Satyam Sap Hr

1-May-00 Satyam Confidential

SAP R/3 HR


2 P’s

Purpose• R/3 HR Features. • Total Human Resources Solution.

• Satyam Profile.

Process• Presentation.


What are ERP Systems ?

ManufacturingManufacturing

MaterialsMaterials

EngineeringEngineering

Human ResourcesHuman Resources

Planning Planning and and

ExecutionExecution

SalesSales

FinanceFinance

MarketingMarketing

DistributionDistribution


Breaking Barriers

Common Database & On-line

transactions

Dept. A

Dept. B

Dept. D

Dept. C


PersonnelCost Planning

PersonnelDevelopment

Training

OrganizationalManagement

WorkforcePlanning

Recruitment

Time Recording &Evaluation

CompensationManagement

Employee Database

HR Sub Modules


Personal Data

Organisational

AssignmentFamily Details

Performance Appraisal

Education

SkillsMail id

Salary Details

Deadlines

Grievances

Previous Employment

Contracts

Leave Entitlement

Working Hours

Medical Record

Medical Record


Medical Center

Endocrinology

Thyroid Gland

Adrenal Gl

Pancreas

Pituitary Gl

Gonads

Specifications

Examined on12.01.2000

Next Check-up12.05.2000

General Height

Weight

Blood Grp

Nutrition

Vaccination

Sensitization


• System generated employee numbers– Separate range for contract employees.

• Effective dates on virtually all data in the system.

• Automatic validity check on all data.

• Audit trials for all changes– Source (who), date, time and “before” and

“after” data.

• Dynamic event change monitoring– System prompts user to change update related

data.

HR Administration


• “Fast Entry” feature– Screen for multiple employees.

– Multiple screen for one employee.

• Date driven reminders.

• Search feature for selecting employees– employee no., department, supervisor etc.

• Authorization restriction. – Information on “need to know basis”

• Standard Reporting.

• Ad hoc reporting.

HR Administration Contd.


OrganizationalManagement

Organisational Management


Organisation Structure

Job Description.

Job Profiles.

Restrictions associated with Positions & Workcenters.

Work Centers

Planned Compensation.

Job Evaluation Data.

Graphical Planning

Authorities of Positions.

Resources attached to Work center/ Position.

• Departments/ Project Teams/ SBU’s.• Positions.• Holder of the Positions.• Vacant Positions.• Departmental Heads.• Reporting Relationship.• Line/ Dept Function.• Obsolete Positions.


• Basis of Workflow.

• Planning Scenarios.

• Helps in Strategic Planning.

• Integrated functionalities – Cost Planning.

– Employee Development.

– Recruitment.

– Compensation Management.

Organisational Management


Recruitment

Recruitment


Recruitment

• Advertisement• Applicant Master Data• Applicant Activity• Selection Procedure• Hiring


Advertisement

Evaluate each instrument.• Total Applicants.• Per Vacancy.• Date/ Period.• Cost per applicant.• Applicant Statistics per instrument.

Evaluate each Advertisement.• Total Applicants.• Applicant Statistics.• Cost per applicant.• Per Vacancy.• Date/ period.

• Medium used.

• Instrument.

• Cost.

• Evaluate each instrument.

• Evaluate each Advertisement.

Maintain & Monitor Internal & External Ads.


• Initial Data Entry.– Personal Data.– Org Assignment.– Overall Status. – Reference Person.

Applicant Master Data

• Applicant Check. – Former applicant/employee.

• Additional Data.– Education.– Skills.– Vacancy Assignment.– Previous Employment.


• Applicant Administration - Plan/ Completed.– Invite for Test.– Invited for Interview.– Interview Appointment.– Telephonic Invitation. – Medical Examination.– Offer Contract etc…

Applicant Activity

• Print Letters.

• Follow up activity per Personnel Officer.


• Based on Requirement profile.– Positions.

