Training Material for IT Recruiters

Essential Requirements for a Recruiter

1. MS Office 2003 (Word / Excel)
2. Microsoft Outlook (2003)
3. Yahoo Chat
4. Typewriting
5. US Timing (Willingness)
6. Technologies
7. Terminology
8. Excellent communication skills.

Timings in USA
There are 4 Time Zones in USA
1. EST (Eastern Standard time) 9.30 Hrs Back to Indian Standard time
2. CST (Central Standard time) 10.30 Hrs Back to Indian Standard time
3. MST (Mountain Standard time) 11.30 Hrs Back to IST
4. PST (Pacific Standard time) 12.30 Hrs Back to Indian Standard time

There is 1 hr difference between every Zone

Note: Every Six months the whole US timing changes for 1 hrs
In October they will forward one hour and in March revert

For Example:

From April to September

1. EST 9.00AM – IST 6.30 PM
2. CST 9.00AM – IST 7.30 PM
3. MST 9.00AM – IST 8.30 PM
4. PST 9.00AM – IST 9.30 PM

From October to March

1. EST 9.00AM – IST 7.30 PM
2. CST 9.00AM – IST 8.30 PM
3. MST 9.00AM – IST 9.30 PM

1
4. PST 9.00AM – IST 10.30 PM

Time Zone in USA

2
 SHORT NAMES OF UNITED STATES

S.No Code United States S.No Code United States

1 AL Alabama 26 MT Montna
2 AK Alaska 27 NE Nebraska
3 AZ Arizona 28 NV Nevada
4 AR Arkansas 29 NH New Hampshire
5 CA California 30 NJ New Jersey
6 CO Colorado 31 NM New Mexico
7 CT Connecticut 32 NY New York
8 DE Delaware 33 NC North Carolina
9 FL Florida 34 ND North Dakota
10 GA Georgia 35 OH Ohio
11 HI Hawali 36 OK Oklahoma
12 ID Idaho 37 OR Oregon
13 IL Illinois 38 PA Pennsylvania
14 IN Indiana 39 RI Rhode Island
15 LA Iowa 40 SC South Carolina
16 KS Kansas 41 SD South Dakota
17 KY Kentucky 42 TN Tennessee
18 LA Louisiana 43 TX Texas
19 ME Maine 44 UT Utah
20 MD Maryland 45 VT Vermont
21 MA Massachusetts 46 VA Virginia
22 MI Michigan 47 WA Washington
23 MN Minnesota 48 WV West Virginia
24 MS Mississippi 49 WI Wisconsin
25 MO Missouri 50 WY Wyoming

3
Sl.N Sl.N
o State Capital o State Capital
Montgomer
1 Alabama y 26 Montana Helena
2 Alaska Juneau 27 Nebraska Lincoln
Carson
3 Arizona Phoenix 28 Nevada City
New
4 Arkansas Little Rock 29 Hampshire Concord
5 California Sacramento 30 New Jersey Trenton
6 Colorado Denver 31 New Mexico Santa Fe
7 Connecticut Hartford 32 New York Albany
North
8 Delaware Dover 33 Carolina Raleigh
North
9 Florida Tallahassee 34 Dakota Bismarck
10 Georgia Atlanta 35 Ohio Columbus
Oklahoma
11 Hawaii Honolulu 36 Oklahoma City
12 Idaho Boise 37 Oregon Salem
13 Illinois Springfield 38 Pennsylvania Harrisburg
14 Indiana Indianapolis 39 Rhode Island Providence
South
15 Iowa Des Moines 40 Carolina Columbia
16 Kansas Topeka 41 South Dakota Pierre
17 Kentucky Frankfort 42 Tennessee Nashville
Baton
18 Louisiana Rouge 43 Texas Austin
Salt Lake
19 Maine Augusta 44 Utah City
20 Maryland Annapolis 45 Vermont Montpelier
21 Massachusetts Boston 46 Virginia Richmond
22 Michigan Lansing 47 Washington Olympia
West
23 Minnesota St. Paul 48 Virginia Charleston
24 Mississippi Jackson 49 Wisconsin Madison
Jefferson
25 Missouri City 50 Wyoming Cheyenne

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 H1b / Legal Stuff / Payment Structures

Type of consultants
H1B,
B1,
L1,
OPT,
CPT,
Green card and
Citizens

OPT/Green card and Citizens are authorized to work with any employer or any
organization, Taxes will be same
Another Option they can choose regarding payment structure is
W2 or 1099

W2:
Consultant will be on our payroll, ie every month first, they are supposed to get
paystub from company, company will deduct approx 30% of taxes and will give
rest to consultant

Taxes:
SSN
Medicare
Federal
State Taxes
All together approximately 30% of gross salary

Consultant can work on two types of payment options

First: fixed salary

I.e. if he is working on 48k salary means 48,000 US$ per year and 4000 US$ per
month (160 hours per month)

So Gross salary: 4000 US$

Net salary = gross – taxes = 4000 – 30% of 4000(1200) = 2800 US$ per month

Employer will pay above said 1200 and also employer taxes (15% of gross i.e.
15% of 4000 = 600 US$) to government every month

Advantages: here consultant will get relocation charges and medical (only
single) as free of cost from organization

5
No bench salary, but on bench he will get free food and accommodation until he
gets project

Second: Percentage system

Fresh consultant will start his career with 65-35 deal and every 6 months he will
get 5% hike until 80-20.
Consultant will get 65% of his bill rate (we will show PO purchase order to the
consultant) so he will know the actual bill rate
For example if the bill rate is 40 US$ per hour, he will get 65% of 40 US$ = 26 US$
per hour
Monthly salary: 160 hours * 26 US$ per hour = 4160 US$ per month
Taxes will be same as in fixed salary system
No relocation charges and No medical insurance will provided by employer in
this percentage system

