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Document Tracking
Version Version date Revised by Change Description
1.0 08-Jan-2009 New First release
Acceptance
In witness thereof, the parties, in signing this acceptance, have agreed that Unisoft
Infotech Pvt. Ltd. has successfully completed the Business Blueprint AAA
for the HR Module and has met all the deliverables as mentioned in the contract.
Name Designation Date Signature
Mr. Vijay Shukla
Mr. Vishad Jagasheth
Mr. Amit Sharma
Mr. Pra shantKumar T Consultant
Mr. Vishad Jagasheth Project Co-Ordinator (ANIL)
Mr. Mukund Kulkarni Project Manager(UNISOFT)
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Contents
0. Introduction ........................................................................ 5
1. Overall Enterprise structure ..................................................... 5
1.1 Overview ............................................................................... 5
1.2 Definition ............................................................................... 5
1.3 Organizational Units ................................................................ 5
2. Organization Management ................................................... 7
2.1 HR Structure .......................................................................... 7
2.2 HR Enterprise Structure ........................................................... 7
* Company Code ....................................................................... 7
* Personnel Area ....................................................................... 8
* Personnel Subarea .................................................................. 8
2.3 Personnel Structure................................................................. 9
* Employee Group ..................................................................... 9* Employee Subgroup ................................................................ 9
* Payroll Accounting Area ..........................................................11
2.4 Organizational Structure/ Plan .................................................12
* Organizational Unit ................................................................12
* Jobs .....................................................................................12
* Positions ...............................................................................12
2.5 Pay Scale Structure................................................................14
* Pay Scale Type ......................................................................14
* Pay Scale Area ......................................................................14
* Pay Scale Groups & Levels ......................................................15
3. HR Master Data Maintenance...................................................15
3.1 Personnel Administration ...................................................15
* Infotypes and Infogroup .........................................................16
3.2 Personnel Actions ..................................................................16
3.3 Hiring:..................................................................................16
* Infotype Used For Hiring:........................................................17
3.4 Organization Re-assignment: ..................................................17
* Infotype Used For Organization Re-assignment: ........................18
3.5 Promotion:............................................................................18
* Infotype Used For Promotion:..................................................18
3.6 Termination: .........................................................................18
* Infotype Used For Termination: ...............................................19
3.7 Infotype details and their Explanations:....................................194. Time Management ..............................................................23
4.1 Calendar ...............................................................................24
* Holiday Calendar ...................................................................24
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* Factory Calendar ...................................................................26
4.2 Work Schedule ......................................................................26
* Daily Work Schedules .............................................................26
* Break Schedules ....................................................................27
* Period Work Schedule.............................................................28
* Work Schedule Rules..............................................................29
4.3 Absences ..............................................................................29
* Define Leaves........................................................................29
* Define Rules ..........................................................................30
* Define Quotas .......................................................................30
* Define Deductions ..................................................................32
4.4 Time Wages ..........................................................................32
* Over Time.............................................................................32
* Infotype Used For Time Management .......................................33
4.5 Infotype details and their Explanations:....................................34
5. Payroll ................................................................................38* Purpose ................................................................................38
* Payroll Area ..........................................................................38
5.1 Wage Types ..........................................................................38
* Customer Wage Types............................................................39
* Infotypes Used For Payroll ......................................................40
* Additional Infotypes for Payroll ................................................40
5.2 Pay scale Structure ................................................................43
* Pay Scale Type ......................................................................43
* Pay Scale Area ......................................................................43
* Pay Scale Groups & Levels ......................................................43
5.3 Payroll Accounting Area ..........................................................44
* Period Modifier/ Parameter......................................................44
* Remuneration Statement ........................................................46
5.4 Integration............................................................................46
6. Recruitment ........................................................................50
* Purpose ................................................................................50
* Recruitment Process...............................................................51
6.1 Number Ranges .....................................................................52
* Media and Instruments ...........................................................52
* Status of the Applicants ..........................................................53
6.2 Infotypes Used For Recruitment...............................................53
7. Training and Event Management ..............................................54
8. Personnel Development ..........................................................569. Reports in HR ........................................................................56
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0. Introduction
This Business Blue Print is the outcome of the second phase of Project AAA SAP
ERP Implementation at ANIL group of Companies, Ahmedabad. The initial phase of
the project was the AS-IS study carried out to understand the business processes at
ANIL. The study was initiated with a structured questionnaire based on the available
business processes in standard SAP. The study was not solely based on what are the
current processes at ANIL but was meant to arrive at how to use the standard
processes in SAP to ensure optimum utilization of the SAP ERP system.
1. Overall Enterprise structure
1.1 Overview
1.2 Definition
The first step in the implementation of the SAP ERP (R/3) system involves mapping
the structure of the respective enterprise onto the organizational units of R/3. This
structure mapping must ensure that
All business processes run smoothly, using resources as efficiently as possible
The requirements for internal and ext ernal reporting are met.
1.3 Organizational Units
Different types of orga nizational units are ava ilable in the R/3 System to represent
enterprise structures in the system. When we implement the system at ANIL, We willset up the following organizational units:
The R/3 System
Operating concern
Controlling area
Company code
Plant
The Business Structure Elements will be mapped to the R/3 organizational units.
