Jeremy Masters, Christos Kotsakis

Implementing Employee and Manager Self-Services in SAP® ERP HCM

Bonn � Boston

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Contents at a Glance

1 Introduction ............................................................................ 19

2 Self-Service Overview ............................................................. 23

3 Value Proposition for Self-Service ........................................... 39

4 The Foundation of Employee Self-Service (ESS) and Manager Self-Service (MSS) ................................................... 49

5 ESS and MSS Installation and Setup ...................................... 71

6 Functionality Available in Employee Self-Service ................... 85

7 Functionality Available in Manager Self-Service .................... 163

8 Advanced Concepts in ESS and MSS ...................................... 261

9 Authorization Management .................................................... 325

10 Enhancing Self-Service Applications ....................................... 361

11 Self-Service Case Study ........................................................... 375

12 Lessons Learned ...................................................................... 385

13 Resources ................................................................................ 409

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Contents

Acknowledgments ..................................................................................... 13Foreword ................................................................................................... 15Preface ....................................................................................................... 17

1 Introduction .............................................................................. 19

1.1 Target Audience .......................................................................... 201.2 Book Layout ............................................................................... 201.3 Product Releases ......................................................................... 221.4 Summary .................................................................................... 22

2 Self-Service Overview ............................................................... 23

2.1 What is a Self-Service Application? ............................................. 232.2 Employee Self-Service ................................................................. 242.3 Manager Self-Service .................................................................. 252.4 Self-Service Delivery Model ........................................................ 26

2.4.1 Basic Service Delivery Model ............................................ 272.4.2 Adapting Service Delivery with Self-Service Applications ... 292.4.3 Employee and Manager Benefits from Self-Service ............ 30

2.5 Delivering Self-Service Applications ............................................ 312.5.1 The Role of the Underlying HR System ............................. 312.5.2 The Role of the Enterprise Portal ...................................... 322.5.3 Role-Based Access ............................................................ 33

2.6 Common Applications for ESS ..................................................... 332.7 Common Applications for MSS ................................................... 352.8 Summary .................................................................................... 37

3 Value Proposition for Self-Service ............................................ 39

3.1 Self-Service Myths ...................................................................... 393.2 The Business Case ....................................................................... 42

3.2.1 Key Self-Service Benefits ................................................... 423.2.2 Employee Value Equals Corporate Value ........................... 433.2.3 Building the Business Case ................................................ 44

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Contents

3.2.4 Aligning Your Self-Service Strategy .................................... 453.3 Summary .................................................................................... 48

4 The Foundation of Employee Self-Service (ESS) and Manager Self-Service (MSS) ..................................................... 49

4.1 Personnel Administration ............................................................ 494.1.1 The Employee ................................................................... 504.1.2 The User ........................................................................... 50

4.2 A Healthy Organizational Structure ............................................. 524.2.1 Organizational Structure Basics ......................................... 524.2.2 Determining the Readiness of Your Organizational

Structure .......................................................................... 544.3 Definition of Manager ............................................................... 57

4.3.1 The “Chief” Manager ........................................................ 584.3.2 Other Managers ............................................................... 62

4.4 Position and Vacancy Management ............................................. 634.5 Workflow .................................................................................... 65

4.5.1 Workflow Basics ............................................................... 664.5.2 UWL ................................................................................. 68

4.6 Summary ................................................................................... 69

5 ESS and MSS Installation and Setup ........................................ 71

5.1 Terminology ................................................................................ 715.2 ESS Installation ........................................................................... 725.3 MSS Installation .......................................................................... 755.4 Configuring Connections ............................................................. 76

5.4.1 Setting Up the JCo Connections ........................................ 765.4.2 Configuring the System Connections in SAP NetWeaver

Portal .............................................................................. 815.5 Summary .................................................................................... 84

6 Functionality Available in ESS .................................................. 85

6.1 Application Components for ESS ................................................. 856.2 ESS Homepage Framework ........................................................ 87

6.2.1 Area Group Page .............................................................. 88

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Contents

6.2.2 Area Page ......................................................................... 906.2.3 Subareas ........................................................................... 946.2.4 Services ............................................................................ 976.2.5 Resources ......................................................................... 106

6.3 Business Package for ESS ............................................................. 1096.3.1 Employee Search (Address Book) ..................................... 1116.3.2 Working Time .................................................................. 1176.3.3 Benefits and Payment ....................................................... 1286.3.4 Personal Information ........................................................ 1376.3.5 Career and Job ................................................................. 1526.3.6 Trips and Expenses ........................................................... 1566.3.7 Life and Work Events ........................................................ 1566.3.8 Corporate Information ...................................................... 161

6.4 Summary ................................................................................... 162

7 Functionality Available in Manager Self-Service ...................... 163

7.1 Application Component for MSS ................................................. 1647.2 What We Will Cover ................................................................... 1647.3 MSS Home Page Framework ....................................................... 166

7.3.1 Area Group Page .............................................................. 1667.3.2 Area Pages ........................................................................ 1677.3.3 Subareas ........................................................................... 1697.3.4 Services ............................................................................ 1717.3.5 Resources ......................................................................... 173

7.4 Business Package for MSS ........................................................... 1747.4.1 Working Time ................................................................... 1767.4.2 Employee Information ...................................................... 1857.4.3 Personnel Development (Competencies, Performance

