime. Any hours
worked over the planned working time can then be evaluated as overtime.
TAYO-050-030-030: Absence (Infotype 2001)

Description:
Absences (Infotype 2001)

Definition
Absences are times when employees are not at work. Employees are absent if
their planned working time, as stipulated in their work schedules, is not fully
worked.
Absences are divided into absence types. An absence type is a subtype of the
Absences infotype (2001).
Absences types are divided into 2 types
Paid absence: Maintaining Absence with quota deduction (Infotype 2006)
Unpaid absence: Maintaining Absence without quota deduction (Loss of pay)
Time management is Time sensitive. It depends on Time constraints rules.
Collisions are not allowed.
1.Absence and Attendance applied on same date are not allowed.
2.More than one Absences applied at a same time is not allowed.
3.More than one Attendance applied at same time is not allowed.
Employees who avail Gate pass, number of availed hours for gate pass would
be deducted from employees available leave balances. The sequence in which
leaves prioritized to be deducted is set in the system as per the mentioned
business requirement.
45
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Following are the absence types setup according to employee groups:

Absence
APLW
CL
COFF
FL
FMPL
LOP
ML
PL
SL
SPL
SUSP
Absence text
ADDLPRIVILAGE LEAVE WORK
CASUAL LEAVE
COMPENSATOTY OFF
FORLOUGH LEAVE O&S
FAMILY PLANNING LEAVE
LOSS OF PAY
MATERNITY LEAVE
PRIVILEGE LEAVE O&S
SICK LEAVE O&S
SPL BLOOD DONATION LEAVE
SUSPENSION
Following rules will be used in the calculation of leaves

Counting Rule:
This rule is used for counting attendances and absences. The rules are used to
determine the payroll days and hours for an attendance or absence. The
payroll days and hours that have been counted are used to control the
deduction of quotas. They can be used in Payroll to valuate the absence.
Rounding Rule:
Specifies how values determined by the system should be rounded. We can use
rounding rules in absence counting or in automatic absence quota accrual.
Deduction Rule:
Deduction rules used for deducting quotas until existing entitlement is used
up.
Base Entitlement:
Base Entitlement determines the total entitlement (base entitlement) to an
absence quota type. The base entitlement forms the basis for calculating the
prorated leave or absence entitlement for each accrual period.
Base entitlement can be determined according to the employee's age or
seniority.
Accrual Period:
In the Accrual period we specify the period for which we want employee
quota entitlements to be generated proportionate to the base period.
In Accrual Period we can use calendar-based periods, or we can base the
period on the employee's employment period. For the latter option, we use a
date type from the Date Specifications infotype (0041) and specify our own
length
Day Types:
The day type determines the influence on payment and also the relevance of
the day for calculating attendance times. It is therefore also used in Absence
Counting and to determine wage types.
Selection Rule:
The rule for day types is used to determine whether the day in question is a
working day, Saturday, Sunday or public holiday.
46
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
QUOMO:
This feature allows you to determine quota type selection rule groups
depending upon a variety of employee organizational assignments.
If we generate the absence quotas in time evaluation, the value from the
feature is automatically queried by the system. Those absences which behave
in similar fashion are grouped in one group under the field option quota type
selection rule.
TAYO-050-030-040: Attendance Infotype 2002

Description:
This infotype is used to record times during which an employee is working for
your company
You can also enter Overtime in this Infotype
TAYO-050-030-050: Absence quota (Infotype 2006)

Description:
This infotype to manage time accounts that represent employees absence

entitlements or time credits. The time accounts contain a particular number
of days or hours, during which time employees are permitted to be off work.
Absence quota types are subtypes of the Absence Quotas infotype (2006).
Time accounts are managed in hours or days (Unit field), according to the
absence quota type of the quota from which the absence is deducted
Absence quotas are 2 types
Accrual and deduction of absence quotas
Absence quotas can be stored in the system in the following ways:
You can enter them manually
The system can propose a default when an employee is hired
The system can accrue them automatically
An employee can claim an absence quota by:
Requesting an absence such as leave
In this case, you record an absence in the Absences infotype (2001). The
absence is deducted from the quota.
1. Fixed Leave
2. Accrued Leave
Fixed Leave quotas:
47
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Absence Quota code
Absence quota text
01
03
05
08
09
10
11
12
13
CASUAL LEAVE QUOTA O&S

SICK LV QUOATA O&S
CASUAL LV QUOTA WORKER
SICK LEAVE QUOTA WORKER
MATERNITY LEAVE QUOTA
FAMILY PLANNING LV QUOTA
SPL BLOOD DON LV QUOTA
CASUAL LEAVE QUOTA TRAINE
SICK LEAVE QUOTA TRAINEE
2. Accrued Leave quotas:

Absence quota code
02
04
06
07
14

Sandeep
Absence quota text
PRIVILEGE LV QUOATA O&S

FORLOUGH LV QUOATA O&S
PRIVILEGE LV QUOTA WORKER
ADDNL PRV LV QUOTA WORKER
COMPENSATORY OFF
Leaves are deducted as per the type applied and entered by the Time
administrator.
Absence quotas accrued in time evaluation
Absence quotas can be accumulated automatically in time evaluation. You
cannot change automatically accrued absence quotas manually in the Absence
Quotas infotype (2006). Instead, you use the Quota Corrections infotype
(2013).
TAYO-050-030-060: Overtime Infotype 2005

Description:
Overtime for workers and Ministerial workers

This Overtime infotype (2005) is used to enter hours worked in addition
to the employees planned working time specified in the daily work schedule.
The system calculates overtime hours on the basis of the daily work
schedule assigned to the employee. Therefore, times within an employees
planned working time are not taken into account when overtime records are
created.
Compensatory Off
Compensatory Off is accrued automatically after time evaluation, if
employee works over and above the no of hrs, In Tayo Compensatory off is
maintained manually, you can use Infotype 2006, to enter no of days to be
compensated as offs.
TAYO-050-030-070: Time Quota Compensation (Infotype 0416)
48
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Description:

Sandeep
Time quota compensation allows a financial remuneration of absence

entitlements that have not
been deducted by absences.
You can use the Time Quota Compensation infotype (0416) to remunerate
absence entitlements
Such as Leave or Time in lieu of overtime. When the compensations are
recorded, the remaining quota or leave that has not been deducted or
compensated is reduced by the specified amount.
TAYO-050-040: Time Evaluation Process
At TAYO, time recording system is used to record the actual attendance of an employee. They are going to replace
49
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
existing time recording device with a new one.

As seen it is observed that the employee will be punching IN or OUT as necessary. Therefore it was decided to use a
schema that is used for TIME EVALUATION with WITH CLOCK TIMES.
The Time Evaluation Without Clock Times component is used to evaluate employees personnel times. It processes
time data that has been imported to the SAP system from time recording subsystems and data that has been
recorded online
Time evaluation is done using different schemas as per the business requirements.
The standard schema for calculating Time Evaluation with Clock Times is TM00.
The time evaluation report (RPTIME00) evaluates employee time data that has been recorded in time info types or
at time recording terminals. The time data is evaluated for each employee on a daily basis. RPTIME00 initiates
processing for each day, which carries out-processing steps that depend on the employee and the day being
evaluated, and the type of time data that has been recorded. The processing is stored in a schema.
Some of the standard Schemas of Time Evaluation are:
Schema TM00: Time Evaluation using Time Events
Schema TM04: Time Evaluation Without Clock Times.