1099
Green card/Citizens and OPT consultants can choose another option of payment
structure
I.e. 1099
Here employer will pay the consultant total gross salary without deducting any
thing for taxes and end of the year employer will issue 1099 for the total amount
and he is supposed to pay taxes end of the year at once to government
Here Employer need not to pay any taxes

Above example: employer will give total 4000 US$ to consultant without
deducting 1200 US$

But majority of the consultants is reluctant to take up this option

End of the year h1b consultants will get W2 from employer which shows how
much total taxes company and himself paid to government so by using this W2 ,
he can apply for re-imbursement with the help of charted accountant , he will get
easily 50% total amount he paid to government depends on situations

Payments from Vendors

Jan 1st to Jan 31st – 4 time Sheets

8*5*4 = 160
Feb 1st – Invoice to Vendors

Net 30 or Net 45

6
________________________________________________________________________

B1/L1/H4/F1 consultants can not work for our company until they get h1b thro
our company
For this you need to know h1b-related stuff

H1B Quota

65,000 H1B’S per year

All other visas like H4, B1, L1, OPT, are included in this only
For MS (OPT) 30,000

H1b
Work Visa for Non Immigrants through companies LLC / Inc / Colleges
It comes from INS (Immigration Naturalization Services)

Rules According to INS

 Minimum 16 years of Education
 Degree, PG and Passport (All Pages) X-Rox copies + Exp Certificate and
Resume.

Attorney can fill it

After 2 Weeks we will get Receipt No - LIN / EAC
Vermont – EAC
Nebraska – LIN

It’s a visa provided by US government for non-immigrant software professionals

Visa duration: 3 years initially and can get another 3 years, so total 6 years
Meanwhile he can apply for Green card, if he get GC , he can stay for unlimited
time in USA if not he should return back from USA after 6 years of stay

Documents required applying H1B

All educational documents
All PGDCA and computer related documents
Passport all pages copies
All experience certificates and offer letters

U.S. Citizenship and Immigration Services: USCIS

Four centers
1. Vermont
2. Nebraska

7
 3. California
4. Texas
Our company is in NJ so we come under Vermont centre

Fee structure:
INS fee 185
INS educational fee 1500
INS anti Fraud fee 500
Attorney fee 700
Education Evaluation 100

Total 3000 US$

Premium processing 1000 US$

Company should send all the documents of applicant along with Fee and
petition to INS (new name is USCIS)
With in 2 weeks we will get receipt number starts with EAC12345678
And after 2 months can get approval

The above said is the procedure for

All applicants seeking h1b from India
F1/B1/L1 and H4 visa holders already in USA

H1b Quota
65,000 per year
FY 2007 quota will open from April 2006 onwards
And approval date will be October 2006 onwards only
I.e. anybody who wants to work in USA now can work only from October 2006

OPT consultants

Optional Practical Training (OPT): this is the period you can treat this as
probation period for MS or BS completed graduates
This period will be for One year
During this time they can work with any employer (almost equivalent to GC)
They can work on both W2 and 1099 option

But immediately after OPT status they are supposed to change their status to
H1b so that is the time they should approach employers for h1b sponsorship

8
After got into h1b status: no difference between other h1b holders and MS
graduates

OPT’S Mainly come out in May, Aug and December

CPT Consultants
Pupils who are doing BS/MS they can work for a particular thesis period.

H1b transfers

H1b holders can transfer their h1b to multiple companies at any time , so at any
point of time
One can hold multiple valid h1b’s but they are supposed to get salary from only
one h1b employer.
Documents Required for H1b transfer:
All the documents required for Fresh H1b plus
I797 copy (existing H1b copy)
Existing company recent 2 pay stubs

Fee is the same for H1b and h1b transfer

H1b transfer consultants can start working for new company immediately after
INS application receipt number

Payment structure and others are same for H1b/ and h1b transfer consultants

H1b for consultants who are not from software background

Still we can apply h1b’s for graduates from other departments like Bio,
commerce, but need to show software experience and need show Software
PGDCA’s

Guest House consultants:

We can invite the following consultants to Guest house without any hesitation
1. MS / BS completed graduates who are on OPT status
2. All h1b Holders
3. H1b holders who does not want to transfer h1b but willing to work Corp –
Corp
4. green card and citizen’s

9
 Our company will provide
Free Food and Accommodation along with Training in Various technologies
until they get into projects
Guest House: per room 4 to 5 consultants need to stay
Will provide interview assistance
Will provide on Job assistance
Will offer them best salaries
Will sponsor h1b’s for fresh graduates
Will sponsor h1b transfers for existing H1b’s

Types of Deals
1. Corp-Corp ( C2C)
2. Contract to hire(C2H)
3. On W2 ( On Boat )

Corp-Corp:
Consultants will stick to their employers only and will work thro their company
Majority of our business is Corp-Corp, i.e. here we approach consultants who are
with other companies and will get their employer (recruiters) permission to
market their resources, we place them, and finally consultants will work thro
layers

Contract to hire:
Some times our Top vendor will ask for contract to Hire after x months
Means: they are asking our permission to take our consultant to their Boat
presently after x months
Sometimes they will pay us One time settlement, some times nope.

On W2 (On Boat):
Consultants who are on our payroll or consultants who wish to come on our boat
by transferring their h1b’s to our company
Most valuable consultants because our company will recognized by W2
consultants only not Corp to Corp consultants.