Management, and Training) .............................................. 1967.4.4 Compensation Management ............................................. 2047.4.5 Personnel Administration ................................................. 2167.4.6 Recruiting ......................................................................... 2247.4.7 Headcount Planning ......................................................... 2287.4.8 Organizational Management ............................................. 2317.4.9 Position Profile ................................................................. 2317.4.10 Organizational Unit Profile ............................................... 2417.4.11 Organizational Charting .................................................... 250

7.5 Generic iViews ............................................................................ 252

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Contents

7.6 Reporting ................................................................................... 2577.7 Summary ................................................................................... 259

8 Advanced Concepts in ESS and MSS ........................................ 261

8.1 OADP ......................................................................................... 2628.1.1 Overview .......................................................................... 2628.1.2 Organizational View Groups ............................................. 2658.1.3 Organizational Views ........................................................ 2668.1.4 Object Selection Rules ...................................................... 2698.1.5 Object Selections .............................................................. 2748.1.6 Data View Groups ............................................................ 2818.1.7 Data Views ....................................................................... 2828.1.8 Column Groups ................................................................ 2838.1.9 Columns ........................................................................... 2848.1.10 OADP Overview .............................................................. 2898.1.11 OADP Table View and Table View Cluster Inventory ......... 2908.1.12 OADP within Portal Configuration .................................... 2928.1.13 Migration from Old OADP Tables in Previous SAP

Versions ........................................................................... 2938.1.14 Testing OADP Configuration ............................................. 295

8.2 Advanced Workflow Topics ......................................................... 2978.2.1 Core Workflow Principles for Self-Service ......................... 2978.2.2 Approval Levels ................................................................ 2998.2.3 Escalation Procedures ....................................................... 3018.2.4 Standard Self-Service Workflows Available ........................ 302

8.3 Delegation .................................................................................. 3068.3.1 Approval Authority ........................................................... 3088.3.2 Transactional Authority ..................................................... 3128.3.3 Delegation Implementation “Gotchas” ............................. 318

8.4 Checklists and Guided Procedures ............................................... 3198.4.1 Guided Procedures ........................................................... 320

8.5 Summary ................................................................................... 324

9 Authorization Management ..................................................... 325

9.1 Important Authorizations within ECC for Self-Service .................. 3269.1.1 S_SERVICE ........................................................................ 3279.1.2 S_RFC ............................................................................... 329

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Contents

9.1.3 P_PERNR ....................................................................... 3309.1.4 PLOG ............................................................................. 3329.1.5 P_ORGIN/P_ORGINCON ................................................ 3359.1.6 P_HAP_DOC .................................................................. 3379.1.7 Summary of Main Authorization Objects Used in ESS

and MSS ........................................................................ 3399.1.8 Activation Switches in T77S0 ......................................... 341

9.2 Standard Roles in Self-Service ..................................................... 3429.2.1 Editing Roles and Authorizations for Web Dynpro Services 345

9.3 Using Structural Authorizations with Self-Service ........................ 3489.3.1 Overview ....................................................................... 3489.3.2 Function Component RH_GET_MANAGER_ASSIGNMENT 3499.3.3 Context-Sensitive Authorizations .................................... 3509.3.4 Structural Authorizations in PM ...................................... 352

9.4 Portal Permissions ....................................................................... 3539.4.1 Permission Editor ........................................................... 3539.4.2 Setting Up Permissions to Security Zones ....................... 3549.4.3 Setting Up Permissions to Portal Content ....................... 356

9.5 Important SAP Notes ................................................................. 3579.6 Data Privacy ............................................................................... 3589.7 Summary .................................................................................... 360

10 Enhancing Self-Service Applications ........................................ 361

10.1 Terminology ................................................................................ 36110.2 Supporting Enhancements to Standard Applications ................... 36310.3 Setting Up the Environment ........................................................ 365

10.3.1 Define a Domain ............................................................ 36610.3.2 Create a New Track ........................................................ 36710.3.3 Add Software Components to Track ............................... 36910.3.4 Configure Runtime Systems for the Track ........................ 37010.3.5 Import Software Components Into the Track .................. 37110.3.6 Importing the Development Configuration ..................... 372

10.4 Summary .................................................................................... 373

11 Self-Service Case Study ............................................................ 375

11.1 Business Landscape ..................................................................... 37511.2 Business Challenges .................................................................... 377

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Contents

11.3 Transformation Objectives ........................................................... 37711.4 Project Scope for Self-Service ...................................................... 378

11.4.1 Employee Self-Service (ESS) Scope .................................. 37911.4.2 Manager Self-Service (MSS) Scope .................................. 379

11.5 Service Delivery Model ............................................................... 38011.6 Role of the HR Generalist ............................................................ 38111.7 Training ...................................................................................... 38211.8 Results ........................................................................................ 38211.9 Critical Success Factors ............................................................... 38311.10 Summary .................................................................................... 383

12 Lessons Learned ........................................................................ 385

12.1 Self-Service Processes and Applications ....................................... 38612.1.1 ESS Processes and Applications ...................................... 38612.1.2 MSS Processes and Applications ..................................... 389

12.2 Change Management .................................................................. 39312.2.1 Adoption and Compliance .............................................. 39312.2.2 Communication .............................................................. 39512.2.3 Stakeholder Management .............................................. 396

12.3 System Implementation .............................................................. 39812.3.1 System Considerations .................................................... 398

12.4 Summary .................................................................................... 407

13 Resources .................................................................................. 409

13.1 Solution Documentation on SAP Service Marketplace ................. 40913.2 SAP Online Help ......................................................................... 41213.3 SAP Notes on SAP Service Marketplace ...................................... 41213.4 SDN (SAP Developer Network) ................................................... 41613.5 HR Expert ................................................................................... 41613.6 Annual Conferences .................................................................... 41813.7 User Communities ...................................................................... 41913.8 Internet Search Engines .............................................................. 41913.9 Summary .................................................................................... 419

The Authors ............................................................................................... 421

Index ........................................................................................................... 423

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39

A business case is the foundation for which intelligent decisions are made and serves as a baseline by which future operations can be measured.