TAYO-050-040-010: Download time data
Description:
Downloading attendance data from Time recording terminals to SAP R/3,

through a BDC program, which converts raw data collected from terminals
into a notepad file.
BDC program converts the data in the notepad file into Attendance infotype(IT
2002)
TAYO-050-040-020: Error handling

Description:
You can modify or change attendance data stored in infotype 2002, if you have
authorizations.
When you run BDC program to download time data, program may encounter
errors, if it doest find IN or OUT timings then sys will through error, unless IN
and OUT timings are filled program will not complete
TAYO-050-040-030: Master data changes

Description:
You can change master data whenever required, but before running payroll,
Infotype 2002 attendance
Infotype 2001 absence
Infotype 0416 leave quota encashment
Infotype 2005 overtime(manual)
TAYO-050-040-040: Time evaluation driver (RPTIME00)

Description:
The time evaluation report RPTIME00 is generally started as a background job

once daily (usually overnight). Time evaluation evaluates the data of all
employees whose time data was recorded completely for the previous day.
This guarantees up-to-date results.
If you change employees data retroactively for a period that has already been
evaluated, the changes are automatically taken into account the next time
the report is run after the changes. This ensures reliable and complete
results.
Prerequisites for the Evaluation of Time Data
Time Evaluation requires access to different types of data in order to evaluate
50
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
time data.
Customizing Settings for Work Schedules and Time Recording
Employee data from Personnel Administration
Time evaluation also requires the following information from the employees
master data and from the recorded time data so that it can evaluate a day
completely:
There are several infotypes in the Personnel Administration component that
contain the information time evaluation requires to control the processing of
data for individual employees. Special processing steps can then be performed
according to the employees organizational assignment, Time Management
status, and so on. Time evaluation obtains the information from the following
infotypes:
Personnel Actions (0000)
Organizational Assignment (0001)
Basic Pay (0008)
Personal Data (0002)
Date Specifications (0041)
Planned Working Time (0007)
Employees time data
The system reads the time data recorded for employees from the following
time management infotypes:
Overtime (2005)
Absence Quotas (2006)
Absences (2001)
Attendances (2002)
Employees payroll status
The Payroll Status infotype (0003) contains the recalculation date for PDC
field. The date in this field determines the first date be included in the next
time evaluation run.
Simulation and Projection of Time Evaluation Results
Projections
The time evaluation results are stored in cluster B2 (database) for payroll
process.
Simulation
The system does not save the results of time evaluation for simulations. You
receive a temporary result.
You can trigger a simulation by choosing the Test run (no update in cluster B2)
option on the selection screen of the time evaluation report, RPTIME00.
TAYO-050-040-050: Integration Between Time Evaluation and Payroll

Description:
The integration between time evaluation and payroll allows the Payroll
component access to time wage types determined by time evaluation for the
51
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
determination of the gross wage
TAYO-050-040-060: Time statement form

Description:
You can use the time statement form to present the results determined by
time evaluation to your employees in a clear layout.
Report RPTEDT00 creates an overview of the results determined by time
evaluation, for example, an overview of time balances and time wage types
for each employee. You can use the report to check the time evaluation
results, for example, or to send time statements to employees
TAYO-050-040-070: Time Management Reports

Description:
The Time Management component provides a number of standard reports,

which you can use to read, process, and evaluate time management data.
Primarily time administrators and time supervisors to obtain information on
the time and labor data of their group or department use the standard Time
Management reports. In addition, the summarization functions in some
standard reports mean that they offer analysts a company-wide view of time
and labor data.
The Time Management component provides reports, which you can use to
read, process, and evaluate time management data.
Primarily time administrators and time supervisors to obtain information on
the time and labor data of their group or department use the standard Time
Management reports. In addition, the summarization functions in some
standard reports mean that they offer analysts a company-wide view of time
and labor data.
The Time Management information system contains the following types of
reports and interface programs that are customized and assigned to the
following transaction codes:
Group Wise Incentives (IE)
Attendance Report ( Monthly)
Shift Wise Attendance
Attendance Register
Late Comers Report
Work Schedule Report
Overtime Entry
Overtime Entry (Change)
Manual Attendance (Entry/Change)
Leave (Entry /Change)
Gate Pass Entry
Upload Shift Wise Attendence
Upload Daily Attendence
Upload Unposted Attendance
Upload Monthly MBF Incentives
Upload Monthly Night Shift Allowance
Upload Incentives to Payroll from IE
ZHRR44
ZHRR41
ZHRR40
ZHRR43
ZHRR42
ZHRR31
ZHRS04
ZHRS05
ZHRS01
ZHRS03
ZHRS02
ZHRI01
ZHRI02
ZHRI03
ZHRI07
ZHRI06
ZHRI09
52
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
1.1.6. TAYO-060: Payroll
TAYO-060-00: PAYROLL
CONTENTS
PAYROLL
Payroll
Payroll Procedure
PAY SCALE STRUCTURE
Employee sub-group grouping for CAP
Pay Scale Type
Pay Scale Area
Pay Scale Group
Pay Scale level
Payroll area
53
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
SALARY COMPONENT FOR EMPLOYEES

EARNINGS
Basic
(Fixed) DA
VDA
HRA (Fixed) (Officers, Wrks, Supervisors - NPS)
HRA (Variable) Basic-1900 & 10% of Basic (Wrks, supervisors - OPS)
Conveyance Allow (need clarification)
Executive Allow (Officer)
Consolidated Allow (M.D.) 33.33% of Basic
Supplementary / Personal Allow.
Personal Allowance (Actual Working/Working Days)*12 Old Wage Only Worker
Incentive Bonus
Add-on Incentive Bonus
Protection Allowance
Incentive Bonus (Mini Blast Furnace)
Furlough Leave Encashment (Current Basic + DA)
Sick Leave Encashment (Current Basic + DA)
Addl.PL Encashment (Current Basic + DA)
Acting Allowance (Only Worker)
Education Allow (40 Rs Per Child Max 3 Child)
Night Shift Allowance (14 Rs. Per Night) Wor & Sup
Overtime (Only Worker)
City Compensatory Allow. 35% of Basic Pay (Kolkata Office)
Annual Bonus (Yearly)
Performance Bonus (Yearly)
Other Earning
Deduction Through Membership Fees
PF Recovery
Pension Recovery
HRA Recovery
Water Charge Recovery
Electricity Recovery
T.A Advance Recovery
HRA Maintenance Charge Recovery
Sundry Deposit
School Bus Pass Recovery
Telephone (Excess Call Charge) Recovery
Duty Bus Charge Recovery (Conv*5%)
Other Recovery
Professional Tax Recovery
Deduction Through Membership Fees
LIC Recovery
R.D Recovery
TATA AIG Recovery
Union Recovery
VPF Recovery
TAYO EMPLOYEE BENEFIT SCHEME @ 1Rs.Recovery
TAYO Welfare Fund (Only Member's) @ Rs.2 Recovery
Gamharia Club Recovery
Society Recovery
Company Loans
PF Loan Recovery
PF Loan Interest Recovery
54
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Vehicle Loan Recovery

