96352674 Sap Hcm Business Blueprint

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Business Blueprint

Business Blueprint

Project: GMC

Created by: MGAMAL

Created on: 5/22/2011

Selection Options:

Scope

Structure Elements: Project Team Member: RF!A"# MGAMAL

Structure Elements: Parts o$ Structure Selecte%

All Selecte% Structure Elements

Display Options

Structure Elements: "&s'la( Lo)&cal Com'onents

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

Signed on Signature: Customer Signature: Consultant



Business Blueprint GMC

Contents

5/22/2011

2




GMC-SAP Implementation

1 Business Scenarios

11 !CM Scenarios

111 Organi"ational #nits

11$ Master Data

11% Business Processes

11%1 Managing &ecruitment

INTRODUCTION

The Business document is a detailed description of your business processes and system requirements.

RECRUITMENT OVERVIEW

Managing enterprise recruitment is an important business module due to the number of processes

involved in these operations along with the output expected from each one. Recruitment process is an

integrated process of HCM if you loo at it in relation to other modules lie! "ersonnel #dmin$ Talent

Management.

To stay competitive$ organi%ations must efficiently manage people during every phase of recruitment$

from applicant entering$ scheduling interviews$ till the process of hiring.

INTEGRATION

&ntegration between '#" HR "erformance Management and multiple other application components

enables you to streamline internal processes. &ntegrated HCM component with '#" HR "erformance

Management as follows!

Module Integration

PersonnelAdministration

Once an applicant is to be hired, system automaticallytransfers all his/her details from recruitment module toPersonnel Administration as an employee and take anumber as per employee number range

Personnel Development Part of the information to be kept of applicants is theirqualifications with proficiency scales.

Enterprise earning An applicant can be attendee for a certain BusinessEent

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+




Organi!ationManagement

As the integration between Organi!ational "anagementand #ecruitment is actiated, you will not be able tocreate $acancies manually from this screen. AllPositions created from Organi!ational "anagement willbe automatically added as an open $acancy in#ecruitment.

"U#INE## PROCE## $OW

#ecruitment process includes the following steps%

(. Maintain )acancy

*. +ob #dvertisement

,. Create &nstrument

-. Create #pplicant

. #pplicant #ctivity

/. 'election "rocedure

&. Hiring #pplicant

.

RECRUITMENT MA#TER DATA

MAINTAIN VACANC%

'hen a position becomes free in a company, you must find a successor (eithere)ternally or internally*. $acant positions are published in +ob adertisements.A +ob adertisement inoles the publishing of one or more acancies with the

aim of attracting suitable applicants. ou check the applications that you receie in response to the adertisement. ou can then rank the employees using a profile matchup of the +obrequirements and the applicants- qualifications. hese applicants then gothrough a selection procedure, and a suitable employee is hired.

$acancy $alidity is the period of time defined by tart 0ate and End 0ateduring which the $acancy is alid and aailable to assign Applicants to.

At GMC& Va'an'( re)uest *ill +e initiated outside Re'ruitment +(Department ,ead-Dire'tors. In #AP& t/is *ill +e on'e re)uest /as

+een approved and sent to ,CM Dire'tor. ,CM Dire'tor *ill enter t/isva'an'( as a ne* position in Organi!ation ,ierar'/( andautomati'all( s(stem *ill 'reate a Va'an'( 0or Re'ruitment module.

MEDIUM

"edium is the mean by which 1"2 is adertising the acancies. 3t will be usedlater to classify recruitment instruments.

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,




1"2 will be haing the following "edium types%Medium

Appli'antt(pe

4ob 5airE)ternalapplicant

3nternal#eferen

ce

3nternalapplicant

3nternetE)ternalapplicant

OthersE)ternalapplicant

RECRUITMENT IN#TRUMENT

Each adertisement is published in a recruitment instrument. #ecruitmentinstruments are classified according to the medium used. ou can store a contactname and address key for each recruitment instrument.

6ist of 3nstruments are as follows%

"edium 3nstrument

4ob 5air 6A7

4ob 5air AB7

3nternal#eference

2urrent Employee

3nternal#eference

5ormal Employee

3nternet BA

3nternet 1"2 'ebsite

3nternet 1"2 3ntranet

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Others 5riends

Others PublicAdertisement

Others 2ustomer

Others upplier

Others 2ompetitor

Others "arket

ADDRE##E# $OR IN#TRUMENT

his is the addresses (of the contacts* for the recruitment instruments used inyour company. 3n addition to the postal address, you can also store atelephone and fa) number and a department.

APPICANT GROUP

7sed to classify applicants according to the type of employment contract forwhich they are applying, for e)ample, employees with a permanent contract,employees with a temporary contract, freelancers and so on. An applicantgroup consists of either internal or e)ternal applicants.

6ist of Applicant 1roups to be used are%

Appli'antGroupActie (e)ternal*tudentemployee

emporaryworker

Actie (internal*

APPICANT RANGE

3t is used to classify applicants according to either hierarchical or functionalcriteria. 8ierarchical classification inoles classifications such as e)ecutieemployees, salaried employees, specialists, and so on. 5unctional groupingsinclude corporate management, and administration, production.