Mobile Minutes
 Day Minutes 400 Free
 After 9 pm to 6 am total free
 Saturday and Sunday total free
 Every Minute 40 Cents

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Portals Used for Searching Consultants:
1. Dice
2. Monster
3. Net temps
4. Staffing DB
5. Flippy Dog
6. Workopolis

Types of Interviews:

1. Telephonic
2. In Person or Face to Face

Requirements from the Consultants:

1. Full Name (First Name and Last Name)
2. Contact Details :- Email Id and Contact No(Mobile, Landline) , Any other
alternates
3. Their Present Location
4. Availability
5. Willingness to Relocation
6. Rate (Rate confirmation from employer if he is H1)
7. Last 4 digit SSN No: (Only few cases)
8. Date of Birth (Only few cases)

Process of Recruitment:
1. Getting Requirements – A/c Mgrs or BDM’S
2. Identifying the Sources of Recruitment
 Dice Search
 Posting
 Friends & Colleagues
 Sending Requirement to Vendors
 Sending Requirement to Yahoo Groups
 Search Internal Database
 Ask through Messenger

3. Qualified person identification

4. Need to communicate about the requirement to the qualified
people.
5. Making them to apply for the requirement.

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Process of Selection and Submitting to A/c Manager
 Study the Requirement Carefully
 List out the skills that the client is looking
 Major of the Requirement Skills
 Minor or the Preferred Skills
 screening of resumes basing on the skills Then start
 Telephonic Screening regarding communication skills, Real time
Experience etc.,
 Taking rate confirmation with employers
 Submitting to A/c Manager.

Selection Process:
 Resume Screening
 Telephone Screening
 Submitting to the Client
 Client Interview
 PO (Purchase Order) / SOW (Statement of Work)

Resume Screening
Checking the required skills in the resume
Check is it fit for the relevant experience

Telephone Screening
 Check real time experience
 Pose questions regarding his experience
 Stress on the skills required
 Observe communication skills
 Confidence level.

Resume Setting:
 Keep 1” Space on Left, Right, Top and Bottom
 Justification /Size of Font 10/11
 Deleting consultant/ Employer details in properties
 Maintain same font and colour Black for whole resume.

Process of talking to Consultant/ Vendor / Clients

 Wishing the opposite person
 Introducing yourself
 Knowing about the other person
 Taking permission to discuss with him
 Telling him about the purpose of call
 Explanation / Discussion.

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C Biz One
Importing / Uploading Resumes
Consultant folder > Import Resume > Browse and Select the Resume > Click
(Next) then Enter the details of Consultant > Click (Next) Check and Duplicate
are there are not. Click (Next) > Finish.

Types of Contracts:
 Main Services Contract
 NDA (Non Disclosure Agreement)
 We can take NDA from Consultants and Vendors and Clients

Contract Includes
 Payment terms
 No Direct Dealing with Vendors
 1 year Not Approaching Client

Technologies:
9. General
(A)C
(B) C++
(C) C#
(D)VB
(E) .Net

10. E.R.P (Enterprise Resource Planning)

(A)SAP
 Technical
(a) ABAP (Advance Business Application
Programmer)
(b) Cross Applications ( EDI , ALE , BAPI)

 Networking/ Administration
(a) BASIS
(b) Security

 Functional Modules
(a) MM (Material Management) :- (BOM,
Purchasing, Procument)
(b) SRM (Sub in MM)
(c) WM (Warehouse Management) :- Inventory,
Warehousing Concepts.
(d) FI/CO (Finance and Controlling)

13
 (e) FI :- AR, A/P, GL, SL ML
(f) CO:- Cost Centre A/c , Product Costs , PCA
(Profit Centre Accounting)
(g) Treasury : (Sub Module of FICO
(h) SD (Sales & Distribution: - Billing, Pricing,
Shipping, Transportation, Logistics.
(i) QM (Quality Management):- Inspection,
Quality Check, Standards.
(j) HR (Human Resource):- Payrolls, Benefits,
Insurance, Personnel Admin, Personnel
Development, Organization Development, ESS
/ MSS, Time Expenses.
(k) PP (Production Planning) :- Production,
Procure.

 New Dimensional Products

(a) APO (Advance Planner & Optimiser):- Dinand
Planning, SNP(Supplier Network Planning)
(b) SCM (Supply Chain Management)
(c) Netweaver
(d) CRM (Customer Relationship Management)
(e) SEM (Strategic Enterprise Management)
(f) BW (Business Warehousing)

(B) Peoplesoft
(i) Peoplesoft Financials (Functional / Technical)
(ii) Peoplesoft HRMS (Functional / Technical)

(C) Siebel
(i) Siebel CRM
(ii) Siebel Actuate

(D)Oracle Apps
(i) Oracle Apps Financials
(ii) Oracle Apps HRMS

(E) JD Edwards
(F) Boan

2. Data Ware housing (DWH)

(A)ETL
(a) Informatica

14
 (b) ABINTIO
(c) SAS
(d) Sy2base
(e) D2ataStage
(f) 2Hyperion
(B) Reporting Tools
(a) Business Objects
(b) Cognos
(c) Micro Strategy
(d) Crystal Reports

3. Networking
(A)UNIX
(B) Solaris
(C) Windows
(D)Linux
(E) AIX
(F) CITRIX

4. Oracle/SQL/DBA

5. Testing/BA (Business Analyst)

6. Java , Mainframes
(A)Java
(B) J2EE
(C) All Web Developers

7. Miscellaneous
(A)Tech Writer
(B) Remedy
(C) PHP

List of Few Non SAP Technologies

2. ABINTIO
3. AIX
4. Ariba
5. Business Objects
6. Business Analyst
7. BizTalk

15
 8. C, C++, C#
9. Citrix
10. Clarify
11. Cognos
12. Crystal Reports
13. Data Modeler
14. Data Stage
15. Data Warehousing
16. DB2DBA
17. Documentum
18. Dot Net
19. ETL
20. File Net
21. HTML / Web Sphere
22. Hyperion
23. JD Edwards
24. Mainframes
25. Micro Strategy
26. Network
27. Oracle
28. Oracle Apps
29. Oracle Apps DBA
30. Oracle Financials
31. Oracle HRMS
32. Peoplesoft Financials
33. Peoplesoft HRMS
34. QA / Testers
35. See beyond
36. Siebel
37. SQL
38. Sybase
39. TIBCO
40. VB
41. Web developer