Vehicle Loan Interest Recovery
P C Loan Recovery
P C Loan Interest Recovery
Income Tax
Income Tax Recovery Current Year
Deduction on Income Tax
Exemption on Income Tax:
Payroll Process flow of TAYO
Salary Processing in SAP:
OFF-Cycle Payroll
Posting Payroll Results To Accounting
Payment Methods
Payment via Bank Transfer:
Payment via Cash:
Wage Types
Basic Pay Wage Type:
Earning Wage Type:
Deduction Wage Type:
Membership Fees
Loan
Info Types used in Payroll
Standard Reports in Payroll

TAYO-060-00-010: Payroll
Description:
This component enables the running of the payroll for all employees in line
with Indian legal and business requirements. The main purpose of this module
is to administer payments and statutory deductions, loans, advances; etc in
terms of various wage elements and define taxability on various wage
elements to achieve ultimate net pay. It determines the wages and salaries,
prepares various types of payroll results & various statutory forms.
Broadly say Payroll is to calculate remuneration for work performed by
employees. More specifically payroll is variety of work performed by individual
employees such as creation of payroll result & remuneration statement, FI &
bank transfer and cash Payment.
This component enables the running of the payroll for all employees in line
with Indian legal and business requirements.
The SAP HR Payroll India component must be implemented in cooperation with
project teams implementing other areas of SAP Human Resources (HR), in
particular SAP HR Personnel Administration
Payroll can be integrated in Personnel Administration, Time Management,
Incentive Wages and Accounting:
Standardized data retention enables you to use master data and other
payroll relevant data from Personnel Administration.
Time data, entered via Time Management, is automatically included in

the Payroll and is valuated during the payroll run.
Data from the Incentive Wages component is used to calculate

piecework wages and premium wages directly in Payroll.
Information on expenses and payables from Payroll is posted for
55
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
accounting directly in Financial Accounting, and you assign the costs to the
appropriate cost center. You can also control the financial system of thirdparty providers.
The Payroll is based on an international payroll driver. This payroll driver was
modified for each country. The country-specific payroll drivers take the
statutory and administrative regulations of a country into account.
Since the payroll driver has a modular structure, we can use the Customizing
functions to quickly modify the payroll procedure to meet the particular
requirements of your enterprise.
TAYO-060-00-020: Pay scale Structure

Description:
Tayo is maintaining Pay grade structure

Ex: NSG1, NSG2, NWG1, NWG2.............
Employees are paid according to their pay scale. Within that pay scale, they
are assigned a group and level.
Which pay scale applies to an employee is determined by several factors:
1.
Employee grouping and sub-grouping, and pay scale type and pay scale
area which in turn depend on
2.
Personnel area
There are 5 elements in Pay scale structure, these are :
Employee sub-group grouping for CAP (collective agreement provision)
Pay scale Type
Pay scale Area
Pay scale group
Pay scale level

Employee sub-group grouping for CAP
ESG for CAP is a parameter among the Five used for determining the Pay scale
Grouping for Allowances of the employee.
There are two employee groups exit in Tayo these are
Industrial workers (monthly wage earner) & Salaried employees, Since
according to ESG for CAP is 3 is assigned to employee group workers &
3 is assigned to all employee groups except worker.
Pay Scale Type
Pay Scale Text

Tayo Rolls Pay scale type
1.3.3 Pay Scale Area

Pay scale areas shall be decided based on the geographical location affects
the compensation of the employee. This can be determined based on the
Collective Agreement and location based requirements.
In the Tayo Rolls, same rates apply to staff who work in the Head Office as
well as to those in similar jobs who work in other region.
One Pay Scale area will be created for Tayo Rolls
Pay Scale Area
3
4
5
Pay Scale Area Text

Tayo Ghamaria
Tayo XLRI Jamshedpur
Tayo Kolkata
After creating Pay Scale Type and Pay Scale Area, these are should be assigned
56
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
to Personnel Areas and Personnel Sub areas based on the applicability.

Pay Scale Group
Pay scale groups generally represent the job grades in an organization.
Example: - Worker NWG, NMG, Supervisor NSG etc.
Pay Scale level
Pay scale level is the further division of pay scale group.
Example:- Junior staff, senior staff etc.
TAYO-060-00-030: Payroll Area

Description:
Payroll Area
A group of employees included in the same payroll run.
A payroll area is used to group employees together who have the same payroll
periodicity (eg. Monthly), for whom the payroll runs at the same time, who
have the same payment date.
In TAYO officers, supervisors, workers Payroll run every month 1 or 2nd of
every month and are paid before 3rd of every month.
So there is only one payroll area required in TAYO
Payroll area
40
Payroll area Text

Monthly payroll
Payroll Control Record

Payroll control record is a payroll object important for payroll run, which
contains all the information on payroll area.
The payroll control record performs the following tasks:
It defines the current payroll period and payroll past for retroactive
accounting recognition.
Note: Retroactive Accounting Payroll run is repeated for a
payroll has already performed in the past.
run.
period for which
It locks the master and time data against changes during the payroll
The lock applies for the payroll past and payroll present. However, changes
that affect the future are still possible.
Payroll is locked whilst changes relevant for payroll are made in the
master or time data.
The payroll control record defines the greatest earliest retroactive

accounting period.
It also records the payroll status.
57
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-060: Infotypes used in Payroll

Description:
Info Types
IT 0000
IT 0001
IT 0002
IT 0003
IT 0006
IT 0007
IT 0008
IT 0009
IT 0014
IT 0015
IT 0045
IT 0580
IT 0581
IT 0582
IT 0582
IT 0582
IT 0583
IT 0584
IT 0585
IT 0586
IT 0587
IT 0588
IT 0588
IT 0588
IT 0591
IT Description
Subtypes
Actions
Org Assignment
Personal Data
Payroll Status
Addresses (subtype Temporary, Permanent, Emergency)
Planned Working Time
Basic Pay
Bank Details
Recurring Payments / Deductions
Additional Payments / Deductions
Loans
Previous Employer Tax Details
Housing
Exemptions LTA Subtype
Exemptions MDA Subtype
Exemptions SCEA / SCHA Subtype
Car & Conveyance
Income from Other Sources
Section 80 Deductions
Section 88 Investment Details
Provident Fund Contribution
Other Statutory Deductions
ESI Subtype 0001
LWF Subtype 0002
PTX Subtype 0003
Nominations
TAYO-060-00-040: Salary components
58
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-040-130: Earnings

TAYO-060-00-040-130-010: Basic pay
Description:
Basic Payment :
Basic salary is a statutory monthly remuneration applicable to all employees
in an organization. Most components of salary in the organization are
calculated, based on the employee's basic salary.
Type of Wage
Basic pay
Basic pay
Basic pay
Basic pay
Basic pay
Basic pay
Wage Code
1001
1002
1010
1012
1003
1004
Wage Text
Basic pay Wrks OPS
Basic pay Wrks NPS
Basic pay Officers
Basic pay Directors
Basic pay trainees
Basic pay retiree
Infotype
0008
0008
0008
0008
0008
0008
59
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-040-130-020: Dearness Allowance