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6ist of Applicant #anges to be used are%

Range NameAppli'ant Num+erRange

rainee 99999999 : 99999999

alariedemployees 99999999 : 99999999

"anagerial staff 99999999 : 99999999

killed worker 99999999 : 99999999

PER#ONNE O$$ICER

Personnel officers process the applications assigned to them according to their

authori!ation from the Personnel 0epartment. Personnel officers for

#ecruitment must be created as part of administrator group APP6. ou can usean 30 of your choice for the personnel officer.

6ist of Personnel Officers to be used are%

Code

NameTitle

Telep/one

#APU#ER

"ohamed El:Amir ;<9

"o+ahed Al ofyani =<9

UN#OICITED APPICANT GROUP7sed to classify unsolicited applications according to whicheer criteria youchoose. ou may, for e)ample, group the applications according to the actiitywithin the company for which they are applying (for e)ample, salariedemployee in ales and 0istribution, #esearch or 8# Administration*.

We *ill not +e using t/is in GMC

APPICANT #TATU#

his is to indicate the current status of an applicant during the recruitmentprocess.6ist of Applicant tatuses to be used are%

Applicant tatus

3n process

o be hired

On hold

#e+ected

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4ob offered

4ob Offer 0eclined

Offer E)pired3nite for echnical3nteriew

3nite for 8# 3nteriew

APPICANT ACTIVIT%

3t documents the administratie steps through which an applicant passesduring the selection procedure. Actiities are assigned to the candidate>s +obapplications, regardless of whether these applications e)ist simultaneously orin a chronological sequence. An actiity is assigned uniquely to one applicantand to one of his/her applications.6ist of Applicant Actiities to be used are%

A'tivit( Name

#eceied Application/2$

ransfer file

5ile returned

3nteriew initation

3nteriew appointment

3nteriewee Ealuation

1ie Out 4ob Offer

4ob Offer 0eclined

rael e)penses

Approe hiring

tarting 0ate

ransfer data

3nterim reply

8ire applicant

"edical e)am

#e+ect application

2ontract

On hold

CREATE APPICANT

his business process is used when the #ecruitment pecialist needs to enterapplicant-s details into the AP recruitment module.As there will not possibility for the Applicants themseles to search, iew, and applyfor posted $acancies, then they will be able to send in their applications/resumesaccording to the adertisement details published through the #ecruitment 3nstrumentand then the #ecruitment department will be responsible for entering theseapplications into the system.

his step starts and will be e)actly the same as Personnel Action preiously defined inPersonnel Administration course, but this time a new action will be listed in and the

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type of details would ary from these when you are hiring an employee. 5or e)ample%as the applicant is not yet hired in the organi!ation, so currently we do not need toenter Planned 'orking time, Basic Pay, or een full Organi!ational Assignment for theapplicant.

APPENDI1 A

GMC spe'ial "usiness re)uirements2

=. Action type of applications will be open to all employees.

<. 'ill add two new actions ( inite to "0/5inal interiew, inite for echnicalinteriew and recommendation for different position to change acancyassignment*

;. 2reate new 3nfotype hae Earliest 4oining 0ate, Preious alaries, illnessdescription, current iqama +ob, and isa status : will be (2iti!en, ?o $isa,#esidency $isa ?O?:ransferable #esidency $isa ransferable, $isit, rainee

and transit $isa*:.

@. 'hen recruiting an Applicant, it needs to book one of the aailable isanumber as per applicant-s country. his is only for 6ocal recruitment.

. "edium ype will be in three types (4ob fair, internal #eference, internet andothers*.

. 0ifferent "edium instruments will be (6A7 and A7B for 4ob fair medium type,2urrent Employee and 5ormal Employee for 3nternal #eferences, BA and1"2 'ebsite or internet for 3nternet "edium type and 5riends, PublicAdertisement, 2ustomer, upplier, 2ompetitor and "arket for Others "edium

ype.

&. Applicant initial hire will include also the following 3nfotypes% "ilitary erice,Education, Preious employment, Cualification, $acancy Assignment anddescription.

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Recru&tment us&ness Process Flo

P e r s o n n e l

D e ' e l o p m e n t

P e r s o n n e l

A d m i n

& e c r u i t m e n t

M a n a g e m e n t

& e c r u i t m e n t

M a n a g e m e n t

O

r g a n i " a t i o n

M a n a g m e n t

3n4&te $or 6R or

Tec7n&cal83nter4&e

Ma&nta&n

A''l&cants Initial(ntry8

Sen% A''l&cant$$er

Reject A''l&cant Sen% Start&n) %ateMa&nta&n 9acanc( A%4ert&sement

Acce't$$er

A''l&cant $$erReject&on

Pre'are to 6&re

6&re A''l&cant )rans*er Applicant Data

Ma&nta&n A''l&cant

ual&$&cat&ons

Ma;e A''l&cant

Pro$&leMatc7u'

A''l&cantSelect&on

Ma&nta&n9acanc(

Re<u&rements

Ma&nta&n

9acanc(

Mo%el "es&)ner :

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

us&ness ner :

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

11%$ Managing Organi"ational Structures

ORGANI3ATIONA MANAGEMENT

Organi!ational "anagement depicts the functional and positional hierarchy/ structure

of the organi!ation. 3t gies a snapshot of the entire organi!ation. 3t is the basis for

effectie utili!ation of other AP 8# components and functions.

Organi!ational "anagement comprises of Ob+ects such as DOrgani!ational 7nits,

Positions, Persons, asks and 4obs

he 2ompany 2odes will be the top leel hierarchy, followed by the plants which willconsists of the Organi!ation units of its own and the positions defined.

