A

Project Report

On

ADVANTAGES OF SAP HR SOFTWARE.

by

Gitanjali Sambhaji Gadsing

SY- BBA

Under the guidance of

Prof. Aakanksha Landge.

In Partial Fulfilment of

“Bachelor of Business Administration”

EMPLOYEE RECRUITMENT AND RECORD MANAGEMENT.

Submitted to

Alandi (D), Pune

Affiliated to

Savitribai Phule Pune University Academic Year 2022-23

 MAEER’s

Alandi (D), Pune - 412105

Affiliated to Savitribai Phule Pune University & Recognized by Government
of Maharashtra
(ID NO. PU/PN/ASC/289/2007) (AISHE Code: C - 42151)

CERTIFICATE

This is to certify that, the project report entitled “ADVANTAGES OF SAP HR

SOFTWARE.” which is being submitted by Gitanjali Sambhaji Gadsing in partial
fulfilment of Bachelors of Business Administration has satisfactorily completed the
project work under our guidance and supervision.

We wish him/her our best wishes for his future endeavour.

Prof. Aakanksha Landge Dr. Mangesh Bhople Dr B.B Waphare

Project Guide Head of the Department Principal

BBA Dept BBA Dept MIT ACSC

Internal Examiner External Examiner

 ACKNOWLEDGEMENT

I take this opportunity to express my sincere gratitude to everyone who has directly or
indirectly helped me in completing the project successfully

I own profound intellectual debt to Prof Aakanksha Landge Ma'am who

notwithstanding his busy schedule and personnel commitment has been guiding the
force and a source of encouragement and helped me throughout the course of my
project & for being an inspirational force and devoting genuine interest throughout the
progress of the project, interacting with him I learnt a few important aspects of
professional management and I am sure the knowledge imparted to me will help me to
enrich my career in the long run.

I express my gratitude for Prof. Dr. B.B. Waphare, Principal, and Dr. Mangesh
Bhople sit HOD BBA and BBA IB for giving me this opportunity. I take this
opportunity to thank my family members, friends without their cooperation I would
not have been able to complete this project.

GITANJALI. S. GADSING

SY BBA
 DECLERATION

I, hereby declare that the project report on " ADVANTAGES OF SAP HR

SOFTWARE." is written and submitted by me to MAEER's MIT ACSC Alandi(D)
Pune, towards the partial fulfilment for the study of B.B.A. in year2022-2023. The
report written is original work, this project is based on the Primary and Secondary data,
and it is based on the knowledge and material gained from company. The contents
provided are true to the best of my knowledge and belief.

I further declare that, this project report is not been submitted to any other University
for any other degree or requirement of any course.

Gitanjali Gadsing

SYBBA
 EXECUTIVE SUMMARY

The SAP HR software is a comprehensive human resources management solution

designed to streamline HR operations and enable organizations to manage their
workforce more effectively.

An in-depth analysis of SAP HR software, a comprehensive solution designed to

automate and streamline HR processes in organizations.With the increasing demand
for digital transformation, SAP HR software offers a range of features and
functionalities that enhance the efficiency and effectiveness of HR operations.

The various insights into the software’s capabilities, benefits, and best practices,
helping organizations to make informed decisions and maximize the value of their
investment.

One of the key advantages of SAP HR software is its ability to automate many HR
tasks, such as payroll processing, time and attendance tracking, and benefits
administration.This not only saves time but also reduces the risk of errors and helps
ensure compliance with regulations.

The SAP HR software is an integrated human resources management system that

offers a range of features and functionalities to manage various aspects of an
organization’s human resources.
 INDEX

CHAPTER NAME OF THE CHAPTER PAGE

NO. NO.
1. INTRODUCTION 1
1.1 INTRODUCTION TO THE PROJECT 2
1.2 OBJECTIVES OF THE STUDY 3
1.3 SCOPE OF STUDY 4
2. LITERATURE REVIEW 5
3. RESEARCH METHODOLOGY 20
4. COMPANY PROFILE 23
4.1 VISION, MISSION 24
4.2 HISTORY 25
5. DATA ANALYSIS AND INTERPRETATION 26
5.1 FINDINGS 28
5.2 SUGGESTIONS 30
5.3 RECOMMENDATIONS 32
5.4 LIMITATIONS OF THE STUDY 31
5.5 CONCLUSION 33
REFERENCES ( WEBLIOGRAPHY) 34
 CHAPTER 1

INTRODUCTION

1.1] INTRODUCTION TO THE PROJECT

1.2] OBJECTIVE OF THE STUDY

1.3] SCOPE OF THE STUDY

1.4] RESEARCH METHODOLOGY

1.5] SOURCES OF DATA COLLECTION

1
 INTRODUCTION TO THE PROJECT.

“Human resource management is basically the administration of human resources.