Value Proposition for Self-Service3

Before investing in an online workplace that delivers self-service applications, you should make an attempt to calculate the return on the investment. To do this, you need to construct a business case that clearly explains how the effort will enhance corporate value. The business case is not just to benefit the C-level executives or to get funding for the project. The goal of the business case is to clearly define the value proposition and serve as a reference for those implementing the project and managing future operations. Once the project is completed and the system is implemented, your business case should serve as a baseline of planned efficiencies or metrics to measure corporate value.

Creating a business case is not always straightforward and many organizations wrestle with the business case for self-service. Although the value to the business is clear; it may be challenging to articulate this value in the form of a business case with a solid Return on Investment (ROI).

This chapter is dedicated to the creation of a business case for Employee Self-Service (ESS) and Manager Self-Service (MSS). Because companies vary in size and can be very different in terms of markets, types of employees, and reliance on shared services, we will focus on highlighting possible value propositions. You can take each value proposition alone or link it with others to create a business case that will resonate with your company.

Self-Service Myths3.1

Before we start building a business case for self-service, we need to delve into some of the myths that surround the approach and the technology. It is important to understand these challenges to conventional thinking so that you can address them in your company.

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ValuePropositionforSelf-Service3

Myth #1: Self-service delivered over a web channel will dramatically reduce, or even replace, phone calls to service centers

The first myth is not necessarily a myth; it definitely challenges conventional think-ing because it is predicated on the fact that every web self-service interaction is represented by a phone call to a service center. The reality is that web interactions are no longer directly linked to a phone call and in many cases are never measured against the introduction of web interactions.

Let’s examine this closer. In some very specific cases a self-service transaction will drive calls lower. For example, using an application to request a forgotten pass-word can dramatically reduce the number of calls to the help desk. Does this not validate the myth? Yes, but if you simply look at targeted self-service applications, you will get a different result. If you step back and look at a holistic self-service solution that encompasses many transactions across multiple functions, you will quickly realize that the same dramatic results may not materialize. Why is this the case?

The reality is that self-service applications will expose a hidden demand that exists across the organization. The processes that can be moved to self-service on the web happen in many forms. Participants in the process use a variety of methods to accomplish the work including paper, email, and fax. The hidden need becomes greater as the organization grows with more processes and as it expands globally with variations in the process.

The other factor that comes into play is adoption. In order for your organization to dramatically reduce calls, you would need an increase in the adoption of self-service transactions for the majority of the organization. Although calls to the ser-vice center will be reduced to some degree, try to think broader than just reduced calls to the service center when making your business case. Focus on the increased productivity by channeling commonly defined processes with automated data col-lection and centralized processing.

Myth #2: Implementing self-service is fast and easy

Sometimes this is a true statement because companies choose to implement a simple self-service transaction and limited policy information, but for the most part it is neither fast nor easy. SAP software has dramatically improved both the

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Self-ServiceMyths 3.1

usability of self-service applications and the underlying technology making it sim-pler to implement self-service applications more quickly, but if this is your com-pany’s first attempt at self-service transactions, consider that the underlying data may need to be cleansed, a proper communication plan needs to be created, and all the accompanying processes may need to be reengineered.

Myth #3: Self-service technology will reduce headcount

The reality is that you might be able to save headcount, but it is not a guaranteed result of implementing self-service technology. Most organizations believe they can decrease personnel in specific areas, such as phone support. With well-engi-neered self-service applications, users will not need to call for information because it is available in tandem with online transactions. Although this is predominately the case, the higher level support required to handle the escalation of issues are rarely affected, and with the addition of higher skilled workers to support the sys-tem the intended cost savings may not materialize.

Companies can expect to achieve an overall curbing of headcount as they adopt self-service applications. They can handle more transactions without the need of adding resources in each support tier and can also tailor the support interactions to provide a higher quality of service.

Myth #4: Introducing self-service to employees and managers will be perceived negatively

This myth comes from the common argument that managers will not accept having to do additional administrative work that is currently being executed by Human Resources (HR). The reality is that all users appreciate the ability to have a well-designed process and system for executing transactions. This applies to almost every aspect of self-service transactions. Managers who are properly trained in the process and application are far more effective in completing administrative processes with less effort and more immediate feedback.

Companies that make the effort to design effective processes that consider self-ser-vice components, implement effective self-service applications, and communicate the change will realize very high adoption rates and little resistance from managers who now have to complete administrative transactions.

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ValuePropositionforSelf-Service3

The Business Case3.2

Self-service strategies help companies attain business value by reducing transaction and business process costs, improving data accuracy, and by shifting the focus of service centers and HR to a more strategic focus that produces business value. So let’s first discuss some key benefits of self-service.

Key Self-Service Benefits3.2.1

As we discussed in the previous chapter, self-service implementations change the service delivery model by driving transactions to the lowest level and improve each of the four variables that affect employee and organizational value:

Service availability goes upEE

Cost goes downEE

Quality goes upEE

Completion times go downEE

The following self-service benefits define the high-level groupings that you can use in your business case and link to the four variables listed previously:

Benefit #1: Redefined processes that increase HR effectiveness

Self-service expands a company’s reach and enables it to better address the employee lifecycle. Companies can move beyond the normal processes and become more competitive in recruiting, hiring, onboarding, training, and reward-ing employees.