ORGANI3ATIONA UNIT

De0inition

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Organizational Unit describes the arious business units that e)ist in the

enterprise. "ultiple Organi!ational 7nits and their relationships form the

organi!ational structure.

Organi!ational units can be classified generally (for e)ample, by function or byregion*, orpecifically (for e)ample, by pro+ect group*. he way in which organi!ationalunits are classified depends on the company in question.

ou must relate organi!ational units with one another in an organi!ationalplan. he hierarchical interrelationships that e)ist between the organi!ationalunits represent the organi!ational structure of your enterprise.

Organi!ational units can be linked to cost centers from Accounting.

taff Assignments Dtaff assignments list all persons (employees* for an

organi!ational unit, who occupy a position as well as all those who do not occupy any

position.

All the persons (employees* and positions belonging to an organi!ational unit in the

past, present and future are defined here.

Organization structure will be structured as follows:

evel 42 Nag/i Group 5GMC-NMC6

evel 72 egal Entities 5Companies6 GMC& NMC

evel 89n2 Departments

evel :2 Positions

$ull Organi!ation #tru'ture *ill +e provided +( GMC to upload into #AP.

PO#ITION#

Position describes the post in an enterprise (in the staff assignments of an

Organi!ational 7nit* which can be occupied by persons. his helps in representing the

personnel capacity (headcount* of an organi!ational unit.

he reporting structure between positions will be configured as per the current

e)isting structure in the company.

;O"#

De0inition Jobs are classifications of tasks that are performed by employees.

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4ob is an essential resource for creating positions in an Organi!ational 7nit. 4obs sere

as +ob descriptions that apply to seeral positions with similar tasks or characteristics.

'hile creating a new position we can relate it to a +ob already e)isting so that the

position inherits the tasks and characteristics of the +ob. 3f there is no corresponding

+ob then a new one can be created.

he proposed structure for the 4obs is as follows%

• Director

• Manager

• Managing Director

• Senior Specialist

• Section Head/Supervisor

• Skilled Technician

• Skilled Worker

• Specialist • Technician

• Worker

• Supervisor

• Driver

• Staff

• Developer

• Team leader

;o+s Des'riptions *ill +e prepared +( Departments ,eads and entered +(

GMC Team.

Proposed Des'ription details *ill +e provided +( CIC as a guide.

PER#ON#

Person is an indiidual who is defined as an employee in Personnel Administration.

he person is assigned to a position which in term determines where a person

(employee* is functionally assigned your enterprise and which tasks a person

(employee* performs.

TA#<#

ask is an optional Organi!ational Ob+ect which can be defined at Position,

Organi!ation 7nit, 4ob, or Person 6eel. ask is used to identify the requirements a

Person should do according to his/her assignment to a certain Organi!ational 7nit and

Position. his would be necessary when integrating with E:#ecruiting Dif applied:.

3nheritance is applied here, or in other words, if the asks hae been defined at

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12




Organi!ation 7nit leel, all subordinates will automatically be assigned these asks as

well.

No availa+le Tas= Catalogue is read(. T/is *ill +e entered later on +( GMC

aut/ori!ed person dire'tl( to #AP.

W,O MAINTAIN# T,E ORGANI3ATIONA #TRUCTURE

he HC & TD Director will be responsible for creating and maintaining organi!ational

ob+ects namely organi!ational units, positions, 4obs and releant reporting hierarchy

between the positions.

A##UMPTION#

Organi!ational units will be assigned to cost centers and all the employees in thatorgani!ational unit would inherit the same as their master cost centers in their masterrecords. 1"2 is to proide details on cost centre assignment as well as the reportingstructure.

2ost 2enter Assignment will be through authori!ation to 5inance to perform.

APPENDI1 A


=. here are ; different 4ob classifications% 3nternal which is the actual +ob ofemployee, another +ob for work office as per contract, and the last is thepassport +ob for isa processing (5oreign Embassy*

Proposed #olution2 his can be done by creating a new 3nfotype for each employeewhen being hired to create the different < +obs used later on when performingcontract printing or doing isa processing.

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1+




Ma&nta&n r)an&=at&onal Structure

P e r s o n n e l

A % m & n & s t r a t o r

P e r s o n n e l


6 R


6 R


M a n a ) e r

M a n a )

e r

,>1Create

r)an&=at&onal !n&ts

,>2Create ?obs

C7an)e

r)an&=at&on an%Sta$$&n)

,>+Create Pos&t&ons

,>-Ma&nta&n Pos&t&on

,>5Ma&nta&n ?ob

,>,Ma&nta&n

r)an&=at&onal !n&t

"e4elo'

"e't> /Sta$$&n) Plan

Re<uestC7an)e to

Pos&t&on Attr&butes

Re<uestC7an)e to

?ob Attr&butes

Re<uestC7an)e to

r)> !n&t Attr&butes

Re4&ePos&t&ons @

Grant A''ro4al

3%ent&$( /

Re4&eCurrent ?obs

Re4&e /

A''ro4er)> !n&ts

e 6&re /

Re7&re A%m&n&strat&on

r)an&=at&onal

C7an)e A%m&n&strat&on

Em'lo(ee

Se'arat&on A%m&n&strat&on

SAP ERPRe'ort&n) $or

6CM

Mo%el "es&)ner: *****************

us&ness ner: *****************

11%% Managing (mployee In*ormation

PROPO#E

his document proides the processes and functions coered by the SA HCM!mplementation for 1"2. 3t describes the functions and e)plains their businesspurposes.3n the section "unctional Scope # Supported $usiness rocesses or Scenarios, you willfind a scenario:based iew of the functions. 3n the section "unctional Scope #"unctions, you will find a iew arranged according to groups of functions and basedon the releant AP olution "ap.