It primarily refers to handling employees and acknowledging their requirements for
maintaining a positive work culture.”

 The definition of HRM also includes a set of practices, which helps manage
employee data like attendance, payroll, and ensure smooth employment.
Other functions of human resource management include expense management,
staffing, Social engagement of employees, ensuring a healthy work
environment and more.

 HR software refers to a suite of software that organizations use to manage

internal HR functions. From employee data management to payroll,
recruitment, benefits, training, talent management, employee engagement, and
employee attendance, HRMS software helps HR professionals manage the
modern workforce.

 Human resources software assists with managing people, information and

processes. Used by businesses of all sizes, HR software is designed to help both
managers and employees work more efficiently while reducing errors, ensuring
compliance and increasing productivity.

 HR software is any type of tech system that is developed with human resources
in mind, which they use to manage employees. Also known as human capital
management software, these solutions support a wide variety of HR
functionality.

 These tools bring together recruitment, payroll, administration, management

information, and performance management. All of this is done with a single
source of data on employees, a centralized view into the company.

 In the past, organizations have tried many types of tools to handle their HCM
operations, using spreadsheets to cover payroll and other tools to allocate
vacations.

 With the modern recognition of the fact that people are the most critical asset,
the development of HR software has resulted in the ability to seamlessly
manage admin HR tasks while retaining focus on talent development.

 The function of people is becoming data-focused, which leads to improvements

in business and workforce performance. These categories of activity are
essential to the success of the biggest organizations in any industry.
2
 OBJECTIVES OF THE PROJECT

 Understand the usage of SAP HR Software’s in Companies.

 HR information system should provide information in the most cost-effective way.
 Benefit from information is derived in terms of improved decision making and
satisfaction of other requirements.
 Cost of information is in terms of its collection, processing, storing, and retrieval.
 Apart from decision making, HR information system should supply HR information
which is required by statutory provisions or other agencies like industry associations,
research organizations, etc.
 There are ad hoc query from internal employees to know their current status like leave
account, overtime worked, provident fund account, and so on.
 The software must cause an appropriate decision to be made and a less appropriate
decision to be rejected. Information has no value if the same decision could be made
even without it. Thus, accurate, relevant, and timely information is needed.

3
 SCOPE OF THE STUDY

 To meet the needs of a modern workplace and to attract the highest caliber talent,
companies must invest in new technology to both improve the employee
experience and increase the bottom line.

 By automating tasks and managing data, human resources software saves

valuable time and reduces cumbersome paperwork.

 When an HR team has all the information they need at the click of a button,
errors are reduced, compliance risks go down and policies are more consistently
enforced.

 By reducing paperwork and streamlining processes, organizations can

transform the role of both managers and employees to be more strategic and
engaging.

 HR software allows employees to focus on more high-level tasks, resulting in

better planning, more strategic decision making and greater job satisfaction.

4
\

CHAPTER 2

THEORETICAL BACKGROUND AND LITERATURE REVIEW

*********************************************************************

2.1] FUNDAMENTAL CONCEPTS RELATED TO TOPIC

2.2] LITERATURE REVIEW

*********************************************************************

5
DEFINITION

“Human resources (HR) is the division of a business that is charged with finding,
recruiting, screening, and training job applicants. It also administers employee benefit
programs.”

 HR departments also handle employee compensation, benefits, and

terminations.
 HR departments must keep up to date with laws that can affect the company
and its employees.
 Many companies have moved traditional HR administrative duties such as
payroll and benefits to outside vendors.

What Is HR Software?

 HR software is a digital solution for managing and optimizing the daily human
resources tasks and overall HR goals of an organization.
 HR software makes it possible for HR staff and managers to better allocate their
time and resources to more productive, profitable efforts.
 HR software technology has come a long way since the first-time computers
were employed to manage human capital data in the 1970s.
 HR systems became more widely available to enterprise clients in the 1980s,
and the arrival of web-based software in the 1990s made HR software even more
common.
 Now, most new systems are cloud-based, subscription-based, easily integrated
with other data management programs, and highly customizable to an individual
organization’s needs, goals, and budget.
 In short, there is now an HR software solution for every size and type of
organization.

What Does HR Software Do?

 HR software assists an organization’s human resources department by

automating manual tasks, keeping employee information organized, and
creating data-driven reports.
 This is all done electronically, eliminating the need for paper documents.
 HR software can also serve employees and managers within an organization,
assisting with tasks like time tracking, updating employee directories, and
performance management.