Business Structure Elements R/3 organizational units
Enterprise The R/3 System
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Company Operating concern
Controlling area
Company code
Business location Plant
The central R/3 System is set up for enterprise in which all the functions for
Accounting, Logistics & HR are mapped.
Profitability analysis is executed in the operating concern. Cost centre and cost
element accounting take place in the controlling area. The company code controls
the financial accounting area and represents the company in the legal sphere.
Locations are represented by plants.
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Project AAA
2. Organization Management
2.1 HR Structure
HR structure consists of the following things:
Enterprise St ructure
Personnel Structure
Organizational Structure/ Plan
Pay Scale St ructure
2.2 HR Enterprise Structure
The HR Enterprise Structure is the structure of company according to personnel
administration, time management and payroll perspectives from the point of view of
your own company.
The HR enterprise structure has the following elements:
Company Code
Personnel Areas
Personnel Subarea
* Company Code
The company code is the organizational unit that allows you to structure your
enterprise from a financial accounting perspective.
The company code is the smallest organizational unit of Financial Accounting for
which a complete self-contained set of accounts are drawn up for purposes of
external reporting. This includes recording of all relevant transactions and generating
all supporting documents required for financial statements.
At Anil there will be three Company Codes:
1000 - ANIL PRODUCTS LIMITED
1010 - ANIL BIOCHEM LIMITED
1020 - AAHAR PRODUCTS PRIVATE LIMITED
A company code should be depicted from a tax law, commercial or other financial
accounting standpoint. It usually corresponds to a legally independent company.
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Project AAA
* Personnel Area
Personnel Area is an organizational unit representing an area in an enterprise
delimited according to personnel administration, time management, and payroll
accounting criteria.
At Anil there will be one Personnel Area.
Sl.
No. Personnel Area Code Personnel Area Text
1 1000 ANIL Products Ltd.
2 1010 ANIL Biochem Ltd.
3 1020 AAHAR Products Pvt. Ltd.
* Personnel Subarea
Personnel Subarea is an organizational entity that represents part of a personnel
area. It is delimited according to personnel administration, time management, and
payroll accounting criteria. It is also used to describe public holiday calendars,
payroll structures, and time management structures.
At Anil the following Personnel Sub Areas have been defined.
Sl. Personnel Area Personnel Sub Personnel Sub
No. Code Area Code Area Text
1 1000 1010 Ahmedabad - HO
2 1000 1011 Ahmedabad - C O
3 1000 1012 Ahmedabad - MO
4 1000 1013 Baroda - MO
5 1000 1020 Delhi SO
6 1000 1030 Mumbai - SO
7 1000 1040 Kolkata SO
8 1010 1010 Ahmedabad - HO
9 1010 1011 Ahmedabad - CO
10 1010 1012 Ahmedabad - MO
11 1010 1013 Baroda - MO
12 1010 1020 Delhi SO
13 1010 1030 Mumbai - SO
14 1010 1040 Kolkata SO
15 1020 1010 Ahmedabad - HO
16 1020 1011 Ahmedabad - CO
17 1020 1012 Ahmedabad - MO
18 1020 1013 Baroda - MO
19 1020 1020 Delhi SO
20 1020 1030 Mumbai - SO
21 1020 1040 Kolkata SO
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Project AAA
2.3 Personnel Structure
* Employee Group
Employee Group represents a primary subdivision of personnel structure. Anemployee group defines the extent to which its employees place themselves at the
disposal of the enterprise; it represents the category of an employee within the
enterprise.
At Anil the following Employee groups have been defined.
Sl. Employee group Employee group
No. Code Text
1 1 Regular
2 2 Probationer
3 3 Trainee
4 4 Retired
* Employee Subgroup
Employee Subgroups a re subdivision of employee groups. The employee subgroup is
defined by a two character alphanumeric code. All of the control features for the
personnel structure are defined at the employee subgroup level.
The following Employee Subgroups have been defined as per the business
requirement:
Sl. Emp. Grp. Emp. Grp. Emp. Sb.
No. Text Code Grp. Code Employee sub group Text
1 Regular 1 10 Chairman & Managing Director
2 1 11 Ma naging Director
3 1 12 Chief Executive Officer
4 1 13 Chief Operating Officer
5 1 20 Senior Vice President
6 1 21 Vice President
7 1 22 Assistant Vice President
8 1 30 General Manager
9 1 31 Deputy General Manager
10 1 32 Ma nager
11 1 40 Deputy Manager
12 1 41 Executive/ Process Suptd.
13 1 42 Officer/ Jr. Engg./ Supervisor
14 1 80 Un Skilled Old - A
15 1 81 Un Skilled Old - B
16 1 82 Un Skilled New 1
17 1 83 Un Skilled New - 2
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* Payroll Accounting Area
The payroll area is an organizational unit in the Human Resources department, which
can be defined for a unified payroll accounting area. Based on organizational
assignment criteria, all the employees who are accounted simultaneously in the
payroll are assigned to the same payroll area.
