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What Functional Consultant Does During as-Is Process

What Functional Consultant Does During as-Is Process

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Published by Nikhil Jain
for sap hr users and consultants.
for sap hr users and consultants.

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Published by: Nikhil Jain on Mar 01, 2010
Copyright:Attribution Non-commercial

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08/07/2013

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If you are capturing various as-is HR Processes at your client’s company and would like tounderstand various data changes that happen during each process, then the below grid would be very helpful for you.
If you want to know what is AS-IS documents, process, read below:
What a funcional Consultant does during AS-IS process?
1) Attends a series of meeting with the client - mainly to capture the organizational structureof the company, the different work schedules, leave types, pay scales, etc. The objective of these meetings is to the gather the existing HR processes and structure of the company2) Depending on what modules of SAP HR are being implemented, different questions needto be put forward to the client. A complete set of Blueprinting questions can befound here.3) Prepares the business blue printing (BBP) documents describing the complete AS-ISprocess4) Flow charts should be included in the as-is blue print process flow document describingthe complete process.5) Next is the TO-BE process that will be implemented in SAP. This is based on the decisionthe project group arrives at taking into consideration the existing processes in the companyand the functionality that SAP provides. It still awaits approval from the management.6) After that there will be some things which cannot be implemented in SAP, the gaps areidentified. These gaps are to be documented in white paper for the client and wouldpresented to an audience chosen by the project manager.
 
POSTED BY 
 
 Ananth TM
on
10:57 AM
under Blueprint, PA   During Blueprinting what rules would you use to determine the enterprise and personnelstructure you needFor Determining Personnel Areas:
used by Payroll to identify the specific agency for whom the employee works
 A Company Code can include one or more Personnel Areas
Personnel Area is important for selecting dates for reporting
Personnel areas determine where wages and salaries are posted and from wherethey are paidThere are five key elements that determine an employee’s Personnel Subarea assignment:• Calendar assignment• Relationship to the state (regular vs. temp vs. elected vs. contractor)• Quota accrual rules/requirements• Work schedule rule (to restrict the available work schedules)• Working period (which defines Overtime period)To determine the number of Employee groups you need:
Employee Status (Retired, active, etc)
Employee's relationship to the Company (Contractor, associate, etc)
Business rules for calculating leave
Personnel calculation rules for managing employee pay 
Provides benefit eligibility To determine the number of Employee sub groups you need:
Full-time/part-time statuses
 whether employee is subject to FLSA(Fair Labor Standards Act) or not
Different payroll procedures for different sub groups (defined in PCR)Decisioning on Payroll Area
Payroll area is decisioned based on the payroll cycle (period and day)
 
POSTED BY 
 
 Ananth TM
on
4:21 PM
Organizational Units
Q: 1) Please, provide details about your company's organizational structure (ReportingHierarchy). A:Q: 2) Are all organizational units assumed to be departments or are there regions in their orgchart? A:Q: 3) Please, provide a list of your company's organizational units (e.g. departments). A:Q: 4) Does your company have different locations (e.g., individual departments are locatedexternally)? Alternatively, do any of your employees work on external work places? Then youneed address information for the correspondence. A:Q: 5) Does each of your organizational unit represent a department or organizational units, which represent departments with subordinated organizational units, which represent groups? A:Q: 6) Are there any organizational units and positions within your organizational plan, whichare not part of the normal reporting hierarchy (staff) and which report directly to higherorganizational units or positions? A:Q: 7) Organizational units and positions can relate to Cost Centers. Provide a list of theassignments. A:
Jobs
Q: 1) Provide a list of your company's jobs (e.g. secretary, manager). How many jobs exist? A:Q: 2) Define and document job codes. A:Q: 3) Do job descriptions already exist or do they need to be set up?PositionsQuestions:Q: 1) Provide a list of your company's position (e.g. department secretary, HR manager). A:

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