6
Some of the functions HR software can perform include:

 Securely storing and organizing employee data.

 Creating workflows and tracking approvals.

 Self-service time tracking.

 Tracking employee training for development and compliance.

 Gauging and reporting on employee satisfaction.

 Performance management and goal tracking.

 Benefits administration and management.

 Pre-boarding, onboarding, and offboarding automation.

 Third-party application integrations.

 Monitoring all data changes with an audit trail.

 Producing custom reports to provide strategic insight.

7
8
USES OF HR SOFTWARES.

1. PAYROLL

 Payroll software helps businesses keep track of employee wage and salary rates
and automate payroll runs.
 Payroll software can calculate total compensation, debit the company bank
account for the correct amount and transfer funds to workers with the click of a
button.
 Users can also use payroll software to do their taxes and run reports to track
payroll cost over time.

Why you need it to start your business:

 Payroll software shouldn’t just be the first HR system every new business
purchase; it should be their first system purchase period for one simple reason:
Even if you only have one other employee besides yourself, that employee needs
to be paid accurately and on-time.

When to adopt:

 Looking at the data, we see that payroll software adoption peaks early on in a
company’s lifecycle when they have just 1 to 24 employees, suggesting this is
the best size range to make this critical purchase.

2. PERSONNEL TRACKING

What does personnel tracking do?

 Every employee in your organization comes with a significant amount of data

you need to track, from their name and address to their job title and boss—even
their work history and certifications.
 Personnel tracking software allows you to log all of this information in a secure,
easily manageable database along with handy resources like a company org
chart and employee handbook.

Why you need it to start your business:

 Entering or updating just one piece of information for 100 employees in a

spreadsheet can be time-consuming and prone to errors.
 As your business hits its growth spurt these problems will only be exacerbated,
which is why it’s wise to invest in a dedicated system with pre-set fields for all
of the information you need to track with your workforce early on.

9
  This migration to dedicated personnel tracking software also offers your
organization a great opportunity to prepare for leaving “startup mode”
and formalize department structures and hierarchy before you start hiring more
employees.

When to adopt:

 Personnel tracking is core functionality within a lot of HR systems, which is

why adoption is so high across all business sizes.
 That being said, we do see interest in this software peaking between 1 to 1,000
employees, suggesting that it’s become a necessary tool for all businesses.

3. TIME AND ATTENDANCE

What does time and attendance software do?

 Besides storing time information and generating reports, time and attendance
systems also have employee self-service (ESS) functionality that empowers
workers to clock in and out of shifts, view schedules, and request time off
themselves.

Why you need it to start your business:

 If your business is in a predominantly shift-based industry like retail or food and

beverage, having time and attendance software that can optimize schedules
based on availability and needs then automatically communicate them to
workers via email or text is crucial to minimizing missed shifts.
 Even if your workforce is largely composed of “9-to-5″ employees, time and
attendance systems can still be extremely beneficial if you’re a small business.
Integrating time and attendance software with your payroll system also allows
worker hours to be ported over to calculate payroll automatically, saving
valuable time.

When to adopt:

 We recommend investing in time and attendance software when you have

between 1 and 50 employees, as this is the size range where adoption peaks
according to our data.
 After 50 employees, it becomes a significant administrative burden to track time
and attendance manually.

4. APPLICANT TRACKING

What it does:

 Applicant tracking systems (ATSs) provide a centralized platform where

companies can manage all of their recruiting and hiring efforts.

10
  With an ATS, recruiters can post job openings to job boards and social media,
store job applications and resumes, track applicants through their hiring funnel,
grade and rank candidates, and, ultimately, extend a job offer.

Why you need it to grow:

 Besides providing a digital space to manage recruiting and hiring, ATSs are also
a valuable weapon in the war for talent.
 These systems can blast your job postings to as wide an audience as possible
and increase the likelihood for a curious visitor to become an applicant through
an improved online candidate experience.
 Embedded analytics also allow you and your team to decipher where talent is
turning off from your company and why.

When to adopt:

 According to our data, applicant tracking software is the most requested HR

application for businesses with anywhere from 251 to 5,001+ employees.
 When you choose to adopt is going to depend entirely on your hiring needs, but
we recommend getting in early before you hit the 250-employee mark.

5. PERFORMANCE MANAGEMENT

What it does:

 Performance management software helps take the stress out of performance

reviews.
 These HR systems allow companies to establish individual goals and track
employee performance, while also automating tasks related to collecting
feedback, storing documents, and reporting important performance metrics to
stakeholders.