As a rule, payroll is run on the based payroll area; the syst em determines two pieces
of information for payroll:
a) Number of employees for whom a payroll accounting run is to be performed
b) Specific payroll dates
At Anil, the Payroll area and the other details have been defined as follows:
AllowancePayroll Area Payroll Area Payroll Run Salary Pay
PayCode Text Date Date
DateMonthly,
s t r dof every 3 of every Quarterly,1 Monthly Staff 1
month month Annually
Payment
Monthly,t h t h th4 of every 8 & 10 of Quarterly,
2 MonthlyWorker month every month Annually
Payment
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Project AAA
2.4 Organizational Structure/ Plan
* Organizational Unit
These are Units of your Company that perform a function. Depending on your
companies structure and how tasks are performed these orga nization units
represents a Division / Department of an Organization.
In ANIL group of companies the following units have been defines a s follows:
Sales & Mkt. Dept., Operations Dept., Supply Chain Dept., Sales Excellence & ITS,
HR, IR & Admin. Dept. Corporation Affa irs, Finance, Accounts & Business Corporate
Dept., R & D Dept., New Technology Dept., and Maize & Fuel Purchase
* Jobs
Jobs are classifications of functions in an enterprise (Manager, for example), which
are defined by the assignment of characteristics. Jobs serve as job descriptions that
apply to several positions with similar tasks or characteristics. The ongoing Work
level study findings can be used for defining the Jobs.
In ANIL group of companies the following Jobs have been defined as follows:
CMD, MD, CEO, COO, Sr. VP, VP, AVP, GM, DGM, Mngr., D Mngr., Exe /Process
Suptd., Officer /Jr. Engg. /Supv., US, SS, SK, HS and DR.
* Positions
It represents a post, which can be occupied by a person (employee) in the staff
assignments of an organizational unit.
For example, job = Manager and Position = Manager-HR
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Project AAA
TOTAL MANPOWER
Staffs : 218
Workers : 751
ANIL GROUP OF COMPANIES
ORGANISATIONAL ST RUCTURE
C MD / M D
C EO / COO
Sal es & Su p p l y Sal es F i n ., A/c & M ai ze & H R, IR &Op e r a tio n s R & D N ew T e ch . C or p .Exc el le n ceM kt . Ch a in BC Fu e l Ad mi n.
D ep t .. De pt . De p t . Af fa i rs& I T SDe p t. D ep t . De p t. Pu r ch a se De p t .
DG M -WCM , M ISVP - H R & Sr . VP -
Pap e r , T e xt AVP -Su p pl y & Au di t DG M - Ad minVP Sa le s C o rp .& O th e rs N ew T e c h.Ch a in s R & DEx ce ll en c eO p e ra t io n s Af fa i rs
(2 )M gr . -
WCM , M ISVP - C o rp .AV P - H R & Au di t
Sa le sPap e r , T e xt Af fa i rsM &FS.C .& O th e rs P ro d u c ti o n Ex ce ll en c e R & D (4 )Pu r ch a se
Ad mi n & ( 1 ) De p t.W CM , M IS (7 )Co n t r ac t
& Au di tH R
Pap e r , T e xt ( 7) ( 3)& O th e rs IT S De p t.
Pro d u c ti o n RM & F u e lS. C. Ad min( 15 )(4 5 ) Pu r ch a se& C o n tr ac t
Pr o je ct(2 )
F in a n ceF & B , Ad min
Ph a r ma &Ut il it ie s &
F ee d Wa r e IT S De p t.M a in t . RM & F u e lH o u se ( 1 ) DG M - Pu r ch a se
Pr o je ct ( 2 ) Ad minF in a n ceVP ( 5)Ut il it ie s &
F &B, P& F Wa r eM a in t .(2 5 ) H o u se
Pr o je ct(6 ) RM Ad minF in a n ce ER
( 1)F & B , P &F
Pr oj ec t s( 10 )
Lo g is t ics
Se cr e ta r ia lR M Ad mi n ER
I n te r n l. & ( 2 ) ( 6)
Pr o d. M g t . Pr oj ec t s
Lo g is t ics( 5)
(1 )M gr . -
Sec u r ityG M - Se cr e ta r ia l C o
p r o d u ct sI n te r n l. & QA / Q CPu r ch a se
Pr o d. M g t .
Lib r ar ySe cr e ta r ia l
( 1)I n te r n l. &
QA/ Q CPr o d. M g t .(2 9 ) Pu r ch a se
( 3) (4 )Lib r ar y
Acc o u nt s( 2)
Sy st e ms
T ra in in gM gr . -
Acc o u nt s
Sy st e ms
(2 )T ra in in g
Acc o u nt s ( 1)
(1 3 )
NOTE:-
Directors/ CMD/ MD/ CEO/ COO and Workers are not included in the OrganizationalthStructure. The above data is till 18 December 2008.
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2.5 Pay Scale Structure
* Pay Scale Type
The pay scale type defines the area of economic activity for which a collective
agreement is valid. The area in which it is valid may be dete rmined at company
or trade union level and oft en applies to a whole industry.
Sl. Pay Scale Type Pay Scale Type
No. Code Text
1 01 ANIL Pay Scale
* Pay Scale Area
Pay scale area defines the geographical area in which a collective agreement is
valid. The geographical validity area is determined by the size of the pay scale
area. With in a pay scale area, you define the pay scale groups and levels for
each pay scale type and employee subgroup grouping for collective agreement
provisions.