Few SAP Technologies

1. ABAP
2. ABAP HR
3. Advance Planner Optimizer
4. Basis
5. Business Intelligence
6. Business Warehousing

16
7. Customer Relationship Management
8. EDI
9. EHS
10. FICO
11. Human Resource
12. Material Management
13. Net weaver
14. Plant Management
15. Portals
16. Production Planning
17. Project Systems
18. Quality Management
19. Sales and Distribution
20. Security
21. Strategic Enterprise Management
22. SRM
23. Warehouse Management
24. Workflow
25. XI

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 26. An Introduction to SAP
SAP was founded in 1972 in Walldorf, Germany. It stands for Systems,
Applications and Products in Data Processing. Over the years, it has grown and
evolved to become the world premier provider of client/server business
solutions for which it is so well known today. The SAP R/3 enterprise
application suite for open client/server systems has established a new standards
for providing business information management solutions.

SAP product are consider excellent but not perfect.  The main problems with
software product is that it can never be perfect.

The main advantage of using SAP as your company ERP system is that SAP have
a very high level of integration among its individual applications which
guarantee consistency of data throughout the system and the company itself.

In a standard SAP project system, it is divided into three environments,

Development, Quality Assurance and Production.

The development system is where most of the implementation work takes place.
The quality assurance system is where all the final testing is conducted before
moving the transports to the production environment.  The production system is
where all the daily business activities occur.  It is also the client that all the end
users use to perform their daily job functions.

To all company, the production system should only contains transport that have
passed all the tests.

SAP is a table drive customization software.  It allows businesses to make rapid

changes in their business requirements with a common set of programs.  User-
exits are provided for business to add in additional source code.  Tools such as
screen variants are provided to let you set fields attributes whether to hide,
display and make them mandatory fields.

This is what makes ERP system and SAP in particular so flexible.  The table
driven customization are driving the program functionality instead of those old
fashioned hard-coded programs.  Therefore, new and changed business
requirements can be quickly implemented and tested in the system.

Many other business application software have seen this table driven
customization advantage and are now changing their application software based
on this table customizing concept.

In order to minimized your upgrading costs, the standard programs and tables
should not be changed as far as possible.  The main purpose of using a standard
business application software like SAP is to reduced the amount of time and
money spend on developing and testing all the programs.  Therefore, most
companies will try to utilized the available tools provided by SAP.

18
SAP HR Tips and Human Resource Management Discussion Forum
Listed here are practical and helpful SAP HR Stuff to assist those supporting the
SAP Human Resource Management Modules. If you have any SAP Human
Resource question, please feel free to raise it in the SAP HR Forum.

The SAP HR module enables companies to effectively manage information about

the people in their organization. It is integrated with other SAP modules and
external systems. From the Organization Management perspective, companies
can model a business hierarchy, the relationships of employees to various
business units and the reporting structure among employees. The Personnel
Administration (PA) sub module helps employers to track employee master
data, work schedules, salary and benefits information. The Personnel
Development (PD) functionality focuses on employees' skills, qualifications and
career plans. Finally, the Time Evaluation and Payroll sub modules process
attendance and absences, gross salary and tax calculations, and payments to
employees and third party vendors.

Share a SAP HR Tips with the Human Resource community by Submitting a

SAP HR Tips.
All submissions will be recognized along with the tip.

SAP is a software that integrates or unifies all business functions of an

organization in one software package. It includes up to 15 generic business
modules that must be customized to an organization's business process.

SAP is strucured along module lines. Actually they are now moving away from
describing their system as a set of modules and now they are using the term
"solutions". Their solutions tab is structured as follows:

FI - The Financial Accounting module is the computerized 'book of records'. It is

designed for managing general ledgers, accounts payable, fixed assets and
external reporting. It is the integration point that most system components relate
in one way or another.

CO - Controlling module manages the flow of costs and revenues. It facilitates

an organization's internal planning, management and decision making process. It
is tightly integrated with other system components. It collects transactions from
the other modules, using related data for internal accounting, reporting and
management of funds.

AM - Asset Management module tracks, values, depreciates and also records

purchases and sales of a company's assets.

PS- Project Systems module is used for grants, contracts and plant fund
functioning. Project Systems module helps with the planning, managing,
controlling and figuring the costs of research and development.

19
HR - This is an integrated system that supports planning and administration of
personnel activities; everything from hiring to seperation or retirement.
Employee records, payroll, benefits and time recording are all handled in
Human Resources module.

PM - Plant Maintenance module maintains the company's equipment, labor,

material and work time.

MM - Materials Management module supports the procurement function

occuring in day-to-day business operations. It underpins the supply chain,
processing purchase orders and goods receipts.

QM - Quality Management module aims to improve the quality of the

company's goods. Planning, execution, inspections and certificates are examples
of activities processed in QM.

PP - Production Planning module manages your company's production process,

including capacity planning, master production planning, material requirements
planning ans the study of shop floor.

SD - Sales Distribution module deals with the whole process from production
to delivery, including sale orders, pricing, picking and other warehouse
processes such as packing and shipping.

And finally, CA - Cross Applications module lies on top of the individual

modules and manages the workflow, business information warehouse, office and
workplace, industry solutions and new dimension products.