Why you need it to grow:

 From improving productivity and retaining high performers to boosting sales,

profit, and engagement, data-driven performance management provides almost
too many benefits for growing businesses to count.
 And in order to become a data-driven performance organization, you need the
right system to manage vast amounts of employee data and track important
trends over time.

When to adopt:

 Though we see adoptions of performance management software peak in the 501

to 5000 employee range, you may want to invest in these systems earlier if
employee development is a priority in your organization.

11
6. BENEFITS ADMINISTRATION

What it does:

 Enrolling workers in benefits such as health insurance or a 401(k) and managing

any changes thereafter have historically been painstaking processes for
employers and employees alike.
 Benefits administration software helps streamline these processes and tracks
data for cost and compliance purposes.

Why you need it to grow:

 Benefits administration software provides a centralized solution where

employees can not only enrol in benefits or change options themselves (instead
of filling out a form for HR to enter into their system manually), but also
troubleshoot questions on their own. Being able to closely monitor benefits
costs will also be critical to maximize ROI.

When to adopt:

 Benefits administration software sees peak purchases at the 501 to 1001

employee size range.

7. ONBOARDING

What it does:

 Onboarding software walks new hires through all the necessary steps to become
full-fledged employees, from digitally signing important paperwork to
completing new hire training tasks.
 These platforms also give newbies an early chance to interact with their
manager and co-workers to be more comfortable and productive from day one.

Why you need it to optimize:

 Onboarding software can cut the time it takes for new employees to become
productive down by automating tedious paperwork so workers can dive into the
nitty-gritty of their positions sooner—possibly even before their first day
through an online portal.

When to adopt:

 According to our data, you should adopt onboarding software if functionality

for onboarding isn’t already available in your existing HR or recruiting suite by
the time you reach 500 employees.

12
8. COMPENSATION MANAGEMENT

What it does:

 When you factor in everything—years of experience, performance, the going

wage rate in your area—are you paying your workers the right amount? Is your
compensation plan flexible enough to be sustainable in times of hardship?
Compensation management software allows you to answer these important
questions by diving deeper into internal factors (e.g., company revenue, comp
budgets) as well as external ones (e.g., local job markets, currency fluctuations).

Why you need it to optimize:

 Compensation management software can help you cut the fat in a number of
ways.
 On an individual employee level, these platforms can pull performance grades
from your performance management system to recommend bonus pay-outs
based on desired outcomes.
 On a macro level, this software can calculate compensation budgets for your
entire global workforce and suggest pay-outs based on different scenarios of
company performance to ensure you stay afloat during the good times and the
bad.

When to adopt:

 These systems definitely fall into the “nice to have” rather than the “need to
have” category of software, as illustrated by the low percentage of buyers
requesting this application below. Inquiries peak after the 5,000-employee mark.

9. LEARNING MANAGEMENT

What it does:

 If you’re still largely relying on classrooms and slideshows to train employees,

learning management systems (LMSs) can help you bring employee training
into a more flexible and engaging online environment.
 With an LMS, trainers can create training courses merging different multimedia
formats, administer courses to workers, test them on the knowledge they’ve
retained, and analyse training effectiveness over time.

Why you need it to optimize:

 Ongoing training is vital if you want to develop workers to progress up the

career ladder at your company while also retaining top talent.

13
  This is easier said than done, especially with a large, global workforce:
Materials have to be updated as necessary, lagging workers need to be identified
and brought up-to-speed, and training courses have to somehow not be
completely boring and tedious.

When to adopt:

According to our data, we see purchases of LMS tools only beginning from the 251 to
10,000 employee mark—and even then, very few buyers indicated an interest in
learning management functionality.

SYSTEMS APPLICATIONS AND PRODUCTS IN DATA PROCESSING(SAP)

SAP human capital management (HCM) solutions provide strategic, innovative

solutions for core HR and payroll, time and attendance, talent management, employee
experience management, and people analytics to address your critical workforce
transformation needs.
SAP (Systems, Applications, and Products in Data Processing) is a comprehensive
enterprise resource planning (ERP) software that provides businesses with a centralized
platform for managing various business processes such as accounting, human
resources, sales, and logistics. The purpose of this literature review is to explore the
advantages of SAP software and how it can benefit businesses in different ways.

Advantages of SAP Software:

Improved Efficiency and Productivity:

 SAP software can help businesses improve efficiency and productivity by
automating various business processes.
 This automation eliminates the need for manual data entry, reduces errors, and
frees up employee time for more important tasks.