Sl. Pay Scale Area Pay Scale Area
No. Code Text
1 PS Pay Scale Area Sta ff
2 PW Pay Scale Area Worker
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* Pay Scale Groups & Levels
Pay scale groups and pay scale levels are the criteria used to classify data for job
evaluations and indirect valuations. Pay scale levels are subdivisions of pay scale
groups.
3. HR Master Data Maintenance
In HR Master Data, It is maintained at the time of performing an action or manually
at later stage. Various Info groups are executed at the time of an action is triggered.
Personnel administration shall take care of the various dynamic actions and sub-
actions.
3.1 Personnel Administration
Personnel Administration module of SAP HR covers all employee master data
maintenance functionality through which you can create, maintain, display and
delete personal information of an employee.
Employee data over here is stored in infotypes. An employees data is captured at
the time of hiring (it can also be transferred from recruitment module when that is
implemented), and maintained during the life cycle of an employee.
P e r s o n n e l A d m i n i s t r a t i o n
H i r e E m p l o y e e & M a i n t a i n E m p l o y e e D a t a
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* Infotype Used For Organization Re-assignment:
Sl. Info Operation Infotype Text
No. type
1. 0000 COP Action
2. 0001 COP Org. Assignment
3. 0002 COP Personal Data
4. 0006 COP Address
5. 0007 COP Planned Working time
6. 0008 COP Basic Pay
7. 0009 COP Bank Details
8. 0016 COP Contract Elements
9. 0019 COP Monitoring of Tasks
3.5 Promotion:
Promotion is a process by which a regular employee is promoted from one
grade/ designation to another either within the same category or between two
categories at higher level.
Resultant effect of the process is witnessed in the following areas:
Promotion to a higher grade / designation
Increase in Salary.
Increase in Benefits.
* Infotype Used For Promotion:
Sl. Info Operation Infotype TextNo. type
1. 0000 COP Action
2. 0001 COP Org. Assignment
3. 0007 COP Planned Working time
4. 0008 COP Basic Pay
3.6 Termination:
Leaving is the last action in the organization and it approves some important
functions such as Respective policies, leave enhancement, LTA, gratuity, legal
agreement.
Accept for the termination letter, resignation letter
Management approval of loans and notice pay
The reasons for leaving:
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Project AAA
This infotype is used to keep
employees personal information,3. 0002 Personal Data
e.g. name, date of birth, sex,
state, religion, marital status etc.
This infotype can be used to
4. 0004 Challenge maintain information about an
employees handicap.
This infotype can be used to
maintain different type of5. 0006 Address
addresses, e.g. Permanent,
Temporary, Emergency etc.
This infotype is used to maintain
the planned shift pattern of an
employee. This information is6. 0007 Planned Working
time compared with actual swiping to
determine attendanceinformation of an employee.
This infotype is used to maintain
the employees salary structure.
SAP has a flexible method of
defining salary structure. Each
employee is assigned a pay-scale
type, area, group and level. He
is also assigned to an Employee
Subgroup Grouping for Collective
Agreement Provision. Based on
the combination of these 5
7. 0008 Basic Pay factors, he is assigned an
Allowance Group and based on
his Allowance Group, his salary
components are defined.
The salary components, called
Wage Types, can be configured
to be employee level, or based
on parameters such as grade,
city etc.
Most of our salary components
will get defined here.
This infotype is used to maintain
the employees bank details. This
infotype is mandatory, and8. 0009 Bank Detailswithout this information the
employees payroll cannot be
processed.
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roject AAA
information, please list the
industries you want to track.
This infotype is used mainly for
Personnel Development.
Employees have qualificationswhile positions have
requirements, both coming from
the same catalog. This makes it
possible to determine gaps and
draw development plans.
NOTE: SAP uses the terms
education and qualification to16. 0024 Qualifications
mean completely different
things. Qualifications are
predefined attributes held by the
employees with specified
competence level. Education
may, or may not, result in
qualification. Basically, education
is global information, while
qualification is company relevant
information.
17 0045 Loans
Feature:
The following feature used while hiring an Employee:
Sl. No. Features Description1 NUMKR To default the actions in infotype 0000
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Project AAA
FEATURES
Functions individually within Personnel Time Management. It encompasses
(include):
Simple administration of leave and illness times
Planning of workforce requirements
Valuation of attendance and absence times for management of time
accounts and determination of overtime and bonus wage types.
Integration between Time Management and Payroll enables us to determine
the gross wages.
Integration between Time Management and Training & Event Management
enables to use attendance and absence information (availability) to organize
events.
The Time Management component is closely integrat ed in the organizational
structure of the enterprise. When working with Time Management, it is
therefore essential that certain master data info types are maintained for
employees. One of the most important infotypes is Organizational
Assignment (0001), which contains data on the organizational units to which
the employee is assigned within the enterprise (personnel area, employee
subgroup, and so on).
The common weekly off / holiday at ANIL is Sunday. There are 10 General
Holidays every year which are declared by the Management at the beginningof the calendar year.
