P. 1
HR Blue Print

HR Blue Print

|Views: 12|Likes:
Published by saravananhcl

More info:

Published by: saravananhcl on Aug 23, 2013
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as RTF, PDF, TXT or read online from Scribd
See more
See less

03/19/2014

pdf

text

original

Sections

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 Document Tracking 2.2 HR Enterprise Structure ........................................................... 7 * Company Code ....................................................................... 7 date Revised by ....................................................................... Change Description *Version Version Personnel Area 8 New First release .................................................................. 8 *1.0 08-Jan-2009 Personnel Subarea 2.3 Personnel Structure................................................................. 9 Acceptance * Employee Group ..................................................................... 9 * Employee Subgroup ................................................................ 9 In witness thereof, the parties, in signing Area this acceptance, have agreed that Unisoft * Payroll Accounting ..........................................................11 Infotech Pvt. Ltd. has successfully completed the Business Blueprint – AAA 2.4 Organizational Structure/ Plan .................................................12 for the HR Module and has met all the deliverables as mentioned in the contract. * Organizational Unit ................................................................12 * Jobs .....................................................................................12 * Positions ...............................................................................12 Name Designation Date Signature 2.5 Pay Scale Structure................................................................14 *Mr. Vijay Shukla Pay Scale Type ......................................................................14 * Pay Scale Area ......................................................................14 *Mr. Vishad Jagasheth Pay Scale Groups & Levels ......................................................15 3. HR Master Data Maintenance...................................................15 Mr. Amit Sharma 3.1 Personnel Administration ...................................................15 *Mr. Pra shantKumar Infotypes and Infogroup .........................................................16 T Consultant 3.2 Personnel Actions ..................................................................16 3.3 Hiring:..................................................................................16 Mr. Vishad Jagasheth Project CoOrdinator (ANIL) * Infotype Used For Hiring:........................................................17 Mr. Mukund Kulkarni Project Manager 3.4 Organization Re-assignment: ..................................................17 (UNISOFT) * 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:....................................19 4. Time Management ..............................................................23 4.1 Calendar ...............................................................................24 * Holiday Calendar ...................................................................24
Business Blueprint Human Resources Version: 1.0 Confidential Document Page 3 2 of 56

* 4.2 * * * * 4.3 * * * * 4.4 * * 4.5 5. * * 5.1 * * * 5.2 * * * 5.3 * * 5.4 6. * * 6.1 * * 6.2 7. 8. 9.

Factory Calendar ...................................................................26 Work Schedule ......................................................................26 Daily Work Schedules .............................................................26 Break Schedules ....................................................................27 Period Work Schedule.............................................................28 Work Schedule Rules..............................................................29 Absences ..............................................................................29 Define Leaves........................................................................29 Define Rules ..........................................................................30 Define Quotas .......................................................................30 Define Deductions ..................................................................32 Time Wages ..........................................................................32 Over Time.............................................................................32 Infotype Used For Time Management .......................................33 Infotype details and their Explanations:....................................34 Payroll ................................................................................38 Purpose ................................................................................38 Payroll Area ..........................................................................38 Wage Types ..........................................................................38 Customer Wage Types............................................................39 Infotypes Used For Payroll ......................................................40 Additional Infotypes for Payroll ................................................40 Pay scale Structure ................................................................43 Pay Scale Type ......................................................................43 Pay Scale Area ......................................................................43 Pay Scale Groups & Levels ......................................................43 Payroll Accounting Area ..........................................................44 Period Modifier/ Parameter......................................................44 Remuneration Statement ........................................................46 Integration............................................................................46 Recruitment ........................................................................50 Purpose ................................................................................50 Recruitment Process...............................................................51 Number Ranges .....................................................................52 Media and Instruments ...........................................................52 Status of the Applicants ..........................................................53 Infotypes Used For Recruitment...............................................53 Training and Event Management ..............................................54 Personnel Development ..........................................................56 Reports in HR ........................................................................56

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 4 of 56

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 will set 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 Enterprise

R/3 organizational units The R/3 System

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 5 of 56

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.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 6 of 56

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 1010 1020 ANIL PRODUCTS LIMITED ANIL BIOCHEM LIMITED 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.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 7 of 56

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 No. Code Area Code 1 1000 2 1000 3 1000 4 1000 5 1000 6 1000 7 1000 8 1010 1010 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 Business Blueprint Human Resources Version: 1.0 Confidential Document Page 8 of 56 1010 Ahmedabad - HO 1011 Ahmedabad - C O 1012 Ahmedabad - MO 1013 Baroda - MO 1020 Delhi – SO 1030 Mumbai - SO 1040 Kolkata – SO Ahmedabad - HO

Personnel Sub Area Text

Project “AAA” 2.3 Personnel Structure * Employee Group
Employee Group represents a primary subdivision of personnel structure. An employee 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. No. 1 1 Regular 2 2 Probationer 3 3 Trainee 4 4 Retired Employee group Code Employee group Text

* 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. No. 1 Regular 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Business Blueprint Human Resources Version: 1.0 Confidential Document Emp. Grp. Text Emp. Grp. Code Emp. Sb. Grp. Code Employee sub group Text

1 10 Chairman & Managing Director 1 11 Ma naging Director 1 12 Chief Executive Officer 1 13 Chief Operating Officer 1 20 Senior Vice President 1 21 Vice President 1 22 Assistant Vice President 1 30 General Manager 1 31 Deputy General Manager 1 32 Ma nager 1 40 Deputy Manager 1 41 Executive/ Process Suptd. 1 42 Officer/ Jr. Engg./ Supervisor 1 80 Un Skilled Old - A 1 81 Un Skilled Old - B 1 82 Un Skilled New – 1 1 83 Un Skilled New - 2 Page 9 of 56