Better Decision-Making:
 With SAP software, businesses have access to real-time data and analytics,
which enables them to make better-informed decisions.
 This data-driven decision-making approach helps businesses identify potential
issues, opportunities, and trends, and respond quickly and effectively.

14
Enhanced Customer Service:
 SAP software can improve customer service by providing businesses with a
360-degree view of customer data.
 This data includes information such as customer preferences, purchase history,
and communication history, which enables businesses to provide personalized
service and support.

Streamlined Operations:
 SAP software provides businesses with a centralized platform for managing
various business processes, which helps streamline operations.
 This platform allows businesses to integrate different business functions and
automate various processes, which reduces redundancies and improves
efficiency.

Improved Financial Management:

 SAP software provides businesses with a comprehensive financial management
system, which helps them manage financial transactions, track expenses, and
forecast revenue.
 This system also provides businesses with real-time financial data, which helps
them make informed financial decisions.

Enhanced Supply Chain Management:

 SAP software provides businesses with a comprehensive supply chain
management system, which helps them manage inventory, track shipments, and
optimize logistics.
 This system also provides businesses with real-time data on supply chain
operations, which helps them make informed decisions and respond quickly to
changing market conditions.

15
WHAT IS SAP HR?

What is SAP, can be described as an enterprise resource planning software. SAP is the
most-used ERP software in the market and contains hundreds of fully integrated
modules covering nearly every aspect of business management. Using SAP creates a
centralised system for businesses that enables every department to access and share data
to create a better work environment for every employee.

USES OF SAP HR SOFTWARE IN ORGANISATION

Manage a global workforce:

 Reduce costs with a simplified landscape for managing your total workforce,
global benefits, payroll, time management, document management, and HR
service delivery
 Increase productivity and employee satisfaction with end-to-end service
experiences and consistent, standardized HR processes
 Improve decision-making with real-time insights into your people data, aligning
your HR and business strategy

Unlock human potential:

 Enhance recruiter efficiency and improve the candidate and new hire experience
with simplified, personalized, and intuitive processes
 Increase learning agility, efficiency, and mobility with clear, compelling career
paths and development opportunities that cultivate talent
 Empower your managers to connect with, motivate, and inspire employees
through continuous coaching and feedback
 Improve employee engagement by helping employees understand how they’re
valued through visibility into their total compensation package

Drive consistent employee engagement:

 Collect feedback from employees at key touchpoints, so you can drive

improvements in real-time
 Leverage built-in guided action planning to improve engagement and retention
 Identify the optimal benefits package based on employee feedback and driver
analysis

Make better people decisions:

 Strengthen your HR leadership with powerful, personalized insights that

influence decisions and stimulate action for your workforce.

16
  Enable organizational agility and improve business results through
comprehensive reporting and analytics that provide insight across the
organization.
 Reduce risk by getting early insight into trends that can be disruptive to your
workforce strategies

Accelerate innovation and agility:

 Enhance employee efficiency by automating HR tasks with AI and ML

 Increase engagement by creating dynamic processes and applications to
accommodate when, where, and how your employees work
 Improve business agility by connecting and automating your business processes
with integrations, connectors, APIs, and best practices for a faster ROI.

Project management.

1. Project initiation module: This module offers features to handle project setup
and project launch. You can work on steps like defining the project. creating the
work breakdown structure, handling network activities, managing milestones
and the overall project creation.

2. Project planning module: This module includes features like cost planning,
material planning, revenue planning, capacity planning. workforce planning and
scheduling.

3. Project execution module: This module includes features to handle the

implementation and monitoring of a project. In this module, you can manage
things like goods receipt, timesheet entry, goods issue, service entry,
confirmations, billing and progress analysis.

4. Project closure module: This module offers features that relate to the closure of
a project.

Financial management and accounting.

1. Financial planning and analysis: This module provides you with features such
as strategic planning, forecasting, budgeting, performance management,
analytics and reporting.

2. Accounting and tax management: This module provides you with features such
as financial accounting and reconciliation, reporting, disclosure, regulation
compliance and closing process accounting.

3. Treasury and cash management: This system includes features like corporate
treasury management, cash management, cash flow forecasting, debt
management, risk management and investment management.

17
 4. Accounts payable and receivable: This system provides modules like credit
evaluation, risk management, collections, dispute management, billing and
invoice management.

Customer relationship management.

1. Sales CRM: This module helps you provide a great experience to your
customers through features such as Al-powered guided selling, sales strategy
content recommendations, personalised quotes, sales negotiation workspaces.
dispute resolution management platforms, real-time quota and plan modelling
and revenue, billing and invoice management.

