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understand various data changes that happen during each process, then the below grid would be
very helpful for you.
1) Attends a series of meeting with the client - mainly to capture the organizational structure
of the company, the different work schedules, leave types, pay scales, etc. The objective of
these meetings is to the gather the existing HR processes and structure of the company
2) Depending on what modules of SAP HR are being implemented, different questions need
to be put forward to the client. A complete set of Blueprinting questions can be found here.
3) Prepares the business blue printing (BBP) documents describing the complete AS-IS
process
4) Flow charts should be included in the as-is blue print process flow document describing
the complete process.
5) Next is the TO-BE process that will be implemented in SAP. This is based on the decision
the project group arrives at taking into consideration the existing processes in the company
and the functionality that SAP provides. It still awaits approval from the management.
6) After that there will be some things which cannot be implemented in SAP, the gaps are
identified. These gaps are to be documented in white paper for the client and would
presented to an audience chosen by the project manager.
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• used by Payroll to identify the specific agency for whom the employee works
• A Company Code can include one or more Personnel Areas
• Personnel Area is important for selecting dates for reporting
• Personnel areas determine where wages and salaries are posted and from where
they are paid
There are five key elements that determine an employee’s Personnel Su barea assignment:
• Calendar assignment
• Relationship to the state (regular vs. temp vs. elected vs. contractor)
• Quota accrual rules/requirements
• Work schedule rule (to restrict the available work schedules)
• Working period (which defines Overtime period)
• Full-time/part-time statuses
• whether employee is subject to FLSA(Fair Labor Standards Act) or not
• Different payroll procedures for different sub groups (defined in PCR)
• Payroll area is decisioned based on the payroll cycle (period and day)
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Jobs
Q: 1) Provide a list of your company's jobs (e.g. secretary, manager). How many jobs exist?
A:
Q: 2) Define and document job codes.
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Q: 3) Do job descriptions already exist or do they need to be set up?
PositionsQuestions:
Q: 1) Provide a list of your company's position (e.g. department secretary, HR manager).
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Q: 2) Do Position descriptions already exist or do they need to be set up?
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Q: 3) Do you automatically report your vacant positions to recruitment? If not, will you set up
every unoccupied position to vacant?
A: Q: 4) Do you maintain employee group and employee subgroup information on positions
within your organizational plan?
A: Q: 5) Organizational units and positions can relate to Cost Centers. Provide a list of the
assignments.
A:
Tasks
Q: 1) Do tasks describing jobs and/or positions already exist or do they need to be set up?
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Q: 2) Provide a list of your company's tasks (e.g. administration tasks, HR tasks). In case you are
using tasks for your job descriptions.
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Q: 3) If your organization plans to use tasks, identify any groups of tasks that are routinely
performed together, so that they can catalogued as a task group.
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Personnel Management
Employee Group
Employee Subgroup
General Settings
Q: What is the Holiday Calendar for your company.? If there are factories and office
establishment, different holiday calendars may be in place.? I formation reg those
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Master Data
Q: 1) Do you want to assign your own employee numbers or have the system generate them for
you? SAP recommends the use of system generated employee numbers after the initial data
conversion.
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Q: 2) With the use of third-party archiving systems, SAP allows you to store documents (e.g.
photographs, resumes, position description forms) for employee level. If you are using this
facility, which documents will be stored?
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Q: 3) SAP allows you to maintain a free-text screen for all info types. Do you have the
requirement to store free text?
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Personal Data
Q: 1) When you record employee names, which forms-of-address, titles, name prefixes/affixes
(e.g. Mr., Sir) do you use and how do you want them displayed on reports and correspondence?
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Q: 2) When recording employee details, which other particulars (e.g. marital status, nationality)
do you wish to record?
A.
Addresses
Q: 1) What address types would you like to maintain for your employees (e.g. permanent,
postal)?
A:
Bank Details
Family/Relates Persons
Q: 1) What relationships with other persons do you wish to maintain for your employees (e.g.
Spouse, Child, Guardian, Emergency Contact, and Friend)?
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Q: 1) Define the types of educational establishments (e.g. secondary school, university, internal
course) for which you want to record your employees' certificates.