These individual SAP modules function as a team, compiling and integrating

information across departments and automating information management.
Because SAP is fully integrated, we can think more globally about information
transfer. For example, items purchased through Materials Management will be
posted directly and immidiately to Financial Accounting and Controlling.

These are the basic and standard modules, which are used commonly by most
firms. "MySAP" is a package that contains all these modules in one software. But
also there are supporting modules such as SAP Customer Relationship
Management, Product Lifecycle Management, Supply Chain Management,
Manufacturing or even SAP for small and midsize businesses. Each company chooses
and implements the necessary and suitable SAP modules for their business and
industry. The pre-sales and implementation are very critical and challenging
processes.

SAP Decision

Ensure that management is committed to ERP implementation and the

company is big enough to meet the requirements of ERP

20
 Ensure to have a sufficient number of qualified personnel
Allocate sufficient budget
Look at SAP and make the early decisions about the progress and the success
of the project
Understand the business process
Standardize your data and process
Study the customization required

Phases of SAP Implementation

Organization and conceptual design
System Set-up and detailed design
Test and Measurement
Go-live
Productive operation

21
  Many programme teams were organised along module lines, so that you
would have a FI/CO, an MM and a HR team, for example. Training
courses were (therefore) often prepared and delivered along module lines
too. The result of this was that solutions were frequently optimised along
module lines, and less often well integratred, and as for users, well, they
were pretty much trained up in a module and left to get on with it post
go-live. Fortunately those days are mostly passed, and more and more
programmes (from design to build to training) are being organised along
process lines such as:

Order to Cash (including parts of SD, FI-AR and probably TY as well)

Purchase to Pay (including MM-Purchasing and FI-AP)

Record to Report (FI-GL etc)

SAP now are moving away from describing their system as a set of modules, and
now are using the term ‘solutions’, which is much better. If you visit SAP’s
website (as we urge you to do) you will find that they have structured their
Solutions tab as follows:

 Financials

 Human Resources

 Customer Relationship Management

 Supplier Relationship Management

 Product Lifecycle Management

 Supply Chain Management

 Business Intelligence

If you’re still looking for that list of modules, here they are:
FI Financial Accounting (Tutorial) – essentially your regulatory ‘books of record’,
including
 General ledger
 Book close
 Tax
 Accounts receivable
 Accounts payable
 Consolidation

22
  Special ledgers
CO Controlling (Tutorial) – basically your internal cost/management accounting,
including
 Cost elements
 Cost centres
 Profit centres
 Internal orders
 Activity based costing
 Product costing
AM Asset Management – track, value and depreciate your assets, including
 Purchase
 Sale
 Depreciation
 Tracking
PS Project Systems – manage your projects, large and small, including
 Make to order
 Plant shut downs (as a project)
 Third party billing (on the back of a project)
HR Human Resources – ah yes, people, including
 Employment history
 Payroll
 Training
 Career management
 Succession planning
PM Plant Maintenance – maintain your equipment (e.g. a machine, an oil rig, an
aircraft etc), including
 Labour
 Material
 Down time and outages
MM Materials Management – underpins the supply chain, including
 Requisitions
 Purchase orders
 Goods receipts
 Accounts payable

23
  Inventory management
 BOM’s
 Master raw materials, finished goods etc
QM Quality Management – improve the quality of your goods, including
1. Planning
2. Execution
3. Inspections
4. Certificates
PP Production Planning – manages your production process, including
 Capacity planning
 Master production scheduling
 Material requirements planning
 Shop floor
SD Sales and Distribution – from order to delivery, including
 RFQ
 Sales orders
 Pricing
 Picking (and other warehouse processes)
 Packing
 Shipping
CA Cross Application – these lie on top of the individual modules, and include
 WF – workflow
 BW – business information warehouse
 Office – for email
 Workplace
 Industry solutions
 New Dimension products such as CRM, PLM, SRM, APO etc

24
History of SAP R/3

SAP R/2 was a mainframe based business application software suite that was
very successful in the 1980s and early 1990s. It was particularly popular with
large multinational European companies who required soft-real-time business
applications, with multi-currency and multi-language capabilities built in. With
the advent of distributed client-server computing SAP AG brought out a client-
server version of the software called SAP R/3 that was manageable on multiple
platforms and operating systems, such as Windows or Linux since 1999, which
opened up SAP to a whole new customer base. SAP R/3 was officially launched
on 6 July 1992. SAP came to dominate the large business applications market
over the next 10 years.
[edit]
Reasons for success

From the late 1960s to the 1980s there was a concern that software development
was too complex, and liable to go wrong. One of the solutions to this proposed
by many people including Fred Brooks was the development of a modular
approach in order to maximize software reuse and encapsulate common business
processes within internal transactions. SAP introduced the object-oriented
concept of "business objects"; for example, a customer in the system is actually an
instantiation of a customer business object, and interacts with other objects in the
system in a pre-defined, customizable way. In some ways, SAP can be almost
thought of as an operating system for a business.

SAP software comes with customizable processes which a company uses in the
modelling of its business. Traditionally, software purchases had provided tools
for building applications, but these tools did not provide business processes. SAP
provided standardized processes, which were termed best-practice solutions of
processes. The implementation of SAP software commonly required the expertise
of knowledgeable external consultants, who were familiar with these best-
practices.
[edit]
Organization

SAP R/3 is arranged into distinct functional modules, covering the typical
functions in place in an organization. The most widely used modules are
Financials and Controlling (FICO), Human Resources (HR), Materials
Management (MM), Sales & Distribution (SD), and Production Planning (PP).
Those modules, as well as the additional components of SAP R/3, are detailed in
the next section.