2. Marketing CRM: This module offers features like customer behaviour insights,
unified customer profile access, seamless customer experience creation, team
collaboration, marketing campaign management, multi-dimensional analysis
and customer identification and targeting.

3. Customer service CRM: This module helps customer service representatives

and managers provide great customer service. This module offers features like
customer insights, issue diagnosis optimisation, service interaction history, on-
demand network connection, conversation transferring and Al-assisted
conversations.

4. Commerce CRM: This module offers features like component integration, order
management, industry-specific capabilities, platform extension and transparent
commerce processes.

Financial management and accounting.

1. Financial planning and analysis: This module provides you with features such
as strategic planning, forecasting, budgeting, performance management,
analytics and reporting.

2. Accounting and tax management: This module provides you with features such
as financial accounting and reconciliation, reporting, disclosure, regulation
compliance and closing process accounting.

3. Treasury and cash management: This system includes features like corporate
treasury management, cash management, cash flow forecasting, debt
management, risk management and investment management.

4. Accounts payable and receivable: This system provides modules like credit
evaluation, risk management, collections, dispute management, billing and
invoice management.

18
19
 CHAPTER NO: - 3

RESEARCH METHODOLOGY

20
Introduction to Research

Research is a scientific activity for the pursuit of knowledge. Research involves the
focused study of a well-defined subject so as to generate new knowledge, extend
existing knowledge, refine exiting knowledge and challenge existing knowledge.

Knowledge involves theories, laws and principles. Knowledge is always scientific and
is universal in character. The test of any research lies in its contribution to the
development of knowledge.

RESEARCH METHODOLOGY AND DATA COLLECTION

Research must be objective during the research process and should not be based on
personal opinions, references, prejudices, likes and dislikes to influence research
process on the outcome. A good researcher must be faithful to the scientific research
process and must not wrong about the outcome. He must be only concerned with
identifying the truth and nothing else.

Truth is always singular even though one can have multiple perceptions of truth.
However, these different perceptions do not alter or modify the underlined truth.

Hence research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research in done scientifically that is
the various steps that as generally adopted by a researcher in studying his research
problem along with the logic behind them. The types of data collected were:

21
Secondary Data
Secondary Data means data that are already available with the organization to get the
secondary data, I have used for secondary data that are:

 BOOKS.

 NEWS PAPERS.

 COMPANY WEBSITES.

 ANNUAL REPORT.

 MAGAZINES.

DATA DESIGN

Qualitative Design

The aim is a complete, detailed description. Qualitative data is more ‘rich’, time
consuming, and less able to be generalized. Recommended during earlier phases of
research projects, Subjective-individuals interpretation of events is important. e.g., uses
participant observation, in-depth interviews etc.

Quantitative Design

The aim is to classify features, count them, and construct statistical models in an attempt
to explain what is observed. Data is in the form of numbers and statistics. Objective
seeks precise measurement & analysis of target concepts, e.g., uses surveys,
questionnaires etc.

22
 CHAPTER NO: - 4

COMPANY PROFILE

*********************************************************************

3.1] OVERVIEW OF THE COMPANY

3.2] VISION, MISSION
3.3] HISTORY
3.4] AWARDS OR ACHIEVEMENTS

*********************************************************************

23
OVERVIEW OF SYSTEMANALYSE UND,

 Founded in 1972 as a private partnership named Systemanalyse und, which in

1981 fully became Systeme, Anwendungen und Produkte in der
Datenverarbeitung (SAP GmbH) after a five-year transition period beginning
in 1976. In 2005, it further restructured itself as SAP AG.
 Since 7 July 2014, its corporate structure is that of a pan-European societas
Europaea as such, its former German corporate identity is now a
subsidiary, SAP Deutschland SE & Co. KG.
 SAP is headquartered in Walldorf, Baden-Württemberg, Germany, with
regional offices in 180 countries.
 The company has over 111,961 employees in over 180 countries and is a
component of the Euro Stoxx 50 stock market index.

VISION AND MISSION

SAP Mission Statement

As market leader in enterprise application software, SAP (NYSE: SAP) helps
companies of all sizes and industries run better. From back office to boardroom,
warehouse to storefront, desktop to mobile device – SAP empowers people and
organizations to work together more efficiently and use business insight more
effectively to stay ahead of the competition. SAP people, applications, and services
enable approximately 300,000 customers to operate profitably, adapt continuously,
and grow sustainably. Vision: Helping the world run better and improve people's lives
Join our Talent Community.
SAP Vision Statement
Our vision is to help the world run better and improve people s lives. Our solutions
help people, businesses, and institutions achieve economic development, social
progress, and environmental impact.