Project “AAA”
18 19 20 21 22 23 24 Probationer 25 26 27 28 29 30 Trainee 3 T1 Trainee Staffs 31 3 T2 Trainee Workers 32 Retired 33 34 35 4 36 4 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 10 Chairman & Managing Director 4 4 11 Managing Director 12 Chief Executive Officer 13 Chief Operating Officer 20 Senior Vice President 21 Vice President 22 Assistant Vice President 30 General Manager 31 Deputy General Manager 32 Manager 40 Deputy Manager 41 Executive/ Process Suptd. 42 Officer/ Jr. Engg./ Supervisor 80 Un Skilled Old - A 81 Un Skilled Old - B 82 Un Skilled New – 1 83 Un Skilled New - 2 84 Semi Skilled 85 Semi Skilled – 1 86 Semi Skilled - 2 87 Skilled 88 Highly Skilled 89 Daily Rated 1 84 Semi Skilled 1 85 Semi Skilled – 1 1 86 Semi Skilled - 2 1 87 Skilled 1 88 Highly Skilled 1 89 Daily Rated 2 30 General Manager 2 31 Deputy General Manager 2 32 Manager 2 2 2 40 Deputy Manager 41 Executive/ Process Suptd. 42 Officer/ Jr. Engg./ Supervisor

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 10 of 56

Project “AAA” * 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: Payroll Area Code Payroll Area Text Payroll Run Date
st

Salary Pay Date 3 r d of every month

Allowance Pay Date Monthly, Quarterly, Annually Payment
th

1 Monthly Staff 1

of every month

2 Monthly

Worker

4 of every month

th

8 & 10 every month

th

of

Monthly, Quarterly, Annually Payment

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 11 of 56

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

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 12 of 56

Project “AAA” TOTAL MANPOWER
Staffs : 218 Workers : 751 ANIL GROUP OF COMPANIES
ORGANISATIONAL ST RUCTURE
C MD / M D

C EO / COO

Sal es & M kt . De p t.

Op e r a tio n s D ep t ..

Su p p l y Ch a in D ep t .

Sal es Exc el le n ce &ITS

F i n ., A/c & BC De p t.

R &D De pt .

N ew T e ch . De p t .

M ai ze & Fu e l Pu r ch a se

H R, IR & Ad mi n. De p t .

C or p . Af fa i rs

Pap e r , T e xt & O th e rs

VP – O p e ra t io n s

VP Su p pl y Ch a in s

Sa le s Ex ce ll en c e

WCM , M IS & Au di t

VP Pap e r , T e xt & O th e rs

P ro d u c ti o n

S.C . Ad mi n & Co n t r ac t

Sa le s Ex ce ll en c e (1)

M gr . WCM , M IS & Au di t

DG M R & D (2 )

AVP N ew T e c h.

DG M HR& Ad min

Sr . VP C o rp . Af fa i rs C o rp . Af fa i rs (4 )

Pap e r , T e xt & O th e rs ( 15 ) F &B, Ph a r ma & F ee d

P ro d u c ti o n (4 5 )

IT S De p t. S. C. Ad min & C o n tr ac t (2 )

W CM , M IS & Au di t ( 7)

R & D De p t. (7 )

AV P M &F Pu r ch a se

HR

HR ( 3) RM & F u e l Pu r ch a se Ad min RM & F u e l Pu r ch a se (2)

Pr o je ct F in a n ce IT S De p t. (1)

Ut il it ie s & M a in t .

Wa r e H o u se

VP – F &B, P & F

Ut il it ie s & M a in t . (2 5 )

DG M Pr o je ct F in a n ce

Ad min ( 5)

Wa r e H o u se (6 )

F & B , P &F ( 10 )

Pr o je ct F in a n ce ( 1)

RM Ad min

ER

Pr oj ec t s L o g is t ics Se cr e ta r ia l R M Ad mi n (2) ER ( 6)

I n te r n l. & Pr o d. M g t .

Pr oj ec t s ( 5)

L o g is t ics (1 )

GM I n te r n l. & Pr o d. M g t . QA / Q C Pu r ch a se

M gr . Se cr e ta r ia l

Co p r o d u ct s

Sec u r ity

I n te r n l. & Pr o d. M g t . ( 3)

Se cr e ta r ia l ( 1) QA/ Q C (2 9 ) Pu r ch a se (4 ) A cc o u nt s Sy st e ms M gr . A cc o u nt s Sy st e ms (2 ) A cc o u nt s (1 3 )

L ib r ar y

L ib r ar y ( 2)

T ra in in g

T ra in in g ( 1)

NOTE:Directors/ CMD/ MD/ CEO/ COO and Workers are not included in the Organizational th Structure. The above data is till 18 December 2008.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 13 of 56

Project “AAA” 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. No.

Pay Scale Type Code

Pay Scale Type 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. No.

Pay Scale Area Code

Pay Scale Area Text

1 PS Pay Scale Area Sta ff 2 PW Pay Scale Area Worker

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 14 of 56

Project “AAA” * 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 subactions.

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 employee’s 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.

Personnel Administration Hire Employee & Maintain Employee Data

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 15 of 56

Project “AAA” * Infotypes and Infogroup Infotypes:
Infotype is a unit of information about employee in the Human Resource Management System is known as Infotypes. Subunit of an Info type is called Info subtypes . An infotype Group is a sequence of related Infotypes that are displayed one after the other for maintenance purposes when a personnel action is performed and is known Infogroup .