4.1 Calendar
* Holiday Calendar
Holiday Calendar for the state of Gujarat:
Sl. No. Date Holiday
1. 14.01.2009 Makar Sankranti
2. 26.01.2009 Republic Day
3. 11.03.2009 Dhuleti (Holi)
4. 05.08.2009 Raksha Bandhan
5. 14.08.2009 Janmashtami
6. 15.08.2009 Independence Day
7. 28.09.2009 Dussehra
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Project AAA
11 Morning Shift AM6 0930 - 1730
12 Morning Shift AM7 1000 - 1900
13 Morning Shift AM8 1030 - 1830
14 Morning Shift AM9 1030 - 1930
15 Morning Shift AM10 1100 - 1900
16 Morning Shift AM11 1130 - 1930
17 Evening Shift AE1 1200 - 2000
18 Evening Shift AE2 1300 - 2100
19 Evening Shift AE3 1400 - 2200
20 Evening Shift AE4 1430 - 2230
21 Evening Shift AE5 1500 - 2300
22 Evening Shift AE6 1600 - 2400
23 Night Shift AN1 2200 - 0600
24 Night Shift AN2 2230 - 0730
25 Night Shift AN3 2300 - 0700
26 Night Shift AN4 2400 0800
27 Off AOff ***
* Break Schedules
You define the break rules in the work schedule for any particular working day
and assign them to a personnel sub area grouping for work schedules. This
grouping enables you to assign a break schedule to as many of the groupings
daily work schedules as you want, achieving maximum flexibility in combining
all elements of the daily work schedule.
We define the brea k rules in the work schedule for any particular working day. There
is a lunch break of 30 min for all employees. Working hours is inclusive of lunchbreak.
SAPSl. No. Break
Schedule Code From To Paid/ Unpaid
1 General Shift BG1 1100 1130 Paid
2 General Shift BG2 1130 1200 Paid
3 General Shift BG3 1230 1300 Paid
4 General Shift BG4 1300 1330 Paid
5 General Shift BG5 1330 1400 Paid
6 Morning Shift BM1 1000 1030 Paid
7 Morning Shift BM2 1030 1100 Paid8 Morning Shift BM3 1115 1145 Paid
9 Morning Shift BM4 1145 1215 Paid
10 Morning Shift BM5 1215 1245 Paid
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* Define Rules
Counting Rules
A counting rule is assigned to the absence type to determine the payroll hours
and days for the duration of this absence. The sequence for deducting quotas of
different quota types is specified in the deduction rules.
Sl. No. Counting Rule Text SAP Code
1 Casual Leave 500
2 Privilege Leave 510
3 Maternity Leave 520
4 Leave Without Pay (unpaid) 530
* Define Quotas
Absence Quotas
Employees in the enterprise are entitled to leave, additional training, and so on.
These types of entitlements can be stored in quotas; from which absences are
deducted we set up employees. An absence quota is an employees time-limited
entitlement to an absence.
Each absence quota type is assigned a time constraint class, which is checked if
time infotypes collide. Absence quota types can be locked for compensation.
Sl. No. Absence Quota Type SAP Code
1 Casual Leave 10
2 Privilege Leave 20
3 Maternity Leave 30
4 Leave Without Pay (unpaid) 40
Entitlement of Absence Quotas:
BaseAbsence
Sl. No. Type EntitlementQuota Type Entitlement Remarks
Rule
All
employees
of ANIL are
eligible for
10 days in1 Casual
Leave 501 10 10 days a year,
Emp. can
apply mini
of half day,
apart from
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Project AAA
Emp can
apply 10
Half pay
leaves.
Allemployees
of ANIL are
eligible for
31/ 12 days
of privilege
leave per
every
completed
month.2 Privilege
Leave 511 20 31 days Employee
should
apply
minimum of
one day
leave if he
is using
privilege
leave
quota.
Women
employees
are eligible
3 Maternity for 84 daysLeave 521 30 84 days
of
maternityleave
Only Privilege leave will be carried forward to next year but at a maximum of 16
days and rest will be cashed to the employee in the salary as arrears or a ny other
mode of pa yment e.g. cashed amount, et c. Sundays and holidays are counted as
leave if it comes in between the applied. Unauthorized leaves will be deducted from
the employees leave quota proportionately.
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* Define Deductions
Deduction Rules:
It is the rule where absences are deducted from the absence quotas. Quota
deduction does not depend on individual absence types, but is determined by the
Counting rule for absences that is assigned to a n absence type.
Sl. No. Deduction Rule Text SAP Code
1 Casual Leave 502
2 Privilege Leave 512
3 Maternity Leave 522
Selection Rules:
Sl. No. Selection Rule Text SAP Code1 Casual Leave 503
2 Privilege Leave 513
3 Maternity Leave 523
Only Privilege leave will be carried forward to the next year but at a ma ximum of 16
days and rest will be cashed to the employee in the salary as arrears or a ny other
mode of payment e.g. cashed amount, etc.
4.4 Time Wages
* Over Time
Overtime is working time performed in addition to an employee's planned working
time as defined by law (collective agreements, contracts, legal regulations, and
internal company policy). Some Rules and regulations concerning working time
assumed that times defined as overtime are first approved internally.
Overtime approvals can restrict the amount based on his Gross Salary and the exact
working time is recognized as "overtime." The type and amount of overtime
compensation also depends upon these Criteria.
The normal working time of an employee is also used to determine as overtime. It
can also be calculated according to the specific time periods used to perform weeklyor monthly overtime calculation analysis.
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Infotype 0050 is only used if
employee time data is accounted
using the time evaluation
program.
