Personnel Cost planning material

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SAP - Personnel Cost Planning 

Personnel Cost Planning

Personnel Cost Planning.

This is one of  the nice example of Personnel Cost Planning Scenario.

Configuration of Actions in Personnel Management

Configuration of Actions in Personnel Management

SAP Solution Manager - Benefits

Solution Manager provides many benefits for the customer. One of the benefits is more reliable IT solutions. With SAP Solution Manager, companies can minimize risk during implementation and operation. They can avoid inconsistencies in heterogeneous environments by performing cross-component consistency checks. With the SAP Solution Manager Service Desk, customers can resolve issues quickly. The result is better IT service and less down time.

The tools and content provided by SAP Solution Manager make implementation and change management projects more efficient. Companies can reduce the cost of process design, technical setup, business setup, support and operations, testing, and knowledge transfer. Centralized project handling, blueprinting, configuration, and testing ensure consistency and avoid redundancies, which reduces the cost of implementation projects in multi-component environments.

SAP Solution Manager provides a framework for consistent solution documentation and preserves documents for later use, which reduces the costs of upgrades or continuous improvement projects.

Another benefit of SAP Solution Manager is faster return on investment. SAP Solution Manager accelerates implementation and continuous improvement. It provides implementation accelerators and a library of preconfigured business processes as a starting point for projects. This means that companies don't need to begin from scratch, and can benefit from SAP’s business process experience. Content and services available through SAP Solution Manager – such as implementation road maps, best-practice documents, and SAP solution management services, – speed learning and accelerate projects.
Using Solution Manager can also reduce the cost of operation by providing a central point of control for multi-component environments. In heterogeneous environments, SAP Solution Manager facilitates technical and application integration.
Finally, Solution Manager gives the customer more leverage from their IT investments. SAP Solution Manager and integrates with IT landscapes that include both SAP and non-SAP applications. Companies can use it to reduce their total cost of ownership without making major changes to their IT environments.

SAP SOLUTION MANAGER – Overall View

 

Objective(s)

• Define "SAP Solution Manager"
• State the general purpose of SAP Solution Manager
• Identify the multiple usage scenarios of SAP Solution Manager
• List the benefits of using SAP Solution Manager

 

Solution Manager Definition

The SAP Solution Manager is the central application management platform that customers can run in their solution landscape to help them efficiently implement, operate, monitor, and support their SAP solutions.

SAP Solution Manager is thus used for both Implementation and Operational Functions.

The SAP Solution Manager provides tools, content, and a gateway to SAP that helps to:

• Optimize the management of your SAP solution

• Ensure reliability of your SAP solution

• Ensure efficient operations

• Ease implementation and upgrades

• Continuously adapt and improve your solution

Customer's System Landscape

The SAP Solution Manager is a separate, complete Web Application Server installation that is connected to all systems in your solution landscape. These various systems are called satellite systems.

In this way, SAP Solution Manager acts as the central system of your solution landscape, allowing business processes to be implemented, tested, and even monitored in an integrated manner, thus avoiding duplication of effort and information and streamlining your activities.

Why Solution Manager?

 

• Faster implementation and more efficient operation of solutions

• All available implementation and upgrade content is included

• Optimal access to all support services

• Optimal support of all operations, maintenance and improvement activities

• Faster issue resolution through collaboration with Active Global Support

Overview why Solution Manager:

There are several reasons to implement SAP Solution Manager.

First, SAP Solution Manager enables the customer to have a faster implementation of SAP solutions and helps optimize operations once implementation is complete.

Second, implementing SAP Solution Manager gives the customer access to all available implementation and upgrade content.

Third, customers have easy access to all support services that are relevant to operations, maintenance, and improvement activities. This leads to faster issue resolution through close collaboration with Active Global Support.

Solution Manager Usage Scenarios

There are many scenarios in which SAP Solution Manager can be used. Each scenario occurs in one of the three life cycle phases, implementation, operations, and optimization. This is also known as the cycle of continuous improvement.

There are six common scenarios for Solution Manager. They are:

• Implement SAP Solutions

• Monitor SAP Solutions

• Manage the Service Desk

• Link to SAP Services

• Manage Change Requests

• Upgrade SAP Solutions

Human Capital Management Processes

The Human Capital Management Processes include:

1.Recruitment
2.Hiring
3.Training and Personnel Development
4.Managing Work Time
5.Compensation and Benefits
6.Payroll Administration
7.Travel Management
8.Personnel cost planning and Reporting
9.Employee Self-Services

Recruitment Process flow:

Vacancy is created in an Organization -> Vacancy is advertised in New papers, and in various recruitment media -> Applicant apply for the vacancy -> Vacancy Requirement and Qualifications of the Applicant are matched to find the suitable fit , this process is called as Profile Matchup -> If applicant is found suitable after the Profile Matchup. Applicant is hired as an Employee. Applicant data may be transferred from Recruitment to Personnel Administration Course.
This functionality helps in avoiding duplication of Data entry process in Personnel Administration course.