Number Ranges for Employees’
Sl. No. Category of Employee SAP Code Numb er Range

1. Staff 01 00100000 - 00199999 2. Worker 02 00200000 – 00299999

3.2 Personnel Actions
Following are the actions performed at ANIL, 1. 2. 3. 4. Hiring Organizational Re-assignment Promotions Terminations

3.3 Hiring:
When a new employee is hired in an enterprise, a large amount of data is required to be entered for the first time. Employee data is entered in different infotypes in the SAP R/3 system. The information has to be filled during the action is employee information about reporting structure, enterprise structure, payroll/FI structure and Payroll/FI inputs. The system has to be configured with necessary information into the system, which includes organizational data, personal data, family details, working pattern, bank details, etc.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 16 of 56

Project “AAA” * Infotype Used For Hiring:

Sl. No.

Info type

Operation Infotype Text

1. 0000 INS Action 2. 0001 INS 3. 0002 INS 4. 0004 INS 5. 0006 INS 6. 0007 INS 7. 0008 INS 8. 0009 INS 9. 0014 INS 10. 0015 INS 11. 0016 INS 12. 0019 INS 13. 0021 INS 14. 0022 INS 15. 0023 INS 16 0024 INS 17 0045 INS Org. Assignment Personal Data Challenge Address Planned Working time Basic Pay Bank Details Recurring Payments/Deductions Additional Payments and Deductions Contract Elements Monitoring of Tasks Family Related Informat ion Education Previous Working Details Qualifications Loans

3.4 Organization Re-assignment:
Managing Transfer Process (Org. Re-assignment). The transfer process involves transfer of employee from one location to another location or same place but a different department. During the course of employment, the employee changes or gets transferred from one division to another division/department or within the same division from one Position to other position, or is moved to another subsidiary (group company), his or her organizational assignment also changes. Transfer process happens due to; Internal Manpower Planning, manpower shortages at a particular location/ function and business requirement.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 17 of 56

Project “AAA” * Infotype Used For Organization Re-assignment:
Sl. No. Info type Operation Infotype Text

1. 0000 COP Action 2. 0001 COP 3. 0002 COP 4. 0006 COP 5. 0007 COP 6. 0008 COP 7. 0009 COP 8. 0016 COP 9. 0019 COP Org. Assignment Personal Data Address Planned Working time Basic Pay Bank Details Contract Elements 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 No. type 1. 0000 COP Action 2. 0001 COP 3. 0007 COP 4. 0008 COP Operation Infotype Text

Org. Assignment Planned Working time 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: Business Blueprint Human Resources Version: 1.0 Confidential Document Page 18 of 56

Project “AAA”
1. 2. 3. 4. 5. 6. Reason for leaving Resignation Discharge/ Firing /Termination Dismissal Employees who have retired Death

* Infotype Used For Termination:
Sl. No. Info type Operation Infotype Text

1. 0000 COP Action 2. 0001 COP 3. 0008 COP 4. 0009 COP 5. 0014 COP 6. 0015 COP Org. Assignment Basic Pay Bank Details Recurring Payments/Deductions Additional Payments and Deductions

3.7 Infotype details and their Explanations:
Sl. No. Info type Infotype Text Infotype Text Explanation SAP provides a special method of changing employee master data, called Action. Actions route is used when the data being cha nged affects more than one infotype and / or when we would like it to be recorded as a career history event. Personnel actions combine several logically related infotypes into one Infogroup. This infotype contains information about the relationship of the employee with organization. This data is very important for the authorization and control of the payroll

1. 0000 Action

2. 0001

Org. Assignment

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 19 of 56

Project “AAA”
This infotype is used to keep employee’s personal information, 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 employee’s handicap. This infotype can be used to 5. 0006 Address maintain different type of addresses, e.g. Permanent, Temporary, Emergency etc. This infotype is used to maintain the planned shift pattern of an employee. This information is compared with actual swiping to determine attendance information of an employee. This infotype is used to maintain the employee’s 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 employee’s bank details. This infotype is mandatory, and without this information the employee’s payroll cannot be processed.

3. 0002 Personal Data

6. 0007 Planned Working time

8. 0009 Bank Details

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 20 of 56

Project “AAA”
This infotype is used to maintain Recurring Payments/ Deductions 9. 0014 Recurring of an employee. These Payments/ Deductions are usually not a part of his pay package. e.g., Payments for ANIL’s Co-operative societies can be deducted under this infotype. This infotype is used for one time Payments/ Deductions from an employee. e.g. Bonus, gratuity, etc. This infotype is used to maintain data about the company’s contract with the employee. The most important element we need from this infotype is Probationary period and notice period. This infotype can be used to prompt the user in advance to ensure that important tasks needed to be performed by specified dates, e.g. appraisal, increments, retirement etc., do not get missed out. This infotype stores information about Family Members or other Related Persons. This can include 13. 0021 Family Related Information children, parents, significant others, t rustees, guardians, etc. The information that can be kept for these people is name, sex, date of birth etc. This infotype is used to maintain information about the education that employees have received. The list of the certificate types (i.e. bachelor degree, etc.) and branches of study (accounting, marketing, etc.), institute etc. is maintained in this infotype without any limitation of entries. This infotype is used to maintain information about the previous employers of employees. If you wish to maintain industry Page 21 of 56

Payments/Deductions

10. 0015 Additional Payments and Deductions

11. 0016 Contract Elements

12. 0019 Monitoring of Tasks

14. 0022 Education

15. 0023 Previous Working Details

Business Blueprint Human Resources Version: 1.0 Confidential Document

roject “AAA”
information, please list the industries you want to track. This infotype is used mainly for Personnel Development. Employees have qualifications while 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 to 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:

16. 0024 Qualifications

Sl. No. Features Description 1 NUMKR To default the actions in infotype 0000

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 22 of 56

Project “AAA” 4. Time Management
The P ersonnel Time Ma nagement component offers support in performing all Human

Resources processes involving the planning, recording, and valuation of employees’ work performed and absence times.