Each module handles specific business tasks on its own, but is linked to the
others where applicable. For instance, an invoice from the Billing transaction of

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Sales & Distribution will pass through to accounting, where it will appear in
accounts receivable and cost of goods sold.

SAP has typically focused on best practice methodologies for driving its software
processes, but has more recently expanded into vertical markets. In these
situations, SAP produces specialized modules (referred to as IS or Industry
Specific) geared toward a particular market segment, such as utilities or retail.

Using SAP often requires the payment of hefty license fees, as the customers
have effectively outsourced various business software development tasks to SAP.
By specializing in software development, SAP hopes to provide a better value to
corporations than they could if they attempted to develop and maintain their
own applications.
[edit]
Technology

SAP R/3 is a client/server based application, utilizing a 3-tiered model. A

presentation layer, or client, interfaces with the user. The application layer
houses all the business-specific logic, and the database layer records and stores
all the information about the system, including transactional and configuration
data.

SAP R/3 functionality is structured using its own proprietary language called
ABAP (Advanced Business Application Programming). ABAP, or ABAP/4 is a
fourth generation language (4GL), geared toward the creation of simple, yet
powerful programs. R/3 also offers a complete development environment where
developers can either modify existing SAP code to modify existing functionality
or develop their own functions, whether reports or complete transactional
systems within the SAP framework.

ABAP's main interaction with the database system is via Open SQL statements.
These statements allow a developer to query, update, or delete information from
the database. Advanced topics include GUI development and advanced
integration with other systems. With the introduction of ABAP Objects, ABAP
provides the opportunity to develop applications with object-oriented
programming.

The most difficult part of SAP R/3 is its implementation. Simply because SAP
R/3 is never used the same way in any two places. For instance, Atlas Copco can
have a different implementation of SAP R/3 from Procter & Gamble and so
forth. Two primary issues are the root of the complexity and of the differences:

 Customization configuration - Within R/3, there are tens of thousands of

database tables that may be used to control how the application behaves.
For instance, each company will have its own accounting "Chart of
Accounts" which reflects how its transactions flow together to represent

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 its activity. That will be specific to a given company. In general, the
behavior (and appearance) of virtually every screen and transaction is
controlled by configuration tables. This gives the implementor great
power to make the application behave differently for different
environments. With that power comes considerable complexity.

 Extensions, Bolt-Ons - In any company, there will be a need to develop

interface programs to communicate with other corporate information
systems. This generally involves developing ABAP/4 code, and
considerable "systems integration" effort to either determine what data is
to be drawn out of R/3 or to interface into R/3 to load data into the
system.

Due to the complexity of implementation, these companies recruit highly skilled

SAP consultants to do the job. The implementation must consider the company's
needs and resources. Some companies implement only a few modules of SAP
while others may want numerous modules.

SAP has several layers. The Basis System (BC) includes the ABAP programming
language, and is the heart (i.e. the base) of operations and should not be visible to
higher level or managerial users. Other customizing and implementation tools
exist also. The heart of the system (from a manager's viewpoint) are the
application modules. These modules may not all be implemented in a typical
company but they are all related and are listed below:

FI Financial Accounting
designed for automated management and external reporting of general
ledger, accounts receivable, accounts payable and other sub-ledger
accounts with a user defined chart of accounts. As entries are made
relating to sales production and payments journal entries are
automatically posted. This connection means that the "books" are
designed to reflect the real situation.
The FI module has 8 sub modules:
FI-GL 
General Ledger Accounting
FI-LC 
Consolidation
FI-AP 
Accounts Payable
FI-AR 
Accounts Receivable
FI-BL 
Bank Accounting
FI-AA 

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 Asset Accounting
FI-SL 
Special Purpose Ledger
FI-FM 
Funds Management
CO Controlling
represents the company's flow of cost and revenue. It is a management
instrument for organizational decisions. It too is automatically updated as
events occur.
The CO module has following sub modules:
CO-OM 
Overhead Costing (Cost Centers, Activity Based Costing, Internal Order
Costing)
CO-PA 
Profitability Analysis
CO-PC 
Product Cost Controlling
AM Asset Management
designed to manage and supervise individual aspects of fixed assets
including purchase and sale of assets, depreciation and investment
management.
PS Project System
is designed to support the planning, control and monitoring of long-term,
highly complex projects with defined goals.
IS Industry Solutions
combine the SAP application modules and additional industry-specific
functionality. Special techniques have been developed for industries such
as banking, oil and gas, pharmaceuticals, etc.
As of Feb 2006, following Industry Specific Solutions are supported by
SAP:
IS-A  
Automotive
IS-ADEC 
Aerospace & Defense
IS-AFS  
Apparel and Footwear
IS-B  
Bank
IS-BEV  
Beverage
IS-CWM  
Catch Weight Mgmnt
IS-DFS  
Defense & Security

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IS-H  
Hospital
IS-HER  
Higher Education
IS-HSS  
Hospitality Managm.
IS-HT  
High Tech
IS-M  
Media
IS-MIN  
Mining
IS-MP  
Mill Products (or IS-MILL)
IS-OIL  
Oil
IS-PS  
Public Sector
IS-R  
Retail
IS-REA  
Recycling Admin
IS-SP  
Service Provider
IS-T  
Telecommunications
IS-U  
Utilities
HR Human Resources
is a complete integrated system for supporting the planning and control of
personnel activities and HR module is sometimes equivalently referred as
HCM (Human Capital Management).
HR-PA  
Personnel Administration
HR-PD  
Personnel Development
HR-RC  
Recruitment
PM Plant Maintenance
In a complex manufacturing process maintenance means more than
sweeping the floors. Equipment must be serviced and rebuilt. These tasks
affect the production plans.
MM Materials Management

