A

GRAND PROJECT REPORT

ON

IMPLEMENTATION OF SAP-HR
(UNDERTAKEN AT
RELIANCE COMMUNICATION LTD., AHMEDABAD)

Submitted To:
L.J INSTITUTE OF MANAGEMENT STUDIES
AHMEDABAD

In Requirement of the Partial Fulfillment of MBA Programme Of

Gujarat University

Submission To:
Abhijeet Singh, LJIMS

Submitted By:
Namanpreet Kochhar Prashant Chudasama

Roll No. 44, Roll No.21,

Section A Section A

LJIMS Page 1
 PREFACE

The MBA program is a well structured and integrated course of business studies. As
MBA is Master in Business Administration this course is of the view that students of
this program should be competent in dealing with the problems of business and its
management .The Grand Project is the integral part of MBA, and the main aim of the
Grand Project is to develop skills in students by complementing the theoretical
knowledge of business management in general. It helps to gain real life knowledge
about the industrial environment and business practice.

It can be rightly said that study of management would be incomplete without the
successful completion of training undergone during the MBA course. The classroom
lectures can only give the theoretical aspects of the course but with help of this project
the students get acquainted with the real world and get the practical knowledge about
the application of management theories.

The Grand Project gave me a lot of experience and I came to know about the
management practices in real that how it differs from those of theoretical knowledge
and the practically in the real life.

In today’s globalized world where cut throat competition is prevailing in the market
theoretical knowledge is not sufficient so the practical knowledge has become very
essential for an individual, which would help us for the bright future and better career
prospects.

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 ACKNOWLEDGEMENT

Success is the mixture of guidelines, hard work, co-operation encouragement and

inspiration. I hereby take the pleasure of thanking all who have contributed to the
making of this project report.

We are especially beholden to Mr. Shishir Jani and Mr. Gaurav Shah at Reliance
Communication Ltd., Ahmedabad for lending an enormous amount of support as well
as guidance throughout the project work.

Our thanking is also due to Mr. Abhijeet Singh, Guide, LJIMS for having believed in
ourselves and providing us with full liberty and co-operation during the project work.

Further we would like to thank Mr. Siddarth Bist, Faculty, LJIMS for having lent his
support and mutual aid to us.

Finally, it is very much gratifying to note that the entire HR Department of the
Reliance Communication Ltd., Ahmedabad has been very much helpful. We are
deeply thankful to all of them.

For the support and guidance my deepest thanks are also due to our Director, Dr.
P.K.Mehta, who has helped us throughout and whose constant presence has been an
inspiration to us.

Above all I wish to thank my project associate from L.J.Institute of Management

Studies (LJIMS) for being my constant support and source of encouragement during
the project.

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 EXECUTIVE SUMMARY

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 INDEX

SR. PARTICULARS PAGE

NO NO.
1 Reliance-ADA Group & RCOM 6
2 History of SAP R/3 12
2.1 Winners of SAP Implementation 14
2.2 ERP (Enterprise Resource Planning) 15
3 SAP Menu 17
3.1 SAP Window 17
3.2 Procedure and Roles 27
3.3 SAP GUI 38
3.4 Multiple SAP Session 41
4 Human Resource 43
4.1 PA-30 43
4.2 Personnel Management (PM) 77
4.3 E-Recruitment 81
4.4 Personnel Time management (PT) 87
4.5 Payroll (PY) 106
4.6 E-Separation 111
5 ESS (Employee Self-Support/Service) 112
5.1 Introduction 112
5.2 Working Time 115
5.3 Benefits and Payments 119
5.4 Personal Information 123
5.5 My Task 123
6 Research Methodology 124
6.1 Objectives & Scope 124
6.2 Sampling Procedure 125
6.3 Data collection 125
7 Product and Vendor Analysis 126
7.1 Product Analysis 126
7.2 Findings of the Survey 136
7.3 Vendor Analysis 138
8 Limitations of the project study 140
9 Conclusion 141
10 Bibliography 143
11 Annexure 144
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 1. RELIANCE – ADA GROUP

Think Bigger Think Better

The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private
sector business houses on all major financial parameters, with a market capitalization
of Rs.100,000 crore (US$ 22 billion), net assets in excess of Rs.31,500 crore (US$ 7
billion), and net worth to the tune of Rs.27,500 crore (US$ 6 billion).

Across different companies, the group has a customer base of over 50 million, the
largest in India, and a shareholder base of over 8 million, among the largest in the
world.

Through its products and services, the Reliance - ADA Group touches the life of 1 in
10 Indians every single day. It has a business presence that extends to over 4,500
towns and 300,000 villages in India, and five continents across the world.

The interests of the Group range from communications (Reliance Communications)

and financial services (Reliance Capital Ltd), to generation, transmission and
distribution of power (Reliance Energy), infrastructure and entertainment.

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LJIMS Page 7
 RELIANCE COMMUNICATION LIMITED
Reliance Communication is India’s largest information and communications service
provider with over 50 million subscribers. The company is the realization of our
founder’s dream of bringing about a digital revolution that will provide every Indian
with affordable means of communication and a ready access to information.

The flagship company of the Reliance – ADA Group, Reliance Communications

began operations in 1999 and has over 50 million subscribers today. It offers a
complete range of integrated telecom services. These include mobile and fixed line
telephony; broadband, national and international long distance services, data services
and a wide range of value added services and applications aimed at enhancing the
productivity of enterprises and individuals.

The late Dhirubhai Ambani dreamt of a digital India — an India where the common
man would have access to affordable means of information and communication.
Dhirubhai, who single-handedly built India’s largest private sector company
virtually from scratch, had stated as early as 1999: “Make the tools of information
and communication available to people at an affordable cost. They will
overcome the handicaps of illiteracy and lack of mobility.”

It was with this belief in mind that Reliance Communications (formerly Reliance
Infocomm) started laying 60,000 route kilometers of a pan-India fibre optic
backbone. This backbone was commissioned on 28 December 2002, the auspicious
occasion of Dhirubhai’s 70th birthday, though sadly after his unexpected demise on
6 July 2002.

Reliance Communications has a reliable, high-capacity, integrated (both wireless

and wire line) and convergent (voice, data and video) digital network. It is capable of
delivering a range of services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services — for enterprises
as well as individuals, applications, and consulting.

Today, Reliance Communications is revolutionizing the way India communicates

and networks, truly bringing about a new way of life.

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PRODUCTS AND SERVICESS

The products of RCOM include providing complete HR solutions to the following

Reliance Groups:

Reliance Communication:

 Prepaid Mobile
 Postpaid Mobile
 Handsets
 BlackBerry from Reliance Mobile
 R World
 Internet & Broadband
 Home Phones
 Global Calling
 TV

HUMAN RESOURCE MANAGEMENT

For any business to run one needs four M’s namely Man, Money, Machine and
Material. Managing other three resources other than men, are easy to handle. Men are
very difficult to ha ndle because no two human beings are similar in all way. Human
beings can think, feel and give response. Handling humans is more important for any
business because human being have crucial potential that may be very profitable for
the business. And these potential can be developed to an unlimited extent if they are
provided with proper environment. So the function of managing men is as important
as finance or marketing function in any business.

HRM refers to practices and policies framed for the management of human resources
in an organization, including Recruiting, screening, rewarding and appraising.”

Human resources have at least two meanings depending on context. The original usage
derives from political economy and economics, where it was traditionally called labor,
one of three factors of production. The more common usage within corporations and
businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues. This
article addresses both definitions.

The objective of Human Resources is to maximize the return on investment from

the organization's human capital.

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 HR at RCOM
“In my book, we have no greater asset than the quality of our intellectual capital, and
no greater priority than the growth and retention of our vast pool of talent” – Anil
Dhirubhai Ambani

At Reliance - Anil Dhirubhai Amabani Group, we recognize the critical role that our
people play in the success and growth of each of our businesses. It is the skill and
initiative of our workforce that sets us apart from our peers in today’s knowledge-
driven economy. It is their commitment and dedication that lends us the competitive
edge, and helps us stay ahead of the curve.

THE SCOPE OF HRM

The scope at RCOM is indeed very vast. All major activities in the working life of a
worker-from the time of his or her entry into the organization until he or she leaves-
come under the purview of HRM. Specifically, the activities include are

 HR Planning
 Job analysis and design
 Recruitment and selection
 Orientation and placement
 Training and development
 Performance Appraisal and Job evaluation
 Employee and executive remuneration
 Employee Motivation
 Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an

effective, legal, fair, and consistent manner.

"Human resource management aims to improve the productive contribution of

individuals while simultaneously attempting to attain other societal and individual
employee objectives." Schwind, Das & Wagar (2005).

RCOM Mission

Our transparent HR policies and robust processes are driven by a single overarching
objective: To attract, nurture, grow and retain the best leadership talent in every sector
and industry is which we operate.

Our aim is to create a team of world beaters that is:

 Committed to excellence in quality,

 Focused on creation and enhancement of stakeholder value
 Responsive to evolving business needs and challenges
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  Dedicated to uphold the core values of the Group

HR STRUCTURE AT RCOM

PRESIDENT
HR
CEO

ENTITY
CORPORATE HR
HR
CIRCLE
HR

CORPORATE HR: Activities taken up by Corporate HR are

 Policy making
 Implementing suggestions - HEWITT CONSULTANT
 Strategic planning

ENTITY HR: Activities taken up by Entity HR are

 Execution of policies and practices

 Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are

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  Recruitment
 Appointment
 Training
 Payroll
 Employees issues
 Exit full & final

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 2. HISTORY OF SAP
1970s: A Real-Time Vision

In 1972, five former IBM employees- Dietmar Hopp, Hans-Werner Hector, Hasso
Plattner, Klaus Tschira, and Claus Wellenreuther-launch a company called system,
Application, and Product in data Processing in Mannheim, Germany.

The Original name for SAP was German: Systeme, Anwendungen, Produkte, which
means “System Application and Product.” The original SAP idea was to provide
customer with the ability to interact with a common corporate database for a
comprehensive range of application. Gradually, the Application has been assembled
and today many corporations, including IBM and Microsoft, are using SAP products
to run their own businesses.

Vision: To develop standard application software for real-time business processing.

One year later, the first financial accounting software was completed, forming the
basis for the continuous development of other software component which later came
to be known as the “R/1 System.” “R” stands for real-time data processing. By the end
of the decade, intensive examination of SAP’S IBM database and dialog control
system lead to the birth of SAP R/2.

The 1980s: Rapid Growth

SAP then moved into the company’s first building on MAX-Planckk-Strasse in an

industrial park in Walldorf, near Heidelberg. Its software development area and 50
terminals is all now less than one roof. Fifty of the 100 largest German industrial firms
are already SAP Customers.

The SAP R/2 systems attain the high level of stability of the previous generation of
programs. Keeping in mind its multinational customers, SAP design SAP R/2 to
handle different language and currencies. With this and other innovation in SAP R/2,
SAP attained rapid growth.

By the middle of the decade, SAP found its first sales organisation outside Germany,
in Austria. The company made its first appearance at the CeBIT computer fair in
Hanover, Germany. Revenue reached DM 100 million (around $52 million), earlier
expected. In august 1988, SAP GMBH became SAP AG. On 4thNovember, 1.2 million
shares were listed on the Frankfurt and Stuttgart stock exchanges.

Germany renowned business journal, Manager Magazine, named SAP its company of
the year. With the founding of subsidiaries in Denmark, Sweden, Italy and United
states SAP’s international expansion took place.

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The 1990s: A New Approach to Software and Solutions

SAP R/3 is unleashed on the market. The client-server concept, uniform appearance of
graphical interface, consistent use of relation database, and the ability to run on
computer from different vendors meets with overwhelming approval. With SAP R/3,
SAP users in a new generation of enterprise software –from mainframe computing to
the three-tier architecture of database, application and user interface. To this day, the
client-server architecture is standard in business software.

A growing number of subsidiaries are now being managed out of Walldorf. The new
sales and development centre in Walldorf official are now opening its door. It
symbolizes the global success of the company.

By 1996, the company had earned 1,089 new SAP R/3 customers. At the end of the
year, SAPR/3 had been installed in more than 9,000 systems worldwide.

SAP celebrated its twenty-fifth anniversary in 1997 and now employs approximately
12,900 people. SAPS continued to strength its industry focus and build more and more
industry-specific solution. On August 3, 1998, the letter S-A-P appeared for the first
time on Big Board at the New York stock Exchange (NYSE), the largest stock
exchange in the world.

By the end of that decade Hasso Plattner, Co-founder, Co-chairman, and CEO
announced the mySAP.com which showed the beginning of a new direction for the
company. MySAP.com links e-commerce solution to existing ERP application, using
state-of-the-art web technology.

The 2000s: Innovation for the New Millennium

With extensive use of internet, the user becomes the focus of application. SAP
developed workplace and paves the way for the idea of an enterprise portal and role-
specific access to information currently, more than 12 million users work each day
with SAP solution. There are now 121,000 installations worldwide, more than 1,500
SAP partner, over 25 industry-specific business solution, and more than 41,200
customers in 120 countries. SAP is the world third-largest independent software
vendor. Today, with enterprise services-oriented architecture and the underlying
integration and application platform, SAP net weaver, a company can integrate people,
information and processes within the company and beyond.

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2.1 WINNER SAP ACE 2009

Award Category Service

Ecosystem Expansion Cognizant
SI Co-Innovation HCL Axon
SI Go-to-Market Deloitte
Upgrade IBM
Ramp Up IBM
Customer Satisfaction IDS Scheer, IBM
Collaborative Revenue Growth Accenture
Collaborative Revenue Contribution Tata Consultancy Services
Award Category Software
Global Software Solutions Partner of the Year TechniData

Software Solutions Innovator of the Year Nakisa

Regional Software Solutions Partner of the Vistex

Year – Americas
Regional Software Solutions Partner of the
Adobe
Year – APJ
Regional Software Solutions Partner of the Open Text
Year – EMEA
Award Category Technology

Global Technology Partner of the Year Cisco Systems

Technology Innovator of the Year Research in Motion

Award Category Outsourcing
Global IT Outsourcing CSC
Regional IT Outsourcing Gisa
Award Category Communities
Top Company Contributor BPX Capgemini
Top Company Contributor SDN Intelligroup

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2.2 ERP (Enterprise Resource Planning)

ERP is which integrates all departments and functions throughout an organization into
a single IT system (or integrated set of IT systems) so that employees can make
enterprise-wide decisions by viewing enterprise-wide information on all business
operations.