PURPOSE OF THE PROCESS Personnel Time Management supports centralized data entry by time data administrators or by employees themselves. Personnel Time Management supports online data entry, through self-service applications. All data is processed in the same manner, regardless of the data entry method. Time Management component groups employee sub-groups and personnel sub-areas according to areas of responsibility. Special processing rules can then be defined for these groupings.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 23 of 56

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 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).

Organizational

The common weekly off / holiday at ANIL is Sunday. There are 10 General Holidays every year which are declared by the Management at the beginning of 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 3. 11.03.2009 4. 05.08.2009 5. 14.08.2009 6. 15.08.2009 7. 28.09.2009 Business Blueprint Human Resources Version: 1.0 Confidential Document Republic Day Dhuleti (Holi) Raksha Bandhan Janmashtami Independence Day Dussehra Page 24 of 56

Project “AAA”
8. 17.10.2009 9. 18.10.2009 10. 19.10.2009 Diwali New Yea r’s Day (2 Bhai Duj
nd

day of Diwali)

Holiday Calendar for the state of Maharashtra: Sl. No. Date Holiday 1. 26.01.2009 2. 11.03.2009 3. 27.03.2009 4. 05.08.2009 5. 15.08.2009 6. 23.08.2009 7. 28.09.2009 8. 17.10.2009 9. 18.10.2009 10. 19.10.2009 Holiday Calendar for the state of West Bengal: Sl. No. Date Holiday 1. 26.01.2009 2. 11.03.2009 3. 15.08.2009 4. 25.09.2009 5. 26.09.2009 6. 27.09.2009 7. 28.09.2009 8. 02.10.2009 9. 17.10.2009 10. 18.10.2009 Holiday Calendar for Delhi: Sl. No. Date Holiday 1. 26.01.2009 2. 11.03.2009 3. 03.04.2009 4. 05.08.2009 5. 15.08.2009 6. 02.10.2009 7. 28.09.2009 8. 17.10.2009 Republic Day Dhuleti (Holi) Independence Day Durga Puja (Saptami) Durga Puja (Ashtami) Durga Puja (Navami) Durga Puja (Dussehra) Gandhi Jayanti Diwali New Yea r’s Day (2
nd

Republic Day Dhuleti (Holi) Gudi Padwa Raksha Bandhan Independence Day Ganesh Chaturthi Dussehra Diwali New Yea r’s Day (2 Bhai Bij
nd

day of Diwali)

day of Diwali)

Republic Day Dhuleti (Holi) Ram Navami Raksha Bandhan Independence Day Gandhi Jayanti Dussehra Diwali

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 25 of 56

Project “AAA”
9. 18.10.2009 10. 02.11.2009 Goverdhan Pooja/ New Year’s Day Guru Nanak’s Birthday

*

Factory Calendar

Factory Calendar is similar to calendar Year which includes Public Holidays, Weekly Holidays and all Working Days. Here we exactly define that how many days an employee has to work in a week. e.g. 6days a week an employee has to work which is excluding weekly off.

4.2 Work Schedule * Daily Work Schedules
The daily work schedule determines the structure of working times in the enterprise at the daily level. You can also define actual normal working conditions and those that differ from externally or internally determined daily working times. In this way, you set up working times defined for specific employees. The planned working time specified in a daily work schedule is the basis for payment calculation of actual working times that are relevant for payroll, as well as the valuation of attendances and absences. The daily work schedule, along with break schedules comprises the working times for a particular day. You can base the daily work schedule on such working time models a s flextime by defining the following:

• • •

Core times Tolerances Compensation times

Sl. No. Work Sched ule SAP Shift 1 General Shift AG1 0800 - 1600 2 General Shift AG2 0800 - 1630 3 General Shift AG3 0830 - 1630 4 General Shift AG4 0930 - 1800 5 General Shift AG5 1000 - 1800 6 Morning Shift AM1 0600 - 1400 7 Morning Shift AM2 0700 - 1500 8 Morning Shift AM3 0800 - 1700 9 Morning Shift AM4 0900 - 1700 10 Morning Shift AM5 0900 - 1800

Code Shift Timing s

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 26 of 56

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 grouping’s 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 lunch break.

Sl. No. Break

Schedule

SAP 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 Paid 8 Morning Shift BM3 1115 1145 Paid 9 Morning Shift BM4 1145 1215 Paid 10 Morning Shift BM5 1215 1245 Paid

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 27 of 56

Project “AAA”
11 Morning Shift BM6 1245 1315 Paid 12 Morning Shift BM7 1315 1345 Paid 13 Morning Shift BM8 1345 1415 Paid 14 Morning Shift BM9 1415 1445 Paid 15 Morning Shift BM10 1445 1515 Paid 16 Morning Shift BM11 1515 1545 Paid 17 Evening Shift BE1 1700 1730 Paid 18 Evening Shift BE2 1730 1800 Paid 19 Evening Shift BE3 1800 1830 Paid 20 Evening Shift BE4 1830 1900 Paid 21 Evening Shift BE5 1900 1930 Paid 22 Evening Shift BE6 1930 2000 Paid 23 Night Shift BN1 0130 0200 Paid 24 Night Shift BN2 0200 0230 Paid 25 Night Shift BN3 0230 0300 Paid 26 Night Shift BN4 0300 0330 Paid

* Period Work Schedule
The period work schedule consists of a defined sequence of daily work schedules. The period work schedule reflects a work pattern that is repeated after a defined period of time. You can create the period work schedule in the following ways: • • • • On a daily basis On a weekly basis On a monthly basis On an annual basis

Sl. No. Period Work Schedule SAP Code 1 Period Work Schedule for General Shifts PGS 2 Period Work Schedule for Morning Shifts PMS 3 Period Work Schedule for Evening Shifts PES 4 Period Work Schedule for Night Shifts PNS

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 28 of 56

Project “AAA” * Work Schedule Rules
Work schedule rule specifies that which period work schedules are to be used when. It also specifies that which works Schedule is to be generated for the first day of the period. The period work schedule is assigned to the work schedule rule. The pattern of the daily work schedules is specified in the period work schedule.