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 supports the procurement and inventory functions occurring in day-to-
day business operations such as purchasing, inventory management,
reorder point processing, etc.
QM Quality Management
is a quality control and information system supporting quality planning,
inspection, and control for manufacturing and procurement.
PP Production Planning
is used to plan and control the manufacturing activities of a company.
This module includes; bills of material, routings, work centers, sales and
operations planning, master production scheduling, material
requirements planning, shop floor control, production orders, product
costing, etc.
SD Sales and Distribution 
helps to optimize all the tasks and activities carried out in sales, delivery
and billing. Key elements are: pre-sales support, inquiry processing,
quotation processing, sales order processing, delivery processing, billing
and sales information system.
WM Warehouse Management 
Control of stock to a physical level down to a warehouse bin. Placement
and removal rules can be configured, stock counts can be done.
HUM Handling Unit Management 
This is used as a unique ID for each pallet of stock held in the warehouse.

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 What Is SAP?
SAP (Systems, Applications, and Products in Data Processing) is software that integrates
or unifies all the business functions of an organization in one software package. SAP R/3
includes up to fifteen generic business modules that must be customized to an
organization’s business processes. Currently, the University has implemented the
following modules:
Financial Accounting (FI)
Controlling (CO)
Human Resources (HR)
Materials Management (MM)
Project Systems (PS)

Financial Accounting – FI is designed for managing general ledgers, accounts

payable, fixed assets, and external reporting. It is the integration point that most
system components relate to in one way or another.

Controlling – CO manages the flow of costs and revenues. It facilitates an

organization’s internal planning, management and decision-making processes.
Tightly integrated with all other system components, it collects transactions from
the other modules, using related data for internal accounting, reporting, and
management of University funds.

Human Resources – HR is an integrated system that supports planning and

administration of personnel activities – everything from hiring to separation or
retirement. Employee records, payroll, benefits, and time recording are all
handled in HR. This module also contains positions and organizational structure
data, which provide the framework for many HR transactions.

Materials Management – MM supports the procurement function occurring in

day-to-day business operations. Purchase orders and goods receipts are
examples of activities processed in MM.

Project Systems – PS is used for grants and contracts, plant fund accounting, and
student loan funds. PS helps with planning, managing, controlling and figuring the costs
of research and development projects – most of which are temporary activities that have a
finite life and are subsequently closed.

These individual SAP modules function as a team, compiling and integrating information
across departments and automating information management. Because SAP is fully
integrated, we can think more globally about information transfer. For instance, items
purchased through Materials Management will be posted directly and immediately to
Financial Accounting and Controlling.

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In addition to automating information transfer, SAP offers the University a number of
other advantages:
Automation of workflow.
Security features reduce the need for multiple levels of authorization.
The SAP report capabilities allows users to drill down through data to the
lowest level document.

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There are many pieces to SAP. In this section you can find out about specific
SAP modules and applications. Delve into industry-specific solutions in the
"Vertical" section. Or discover how SAP can aid you with "Customer
Relationship Management," "Logistics," "Human Resources" and "Accounting."
And find out more about ways to integrate SAP with wireless and mobile apps.
-Vicki-lynn Brunskill, Editor

> Sales and Distribution (SD)

Sales and Distribution is used to optimize and manage tasks in sales, delivery
and billing. These Web links present case studies, codes, defintions and tips to
help you manage this popular module.

> Customer Relationship Management

CRM technology helps you retain customers and increase business. Anyone
interested in boosting the bottom line should find this category interesting.

> Financials
Financial institutions running SAP will find a lot of useful articles, documents
and case studies here.

> Sarbanes-Oxley and SAP

The Sarbanes-Oxley Act says that business records must be saved for "not less
than five years." Have you developed a corporate records archive? Can SAP
help? These links can help.

> Supplier Relationship Management (SRM)

Supplier Relationship Management promises to evaluate, enable, and engage
your suppliers for mutual benefit.

> Supply Chain Management

A manufacturer needs all components for its product to be available at all
times without a huge inventory. A SCM-solution takes the guesswork out of
the picture.

> RFID
Walmart is requiring its top suppliers to implement Radio Frequency
Identification (RFID). SAP has urged suppliers and manufacturers to get on
the RFID technology bandwagon even before standards are established. Learn
the who, what and where of RFID with these handy links.

> SAP Business One

SAP Business One is a software designed for the small and midsize business

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 (SMB) market. It features an integrated sales force automation system,
opportunity management, strategic selling, contact management, financial
management, budgeting, bank reconciliation, an inventory management
system and a comprehensive reporting module.

> Vertical
SAP has some interesting vertical solutions for utilities, retailer, banks and
other industries. Read more about what's available here!

> Wireless and Mobile Computing

Keeping your people connected on the go is emerging as one of the best edges
you can get in today's market. These articles and links tell you what you need
to know to make it happen!

> SAPConsole
SAPConsole is a framework for automatic data collection in a warehouse
environment. SAPConsole's sole function is to translate SAP GUI (Graphical
User Interface) screens in your SAP environment to its character based
equivalent. This category includes SAPConsole advice,FAQ's and details on
functionality.

> Human Resources

Master the SAP HR-module! Get overviews, help files and tips & tricks on how
to manage your HR system.

> Logistics
Shipping goods around the world requires a clear view of the big picture and a
responsive system for managing tasks. Enter SAP's Logistics solution.

> Plant Maintenance (PM)

This collection of links houses tips, reference tools and forums for those using
the SAP R/3 Plant Maintenance module.