ENTERPRI#E AND PER#ONNE #TRUCTURE#

OVERVIEW

A 8uman #esources "anagement ystem enables you to set up organi!ationalhierarchies and employee relationships and then store and administer employee datain the system.

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1,




ou must be able to ealuate and report employee data fle)ibly and from allenterprise:specific organi!ational aspects.

Eery employee is included in the structure of his or her enterprise. 0ata entry isrestricted as the alidity of all employee data is checked. he structures of anenterprise are subdiided into organi!ational structures that are based on an

organi!ational plan, and administratie structures that are based on the enterpriseand personnel structures.

An organi!ational plan proides you with a complete model of the structural andpersonnel enironment of your enterprise. 8ierarchies and report structures areclearly laid out. he organi!ational plan is the foundation of Organi!ational"anagement. he organi!ational plan uses elements called ob+ects. he mostimportant ob+ects are organi!ational units, +obs, and positions.

he enterprise and personnel structures subdiide organi!ations and employeesaccording to factors releant to time management and payroll. hese structures arestored in 2ustomi!ing.

PER#ONNE ADMINI#TRATION

Personnel Administration "odule enables 8# to enter and process employee:related

data within a company. Personnel Administration automatically checks all data as it is

entered to ensure that it is plausible. All employee:related data is logged with the

e)act date. 0ata remains transparent in time progression at all times, and creates the

basis for sound decisions.

PER#ONNE AREA#

De0initionPersonnel Area is an organi!ational unit in Personnel Administration. 3t represents asubdiision of the company code. he indiidual personnel areas in a company codehae four:digit alphanumeric identifiers.

1"2 will be haing the following Personnel Areas%

PACode

Personnel Area NameCompan(Code

999= A

999< 7AE

PER#ONNE #U"AREA#

De0initionPersonnel subareas represent a further subdiision of the personnel area.

he principal organi!ational aspects of human resources are controlled at this leel,namely the pay scale and wage type structures, and the planning of work schedules.

5/22/2011

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he personnel subarea is assigned a four:character alphanumeric identifier.

Payscale 1roups, 6eels, and 'orking hours and shifts in 1"2 ary according to areaof e)pertise.Based on this, sub:areas suggested are as follows%P#A >

Code

Personnel

#u+area

999= ales

999< 3

999; 82 F 0

999@ Operations

999 5inance

According to the Personnel Administration Business #ules, Personnel ubarea will beassigned to Personnel Area.

EMPO%EE GROUP#

De0initionEmployee group is a general diision of employees. he employee group definesthe relationship between an employee and the contribution the employee makes tothe company in terms of work.

he following essential organi!ational functions can be carried out using the

employee group%

• 'hen entering data, you can define default alues using the employeesubgroup, for e)ample, for the Payroll Area.

• generating a selection criterion for ealuations

• generating a unit for the authori!ation check

he Employee 1roup in 1"2 is defined based on the types of employment in the

Organi!ation into%

• Permanent

• erminated

• emp/easonal

EMPO%EE #U"9GROUP#

De0inition

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Employee Subgroup is a fine diision of employee groups according to the positionof employees.

he following essential organi!ational functions can be carried out using theemployee group%

• controls the alidity of wage types on an employee subgroup leel

• Employee subgroups will differentiate employees based on the workagreement elements.

ub:groups therefore will be as follows%

Emplo(eeGroup

Emplo(ee #u+Group

Paid

Permanent taff upplier

#epresentatie

$irtual Employee erminated taff upplier#epresentatie$irtual Employee

emporary/easonal

emporary/easonal

rainee2onsultantOutsourcing5ree 6ance3ntern

audi tudent rainee

EMPO%EE MA#TER DATA

SA Human Capital Management stores data in 3nfotypes. 3nfotypes can be

considered as application screen contains a group of fields related to same area of

interest regarding to the Employee. One must change and completes these 3nfotypes

in order to keep the employee data up to date and to take into account changes and

deelopments that hae taken place since the employee has +oined the organi!ation.

he Personnel "anagement component of AP 8# consists of maintenance of

Employee-s master records and also processes that effect an employee-s status

changes within company due to arious circumstances

Dupli'ate Emplo(ees

T/ere is no automati' '/e'= */en /iring to validate i0 t/e re'ord entered is

a dupli'ate or not. T/is *ill +e validated +( s(stem */en entering #audi

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1.




National ID-I?AMA ID in in0ot(pe @4B and 0ire a noti0i'ation i0 an emplo(ee

eists.