In infotype 0050, one can enter
master data for employees who5. 0050 Time Recording record their clock-in/out times atInformation
a time recording terminal and
control data for time evaluation.
One must maintain this infotype
for all employees who take part
in time recording.
The Maternity Protection infotype
(0080) is an enhancement of the
Absences infotype (2001). The
Maternity Protection infotype6. 0080 Maternity Protection (0080) enables one to record all
absences related to maternity
protection and parental leave.
one can only use this infotype for
female employees
Time quota compensation allows
a financial remuneration of
7. 0416 Time Quota absence entitlements that haveCompensation
not been deducted by absences.
Absences are times when
employees are not at work.
Employees are absent if their
planned working time, as
stipulated in their work8. 2001 Absences
schedules, is not fully worked.
Types of a bsences include:
Leave
Illness
Lateness
You can use the Attendances
infotype (2002) to store special
attendances for employees.
In the Human Resources (HR)9. 2002 Attendances
component, one can recordattendances that define or add to
an employees monthly work
schedule.
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Remuneration Info remuneration info infotype
(2010) to enter wage types
manually and specify information
directly for Payroll.
In the HR system, time eventsare clock-in/out times, entries
for off-site work, and so on,
which are normally recorded by
employees at the time recording
16. 2011 Time Events terminal. If an employee has
forgotten to clock in or out or if
an entry is incorrect, one can
use this infotype to create,
correct, or delete the time
events manually
Time transfers allow one to
make changes to the time
balances that have been
17. 2012 Time Transfer calculated in time evaluation.Specifications
This means that in exceptional
cases one can change the results
of time evaluation online.
You use this infotype to change
18. 2013 Quota Corrections accrual entitlements that are
generated by time evaluation
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* Infotypes Used For Payroll
Compulsory Infotype:
At Anil, compulsory (Indian standard) Infotypes for calculation of Payroll:
Sl. Info
No. type Infotype Text
1 0000 Actions
2 0001 Organisational Assignment
3 0002 Personal Data
4 0006 Address
5 0007 Planned Working time
6 0008 Basic Pay
7 0009 Bank Details
8 0014 Recurring Payments/Deductions
9 0015 Additional Payments and Deductions
10 0021 Family Related Information
11 0416 Time Quota Compensation
* Additional Infotypes for Payroll
At ANIL, additional (Indian standard) Infotypes for calculation of Payroll:
Sl. Info
No. type Infotype Text
1 0045 Loans
2 0037 GSL Insurance
3 0037 Group Sickness
4 0580 Previous employment tax details
5 0581 Housing (HRA / CLA / COA)
6 0582 Exemptions
7 0583 Ca r & conveyance
8 0584 Income from other sources
9 0585 Section 80 deductions
10 0586 Investment details (sec88)
11 0587 Provident fund contribution
12 0588 Other statutory deductions/ LWF
13 0588 Other statutory deductions/ PT
14 0588 Other statutory deductions/ ESI
15 0589 Individual reimbursements
16 0590 Long term reimbursements
17 0591 Nominations
18 0185 Personal ids
19 0267 Off cycle payments
20 2010 Employee remuneration statement
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5 Leave Encashment 7004 Yes Yes
6 Gratuity Payment 7005 Yes Yes
7 Notice Period 7006 Yes Yes
8 Car Maintenance 7007 Yes No
9 Entertainment 7008 Yes No
10 Conveyance 7009 Yes No
11 Medical 7010 Yes No
12 Corporate Attire 7011 Yes No
13 Telephone 7012 Yes No
14 Drivers Salary 7013 Yes No
15 Child Education 7014 Yes No
16 Productivity Allowance 7015 Yes No
17 Punctuality Allowance 7016 Yes No
18 Performance Allowance 7017 Yes No
19 LTC Allowance 7018 No Yes
Loans (Info type 0045): this will include the loan payments / deduction.
Sl. Permissibility Permissibility
No. Wage Type Name SAP Wage Type Code Staff Worker
1 PF Loan 8000 Yes Yes
2 Co-operative Society Loan 8001 Yes Yes
3 Company Loan 8002 Yes Yes
4 Bank Loan 8003 Yes Yes
5 Other Loan 8004 Yes Yes
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* Remuneration Statement
The SAP System enables you to create remuneration statements for your employees.
A remuneration statement contains a clear list of payments and deductions effected
during a payroll run for an employee. The remuneration statement is usually created
after the payroll run, but before payment is effected. If you perform more than one
payroll run in a period, you can creat e remuneration statements after each payroll
run. If corrections are made, original documents are overwritten.
Sl. No. Form Name SAP Code
1 HR Form ZT00
2 Pay Slip Variant ANIL Pay Slip
3 Payroll Schema ZT01
5.4 Integration
The SAP HR Payroll India component integrates with other SAP HR components
such as Personnel Administration and Personnel Time Management. There are
interfaces to Financial Accounting and Controlling. You can run payroll using a
combination of SAP and third-party products.
HR System:
Human Resources wage types are not a ssigned directly to accounts in Accounting
(FI). In the first instance, they are assigned to symbolic accounts . Account
determination for Posting to Accounting is a two-step procedure. For this reason,
changes to the chart of accounts do not affect wage type coding:
1. In the Payroll component, a symbolic account is assigned to a wage type.
Symbolic accounts group wage types that are to be treated similarly for the
purposes of posting.2. The symbolic account is assigned to an account in Accounting (G/L account,
customer account, vendor account).