To obtain operational efficiencies, lower costs, improved relations and increased

revenues, all the units of the organization must work together harmoniously toward
congruent goals. An ERP system will help an organization achieve this.

Some Benefits of using ERP:

 Savings: It is of significant amount over a long period of time.

 Standardise information: ERP’s provide a unified method for tracking

employee’s detailed view.

 Communication: Helps in communicating the recorded and required

information with the respective employee/s.

 Law compliance: Automated run of the compliance with the legal requirements
of multiple jurisdictions and tax authorities.

 Employee’s detailed analysis: It allows organisation to perform detailed

analysis of its employees, to determine each and every aspect of each employee
working in the organisation.

 Store: To store critical knowledge used to make decisions that drives the
organisation’s performance.

 Competitive: Organisations always strive for excellence in every business

process enterprisewide, especially if has operations worldwide.

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Some Problems in using ERP:

 Software cost: While purchasing the software.

 Consulting fees: Hiring external experts to help implement the system correctly.

 Process rework: Redefining processes in order to ensure the company is using

the most efficient and effective processes.

 Customisation: If the software package does not meet all of the company’s
needs, it may be required to customise the software.

 Integration and testing: Ensuring all software products, including disparate

systems not part of the ERP system, are working together or are integrated. Testing
the ERP system includes testing all integrations.

 Training: Training to all the new users.

 Data warehouse integration and data conversion: Moving data from an old
system into the new ERP system.

 Time consuming: It may take time, even years, to see tangible results from an
ERP solution.

The top three vendors of ERP are PeopleSoft, Oracle and SAP. But in accordance to
the survey conducted in India, SAP is the highly used ERP software across the states.

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 3. SAP MENU
3.1 SAP WINDOW
Use: The new SAP Easy Access user menu is the user-specific point of entry into the SAP System.

Application Tool Bar Title bar Standard Tool Bar

Enter Transaction Code

Infotype

Follow the Menu Path

using drop-down
Menus.

Message Area Status Fields

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STANDARD TOOL BAR BUTTON OF SAP R/3

KEYBOAR
BUTTON DESCRIPTION
SHORTCUT
Click on the Enter button when you want to
validate your field entries and move to next
Enter key function, or screen, in a system task. Note
that clicking on Enter does not save the
information you entered.

Ctrl S Click on the Save button when you want to

save data or changes to data in a system task.

Click on the Back button when you want to

F3 move back to the previous screen or menu
level.

Click on the Exit button when you want to

Shift F3 exit the current menu level or system task
without saving the data.

Click on the Cancel button when you want to

F12 cancel the data you entered in the current
system task.

Ctrl P Click on the Print button to print the SAP

document displayed on the screen.
Click on the Find button when you want the
Ctrl F system to search for words and alphanumeric
combination in the open document or display
screen.
Use the Continue Search button to continue
Ctrl G searching for a previously selected search
item.
To move to the first page, click the button
Ctrl Page up with two up arrows.

To move to the first page, click the button

Page up with two up arrows.

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 Page Down To move to the first page, click the button
with two up arrows.

Ctrl Page To move to the first page, click the button

Down with two up arrows.

None Create new SAP session

None To create shortcut to transaction to desktop.

Display a menu that lets you change some of

Alt+F12 the option on your PC such as cursor size and
position. Also allows you to print your screen
(Hardcopy).

The yellow question mark is the Help button.

It display generic (i.e. not MIT-specific) SAP
online help. Select a field or message, click
the help button and a definition of the field or
F1 message will be displayed. Not all fields have
definition, and not all MIT workstation have
the SAP online help installed (due to disk
space constraints on the specific
workstation.)

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ADDITIONAL BUTTON

BUTTON DESCRIPTION NOTE (IF ANY)

Execute the system task or save

your work

Display document overview

information

Display document overview

information

Display line items details Click the line item first

Change the document Click the line item first

Toggle between change and

display

Choose detail document Click the line item first

Display the document Click the line item first

Display or search for a list of

information

Display information about the

system task

Display the list of available

variants

Select or deselect all checkboxes

Click this to expand all

Expand/display all values
entries
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 Display another document or
search for information another
way
Click the column first.
For sorting the possible
entries in F4 help, click
Click the column to sort Sort information ascending or
in ascending/descending the column title-this
descending
acts like a toggle button
to sort ascending or
descending
Sort information ascending or
descending

Input additional selection criteria

Insert or delete a line Click the line first

Display next or previous column

of information

Display next or previous line item

or screen

Download the report to Microsoft

Excel

total the amount in a column click the column first

Mandatory

Document flow

Match code help/possible entries

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The user menu contains only those items-such as transactions, report and web
addresses-you need to perform your daily task.

If a user menu has been defined by your system administrator, it appears when you log
on to the system. If you have not been assigned a user menu, or you need to access
items that are not contained in your user menu:

 Open the SAP standard menu by choosing SAP standard menu. You now
have a complete overview of the SAP System you are currently working with.
Use the navigation area to navigate to the items you need.
Or, contact system administrator.

On the SAP Easy Access initial screen

 Create a favourites list consisting of the transactions, files, and Web addresses you use most
frequently.
 Go to SAP Business Workplace, if you are using Work items.

SAP Easy Access Settings

PROCEDURE

To make SAP Easy Access settings, choosing Extra 1 settings. The following
dialogue box appears.

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Here, you can specify whether:

 Your favourites should appear before or after the menu

 Only your favourites, and not the menu, should appear
 Technical names of menu options should appear in the navigation area
 The SAP Easy Access graphic should appear on the right-hand side of the
screen,
As shown below:

You can also define whether a user or an SAP standard menu should appear. To make
this setting, choose either Menu ı User menu or Menu ı SAP standard menu.

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Use Navigation Area

PROCEDURE

You can expand and collapse menus in the navigation area by choosing the
dropdown arrows to left of the menu items, as in example below:

To expand and collapse menus in the

navigation area choose the dropdown
arrows to the left of menus items.

To open an application in the

navigation areas double click this node.

To open an application in the navigation area :

 Double click on its node, or

 Choose Enter, or

 Choose Edit Execute.

To run application in a new session, choose Edit, Run in new window.

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Creating Favourites

Use

In SAP Easy access, you can create a favourite list containing:

PROCEDURE

Inserting an item from the SAP standard or user menu

Use drag and drop:

 Select an executable menu item using the mouse, and keep the mouse button
press.

 Drag the item to the desired position in your favourites list, and release the
mouse button.

 The new item appears below the position where you dropped it.

Or, use the menu bar:

 Select an executable item in the user menu.

 Choose Favourite s Adds

 The new item appears at the end of the list.

Inserting Transaction

 Choose Favourites Insert transaction.

 The following dialogue box appears:

 Enter the transaction code and choose continue.

 The new item appears at the end of your list, and automatically appeared
labelled with the transaction name.

Inserting web address or a file:

 Choose Favourites ® Link or file.

 The following dialogue box appears.

 Enter the name and web address or file name, and choose continue.

 The web address should start with: //…..

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 EXAMPLE: http://www.sap.com

The file name should have the format: X:\filename\filepath.

Example: C:\Texts\SAP.doc.

SYSTEM ADMINSTRIATION FUNCTION

Use

There are various ways in which the system administrator can define user menus for
the staff in a company.

He or She can:

 Directly assign roles to a user

 Change and assign roles

 Create roles

If you have system administrator authorization, SAP Easy Access provides additional
function that enables you to:

 Call role menus and assign users to the menus

 Create roles

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A sample SAP Easy Access initial screen for system administrator is shown below, the
application toolbar contains additional option.

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3.2 PROCEDURE AND ROLES

Moving the focus to the initial Position

Use

When you first open a screen in an SAP application, the focus may or may not be on
the first user interface on the screen. To ensure that the focus is at the top of the screen
before you began to navigating, you must move the focus to the initial position, which
is the browsers address field.
Procedure

To place a cursor in the browser address field when you first open a screen, use the
window key command Ctrl Tab.
Result

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This will place the cursor into browsers address field, from where you can start
navigating to the user interface element on screen.
Navigating with TAB Key

Procedure

When one using R/3 enterprise with accessibility open selected, to navigate between
user interface elements, use the Tab key. One can use the Tab key regardless of
whether they are using assistive technology such as a screen reader.
Starting a Transaction

Procedure

In R/3 Enterprise, to start a transaction, select the transaction from a menu in the menu
bar or from a menu tree. Alternatively, one can enter a transaction code for that
transaction into the transaction code field (Which is located in the toolbar). Often,
entering a transaction code is a much quicker way to access the transaction.
Finding Shortcut keys for functions

Procedure

1) To find the shortcut key that is available for certain function on an R/3
Enterprise screen, open the function menu in the menu bar. The function menu
provides a list of all of the shortcut keys that are available on that screen.
Roles

Roles are collection of activities used in business scenario. Users access the
transaction, report, or web-based application through user menu. The SAP standard
contains a large number of predefined roles.

When a role is assigned to a user, the menu for that role appears when the user logs on
to the system. The integrity of business data is also ensured by the assignment of roles.
Authorization profiles are generated which restrict the activities of user in the SAP
system, depending on the activities in the roles.

The user can change the roles assigned to him or her as required by using create and
manage.

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Basic (BC)

The following describe the singles roles for the Basic (BC) component.

1) System Administrator

Technical name: SAP_BC_BASIC_ADMIN

Tasks

Basic system administration monitors the load balancing and performance of the
system. They are also responsible for Basis services such as starting and stopping a
system.
The tasks are:
1. Load balancing administration
2. Instance administration
3. Performance analysis
4. System Configuration
5. Basis services such as starting and stopping a system and its servers
MiniApps
Several MiniApps are assigned to this role. The information that these MiniApps
display includes:
 The status of a system according to a monitor that you have defined
 A list of alerts in a monitor that you have defined
 Data from Transaction SM51 for an SAP system
 Some of the most important performance values
 Ready-to-Run task lists
 A list of data from the performance database for specific areas

2) Database Administrator SQL Server

Technical name: SAP_BC_DB_ADMIN_MSS
Tasks
The database administrator maintains the database in the SAP business framework.
The database administrator is responsible for:

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  Backup
 Recovery
 Archiving
 Monitoring
 Optimization

Activities
The work of the Database administrator involves the following activities:
Area Activity
Scheduling and execute tasks in the database
Database
planning calendar
Management
Supervise backup activity and logs
Watch database system activity to identify and
Database Monitoring resolve problems
Analyse table and indexes
Database Analyse database configuration and Performance
performance and
configuration Maintain and monitor database connection

3) System Administration Assistant: Project Team Member

Technical name: SAP_BC_RRR_SAA_USER

The role System Administration Assistant: Project Team Member Supports project
team member when they execute their tasks in the system implementation phase.

The role includes the authorization for calling Transaction SSAA and for displaying
all administration tasks. The project team member can also execute all CTS tasks for
releasing and monitoring customizing and workbench tasks, as well as copying tasks
into the test client.

4) SAP DB Database Administrator

Technical name: SAP_BC_DB_ADMIN_SAPDB

Tasks

The database administrators maintain the database in SAP business framework.

The tasks are:

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  Backup

 Archiving

 Monitoring

 Optimizing

5) Spool Administrator

Technical name: SAP_BC_SPOOL_ADMIN

Tasks

The spool administrator is responsible for the smooth operation of the SAP output
landscape.

The individual tasks are:

 Administration of output devices

 Definition of a spool server landscape for continuous, reliable operation

 Monitoring to ensure output is correct

6) Background Administrator

Technical name: SAP_BC_BATCH_ADMIN

Tasks

The background administrator is responsible for the organization and smooth

operation of background processing.

The individual tasks are:

 Definition and scheduling of background jobs

 Monitoring of background jobs the customizing project team member makes the
system setting which configure the SAP system in a company. He or she does
this by systematically carrying out and documenting customizing projects.

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The role has following tasks:

 Perform the project IMG activities (make system settings)

 Test the system settings

 Create and edit status information and project documentation

 Transport system settings

 Troubleshooting and fixing errors

7) Customizing Project Team Member

Technical name: SAP_BC_CUS_CUSTOMIZER

Tasks

Modification

This role only contains basic function. It is a template for a customizing project.

One also needs a role with authorization for the IMG activities in a customizing
project. Create a new role and assign it to a customizing project or project view. The
authorization profile depends on the IMG activities in the customizing project.

One needs two roles for each customizing project: a copy of the role
SAP_BC_CUS_CUSSTOMIZER and a role with the authorization for the
customizing project or project view.

One can put these two roles in a composite role.

Integration

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The customizing project team member and customizing project administrator are part
of a customizing project team.

8) Test organizer

Technical name: SAP_BC_CAT_TESTORGANIZER

Tasks

The role contains all test organizer tasks:

 Create test case description for testers

 Define automatic test cases

 Manage test cases

 Organize test

 Analyze test

 Analyze automatic test case logs

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9) Administrator for communication, folder and appointment planning

Technical name: SAP_BC_SRV_GBT_ADMIN

Tasks

Administrator with this role can make the settings for the communication landscape
of the SAP system. They can also make default settings and perform other
administrative activities for the folder and appointment management areas.
Activities in the Business Workplace

Adapting the send, folder and office function of the Business Workplace to the
requirement of the enterprise and the feature of the communication landscape.
Collecting and evaluating data from the send and folder environment.
Activities in SAP connect

Configuring and monitoring external communication.

Activities in SAP phone

Configuring and monitoring the telephony environment.

Activities in Appointment calendar

Customizing settings and default settings for the use of the calendar.

MiniApps

A typical MiniApp for this role provides an overview of current alerts in the
communication and telephony environment.
Integration

To administrator the workflow function in the business workplace, the administrator

needs the role workflow system administrator.
To enable optical archiving in the business workplace, the administrator needs the role
system administrator for SAP archive link.