I#T O$ IN$OT%PE# U#ED IN MAINTENANCE O$ MA#TER DATA

In0ot(pe In0ot(pe Tet #u+9In0ot(pe

@@@@ A'tions

@@@4Organi!ational Assignmentالوظ ف

الب نت

@@@7 Personal Data الشخص

الب نت

@@@ Addresses اوعلا Permanent

emporary

8ome #esidence

'ork Address

@@@ Wor=ing Time

@@@ "asi' pa(رملا

@@@F "an= Details البك

@@4:Re'urring Pa(ments Dedu'tions المرة

الخصوت

وت

الم

@@4BAdditional Pa(ments وت

الم

ر

! الش

"#الخصوت

@@4 Contra't Elements $ علا %ون Open 2ontract

easonal

emp

By Pro+ect

rainee

@@4F Monitoring o0 Tas=s &

! الم

ب

' را End of Probation

E)piry of 3CA"AE)piry of 0riing 6icense D Periodic"edical 2heckup

E)piry of Passports

E)piry of E)it/#e:entry $isa

@@77 $amil( Mem+ers-Dependants pouse

0aughter

on

5ather

"otherEmergency 2ontact

@@77 Edu'ation (

) الع

@@78 Previous Emplo(ment $* " لا ةربخلا

@@7Internal Medi'al #ervi'e +

الش

ال -ب , 5it for the 4ob

7nfit for the +ob

ickness not affecting performance

5/22/2011

1




ickness affecting #enewal

@@:@ O+He'ts on oan ! علا Books

2alculator

20s F 0iscs

2ompany 2ar

2ompany 302omputer

0ocuments

Equipment

8ealth 2ard

eys

6ap op

"obile 6ine

"obile et

"otorcycle

oftware 6icense ools

7niform

Blackberry

iPhone

0emos/amples

7B "odem

Others =

Others <

Others ;

ecurity 2ardP0A

#5 #eader

@@:B oans . ر

$ ال 2ar 6oan

2omputer 6oan

Personal 6oan

raining 6oan

oftware 6oan

@@ Additional Personal Data

@4@B Communi'ationsت

/ص

/ا

E)ternal Email 3nternal Email

Personal Email

2orporate "obile

Personal "obile

8ome elephone

2orporate Phone5a) ?umber

5/22/2011

1




E)tension

6inked3n

5acebook

kype

@4B Personal IDs +0 العر audi ?ational 30

Passport ?umber (Employee, pouse,on, 0aughter, 5ather, "other*0riing 6icense (Employee, pouse,on, 0aughter, 5ather, "other*3nsurance ?umber (Employee,pouse, on, 0aughter, 5ather,"other*

1O3

'ork Permit3qama 30 (Employee, pouse, on,0aughter, 5ather, "other*

E)it/#e:entry $isaF@@@ Approval ,ierar'/(

PER#ONNE ACTION#

3n the standard system, different types of employee data are stored in indiidual

3nfotype. #ather than accessing each 3nfotype indiidually and entering data into

them, the system can group together the most important 3nfotype into personnel

actions and lead you through processing the employee data maintenance actiity F

actions like 8iring, 2hange in Pay, 2hange in Position, #ehiring, Employee ransfer,

eparation / erminated.

Purpose of this process is to capture all the different types of records that are to be

maintained against an employee. Personnel actions in the system initiate some of

these scenarios which are defined in the section below. he personnel administration

in AP 8# has comprehensie list of infotype and reporting facilities which can be

used to report on field leel information maintained in the system.

As per 1"2 the primary actions that would be used are defined as follows%

• 8iring

• 2hange in tatus

• 2hange in Pay

• eparation

EMPO%EE ,IRING

3?33A3O?

5/22/2011

20




he process will be initiated once there is a successful recruitment process, and/or

there is a direct hire.

'hen hiring an employee through the recruitment, a different transaction will be used

not the normal 8iring action. 'hen hiring an applicant, the data entered though the

recruitment process will be transferred directly to Personnel Administration.

'8O 3?33AE 8E P#O2E

8# Personnel or #ecruitment pecialist would be responsible for initiating the processof +oining for all the employees e)isting in the system.

3?5OPE '366 BE "A3?A3?E0 07#3?1 8E 83#3?1 A23O?

he following 3nfotype(s* will be maintained (created* through the hiring action%

• Actions

• Organi!ational Assignment

• Personnel 0ata

• Address

• Planned 'orking ime

• Basic Pay

• #ecurring Payments and 0eductions

• 2ontract Elements

• "onitoring of tasks

• Education

• Preious Employment

• Ob+ects on 6oan

• 3nternal "edical erice

• 2ommunications

• Personal 30-s

• Additional Personal 0ata

• Absence Cuota

These nfotypes will be displayed by the se!uence presented and user cancancel entering any of these nfotypes based on the a"ailability of data tobe entered#

#E76

he 4oining process is completed and a system generated personnel number isallocated to an employee, with all his master records being updated in the APsystem.

he 4oining order can be generated in the system by running a report giing referenceto the employee id.

'hen hiring an employee, a notification should be sent to 3 upport, ime Admin,and #esources "anager each to prepare the items required for this new employee.

5/22/2011

21




emplates should be handed during the reali!ation phase.

83#3?1 A23O? #EAO?%

• ?ew Openings

• #eplacement

• 1rowth

28A?1E 3? PA, 28A?1E 3? A7

3?33A3O?

#eleant "anager-s of the respectie organi!ational units would initiate the action ofOrgani!ational reassignment.

P#O2E

Organi!ational #eassignment for promoting or changing a position for an employee is

carried out by running one of the mentioned actions.

C/ange in Pa( a'tion *ill +e ee'uted onl( +( $inan'e Department.