With self-service in place, companies can move to dramatically change the role of the service center as well. Current service centers typically walk employees through transactions, conduct transactions that are triggered by a phone call to the service center, process paper-based transactions, and process data entry requests. Service centers within a self-service strategy shift to a more strategic role as the service employees can answer more sophisticated policy-oriented questions and handle specific questions related to the self-service process.

The real value sought after by companies implementing a self-service strategy is the reduction of workload and the creation of more bandwidth for strategic busi-ness objective-aligned efforts. The reduction in time is very small with respect to

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TheBusinessCase 3.2

employees but it becomes fairly significant for HR Generalists and HR Specialists, such as compensation and benefits personnel.

Benefit #2: Reduced transaction processing time

Additional business value is derived from process transaction time. Employees and managers can see a dramatic decrease in the time it takes to process a transac-tion — especially with ESS, where the transaction is completed instantaneously and the employees see immediate confirmation.

Benefit #3: Increased data accuracy

Data accuracy is also improved by having the transactions completed by the employee and manager, thereby eliminating the need for reentry of data by a ser-vice center or HR resources.

Benefit #4: Reduced transaction costs for commonly executed transactions

Each time a transaction is executed, it carries an internal (and sometimes external) cost. From our assessment of various clients, we found that internally executed HR transactions can carry an average cost of approximately $17 and can be reduced by approximately 50% with the introduction of self-service transactions that divert the workload away from HR.

Employee Value Equals Corporate Value3.2.2

Much of the value that companies realize when implementing self-service is diffi-cult to measure and most likely falls into the category of intangible benefits. When it comes to corporate value, intangible benefits are as important as tangible ones. It is critical to understand the positive impact that effective processes and well-defined tools have on an organization. Employees experience less frustration, are more apt to comply with administrative processes, and reduce overall workload for everyone involved in the process.

This may not lead to headcount reduction, but it can lead to higher productivity levels and additional focus on more critical business objectives.

Additionally, companies can extend their reach to potential employees and busi-ness partners allowing them to feed directly into the central Enterprise Resource

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ValuePropositionforSelf-Service3

Planning (ERP) systems. Potential employees can find important information about the company and culture, making them more likely to join the company. The onboarding process can be streamlined by having new employees fill out forms before they start employment.

Building the Business Case3.2.3

Building the business case for self-service strategy and implementation typically involves these four steps:

Identify processes, applications, and participants:1. List the processes that you want to expose via self-service and the roles that are affected in the organization.

Identify potential cost savings:2. Determine cost savings considering process improvement, reduction in processing times, and data accuracy.

Assess project parameters:3. Determine project approach, timeline, and estimated cost for software and implementation.

Decide whether to pursue the project:4. This involves determining the company’s internal metrics, matching costs to business goals, identifying costs associat-ed with human components, and the opportunity costs of not pursuing the project.

Identify Processes, Applications, and Participants

The core of the business case needs to include the processes that you will redesign, the applications that you will introduce to make the processes more efficient, and the roles that are affected. We typically categorize this section in our business case by breaking down ESS and MSS into three main categories with each category offering more complexity and a greater opportunity for ROI.

The first category of self-service is the publishing of policies, procedures, links to forms, and HR checklists that provide the foundation for self-service processes and applications. Employees can quickly find information about policies that affect them and reference the procedures and forms for executing transactions.

The second category of self-service is the simple transactions that can be completed in their entirety, change underlying data in the source HR system, and provide the employee with immediate feedback. It also includes the availability of HR data, such as remuneration statements for employees, compensation and organizational data for managers, and reports for HR Generalists.

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TheBusinessCase 3.2

The last category of self-service is the complex transactions that require the col-laboration of various people to successfully complete the process via workflow. This category includes transactions like promotions, transfers, salary changes, and terminations. These are fairly complex transactions and originate with employees or managers, reviewed by HR, and can ultimately be processed by an administra-tor or service center.

Aligning Your Self-Service Strategy3.2.4

Another element in the business case is the alignment of the self-service strategy with the corporate and HR service strategies. The business case should attempt to link the processes that are being enhanced or implemented by showing how they support the underlying service delivery strategy or business objectives.

The following are some client examples that we used when linking self-service strategies to HR service strategies and business objectives:

The company is experiencing high growth globally and is expected to add EE

between 20% and 30% more employees and contractors in the next year. Stan-dardized onboarding and talent management processes will be required to quickly onboard employees and measure, develop, and reward them in order to retain key resources and reduce turnover.

HR is moving to a lower cost provider for benefits processing and will need to EE

implement an online benefits center where employees can enroll in benefits, review policies, verify participation in plans, and submit benefits claims. This will enable HR to reduce the overall costs associated with delivering benefits administration, increase employee satisfaction, and decrease the number of ser-vice center calls associated to policy inquiries.

Investments are being made in global research and development that require EE

a higher degree of collaboration amongst employees. Self-service applications will be introduced to capture employees skills and qualifications to better lever-age talent on a global scale. Additionally, metrics and processes will be put in place to enable specific projects to leverage the qualified resources that are most cost effective.

Employee retention has become a critical component to maintaining a com-EE

petitive advantage in our primary markets. HR will implement an extension to compensation administration that will enable managers to view employee’s holistic compensation and make direct compensation recommendations for

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ValuePropositionforSelf-Service3

merit, bonus, equity, and market adjustments in one cohesive and intuitive tool. Additionally, employees will be provided with an online total compen-sation statement that shows a summarized view of their direct and indirect compensation.