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10) Administrator for External communication

Technical name: SAP_BC_SRV_COM_ADMIN

Tasks

Administrator with this role can make the settings for the communication and
telephony environment of the SAP system.
Activities in SAP phone

Configuring and monitoring the telephony environment.

Activities in Appointment calendar

Customizing settings and default settings for the use of the calendar.

MiniApps

A typical MiniApp for this role provides an overview of current alerts in the
communication and telephony environment.
Integration

All the authorization contained in this role is also contained in the role administrator
for communication, folder and appointment planning.
11) Transport Administrator

Technical name: SAP_BC_TRANSPORT_ADMINISTRATOR

Tasks

A user with role Transport Administrator is a super user of the change and transport
system. The tasks of this user include.
 Configuration of the system landscape with the Transport Management System

 Import of new SAP software

 Routine transport tasks such as imports, approving changes and so on.

The Transport Administrator role has all authorization in the change and Transport
system.

Activities in the change and Transport system

The main daily task of the Transport Administrator is importing transport request into
the systems of his or her transport domain. This includes actually importing the
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request, approving transport that are part of the transport workflow or quality
assurance procedure, using the Alert Monitor the transport domain, and tracking
imports. The Transport Administrator has full authorization to analyze and edit
transport request in the Transport Organizer and the Transport Organizer tools.
The administrators also configure the system landscape for the change and transport
system, include the transport domain and the transport routes. He or she sets the
system and client change option.
The Transport Administrator imports new SAP software, such as support, package
and add-ons, upgrade the system, and adjust any modification. Language transport is
another area for which this administrator is responsible.
Integration
Transport request are created by the Customizing Project Administrator and the
development project leader. These users create tasks for the Customizing Project
Member, ABAP Developer and Documentation Developer working on the project. In
turn, these users record their changes in transport object in tasks and then release the
task. After the customizing project Administrator or the Development project leader
has released it, the request is imported into other system by the Transport
Operator or Transport Administrator.
The Transport Administrator is supported in his or her routine task in the change and
Transport system by Transport Operator (making transport, approving changes,
monitoring, and so on). However, fundamental changes to the SAP systems, such as
reconfiguring the landscape, importing SAP software, creating transport, deletion, and
so on, remain the responsibility of the Transport Administrator.

One typical task of the Transport Administrator is to use the client copy function. All
transaction and authorization for this function are in the role Client Copy.

The Transport Administrator needs display authorization for the ABAP Workbench to
be able to analyze transport objects. This authorization is in the role ABAP developer:
Display Authorization.

12) Transport Operator

Technical name: SAP_BC_TRANSPORT_OPERATOR

Tasks

The Transport Operator is responsible for routine tasks such as import, approving
software changes, transport, tracking imports and so on.

Activities in the Changes and Transport System

The tasks of the Transport Operator include:

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  Improving transport request into system in the transport domain.

 Approving transport that are part of the transport workflow or quality assurance
procedure.

 Using the alert monitor to monitor the transport domain.

 Using the import tracking function to check transports.

 Analyzing and editing the content of transport request.

The Transport Operator role has display authorization in the Transport Organizer and
Transport organizer tools.

13) Business Workflow: Implementation Team

Technical name: SAP_BC_BMT_WFM_PROCESS

Tasks

Member of the Business Workflow Implementation team identify business processes

that are suitable for implementation with Business Workflow. They are also
responsible for maintaining the organizational plan required.

Activities in SAP Business Workflow

 Maintaining the organizational plan

 Using the Business Workflow Explorer

 Displaying standard roles

14) Business Workflow: Developer

Technical name: SAP_BC_BMT_WFM_DEVELOPER
Tasks
The developer implementation and maintain workflows.
This role should only n=be assigned in development systems.
Activities in SAP Business Workflow

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The developer has comprehensive access to all business workflow function in order to
carry out their tasks.
They can use all SAP business workflow functions.

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Integration
The developer also requires the role background administrator
(SAP_BC_BATCH_ADMIN) if they are to schedule background jobs.
15) Business Workflow: Controller

Technical name: SAP_BC_BMT_WFM_CONTROLLER

Tasks

The process controller evaluates SAP Business Workflow from a business point of
view at runtime, and is responsible for suggesting improvements.

Activities in SAP Business Workflow

Execution of work item analysis and workflow reporting.

16) User Administrator

Technical name: SAP_BC_USER_ADMIN

Tasks

The user administrator has the following tasks and authorizations:

 Maintain user master records

 Assign roles to users
 Assign profiles to users
 Display authorizations and profiles
 Use user information system
 Display or change role data

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3.3 SAP GUI (GRAPHICAL USER INTERFACE)
Definition

The SAP graphical user interface (SAP GUI) consists of the technical feature that
enables you to exchange information with the SAP system (by entering data, choosing
functions, and so on). For Release 4.6, SAP has made extensive changes to the SAP
GUI design.
Use
New Display Options
The redesigned features include:

 Text fonts and colour

 Colour schemes
 Sound and animation settings
 Additional options for data presentation

Structure

The new SAP GUI consists of two main screen areas.

Screen header

The screen header consists of:

 Menu bar

 Standard toolbar

 Title bar

 Application toolbar

Screen body
The screen body is the area between the screen header and the status bar.
A typical example of an SAP screen (here, the SAP Easy Access initial screen) with
the new SAP_GUI is shown below:

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Changes to the Screen Header

Screen Banner

In previous releases, the title bar and menu bar were at the top of the R/3 window. As
of
Release 4.6, a screen banner replaces these two elements. The screen banner consists
of:

Menu bar

GUI interaction buttons

The Minimize, Maximize, and Close buttons are no longer in the top right-hand corner.
They are now slightly to the left, beside the SAP logo, you can also find these GUI
interaction options in the dropdown menu that appears when you choose in the top
left-hand corner.

1. Standard toolbar

Command field

By default, the command field is closed. To display it, choose the arrow to the left of
the Save icon:
The command field appears:

To hide it, choose the arrow to the right (outside) of the field.

To display a list of the transactions you used last, choose the dropdown arrow at the
right-hand end of the field.

Other features

In the top right-hand corner, the ripple animation indicates data request activity:
This was previously shown by a change of color in the status fields.

Changes to the Screen Body

Screen Elements and Layout

The screen elements (group boxes, buttons, scrollbars, and so on) have a new design.
The screen layout has changed. For example, a tab leader now guides the eye from
field names to fields, and important screen areas are highlighted more prominently.

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Required input fields were previously identified by a question mark within the field.
They now have a checkmark icon at the left-hand end:

Status Bar

System message identification (far left)

 Identifies error messages.
 Identifies affirmative system messages.

Status fields (far right)

By default, the status fields appear at the far right:

 To hide these fields; choose the arrow pointing to the right:
 when the fields are hidden, the arrow points in the other direction:
To display the status fields, choose the arrow pointing to the left:

Icons

SAP has changed the graphical design of all icons used in the SAP System.

Changes to GUI Controls

SAP has also redesigned screen elements such as trees, tables, and tabs.

GUI Interaction Principles

The GUI interaction principles – such as minimizing, maximizing, cancelling, and

dropdown menus – remain the same.

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3.4 MULTIPLE SAP SESSION

Use

A session is basically another SAP instance on users screen. Multiple sessions allows
working on more than one task at a time. This can save users time and reduce the need
to jump from screen to screen.

Feature

One can open up to six sessions, and do a different task, or even the same task, in each
one can move around between the open sessions, and can close any session without
having to log off from the system.

a. Creating a new session

Procedure

To create a new session from anywhere in the system:

 Choose System □ Create session from the menu bar, or

 Choose Enter

Result

The system will open an additional window. The new session becomes the active
session and remains the active session unless you click on a different (open or new)
session. Each session has a session number, which appears in that session’s status bar.
It appears in parentheses next to the system name.

b. Creating a new session and task at once

Procedure

To create a new session and a task simultaneously:

In the command field, enter /o (the forward slash and the letter o) followed by the
transaction code for the task you want to start.
For example, to create an employee master record in the Accounts Receivable
application, you use Transaction FD01. To open a session and start this task at the
same time, you enter /ofd01 in the command field.
 Choose Enter.

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Result

The system opens an additional window for the new session and displays the initial
Screen of the transaction.

c. Moving Among Sessions

Prerequisites

Moving to a different session is like putting a telephone call on hold: one can resume
the call whenever you are ready.

Procedure

To move from one session to another, click any part of the window that contains the
session you want to go to (or use the key(s) specified for changing windows). The
window one chooses becomes the active window: it moves in front of all the other
Window on the screen.

d. Ending a Session

Use

Before ending a session the data that one wants to keep has to be saved.

Procedure

One can either

 Choose System ® End session from the menu bar, or

 Choose in the upper right-hand corner of the active session.

The session is closed and can return to the previous session.

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 4. HUMAN RESOURCE
Now we discuss the various infotypes of SAP-HR frequently being used at Reliance
Communication Ltd. The introduction and the process of the same are given as
below:

MASTER DATA (INFOTYPE PA-30)

Also called reference data master data is any information that is considered to play a
key role in the core operation of a business. Master data may include data about
clients and customers, employees, inventory, suppliers, analytics and more.
Master data is typically shared by multiple users and groups across an
organization and stored on different systems.

Reference data is used in data management to define characteristics of an identifier

that are used within other data centric processes.

The Master data consists of the Infotypes and the subtypes, as described below:

MASTER DATA
Supplementary
Payroll Data Time Data
Basic Data Basic Data

Personal Data
Addresses
Challenge
Organizational Assignment
Actions

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PERSONAL DATA (INFOTYPE 0002)

“Personal data” means data which relates to a living individual who can be identified
from such data. It refers to information that can be used to uniquely identify, contact,
or locate a single person or can be used with other sources to uniquely identify a single
individual.

The Infotype Personal Data (0002) stores data for identifying an employee/applicant.

Name formatting enables you to control how the employee’s or applicant’s name is
output (for example, “known as” first name instead of first name, without title).The
validity start for the first record of the Infotype Personal Data (0002) is determined
from the employee’s/applicant’s date of birth.

Because the individual family members do not have to be recorded here, a check is not
run to see whether the number of children entered in the Family/Related Person
(0021) Infotype corresponds with the number of children entered in the No. children
field in the Personal Data Infotype (0002).

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ADDRESSES (INFOTYPE 0006)

In the Addresses Infotype (0006), you store the address data of an

employee/applicant. The employee’s address is used in conjunction with the
employee’s/applicant’s name, taken from the Infotype Personal Data (0002), for
employee lists of different kinds, for forms, or for address labels.

One can enter different addresses for each employee. The standard system contains the
following address types as subtypes:

 Permanent residence
 Temporary Residence
 Home address
 Emergency address
 Mailing address
 Nursing address

There are many different entry screens for the individual country versions for the
Infotype Addresses (0006). When you create an address, the system will choose the
country-specific entry screen that corresponds to the country of the personnel area to
which the employee/applicant is assigned in the Organizational Assignment Infotype
(0001).

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CHALLENGE (INFOTYPE 0004)

The data contained in the Infotype Challenge (0004) is used in order to be able to
fulfill the legal obligations with regards to the contributions for severely challenged
persons.

Challenge Data

You can use the Challenge Group, for example, to distinguish between challenged
trainees and challenged persons who have completed vocational training. These
groups are stipulated by statutory regulations. The system proposes the challenge
groups with their official abbreviations.

As the Degree of Challenge, enter the percentage for the severe challenge in
accordance with the Law. In order for the system to accept the entry of additional
vacation for severely challenged persons, a challenged level of at least 50% must exist
in the Challenge (0004) Infotype.

The Credit Factor stipulates the credit with respect to positions reserved for severely
challenged persons in accordance with the Law.
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The Type of Challenge enables you, for example, to distinguish between challenged
persons with unlimited or limited working capability.

Issuing Authority

Here you enter information on the authority that certifies the challenge, such as the
official agency, the date on which the challenge certificate was issued and the
reference number of the certifying authority.

Second Issuing Authority

If a second issuing authority has also issued a challenge certificate for the person
concerned, then you can also store details on the second issuing authority in this
Infotype. Make entries in the same fields for this issuing authority as for the first
issuing authority.

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ORGANIZATIONAL ASSIGNMENT (INFOTYPE 0001)

The Organizational Assignment (0001) Infotype deals with the incorporation of the
employee into the organizational structure and the personnel structure. This data is
very important for the authorization and control of Payroll.

The Organizational Assignment (0001) Infotype has the time constraint, which means
that an Infotype data record must exist in the system at all times as of the date on
which the employee is hired.

Enterprise Structure

The fields for company code, personnel area, and cost center are not ready for input
here. If you want to edit these fields, you must perform a personnel action.

The value of the field for legal person is determined automatically by the system. You
cannot overwrite it.

Personnel Structure

The system derives the values of the fields for employee group and employee
subgroup from the Actions (0000) Infotype. You cannot overwrite these values. You
can only assign these values by performing a personnel action.

You can overwrite the default value in field for payroll accounting area.

Organizational Plan

An Organizational Plan provides a model of the structural and human resource

environment at the enterprise. Persons hold positions in the organizational structure
which is governed by Organizational Management.

Organizational units describe the various business units that exist in the enterprise.
Multiple organizational units and their inter-relationships form the organizational
structure.

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LJIMS Page 53
ACTIONS (INFOTYPE 0000)

The system simplifies the processing of complex personnel procedures, such as hiring
a new employee, by using what are known as personnel actions.

You can use personnel actions to:

 Hire an employee
 Change the organizational assignment of an employee
 Change the employee’s pay
 Set an employee’s status to early retiree or pensioner
 Document when an employee leaves or re-enters the enterprise.

Personnel Action

Personnel actions combine several related Infotypes into one Infotype group.
Examples of personnel action types include the following:

 Hiring an employee
 Organizational reassignment
 An employee leaving the enterprise.

With the Actions Infotype (0000), you can display an overview of all the important
changes related to an employee, and you can thus document the most important stages
that an employee passes through in your enterprise.

Organizational Assignment

You can store information on the following in the Actions Infotype (0000):

 Position
 Personnel area
 Employee group
 Employee subgroup

Additional Actions

The Additional Actions Infotype (0302) enables you to automatically log all of the
personnel action types that are performed for an employee on a specific date. It
enables you to perform and document several personnel action types for an employee
in the system on the same day.