24
HISTORY

 When Xerox exited the computer hardware manufacturing industry in 1971, it

asked IBM to migrate its business systems to IBM technology. As part of
IBM's compensation for the migration, IBM was given the rights to
the Scientific Data Systems (SDS)/SAPE software, repo Five IBM engineers
from the AI department (Dietmar Hopp, Klaus Tschira, Hans-Werner
Hector, Hasso Plattner, and Claus Wellenreuther, all from Mannheim, Baden-
Württemberg) were working on an enterprise-wide system based on this
software, only to be told that it would no longer be necessary.

 Rather than abandoning the project, they decided to leave IBM Tech and start
another company.

 In June 1972, they founded the SAP Systemanalyse und

Programmentwicklung ("System Analysis and Program Development" /
"SAPD") company, as a private partnership under the German Civil Code.

 Their first client was the German branch of Imperial Chemical

Industries in Östringen, where they developed mainframe programs for payroll
and accounting. Instead of storing the data on punch cards mechanically, as
IBM did, they stored it locally in the Electronic System while using a common
Logical database for all activities of Organization.

 Therefore, they called their software a real-time system, since there was no
need to process the punch cards overnight (for this reason their flagship
product carried an R in its name until the late 1990s). This first version was
also a standalone software that could be offered to other interested parties.

25
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

*********************************************************************

4.1] OBSERVATION
4.2] FINDINGS
4.3] SUGGESTIONS
4.4] RECOMMENDATIONS
4.5] LIMITATIONS OF THE STUDY
4.6] CONCLUSION

*********************************************************************

26
Data analysis is a practice in which raw data is ordered and organized so that useful
information can be extracted from it. The process of organizing and thinking about
data is key to understanding what the data does and does not contain. There are a
variety of ways in which people can approach data analysis, and it is notoriously easy
to manipulate data during the analysis phase to push certain conclusions or agendas.
For this reason, it is important to pay attention when data analysis is presented, and to
think critically about the data and the conclusions which were drawn. Modelling the
data with the use of mathematics and other tools can sometimes exaggerate such
points of interest in the data. making them easier for the researcher to see. Charts,
graphs, and textual writeups of data are all forms of data analysis.

27
 FINDINGS

1. Increased Efficiency: One of the most significant benefits of using SAP HR software
is the increased efficiency it provides. The software automates many HR processes,
such as payroll processing, benefits administration, and time tracking, freeing up HR
staff to focus on more strategic initiatives.

2. Improved Data Management: SAP HR software allows for the centralization and
standardization of HR data, making it easier to access and analyze. This can lead to
better decision-making and a more accurate understanding of HR metrics.

3. Enhanced Employee Self-Service: With SAP HR software, employees can access

their HR information and perform certain HR tasks, such as updating personal
information or requesting time off, on their own. This can lead to increased employee
satisfaction and a reduction in administrative work for HR staff.

4. Better Compliance: SAP HR software is designed to help organizations comply with

HR-related regulations, such as those related to payroll, benefits, and time tracking.
This can reduce the risk of noncompliance penalties and help organizations avoid legal
issues.

5. Improved Reporting: SAP HR software provides robust reporting capabilities,

allowing organizations to generate reports on a wide range of HR-related metrics. This
can help organizations identify trends, track progress, and make informed decisions
about HR initiatives.

6. Flexibility: SAP HR software is highly customizable, allowing organizations to tailor

it to their specific needs. This can include customizing workflows, creating custom
reports, and integrating the software with other HR-related systems.

28
 OBSERVATIONS

 During the course of my evaluation of SAP HR software, I found that the

software offers a comprehensive range of features to manage various human
resource functions.

 The software is easy to use, and the user interface is intuitive.

 The system allows users to efficiently manage employee data, benefits, payroll,
time and attendance, recruitment, and performance management.

 One of the key strengths of SAP HR software is its ability to streamline HR

processes. The software offers a range of automation features that allow HR
personnel to focus on higher-value tasks. For example, the system can
automatically generate reports, send reminders, and calculate payroll.

 Another strength of the software is its ability to provide real-time data and
analytics.

 Users can easily generate reports and analyse data to make informed decisions.
The system provides a range of standard reports, and users can also customize
reports to meet their specific needs.

29
 SUGGESTIONS

1. Implementation Considerations: SAP HR software can be complex to implement, so

it's important to plan for this carefully. Consider factors such as system requirements,
data migration, testing, and training to ensure a successful implementation.