Identify Benefits and Potential Cost Savings

Once you have identified which processes you will be enhancing and the roles that are affected, you can begin to identify the benefits and potential cost savings that will be realized by adopting and implementing or extending the self-service strategy. This varies greatly in each company and must be looked at very carefully. Each company is at various stages of growth and maturity and one size does not fit all. Here are some of the ways you can approach this step and complete the ROI section of the business case:

Harvest transactional data from your current HR system and determine how EE

many of the transactions that you are targeting for self-service occur on a monthly basis.

If applicable, further breakdown the transaction metricsEE by determining the source and connecting them to a larger process. For example, you could use the number of position changes average per month and connect them to the number of transfers and promotions initiated by managers per month versus the ones created as part of a reorganization, reduction in force, or an organiza-tion maintenance.

Attempt to determine the total cost per transactionEE by looking at all the labor and waste involved in the process surrounding the transaction. This usually involves taking loaded labor rates and dividing the number of transactions that are completed on an average month. This does not need to be scientific, because only a portion of this cost can be avoided using self-service anyway.

Clearly identify waste in the process. This is sometimes difficult, but when you EE

closely review a process you will find that some portion is either redundant or requires too many handoffs to complete. You should target any unnecessary approvals or stops in the process that don’t add value.

Focus on data accuracyEE and issues that result with data entry off of forms being submitted to HR or the service center. Transactions that result in input error require significantly more time to correct and will alter the total cost per trans-

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TheBusinessCase 3.2

action because it engages more people than are normally required to enter and complete the transaction.

Quantify the mailing and printing of materials that can be avoided by making EE

the information available online. This can range from remuneration and com-pensation statements to benefits enrollment forms and plan books that are usu-ally sent to employees to decide which benefits plans they can elect.

Quantify the workload that HR and HR service centers need to perform to EE

support existing transactions and contrast it to the reduced workload or time savings after self-service is introduced. You have several options at this point to either highlight reduced headcount in those areas or increased capacity for strategic work.

The preceding bullet points provide a good starting point and can help structure your business case to highlight all of the areas that can return value to the business. This is by no means an exhaustive list of areas to look at but can get you thinking of how to approach your business case.

In contrast to these points, you will need to focus on the costs associated to sup-porting your self-service platform by taking into consideration software licensing, hardware, support, and increase technical resources. These items will reduce your ROI but, if included, will provide a balanced view of the benefits that can be real-ized when implementing self-service.

Assess the Project Parameters

Once you have defined what you are going to deliver and the potential return on investment, you must move to estimate the cost of implementation. This will pro-vide a further basis for the ROI because you can include the one-time cost for the project implementation. When assessing the project, you may want to consider sending out a Request for Proposal (RFP) to get competitive quotes from leading vendors. At this point, you should have a clear idea of what you want to imple-ment as well as the benefits you wish to receive by implementing this project. Vendors will also be able to validate your assumptions and help you think through issues that you may have missed.

It is important to provide a detailed breakdown of the project costs when deliver-ing them as part of a business case. We recommend that you include the following summarized costs with the details available in an appendix.

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ValuePropositionforSelf-Service3

Total internal and external budget needed to complete the project. (This can EE

further be broken out in phases like requirements, design, development, etc.)

Total hardware and software budget.EE

Total training required for new technology.EE

Total budget required for expenses such as travel and lodging. (This can be sig-EE

nificant depending upon the size of the project and the number of out-of-town consultants.)

This section of the business case should also contain the project timeline with high level project milestones and a resource breakdown with the types of resources and associated costs.

Determine Whether to Pursue the Project

This section of the business case is dependent on how your company approaches business cases. What we have typically done at the end of the business case is list the key benefits and the lost opportunities of not pursuing the project. We have also laid out the ROI showing how fast the value can be realized after the proj-ect has been implemented. At a minimum, we recommend that you include the base criteria for making the decision and what would happen if the project was rejected.

Summary3.3

In this chapter, we covered a range of value propositions that can be adapted and added to your business case as you develop it. When putting your business case together, it is important to think holistically and think in concrete terms of time and cost savings that can be realized by implementing ESS and MSS. Your busi-ness case should also be viewed as a living document that gets updated through-out the project as decisions around scope and processes are made. It is critical that the impact of those decisions be reflected and metrics refined so that the planned efficiencies can be measured effectively and accurately.

In the next chapter, we will discuss some of the foundational components of ESS and MSS needed to get you started in the right direction for a successful implementation.

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423

80/20 Rule, 391

A

Absence days, 181Access control, 318Accounting

In organizational unit profile, 243In position pProfile, 237

Activation switches, 341Address, 138Adobe Acrobat, 405Adobe document services, 72Adoption, 40, 41, 386, 389, 393AL08, 399Application case, 148Application component, 85Appraisals iView, 200Approvals, 261

Multistep, 299One-step, 299

Archived documents, 194, 195ArchiveLink, 192, 194Area group pages, 87, 88, 89, 166Area pages, 87, 167

Changing, 91Custom, 93Definition, 90Hiding, 91

ASUG, 419Attendance overview, 176Authorization management, 325Authorizations, 298

