Sap Overview 9

SAP HR Training
Session 2 HR Basics
Saphrexpert.blogspot.com
Tasks/Jobs/Positions/Org Unit HCM SAP R/3 4.7 Organizational Management Z programs Recruit Link (Recruit Max ), ACTIONLINK (EPAF), Hire/Rehire/Terminate Transfer Mass Update
Reports Inbound Interfaces Personal Administration Personal Actions Outbound Interfaces
Absence/Return from Absence CATS Reports Time Recording KRONOS Z Programs
Time Evaluation Inbound Interfaces ZHRI_HEWITT_THRIFT_PAYRLL_INS ZHRI_ENROLL_MASS_UPLOAD Regular Payroll Payroll ZHRO_ADTERM IPRS Payroll ZHRO_HR_INFO_DOWNLOAD_HW Off cycle ZHROIPL Subsequent Activities ZHROSPPF Outbound Interfaces ZHRO_HR_INFO_DOWNLOAD_LTC Reports ZHRO_HR_INFO_DOWNLOAD_RM Annual Reporting Tax Quarterly Reporting ZHRO_HR_INFO_DOWNLOAD_SF
Life as a functional consultant
Terms you need to know

Global Implementation Configuration/enhancement Production support Client interfaces

Gap Analysis Business Blueprint (BBP) Business process procedures(BPP) Functional specifications
Infotype enhancement Creating cutomer unique reports Migration of data from legacy to SAP
Documents you may need to prepare:

What would you expect the technical consultant to help you with
Documentation during a SAP project

1) Templates 2) Heat Analysis 3) Fit Gap or Gap Analysis 4) Business Process Design 5) Business Process Model 6) Business Change & Impact 7) Configuration Design(Business Blueprint) 8) Future Impact & Change Assessement 9) Functional Design (Module Wise) 10) Risk Assessement 11) Process Metrics and Many More-- Which has impact on Business and its work flow
Roles in SAP implementation

Project manager application consultant business process team lead technical team lead development project lead R/3 system administrator
SAP projects Lifecycle
Typical projects
SAP implementation from scratch
Mostly works out for new companies Can roll out SAP functionality based on region Can implement module by module This can replace existing software or vendors Supporting an existing system with minor enhancements or fixing bugs in configuration
SAP implementation in phases

Migration from vendor and implementing SAP
SAP production support
We will see the lifecycle in ASAP slides which follow
ASAP (Accelerated SAP)
http://www.sapfans.com/sapfans/repos/saprep.htm (this has SAP ASAP doc linnks) AcceleratedSAP (ASAP) is SAP's standard implementation methodology Contains roadmap and multitude of tools, accelerators and useful information Quality checks are incorporated at the end of each phase R/3 Business Engineer contains a set of configuration and implementation tools which enable you or your consultants to define and configure R/3 and also to adapt an existing configuration to new needs or changed circumstances Benefits: rapid and efficient prod start-up and hence greater ROI
ASAP tools
Project estimator Concept check tool Implementation assistant Implementation Roadmap Knowledge corner Q&A Database Business process master list Issues database Risk assessment (change management)
ASAP methodology
Phase 1: Project Preparation
Project charter, implementation strategy, project team, working environment (system landscape) Enterprise area scope document
Phase 2: Business Blueprint Phase 3: Realization Phase 4: Final Preparation
final preparation of the R/3 System for going live (includes testing, user training, system management and cutover activities )
Phase 5: Go Live and Support

Project Preparation
The purpose of this phase is to provide initial planning and preparation for the Project. Although each project has its own unique objectives, scope and priorities, the steps in the phase one, help identify and plan the primary focus areas to be considered. As we prepare for implementation, there are important issues we must address at the beginning of the project, including: 1. Defining project goals and objectives, 2. Clarifying the scope of implementation, 3. Defining implementation strategy, 4. Defining the overall project schedule and implementation sequence, 5. Establishing the project organization and committees, and 6. Assigning resources. Deliverables 1. Initial Project Plan, 2. Project Procedures, 3. Technical requirements, and 4. Project Kickoff.
Business Blueprint and Process simplification