2. Integration with Other Systems: SAP HR software can be integrated with other HR-
related systems, such as performance management software or learning management
systems. Consider which systems are important to your organization and how
integration can improve HR processes.

3. Customization Options: SAP HR software is highly customizable, so consider how

your organization can tailor the software to meet specific needs. This may include
customizing workflows, creating custom reports, or configuring the software to reflect
your organization's HR policies.

4. User Adoption: It's important to ensure that your HR staff and employees are
comfortable using SAP HR software. Consider offering training and support to
encourage adoption and ensure that the software is used effectively.

5. Data Security: HR data can be sensitive, so it's important to ensure that the SAP HR
software is secure. Consider implementing role-based access controls, encryption, and
other security measures to protect HR data.

6. Ongoing Maintenance and Support: SAP HR software requires ongoing maintenance

and support to ensure that it continues to meet your organization's needs. Consider how
you will manage updates, upgrades, and ongoing support to ensure that the software
remains effective over time.

30
 LIMITATIONS

1. Complexity: SAP HR software can be complex to implement and use, particularly

for organizations that are not accustomed to using enterprise-level software. This can
lead to a longer learning curve and potential frustration for HR staff and employees.

2. Cost: SAP HR software can be expensive, particularly for smaller organizations. This
may make it difficult for some organizations to justify the cost of implementing and
maintaining the software.

3. Customization: While SAP HR software is highly customizable, this can also be a

limitation. Customization can be time-consuming and require specialized skills, which
may make it difficult for some organizations to tailor the software to their specific
needs.

4. Integration: While SAP HR software can be integrated with other systems, this can
be challenging. Integrating with legacy systems, for example, may require custom
development work and additional maintenance.

5. Resource Requirements: Implementing and maintaining SAP HR software requires

significant resources, including IT staff, hardware, and software licenses. Smaller
organizations may struggle to allocate these resources effectively.

6. Upgrade Management: SAP HR software upgrades can be frequent and may require
significant effort to implement. Organizations must be prepared to manage these
upgrades effectively to ensure that the software remains up-to-date and functional.

31
 RECOMMENDATIONS

1. Plan for Implementation: SAP HR software can be complex to implement, so it's

important to plan carefully. Consider factors such as system requirements, data
migration, testing, and training to ensure a successful implementation.

2. Invest in Training: Providing training for HR staff and employees is crucial to ensure
that they are comfortable using the SAP HR software. Consider providing both initial
and ongoing training to promote effective adoption and use of the software.

3. Consider Customization: SAP HR software is highly customizable, so consider how

your organization can tailor the software to meet specific needs. This may include
customizing workflows, creating custom reports, or configuring the software to reflect
your organization's HR policies.

4. Prioritize Data Security: HR data is sensitive, so it's important to ensure that the SAP
HR software is secure. Implement role-based access controls, encryption, and other
security measures to protect HR data.

5. Monitor User Adoption: Monitor user adoption of the SAP HR software and gather
feedback from HR staff and employees to identify areas for improvement. This can help
ensure that the software continues to meet the organization's needs over time.

6. Plan for Ongoing Maintenance and Support: SAP HR software requires ongoing
maintenance and support to ensure that it continues to meet your organization's needs.
Consider how you will manage updates, upgrades, and ongoing support to ensure that
the software remains effective over time.

32
 CONCLUSION

 In conclusion, SAP HR software is a powerful tool that can help organizations

streamline HR processes, improve data management, and enhance decision-
making.

 However, as with any software solution, there are both benefits and limitations
that organizations should be aware of.

 To fully leverage the benefits of SAP HR software, organizations should plan

carefully for implementation, invest in training, consider customization options,
prioritize data security, monitor user adoption, and plan for ongoing
maintenance and support.

 By doing so, organizations can not only improve HR processes but also gain
valuable insights into HR data that can inform strategic decision-making.

 While there are potential limitations to using SAP HR software, careful

consideration of these limitations can help organizations manage them
effectively and get the most out of this powerful tool.

33
REFERENCES
 Human Resources Management- Gary Dessler
 Managing Human Resources - R.S. Dwiwedi.
 Human Resources Management- V.P. Mic

WEBLIOGRAPHY
 https://www.comparably.com/companies/sap/mission
 https://www.sap.com/india/about/company/what-is-sap.html
 https://www.thomsondata.com/customer-
base/sap.php#:~:text=SAP%20has%20always%20been%20a,ConAgra%2C%
20and%20Porsche%20among%20others.
 https://in.indeed.com/career-advice/career-development/what-is-sap
 https://www.sap.com/india/index.html

34