For enteprise compensation management, 335

B

BAdI HRBEN00PAY0013, 136BAdI HRBEN00TCS0001, 136

BAdI HRCMP00TCS0001, 136BAdI HRCMP00TCS0002, 136BAdI HRCMP00TCS0003, 136BAdI HRCMP00TCS0004, 136BAdI HRCMP00TCS0005, 136BAdI HRCMP00TCS0006, 136BAdI HRECM00_CRS, 136BAdI HRPDV00TCS0001, 136BAdI HRPDV00TCS0002, 136BAdI HRWPC_EXCL_MANAGERS, 271, 315BAdI HRWPC_MOD_NAVOBJECTS, 276BAdI HRWPC_PCR_APPR_FORM, 305BAdI HRWPC_RQ_APPR_FORM, 305BAdI HRXSS_PER_BEGDA, 148, 151BAdI HRXSS_PER_SUBTYPE, 151BAdI PT_GEN_REQ, 125BAdI XSS_REM_INTERFACE, 132, 400Bank details, 141Bargaining units, 57, 358Basic service delivery model, 28BC-SEC-AUT-PFC, 357Benefits, 50, 157Benefits enrollment, 24, 130Birth/Adoption, 157Blackout period, 399B_NOTIF, 340Browsers, 405Business case, 39, 44Business intelligence, 165, 258Business objectives, 43, 45Business package, 71, 72, 73, 75, 76Business package for common parts, 175Business process expert community, 416Business workplace, 66

C

CA-ESS, 86, 412CA-ESS-ITS, 86, 413CA-ESS-WD, 86, 357, 413Campaign, 396

Index

188 Book.indb 423 10/6/08 1:44:22 PM

424

Index

Candidate status overview, 227Case study, 375CA-TS-IA-XS, 413Central build services, 362Change in employment status, 157Change management, 26, 393Change management service, 362Change own data, 116Checklist

Examples, 320Checklists, 44, 319, 387Chief, 32, 52, 55, 58, 61, 298Chief manager relationship, 32Claiming process, 65CL_HRWPC_SEARCH_VIA_SELID, 278Clock-in/out corrections, 124CL_PAYSLIP_PROXY_SERVICE, 102CL_PT_REQ_WF_ATTRIBS, 125Code of business conduct, 161Coherence relationship, 284Column group, 283Column header, 287Column header type, 287Columns, 283, 284, 285, 286Communication, 395Communication plan, 41Company property, 192Compensation

In position profile, 236Compensation adjustments, 212Compensation approval, 207, 208Compensation eligibility, 210, 211Compensation guidelines, 209, 210Compensation management, 53Compensation planning, 205Compensation specialists, 20Compensation statement, 47Compliance, 393, 404Component Build Service (CBS), 403Component model, 362Composite Application Framework (CAF), 157, 320Confirmation screen, 104, 105Context-sensitive authorization, 350, 351Corporate value, 43Cost Distribution

In organizational unit profile, 247In position profile, 234

Cost per transaction, 46Create new candidate assessment, 225, 226Create new requisition request, 224Critical success factors, 383Custom relationships, 63, 392

D

Data accuracy, 43, 46Data categorization, 359Data entry, 46Data entry profiles, 122Data masking, 359Data privacy, 57, 318, 358, 359, 404Data scrambler, 406Data view, 282Data view group, 281Deadline monitoring, 301, 391Decentralized HR, 381Delegation, 261, 306, 392

Approval authority, 308Lessons learned, 318Life span, 307Natural delegates, 313Online management, 317Portal environment set up, 316Processes, 307Transactional authority, 312

Delete duplicates, 271Delivery model

For self-service, 26Design time repository, 362Development component, 362Direct report

Definition, 60Disclosure, 57Divorce, 157Domain, 366DTR, 362

188 Book.indb 424 10/6/08 1:44:22 PM

425

Index

E

Effort reporting, 117EIC_SERVICE_REQUEST, 102Emails, 395Employee, 50Employee group/subgroup

In position profile, 236Employee Interaction Center (EIC), 103EMPLOYEE_PERSINFO_ERP2005, 90Employee search, 186, 187, 264, 267, 268Employee self-service

Definition of, 24List of common applications, 33

Employee self-service business package, 110Enhancement spot APPR_CUST, 304Enhancement spot PT_ABS_REQ, 181, 304Enterprise Compensation Management (ECM), 204Enterprise portal, 32Enterprise resource planning, 19EP-PCT-MGR-HR, 164, 413EP-PIN-SEC-ACL, 357E-Recruiting, 63, 152, 153Evaluation path, 272Exclude managers, 271Executives, 20Explore, 389

F

Family members/dependent data, 146Feature

HRFOR, 128WEBMO, 118

Floorplan manager, 17Forms editor, 131Function group, 329Function module, 269

G

General data, 188General description

In organizational unit profile, 244General track data, 369Generic iView for lists, 253Generic iView for tables, 255, 256Generic iViews, 253Global standardization, 26Guided procedure

Runtime, 321Guided procedures, 157, 261, 319, 320

Runtime work center, 322

H

HAP00/AUTHO switch, 352HCM processes and forms, 17, 216, 219Headcount planning, 228Headcount reduction, 41Hierarchical relationships, 284Holders

In position profile, 238Home, 387Home page, 387Home page framework

For manager self-service, 166Homepage framework, 17, 387

Employee, 87HR administrative services, 128HR_CMP_TCS

SMARTFORM, 135HR expert, 416HR forms, 128, 131HR generalist, 20, 382HR OCI, 250HR service delivery model