Selection Procedure

• Profile Match up.– Internal Applicants.– External Applicants.

• Factors.– Suitability Percentage.– Preferences.– Potential.– Dislikes.


• Allot an Employee Number.

Hiring

• Applicant Data Transferred to Employee Data.– Personal Data.– Education.– Skills.– Previous Employment.• Other Information Maintained.– Organisational Assignment.– Working Time.– Leave Entitlement. – Deadlines etc.


Applying Online

SAP Database


• Post new positions on the Internet or Intranet.

Web Based Applications

• Applicant Status using Web Technology.

• Online Application Forms.

• Correspond Electronically to applicants.

• Notify Recruiters Electronically– Vacant Position.– Location.– Hiring Manager.– Required skills.– Educational requirements.


PersonnelDevelopment

Personnel Development


I need people with 3 yrs. experience in Oracle Financials and SAP for project “Safari”.


SAPExp 2Prof 6

SAPExp 3Prof 8

SAPExp 1Prof 6

OracleExp 4Prof 9

OracleExp 2Prof 8

Professionals Oracle & SAP required for Project Safari.


SAPExp 3Prof 8 Suitability %

Deficiency EarmarkingPotentialDislikes

Career Planning

Recruitment

Training

Succession Planning

Shift Planning


• Identify & Catalog Qualifications– For Positions.

– Of employees/ applicants.

• Define alternate qualifications. – Complete/ Partial.

• Define pre-defined scales specific to skills.

• Depreciation Meter for skills.

• Track employees’ preferences, aspirations, dislikes and potential for growth.

Competency Profiling


• Enable Mangers to perform– Profile Match Up.

– Assess suitability & ranking.

– Earmark the individual.

Competency Profiling - Contd.

• If unavailable – Extend search to applicants.

– Share with external recruiters.

• Identify gap between requirement and availability.– Integrated to Training & Event Management.

“Finding the right person with the right skills”


What will be my career path ?

Trainee

Manager

Asstn. GM

General Manager

President& MD

Executive

VicePresident

Engineer

Career & Succession Planning


• Define Career Paths – Horizontal & Vertical.

• Career Planning based on– Individuals qualifications.

– Preferences.

– Potentials.

– Dislikes.

– Predefined Career Paths.

• Rank individuals based on suitability.

• Earmark as Successor.

Career & Succession Planning


Succession planning is based on the

Career Models and takes into

consideration the skills and

experience of the employees.


PayrollAccounting

Payroll Accounting


• Country Specific Payroll Roll Out.• Retroactive accounting.• Gross Payroll.• Net Payroll.• Deductions.• Pay Reclassification.• Interface to other Payroll packages.

Payroll Accounting


• Multiple appraisal models for multiple purposes.– Employee Appraisals.

– 360O Appraisal.

– Project Appraisals.

– Surveys etc.

• Maintain Appraisal Models in catalog.

• Define unlimited number of attributes and evaluation scales.

• View appraisal results along with employees profile.

• Just-in-time training to fill performance gaps.

• Web based online appraisal process.

Performance Management


• Planning & Administering Compensation policies & programs.– Define Comp Plans, eligibility rules and

guidelines for executing compensation process.

• Flexible to support unique requirements.

• Budgeting– Centralised/ Decentralised.

– Bottom - Top/ Top Down.

• Integrate to Appraisals.

• Store external survey results.

Compensation Management


• Store & analyze employees salary history.

• Generate Salary structure based on external survey results.

• Job Pricing Tool to determine relative value of positions.

• Compare actual compensation costs with budgeted costs.

• Total compensation reporting & analysis.

• Statistics for jobs with evaluation points & market reference pay.

Compensation Mgmt Contd.


Training

Training Management


• Standard Buz Events– Schedule.– Demand.– Int/ Ext Price.– Resource List.– Organiser - Internal/ External.– Location/ Building.– Book Resources.– Capacity.