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ERP
http://www.erpfans.com/erpfans/erpdefinition/erp050.html

job portals:

DICE
MONSTER
CAREER BUILDER
Nettemps

Resource manager

Resource manager is the one who will be maintaining the team of Recruiters and
Lead Recruiters with excellent contacts in hand and should be able to read the
documents

Wt is IT Outsourcing

Transfer of IT Service from one company to the industry specialized IT company

Operations at data processing facilities
Software application & website maintenance
Business recovery and disaster recovery
PC management and help desk operation
Telecommunication and network operation

What is a Background Report?

A Background Report contains information collected from public records and

publicly available data. The report is designed as a service to assist you in
locating or verifying an individual's background information. The data within
the report is compiled from thousands of different sources that include
government, property, and other public record repositories.

Single State Criminal Check

What is a Single State Criminal Check?

This section lists criminal records from county courts, department of corrections,
administration of the courts, and other legal agencies for the selected state. The
types of offenses include felonies, misdemeanors, sexual offenses, and more.
Please closely review each record as subjects with a common name may return
multiple criminal record results.

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Criminal Check Disclaimer

Intelius charges a search fee for executing an Instant Criminal Check, regardless
of whether criminal records are found on the individual(s) searched.

Intelius obtains criminal records from publicly available sources. Our instant
criminal background search may contain information from county courts, state
courts, the state AOC and the state DOC. As a result, Intelius cannot guarantee
the accuracy of the records provided because they are obtained from public
records and other third-party sources that may not always be accurate or current.
Among other reasons, your search may have resulted in no criminal hits because

• The person has never been convicted of a crime.

• The criminal records have been expunged.
• The criminal records have not yet been updated in the public records
database.

The inputs to your criminal check may resolve to more than one individual.
Positive or false matches in criminal searches may not provide confirmation of an
individual's criminal background.

You must use EXTREME CAUTION and FCRA-COMPLAINT business practices

when interpreting the result of a criminal background search for the purpose of
employment or tenant screening.

Full Cycle Recruiting - 10 Reasons to Learn it All!

Full cycle recruiting means a Recruiter knows how to obtain a search

and evaluate the parameters of that job order, negotiate the fee, find
an ideal candidate, manage the interview, offer, and acceptance
process, close the deal, and get paid within 10 days preferably. Today
there are thousands of people in the business world calling themselves
Recruiters who, ironically, don't know the fundamentals of recruiting!

If a person wants to work as a Recruiter, in my opinion, the first thing

they should do is get some training related to the recruiting process.
New Recruiters need to understand the process from start to finish
before they can be effective. I've seen many corporations push people
into positions with the title of 'Recruiter', without any training. Noone
is served well when this happens.

If you're interested in becoming a Recruiter here are 10 reasons to

"learn it all".

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1. Once one knows how to handle each facet of the process they can
focus on enhancing their strengths or improving their weaknesses.
Recruiters who know how to recruit effectively can easily find the best
niche in the industry for their personality.

2. Knowing what needs to be done during each step of the process

gives a Recruiter confidence and the tools they need to evaluate their
own performance. They can look back over each placement process
and see specifically where they could have said something different to
expedite the process or eliminate a roadblock. Their skills allow them
to approach passive candidates most effectively.

3. Recruiters with FCR (full cycle recruiting) skills offer the best value
to employers, candidates, and themselves. Knowledge is power when
it comes to recruiting.

4. FCR is the pathway to make the most money in this industry.

5. When a recruiter is proficient in all the steps of FCR, they can work
with other Recruiters to double, maybe triple the number of
placements, they could make on their own. Working with a strong
team of Recruiters can be both rewarding and lots of fun.

6. Full cycle Recruiters have the skills that are most in demand. The
average company in the United States has about 24% turnover a year!
That kind of turnover costs companies unnecessary billions each year.
Employee retention begins with good hiring practices. If an employee
senses they mean nothing to an employer (and many HR departments
are famous for making new hires feel like faceless numbers) then new
hires feel no obligation to those employers in return

7. When a Recruiter knows FCR they have the most control over their
earnings, lifestyle, working conditions, and job satisfaction.

8. FCR is emotionaly, intellectually, and financially rewarding, in my

opinion.

9. The skills a Recruiter acquires when they learn FCR are transferable
to other areas of work and life. Knowing how to ask questions and
listen effectively can help keep a person with teenagers sane. These
skills can improve relationships with spouses, neighbors, relatives, and
co-workers. These principles apply when one is negotiating to buy a
company, car, home, etc.

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10. Recruiters who master their craft have less stress and fewer
frustrations related to 'lost' deals. They are more effective and
successful than those who don't know FCR.

Less than 20% of Recruiters have been trained in full cycle recruiting.
That leaves those with full cycle recruiting skills with a tremendous
opportunity and vast potential to excel in those industries that attract
them most. Don't try and 'wing it' with your career. Make regular
investments in your personal recruiter education and it will pay you
back countless times over.

Difference between System admin and system engineer:

There is quite a difference in a Network Systems Engineer & System

Administrator. You can consider the Engineer the actual architect of
the said Network. Engineers are the people who are responsible for the
"from scratch" work. Such as designing the physical and logical lay-out
of the network. Designing & Implementing these plans to properly
setup the lay-out of a network. While a Systems Administrator takes
these existing lay-outs and is responsible for the actual administration
& managing of the existing network. Administrators are usually
responsible for things such as setting up the Users accounts, assigning
permissions to these users and over-all performing the day-to-day
operations within the network to ensure the network maintains
stability and consistency to optimize network performance. An
example of these in educational terms would be an MCSA (Microsoft
Certified Systems Administrator) & MCSE (Microsoft Certified Systems
Engineer). Think of the System Engineer as the person who is
responsible for laying the foundation of the network and seeing that is
put together piece by piece properly to ensure a fully functional
network. Then afterwards, the Administrator is responsible for carrying
out the daily routines & all other activities involved in administrating
the already put-together network.

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