The purpose of this phase is to create the Business Blue print, which is a detailed documentation of the simplified business process, which will cover all the processes documented in the AS IS phase. We will mainly refer the standard Process of SAP. With this basic platform, we achieve a common understanding of how the company intends to run its business using the system. During this phase technical team releases the technical blue print for the hardware. Deliverables 1. Refine the original project goals and objectives, 2. Define the baseline scope, 3. Refine the overall project schedule, 4. Develop System Environment and technical blue print, 5. Business Organization Structure, and 6. Business Process Document.
Realization
The purpose of this phase is to implement business and process requirements based on the Business Blueprint. The objectives are final implementation in the system, an overall test, and the release of the system for productive (live) operation. The system is configured in two work packages, namely Baseline (major scope), and Final (remaining scope). Multiple module tests and the integration tests are carried out during this phase. Deliverables 1. System Management, 2. Final Configuration and Confirmation of the system, 3. Creation of layout sets, 4. Establish Authorization Concept and Profiles, 5. Final Integration Test report, and 6. End user documentation and Training Material.
Final Preparation
The purpose of this phase is to complete the final preparation, including testing, user training, system management and cut over activities, to finalize the readiness to go live. This final preparation phase also serves to resolve all crucial open issues. Data collection and Data loading activity is done during this phase. Users are also trained during this phase. On successful completion of this phase, one is ready to run the business on the productive system. Deliverables
1. 2. 3. 4. 5. User Training, System Management, Detailed Project Planning for going live, Cut Over plan, and Data loading.
Go live and support

The purpose of this phase is to move from a pre-production environment to a live productive operation. After loading the closing balances in the system it is handed over to users for productive use. We must set up a support organization for users, not just for the initial critical days of your productive operations but also to provide long term support. During this phase, users have many questions. There must be a solid user support organization easily accessible to all users. This phase is also used to monitor system transactions and to optimize overall system performance.
Deliverables
1. Production Support Procedures, and 2. Project Conclusion
AS-IS and TO-BE

AS-IS process in summary involves a : 1) Series of meeting with the client. 2) Gathering complete information about the existing system. 3) Preparation of the blue print documents describing the complete AS-IS process ,i mean the existing system. 4) Flow charts should be included in the as-is blue print process flow document describing the complete process. 5) After this is finished u have to give the TO-BE process structure that will be implemented in SAP. 6) After that there will be some things which cannot be implemented in SAP so the gaps are to be identified. 7) These gaps are to be documented in white paper for the client.
As is the representation of the company's processes / system architecture as they exist before implementation. (AS-IS is called the Business Process Procedures doc) ToBE is the design of the architecture/ processes after the implementation is complete. (TO-BE is called the Business Blueprint doc) So basically the purpose of the implementation is to move from As Is to To Be Current system and system in future need to be portrayed in the document, including interfaces with existing system. Similarly this needs to be done for processes like hiring, transfer, etc
Business Blueprint
Goals of BBP

Analysis during Blueprint stage
Determine business process requirement How the client wants to run the business within the SAP framework Move into next phase with enough information to complete baseline configuration
By questions
Detailed workshops
Questions regarding organizational structure, business processes, etc. Meetings with key users to discuss business processes and business needs
Customer Input Templates
Business Process Transaction
high level summary of Processes

Business Process Master List (BPML)
Human Resources
Enterprise Structure
Company Code
Defines a specific area of the enterprise and is organized according to aspects of personnel, time management and payroll Represents a specific area of the company organized according to certain aspects of personnel, time management and payroll Defining pay scale and wage type structure Defining planned working hours Defining appraisal criteria
Organizational unit in Accounting which represents a business organization