Business Event

• Prerequisites– Have attended xyz Buz event.– Should have abc skills.

• Procedure– Reaction to booking/ prebooking etc.– Transfer skills.


• Price Proposal– Considers cost attached to resources.

• Billing.– External attendee.

• Cost Allocation.– Internal attendees.– Resources.

• Budgeting.

Business Event - Contd.

• Appraisal.– Buz Event Appraisal.– Attendee Appraisal.

• Buz Event Brochure.– Description/ Objective/ Target Group/ Price/ Prerequisite/

Language course/ Location etc.


• Reports– BE Demand.– BE Schedule.– Attendance Statistics.– BE Prices.– BE Appraisal.– Resource list per BE.– Resources not yet assigned per BE.– BE Brochure.– BE Dates.

Business Event - Contd.

• Internet Application.– Company’s World Wide Web site.– Training Calendar.– Search feature for courses. – Booking/ Pre-booking/ Cancellation.– Correspondence electronically.– Employees can view their own training history.


• Employees/ Applicants/ Ext Persons/ Company/ Department.

Attendees

• Trainee/ Attendee Administration.– Book/ Prebook/ Replace/ Rebook/ Cancel.– Bulk Booking.– Correspondence (e-mail/ letters).

• Attendance Menu.

• Reports– Int/ Ext Attendee List.– Attendees Training History.– Attendee Appraisal.– Attendance Statistics.– Cancellation List per attendee/ Buz event.– Attendee bookings/ prebooking/ rebooking.


Personnel Cost Planning

PersonnelCost Planning


Personnel Cost Planning helps in :

• Monitoring the Current Personnel Costs.

• Planning Projected Costs for various Scenarios.


• Accurately forecast labour costs – Based on different Plan Versions.– What - if scenario.

Personnel Cost Planning

• Detailed Comparison between targeted and actual labour costs.

• Comparing Company’s HR costs against industry standards.


Cost

in

C

ost

in

Ru

p ees

ees

1999-1999-0000

TotaTotall

HRHR SalesSales MfgMfg

Cost to the companyCost to the company•SalarySalary•CanteenCanteen•TransportationTransportation•Training ……Training ……

2000-2000-0101

TotalTotal HRHR SalesSales MfgMfg

Scenario IScenario IThe company decides toThe company decides to

increase the Basic Salaryincrease the Basic Salaryof employees by 20%of employees by 20%

TotalTotal HRHR SalesSales MfgMfg

Scenario IIThe company decides to

increase the Basic Salaryof employees by 50%

2000-2000-0101


Travel

Travel Management


• Trip Planning, Reservations & Travel Accounting.

• Allows for Centralised/ Decentralised operation.

• Travel Management allows for– Profiles - Flexible instruments for storing travel

policy• Routes, Classes, Time Limits, Priorities.

– Personal Preferences.– Availability & Online booking (AMADEUS)

• Booking Car, Hotel, Flight Tickets.• Best Prices.

– Statistics & Reports.– Data Integration.

• Posting Travel Expenses to Financials.• Workflows for Travel Request (ESS).

Travel Management


AMADEUS• Worlds Largest Global Travel Distribution

System.• Bookings

– Airlines.– Hotels.– Car Rentals.

• Present in 115 Countries.

AMADEUS

Employee

R/3

AMADEUS

Travel Agents

Employee

Via Remote Connection




Time Recording &Evaluation

Time Recording


Terminal C Terminal D

Terminal A Terminal B

Centralised Time Recording Machine


Centralised Time Recording Machine

Attendance Absences Overtime

Leave Data Correction


• Submitting application forms.

• Planning and holding interviews.

• Drawing up job offers.

• Monitoring rejected applications.

• Processing absence approvals.

• Approving travel requests.

• Following up on new hire activities.

• Reviewing time entries.

• Reviewing and approving expense reports.

Business Workflow


Leave Application

R

AEmployee A

Boss

Time Administrator


• Easy to Use.