Description:
There are 2 types of Dearness Allowance payable to employees (Workers &

Supervisors only).
1. Variable DA - Workers and Supervisors from Personal No 1 to 1530 are
covered under this Old Wage Structure and entitled to get variable DA, i.e. %
of their Basic
2. Fixed DA - Workers and Supervisors from Personal No 1531 onward are
covered under this New Wage Structure and entitled to get Fixed Rate of DA.
For this purpose DA Point is multiplied by 2. This is independent of Basic Salary
of individual Employees
DA Rate and points changes every three months, i.e.
1. From Jan to March
2. From April to June
3. July to Sept
4. Oct to December
Type of Wage
Wage Code
Dearness Allown. 1020
Dearness Allown. 1021
Wage Text
Fixed DA NPS
Variable DA OPS
Infotype
0008
0008
TAYO-060-00-040-130-030: House Rent Allowance

Description:
House Rent Allowance :

House rent allowance is a component paid on a monthly basis to provide for
the employees. This is a non-statutory allowance whose eligibility amount is
based (location) on the Pay scale grouping for allowances that the employee
belongs to. Tax exemption on the HRA amount is based on the actual rent paid
and is subject to the location being a metropolitan or non- metropolitan city.
Company Leased Accommodation (CLA) is a benefit provided to certain
employees based on locations and Company rules. Company Owned
Accommodation (COA) is a benefit provided to employees where Company
Owned Accommodations are available. This benefit is provided to the
employees based on the applicability and eligibility criteria as per the
Company Rules. Infotype: 581 shall be maintained for employees to capture
tax / perk requirements as per Income Tax Act.
In TAYO HRA rate is varies as per employee grade and level.
So there are four HRA wage types to be create in different rate
HRA allowances are paid to those who are not residing in the Company House.
The HRA Allowance is different for Old Wage and New Wage Structure as
follows.
Note.: from Personal No 01 to 1530 - Old Wage Structure
from Personal No 1531 onward - New Wage Structure
Type of Wage
HRA
HRA
Wage Code
1061
1062
Wage Text
HRA OPS
HRA Officer
Infotype
0008
(Basic - 1900) x 10%)
0008
60
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
(@ Rs 1000/- per
month)
HRA
1063
HRA Supervisors NPS
0008
(@ Rs 350/- p.a.)
HRA
1064
HRA Workers NPS
0008
(@ Rs 200/- p.m)
TAYO-060-00-040-130-040: Conveyance Allowance

Description:
Officers - Conveyance Allowance are paid as per their designation/ Level. MD,
VP, GM, are not entitled for Conveyance Allowance. They are provided Car by
company and fuel maintenance etc expenses are borne by Company on actual
basis.
Officers, Sr Officers, Asst Manager, Dy Manager, Manager, Sr Manager, DIv
Manager, Sr Div Manager, Asst GM and Dy GM are entitled for conveyance as
allowance fixed time to time.
Old Wage Structure
Supervisors
Workers
4 Wheeler
1150
950
2 Wheeler
650
625.
New Wage Structure Supervisors - Fixed @ 650 irrespective of 4 or 2 Wheelers

Workers - JAS (Grade 1, 2 & 3) @ 400/Workers - TAS (Grade 1, 2 & 3) @ 475/Type of Wage
Conv Allow.
Conv Allow.
Conv Allow.
Conv Allow.
Conv Allow.
Conv Allow.
Conv Allow.
Conv Allow.
Wage Code
1030
1031
1032
1033
1034
1035
1036
1037
HRA
1063
HRA
1064
Wage Text
Conv Allow. Officers
Conv Allow. Sprvs OPS(2W)
Conv Allow. Sprvs OPS(4W)
Conv Allow. Sprvs NPS(2 &4W)
Conv Allow. Wrks OPS(2W)
Conv Allow. Wrks OPS(4W)
Conv Allow. Wrks NPS(JAS)
Conv Allow. Wrks NPS(TAS)
(@ Rs 100/- per month)
HRA Supervisors NPS
(@ Rs 350/- p.a.)
HRA Workers NPS
(@ Rs 200/- p.m)
Infotype
0008
0008
0008
0008
0008
0008
0008
0008
0008
0008
TAYO-060-00-040-130-050: Education Allowance

Description:
Tayo provides Education allowance to all employee categories (Officers,

supervisors, workers), maximum of 3 children per employee @ of 40/- Rs per
child.
Type of Wage
Allowance
Wage Code
1060
Wage Text
Education Allowance
Infotype
008
61
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-040-130-060: Regular Earnings

Description:
Executive Allow (Officer)

Type of Wage
Allowance
Wage Code
1040
Wage Text
Executive Allowance
Infotype
0008
Consolidated Allow (M.D.) 33.33% of Basic

Type of Wage
Allowance
Wage Code
1028
Wage Text
Consolidated Allowance(M.D)
Infotype
0008
Supplementary / Personal Allow.(officers)

Type of Wage
Allowance
Wage Code
Wage Text
Infotype
1044
Supplementary Allowance (Ofcr) 0008
Personal Allowance (Actual Working/Working Days)*12 Old Wage Only Worker

Type of Wage
Allowance
Wage Code
1070
Wage Text
Personal Allow. Workers OPS
Infotype
0008
City Compensatory Allowance

City compensatory allowance is given to all the employee categories working
in Kolkata Personal area (1003) @ of 35% of basic pay
Type of Wage
Allowance
Wage Code
1074
Wage Text
CCA @ 25% of basic pay
(Kolkata)
Infotype
0008
TAYO-060-00-040-130-070: Other Earnings

Description:
Protection Allowance (workers)

Protection Allowance is given only to workers, who work in hazardous
conditions or MBF.
Type of Wage
Allowance
Wage Code
1058
Wage Text
Protection Allowance
Infotype
0015
Night Shift Allowance

Night shift allowance is given to supervisors and workers, if they work on night
shifts.
Type of Wage
Allowance
Wage Code
1052
Wage Text
Night shift Allowance (Svs & Wrks)
Infotype
0015
Acting Allowance
Acting Allowance is given only to workers, In absence of supervisor, worker
acts as a supervisor.
Type of Wage
Allowance
Wage Code
1092
Wage Text
Acting Allowance (Wrks)
Infotype
0015
Performance Bonus
Performance Bonus is given to Officer group of employees based the annual
62
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
performance on the sole discretion of management.