Divides your employees into groups and allows you to define their relationship to the enterprise generating default values generating a selection criterion generating a unit for the authorization Subdivision of the employee group Processing in payroll accounting Validity of primary wage types Validity of Work Schedule Validity of Pay Scale Groups Validity of Time Quota types
Personnel Area Personnel Subarea
Employee Group Employee Subgroup
Human Resources
Personnel Area
Personnel Sub-Area

Knoxville Space Institute Chattanooga Martin Memphis Institute of Agriculture Institute for Public Service University Administration Medical Center
Knoxville Space Institute Chattanooga Martin Memphis Clinical Knox Clinical Chatt Research Ctr Family Pr Knox Etc.
Human Resources
Employee Group
Employee Sub-Group

Regular Term Friends of the University
Faculty 9-month Faculty 12-month Other Academic Non-Exempt Staff Exempt Staff Medical Intern/Resident Student Casual Labor Special Appointment Etc.
Human Resources
Business Fit
In Scope

Out of Scope

Enterprise Structure Organizational Management Personnel Administration Recruitment Benefits Training & Events Management Personnel Development Compensation Management Time Management Payroll Accounting Funds & Positions Management Information System
Managers Desktop Shift Planning Succession Planning COBRA Administration Pension Administration Employee Performance Apprasials Retirement Limits / Projections
Scaled Back
Training & Events Management Personnel Development
Organizational Management Module Overview
Forms the basis for the entire personnel planning and development application Facilitates analysis of the organizational structure Organizational customizing
Allows planning to develop actual and proposed personnel scenarios

Personnel Administration Module Overview

Establishes organizational hierarchies Used to perform essential personnel administration tasks such as:

hiring employees performing organizational reassignments termination from the University

salary adjustments
Data stored in such a way that you can easily access

and maintain at any time
Recruitment Module Overview
Functions you need for working through the entire recruitment process
Contains an entire range of powerful, flexible functions that you can use to implement an effective and largely automated recruitment strategy such as:
Receipt of application via web access (ABAP programming required) Issuance of recruitment requests Selection process of applicant Applicant pool administration Notification to applicants
Benefits Module Overview
Comprehensive method of administering employee benefits such as:

Health (medical and dental) Insurance (Life) Savings (Retirement) Spending Accounts (Medical and Dependent Care)
Encompasses the key concepts and processes you need to manage extensive and highly individual benefits packages for your employees

Open Enrollment Employee Life-cycle Events (e.g. Marriage, Child, and Separation)
Training & Events Management Module Overview
Enables you to plan and manage business events

Training Conferences Basis for extending and updating employees skills and knowledge
Interfaces with other R/3 components
Flexible Reporting Appraisal functions
Provide important decision support feedback to ensure the business events offered are both high quality and effective
Personnel Development Module Overview
Helps compare current or future work requirements with employees qualifications, preferences and aspirations Can contain general measures to impart qualifications so that employees retain or further their professional skills and keep track with technological developments Converts training proposals directly into bookings for employees with qualification deficits or needs
Compensation Management
Module Overview

Toolset for strategic remuneration planning Empowers managers to offer competitive and motivating remuneration

Fixed pay Variable pay Merit increases Promotion
Includes Personnel Cost Planning Allows experimenting with future projected costs
Time Management Module Overview
Enables flexible representation of all personnel procedures involved in recording and evaluating employee time data

Infrastructure for time data recording Work schedules Record of planned attendance and absences Recording of attendance and absence Annual and Sick Leave accrual Time evaluation
Ability to transfer absence and attendance data to other SAP applications

Payroll Accounting Module Overview
Ability to process payroll for employees using data from SAP Personnel Administration, Benefits, and Time Management

Payroll run (regular and off-cycle) Payroll corrections Payments Remuneration Statements Posting to Financial Accounting Third Party Remittance
Offers a number of standard payroll reports Tax Reporter component allows you to generate all required state and federal tax forms, such as SUI reports and W-2s
Functional Specs
http://www.erpgenie.com/sapgenie/docs/interface_function_specification.doc
It is created at project manager level