A: Q: 2) List the types of certificates which you would want to attach to employees.
A:
Q: 3) Identify which branches of study (e.g. subjects, course name) are to be recorded against
employees.
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Other/Previous Employers
Q: 1) If you wish to record previous employment history for your new employees, list which
Industry and Jobs you require.
A:
Qualification
Q: 1) If you are not using the qualifications catalogue within Personnel Development (PD), list
the qualifications (e.g. languages, skills) you would like to record for employees.
A:
Appraisals
Q: 1) In SAP you have the ability to record appraisals in either PA or PD. If you intend to record
appraisal ratings in PA, which types of performance criteria (e.g. Leadership, Communication)
and weightings do you require?
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Q: 2) How many appraisals type you need to maintain?
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Q: 3) Define the ratings of each appraisal?
A:.
Communications Data
Q: 1) Which info type used to store the planned working time (work schedule rules).
A:
Contract Elements
Q: 1) What medical examinations (e.g. audiometric, general habits, vision) would you like to
record for your employees?
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Q: 2) For each medical examination, list the specific tests or areas for which you want to record
medical data.
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Q: 3) For each specific test or area, detail the typical results (e.g. Y/N, x cm, blood type) you
might want to record.
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Q: 4) For each occurrence of a medical examination, what overall results (e.g. fit for work) would
you like to record?
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Monitoring of Dates
Q: 1) SAP allows you to monitor and to report on the expiration of certain key events (e.g.
probation, work permit, medical examination). Which key events do you wish to record?
A
Date Specifications
Grievances
Objects on Loan
Q: 1) Do you wish to record the loan of company property (e.g. PCs, mobile telephones) and an
identifying number against employees? If so, list these items.
A:
Basic Pay
Recurring Payments/Deductions/Accruals
Additional Payments
Loans
Q: Please provide your company’s Loan details?
A:
Cost Distribution
Q: 1) Does your organization make use of the employee insurance statement? If so, which one?
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Q: 2) Does your organization provide a private health insurance scheme? If so, please specify.
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Q: 3) Which calculation method is applicable to the Social Insurance (GOSI) days?
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Q: 4) How many different contribution percentages are applicable to each Social Insurance
(GOSI) scheme?
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Q: 5) How do you calculate End of Service Benefits?
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Qualifications / Requirements
Development Plans
Q: 1) Define the business event hierarchy for the business event catalog?
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Resource Type
Q: 1) Are rooms already available for the business events, or are external resources accessed?
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Q: 2) Do the resources only consist of rooms, or do you want to use the system to manage other
resources too, such as beamers and overhead projectors?
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Q: 3) Are the instructors employees at the enterprise, or are they also external persons?
A:
Q: 1) What other modules and sub modules are integrated with personnel administration?
A:
Q: 2) What are the typical Personnel Actions, which occur in your organization (e.g. hiring,
salary adjustment, termination, transfer)?
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Q: 3) What are the reasons you would like to record for each of these Actions?
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Q: 4) Which Personnel Actions set what status?
Explanation: All employee records must have an employee status (i.e. terminated, active,
inactive, and retired). Personnel Actions are used to record an employee status wherever
necessary (e.g., Hiring sets status to Active). Wherever necessary, which Personnel Actions set
what status?
A:
Q: 5) What data (e.g. addresses, basic pay) would you like to incorporate in each of these
Personnel Actions?
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Q: 6) Are there any Personnel Actions that should perform by different user groups?
Explanation: Group of users may have differing access levels or responsibilities to maintain
Personnel Actions (e.g. different countries). This accomplished by defining user groups, which
display different sets of info types (Info groups).
A:
Q: 7) Do you have the requirement to transfer employees between countries?
Explanation: SAP has the facility to combine the hiring and termination actions when
transferring employees between countries.
A:
Q: 8)If an employee resigns, how your company pays the final settlement amount? (Either check
or cash)
A:
Q: 1) "WORKFLOW - Within Recruitment a mail can be sent for every administrative task to any
of the following people: Personnel officer responsible for applicant, person responsible for
action, person responsible for reference action.