Financial Accounting System:
Financial Accounting illustrates all business transactions in the enterprise using
postings to the relevant accounts. Posting to Accounting provides the necessary
data for the following components in Financial Accounting:
General Ledger Accounting (FI-GL)
Accounts Paya ble (FI-AP)
Accounts R eceivable (FI-AR)
Special Ledger (FI-SL)
Funds Management (FI-FM)
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Posting to FI/CO and Bank:
After the salary is processed for a particular month, the different components shall
be posted to the respective G/L accounts for proper a ccounting. Prior to posting the
results and creating bank transfer statement s, the payroll data for the particularmonth shall be exited. Any further changes that are to be made shall be taken care
of through retroactive accounting.
The different wage components shall be mapped to respective G/L accounts. After
the posting run, documents shall be posted to FI and CO. The FI document contains
the account wise details and the CO document contains the details at the cost
center level. Further analysis of the payroll results shall be done in the respective
modules.
The salary payment shall happen either through bank transfers, Cheque payments or
through cash. Prior to this, a program called pre-DME (Data Medium Exchange) shall
be run. Subsequent to this another program shall be run, which will generat e the
bank statements in the flat file formats or excel spreadsheets, as required.
In the case of Pay-hold employees, the books shall be booked in the current month
for accounting purposes. However, by excluding the employee in the pre-DME run,
his pay shall be held back.
Below given table elaborates the basis of HR-FI integration
Sl. Element Employee Wage Nature Wage Type G/L G/L Code
No. Group Type Characteris Code Description
Dependent Code tics
1 Basic Both 5000 Expense Primary 421011 Salary
00
2 HRA Both 5001 Expense Primary 421011 Salary00
3 Dearness Worker 5002 Expense Primary 421011 SalaryAllowance (Fixed) 00
4 Dearness Worker 5003 Expense Primary 421011 SalaryAllowance 00
(Variable)
5 VCA Staff 5004 Expense Primary 421011 Salary
00
6 Conveyance Worker 5005 Expense Primary 421011 Salary
Allowance 00
7 Washing Allowance Worker 5006 Expense Primary 421011 Salary
00
8 Other Allowance Staff 5007 Expense Primary 421011 Salary
00
9 Transp ort Staff 5008 Expense Primary 421011 Salary
Allowance 00
10 Special Allowance Worker 5009 Expense Primary 421011 Salary
(Fixed) 00
11 Special Allowance Worker 5010 Expense Primary 421011 Salary
(Variable) 00
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12 Education Worker 5011 Expense Primary 421011 Salary
Allowance 00
13 Comprehensive Worker 5012 Expense Primary 421011 Salary
Allowance 00
14 Refreshment Worker 5013 Expense Primary 421011 Salary
Allowance 0015 Overtime (Without Both 7000 Expense Primary 421011 Salary
C.Off) 00
16 Advances Both 6000 Asset Primary 263421 Salary
00 Advance to
Employee
17 Mess Deduction Staff 6001 Income Primary 000000 Salary
00
18 Ex-Gratia Both 7001 Expense Primary 421221 Bonus / Ex-
00 Gratia
19 Bonus Both 7002 Expense Primary 421221 Bonus / Ex-00 Gratia
20 LTA Staff 7003 Expense Primary 000000 Leave TravelReimbursement 00 Assistance
21 Leave Encashment Both 7004 Liability Primary 185020 Leave00 Encashment
Payment
22 Gratuity Payment Both 7005 Liability Primary 421311 Gratuity
00 Payment
23 Notice Period Both 7006 Expense Primary 421011 Salary
/ Income 00
24 PF Loan Both 8000 Asset Primary 263431 Recovery
00 from P.F
Loan
25 Co-operative Both 8001 Asset Primary 263431 Recovery
Society Loan 00 from Co-
operative
Society Loan
26 Company Loan Both 8002 Asset Primary 263431 Recovery
00 from
CompanyLoan
27 Bank Loan Both 8003 Asset Primary 263431 Recovery00 from Bank
Loan
28 Other Loan Both 8004 Asset Primary 263431 Recovery
00 from other
Loan
29 ESI Employee Both /3E1 Expense Second ary 424951 Employee's
Contribution 00 Contribution
to ESI
30 ESI Employer Both /3E2 Expense Second ary 000000 Company'sContribution 00 Contribution
to ESI
31 ESI Payable Both /3E2 Liability Secondary 166161 Company's
Employer 04 Contribution
Contribution to ESI
32 Provident Fund Both /3F1 Expense Second ary 424021 Employee's
(Emp loyee 00 Contribution
contribution) to Provident
funds
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33 Provident Fund Both /3F3 Expense Second ary 000000 Companys
(Emp loyer 00 Contribution
Contribution) for PF
34 Provident Fund Both /3F3 Liability Second ary 166161 Companys
Payable (Employer 02 Contribution
Contribution) for PF35 Provident Fund Both /3F1 Expense Second ary 422011 Employees
(AAHAR) 00 Contribution
(Emp loyee for (AAHAR)
Contribution) PF
36 Provident Fund Both /3F3 Expense Second ary 422011 Companys
(AAHAR) 00 Contribution
(Emp loyer for (AAHAR)
Contribution) PF
37 Provident Fund Both /3F3 Liability Second ary 000000 Companys
Payable (AAHAR) 00 Contribution
(Emp loyer for (AAHAR)