Sl. No. Period Work Schedule SAP Code 1 Work Schedule Rule for General Shifts WGS 2 Work Schedule Rule for Morning Shifts WMS 3 Work Schedule Rule for Evening Shifts WES 4 Work Schedule Rule for Night Shifts WNS

4.3 Absences * Define Leaves
An absence is time period during an employee’s planned working time in which the employee does not work, including certain types of leave (vacation) and illness. An absence represents a deviation in an employee’s personal work schedule. Absence type: Absences (such as leave or illness) can be classified as paid or unpaid. Absences are recorded in the Absences infotype (2001) and are defined further by an absence type (subtype) as follows: Sl. No. Absence Text SAP Code 1 Casual Leave CL 2 Privilege Leave PL 3 Maternity Leave ML 4 Leave Without Pay (unpaid) LWP

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 29 of 56

Project “AAA” * 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 employee’s 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: Base Entitlement Rule Absence Quota Type Entitlement Remarks All employees of ANIL are 1 Casual eligible for 10 days in a year, Emp. can apply mini of half day, apart from Business Blueprint Human Resources Version: 1.0 Confidential Document Page 30 of 56

Sl. No. Type

Leave 501 10 10 days

Project “AAA”
Emp can apply 10 Half pay leaves. All employees of ANIL are eligible for 31/ 12 days of privilege leave per every 2 Privilege completed month. Employee should apply minimum of one day leave if he is using privilege leave quota. Women employees are eligible for 84 days of maternity leave

Leave 511 20 31 days

3 Maternity

Leave 521 30 84 days

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.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 31 of 56

Project “AAA” * 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 Code 1 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 weekly or monthly overtime calculation analysis.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 32 of 56

Project “AAA”
Note: • • • •

Paid if worked more than 8 or 8.5 or 9 Hrs OT wages are also paid for Public Holiday Comp OFF Hrs = OT Hrs worked. Over time given till Dy. Manager level only and beyond there is only C.Off

* Infotype Used For Time Management
Sl. No. Info type Infotype Text

1 0001 Organizational Assignment 2 0002 Personal data 3 0003 Payroll Status 4 0007 Planned working time 5 0050 Time Recording Information 6 0080 Maternity Protection 7 0416 Time Quota Compensation 8 2001 Absences 9 2002 Attendances 10 2003 Substitutions 11 2004 Availability 12 2005 Overtime 13 2006 Absence quotas 14 2007 Attendance quotas 15 2010 Employee Remuneration Info 16 2011 Time Events 17 2012 Time Transfer Specifications 18 2013 Quota Corrections Features: The following are the features used while running the Time Management System:

Sl. No. Features Description 1 SCHKZ To default the shift indicator in infotype 0007 2 TMSTA Default value for Time Management Status in infotype – 0007 3 QUOMO Default value for quota type selection in infotype - 2001 4 VTART To default the substitution in Infotype – 2003 Business Blueprint Human Resources Version: 1.0 Confidential Document Page 33 of 56

Project “AAA” 4.5 Infotype details and their Explanations:
Sl. No. Info type Infotype Text Infotype Text Explanation This infotype contains information about the relationship of the employee with organization. This data is very important for the authorization and control of the payroll This infotype is used to keep employee’s personal information, e.g. name, date of birth, sex, state, religion, marital status etc. This infotype contains data that controls an employee’s payroll runs and time evaluations. This 3. 0003 Payroll Status infotype is generally edited by the system only and is automatically created when an employee is hired and the system automatically updates infotype 0003 Payroll status when the payroll is run. By assigning a work schedule rule in the Planned working time infotype (0007), one ensures that the system can determine the employee's personal planned working time. One can change the planned working time determined by the system to suit your requirements. For example, one can use an existing full-time work schedule rule as the basis for defining a special provision for a part-time employee. The planned working time defined for the full-time employee is reduced to the percentage the part-time employee must work.

1. 0001 Org. Assignment

2. 0002 Personal Data

4. 0007 Planned Working time

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 34 of 56

Project “AAA”
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 who record their clock-in/out times at 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 infotype (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 absence entitlements that have not been deducted by absences. Absences are times when employees are not at work. Employees are absent if their planned working time, as 8. 2001 Absences stipulated in their work 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) component, one can record attendances that define or add to an employee’s monthly work schedule.

5. 0050 Time Recording

Information

6. 0080 Maternity Protection

7. 0416 Time Quota

Compensation

9. 2002 Attendances

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 35 of 56

Project “AAA”
A substitution is generally understood to be a temporary replacement for an employee who is absent. In the business world, a substitution also means assigning another person to take over the position and associated tasks of an absent colleague. 10. 2003 Substitutions The term substitution is interpreted even more broadly in SAP Human Resources (HR). A substitution is not only the temporary replacement of an absent employee, but most importantly, involves a change to the employee’s planned working time. You can use the 11. 2004 Availability

Availability

infotype (2004) to enter different types of work availability duties. A typical availability type is oncall duty. You can use the Overtime infotype (2005) to enter hours worked in addition to the employee’s planned working time specified in the daily work schedule. The Overtime infotype (2005) is normally used if Time Evaluation is not implemented . Time evaluation evalua tes overtime automatically. You use this infotype to manage time accounts that represent employees’ absence entitlements or time credits. The time accounts contain a particular number of days or hours, during which time employees are permitted to be off work. You use this infotype to manage time accounts that represent employees’ attendance approvals. Employee Page 36 of 56