Type of Wage
Performance Bonus
Wage Code
1099
Wage Text
Performance Bonus
Wage Code
1087
Wage Text
Other Earnings
Infotype
0015
Miscellaneous Earnings
Type of Wage
Misc Allowance
Infotype
0015
TAYO-060-00-040-130-080: Overtime
Description:
Only employees of Workmen Employee Group are eligible to get Over Time
Payment @ 200% of Basic pay.
In Tayo, Time administrator enters overtime of workers online, if overtime is
approved from the Head of department
Overtime
Overtime can be given using infotype 2010 with respective wage types as
subtype
Wage types:
2728= for month of Feb with 28 calendar days and with emp working hours 7
hours
2729= for leap year with Feb month, entry with emp working hours 7 hours
2730= for month with 30 calendar days and with emp working hours 7 hours
2828=
hours
2829=
2830=
2831=
for month of Feb with 28 calendar days and with emp working hours 8
for leap year with Feb month, entry with emp working hours 8 hours
for month with 30 calendar days and with emp working hours 8 hours
for month with 31 calendar days and with emp working hours 8 hours
TAYO-060-00-040-130-090: Annual Bonus

Description:
Annual bonus is paid to supervisor and worker groups every year

India Specific Bonus Calculation Report (HINCBON0) calculates annual bonus
based on the wage types entered and updates employee master date in
Additional Payments infotype (0015) and the Additional Off-Cycle Payments
infotype (0267).
In Tayo Annual bonus is calculated @ 8.33 plus percentage decides by union
and management of yearly earned Basic pay and DA.
Type of Wage
Annual bonus
Wage Code
1096
Wage Text
Annual bonus (Svs & wrks)
Infotype
0015 & 0267
TAYO-060-00-040-130-100: Leave encashment
63
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
Description:

Sandeep
In Tayo employee can encash three kinds of leaves

1. Furlough Leave Encashment (Current Basic + DA)
2. Sick Leave Encashment (Current Basic + DA)
3. Addl.PL Encashment (Current Basic + DA)
This Infotype Time Quota Compensation infotype (0416) is used to remunerate
absence entitlements such as Furlough Leave or Sick Leave. When the
compensations are recorded, the remaining quota or leave that has not been
deducted or compensated is reduced by the specified amount.
Wage types
9000= for FL office shift i.e. shift of 7 shift working hours
9001= for FL Plant shift i.e. shift of 8 shift working hours
9002= for SL office shift i.e. shift of 7 shift working hours
9003= for SL Plant shift i.e. shift of 8 shift working hours
9004= for APL office shift i.e. shift of 7 shift working hours
9005= for APL Plant shift i.e. shift of 8 shift working hours
TAYO-060-00-040-130-110: Leave Arrears Payment

Description:
Leave arrears payment
This functionality will be used to make payments for the last months LOP on
any given date in infotype 2001 and replace that day with the leaves availed
by that employee and save it . This is used in infotype 2010 with subtype
mentioned below
Wage types:
2028= for month of Feb with 28 calendar days and with emp working hours 8
hours
for month
2128=of Feb with 28 calendar days and with emp working hours 7 hours
TAYO-060-00-040-130-110: Increments
Description:
Grade Level Record provides the information like certain amount of increment
will provided to those individual employees whose increment is due in the
current month and will be taken into consideration in the current month
salary process.
64
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Basic - General Increments Report (HINIBSG0)

This function is used to perform a batch update of increments in the Basic
Salary wage type in the Basic Pay infotype (0008).
This report updates Basic pay wagetype with amount of increment based on
the employee pay group and pay level
TAYO-060-00-040-140: Deductions

TAYO-060-00-040-140-010: Loans
Description:
There are 3 type of loan provided to employees

The loan details of the employee can be captured manually in the Loan
Infotype (0045) and loan payment infotype (0078).
You can use this Loans (Infotype 0045) component to enter, administer and
perform payroll for company loans in the SAP system.
Following are the parameters to determine and approve a Loan
1. Loan categories (Refundable, non refundable)
2. Loan types (PF Loan, PC Loan, Vehicle Loan)
3. Loan conditions
A. Vehicle Loan-Vehicle Loan is recovered in 48 months installment @ 7%
Interest. Recovery is made for Installment amount along with interest from
every month salary.
B. PC Loan - This loan is provided @ 4% interest only to Officers and
deducted in 60 months installment along with interest.
65
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
C. PF Loan - This loan vary from purpose on loan and recovery may vary
from 24 Months & 48 Months. The deduction is consists Principal installment
and interest @ 9.5% (at present). This rate is arrived as Rate of Interest on PF
accumulation plus 1% (i.e. 8.50% + 1%)
TAYO-060-00-040-140-020: Statutory Deductions

Description:
Provident Fund & Voluntary Provident Fund Recovery

Provident Fund Contribution infotype (0587) captures the Provident Fund (PF)
information of an employee. In this infotype you can capture details on the PF,
Pension Fund and VPF.
This component helps you create and maintain information on employee
Provident Fund. Provident Fund is a statutory contribution, and consists of two
parts:
Provident Fund (PF) - Both, the employee and the employer, contribute
a fixed percentage of the PF basis towards a Provident Fund. The minimum
percentage contributed is as specified by the authorities.
Pension Fund - The employer contributes a fixed percentage of the PF

basis towards the Pension Fund of an employee. The minimum percentage
contributed is as specified by the authorities
Professional Tax Recovery
Professional Tax recovery can be maintained in Other Statutory Deductions
Infotype (0588)
In the Other Statutory Deductions infotype (0588), under PTX (Professional Tax
Eligibility) subtype (0003) you specify the professional tax eligibility of an
employee.
By default, the system deducts professional tax for all employees.
You can change the professional tax applicability of these employees in the
Other Statutory Deductions infotype (0588), under PTX (Professional Tax
Eligibility subtype (0003).
Income Tax
This component computes tax on the income received by an employee for a
financial year
India Income Tax computations payroll function (INTAX) calculates all the
regular, irregular income, perquisites, income from other sources taking
consideration of exemptions
The system allows you to generate Form 16 tax reports
Income Tax Recovery Previous Year Balance(1172
Type of Wage
Income tax
Wage Code
Wage Text
1172
Income tax recovery
Infotype
0015
66
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-040-140-030: Non-Statutory Deductions

Description:
HRA Recovery
HRA Recovery is recovered from the employees residing in the TAYO house,
Type of Wage
HRA
HRA
Wage Code
1104
1180
Wage Text
Infotype
HRA recovery
0014
HRA Maintenance Charge Recovery
0014
Water Charge Recovery

Type of Wage
Wage Code
Water charge
1105
Wage Text
Water charge recovery
Electricity Recovery
Type of Wage
Wage Code
Wage Text
Electricity
1107
Water charge recovery
Infotype
0014
Infotype
0014
Membership Fees (Infotype 0057)

In Membership fee Infotype (0057) employees data related to membership
Fees / Third Party deductions for further processing in Payroll. Premium
towards Life Insurance, Clubs, Societies, etc. shall be considered under this
category. Subtypes are used to differentiate between the different
membership fees. Amounts / Fees deducted from the salary shall be paid
directly to external parties. Payee keys are configured to sort and make
payments as per TAYO requirements.
In the Membership Fees infotype (0057), you can record the membership fees
for each employee. These can be membership fees for a union, club, soceity
or another organization.
Following are the different organizational types setup as membership fees subtypes:
Type of Wage
Wage Code
Wage Tex
Infotype
LIC
1108
LIC Recovery
0014
Recur. deposit
1110
R.D Recovery
0014
TATA AIG Insure
1112
TATA AIG Recovery
0014
Union Recovery
1136
Union Recovery
0014
TAYO Pension fund 1102
TAYO Pension fund y
0014
Gamharia Club
1162
Gamharia Club Recovery
0014
Society Recovery
1182
Society Recovery
0014
Sundry Deposit
1184
Sundry Deposit
0014
TAYO Employee benefit scheme @ 1Rs.Recovery every month can be
maintained in Infotype 0014, wage type 168
TAYO Welfare Fund ( Only Member's) @ 2 Rs. Recovery every month can be
maintained in Infotype 0014, wage type 170
T.A Advance Recovery
Type of Wage Wage Code
T.A Advance
1178
Wage Text
Infotype
T.A. Advance Recovery
0015
School Bus Pass Recovery
67
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Bus Pass Recovery is calculated for Workers (Old & New, C1- C8), Supervisors
(Old & New, B1, B2) and Officers up to Sr Manager
Type of Wage
Wage Code
School Bus pass recovery 1188
Wage Text
Bus pass Recovery
Infotype
0014
Telephone (Excess Call Charge) Recovery