You can display and maintain the data records logged in the Additional Actions
Infotype (0302) on the list screen of the Actions Infotype (0000).
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 MASTER DATA
Supplementary
Payroll Data Time Data
Basic Data Basic Data

Contract Elements

Family member/Dependents

Education

Qualification

Other/Previous Employers

Contract Elements (Infotype 0016)

In the Contract Elements infotype (0016), you can store data related to the
employee’s employment contract.

Contractual Regulations

With the Contract type field, you can subdivide contracts of employment in
accordance with the planned duration of the work relationship and the employee’s
legal status. You can or must also record the following information here:

 For temporary work relationships, you must enter the contract’s expiry date
(valid until).
 You can set the Sideline Job indicator if the employee is authorized to have a
sideline job.

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  You can set the Competition Clause indicator, if the employee’s contract
contains a corresponding provision. The non-competition clause refers to the time
after termination of employment. It defines any job restrictions that may be
imposed on the employee and how these are compensated by the enterprise.

Payment Period from Beginning of Illness

The Continued pay and the Sick pay supplement periods are used for certain absences
in the Absences infotype (2001). The default values for both periods are defined in
Customizing and can be overwritten here.

Periods

Here you store all periods relevant for labor legislation and the employee’s contract:

 Probation period length

 Notice periods for employer and employee
 Date on which the work permit expires

Entry

You can save an entry date in the Initial entry field that is different than the contract’s
start date and information on the corporation to which the employee belongs.

When you first create a record for the Contract Elements (0016) infotype for the first
time, the system suggests default values for the following fields:

 Contract Type

 Continued pay

 Sick pay

 Probation period

 Notice period for ER

 Notice period for EE

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 Family member/Dependent (Infotype 0021)
You store data concerning the employee’s family members and other related persons
in the Family Members/Dependents infotype (0021).

The standard system contains the following relationship types as subtypes:

 Spouse
 Divorced spouse
 Father
 Mother
 Domestic partner
 Domestic partner’s child
 Child
 Legal guardian
 Testator
 Guardian
 Stepchild
 Emergency contact
 Related persons
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LJIMS Page 58
 Education (Infotype 0022)
You can store what education and training qualifications an employee or an applicant
has passed in the Education infotype (0022).

The standard system contains different educational establishment types as subtypes. If

you want to store information about the complete education of an employee/applicant,
you have to create as many data records as necessary for the respective subtypes of
this infotype.

You can enter the following data for each educational establishment type:

 Institute/Place (e.g. University for applied science, Hannover)

 Country Key, i.e. the country in which the education/training institution is based
 Degree/Certificate (The system lists the possible leaving certificates in relation
to the educational establishment type specified)
 Duration of course (You can also specify the length of each course of study)
 Final Grade
 Branch of study (You can specify two special fields of the employee’s or
applicant’s course of study)

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 Qualifications (Infotype 0024)
You store an employee’s or applicant’s qualifications in the Qualifications infotype
(0024).

If you want to store information about more than one of an employee’s/applicant’s

qualifications, you have to create many data records within this infotype.

You create qualifications in Customizing. Each qualification is identified by a key. In

addition, you can state proficiency for each qualification. The proficiency indicates the
quality of the skills and knowledge associated with a qualification. The meaning of the
proficiency levels must be arranged in ascending order.

Proficiency 0 = non-valuated

Proficiency 1 = very poor

...

Proficiency 9 = excellent

For example, the Command of English qualification may be entered as Poor since the
employee has not brushed up his or her command of this language for many years.

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 Other/Previous Employers (Infotype 0023)
In the Other/Previous Employers infotype (0023), you can store information on other
work contracts of an employee or applicant.

You can specify where an employee (in a sideline job) works, or worked prior to
starting work with your company.

If you want to enter more than one of an employee’s or applicant’s employers, you
have to create many data records within this infotype, each with their respective
validity period.

You have to specify the employer’s name and the country it is based in for each
employer. You can also store the following details:

 City in which the company is based

 Industry in which the company is active
 Job that the employee or applicant carried out or carries out
 Work contract with other employer

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 MASTER DATA

Supplementary Basic Payroll Data Time Data

Basic Data Data

Basic Pay
Time Quota Compensation
Bank Details
Recurring Payments/Deductions
Additional Payments
Appraisals
Loans

BASIC PAY INFOTYPE (0008)

You can store the employee’s basic pay in the Basic Pay Infotype (0008). You can get
an overview of the employee’s payroll history using the Infotype history.

When an employee leaves a company you are not permitted to delimit the Basic Pay
Infotype (0008). Basic payroll data must remain in the system.

The standard system contains the following payment types as subtypes:

 Basic contract
 Increase basic contract
 Comparable domestic pay
 Refund of costs in foreign currency
 Local weighting allowance

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Pay Scale

The system automatically proposes the Pay Scale Type and the Pay Scale Area.
However, you can overwrite these values.

You always have to specify the Pay Scale Group and Pay Scale Level together. You
can create pay scale groups and the related pay scale levels in Customizing for
Personnel Administration by choosing Payroll Data ® Basic Pay ® Revise Pay Scale
Groups and Levels.

Wage types

If you want to insert a data record, the system automatically suggests the wage types.
There are a few wage types which you cannot overwrite or delete:

 Indirectly valuated wage types may not be overwritten, since this would
cause the indirect valuation to be lost.
 The Amount of indirectly valuated wage types is only displayed and not
saved.
 You can enter up to 40 wage types for each employee. You can specify
the number of wage types in the Planned Payment Specification feature in
Customizing. If fewer permitted wage types are defined in Customizing, fewer
rows are available in the Infotype.
 The sum total of payments (Total Amount) is calculated by the system.
All wage types that according to the settings in Customizing are to be included
in the sum total are flagged in the Add. Total field (Add to Sum Total).

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LJIMS Page 64
TIME QUOTA COMPENSATION INFOTYPE (0416)

Definition

Time quota compensation allows a financial remuneration of absence entitlements that

have not been deducted by absences.

Use

You can use the Time Quota Compensation Infotype (0416) to remunerate absence
entitlements such as Leave or Time in lieu of overtime. When the compensations are
recorded, the remaining quota or leave that has not been deducted or compensated is
reduced by the specified amount.

Structure

 Various methods for compensating quota remainders are defined in

Customizing. They simplify the recording of quota compensation. You choose
the method you require by specifying a subtype for the Infotype.
 The list of absence quotas in the Infotype shows which quotas can be
compensated. It displays all the employee’s absence entitlements that are
available for deduction on the current day.
 You can go directly to the relevant Infotype record, which shows additional,
detailed information about the quota, such as whether deduction can result in a
negative value, for example.

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BANK DETAILS (INFOTYPE 0009)

In the Bank Details Infotype (0009) you enter the payee and the bank details for the
net pay from the payroll or the travel expenses.

When you create a new data record, the system takes the employee’s or applicant’s
name from the Organizational Assignment Infotype (0001) for the payee’s name. It
takes the postal code and the city from the Addresses Infotype (0006). However, the
payee and the employee or applicants do not have to be identical.

The standard system contains the following bank detail types as subtypes:

 Main bank
 Other bank
 Travel expenses

When you enter other bank details or bank details for travel expenses, to distribute the
payment amount to several payees, specify the amount to be transferred as an absolute
value or as a percentage. In the case of travel expenses, the amount is an optional
specification.

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RECURRING PAYMENTS/DEDUCTIONS (INFOTYPE 0014)

In the Recurring Payments/Deductions Infotype (0014), you can enter an amount

and/or a value and a unit of measurement for a wage type that is always paid or
deducted during payroll accounting. Recurring payments/deductions are wage
elements that are not paid or deducted in every payroll period. In contrast to additional
payments, recurring payments/deductions are paid or deducted with a defined
periodicity.

The standard system contains, amongst others, the following wage types as subtypes:

 M110: Vacation bonus

 M120: Christmas bonus
 M130: Special payment

Payment Data

The system requires the following specifications to be able to execute the payment:

Wage type

Amount or Number/Unit (according to the wage type)

The system checks the combination entered.

 Currency
o The system automatically suggests the currency according to the
employee’s company code. However, you can modify this value.
 First payment period and interval in periods or first payment date and
interval/unit.
o The system automatically determines when the subsequent payments are
to be made. If you don’t make any entries in these fields, the system pays
out the wage type in each payroll period.

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ADDITIONAL PAYMENTS (Infotype 0015)

By specifying a wage type in the Additional Payments (0015) Infotype, you can store
an amount and/or a value and a unit of measurement that should be paid or deducted in
a certain period by Payroll.

Additional payments are wage elements that are not paid or deducted in every payroll
period in contrast to recurring payments and deductions, which are paid or deducted
within a defined periodicity.

The wage types as Subtypes and the Payment Data is the same as the recurring
payments and deductions.

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APPRAISALS (INFOTYPE 0025)

Employees’ performance appraisals are stored in the Appraisals (0025) Infotype.

Various performance criteria exist in the system for employee performance appraisals.
You can use and insert these as required. The system provides the appraisal from the
total of the appraisal criteria.

You can flag the performance appraisal so that it has an effect on the employee’s
wages/salary. In this case, using reports, you can create a relevant record in the Basic
Pay Infotype (0008) for the employee. A distinction is made between the following
types of evaluation.

 Individual Appraisals
 In an individual appraisal, the money that corresponds to certain point values is
determined by the basic pay of that employee.
 Group Appraisals
 In a group appraisal, the money that corresponds to certain point values is
determined by the basic pay and appraisals of all employees in that appraisal
group. This report determines the money per point value for the performance
appraisal group and assigns this money to the relevant performance appraisal
group.

As a result, records for both appraisal types are created for each employee in the Basic
Pay Infotype (0008).

Appraisal

When you want to add a record in this Infotype, the system proposes certain appraisal
criteria and relevant weightings. You can overwrite or add to the proposed criteria.

In the Appraisal field, enter the points value for each appraisal criterion. Enter whole
numbers. Higher numbers indicate better performance.

In the Correction field, you can enter additional points value for each appraisal
criterion. Here, you can grade the point values more exactly than you can in the
weighting field.

The system automatically determines the total points for each appraisal criterion based
on:

 the weighting for the appraisal criterion

 the points that the appraiser has assigned to the appraisal criterion
 the correction value for the appraisal criterion

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Moreover, the system automatically determines the total points for all appraisal
criteria.

If your enterprise has a collective agreement which allows a group valuation, enter the
employee’s group number here also.

Appraisal Attributes

Enter the appraiser’s name here and the date of the appraisal. In addition, you can
indicate whether the performance appraisal should affect the relevant employee’s
salary and whether the employee has been notified of the appraisal.

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LOANS (INFOTYPE 0045)

Definition

The Infotype where HR master data for the company loans is stored.

Use

Payroll calculates the following values using data from this Infotype and the
information stored in Customizing:

 Loan repayment
 Loan interest calculation
 Imputed income taxation

Structure

Loan Identification

The loan types are stored as subtypes in the Loans Infotype (0045). Every loan that
you create gets a sequential number. The combination of loan type and sequential
number makes it possible for the system to uniquely identify every loan. This makes it
possible for you to create several loans of the same type for an employee.

Basic Data

In the Loans Infotype (0045), you enter all the basic data for a company loan, for
example, the approval date and amount of the loan. The system also displays the loan
balance. This data must correspond in the entire loan Infotype records.

Conditions

For each company loan, you specify which Loan Conditions apply. You also
determine the repayment installment amount and the start date of the repayments.
Regardless of the repayment start date, interest payments are included in the payroll
run, immediately after the loan is paid to the employee by payroll.

Loan Payments

In the Loans Infotype (0045), you enter all the payments that are made by your
company or employee with regard to the loan. This includes outgoing payments,
repayments and other payments, for example, loan charges.

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You can pay a maximum of the approved amount to the employee. You can also issue
the approved amount in several partial amounts. The approval of a loan does not
automatically lead to payment. You must create the loan payment explicitly

Additional Functions

The following additional functions are available:

 If you have used the validity end date of the Infotype record to determine the
runtime of the loan, and have entered a payment amount, the system can calculate
the repayment or annuity installment. Choose Calculate installment.

The longer the validity period of the loan and the higher the interest rate, the longer
the calculation of the repayment or annuity installment takes.

 If you have calculated a repayment or annuity installment, and created a

payment, you can let the system calculate the validity period of the loan. Choose
Calculate end date. The system displays the calculated end date as the validity end
date of the Infotype record.

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 MASTER DATA

Supplementary
Payroll Data Time Data
Basic Data Basic Data

Time Recording Information

Absences

Attendances

Availability

Overtime

Leave Administration

Time Recording Information Infotype (0050)

Definition

The Time Recording Information infotype (0050) is used only if employee time data is
evaluated using Time Evaluation. You use it to enter master data that is relevant for
time postings made using time recording terminals and control data for time
evaluation.

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Structure

• You enter data about an employee’s time recording ID card in this infotype.
Even if an employee loses his or her time recording ID card, you can still retain the
ID number. The system uses a version number, which you can change if necessary.

• If employees record their time data using a time recording terminal, you have to
enter the Grouping for Connection to Subsystem. It specifies the time recording
terminals to which an employee’s mini-master records are downloaded.

• The infotype provides free indicators for controlling time evaluation. The
indicators are given a business purpose when you customize time evaluation to suit
your company’s requirements. If required, find out what the fields signify at your
company.

Absences Infotype (2001)

Definition

In this infotype, you record periods during an employee’s planned working time in
which he or she is not on-site and is also not working for the company.

Employees’ absences

 Leave

 Illness with certificate

 Time off from overtime

Use

Employees’ absences may have different significances for your enterprise. For
example, absences such as leave or incapacity to work have different effects on
valuation and payment of the absence times and on statistics and evaluations.

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Structure

● You use a separate absence type to record each type of absence that has an
independent meaning and is to be processed specially.

● An absence type is a subtype of the Absences infotype (2001). When you

customize the system, you can make different specifications for the entry and
valuation of each absence type, thus enabling the system to carry out
automatically the required processing for the absence.