A23O? #EAO?

2hange in tatus reasons%

•

Promotion• 0emotion

• ransfer

2hange in Pay reasons%

• Promotion

• 0emotion

• ransfer

• "erit 3ncrease

• alary #estructuring• Other

A7"P3O?

5/22/2011

22




An 8# Personnel with necessary authori!ation will perform the last mentioned

actions.

#E76

Employee-s organi!ational assignment changes in AP records and his/her change in

pay, promotion or change in position is affected.

3?5OPE '366 BE "A3?A3?E0 07#3?1 8EE A23O?

he following 3nfotypes will be maintained (created or changed* through the G2hangein tatus- action%

• Actions


• 'orking ime

• Basic Pay

•#ecurring Payments/0eductions

• 2ommunications D E)tension subtype

• Ob+ects on 6oan

he following 3nfotypes will be maintained (created or changed* through the G2hangein Pay- action%

• Actions


• 'orking ime

• Basic Pay

• #ecurring Payments/0eductions

EPA#A3O?

3?33A3O?

'hen an employee declares his/her intention to resign from the organi!ation or when

the organi!ation decides to terminate the employment of an employee the process of

separation gets initiated.

P#O2E

On the date of employee-s relieing, sub+ect to his/her getting clearance from all

concerns the 8# Administrator would%

3ssue the resigned employee relieing and e)perience certificates (outside AP/8ard

2opies*.

5/22/2011

2+




#un eparation Action in AP.

#un End of serice calculation Program for calculating EOA for the terminated /

resigned employee

ystem will generate an email when running the separation action informing the

Personnel Administrator that an employee is being separated. his is to be sent to 82F #esources "anager, 2OO, and 2EOs

EPA#A3O? A23O? #EAO?%

• 0eath

• "edical #easons

• 0uring Probation Period

• E)piry of the 2ontract

• Performance 3ssues

• #esignation

• #etirement

• ermination

• otal 0isability

• 2ontinuous no:show

• Ethical 3ssues

3?5OPE '366 BE "A3?A3?E0 07#3?1 8E EPA#A3O? A23O?

he following 3nfotypes will be maintained (end dated* through the eparation action%

• Actions

• Organi!ational Assignment• Bank 0etails

• 2ontract Elements

• "onitoring of asks

• 3nternal "edical erice

• Ob+ects on 6oan

• 2ommunications

• Personal 30-s

C/ange in Pa( a'tion *ill +e ee'uted onl( +( $inan'e Department.

E"P6OEE ?7"BE#3?1

Based on the requirement session

he proposed employee number ranges are as follows%

5/22/2011

2,




APPENDI1 A


=. 'hen completing Probation Period of ; months (need to be confirmed by 820irector/Admin "anager*, ealuation needs to be sent directly to 5inance to issue(3nsurance, 6abor Office, 1O3 D ocial 3nsurance*. Entering all these details back into

system. hen Admin "anager to print 2ontract needs to make sure all the preiousdetails are entered.

Proposed #olution2

his can be done by maintaining 3nfotype "onitoring of asks, to keep e)piry of Endof Probation. Based on this date, report will be scheduled in background that sendsthe output related to Probation Periods to head of Admin, and 8ead of 82".

<. 5or 6ocal, and audi, contract needs to be printed after Probation Period H alldocuments (6abor, 1O3, 3* is created and entered into AP.

Proposed #olution2?ew custom program will be designed to print the contract for any employee. #eportwill alidate against if 'ork Permit, 1O3, and ocial insurance is created and enteredinto system before printing the contract.

;. ?eed to keep Permitted $isa ypes for 1"2 based on 2ountry of origin. hiswill be maintained by new program containing% $isa ype, 2ountry, otal, 7sed,Booked and #emaining.

@. 0uring the hiring process, for international employees, system will need to

book from list of aailable isas per employee country, and +ob.

. ?eed to keep all possible permitted 4obs as per 'ork Office.

. ?eed a report to reflect Gal sa;wada- goernment requires certain percentage<9I

Proposed #olution2

?ew custom program will be designed to calculate the audi Employment Percentagewithin 1"2. his is% total number of employees with Gaudi nationality- / total number

of employees. aking into account if a audi employee is disabling, this will equal <employees. 0isability will be taken from 3nfotype GAdditional Personal 0ata-.

audi rainee tudent is included as part of the calculations.

&. Alert to be generated when hiring a new employee but not stopping the hiringprocess.

Proposed #olution2

5/22/2011

25




his will be using the aboe program to calculate the percentage and let theemployee making the hire process know about it or a new 3nfotype can be createdand be part of the hiring process which will perform the same calculation as theaboe program.

J. Employee photo for employee and dependants are saed in the currentapplication and need to be uploaded to AP

K. Employee numbering will be the same for current employees and for new hiresthis will be sequential internal number adding = to the last number=9. Program to send notifications to managers of ne)t appraisal to be performedon 4an, April, 4uly, and October.