Type of Wage
Telephone charges
Wage Code
Wage Text
1196
Telephone charges Recovery
Infotype
0015
Other Recovery
Duty Bus Charge Recovery (Conv*5%)
Type of Wage
Bus pass recovery
Wage Code
1198
Wage Text
Bus pass Recovery
Infotype
0014
TAYO-060-00-050: Payroll Process
68
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Minimum Net Pay

This component sets a minimum wage for the employees, while processing payroll. Minimum net processing
supports only non-statutory deductions.
After payroll run, another session for 25% minimum net pay is run. It means every employee will get at least 25% of
their Gross Salary. In case actual salary is less than 25% of their Gross salary the systems remove the recovery as
below step by step unless & until the salary amount is less than 25% of their Gross Salary
1.
2.
3.
4.
Society Recovery is removed

RD Recovery
LIC
Income Tax etc
The status of the Payroll control record is automatically updated with every step that is carried out during payroll.
1.
You release one or several Payroll area for payroll.
The system increases the period number in the payroll control record of the respective payroll area by 1. You
cannot change the master and time data for the personnel numbers belonging to this payroll area if it affects the
payroll past or present. Changes affecting the future are still possible.
69
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
2.
You run payroll.
The system calls up a country-specific payroll program. It determines the current payroll period from the payroll
control record and performs payroll using the values you entered in the payroll program.
In general, you do not carry out these steps on-line but rather as a background job.
3.
You check whether payroll has run correctly, or determine where errors have occurred.
If the payroll has run without errors, the system displays error messages indicating where the errors have occurred.
If desired, you can obtain a detailed payroll log. However, we recommend that you only create a payroll log if you
simulate the payroll run.
If necessary, you can set the status of the payroll to Check Payroll Results during this phase. This way you make
sure that no changes are made to payroll-relevant data, which could affect the payroll past or present. In addition,
the payroll area in question is locked for payroll. However, during this phase you can simulate the payroll for
individual employees to understand exactly how the errors originated, by means of the payroll log.
If you want to carry out a spot check on the payroll results after a successful payroll run, there is a report available
which reads the stored payroll results. The report allows each employee to see the contents of all internal tables
containing payroll results. This allows you to check all partial results for a payroll run. In this way you can
determine whether the system run the payroll in accordance with your expectations, for example, for an employee
for whom you made complex changes to the master data.
4.
You correct master or time data for personnel numbers which contain errors, and which the payroll program
could not process.
During the payroll run, the System flags the Payroll Correction field in the Payroll Status infotype (0003) for all
rejected personnel numbers. When you correct master or time data for a personnel number, this field is also
flagged. These personnel numbers are grouped together in a list under match code W (Payroll Correction Run). In a
payroll correction run, that is a payroll run with match code W, payroll only takes place for the corrected personnel
numbers.
5.
You release payroll again.
The payroll period does not change.
6.
You perform a payroll correction run.
If there are a lot of employees stored in Match code W (Payroll Correction Run), you carry out this step as a
background job in the same way that you carried out the Start Payroll step. If you only have to run payroll again for
a few employees, you can carry out this step on-line.
7.
You simulate the posting to Accounting.
Under certain circumstances errors can occur, which mean you must change the payroll-relevant master and time
data again. If, for example, a cost center was entered for some employees and it has been deleted in the interim,
the system will note this as an error during the posting simulation. Then set the payroll status to Release for
Correction once again, and correct the master data for the employees in question. This will cause these personnel
numbers to be automatically stored in Matchcode W (Payroll Correction Run). Next, carry out another payroll
correction run and simulate the posting to Accounting again.
8.
You exit payroll. The personnel numbers for the payroll area can be processed again.

TAYO-060-00-050-010: Simulation
Description:
Payroll Simulation is a test run, no update of database
70
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
TAYO-060-00-050-020: Release
Description:
Release payroll - Payroll period of the current month must be released before
live payroll run
TAYO-060-00-050-030: Correction
Description:
Correction of Payroll - If any errors or any need of master or time data

changes arise after Payroll run, Payroll can be released for correction, after
errors are solved or master or time data changes are made, payroll should be
released for live payroll run
TAYO-060-00-050-040: Exit
Description:
After Payroll run is successfully completed without any errors, Payroll should
be exit from the current month which is released for Payroll
TAYO-060-00-050-050: Posting to Accounts

Description:
Payroll results are posted to financial accounting and cost accounting, For
posting Payroll results to FI/CO, we assign all the wage types to symbolic
accounts, which are assigned again to G/L Account.
In First step a posting document is created, which contains all the Payroll
results including wiretaps, symbolic accounts, G/L accounts.
In second step, posting document is released, after releasing posting
document, all the amounts in the wage types are transferred to respective
G/L accounts.
Overview of the events in this process:
1.1.7. TAYO-070: Training and Event Management( Data to be added)

Personnel Development
At Tayo Rolls Training is conducted with an target employee to whom training has to be conducted throughout the
year.
The employees to be trained are identified by the departmental head in consultation with Training Administrator.
The skills sets that has to be imparted to the employee is identified and measures are taken to provide training into
same area.
There are various trainings involved like In house and external training which include classroom and workshops.
The training locations are decided in consultation with the resource head and training centers are booked.
Finally the training obtained days are directly intimated to time administrator who in turn will book attendance to
the employees on trained days.
Design Notes
71
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
S.N
Area
Business
Events
Groups/Types
Contents
1a
Business Events Group
1.
2.
3.
4.
5.
6.
TAYO TRAINING PROCESS GRP

BEHAVIOURIAL TRAINING EVENT
AWARENESS TRAINING GROUP
TECHNICAL TRAINING PROCESS
GENERAL TRAINING PROCESS
SPECIFIC TASK TRAINING

Sandeep
Remarks
All objects are to

created with a
From
Date
of
01/01/2001
1b
Business Event Type
1. QUALITY SYSTEMS
2. QS WORK SHOP TRAINING
3. EHS CLASS ROOM
4. EHS WORK SHOP TAYO
5. TOTAL PRODUCTIVE MNT WORK SHOP
6. TOTAL PRODUCTIVE MNT CL
7. LEADERSHIP SKILLS CL
8. MANAGEMENT DEV PROGRAM CL
9. COMMUNICATION CL
10. FIRE FIGHTING CL
11. FIRE FIGHTING WORK SHOP
12. SAFETY CL
13. SAFETY WORKSHOP
14. NEW TECHNOLOGY CL
15. NEW TECHNOLOGY WORKSHOP
16. ON JOB TRAINING WORK SHOP
17. EXTERNAL TRAINING PRG CL
18. EXTERNAL TRAINING PRG WORKSHOP
19. SPECIFIC TASK TRAINING CL
20. SPECIFIC TASK TRAINING WS
21. AUTHORITY
22. DRIL CLASS ROOM
23. MD DIALOGUE
Locations
1.
2.
3.
4.
5.
TAYO SCI SER