The Paid Leave and Unpaid Leave absence type always have to be evaluated
differently. Paid Leave is remunerated and is deducted from a leave entitlement.
Unpaid leave is not deducted from an absence quota and leads to a reduction in
payment for employees who receive a fixed monthly salary, for example.

● The various absence types also have common features: For example, some
concern employees’ time off and have to be approved by a supervisor. Because
they have common features, you can specify that they are handled in the same
way for recording, valuating, or running reports. To do so, you group the absence
types when you set up the system. For example, you can have three groups of
absences for which different information has to be recorded:

 Absences that do not require special processing

1. Time off for wedding
2. Illness without continued pay
3. Unpaid leave
 Absences that are deducted from an employee’s absence entitlement

 Absences for which you can enter additional information related to sick pay

● You can set up various checks to simplify data entry and avoid errors.

 The system can check the period for which the related absence is allowed
to be recorded. Some absences never require as much as a whole day, such as a
Partial-Day Doctor’s Appointment. Other absences are always longer than one
day, such as a health spa. The system notifies you if you attempt to enter an
absence that falls short of the minimum or exceeds the maximum duration.

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  The system can prevent concurrent time data being entered for a period in
which an employee is absent.

● You can enter a different payment to store additional payment information for an
absence.

● When you enter an absence, the system automatically calculates the duration in
days or hours. It differentiates better absence days and hours, payroll days and
hours, and calendar days, depending on how the absence is used in a business
context. The values determined are used in payroll, controlling, and reporting.

● If your company uses the Leave Request Employee Self-Service application, your
employees can also record selected absences themselves.

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 Attendances Infotype (2002)
Definition

You use this infotype to record times during which an employee is working for your
company.

Productive hours

Business trip

Overtime

Use

Employees’ attendances may have different significances for your enterprise. How
you use this infotype will depend on how you record your employees’ attendance
times in your company. You use a separate attendance type to record each type of
attendance that has an independent meaning and is to be processed specially.

Your employees record their attendance times using a time recording terminal or
record only the deviations from the work schedule. You will therefore use this
infotype in the following cases only:

 You want to document special employee attendance times (such as

overtime, works council activities, or work from home).

 You want to enter information about a different payment.

You record all employees’ attendance times manually. In this case, you use the
Attendances infotype to record all working times of your employees.

Attendance types are subtypes of the Attendances infotype (2002). When you
customize the system, you can make different specifications for the entry and
valuation of each attendance type, thus enabling the system to carry out automatically
the required processing for the attendance.

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Structure

• Despite the fact that attendance types are used for different business purposes,
you can group attendance types that you want to be handled in the same way in
recording, valuation, or evaluation. You may therefore have the following groups
of attendances
 Attendances used to document employees’ working times, such as a
business trip or training course.

 Attendances that are deducted from an attendance approval quota.

• You can set up various checks for each attendance type to simplify data entry
and avoid errors.

 The system can check the period for which the related attendance is
allowed to be recorded. Some attendances never last an entire workday, such
as overtime. The system notifies you if you attempt to enter an attendance
that falls short of the minimum or exceeds the maximum duration.

 The system can prevent concurrent time data, such as an absence, being
entered for a period in which an attendance has been recorded for an
employee.

• Unlike absence times, attendance times can extend beyond an employee’s daily
planned working time.

• If you record attendances in the Time Manager's Workplace, you can also enter
information about breaks:
 You can specify that breaks contained in the work schedule are not taken
into account during the attendance time.

 You can record individual break times. These break times then overwrite
the break times specified in the employee's work schedule for the period of

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 the attendance for the purposes of time evaluation or day processing of time
data in payroll.

Availability Infotype (2004)

Definition

You can use the Availability infotype (2004) to enter different types of work
availability duties. A typical availability type is on-call duty.

In the Human Resources (HR) system, an availability is work performed outside of an

employee’s planned working time. When you create an availability, the system does
not overwrite the employee’s work schedule.

Use

• You can use the following options to record availability data:

 Availability based on fixed times

Use this availability type if an employee has on-call duty in a specific time
interval.
 Availability based on a daily work schedule

For this availability type, the system uses the planned working times or
availability times stipulated in the daily work schedule. This means that you can
enter an availability that is valid during an employee’s normal working time.
 Availability Based on a Work Schedule Rule

Unlike availability based on a daily work schedule, you use this availability
type if you want to take into account the work cycle specified in the period
work schedule. The times of this availability type may also overlap the work
schedule.

• Availabilities are valuated according to your customer-specific system settings.

This means that, depending on the availability type, the specified times for an
availability based on fixed times, for example, can apply on each day of a period or
specify the start and end of a period.

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 Overtime Infotype (2005)

Definition

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.

Use

You can use this infotype if you want to enter your employees’ overtime.

Features

The system calculates overtime hours on the basis of the daily work schedule assigned
to the employee. Therefore, times within an employee’s planned working time are not
taken into account when overtime records are created.

You can enter individually breaks that employees take during overtime. You can
specify for each break whether it is paid or unpaid. If you do not specify any breaks,
the system checks whether the daily work schedule assigned to the employee contains
overtime breaks.

Payment Data

There are two ways of entering a different payment resulting from overtime in the
system:

 You enter an overtime compensation type. It enables you to specify when you
enter data for special situations how you want the employee’s overtime to be
valuated, that is, if it is to be remunerated and/or compensated with time off. If
you enter data in this field, you specify that the usual compensation is not carried
out in your company for this overtime.

 You can enter additional information about a different payment.

 You can specify overtime rules for flextime work schedules in Customizing.

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 Leave Administration
The leave functions comprise the administration of leave entitlements using the
following infotypes:

 Leave Entitlement (0005)

 Leave Entitlement Compensation (0083)

 Leave Entitlement Infotype (0005)

The Leave Entitlement infotype can be used to store information on an employee’s

leave entitlement over a certain period of time as stipulated in the work contract, and
any entitlement the employee may have to relocation leave, leave for education and
training, and so on.

When you set up the system, you can define the following default values:

• Leave types

• Validity period of a leave type (for example, 01/01/1996 - 12/31/1996)

• Start and end dates of leave deduction. These dates define the period in which
leave days can be deducted from leave entitlement. This period can extend beyond
the validity period or the leave year (for example,
01/01/1996 - 03/31/1997).

 Leave Compensation Infotype (0083)

The Leave Compensation infotype (0083) allows you to grant financial compensation
to an employee for either all or part of his or her leave entitlement. The days or hours
that are compensated are automatically deducted from the leave entitlement stored in
the Leave Entitlement infotype (0005).

In infotype 0083, you can enter data stipulating that an employee is to be paid either in
full or in part for entitled leave. Here, you can define:

• The leave year from which the leave should be deducted

• The leave type from which a certain number of days or hours are to be
compensated.

You can use this infotype to control how many days or hours are compensated from
which leave entitlement record.
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4.2 PERSONNEL MANAGEMENT

Structure in HR
 Enterprise Structure
• Company Code
• Personnel Area
• Personnel Sub-area
 Personnel Structure
• Employee Group
• Employee Sub-group
• Payroll accounting area
 Organizational Structure
• Organizational unit
• Jobs and Position

Why Structure?

 Where does the Employee work?

 Which position does the employee hold?
 What task does the employee have?
 Which public holiday applies to Employee?
 How will the Employee be paid?
 What are the Employers working hour?
 How much holiday Employee get?

A Human Resources Management System enables you to set up organizational

hierarchies and employee relationships and then store and administer employee data in
the system.

ORGANIZATIONAL HIERARCHY

 The allocation of employees to the structures in their enterprise is of the utmost

importance in Human Resources, it is the first step in entering personal data.
 You assign employees in Infotype 0001, Organizational Assignment. In doing
this, you include employees in the enterprise, personnel and organizational
structures.
 Information on the organizational assignment of employees is of great
importance for authorization checks, for the entry of additional data, and for Time
Management and Payroll Accounting.
 When you enter data for an employee in Infotype 0001, Organizational
Assignment, the employee is assigned to a company code, a personnel area, and a
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 payroll area. You also assign employees to positions. This results in the employee‘s
assignment to an organizational unit, a job, and a cost center.

ENTERPRISE STRUCTURE

 Client - A Client can either be valid for a company code at the smallest level, or
for the entire corporate group.

 Company Code - The personnel area is used exclusively in Personnel

Administration and is unique within a client. Each personnel area must be assigned
to a company code.

 Personnel Area - The personnel area is used exclusively in Personnel

Administration and is unique within a client. Each personnel area must be assigned
to a company code.

 Personnel Sub Area – Groupings are defined for personnel sub areas to specify
which entries from subsequent settings can be used for employees assigned to a
particular company code or personnel area. These groupings directly or indirectly
affect Time Management and Payroll Accounting.

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Client & Co. Code

 The client is an independent

legal and organizational unit
of the system.
 The company code is an
independent company with its
own accounting which draws
up its own balance sheet.

Personnel Area
A personal area is a specific
entity for personnel
administration, it represent a
subdivision of a company code.

Personnel Sub-area
Personnel sub-areas are subdivision
of personal areas. The organization
most important sub-areas of
personnel administration take place
at this level.

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PERSONNEL STRUCTURE
 For administrative
purposes, the employees
in an enterprise are
divided into two levels.

 The highest level is an

employee group, the
second, employee
subgroup.

 These levels are subject to

authorization checks, to
define remuneration levels or different work schedules, for example.

Employee Group
The employee group sub divides employee into various categories.

 External
 Active
 Pensioner

Employees are differentiated further within the employee group. Active employees are
differentiated according to their status-trainee, hourly wage earner or salaried
employed.

ACTIVE

TRAINE HORLY SALARIED NON PAY-

WAGE EMPLOYE SCALE
EARNER E EMPLOYEE

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4.3 E-RECRUITMENT

E-Recruitment is the integration and utilization of internet technology to improve

efficiency and effectiveness of the recruitment process. Most companies understand
this and have begun the evolution by integrating e-Recruitment strategy into
their hiring process.

E-recruiting, e-Recruiting, or electronic recruiting software provides organizations

with an exceptionally cost-effective way to manage and monitor their entire
recruitment process. From categorizing and tracking candidate applications to
ensuring security in all candidate communications and keeping logs on all
correspondence for future references, e-Recruiting is the tool of choice for the
recruiting team to find the right person for the right job.

It automates the administrative component of recruiting like job postings, candidate

applications, applicant tracking, job-specific questionnaires and aptitude tests, email
correspondence and follow ups, interview notes, red-flagging of top candidates,
complete history logs, comprehensive candidate management, and much more are all
included in an e-Recruiting system.

e-Recruitment is a portal, and all the entries made through e-recruitment are all
recorded in SAP-HR automatically.
The e-recruitment venues are:

E-Recruiting Venues

Internet Professional/ Employer

Job Career Web Sites
Boards Websites

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 The e-Recruitment Process:

The e-Recruitment process is coordinated by CRC (Central Recruitment Cell) at the

Corporate Office of Reliance Communication Ltd. The steps followed, relative to e-
Recruitment, at the Reliance Communication Ltd. Are as below:

1.) The e-Recruitment procedure starts when there is vacancy in the company. This is
followed by Head-Hunting through sourcing activity. There are two types of sourcing
done at Reliance:

 INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitable candidates are

first searched internally within the organization. This is based upon in-house talent
which could be redeployed.
Advertisement for internal vacant position is done by following two ways:
 Through sending mail to all Reliance Infocomm employees across all locations
including DAKC (Dhirubhai Ambani Knowledge City)
 Through DAKC Circular

Employees of Reliance Communication who have completed more than 12 months of

continuous service only those employees can apply for position placed on Intranet.

Internal candidates are considered in accordance with their abilities and potential. The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.

• EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a

candidate with whom he/ she have worked in his/ her previous employment.
Employees can check available vacancies on Intranet and can submit the
resumes of prospective candidates who fit the Job profile.

• RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done

in Reliance Communication with a view to take trained manpower back in the
company. Re Hiring is done as per the policy issued by Central Recruitment
Cell at Corporate Office

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  EXTERNAL SOUCING
• PLACEMENT CONSULTANCY: The placement agencies call for resumes of
prospective candidates, which act as a good source of recruitment for the
companies. Consultant’s interview candidates and shortlist those according to
the criteria laid down by the companies. This helps the employer to interview a
limited number of potential candidates, the minimizing the time taken in
receiving and sorting applications, etc.
• Reliance Communication chooses Consultants having national presence. This
sourcing option is only considered by the company when there is scarcity for
candidates with requisite experience and skills.

• JOB PORTAL: The spread of Internet has enabled employers to search for
candidates globally and has made recruitment easier. If vacancy arises, Reliance
Communication browses the profile of candidates from the Job portal like
naukri.com, monsterindia.com and then candidates are accessed through e-mail
or telephone.

• CAMPUS RECRUITMENT: Reliance Communication goes for Campus

recruitment every year for technical department. For management level
recruitment, it goes for campus recruitment as per requirement.
2.) Now the candidates are short listed by the HR Team, with reference to the respective
functional Head.

The interview is scheduled with due preference of the candidate. The mode of
interview can be:

 Personal Interview
 Video-conferencing (through Reliance Web World)
 Telephonic Interview (where Web World is not located)

The interview is taken firstly by the HR team and then by the respective functional
Head.

3.) The HR Team then creates a proposal of hiring the selected candidates, through the “e-
recruitment” site in company’s intranet. This proposal is sent to the corporate office
for their approval.

The Proposal format is as below:

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 PROPOSAL FORMAT

Company name:
Circle:
Function:
Sub-function:
Role:
Responsibilities:

4.) The Business HR at the corporate office analyses that all the formalities are completed
and all policies are complied to. If the business HR disapproves the proposal then the
same would be communicated to the Zonal HR.

If the proposal is approved by the Business HR then the approval from Corporate HR
is taken. Once the proposal gets approved by the Corporate HR, then automatically a
link of “Offer Letter” appears on the E-Recruitment site, as information is provided
to the Zonal HR.

The HR team then just needs to click a button appearing on the top of the page “Send
to Candidate”, and is automatically sent to the candidate’s provided E-mail ID.
This process takes an average time of about one week.

5.) Now the link of “Date of Joining” also appears on the E-Recruitment site, to the
Zonal HR team. Then the HR team with reference to the candidate’s reassurance the
entry of date of joining is made.