• Data entry at source.

• Full Access – 24 hours a day, 7 days a week, from

office, at home, or on the road.

• Security– State of art security and fire wall

protection.

Employee Self Service


• Maintain personal details of dynamic nature.– Address, Marital status, bank details etc.

• Training Programs– Calendar, Booking, Cancellation, View training history,

etc.

• Apply for a job.

• Check applicant status.

• Information to Recruiter.

• Travel Planning.

• Enter, submit and review Travel Expenses.

• Enter hours worked - CATS.

ESS Contd.


ManagersDesktop

Managers Desktop


• Role Based Functionality.• Administrative activities decentralized to Line

Mangers.– Line Mangers carry out HR tasks of employees

reporting to him.• Carry out personnel cost comparisons.• Can access salary structures.• Can see the current situation of employees holidays and

take decisions on leave requests.

• Integrated to FI-CO– Access Budget Information.– Can request Cost Center evaluation.

• Drag and Drop functionality.

Managers Desktop


• Global IT solution Provider

• One Stop Solution

• SEI CMM Level 5

• Market Capitalisation of over US $ 5b

• Fortune 100 Client List

• 9500+ IT Consultants

• Large complex Projects

• Rightsourcing Option

About Satyam


• Dedicated SBU.

• Support over 55 SAP Implementations worldwide.

• Consulting Team - 250+ .

• Strategic Relationship with :

- SAP AG.

- SAP Retail AG.

- SAP India.

• Integrated E-Commerce solutions with SAP.

• Global ABAP Development Center.

• SAP Learning Center.

SAP Division


ABAP Skills(RPT,BDC, TXN, Scripts, ALE,, IDoc, WF, RFC.)

BASIS Skills(UNIX, NT, Oracle, SQL Server)

Financial(FI,CO,TM,EC)

Logistics(MM,PP,SD..)

HR ISTP, BPR & CM

Operations TrainingNetwork

& SystemsQA

GroupSoftware

Engg.

Cus

tom

er

Su

pp

ort

Gro

up P

roje

ct Mg

mt

Gro

up

IS-Retail IS-Auto IS- Chemicals R/3

SAP Multi Skilled Team


Human Capital Management

• SAP HR.

• 3rd Party Interfaces.– Workflow.

• Lotus Notes.

• Microsoft Exchange.

– Interface to Legacy Systems (non SAP).

– Document Management.

• Web enabling SAP.

• Mobile Services.

Complete HR Solution


Enterprise Application Integration

• Integrating SAP with Legacy applications.

• Designing, building and implementing interfaces to existing applications (Non SAP).

• Interface to 3rd Party packages.

• Web enabling SAP.

• Using BAPI to enhance SAP functionality.

• Integrating Groupware (Lotus Notes, MS Exchange etc.)


Palm - Enterprise Device

• Enterprise Device.

• Communication Device.

• Personal Organizer.


Integration with

- SAP

- Data warehousing

- Legacy

Office

- Satyam’s SAP Customers

- Palm customers who use SAP

Workplace in your Pocket


• HR Transactions with Palm VII– Time Sheet Data Entry.

– Employee Self Service.

• Present Address.

• Marital Status.

– Training

• Schedules.

• Booking/ Cancellations.

– Leave Application.

– Specific Reports.

• Manpower Status.

• Skill Search.

Workplace in your Pocket


WorkflowWorkflow

ESSESS

SAP HRSAP HR

LTITL

PepsiCo

Kirloskar Electric Co

Phillips Consumer Electronics, UAE

Mistubishi Chemicals, Singapore

Al-Futtaim Trading Group of Companies, UAE

3COM, USA

Exide Industry

Hughes Network Systems,USA

Digital

British Oxygen Company

BPCL

General Motors

Zespri International, NZ

SAP Labs

Day & Zimerman, USA

WorkplaceWorkplace

NIIT

ABB TAFE

ONGC

Thomas CookWidia

Wipro

Goodyear India

Dr. Reddy’s Labs

Ispat Steels

Mobile ServicesMobile Services

SAP HR Competency


SAP HR Team Profile• More than 2 SAP HR implementations each.