GHAMARIA
SCI SERV
CALCUTTA
JHAARKHAND
72
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
6. TAYO WORKS
7. BISTIPUR TRN
8. CH AREA
3
Resource Types:
1.
2.
3.
4.
5.
6.
4
LCD
TV
VCR
OHP
Laptop
PC
Resources can be
created as and
when catalogued
and felt to be
critical.
Time Schedule
4a
Time Schedule Pattern:
Not required.
5b
Time Blocks:
Not required.
Without pattern
option is to be
used as Schedule
model
for
all
business
event
types.
The
duration of the
training in days
and hours are to
be
always
specified.
Start
day is to be
Undefined.
Objective is to
offer
maximum
flexibility
to
users.
See above
6
IMG Settings
Default Setting for optimum and maximum capacity for
courses:
SAP entry:
99
Should Business Event Locations be maintained?
Yes
What will be the standard planning period (in days) for
Business Event Planning
365 days.
What is to be displayed on the screen, an error message
73
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
or a warning if a business event has already been

attended or a booking made?
Warning
What will be the output on the screen if a pre-booking
has already been made?
Warning
What will be the output on the screen if the attendee It
has
been
does not meet the business event requirements?
decided that pre
requisite business
event(s) need not
be identified now.
Process flow:
Identify External Training Events - The External training events to which the company intends to nominate its
employees are to be identified by the user departments/ units/ Corporate HR
Schedule external event - After identification of the external training events, schedule for these training events
is to be prepared. This schedule together with the plan prepared for internal events will be used for preparing
Annual Training Calendar.
Nominate/Pre book attendees - The user departments/ Units/ Corporate HR may nominate/prebook employees
for business event types. These prebookings are later converted into bookings against actual business events.
Training needs prioritisation - Training needs for employees are generated from the Performance Appraisal and
Personnel Development process. Since it may not be practical to provide all the training as per training needs
thus generated, it would be necessary to prioritise the training needs of all the employees. Based on the
Prioritised training needs, the employees may be pre-booked for Business event types.
Create business event group/type - In SAP, training events are generically termed as business events.
In case, no existing Business Event Group/Type caters to the prioritised training needs, it would be necessary to
create new Business Event group and Business Event types for the same. Business Event Group would serve to
classify the Business event types planned, to be created. The Business Event Type may contain specific
information like the Description of the Business Event type, resources required, the location where it is to be
conducted.
Plan internal events - Specific Business Events are planned within a Business Event Type on specific dates.
Listing of such planned business events would assist in preparing annual training calendar for the organization.
While planning an internal business event one may specify information on the minimum, optimum and
maximum number of attendees for the event, price & cost assignment, organizer etc, and allocate resources.
In case the information specified for the Business Event is different from that for the Business Event type to
which it belongs, the information specified for Business Event would prevail.
Prepare training calendar - Based on various training events planned, one may create Annual Training Calendar
for the organization.
Generate Pre booking report - The employees may be pre-booked for the training event types based on their
Prioritised training needs. Subsequently, the employees pre-booked for a certain business event types can be
booked as attendees for specific business events.
Approve Training Calendar & Sanction Budget - Approval for the prepared Training Calendar and budget may be
obtained from the appropriate authority. This is to be done outside SAP.

Book attendees to an event - Based on prebooking report for a particular business event type one may book
employees to attend specific business events. Each booking may be assigned any of the following priorities:
Essential booking
Normal booking
74
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Waiting list
While the normal bookings can be made only up to optimum capacity, essential bookings can be made up to
maximum capacity. There is no limit on waiting list bookings.
Notify attendees - Standard letters for notifying the employees who have been booked to attend a particular
business event may be printed automatically by SAP.
Cancelling a business event - Both internal and external business events can be cancelled. When a business
event is cancelled, the system appends the relevant flag to it.
75
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
1.1.8. TAYO-080: Appraisal

Design Notes:
S.No
Area
Contents
Qualification catalogue
LEADERSHIP OF BUSINESS
Remarks
Inputs
from
Competence
Dictionary of Competency mapping

1. Business acumen
2. Dealing
withexercise to be used for SAP HRs
Qualification Catalogue.
ambiguity
3. Functional
The ones in the adjacent column are
excellence
random indicative competencies,
4. Managing vision andwhich may be used for baseline
purpose
configuration purposes.
5. Strategic capability
The
actual
competencies
are
LEADERSHIP OF PEOPLE
expected to be made available
during the Realization phase as an
1. Building
effectiveinput
from
the
parallel
teams
Organizational Competence Mapping
exercise for Management cadres that
2. Interpersonal
have been initiated.
effectiveness
3. People development
The scale used here is 1 to 10 scale
4. Taking ownership
where 1 is least and 10 is highest.
5. Withstanding
pressure
LEADERSHIP OF RESULTS
1. Customer focus
2. Drive for results
3. Innovation
management
4. Timely
decision
making
6
Appraisal System
Forms of Appraisal:
Appraisal
for
Confirmation/Regular
ization
Annual Appraisal Mgmt
Annual Appraisal Employee
76
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
90 Degree Appraisal
Appraiser-Evaluator
Appraisee Probationer
Appraisee
Scales: Quarterly AppraisalProficiency Description

model
These descriptions are to be found in
the relevant appraisal forms.
Employee Appraisal Scale
Ratings in number:
1 to 10 scale where 1 is least
and 10 is highest ratings
provided.
Ratings in percentage:
Ratings
in
Units
of
Measurement
based
on
quantity or quality.
Criteria Group
Scale for Criteria Group
Confirmation Appraisal
Employee Appraisal
Performance
Confirmation Appraisal Scale
General Bearing
Employee Appraisal Scale
Punctuality
Maintaining
Discipline
Skills for job to
perform
Annual Appraisal
Qualitative
Tasks/Competenc Quarterly Appraisal system
y
Behavioral Traits
Criteria:
Confirmation Appraisal:
Planning
Organizing/Staffing/Deve
lopment
Directing
Controlling
Problem Solving
Communicating
77
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Work Commitment
Working with others
Employee Appraisal:
Performance
Quality of Work
Quantity of Work
General Bearing
Cost & Waste Control
Care of Equipment Tools
Housekeeping & Safety
Punctuality
Maintaining
Discipline
Qualitative
Tasks/Competency
Open Book
Global Behaviour
Speed
Kaizen
Customer Focus
Employee
Satisfaction
Performance Culture
Any Other
Behavioural Traits
Personal Drive
Emotional Stability
Insight & Anticipation
Inspiring Confidence
Trust
Leadership Trait
Discipline, Regularity
Any Other
Weightages:
&
Based on the Percentages assigned to