12. 2005 Overtime

13. 2006 Absence quotas

14. 2007 Attendance quotas 15. 2010 Employee You can use the Business Blueprint Human Resources Version: 1.0 Confidential Document

Project “AAA”
Remuneration Info remuneration info infotype (2010) to enter wage types manually and specify information directly for Payroll. In the HR system, time events are clock-in/out times, entries for off-site work, and so on, which are normally recorded by employees at the time recording 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 calculated in time evaluation. This means that in exceptional cases one can change the results of time evaluation online. You use this infotype to change accrual entitlements that are generated by time evaluation

16. 2011 Time Events

17. 2012 Time Transfer

Specifications

18. 2013 Quota Corrections

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 37 of 56

Project “AAA” 5. Payroll * Purpose
Payroll is used to calculate remuneration for work performed by individual employees. Payroll is an umbrella term for a variety of work processes, such as the creation of payroll results and remuneration statements, bank transfers and payments by check. It also covers a number of subsequent activities such as the posting of results to Accounting and other evaluations.

* Payroll Area

At Anil, the Payroll area and the other details have been defined as follows: Sl. No. Payroll Area Text SAP Code 1 ANIL Pyrl. Area staff (monthly) 01 2 ANIL Pyrl. Area wrkr (monthly) 02

5.1 Wage Types
Wage elements, statutory deductions, and voluntary deductions are all based on the individual payments and deductions that are calculated for an employee during a payroll period is known as wage type. The payments and deductions are Stored a s wage types and then included in the payroll calculation. An employee's wage elements are determined on the basis of the individual Wage types used in a payroll period. Payments, that may be included in the

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 38 of 56

Project “AAA”
calculation of remuneration are, for e.g., basic pay, bonuses, Vacation allowances, gratuities, etc. Company-owned apartments, company-sponsored day care services and etc can all cause deductions from an employee's pay. Such payments and deductions can increase or reduce the amount of an employee's income that is subject to tax, and this is determined by a variety of factors such as the laws of a specific country or a particular company's policies.

Calculation of Remuneration Elements

G rat uit i es G rat uit i es B asic pay S i ck pay

R em unerat i on el em ent s

B o nuses f or nig ht w ork V acati on all owan ces

B o nuses

O vert im e

* Customer Wage Types
At ANIL, wage types for the gross salary components for calculation are as follows: Sl. No. Wage Type Name Wage Type SAP Wage Type 1 Basic MB10 5000 2 HRA M230 5001 3 DA (Fixed) MD10 5002 4 DA (Variable) MD20 5003 5 VCA M550 5004 6 Conveyance Allowance M220 5005 7 Washing Allowance M200 5006 8 Other Allowance MB10 5007 9 Transportation Allowance MB10 5008 10 Special Allowance (Fixed) MB10 5009 11 Special Allowance (Variable) MB10 5010 12 Education Allowance MB10 5011 13 Comprehensive Allowance MB10 5012 14 Refreshment Allowance MB10 5013

Code

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 39 of 56

Project “AAA” * Infotypes Used For Payroll

Compulsory Infotype: At Anil, compulsory (Indian standard) Infotypes for calculation of Payroll: Sl. No. Info 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. No. Info 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 Business Blueprint Human Resources Version: 1.0 Confidential Document Page 40 of 56

Project “AAA”
The different allowances and deductions applicable to the employees of ANIL, shall be covered under three broad categories – Basic Pay (Info type 0008): under this. Sl. No. Wage Type Name SAP Wage 1 Basic 5000 Yes Yes 2 HRA 5001 Yes Yes 3 DA (Fixed) 5002 No Yes 4 DA (Variable) 5003 No Yes 5 VCA 5004 Yes No 6 Conveyance Allowance 5005 No Yes 7 Washing Allowance 5006 No Yes 8 Other Allowance 5007 Yes No 9 Transportation Allowance 5008 Yes No 10 Special Allowance (Fixed) 5009 No Yes 11 Special Allowance (Variable) 5010 No Yes 12 Education Allowance 5011 No Yes 13 Comprehensive Allowance 5012 No Yes 14 Refreshment Allowance 5013 No Yes Recurring Payments and Deductions (Info type 0014): salary components that are not a part of the regular payroll, but happen at a regular interval . Sl. No. Wage Type Name SAP Wage 1 Advances 6000 Yes Yes 2 Mess Deduction 6001 Yes No 3 Group Sickness 6002 Yes No 4 GSLI 6003 Yes No Type Code Permissibility Staff this includes all the all the regular monthly earnings shall be grouped

Type Code

Permissibility Staff

Permissibility Worker

Permissibility Worker

Additional Payments and Deductions (Info type 0015): irregular salary heads. Sl. No. Wage Type Name SAP Wage 1 Overtime (Without Compensatory Off) 7000 Yes Yes 2 Ex-Gratia 3 Bonus 7002 Yes Yes 4 LTA 7003 Yes No Business Blueprint Human Resources Version: 1.0 Confidential Document Page 41 of 56 7001 Yes Yes Permissibility Staff

this will include the

Type Code

Permissibility Worker

Project “AAA”
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 Driver’s 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. No. Wage Type Name SAP Wage 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

Type Code

Permissibility Staff

Permissibility Worker

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 42 of 56

Project “AAA” 5.2 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. No.

Pay Scale Type Code

Pay Scale Type 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. No.