A: Q: 2) Applicant groups and applicant ranges decide the applicants according hierarchical or
functional structure. Which way do you prefer?
A:
Q: 1) In order to process the applicant’s data correctly, the applicant goes through different
recruitment processes. Ex: Initial Data load, add additional data, reject applicants etc. List the
processes that are applicable to applicants in your companies.
A:
Q: 2) List the names, forms of address and telephone numbers of the recruitment officers that
will be responsible for processing applications
A:
Q: 3) If your company uses status reasons indicating why an applicant is rejected, please provide
a list.
A: Yes , the company uses status reasons indicating why an applicant is rejected. List will be
given later in text format.
Q: 4) If you want to create and assign your own numbering system indicate the desired number
ranges in the text box. Number ranges hold eight characters. Ex. 00000000 to 99999999
A
Q: 1) Do you use one standard rejection letter for all applicants or different letters?
A:
Q: 2) If your company sends out a notification of rejection to applicants, please specify the status
reasons for the rejection status?
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Q: 3) What procedure does the company follow when an applicant rejects the contract letter that
is sent to him/her?
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Q: 1) Is the cost projection for personnel costs incorporated into the organization’s overall
budget plan?
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Q: 2) Which default period used as the basis for your cost calculations?
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Q: 3) Do you wish to ensure that people who are not authorized to display an organizational
structure also not authorized to view the cost planning for this organization?
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Q: 4) Would you like to use different display options like graphics and tables in Excel?
A:
Q: 5) If your company utilizes the projected pay cost planning method, define the wage elements
that used in your corporation.
A:
Q: 6) If your company intends to use Personnel Cost Planning, which of these projected costs
methods would suit your needs the best. Actual Payroll Costs (would need to run R/3 Payroll),
Employee Basic Pay or Notional Wage Element Costs
A: Q: 7) Results of Cost Planning need to be transferred to the CO module and to be included in
overall financial budget planning.
A:
Q: 7) In your company, how extra payment for overtime beyond that specified by the collective
agreement represented?
A:
Q: 8) How are lump-sum payments for overtime represented in your company?
A: [ ] Overtime included in agreement with specified number of hrs[ ] Overtime included in
agreement w/o specified number of hrs[ ] Separate portion of salary with specified number of
hrs[ ] Separate portion of salary with specified amount
Q: 9) How is your time-related data (overtime, bonus for nighttime work,) entered into the
payroll run and how does it become time wage types?
A:
PayrollBases
Q: 1) How do you determine the amount of basic compensation, for example, dependent upon
the pay scale group and level, and upon other basic compensation components on a percentage
basis (indirect evaluation)?
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Q: 2) Absences divided into paid and unpaid absences. Which of the absences mentioned above
are paid and which are unpaid?
A:
Loans
Q: 1) Would you like to administer loans using Payroll? If yes, what loan types do you need?
A:
Q: 2) Which reduction rules, interest calculations do you apply?
A:
Q: 1) How do you plan your business event catalog? Do you determine demand?
A:
Q: 2) Do you want to use Training and Event Management to manage internal and external
business events?
A: Q: 3) Define the business event hierarchy for the business event catalog of the customer.
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Q: 4) How are attendees registered for business events?
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Q: 5) Do you want to use booking functions?
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Q: 6) Do you charge cancellation fees?
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Q: 7) Is there integration with Materials Management?
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Q: 8) Which types of material need to be managed by Training and Event Management? Do
these materials already exist in Materials Management? The interface is only suitable for
consumer goods such as files and pencils. It is not suitable for managing PCs
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Q: 9) Do you want to use billing functions?
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Q: 10) Has customizing been maintained in your system for the customer master and billing?
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Q: 11) Do you intend to transfer billing document data to FI and CO?
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Q: 12) Are the business events attended by people other than your customers? Do you need
functions for one-time customers?
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Q: 13) Is a discount offered on the price of the business event?
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Q: 14) Do want to transfer costs to Cost Accounting?
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Q: 15) Has customizing been maintained for the Controlling application component?
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Q: 16) Should the cost center structure of your enterprise reflected in your system?
A:
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