The same is also sent to the candidate on the press of a button “Send to the
Candidate”. Also the CRC Portal’s ID and Password are sent to the candidate. The
candidate gets the option to edit the date of joining. And he/she on pressing the
“Submit” button is automatically updated and is sent and updated in the portal. The
same is communicated to the HR Team.

6.) Now the hiring process that is done by the HR of respective location takes place. The
Employee Details and Human Resources Details are filled in by the HR Team.

The Employee Details are as below:

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 The Employee Details are as below:

HIRING

Employee Details Human Resources

 Personal Details

 Qualifications

 Work Experience

 Others

The Human Resources Details are as below:

HIRING

Employee Details Human Resources

 Verify

 Supplemented Verify

 Employee Code Generation

7.) Simultaneously, the candidate is supposed to go through all the required medical tests
and then submit these reports to the HR Team of the respective location. This amount
for the medical tests is reimbursed by the company. The HR Team is supposed to
verify, make entry and document the same.

Now after the E-joining process takes place, the candidate is supposed to complete the
“Joining Kit” (Hard Copy).

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These things get automatically recorded in the Master Data (Basic Data) of SAP-HR,
and the rest is to be entered in manually in SAP-HR.

The merits and demerits of e-Recruitment are as below:

Merits of e-Recruitment:

 Centralized platform

 Automates workflow

 Better communication and productivity

 Centralized reports

 Time and cost savings

 Global pool of applicants

 Ease of applying

 Less paper

Demerits of e-Recruitment:

 More unqualified applicants

 More work for HR staff

 Many applicants are not seriously looking

 Unavailable to some applicants

 Privacy of information and discrimination issues

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4.4 PERSONNEL TIME MANAGEMENT
1) Introduction to SAP Time Management

a. Company Code: Co Code- The company code represents a legally

independent company with its own accounting unit, thereby creating statutory
balance sheets and profit and loss statements.
b. Personnel Area: PA- is a specific entity within SAP HR Personnel
Administration (PA).

 It represents a subdivision of the company code. The individual personnel

areas in a company code consist of a four-digit alphanumeric code.
Personnel areas have the following functions:
 They allow you to generate default values for data entry, including
payroll accounting areas.
 They can be used as selection criterion for reporting.
 They can serve as a basis for authorization checks.
 May correspond to an actual work place site.

c. Personnel Subarea: Pers. subarea-is a SAP HR Personnel Administration

specific unit and is a subdivision the of the personnel area. At this level, the
organizational control of pay scale, wage type structures, work schedule and
planning take place. The individual personnel subareas are identified by a
four-digit alpha-numeric identification code.

The main organizational functions of the personnel subarea are as follows:

Specifying the groupings for SAP HR Time Management, this allows, for
example, Work schedules, substitution, absence, and leave types to be set up
on a personnel Subarea specific basis.

 The personnel subarea can serve as a selection criterion for reporting.

 With personnel subareas, you can generate default values for pay scale
types and areas for an employee’s basic pay.
 You can specify holiday calendars based on personnel subareas.
 With personnel subareas, you can define specific wage types per
personnel areas.
 Personnel subareas can be represented as legal entity for accounting
purposes

d. Employee Groups: EE group- The employee group divides employees into

groups based on similar positions within a company. Employee groups are
identified by a one-digit code.

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 e. Employee Subgroups: EE subgroup- Employee subgroups subdivide
employee groups according to the employee’s status.

Time Management in SAP primarily focuses on recording the time data of employees
and evaluating of the same on a daily basis.Time Management in SAP is implemented
to control the time management processes flexibly and efficiently.

The employee times are processed with the operations of the Time Management
process component that can also contain information about the completed activities.
This information can be transferred to downstream business processes such as
controlling, invoicing, project or order confirmations, or payroll. In the case of RCOM
Ltd. the time data is passed on to Payroll for calculation of salary.

2) Scope:

This implementation will enable manage the following activities in the SAP
system.

 Working Shifts Management

 Attendance Recording in System
 Absence Recording in System
 Leave Management
 Leave Balance on System
 Leave accrual and entitlements
 Effect of Leave on Leave Balances
 Reports for MIS purpose.

3) The following are to be maintained for Time Management in SAP system:

 Work Schedules
 Time Recording
 Absences & Absence Quotas
 Attendance Type
 Comp. Off
 Substitution
 Leave Generation
 Quota Correction
 Quota Compensation Method
 Integration

LJIMS Page 93
4) Following are some important Infotypes maintained in SAP-Time Module.

Time Process
Sr. No. Infotype No. USAGE
Description
To define employees
planned working time by
Planned Working
1 7 assigning Work schedule
Time
Rule & Time Management
Status

2 Absences / Leaves 2001 Entering absences

3 Attendance 2002 Entering Attendances

4 Substitution
For Entering Daily
changes / long-term
2003
changes to Planned
Working Time

To maintain Absence
5 Leave Balance 2006
Entitlements & Approvals

Maternity/Parental
6 80
Leaves
To maintain Entitlements
based on Maternity
Protection Act

To change absence
entitlements that are
7 Quota Correction 2013
generated by time
evaluation
To compensate leave
8 Leave Encashment 416
entitlements
For entering Interface
Time recording
9 50 Data and grouping for
Information
time evaluation
To assign employee to
10 Org. Assignment 1 Personnel Area &
Company Code
To maintain Personal
11 Personal Data 2
Details

To find out the actions

performed for an
12 Actions 0
employee such as hiring,
transfer, separation etc.

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5) Transaction Codes

Sr. No. Transaction Codes USAGE

1 PA61 Maintain Time Data

2 SCAL Maintain Holiday Calendar

3 ZPT_OPT_HOLIDAY Maintain Optional Holiday

4 PT01 Create / Change Work Schedule

5 PT02 Delete Work Schedules

6 `PT60 Time Evaluation for Leave Generation

7 ZHRTM_CLUBAWL Clubbing of AWL with Weekly Off

8 ZHRTM_REPORTS To generate reports

6) WORK SCHEDULES

We can define
I. Public Holidays & Holiday Calendar
II. Work Schedules (Daily, Weekly, Monthly, Annual)
III. Period Work Schedules
IV. Work Schedule Rules

I. Public Holidays & holiday Calendar

On entering Transaction code SCAL the system will go to the following screen:
Select Public holidays as shown in the screen shot above and go in detailed list of
public holidays. Check the availability of all the
required public holidays and the validity period
of the required public holidays as shown
below. :
In case a new public holiday is to be added
create a new entry is to be created specify the
details given in screen shots below:
a) Checking availability of required public
holidays in the public holiday’s list:

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 b) Check for the validity period of the public holiday by double-clicking on the
holiday & following screen will appear:

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 c) Click on the  sign above and the system will go to the next screen

d) In case the date has to be inserted for the next year click on the insert date icon
above and enter the year, month & day and click on the insert date again. The entry is
saved. On saving the entry go back to the first screen on holiday calendar and select
Holiday calendar for attaching public holidays to holiday calendars.

Key Process/Activity Process Owner Within SAP Without SAP Remark

1. On creation of public Yes

HRC/Time
holidays
the same are to be
Administrator
attached to
the holiday calendar.

2. First delete the old

holidays
which are not relevant to
the
next year and attaching
the new
holidays created as per
Following screen shots.

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e) Select the relevant holiday calendar by double clicking and the holiday calendar as
under opens up:

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f.) Add the new public holidays by clicking on the assign holiday icon and remove the
holidays not required by selecting & clicking on the delete assignment icon.

Enter the Valid from Year and Valid To Year for the entire holiday calendar and
specify the valid from and valid to entry for each public holiday. Save the entries
and exit. The holiday calendar for the year is saved and can be attached to the
Personnel Area and Personnel Sub-area.

Output:
The holiday calendar is updated in the system.

II. Daily Work Schedule: An employee’s planned working time is defined in a daily
work schedule including breaks.

III. The Period Work Schedule comprises a set sequence of daily work schedules for
a particular period.

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IV. Creating or Changing Work Schedule:
Enter PT01 in the command field of SAP Easy Access the following screen will appear:

Enter the appropriate information, choose the period and click on create button and the

following screen will appear:

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IV. Creation of Work Schedule Rules

Work Schedule Rule: - In work schedule rule we assign periodic work schedule and
public holiday. The work schedule rule determines which period work schedule is
used to set up the work schedule and the day of the period as of which it applies. The
list of Work Schedule rules is given below for reference.

7) MAINTAINING PLANNED WORKING HOURS (INFOTYPE 0007)

Employee planned working time is assigned in the Planned Working Time Infotype
(0007) using work schedule rules.

The Time Management status determines whether an employee’s working times are
processed in R/3 Time Evaluation or in R/3 Payroll.
After selecting Planned Working Time Infotype or entering 0007 in the Infotype
Direct Selection box, the following screen will appear:

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Creation of Planned working Time:
Steps:

 Enter the date in Date field of Period.

 Select IT 0007 n Infotype field or click on Planned Working Time.
 Click on Create or F8 button.
 Enter appropriate Work Schedule Rule in Work Schedule Rule column.
 Select 7- Time Evaluation without Payroll Integration in Time Management
Status column.

 Save the record by clicking Save button or Ctrl+S key.

Time Management Status: - The Time Management status indicator is assigned to

employees who take part in time evaluation. It controls selection parameters for the
time evaluation report RPTIME00. You can use the indicator to trigger different types
of processing in time evaluation. You must enter a Time Management status in this
field to indicate whether or not the employee participates in time evaluation. We must
keep the indicator as “7-Time evaluation without Payroll Integration”. This will be
defaulted in the system.

Note: Never Overwrite on existing Work Schedule Rule. Always Copy the
existing & change to the new Rule from date – to date

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8. MAINTAINING TIME DATA
After entering User Id and Password then enter transaction code PA61:

Or

Via Menu Path:

Human Resources →Time Management
Via Menus →Administration Time Data →Maintain
Via Transaction Code PA61

The following screen for Maintain Time Data will appear:

Enter Personnel
Number

Specify the period

Enter Infotype & Subtype

All Infotypes for Absences, Attendances, Substitution, Maternity Protection, Quota /

Entitlements can be maintained by directly entering the Infotypes in the Direct
Selection box and choosing the create , change , copy or overview button on the tool
bar.
You have to specify the period for which this action is to be performed before clicking
on the buttons in the tool bar.

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9. Two different methods to record employee time data in the R/3 System:
1. Record only deviations from the work schedule (-Ve)

2. Record all actual times (+Ve)

Positive Time Management

 In positive Time, SAP will capture all Time Events for an Associate e. g., PUNCH
IN / OUT, Leave Maintenance.
 Time gets recorded by Third Party Time Recording System and then uploaded in
SAP and recorded in Attendance Infotype.
 All data will then be forwarded to Payroll for salary processing.

Negative Time Management

 In Negative Time, SAP will capture Deviations only i.e., Absences
 There will not be any attendance recording in this case.
 All Leaves will be considered as one of Absence Type and gets recorded in
Absence Infotype.

10. MAINTENANCE OF ABSENCE (Leave) :

Absences are stored in the Absences Infotype (2001), which is subdivided into various
absence types (subtypes).

 Different attendance or absence types activate different entry screens.

 Attendances and absences can be partial-day, full-day, or for several days.

 Absences can be deducted from entitlements (quotas), for Casual Leave,

approved Company Off etc.

A) Creation of Absence (Leave) Records in SAP

Steps:

 Select IT 2001 in Infotype field or click on Absence then click on Subtype (Sty)
the all type of leave (absence) will appear.
 Select the appropriate leave type for which leave is to be entered.
 Enter date of leave availment in Period From and To field then click on Create

or F8 button.
 Save the record by clicking Save button or Ctrl+S key.

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 B) Modification of Leave Records :

Steps:

 Select IT 2001 in Infotype field or click on Absence then click on Subtype (Sty)
the all type of leave (absence) will appear.
 Enter date of leave availment in Period From and To field.
 Click then click on Overview button (Shift+F8)
 Select the required entry.
 Click on Change button
 Do necessary changes in the records.
 Clicking Save button or Ctrl+S key to save the changes.

C) Deletion of Leave Records

Steps:

 Select IT 2001 in Infotype field or click on Absence then click on Subtype (Sty)
the all type of leave (absence) will appear.
 Enter date of leave availment in Period From and To field or appropriate period.
 Click then click on Overview button (Shift+F8)
 Select the required entry.
 Click on Delete button or Shift+F2
 Clicking Save button or Ctrl+S key to save the changes.

11. MAINTENANCE OF ATTENDANCE (IT 2002):

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A) Creation of Attendance Records in SAP
Steps:
 Select IT 2002 in Infotype field or click on Attendance then click on Subtype
(Sty) -all Attendance Subtypes will appear.
 Select the appropriate Attendance type for which is to be entered.
 Enter date of attendance in Period From and To field then click on Create

or F8 button.
Save the record by clicking Save button or Ctrl+S key.

LJIMS Page 106

B) Modification of Attendance Records:
Steps:
 Select IT 2002 in Infotype field or click on Attendance then click on
Subtype (Sty) the all type of Attendance will appear.
 Enter date of Attendance in Period From and To field.
 Click then click on Overview button (Shift+F8)
 Select the required entry.
 Click on Change button
 Do necessary changes in the records.
 Clicking Save button or Ctrl+S key to save the changes.

C) Deletion of Attendance Records

Steps:
 Select IT 2002 in Infotype field or click on Attendance then click on
Subtype (Sty) the all type of Attendance will appear.
 Enter date of Attendance in Period From and To field or appropriate
period.
 Click then click on Overview button (Shift+F8)
 Select the required entry.
 Click on Delete button

 Clicking Save button or Ctrl+S key to save the changes.

12. Clubbing weekly off

As per policy, if an employee is Absent Without applying for leave (AWL) and a
weekly off is preceded and succeeded by AWL, then Weekly Off will also be counted
as Absent Without Leave (AWL) and salary for the weekly off will be deducted.

To club weekly off with AWL you have to run the following report from SAP Easy
Access Command field:

Steps:

 Select IT 2001 in Infotype field or click on Absence then click on Subtype

(Sty) the all type of leave (absence) will appear.
 Select the appropriate leave type for which leave is to be entered.
 Enter date of leave availment in Period From and To field then click on

Create or F8 button.