Pay Scale Area Code

Pay Scale Area Text

1 PS Pay Scale Area Sta ff 2 PW Pay Scale Area Worker

* 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.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 43 of 56

Project “AAA” 5.3 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

* Period Modifier/ Parameter
The period parameter defines specific payroll periods with start and end dates

Sl. No. Period Modifier Period Modifier 1 10 Monthly Staff 2 20 Monthly Worker Date Modifier:

Text

We need various date modifiers in enterprise; if we want to define several different payment dates for various payroll areas to which we assign the same period parameters (for example, the parameter monthly staff).

Sl. No. Date Modifier Period Modifier 1 01 Date Modifier 2 02 Date Modifier

Text Staff Worker

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 44 of 56

Project “AAA”
Payroll Period: The periods in a payroll year are numbered in ascending order, beginning with 01. A payroll period is uniquely identified by the period parameter the number of the payroll period and the payroll year. Allowance Pay Date Monthly, Quarterly, Annually Payment
th

Payroll Area Code

Payroll Area Text

Payroll Run Date
st

Salary Pay Date
rd

1 Monthly Staff 1

of every month

3 of every month

2 Monthly

Worker

4 of every month

th

8 & 10 every month

th

of

Monthly, Quarterly, Annually Payment

Payroll Control Record: The payroll object that is important for the payroll run and which contains all the information on a payroll area.

Sl. No. Control Record Text SAP Code 1 ANIL Pyrl. Area staff (monthly) 01 2 ANIL Pyrl. Area wrkr (monthly) 02 Features: The following are the features used while running the payroll:

Sl. No. Features Description 1 ABKRS To default the payroll area in infotype 0001 2 TARIFF Default pay scale type and pay scale area in infotype – 0008 3 LGMST To default the wage types in Infotype - 0008

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 45 of 56

Project “AAA” * 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)

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 46 of 56

Project “AAA”
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 particular month 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. No. Element Employee Wage Type Code Nature Wage Type Characteris tics G/L Code G/L Code Description Salary 00 2 HRA Both 5001 Expense Primary 421011 00 3 Dearness Worker 5002 Expense Primary 421011 Allowance (Fixed) 4 Dearness Worker 5003 Expense Primary 421011 Allowance (Variable) 5 VCA Staff 5004 Expense Primary 421011 6 Conveyance Worker 5005 Expense Primary 421011 Allowance 7 Washing Allowance Worker 5006 Expense Primary 421011 8 Other Allowance Staff 5007 Expense Primary 421011 00 9 Transp ort Allowance 10 Special Allowance (Fixed) 11 Special Allowance (Variable) Staff 5008 Expense Primary 421011 00 Worker 5009 Expense Primary 421011 00 Worker 5010 Expense Primary 421011 00 Salary Salary Salary Salary 00 Salary 00 Salary 00 Salary 00 Salary 00 Salary Salary

Group Dependent 1 Basic Both 5000 Expense Primary 421011

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 47 of 56

Project “AAA”
12 Education Allowance 13 Comprehensive Allowance 14 Refreshment Allowance 15 Overtime (Without C.Off) Worker 5011 Expense Primary 421011 00 Worker 5012 Expense Primary 421011 00 Worker 5013 Expense Primary 421011 00 Both 7000 Expense Primary 421011 00 00 17 Mess Deduction Staff 6001 Income Primary 000000 00 18 Ex-Gratia Both 7001 Expense Primary 421221 00 19 Bonus Both 7002 Expense Primary 421221 00 20 LTA Staff 7003 Expense Primary 000000 Reimbursement 21 Leave Encashment Both 7004 Liability Primary 185020 00 00 22 Gratuity Payment Both 7005 Liability Primary 421311 00 23 Notice Period Both 7006 Expense / Income 24 PF Loan Both 8000 Asset Primary 263431 00 25 Co-operative Society Loan Both 8001 Asset Primary 263431 00 Primary 421011 00 Recovery from P.F Loan Recovery from Cooperative Society Loan Recovery from Company Loan Recovery from Bank Loan Recovery from other Loan Employee's Contribution to ESI Company's Contribution to ESI Company's Contribution to ESI Employee's Contribution to Provident funds Bonus / ExGratia Bonus / ExGratia Leave Travel Assistance Leave Encashment Payment Gratuity Payment Salary Salary Advance to Employee Salary Salary Salary Salary Salary

16 Advances Both 6000 Asset Primary 263421

26 Company Loan Both 8002 Asset Primary 263431 00

27 Bank Loan Both 8003 Asset Primary 263431 00 28 Other Loan Both 8004 Asset Primary 263431 00 29 ESI Employee Contribution 30 ESI Employer Contribution 31 ESI Payable Employer Contribution 32 Provident Fund (Emp loyee contribution) Both /3E1 Expense Second ary 424951 00 Both /3E2 Expense Second ary 000000 00 Both /3E2 Liability Secondary 166161 04 Both /3F1 Expense Second ary 424021 00

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 48 of 56

Project “AAA”
33 Provident Fund (Emp loyer Contribution) 34 Provident Fund Payable (Employer Contribution) 35 Provident Fund (AAHAR) (Emp loyee Contribution) 36 Provident Fund (AAHAR) (Emp loyer Contribution) 37 Provident Fund Payable (AAHAR) (Emp loyer Contribution) 38 LWF Deduction (Emp loyee) 39 LWF Deduction (Emp loyer) 40 LWF Payable (Emp loyer Contribution) Both /3F3 Expense Second ary 000000 00 Both /3F3 Liability Second ary 166161 02 Both /3F1 Expense Second ary 422011 00 Company’s Contribution for PF Company’s Contribution for PF Employee’s Contribution for (AAHAR) PF Company’s Contribution for (AAHAR) PF Company’s Contribution for (AAHAR) PF Employee's Contribution to LWF Company's Contribution to LWF Company's Contribution to LWF Salary Payable Staff TDS/ I.T. Deduction Staff P Tax Deduction Contribution for Senior Staff Pension Fund Company's Contribution to Senior Staff Pension Fund Car Maint. Payment Entertainme nt Payment Conveyance Payment