Variables affecting value, 27HR transformation, 377

Objectives, 377HRUS_D2, 308HRWPC00_HEADCNT2CO

BAdI, 230HRWPCABS (filtering absence records), 182HRWPC_CB_CONTENT, 285HRWPCEP1

Enhancement, 216HRWPC_OADP_EXCLUDE_MANAGER, 271

188 Book.indb 425 10/6/08 1:44:22 PM

426

Index

HRWPC_OADP_TEST, 295HRWPC_PATHROOTS, 273HRWPC_PCR_APPR_NEXT, 305HRWPC_RQ_APPR_NEXT, 305

I

IF_XSS_SER_PROXY_SERVICE, 102Information cockpit, 396Infotype 0000, 49Infotype 0002, 143Infotype 0006, 138Infotype 0009, 141Infotype 0021, 146Infotype 0105, 50Infotype 1005 (planned compensation), 63Infotype 1007 (vacancy), 63Infotype 1217, 310Internet access, 400Internet Graphics Server (IGS), 181Internet Transaction Server (ITS)

Security for, 342I_QMEL, 340IT0032, 114IT0105, 114

J

J2EE development, 403JCo connections, 76Job

Definition of, 63

K

Key benefits of self-service, 42Kiosks, 401Knowledge harvesting, 19Knowledge management, 389

L

Landing page, 387Languages, 163Launchpad, 257Leave entitlement, 120Leave request, 117Life and career events, 31, 386Life and work events, 157Long-term incentives, 213LPA (reporting launchpad), 257

M

ManagementLine, 57Middle, 57Senior, 57

ManagerBudgeting, 62Compensation approval, 62Definition, 57Dotted line, 62Dual line, 62Functional, 62Headcount approval, 62Legal, 62Operational, 62Succession planning, 62

Manager’s desktop, 257Manager self-service

Definition of, 25List of common applications, 35

MANASS, 349Marriage, 157Matrixed Organization, 60Media library, 409, 410Messaging, 388Metrics, 39, 44, 45, 46, 48, 56Monitoring of tasks, 190MSSDIREC, 272MSS implementation approach, 390MSS SAP help documentation, 410My first days, 157, 322My life and career, 388

188 Book.indb 426 10/6/08 1:44:23 PM

427

Index

MythsSelf-service, 39

My workplace, 388

N

Navigation, 387Navigation objects, 274, 276NetWeaver, 85, 400, 401NetWeaver Developer Studio (NWDS), 403NetWeaver Development Infrastructure (NWDI), 403Notifications, 396, 406

Email, 66Workflow, 66

O

OADPMigration program, 293Portal configuration, 292Table inventory, 290

OADP frameworkOverview, 289

Object and Data Provider (OADP), 20, 62, 410Objective setting and appraisals, 337Object search, 278, 281Object selection, 274, 276Object selection rule, 269, 271Object type P, 50Object type Q, 155Object type QK, 155Object type US, 52Object type WS, 66Onboarding, 45, 404Onboarding process, 44OOQA, 155OOSB, 336, 338Organizational chart, 114Organizational charting, 250

Third-party vendors, 250Organizational chart launcher, 251Organizational chart link, 250Organizational chart tester, 252

Organizational structure, 32, 52, 298Readiness, 56

Organizational unit, 53Organizational unit profile, 231, 241Organizational unit search

In organizational unit profile, 242Organizational view, 266Organizational view group, 265ORGEH_T, 272

P

PA-AS, 216P_ABAP, 340PA-ESS, 86, 412PA-ESS-DE, 86, 412PA-ESS-OCY, 413PA-ESS-US, 86, 413PA-ESS-XX, 86, 413PA-ESS-XX-CE, 86, 413Parameter group, 279Parameter value, 279Participation overview, 131P_ASRCONT, 340Payroll, 50, 407Paystubs, 399P_CERTIF, 340PE51, 131Performance management, 53, 388Performance testing, 402Permissions Editor, 353, 355, 356Personal data, 143, 190Personally Identifiable Information (PII), 325, 358, 392Personnel administration, 50Personnel change request, 63, 217, 219, 262, 388, 391

Direct launch, 222Scenarios, 221

Personnel development, 196PFCG, 342PHAP_CATALOG, 338P_HAP_DOC, 327, 337, 338, 339, 352Photo, 192P_HRF_INFO, 340

188 Book.indb 427 10/6/08 1:44:23 PM

428

Index

P_HRF_META, 340Pictogram, 88Planning transfer, 229PLOG, 332, 334, 339P_LSO_FOUP, 340P_LSO_TU, 340Policies, 44P_ORGIN, 326, 334, 335, 339P_ORGINCON, 335, 336, 339, 351Portal Content Directory (PCD), 353, 356Portal inbox, 396Portal permissions, 353, 354, 356Portal roles, 33Position

Definition of, 63Position Description

In position profile, 233Position holders

In organizational unit profile, 246Position management, 63Position profile, 231Position requirements, 198, 199Position search, 232P_PCLX, 340P_PCR, 340P_PERNR, 326, 330, 339PPOSE

Transaction, 61P_RCF_ACT, 340P_RCF_APPL, 340P_RCF_POOL, 340P_RCF_STAT, 340P_RCF_VIEW, 340P_RCF_WL, 340Procedures, 44Process checklists, 387Process redesign, 25, 44Procurement, 111Product releases, 22Profile generator, 346Profile match-up and required training, 202Project costs, 47Project sponsor, 397Proxy class, 102, 172P_TRAVL, 340

PT_RC_UI_XS, 413PTREQ_STATUS_TRA, 125

Q

Qualification catalog, 154, 155Qualification details

In organizational unit profile, 249Qualification group, 155Qualifications, 196

In organizational unit profile, 248Quick links, 88, 102

R

Record locking, 398Record working time, 120Recruiting, 224Relationship

012, 58Reminder of Dates, 182Renumeration statement, 47“Reports To” relationship, 62Requirements