Contribution) PF
38 LWF Deduction Both /3W1 Expense Second ary 425061 Employee's
(Emp loyee) 00 Contribution
to LWF
39 LWF Deduction Both /3W2 Expense Second ary 000000 Company's
(Emp loyer) 00 Contribution
to LWF
40 LWF Payable Both /3W2 Liability Second ary 166161 Company's
(Emp loyer 08 Contribution
Contribution) to LWF
41 Salary Payable Both /560 Liability Second ary 166331 Salary -
00 Payable
42 TDS/ Income Tax Both /460 Liability Second ary 497101 Staff TDS/
00 I.T.
Deduction
43 P TAX Both /461 Liability Second ary 166161 Staff P Tax
06 Deduction
44 Superannuation Both /3S1 Expense Second ary 424321 Contribution
Fund 00 for Senior Staff
Pension
Fund
45 Superannuation Both /3S1 Liability Second ary 000000 Company's
Fund Liability 00 Contribution
to SeniorStaff
Pension
Fund
46 Car Maint Staff 7007 Expense Primary 000000 Car Maint.
Reimbursement 00 Payment
47 Entertainment Staff 7008 Expense Primary 000000 EntertainmeReimbursement 00 nt Payment
48 Conveyance Staff 7009 Expense Primary 000000 ConveyanceReimbursement 00 Payment
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49 Medical Staff 7010 Expense Primary 000000 Medical
Reimbursement 00 Payment
50 Corp. Attire Staff 7011 Expense Primary 000000 Corp. Attire
Reimbursement 00 Payment
51 Telephone Staff 7012 Expense Primary 000000 Telephone
Reimbursement 00 Payment
52 Drivers Salary Staff 7013 Expense Primary 000000 Drivers
Reimbursement 00 Salary
Payment
53 Child Education Staff 7014 Expense Primary 000000 Child
Reimbursement 00 Education
Payment
54 Productivity Staff 7015 Expense Primary 000000 ProductivityAllowance 00 Payment
(Reimbursement)
55 Punctuality Staff 7016 Expense Primary 000000 Punctuality
Allowance 00 Payment
(Reimbursement)
56 Performance Staff 7017 Expense Primary 000000 Performance
Allowance 00 Payment(Reimbursement)
57 LTC Allowance Worker 7018 Expense Primary 000000 LTC
00 Payment
58 GSLI Staff 6003 Liability Second ary 000000 Contribution
00 for GSLI
59 Group Sickness Staff 6002 Liability Second ary 426331 Contribution
00 for Group
Sickness
Third-Party payments relate to the statutory payables like Income Tax, Provident
Fund, Pension, Professional tax etc. In all the cases, the a mount payable shall be
posted to the correct G/L accounts. The payments shall be made through FI on thebasis of the posted data. Employee wise data can be extracted from HR system.
6. Recruitment
* Purpose
The ability to meet personnel requirements is an important factor for the
success of any enterprise. The success of an enterprise depends on such factors
as the quality and availability of personnel.
The recruitment process consists of various functions, which begin from creatingapplicant data to filling vacant position. We can store applicants that we have not
deemed suitable for a particular vacancy in the applicant pool where they can be
considered for other or future vacancies.
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* Recruitment Process
Utilize the recruitment tools and fulfill the requirement (using the
advertisement, job fairs) for recruitment.
There are two types Recruitment Process:
1. Internal recruitment
2. External recruitment
Internal recruitment
The HR department manages it by working in co-ordination with other
departments.
Customization
Advertising for internal process is done through the news letters and through
internal network.
External recruitment
Job Portals recruitment and advisements are used to attract good quality
engineers. Advertisement and manpower agencies are also used.
Customization
Recruitment process begins as and when vacancies are created either through
the termination actions or through creation of a vacancy of a position bymanagement.
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6.1 Number Ranges
Feature NUMAP used to specify the number ranges for applicants
Sl. No. Number Ranges Application For Type of Range
1 00005000 - 00007000 Internal Application Internal
2 00008000 - 00010000 External Application External
* Media and InstrumentsThe media and instruments used by ANIL in the recruitment process are as
follows:
Sl. No. Instruments Media
1 Press Sandesh, Divya Bhaskar, GujaratSamachar, Times of India
2 Portals Naukri.com and Monster.com
3 Consultants Manpower Consultants
4 Employees Employee References
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* Status of the Applicants
Sl. No. Status ID Status
1 1 In Process
2 2 To be Hired (selected)
3 3 On Hold
4 4 Reject ed
5 5 Contract Offer
6.2 Infotypes Used For Recruitment
Sl. Info
No. type Infotype Text
1 4000 Applicant Actions
2 4001 Applications
3 4002 Vacancy Assignment
4 4003 Applicant Activities
5 4004 Applicant Activity Status
6 4005 Applicant's Personnel Number
7 0139 Employees Applicant No.
Feature:
The following feature used while using Recruitment:
Sl. No. Features Description
1 NUMAP To default this feature in infotype 4000
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