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  Save the record by clicking Save button or Ctrl+S key.

You will see that the Weekly Off preceded and succeeded by a AWL will be existing
as 2 separate records as given below:

Enter transaction code: ZHRTM_CLUBAWL in SAP Easy Access command field

The following screen will appear:

Enter the personnel Number or PSA

for which clubbing of AWL with
Weekly off is to happen click on
execute button.

 Select IT 2001 in Infotype

field or click on Absence then click on Subtype (Sty) all type of leave(absence)
appears.
 Select the AWL
 Click on Overview button (Shift+F8)

The following screen will appear:

LJIMS Page 108

  Save the record by clicking Save button or Ctrl+S key.

13. Integration

1. IT2001 & IT2002 to be maintained as this data will go to payroll for computation of
salary.

2. Separation action is to be maintained compulsorily of those separated employees in

the SAP system otherwise salary as in negative time, system assumes that employee is
present at work.

3. IT 0416 to be maintained for encashment of PL during full and final settlement.

14. Time Administrator/ Manager Activities

A.) Daily Activity Process Flow

Start

Maintain Absences in IT 2001

Maintain Attendances in IT 2002

Maintain Substitutions for Shift Change or Reduced

hours if any in IT2003

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 Create Comp. off Quota in IT 2006 for single PERNR /
either through list entry or fast entry

Display Leave Balances in IT 2006

Perform Quota Correction in IT 2013 if required

B.) As per Requirement

Run ZHRTM_REPORTS to generate appropriate reports in

Time Management

C.) Month End Activity Process Flow

Start

Run Clubbing of AWL program ZHRTM_CLUBAWL before payroll run

&
LWP will also gets clubbed in case of Aegis BPO

Run ZHRTM_REPORTS to generate appropriate reports in Time

Management e.g.: Muster report

D.) Year End Activity

Start

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 Creating Holiday Calendars

Generate Period Work Schedule & Set Work Schedule Rules

Leave generation through PT60 to be monitored on the first day of every

year

End

4.5 PAYROLL

The Payroll departments at various locations will be processing salary from their
respective locations for all the corresponding group companies. To achieve its
monthly time line targets Payroll dept. will depend on various agencies for providing
inputs & maintenance of master data in SAP at various stages.

PAYROLL PROCESSING AND CREDIT OF SALARY

Scope  Receipt of inputs  credit of salary

The scope of this process covers all activities starting from receipt of inputs and
ending with credit of salary to respective bank accounts of employees. It explains
range of activities performed by different groups involved directly or indirectly with
Payroll processing is expected to perform these activities in order to help Payroll
crediting salary in time each month.

SUB-PROCESSES

The sub processes involved in this process have been listed below.
1) Master data updating (Refer the Master Data Updating User Manual)
2) Initial Payroll processing.
3) Checking & Verification of Payroll results.
4) Final Payroll processing & report to be checked & printed.
5) Bank downloads and credit of salary.
6) Payroll accounting.
LJIMS Page 111
7) Pay slip thru Email.

DETAILED DESCRIPTION

1) Master Data Updating. This process has been explained in details in Master
data Updating SAP. In this document only the important Info types used in SAP
(Payroll Module) has been tabulated as under:

RT Infotype Description Importance & Usage

0000 Actions D.O.J & Actions for the Employees.
0001 Organizational Assignment Co.Code / Location / Grade /Business Area &
Payroll Area of the Employee.
0002 Personal Data First /Last Name /Gendre /Marr Status of employee
0003 Payroll Status Lock the Employee.
0006 Addresses Permanent Address & Present Address of
Employee
0007 Planned Working Time Working Time of Employee.
0008 Basic Pay Nominal Salary of the Employee.
0009 Bank Details Bank details of the employee.
0014 Recurring Recurring Payments apart from CTC
Payments/Deductions
0015 Additional Payments / One time payments & deductions.
Deductions
0027 Cost Distribution Cost Centre of the Employees.
0032 Internal Data Prev. Personnel No
0045 Loans Loans to employees
0105 Communication Email ids of Employees.
0185 Personal Ids PAN Number.
0580 Previous Employment Tax Previous Employer Tax Details.
Details
0581 Housing Status Own Accom / Rented Accom / CLA /COA status.
0582 Exemptions LTA & Med Exemptions
0583 Conveyance Status Conveyence Status

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0584 Income From Other Housing loan Interest & Other then Salary Income.
Sources
0585 Section 80 Deductions Decuction U/S 80 D Deductions
0586 Section 80 C Deductions Decuction U/S 80 C Deductions
0587 Provident Fund PF & VPF details
Contribution
0588 Other Statutory P.Tax / Esis / LWF details
Deductions
0589 Individual LTA amount of CTC
Reimbursements

22) Initial Payroll Processing.

The SAP-HR payroll module enables the running of the payroll for all employees in
line with Indian legal and business requirements. At Reliance Communication we
have gone live from 1st April 2009. Hence all arrears calculations will be done thru
system from 1st April 2009.

After all the master data updating has been done inputs as described above have been
received & updated in system, payroll dept. processes the salary in actual run mode in
SAP. This run will ensure the following processes are completed in system.

31) Process arrears salary - Any arrears arising on account of backdated changes
to salary structure of employee wef 1st April 2009.

42) Process current month’s earning/deduction - current month’s earning

deduction based on updations made in system.

53) Compute Income-Tax & Perquisite - Computation of yearly income tax

payable after arriving at perquisite and salary as above, system determines
the current month’s tax to be recovered.

64) Process Un-covered amounts – System also processes un-recovered amounts

of previous month along with storing current month’s un-recovered amounts
in a separate table of future month.

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LJIMS Page 114
Transaction code for payroll driver: →PC00_M40_CALC

Field Name Mandatory User Action Comments

Payroll Area Y Enter the respective payroll Press F4 for the
areas. possible entries

Current Period N By default the payroll will

be in Current Period

Personnel Number N In case you need to check

the result of one or few
employees then personnel
number is to be entered else
keep it blank.

Payroll Area Y Enter the respective payroll Press F4 for the

areas. possible entries

Payroll Reason N For Regular Payroll Only use this for

processing keep it blank. Off Cycle Payroll
Runs
Off-Cycle payroll N For Regular Payroll Only use this for
processing keep it blank. Off Cycle Payroll
Runs
Schema Y Enter the Schema as ZE00 ZE00 is the
Schema for
Entire RCOM.
Forced retro. N Keep it blank This date will
accounting as override the retro
date in the
system
Test run(no N Remove the Tick. If the tick is there
update) results will not
change, it will
only display the
values on the
screen.
Display Log N Keep it blank
Also display time N Keep it blank
data
Display variant for N Keep it blank
log
Display variant N Keep it blank
Remuneration
Statement
LJIMS Page 115
After the Payroll run the payroll log will give the following details.

Number of Employees for whom Payroll is in process.

Number of Successful Employees.

No of Employees rejected. : The list of rejected employees list will be there.

3) Checking & Verification of Payroll results: After the initial payroll processing
the payroll accountant will have to check the various reports available in SAP-
Payroll. The following reports need to be checked.

T.Code Description Purpose

ZCTCCHECK Monthly CTC 1) This report compares the amount

Check report entered as CTC for the employees versus
the breakup of the CTC components
updated.

2) This report also has the status of

housing / Conveyance / PF etc of the
employees.

ZSALDISB Salary Salary Disbursement Summary &

Disbursement Detailed report of Salary payable –
Report The report “ZSALDISB” gives the
summary of payment method wise and
bank wise salary payments for a
month, along with an option of
download of employee wise salary
payable data. The total salary payable
as per the summary should match with
salary payable as per salary JV.

LJIMS Page 116

4.6 E-SEPERATION

E-Separation is an online system for automating the employee resignation process. It

will help an employee fill the Exit Interview Report and complete his/her Full and
Final Settlement separation from the organization online.

The employee The Reporting The HR Team

fills the Head receives receives
separation form. Can edit approved form.
form through Date of Leaving Fill employee’s
ESS & send to Personal
employee. history.

Send the employee a link of

Exit Interview.

The employee The HR Team

fills the verifies the
Clearance form received. The employee
form. The Only HR has receives the
same is sent the rights to Exit Interview.
back to the access it. Fills in details
HR Team. and sends back
to HR.
Send the employee a link of
Clearance Form.

The HR Team The relative The employee

verifies the departments receives the
details. The receive & clearance
same is sent to provide through ESS.
the relative clearance
departments. approval.
The Relieving Letter is
received by the employee.

The Accounts The HR Team

Department at HQ carries out Full
verifies the amount. & Final
Amount is credited Settlement
to employee’s Bank procedure. And
Account. sends to HQ.

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 5. ESS (Employee Self-Support/SERVICE)

5.1 INTRODUCTION
a. What a portal does?

• Enables universal login

• Facilitates multi-channel consistency
• Facilitates messaging and notification
• Automated tuning: pervasive content can be tuned based on personalization,
location, browser, etc.
• Integration to other systems

b. What a portal is not?

• It is not just a Website (which is usually characterized by static information)

• It is not just a personalized intranet
• It is not just a personalized extranet
• It is not just a personalized front end for business applications
• It is not just groupware
• It is not just a personalized knowledge management solution
• It is not just a sophisticated search engine

Summarizing, a portal is nothing less than just a browser based user interface that can
be personalized to all the components mentioned above.

c. Key features of portals

Following are the key features of a Portal:

• Security
• Access different data
• Transactions
• Search
• Personal content

LJIMS Page 118

 LOGIN
• To use the feature of ‘Employee Self Service (ESS) ’, you first need to login.
Type your ‘User id’ and ‘Password’ in the area specified on the screen. Click
the ‘Log on’ button thereafter.

ESS (Employee Self Service)

It consists of the following elements, which doesn’t influence the payroll process.

 Employee Search-search for employee by name and find basic information

about colleague and their position in company. Maintain your personal
information and make it available company wide. To Search for any employee
enter their first or last name in the boxes displayed below and click on search:

LJIMS Page 119

 The result list of your search will be displayed in the screen as shown below.
Choose the name from the list for further details.

Click on the employees “Last Name” in the table for whom you want to display details
and search person will get all personal information with photograph.

 Employee blood group- As we search the employee by name, mention above in

same manner we can search employee by their blood group.

By entering the state, city, blood group and Rh factor the following screen will
display.
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LJIMS Page 121
5.2 WORKING TIME
To Record your working times, plan your leave, and display your time data, click on
Working Time in the ESS Overview Page.
Under the navigation path “Working Time” the following nodes will appear as
shown in the screen:

 Holiday Calendar
 Leave Request
 Clock-in / Out Corrections
 Time Statement

 Holiday Calendar

The node under the navigation bar “Working Time” is ‘Holiday Calendar’.
Clicking on this node would take you to the screen below under which you can
find holiday Calendar applicable for you.

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  Leave Request

The following are the 2 sub nodes under the node Leave Request:
1. Leave Request
2. Quota Overview

By clicking on the ‘Leave request’ sub-node, the following screen would be

displayed:

There are various types of leave that you are eligible to avail as per the policy of the
organization. To select the type of leave you want to apply for, click on the drop down
button for the type of leave and you get a list of all the leave types.

Select the type of leave and enter details of the duration of leave and the name of your
approver to whom the application is to be submitted will be defaulted in the system.
Click on “Review” to review and send the request. The following screen will appear:

LJIMS Page 123

If the entries in the above screen are correct then click on “Send” button. The
following screen will appear:

Your leave request will be sent for approval to your immediate supervisor (reporting
manager / assigned superior as per your organization structure) and the process
completed status will appear as shown in the above screen.

 Quota Leave

It is the second sub-node under ‘Leave Request’. This screen displays the leaves you
have taken, the leave quota and their balances. Click on “Quota Overview” under
“leave Request” and the following screen will appear:

You can choose the leave type for which you want to display the balances and date
until which you want to see the balances and click on ‘Display” button as shown in the
above-screen.

LJIMS Page 124

The respective leave type and its validity period until when you can avail the leaves,
the entitlements for the year in the form of “Quotas’ and the balance leaves available
will be displayed as shown in the above screen.

Your leave request will be sent for approval to your immediate supervisor (reporting
manager / assigned superior as per your organization structure) and the process
completed status will appear as shown in the above screen.

 Quota overview

It is the second sub-node under ‘Leave Request’. This screen displays the leaves you
have taken, the leave quota and their balances.
Click on “Quota Overview” under “leave Request” and the following screen will
appear:

You can choose the leave type for which you want to display the balances and date
until which you want to see the balances and click on ‘Display” button as shown in the
above screen.

LJIMS Page 125

The respective leave type and its validity period until when you can avail the leaves,
the entitlements for the year in the form of “Quotas’ and the balance leaves available
will be displayed as shown in the above screen.

 Attendance Query

In this sub node you can view the time sheet or Attendance statement for a particular
period.

Enter the period for which you want to display the Attendance as shown in the above
screen.

5.3 BENEFITS & PAYMENTS

Under this navigation path the following nodes will appear as shown in the screen
below:
a. Payslip
b. PF Report
c. CTC Report
d. Section 80 deductions
e. Section 80C deductions
f. HRA Declaration
g. Tax Projection

LJIMS Page 126

  Payslip

Click on the first sub node “Payslip” under “Payment” Node of “Benefits &
Payments” and the following screen will appear:

Enter the Month, Year and click on “Display” Button to display the respective Payslip
and .pdf screen will appear you can take a printout of your pay slip if required.

 PF Report

To display PF Report, enter the year and click on “Display” button

Your Provident Fund Statement for the respective year will be displayed as shown
in the below screen:

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LJIMS Page 128
  Section 80 Deduction

Under this node, you may enter your proposed amount for declaration towards Income
Tax Exemption. Click on “New” button.

Enter the amount in the “Proposed” column of Income Tax Exemption 80 Deduction
for contribution towards the respective Items mentioned in the “Contributions”
column as shown below:

Enter the amount in the “Proposed” column of Income Tax Exemption 80 Deduction
for contribution towards the respective Items mentioned in the “Contributions”
column as shown below:

Once you enter the amount and save it, you will be allowed to edit it only before the
final submission of proofs for tax exemptions.