In position profile, 239Requisition status overview, 226Resource, 173Resources, 87, 106Resource server, 107Return on investment, 39, 46, 47, 379RH_GET_MANAGER_ASSIGNMENT, 348, 349RH_GET_ORG_ASSIGNMENT, 348Role

Employee self-service, 110Roles, 44, 46Root objects, 274RP_OADP_MIGRATE_CUSTOMIZING, 293, 294RPTARQUIATEST

Program, 182RPTCORAPP, 126RPTCORAPTEST, 126RPTCORDBDEL, 126

188 Book.indb 428 10/6/08 1:44:23 PM

429

Index

RPTCORDBVIEW, 126RPTCOREMAIL, 126RPTCORERR, 126RPTCORLIST, 126RPTCORPOST, 126RPTCORSTOPWF, 126RPTCORTMAIL, 126RPTCORUIATEST, 126RPTREQAPPRCHK, 126RPTREQWEBMO, 126Rule groups, 178, 180

S

Salary data, 213, 214Salary development, 215Salary statement, 131SAPDEFAULTESS_ERP2005, 88SAP_EMPLOYEE_ERP05, 342SAP_EMPLOYEE_ERP05_US, 329SAP_EMPLOYEE_ERP05_xx, 342SAP_EMPLOYEE_ERP_13_xx, 342SAP Enterprise Portal, 32SAP_ESSUSER, 342SAP_ESSUSER_ERP05, 342SAP Insider HR conference, 418SAP Learning Solution (LSO), 202SAP_MANG, 272SAP NetWeaver Portal, 32SAP notes, 412SAPPHIRE, 418S_BDS_DS, 340SBESX, 348, 349Security, 403

Troubleshooting, 357, 358Security zones, 354Segregation of duties, 359Selection ID, 280Self-service, 19

Benefits of, 23Self-service application, 23Self-service strategy, 45Self-service technology, 23Service, 287

Custom, 103

Service center, 24, 40, 42Service delivery model, 380

Tier 1, 28Tier 2, 29Tier 3, 29Tier 4, 29

Service delivery tiers, 29, 381Service marketplace, 409, 412Services, 87, 95, 97, 171

Creating for other countries, 150Help, 102Remove, 104

Service typeBSP, 99ITS, 99PORTALPAGE, 99URL, 99WDABAP, 99WEBDYNPRO, 99

Service types, 98Shared services, 52SHRM, 419Single sign-on, 72Skills Profile, 153SM04, 399S_MWB_FCOD, 340Software component, 362Solution documentation, 409SOST, 406Span-of-control, 59, 60S_RFC, 325, 327, 328, 329, 339, 345S_SER_ONBE, 340S_SERVICE, 325, 327, 328, 339, 345S-S relationships, 62Stakeholder management, 397Start processes, 217, 218Steering committee, 397Stress testing, 402Structural authorization, 319, 348SU22, 345SU24, 345Subarea, 169

Definition, 94Subareas, 87Substitution, 261, 298, 308

Personal, 308

188 Book.indb 429 10/6/08 1:44:23 PM

430

Index

Position-based, 308, 309Subtypes

Activating, 148S_USER_GRP, 340System landscape, 82System landscape directory, 71System Landscape Directory (SLD), 403SY-UNAME, 50

T

T77PR, 336T77S0, 113T77UA, 352Talent management, 45Target audience, 20Targets objects, 274Task classifications, 311Team calendar, 179Terminate employment, 157Terminology, 394Testing, 406Testing strategy, 405Time accounts, 119Time constraint, 1, 2, 3, 58, 59Time management, 50Time statement, 126, 128Total compensation statement, 134Track, 362Training, 26, 382Training activities, 203Training event details, 204Transaction cost, 43Transaction processing, 43Transaction SBWP, 68Transaction SM30, 89Travel management, 156Turnover, 45

U

Unions, 57, 358Universal Worklist, 66, 388Usability labs, 394Usability studies, 386, 387

Use cases, 148, 149User, 50UWL, 308

V

VacancyIn position profile, 240

Value proposition, 39V_T7XSSPERSUBTYP, 148, 151V_T7XSSSERARBC, 91V_T7XSSSERARGB, 90V_T7XSSSERARGBC, 89V_T7XSSSERARGC, 91V_T7XSSSERLNK, 104V_T7XSSSERSARC, 104V_T7XSSSERSRV, 97, 101, 102V_T7XSSSERSRVCG, 100, 101V_T588IT_SCREEN, 151

W

Web application server, 82Web Dynpro, 17, 403Web Dynpro for ABAP, 86, 106Web Dynpro for Java, 86, 106WEBMO

Feature, 178Who’s who, 112Work and life events, 319Work councils, 358Work environment, 111Workflow, 65, 297, 391, 393, 395

Audit trail, 67For CATS approval, 304For travel management, 304Routing, 69Template, 66

Workflow escalation, 301Workflows

For enterprise compensation management, 303For leave requests, 304For performance management, 303

Workflow templates, 302

188 Book.indb 430 10/6/08 1:44:23 PM

431

Index

Workforce management, 228Working time, 176

In organizational unit profile, 245Work item notifications, 298Worklogix, 317Workset

Benefits and payment, 128Career and job, 152

Corporate information, 161Employee search, 111Life and work event, 156Personal information, 137Trips and expenses, 156Working time, 117

Worksets, 110

188 Book.indb 431 10/6/08 1:44:23 PM