Ma&nta&n Em'lo(ee 3n$ormat&on

T r & ) ) e r & n )

E 4 e n t

T r & ) ) e r & n ) E 4 e n t

6 R


/ M a n a ) e r

6 R

A % m & n & s t r a t o r / M a n a ) e r

,>+

Ma&nta&n Master"ata

,>-Ma&nta&n bjects

on Loan

,>1"&s'la( Personnel

F&le

,>11Ma&nta&n Recurr&n)

"e%uct&ons /Pa(ments

,>12

Ma&nta&n A%%&t&onal

Pa(ments

,>1+

Ma&nta&n "ateS'ec&$&cat&ons

,>.Ma&nta&n

Gr&e4ances

,>15

Ma&nta&nCommun&cat&ons

,>Ma&nta&n

Mon&tor&n) o$Tas;s

,>2"&s'la( Master

"ata

,>1-

Ma&nta&n A%%&t&onalPersonal "ata

,>1,

Ma&nta&nE%ucat&on

,>10

Ma&nta&n Planne%

Bor;&n) T&me

,>

Ma&nta&n an;

3n$ormat&on

,>5

Ma&nta&nr)an&=at&on Ass&)nment

,>,Ma&nta&n Act&ons

e 6&re /

Re7&re A%m&n&strat&on5-+8

Rele4ant

Em'lo(ee "ataC7an)es

,>1.

Ma&nta&n Personal3"s

,>1Ma&nta&n A''ro4al

6&erarc7(

,>1Ma&nta&n Pre4&ous

Em'lo(ment

Mo%el "es&)ner: *****************

us&ness ner: *****************

11%+ &ecording )ime and ,abor Data

ime "anagement-s main components consist of time entry and timeealuation.

5/22/2011

2-




ime is entered into the system in a ariety of ways. he time is thenealuated to determine how the hours relate to the employees work scheduleand how the hours should be treated during the payroll process.

he system allows us to represent the time structures in accordance with

actual conditions and using the calendar as a basis. hese include%• 'orking time models ('ork chedule #ules* such as normal working

time

• #ecording of Attendances and Absences.

• 6eae rules that constitutes leae.

• Entitlements

• E)ceptions such as Business rips, raining

P6A??E0 'O#3?1 3"E

An employee>s working time is stored as a work schedule rule in the Planned'orking ime infotype (999&*. 3n this infotype you also find the aerageworking hours alid for the employee. hese hours come from the definition ofthe work schedule rule.3n a business sense, planned working time is defined as the time between thestart and end of work, e)cluding breaks.Planned working time specifies the time an employee has to work each day atthe enterprise.

Time Management #tatuses he ime "anagement status specifies whether the employee>s times are

processed using time ealuation or payroll.

tatuses to be used are%1 0 1o time evaluation 2processed in payroll3

2 0 4valuation of actual times

3 0 Time evaluation without payroll integration

GMC /ave one dail( *or= s'/edule 0rom AM to B PM and onT/ursda( *ill +e 4@ AM to : PM.In Ramadan dail( *or= s'/edule *ill start at 4@ AM to 7 PM onT/ursda( *ill +e 4@ AM to 7PM.

ABE?2E PE

Absences are times when employees are not at work. Employees are absent iftheir planned working time, as stipulated in their work schedules, is not fullyworked.

5/22/2011

2.




ypes of absences include all 6eae types prealent in 1"2. hese leaetypes are defined as leaes with absence quotas. 3nfotype <99= will be used tocreate absence record.

A+sen'e ?uotas

Absence quotas represent employee-s absence entitlements like employeesannual leae. 3nfotype <99 will store the Annual leae quotas. Absencequotas will be generated automatically.

6ist of Absence ypes and quotas is as follows%

A+sen'eT(pe

No.da(s Rule

=

#egular;9

5ridays and public holidays not to be counted if included

in the begging or at the end of a leae period

< ick =,;9 ( continues or ,5 intermittent during a year

; 7npaid

@ Birth =

0eath ; 3ncluding death eent day

Encashment

& 'edding ;

.=.= AE?0A?2E PE

'hen an employee is not at his or her normal workplace, but nonetheless isstill working for the enterprise for e)ample business trip, attendance iscreated.Attendances recorded in the Attendances infotype (<99<* describe theemployee>s work schedule or proide additional information. 7sing thisinfotype, you can store an employee>s working hours, attendance at trainingcourses, and oertime

6ist of Attendance ypes is as follows%

Attendan'eT(pe

?uota

Business

raining

3"E E$A67A3O?

3n ime "anagement, certain master data infotype records must be aailablefor each employee. ime management data is stored in the same master data

5/22/2011

2




records used in other human resources areas such as Payroll and PersonnelAdministration.

he following infotypes are required for the integration of time managementmaster data records%

Organi!ational Assignment 5@@@46Personal Data 5@@@76Planned Wor=ing Time 5@@@62 he appropriate ime "anagement statusmust be stored in this infotype. 3t determines whether and how employee timedata is to be processed in ime Ealuation or Payroll.Time Re'ording In0ormation 5@@B@62 his infotype is used only if timeealuation is used. 3t can contain interface data for the subsystem andadditional employee information for the purposes of time ealuation.A+sen'e ?uotas 57@@62 to manage leae

Positive time management *ill +e implemented Positive time

management means t/at +ased on emplo(ees 'lo'= in > out& earl(leave& late arrivals& and a+sen'es *it/out permission *ill +e notevaluated and integrated *it/ pa(roll.