After SRS (software requirements)/business requirements Sometimes combined with SRS Details of end user expectations of product functionality It contains area (in our case HR) it is not specific to benefits/time etc Program type is batch or online Whether it is a SAP standard interface/add-on Type of interface (BAPI/IDOC/ALE/Others) Is the interface Inbound/outbound/both Frequency Relevant tables/transactions/file names/layouts Dataflow diagrams
Functional specs - interfaces

Functional Specs (contd)
Report
Information to be present in the report and how master data, payroll data, etc are linked Data required for which period, current days data or over the last month, etc Authorization for viewing /running report Fields required in selection screen Output fields and order of those and whether as a file or on screen Error handling Test mode (would a test mode be required)
Infotypes
Infotypes Logical grouping of related fields of employee information Eg. Employee addresses (including residence address, permanent address, temporary, emergency etc) are grouped into one infotype Infotypes always have begin date and end date this helps in delimiting them instead of deleting whenever something changes Infotypes and related tables

For more information click here
PA infotypes are stored in PA* tables OM infotypes are stored in HRP* tables For eg. IT0001 stores all the data in table PA0001
Recruitment 4000 - 4999 HR Infotypes
PA 0000 - 0999
Time 2000 - 2999 Custom 9000 - 9999

OM 1000 - 1999
Common infotypes
Infotypes for hiring action
0000 0001 0002 0006 0007 0008 0009 0014 0015 0016 2006
actions org assignment personal data address planned worked times basic salary bank details recurring payment additional payment contract elements absence quotas
Tables, Transactions and features

Tables store data Transaction can be used instead of SAP easy access features
Hands on - OM
Check this link for config steps
http://saphrexpert.blogspot.com/2008/12/om-configuration-steps.html

Sap Overview 9

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Sap Overview 9

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SAP HR Training

Reports Inbound Interfaces Personal Administration Personal Actions Outbound Interfaces

Absence/Return from Absence CATS Reports Time Recording KRONOS Z Programs

Life as a functional consultant

Terms you need to know

Global Implementation Configuration/enhancement Production support Client interfaces

Documents you may need to prepare:

Documentation during a SAP project

Roles in SAP implementation

SAP projects Lifecycle

SAP implementation from scratch

SAP implementation in phases

Migration from vendor and implementing SAP

SAP production support

We will see the lifecycle in ASAP slides which follow

ASAP (Accelerated SAP)

Phase 1: Project Preparation

Phase 2: Business Blueprint Phase 3: Realization Phase 4: Final Preparation

Phase 5: Go Live and Support

Business Blueprint and Process simplification

Go live and support

AS-IS and TO-BE

Analysis during Blueprint stage

Customer Input Templates

Business Process Transaction

high level summary of Processes

Organizational unit in Accounting which represents a business organization

Personnel Area Personnel Subarea

Employee Group Employee Subgroup

Regular Term Friends of the University

Training & Events Management Personnel Development

Organizational Management Module Overview

Allows planning to develop actual and proposed personnel scenarios

Personnel Administration Module Overview

hiring employees performing organizational reassignments termination from the University

Data stored in such a way that you can easily access

Recruitment Module Overview

Benefits Module Overview

Comprehensive method of administering employee benefits such as:

Training & Events Management Module Overview

Enables you to plan and manage business events

Interfaces with other R/3 components

Flexible Reporting Appraisal functions

Personnel Development Module Overview

Fixed pay Variable pay Merit increases Promotion

Time Management Module Overview

Ability to transfer absence and attendance data to other SAP applications

Payroll Accounting Module Overview

It is created at project manager level

Functional specs - interfaces

Functional Specs (contd)

For more information click here

Recruitment 4000 - 4999 HR Infotypes

Time 2000 - 2999 Custom 9000 - 9999

Infotypes for hiring action

Tables, Transactions and features

Check this link for config steps

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