KRAs
Follow up Processing:
This will be clear after the
Will any qualification becompetency Profiling exercise.
transferred after completion
of appraisal?
Specify the qualification.
Probably Yes.
Will completed appraisals be

kept in the system for
historical purposes?
Yes
Will there be any particular
appraisal model for any
particular
employee
78
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
grouping?
360 Degree Appraisal for
Supervisors
and
Workers
category.
Process Flow:
3.6.1 Set up the qualification catalogue (competency dictionary) A centralized repository of qualifications
(competencies) relevant for CAI has to be created. Without this in place, the qualification and
requirement, career and succession planning and to some extent the training and event management sub
modules will not be operational.
Maintain requirements profile for jobs/positions - Once the requirements for jobs/positions are identified,
it has to be entered in SAP by creating relationships between the jobs/positions and the requirements
identified for them.
Identify new qualifications - A periodic exercise, may be through assessment centers have to be performed
to evaluate the qualification (competency) profiles of individual employees. New qualifications may be
identified in individuals as a result of such exercises.
Update Qualification Profile - If any new qualifications are identified, the qualification catalogue in SAP
needs to be updated.
Maintain qualification profiles for employees - Once the qualification profiles for employees are decided
upon, each employees qualification profile has to be maintained in SAP. Initially it is a one-time exercise.
Subsequently, any additions to the employees qualification profile have to be incrementally updated.
Perform profile match up - When the requirement profiles and qualification profiles are maintained, a
profile match up exercise may be performed. This will evaluate an employees suitability vis a- vis the
job he performs or the position he occupies.
Manage career and succession plan: Maintain career model - For a selected population in the organization,
career models (career paths) and salary increments may be maintained. In SAP multiple career models may
be maintained for an employee with different priorities.
Devise development plans - Development plan catalog is defined. The development plan catalog will
contain development plans, which may be used as templates and points of reference for personnel
development measures within individual development plans.
79
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Monitor Individual progression through the development plans - The individual development plan of an
employee is monitored and updated at regular intervals (or when there is cause to do so). A decision is
made concerning whether the development plan should be modified, or remain unchanged.
Devise appraisal models - Each appraisal is created using an appraisal model. An appraisal model contains
the following information:
Form of appraisal (object types that are allowed, and who appraises whom or what)
Appraisal type (Individual appraisal / Anonymous individual appraisal /Anonymous multisource

appraisal).
Criteria and criteria groups (also: qualifications)
A rating scale for each appraisal element (including descriptions of the individual proficiencies)
Weighting of appraisal elements
A calculation type (for calculating the results of appraisals) for every appraisal criterion
Sort sequence and numbering of the appraisal elements
Notes function for each appraisal element
Appraisers and appraisees
Name of the appraisal
Targets and Revised targets are rated in points or in other unit of Measurements
Period appraised
Period in which the appraisal is to be created (in the case of multisource appraisals, this is
specified for each appraiser)
Date on which the appraisal was created
For appraisals of the appraisal type Individual appraisal or Multi source appraisal: whether or not
the appraisers remain anonymous when the appraisal is displayed.
Identify target employees for respective appraisal models Once the appraisal models have been decided
upon, target groups of employees are identified for each of the appraisal model. This will establish the
evaluation formats for specific groups of employees in the organization.
Conduct workshops for appraisers Once the appraisal models and the target appraisees for each of the
models have been finalized, workshops are recommended to be conducted for the appraisers to educate
them on the appraisal methods and fair practices.
Appraisal discussion Appraisal discussions involving the appraise, appraiser and business unit heads will be
formally scheduled to discuss the appraisal ratings and related issues.
Finalize Ratings & communicate to appraisees Post discussion the ratings will be reviewed, moderated and
finally assigned. The individuals will be communicated their ratings.
Compile and analyse results The appraisal results are analysed to:
Determine whether an employee was appraised in a given period
Determine which employees in an organizational unit have been appraised, and by whom
Determine which appraisals were held for specific employees in a given period
Determine which appraisers held appraisals in a given period
80
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1

Sandeep
Determine all the appraisals held by an appraiser in a given period
Identify persons who have achieved a specific appraisal result
Determine all the appraisals held within an organizational unit during the last appraisal period
GAP IDENTIFIED:
Recruitment:
1. Preparing Interview sheet two forms:

i)
Trade interview form for workers
ii)
Interview form for Officers.
Personnel Administration:
i)
ii)
iii)
iv)
v)
vi)
vii)
viii)
Rewards and award list of employee.

House allocation to employees based on house point allocation which is dependent on various
parameters like seniority and other factors.
Employee Registration for employment.
Maintain employees child scholarship program and yearly tracking of this program.
Family planning details of employee.
Referral Cases for treatment of employee or his relations outside of the company hospitals.
School bus passes details of employees children.
Maintaining employee Bus pass details.
Payroll:
i)
Loss of Pay calculation for partial hours.
81
TAYO ROLLS
Human Resource
Management
Business Blue print
Version : 1.1
ii)

Sandeep
Minimum net pay 25% of Gross salary calculation.
82

HR BBP - Ver 1.1

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

HR BBP - Ver 1.1

Uploaded by

Copyright:

Available Formats

TAYO ROLLS

SAP ECC 6.0 IMPLEMENTATION

Business Blue print

PROCESS OWNER: Prasad,

Business Blue Print for Human Resource Management

Business Blue print

PROCESS OWNER: Prasad,

1.1.1. TAYO-010: HR process

Overview of the tasks in this process:

Business Blue print

PROCESS OWNER: Prasad,

features need to be incorporated in the system

TAYO-020: Tayo Business blue print process- HR

This Business Blue Print Document describes the following:

Organization Structure of Tayo Rolls Limited

Business Blue print

PROCESS OWNER: Prasad,

TAYO-020: Organizational Management

TAYO-030: Personnel Administration

Business Blue print

PROCESS OWNER: Prasad,

can be processed via mass processing.

TAYO-050: Time Management

TAYO-070: PD Training & Event Management

Business Blue print

PROCESS OWNER: Prasad,

1.1.2. TAYO-020: Organizational Management

Business Blue print

PROCESS OWNER: Prasad,

Overview of the tasks in this process:

There are three structures in HR they are:

Business Blue print

PROCESS OWNER: Prasad,

It is 3 Characters long Alpha Numeric code determines Department Code &

Business Blue print

PROCESS OWNER: Prasad,

This store of information about the organization is called an organizational

TAYO-020-050: Reports in Organizational Management

Business Blue print

PROCESS OWNER: Prasad,

The Organizational Management component offers numerous reports, with

TAYO-020-020: Organizational Structure/Admin structure To-be process

Organizational structure consists of Organizational Units, Jobs and Positions.

Business Blue print

PROCESS OWNER: Prasad,

Job and Position

Overview of the tasks in this process:

Organizational Unit Object Id

Business Blue print

PROCESS OWNER: Prasad,

Below are some of the list of Positions maintained in SAP R/3

Below are some of the list of Jobs maintained in SAP R/3

Business Blue print

PROCESS OWNER: Prasad,

TAYO-020-020-040: Personnel Administration

There is another sales office of Tayo at Kolkata.

TAYO-020-020-060: Tayo office XLRI

Business Blue print

PROCESS OWNER: Prasad,

Div, Dy. Manager, Sr. Officer, Sec officer

Overview of the data objects in this process:

Business Blue print

PROCESS OWNER: Prasad,

TAYO-020-030: Enterprise structure