LJIMS Page 129

  Section 80C Deductions

Tax Projection

To display the total taxes deducted for the financial year click on Tax Projection node
and enter the period

The following screen will appear:

LJIMS Page 130

5.4 PERSONAL INFORMATION
Under this navigation path, the following nodes will appear as shown in the screen
below:
a. Address Details
b. Bank Information
c. Educational Details
d. Personal Details
e. Previous Employment Details
f. Family Details

5.5 MY TASKS
You can check your status of your requests in “My Tasks” as shown in the below
screen:

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 6. RESEARCH METHODOLOGIES

6.1 OBJECTIVES

 To understand the Importance of SAP-HR (at RCOM)

 To learn about SAP-HR and how it is used in the organization with day to day
operations.

 To understand the emerging trend in HR i.e. the forthcoming technology

of SAP-HR.

 To find out system effectiveness SAP-HR software used by the industry, and
are the employees contented using the software.

 This project can be used as User Manual for SAP-HR, for highly used
HR sub-modules.

 Ease in compliance and practice of SAP-HR software, at the workplace in

the near future.

SCOPE

The project truly revolves around application components used within the system and
required for each and every user working in daily requirement with the SAP software.
The scope of the project, gives the idea about vendor selection according to the system
we are requiring, and giving comparative results, it will give opportunity to find out
best vendor to match the requirements.

The project gives future idea of before implementation of SAP, what are the
requirements related with the service sector industry. It also makes us aware about the
system effectiveness from the employees’ point of view. And the training needs of the
employees working under SAP. The survey was conducted in Ahmedabad and
Gandhinagar only.

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 6.2 SAMPLING PROCEDURE

In any industry, whenever SAP implementation takes place, always a structure of

hierarchy of employees who will be working under the system is defined. Herein the
Reliance Communication Limited, there was a defined 3 – tier system of consisting of
three types of users.The procedure used is random sampling here.

6.3 DATA COLLECTION

The primary and secondary data is collected from various sources. The sources are
mentioned in as later.

The tool used for collecting primary data is a questionnaire. The questionnaire is
presented in the Annexure.

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 7. PRODUCT AND VENDOR ANALYSIS
Many people don't realize that there are dozens of strong ERP software and its vendors
in the industry. Depending on the company's size, industry, and business requirements,
a handful of these software solutions may or may not be a good fit for your
organization. This is where; companies fail to identify their requirement based
software that adds value to our clients. We give detailed analysis to learn more about
ERP database and software selection approach.

7.1 PRODUCT ANALYSIS

The analysis of the various products like SAP-HR, Oracle and Peoplesoft is done. The
analysis is done with the data collected from a questionnaire.

Below is the detailed product analysis:

Who configures the software for the organization?

SFT Vendor 16
IT Team 24
Others 0

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Did the software companies provide any sort of training to users? If
yes, then which type of training is provided?

Class room 9
Online Training 2
On-the-job 28
Others 1

Is the software used entirely?

Yes 30
No 70

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If no, then which sub-modules are highly operative?

Recruitment 50
Personnel
Management 16
Performance
Management 16
Master data 80
Time Management 60
Reports 60
Separation 60
Payroll 70
Others 0

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Is SAP-HR user friendly?

User
SAP Friendly
Highly agree 90
Agree 5
Neutral 1
Disagree N.A
Highly disagree N.A

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Does SAP-HR have system quality?

System
SAP Quality
Highly agree 33
Agree 11
Neutral 0
Disagree 0
Highly disagree 0

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Does SAP-HR have information quality?

Information
SAP Quality
Highly agree 11
Agree 22
Neutral 33
Disagree 11
Highly disagree 22

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Does SAP-HR have industrial quality?

Industrial
SAP Quality
Highly agree 11
Agree 22
Neutral 11
Disagree 22
Highly disagree 33

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Does SAP-HR have service quality?

Service
SAP Quality
Highly agree 40
Agree 11
Neutral 11
Disagree 33
Highly disagree 0

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Does the implementation of SAP-HR get the top management support?

Management
SAP culture
Highly agree 33
Agree 11
Neutral 0
Disagree 11
Highly disagree 36

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Does SAP-HR aid in making quality decisions?

Quality
SAP decision
Highly agree 36
Agree 0
Neutral 4
Disagree 0
Highly disagree 0

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7.2 FINDINGS OF THE SURVEY

 For attaining the license of the software, huge amount need to be paid to the
respective vendor.

 The product has to reach to the grass root level and for that the cost of the
product need to be reduced.

 The product so received comprises of much more than required flexibility, and
this adds to the complexity in the implementation and usage of the SAP-HR
software.

 There are many system bugs in SAP; if they could be fixed then it will be much
easier to use it.

 In spite of it being comprehensive, SAP-HR can improve upon by specifying

the exact location of the employee working at the workplace, during a respective
period.

Regarding the results obtained from RCOM:

 Respondent’s average population–age mix was of youngsters working with the

SAP software.

 Appropriate training is not provided to the employees, relative to the utility of

the software.

 The software so implemented is not used completely by the company

employees.

 The company can initiate to provide improved application of the SAP-HR

software in the company, so as to reduce costs, time and efforts used and raise the
productivity of its employees using the software. The output would also be
accurate.

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7.3 VENDOR ANALYSIS

The steps of analyzing the software vendor required in the particular area of concern,
are as below:

STEPS

 Define your business needs

 Get shortlist of solutions
 Analyze strengths and weaknesses
 Present results interactively

Also the comparison is made amongst the top three vendors in the ERP software
industry, and it is as follows:

Oracle-People Microsoft
SAP
Soft Dynamic AX
(A) Industry
Distribution Excellent Excellent Adequate
Procurement Good Excellent Excellent
Services Excellent Excellent Excellent
Warehousing Excellent Excellent Excellent
Retail Excellent Excellent Good
(B) Concurrent Users
1-25 Users Excellent Excellent Good
25-100 Users Excellent Excellent Excellent
100-200 Users Excellent Excellent Excellent
200-500 Users Good Excellent Adequate
(C) Number of Employees
1-200 Excellent Excellent Excellent
201-500 Excellent Excellent Adequate
Adequat
501-1000 e Adequate Excellent
>1000 Excellent Excellent Excellent
(D) Time Frame for Implementation
6 Months Excellent Excellent Excellent
7-12 Months Good Good Excellent
1-2 years Excellent Excellent Excellent
>2 Years Excellent Excellent Excellent

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 (E) Budget
1 -2.5 Crore Excellent Excellent Excellent
2.5-5 Crore Excellent Excellent Excellent
5-10 Crore Excellent Excellent Excellent
>10 Crore Excellent Excellent Excellent
(F) Additional Services
Yearly Maintenance Excellent Excellent Excellent
Training and support Excellent Excellent Excellent
Customization and
Excellent
Integration Excellent Excellent
(G) Presence of Localisation
Asia Excellent Excellent Excellent
(H) Transportation Medium
Trucking/Third Party Good Excellent Excellent
(I) Outsourcing and Custom Services
Product Customization Good Excellent Good
Implementation Services Excellent Excellent Excellent

Advantages of Oracle PeopleSoft Enterprise One Software: With the best total
ownership experience in the software industry, Enterprise One makes it easier to
implement, use, and maintain your enterprise software.

Oracle PeopleSoft Enterprise One Technology: Leveraging a pure Internet

architecture, Enterprise One gives you, your employees, suppliers, and customers
access to real-time information across your business processes.

Oracle PeopleSoft Enterprise One Software Modules: Asset Lifecycle

Management, Customer Relationship Management, Financial Management, Human
Management, Project Management, Supplier Relationship Management, Supply Chain
Management

Oracle PeopleSoft Enterprise One Software Pricing: $25,000 - $200,000

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Advantages of SAP Business One Software: SAP Business One delivers all the tools
you need for sales, financial management, banking, purchasing, manufacturing,
inventory management and customer relationship management (CRM) in a single
user-friendly interface.

SAP Business One Technology: SAP Business One lives on a single server that
integrates seamlessly with the standard Microsoft Windows platform. It supports both
the Microsoft SQL Server and IBM DB2 Express Edition databases.

SAP Business One Software Modules: Financial accounting, Bank transactions,

Sales and Distribution, Purchasing, Outlook Integration, Sales Opportunity
Management, Business Partners Management, Service Management, Material
Requirements Planning, Warehouse management, Reporting SAP Business One
Software Pricing: $11,250+

Advantages of Microsoft Dynamics AX – Manufacturing Software: Microsoft

Dynamics AX is a business management solution that provides mid-sized and larger
companies end-to-end industry-specific functionality, built to make conducting
business across locations and countries easy. You can be confident your solution is
relevant to the demands of your industry and business.

Microsoft Dynamics AX - Manufacturing Technology: Microsoft Dynamics AX

uses the Microsoft Windows environments and ASP interface to access data in MS
SQL and Oracle DBMS systems.

Microsoft Dynamics AX - Manufacturing Software Modules: Supply Chain

Management, Manufacturing, Financial Management and Accounting, Analytics,
Human Resources Management, Sales and Marketing, E-Commerce, H-E-B Grocery
Company, The Salvation Army, Versatel, Polaris Industries.

Microsoft Dynamics AX - Manufacturing Software Pricing: $100,000 - $300,000

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 8 LIMITATIONS OF PROJECT STUDY

 The project topic takes into account also the technical aspects of the SAP-HR
software.

 It was complex to segregate the application and usage element with the
technological component.

 It being an upcoming focus, there was difficulty in understanding the technical

names, products and its implementation and consideration of SAP-HR.

 While carrying out a primary research, we had faced some difficulty of getting
responses more accurately and correctly, since online survey was also incorporated.

 Due to lack of software operators on, like SAP, Oracle we took an online survey
of employees. Here the credibility of the response received online is less known.

 Also it being an approaching subject, there was difficulty in searching the

“Fit In” respondents during the survey.

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 9 CONCLUSION

SAP recognizes every business is a network of interrelated people and processes. SAP
delivers a comprehensive range of end-to-end solutions, through an open platform, to
transform your network into a competitive weapon.

The single greatest asset in the organization is its people. SAP provides a complete set
of curricula to help leverage human capital and maximize their contribution to the
success of business.

Globalization and demographic changes exert pressure on companies to find, develop,

and retain the best people and talent, while also reducing HR costs. SAP solutions
provide complete visibility across the entire organization and help you match the best
talent to your strategic priorities while minimizing costs and developing a strong, more
aligned workforce.

SAP helps you identify future leaders, manage their development, and ensure that they
are ready to perform when needed. Meanwhile, you can automate HR processes to pay
more attention to strategic tasks, cost reduction, and improved efficiency and
productivity. No matter the industry or size of your business, you can implement only
the software you need to solve your unique business challenges in your own time and
without expensive upgrades.

To achieve HR efficiency, software and services from SAP and the partners combine a
deep understanding of developing and implementing seamless business models with
industry best practices in HR service delivery.

With SAP software and services, you can:

• Provide self-service access to standard processes via kiosk, laptops, telephony,

or mobile devices, so employees can complete routine tasks without the aid of
HR staff
• Support a shared-services model for centralizing expertise, which improves
quality and consistency while lowering costs
• Reach all employees in a cost-efficient manner via a centralized help desk

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Self-Service Is the First Step

The first step in maximizing efficiency in HR operations is to automate your standard

processes and provide self-service access. These tools interface with SAP's human
capital management solution, enabling employees and managers to perform required
activities and directly access and maintain their personnel data – and, in many cases,
without having to learn how to use an entirely new system.

Utilizing Shared-Services Strategy

Once considered a vehicle for simple cost savings, centralized and standardized
service delivery is now helping to increase the quality and accelerate deployment of
HR services. Centralizing expertise enables your organization to provide superior
training for your HR experts and enable knowledge-sharing – leading to consistent and
more accurate answers to employees' questions that cannot be handled via self-
services.

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 10. REFERENCES

BIBLIOGRAPHY

• Case Folio - November 2006

• Case Folio - August 2005

• ICFAI Books - 2004 (ERP concepts and cases, Information Technology

series)

• Business Driven Technology (Tata McGraw Hill)

- By Haag/Baltzan/Phillips

SOURCES OF INFORMATION

• www.relianceadagroup.com

• www.rcom.co.in

• www.help.sap.com

• sapebook.blogspot.com

• www.citehr.com

• ams.webmaster@utoronto.ca

• www.sap.com
• www.oracle.com
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• www.zoomerang.com

• www.2020software.co

• www.mysap.com

• www.wikipedia.com

• Study manual of SAP HELP of RCOM

(Uploaded on RCOM’s Intranet)

11. REFERENCES

QUESTIONNAIRE

Name: __________________________________________
Occupation: _____________________________________
Designation: _____________________________________
Functional area: __________________________________
Company: _______________________________________
E-Mail ID: _______________________________________

(1) Which Software do you use/have used in

your company?

SAP ORACLE PEOPLE SOFT

Others. Mention, if any ______________

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(2) When was the software installed in the company?

Less than 6 months ago 6months-1year 1-2years

2-3years More than 3years

(3) When did you start using the software?

Less than 6 months ago 6months-1year 1-2years

2-3years More than 3years

(4) Who configured the software for organization?

Software vendor IT Department Others.

Mention, if any,

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(5) Do mention the rates as given below:
1 – Highly agree 2 – Agree 3 – Neutral
4 – Disagree 5 – Highly Disagree

S.No. Particulars SAP ORACLE PEOPLE Others

SOFT
1. User-
friendly
2. System
quality
3. Information
quality
4. Industrial
productivity
5. Service
quality
6. Management
culture
7. Quality
decisions

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(6) Did the software companies provide any sort of assistance/training to
the users? If yes, then which type of assistance/training was provided?
_________

Classroom Training Online Training On-the-Job Training

Others. Mention, if any, __________

(7) Are you able to use the software entirely? If no, then which modules
and sub-modules are highly operative by you?

Recruitment Master Data Separation

Personnel Management Time management Payroll
Performance Management Reports Others.
Mention, if any,
__________________
__________________

(8) Areas of Improvements.

____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________

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 THANK YOU

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