• HR Implementations in: • Pepsi Cola India Ltd. • L&T Information

Technology.

• Mitsubishi Chemicals, Singapore. • NIIT.

• Exide Industry Ltd. • British Oxygen India.

• General Motors India.

• Philips Consumer Electronics B.V., Dubai.

• Hughes Network Systems, Washington.

• Al-Futtaim Trading Group of Companies, Dubai.

• Developing Country India Version of SAP HR……………………………….

• Rich HR experience.

• MBA’s from reputed institutes in India.


North AmericaTractor Supply World Bank*WaccamauGE FanuceTransX3-ComDuPont World wideREI - SeatleVisteon FordLifetecnet,Enmedhsupply.com

EuropeFona DenmarkGE Aircraft EnginesRoyal Sunalliance - UKWella -UK

Middle EastAramco

SAP Retail GermanyHarrods - UK, Vendex - Belgium & Holland JCL - Denmark, Office Max, & Pandesic - USAJ Martins - Portugal, Sobeys & Metro - Canada, DWG, Montblanc, Infraserv & KMT - Germany,Metro - Italy

IndiaKalyani SharpWellspunGFCLPricolHoechst

Asia PacificGM, Sharp -

JapanOTE ,Oman

Satyam Clients


MethodologyMethodology

• Project Preparation.

• Business Blueprint.

• Realization.

• Final Preparation.

• Go Live and Support.

Methodology


• Committed SAP & Integration team.

• Highest Level of Quality.

• Cost Effective Solution.

• Continuous Upgradation on SAP technology.

• Commitment from Top Management .

• Dedicated R&D team.

• User Training at Satyam’s Learning Center in Chennai.

• Leverage Satyam’s Product Mix.

• Proven track record with large & successful clients.

Satyam Commitment


Thank You


• Godavari Fertilizers Chemicals Limited(GFCL), India– Asia’s Largest Co-operative Fertilizer Company.

– R/3 Ver 4.0B. FI/CO, MM, PP, SD, PM & QM.

• Pricol -India– India’s Premium OEM Automotive Part

Manufacturer.

– R/3 Ver 4.0B. FI/CO, MM, PP, SD and PM.

• Sharp – India– Manufacturing Plant of Sharp,Japan in India.

– R/3 Ver 4.0B. FI/CO, MM, PP, SD, PM & QM.

Project Profile


• 3-Com Corporation– Satyam is executing the roll-out of the

following modules: SD, MM, FI/CO, SM.

– ABAP Development support.

Project Profile


SAP ServicesSAP Development Support – Rightsourcing

Option• Ford – Visteon – USA & Europe

– SAP Development Support Center in India.

– 128 KBPS link to Ford worldwide network.

– Support for Reports, Forms, EDI and Web.

– BASIS and Configuration support at Client - Site.

• Du Pont – Asia pacific – SAP Development Center in India

– Support for various modules including FI/CO, MM, PP and SD.

– Helpdesk support.

– Deployment of Satyam’s CMM Level 5 Process.


SAP ServicesSAP Development Support – Rightsourcing

Option

• SAP Retail Germany– Support in Product Development.

– Support in SAP IS-Retail deployment for various clients worldwide.

• Worldbank – USA– R/3 Implementation in over 130 countries.

– BIW – data loading support.

– SAP Development support in Reports.

– BASIS support.


SAP Services Integration

• Tractor Supply Corporation – USA– Specialty Farm and Ranch Retailer with over US

$ 1.0B Annual Revenue.

• Fona, Denmark.

• Wella , UK– Premium cosmetic maker in Europe.

• REI, USA.

Documents

Satyam Sap Hr