Advantages of SAP HR/Payroll

Saving time and money, and improving information for decision-making and planning. Greater automation, ensuring greater accuracy and time savings. SAP is built to automatically apply policies and rules to employees’ data. In HRMS, this sort of information would be entered as required, keyed in by an employee. This will invariably result in a certain amount of inaccuracy, either through interpretation or simple error. In fact, as SAP HR/Payroll was created, various instances were found of employees in HRMS who were receiving benefits they were not entitled to, or who had been eligible for shift premiums but had not received them. As well, the reduced data entry will allow time for more value-adding activities. Improved reporting capability. Reports are tools managers can use to analyze their operations and find opportunities for improvement. For example, attendance reports, or workload reports. HRMS provided a limited number of standard reports in a format which could not be manipulated for more precise analysis. Reports would be ordered, and would typically take two days to arrive. SAP provides users direct access to thousands of standard reports, plus the ability to easily create custom reports. Reports can be exported into Excel for further manipulation or filtering and then uploaded back to SAP. Improved position control. Information related to positions includes cost centre, “report to” and classification, for instance. SAP provides more position-related information than HRMS, and the information is presented in a much more user-friendly form yourself. Automated compensation adjustment. Prior to the introduction of SAP, compensation adjustments were calculated manually outside HRMS and then keyed in. Improved employee history data. This is essential planning information for various scenarios, for instance re-organization, or succession planning. SAP presents this information in a much more organized, user-friendly way. Better management of CUPE time data. CUPE employees’ time is tracked for payroll purposes, and is tracked against work centres. This has required entry of the same data into two different systems, but with SAP it will be entered once and then shared by the HR module and the Plant Maintenance module. In addition to eliminating duplicate effort, this integration also allows exact planning in situations where we have had to estimate. Better budgeting. Similarly to the CUPE time entry situation, budgeting will improve with exact planning information replacing estimates, as information on position requirements will be

Retain your talent o Provide your employees clearly defined career and development plans and personalized learning opportunities. if an employee went over his or her vacation allotment. o Reduce HR costs by automating operational employee-related processes. which can sometimes result in a higher rate of deduction. SAP ERP HCM Business Benefits SAP ERP Human Capital Management (SAP ERP HCM) provides you with the most comprehensive global HCM solution available today. o Link employee performance to compensation programs. A common result of this was overspent quotas. develop. Management of leave quotas. . For instance. support structures. Accurate retroactive payment. and track high-potential employees. Proactively identify and fill talent gaps o Identify. and are linked to the period in which they were earned. Once noticed. o Ensure that future leaders can be effectively promoted from within – and that successors are identified for key positions. HRMS did not provide much ability to manage leave quotas. such as variable pay plans and long-term incentives. and expertise. With SAP ERP HCM. o Find the best people and leverage their talent in the right job at the right time. SAP automates the management of leave quotas. Today.shared between HR and FI modules of SAP (more accurate FTE counts). you gain the following business benefits: • • • • Consistently achieve corporate objectives o Align your workforce with organizational objectives. any payment which was earned in the past can only be added to the total of the pay in which it is processed. payments earned in the past show up as a separate item on the pay in which it is processed. In SAP. o Ensure that every employee understands and acts upon appropriate business objectives and can monitor their progress toward corporate goals. an arrangement would have to be made with the employee (if the individual was still an employee). Lower costs of compliance and employee administration o Reduce the cost and effort of complying with local regulations through unrivaled features and functions. and this arrangement would then have to be managed. this might not be noticed for some time (or ever).

and track workforce costs and the return on investment for HR projects. HR professionals. o Leverage local SAP help centers as well as the customer community of several thousand organizations who are using the SAP® ERP Human Capital Management solution. Turn HR into a strategic business advisor o Align HR activities with organizational objectives o Focus on leadership succession. o Free employees to concentrate on value-generating activities. predict humancapital investment demands.• • • • Improve decision making and manage human capital more effectively o Give your executives. o Identify trends at an early stage and make well-informed decisions. and organizational change o Make HR services transparent o Lower HR costs and deliver better HR services – anywhere and anytime . and line managers reporting and analysis options that provide real-time insight into your workforce. scalable solution. so you can manage your human capital more effectively. Reduce risk o Adapt your processes quickly to changing business needs with a flexible. workforce planning. rather than on routine tasks. Implement value-added activities o Streamline all HCM processes.

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