Both /3F3 Expense Second ary 422011 00

Both /3F3 Liability Second ary 000000 00

Both /3W1 Expense Second ary 425061 00 Both /3W2 Expense Second ary 000000 00 Both /3W2 Liability Second ary 166161 08

41 Salary Payable Both /560 Liability Second ary 166331 00 42 TDS/ Income Tax Both /460 Liability Second ary 497101 00 43 P TAX Both /461 Liability Second ary 166161 06 44 Superannuation Fund Both /3S1 Expense Second ary 424321 00

45 Superannuation Fund Liability

Both /3S1 Liability Second ary 000000 00

46 Car Maint Reimbursement 47 Entertainment Reimbursement 48 Conveyance Reimbursement

Staff 7007 Expense Primary 000000 00 Staff 7008 Expense Primary 000000 00 Staff 7009 Expense Primary 000000 00

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 49 of 56

Project “AAA”
49 Medical Reimbursement 50 Corp. Attire Reimbursement 51 Telephone Reimbursement 52 Driver’s Salary Reimbursement 53 Child Education Reimbursement Staff 7010 Expense Primary 000000 00 Staff 7011 Expense Primary 000000 00 Staff 7012 Expense Primary 000000 00 Staff 7013 Expense Primary 000000 00 Staff 7014 Expense Primary 000000 00 Medical Payment Corp. Attire Payment Telephone Payment Driver’s Salary Payment Child Education Payment Productivity Payment Punctuality Payment Performance Payment LTC Payment Contribution for GSLI Contribution for Group Sickness

54 Productivity Staff 7015 Expense Primary 000000 Allowance (Reimbursement) 55 Punctuality Staff 7016 Expense Primary 000000 Allowance (Reimbursement) 56 Performance Staff 7017 Expense Primary 000000 Allowance (Reimbursement) 57 LTC Allowance Worker 7018 Expense Primary 000000 58 GSLI Staff 6003 Liability Second ary 000000

00

00

00

00 00 59 Group Sickness Staff 6002 Liability Second ary 426331 00

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 the basis 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 creating applicant 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.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 50 of 56

Project “AAA”

*

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 by management.

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 51 of 56

Project “AAA”

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 Instruments

The media and instruments used by ANIL in the recruitment process are as follows:

Sl. No. Instruments Media 1 Press Sandesh, Divya Bhaskar, Gujarat 2 Portals Naukri.com and Monster.com 3 Consultants Manpower Consultants 4 Employees Employee References Samachar, Times of India

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 52 of 56

Project “AAA” * 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. No. Info 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

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 53 of 56

Project “AAA” 7. Training and Event Management
The Training and Event Management enables us to plan and manage all kinds of business events from training events to conventions simply and efficiently. Training and Event Management is an integral part of SAP (HR) and has interfaces to all the relevant application components, making it basis for extending and updating skills and knowledge. Integration with personnel development lets you convert training proposals directly into bookings for employees with qualification deficits or needs.

Training and Event Management of SAP (HR) enables an organization to plan and manage all kinds of training programmes (business events) from training events to conventions in a simple and effective way. Process Components • • • • • Business Event Group Business Event Type Relationship Resource Type Business Event Environment

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 54 of 56

Project “AAA”
Business Event Group: It serves to classify business even types, which have the same characteristics or deal with related subject matter. A business event group can contain subordinate event groups, which typically contain multiple business event types • • • Induction Soft Skills Technical Skills

Business Event Type: Business event or event date is the actual event based on the business event type with its associated information. It is scheduled to take place on a specific date or on a specific period. This is a part of learning process and it improves skills, knowledge of an employee about his present and future jobs. Training is required in the following circumstances. • • • • At the time of expansion, the employee has to know about the new machinery and its functionality. At the time of Performance Appraisal, training is required to improve the skills and knowledge of under rated employees. As the multi skills required for performing some positions, multi skills training will be given for their exceptional skills. Safety while working, food safety to be maintained at the time of manufacturing is very essential.

The following are the different training activities conducted. • • • Induction On Job Training Off Job Training

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 55 of 56

Project “AAA” 8. Personnel Development
The concept Personnel Development can be used to maximize employees’ utility within your company. You can plan and implement specific personnel and training measures to promote the professional development of your employees. You can also ensure that staff qualification requirements are met and planned. By taking into account employees’ preferences and suitability, you can increase job satisfaction. Personnel development sets out to ensure that all of the employees in all of the functional areas in your company are qualified to the standards required at present, and will remain so in the future. Appraisal System: We can use this component to plan, perform and evaluate appraisals. Appraisals assist you when planning and monitoring individual personnel development measures. The company follows the following appraisal system. • Personnel Appraisals

Career and Succession Planning: You use this component to work through Career and Succession planning scenarios. In career planning you can identify possible career goals and draw up career plans for employees. Succession planning deals with finding people to refill positions.

9. Reports in HR
REPORTS REQUIERED IN HUMAN RESOURCES 1. 2. 3. 4. 5. 6. 7. 8. TIME EVALUATION : RPTIME00 QUOTA GENERATION : RPTQTA00 PAYROLL GENERATION : HINCALC0 POSTING TO ACCOUNTS : RPCIPE00 INTEGRATION PA-OM : RHINTE00 WAGE TYPE MANTINANCE : SAPMPU30 TRANSACTION OVERVIEW : RPDTRA00 ASSGT OF WAGE TYPE TO G/L A/C : RPDKON00

Business Blueprint Human Resources Version: 1.0 Confidential Document

Page 56 of 56

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->