Hiring an Applicant

Applicant data is transferred from Recruitment course to Personnel Administration. Data entered as Info types in Recruitment is default in the Personnel Administration course. Other Info types can be entered in the Personnel Administration after data transfer.
In integrated systems, data transfer takes place either directly in Recruitment or in Personnel Administration. You can add additional data such as information on working hours and salary at a later time in Personnel Administration.

Applying via internet

Applying via internet Employer advertises -> Applicant applies for that vacancy via internet -> Applicant enters information as per the requirement --> Filled in application hits the employer box for further processing. Applicants can either apply in response to the advertisement or unsolicited application.

Personnel Development and Qualifying Actions

Personnel Development course in SAP ERP HCM helps in maximizing employee’s potential. Suitable fit for the position is found using Profile Matchup functionality in Personnel Development Positions requirements and Person’s qualifications are stored in Profiles.
Profile Matchup results in Score determining whether the person is suitable for the positions or is there any deficiency which in turn helps in identifying the Training Needs or Development plans? Training program can be a Seminar or a course. After attending the training Employee performance is evaluated, if found suitable he or she occupies that position.

Qualifications/Requirements
Understanding Qualifications and Requirements. Requirements include List of skills, abilities and work experience required for position. Qualifications include: List of skills, abilities and experience attached to the person Profile Matchup helps to compare Requirements and Qualifications.

Training' and 'Event Management'
'Preparations in Training' and 'Event Management'. Following are the processes:
Business Event Preparation: In this phase, you can create Master data related to “Training and Event Management”. These include Business event catalog, Business event types, location, resources time schedule and so on.
Business Event catalog: comprises of Business event dates with or without resources. This helps in demand planning.
Day-To-Day Activities : After creating catalog with Business events you need to work on Day – To – Day Activities such as Booking, prebooking, replace booking, rebooking and cancellation.
Recurring Activities: Activities that occur periodically, i.e., firmly booking, locking / unlocking events, and follow up activities.

Career and Succession Planning.

Career and Succession Planning aims at, Professional Development of an Employee and looks at suitable candidates to fill in the vacant posts. Career Planning looks at identifying employee’s career goals and plan a professional development program accordingly.
Succession Planning on the other hand, works towards identifying a suitable candidate externally or internally to fill the position. In both cases, in case of any qualification deficit employees are booked for training program.

Feedback process in Performance Management.
Performance Appraisal Process in SAP ERP HCM is a continuous process. It consists of periodic feedback. Feedback is provided to an employee at each and every stage of the Appraisal Objective setting :
Similar to Appraisal, objective setting takes place once a year. During this phase Employee and his / her Manager agree on certain achievable Objectives as per the Organizational goals. Employee performance is tracked based on the objectives set. Objective can be qualitative or quantitative. Agreed upon objectives are communicated to the employees and it becomes part of his or her profile.
Objective setting helps in:
•    Identifying the competencies
•    Identifying personnel development requirement
Review Phase:
•    Reviews the relevance of the Objectives.
•    Manager provides support and coaching to achieve the objectives set.
•    Compare current performance and objectives and provides feedback.

Appraisal Phase:

•    Provide feedbacks on achievements, skills and competencies.
•    Summarize overall performance of an employee.
•    Derive actions such as Compensation adjustment, personnel development, career / succession move and so on.

Overview of Time Management.
Time spent and work performed by employees is important for Human Resources Management. SAP ERP HCM facilitates evaluating and recording time spent by the employees. Information on Time Management is sent to Payroll for calculation of wages.

Following are the options that are available for recording Time:

•    Employee Self Service.
•    Time Manager’s Workplace (TMW).
•    Time Recording Terminals.
•    Time Administrators.

Evaluating Working Time.

•    SAP Time Management functionality allows you to query on, and display working times flexibly.
•    Time accounts (such as leave, flextime) can be managed manually or automatically.

Information from Time Management are used for the following:

•    Wage calculation (Leave, number of hours worked, overtime, and so on).
•    Shift Planning.
•    Working times can be used for activity allocation in Controlling.
•    Used in Logistics to determine Employee’s Availability.

Positions

Positions

Positions are occupied by persons. They are the individual employee assignments in the organization. When a job is attached to a function or a department it becomes a position. For example, Manager HR, Sales Manager.

Following are the features of the positions:

*Positions are enterprise specific.

*Numbers of positions are based on the same job. For example, Manager HR, Manager Marketing, Manager Finance and so on.

*As a rule each position is occupied by one employee. But it is possible for a position to have more than one employee.

Position inherits a job’s tasks. Additional tasks can also be defined. Positions can be 100% filled, partially filled, or vacant. Single positions can be shared by employees i.e., two employees can hold 60 % and 40% responsibilities. Shared service in an organization can be quoted as an example for 40 and 60% responsibility sharing.