T&me E4aluat&on Process&n)

T r & ) ) e r e %

E 4 e n t s

T r & ) ) e r e %

E 4 e n t s

T & m e P r o c e s s o r

T & m e P r o c e s s o r

M a n a ) e r / T & m e


M a n a ) e r / T & m e


T r & ) ) e r & n )

E 4 e n t

T r & ) ) e r & n )

E 4 e n t

T&me StatementForm

9&e T&meResults

Pa(roll an%Post Pa(rollProcess&n)

e8Create T&me

Trans$er T('e

T&me Entr(

T&me Mana)ementPool

T&meProcess&n)

Process T&meE4aluat&on

Mo%el "es&)ner : *****************

us&ness ner: *****************

11% Managing Global and ,ocali"ed Payroll

5/22/2011

2




INTEGRATION

&ntegration between '#" HR "ayroll Management and multiple other application components enables

you to streamline internal processes. &ntegrated HCM component with '#" HR "ayroll as follows!

Module Integration

$inan'ial 3n AP #/; system posting payroll results ensures that

the personnel e)penses that arise within the company

are posted in 5inancial Accounting F 2ost Accounting.

he payroll results contain information that is releant

for Accounting.


As you run payroll to different employees entered

through the Personnel Administration module

INTRODUCTION

The SA H% aroll !nternational component integrates with other AP 8#components such as Personnel Administration and Personnel ime"anagement. here are interfaces to 5inancial Accounting and 2ontrolling.

The component uses data from other areas of AP 8# for calculating allstatutory and non:statutory additions and deductions for the employees. AP8# Payroll offers a number of standard reports used in payroll.

aroll is also integrated 'ith "inancial Accounting and Controlling to 'hichthe paroll results flo' as e(penses and paa)les. aroll component also

includes reporting for statutory purposes.

PA%RO PERIOD

T/e pa(roll period is t/e ea't period 0or */i'/ pa(roll is run& 0oreample& ;anuar(& 7@@. Pa(roll Periods su'/ as Mont/l( periods&#emi9mont/l( Pa(roll Periods s/ould +e generated 0or one or more

(ears +e0ore one 'an start running pa(rolls in t/e s(stem. W/ilegenerating pa(roll periods& one 'an also de0ine t/e Pa( da( rule& i.e.t/e pa(ment date su'/ as 8 da(s a0ter pa(roll period or t/e last da(o0 t/e pa(roll period.Pa(roll period used in GMC is Mont/l( Pa(ment

PA%RO AREA

5/22/2011

+0




$epresents a group of employees for whom payroll should be run

together and at the same time# t refers to the payroll period

parameter to determine the e%act period for which payroll is to be

run# &or e%ample: monthly payroll for salaried# t will ha"e one

payroll area#

@49<#A Mont/l( pa(ment *ill +e in #AR

@79UAE Mont/l( pa(ment *ill +e in UAD

WAGE T%PE#

'age types are ob(ects used to store amounts and time units such as

number of hours# )hiefly* they are used to calculate salaries and

deductions# They represent the salary and deduction components and

also the bases for calculation#

PA% #CAE #TRUCTURE

PA 2A6E PE

Pay scale type represents the type of collectie agreement proisions that is

applicable for the company. he collectie agreement proisions may be at

Enterprise leel or applicable to a whole 3ndustry.

PA 2A6E A#EA

#epresents the area in which a pay scale type is applicable.

PA 2A6E 1#O7P

#epresent the grading of employees in the organi!ation for salary/wage

purposes. 3t is designated with wage types.

PA 2A6E 6E$E6

0enote the lower and upper limits or ranges of otal alary of an employee for

each grade.

'hen otal "onthly alary 3nfotype (999J* is created for an employee, his

fitment to pay scale is made based on the pay scale structure. AP Payroll

proides facility of defaulting of the wage types for a pay scale when the otal

"onthly alary record is created. he alues of the wage types can also be

defaulted by system (indirect aluation*.

5/22/2011

+1




PA%RO IN$OT%PE#

An nfotype is a logical grouping of data such as Address* Total

+onthly Salary* etc# ,ata of an employee are entered and stored in

these nfotypes#

Some important Payroll rele"ant nfotypes are:

999;: PA#O66 A7

This nfotype is created by System when employee is hired# t stores

information on payroll and time management status such as period

up to which payroll is run for the employee* date of master data

change for retroacti"e accounting* and date from which time

e"aluation to be run# All these information is stored by system and

normally we do not change this information#

-owe"er* we can use this nfotype to set dates for payroll for

separated employee* loc.ing employee for non/inclusion in payroll#

999J:OA6 "O?86 A6A#

In t/e In0ot(pe Total Mont/l( #alar( 5@@@6 *e *ill store t/eemplo(ees Total Mont/l( #alar( */i'/ is paid on a regular +asisever( mont/.

GMC Wage t(pes2 In0ot(pe @@@ 5"asi' Pa(6

Wage t(pe Code Entr( "usiness Rule 0orvaluation $re)uen'(

"onthly alaryKK99 0irect Entry 5i)ed "onthly

999K:BA? 0EA36

In t/e In0ot(pe "an= Details 5@@@F6 *e enter t/e pa(ee o0 t/e net pa(0rom t/e pa(roll and t/e +an= details. W/en *e 'reate a ne* re'ord&t/e Emplo(ees name *ill +e ta=en 0rom t/e In0ot(pe Personal Data5@@@76 0or t/e pa(ees name. T/e postal 'ode and-or t/e 'it( *ill +eta=en 0rom t/e In0ot(pe Addresses 5@@@6.

ist o0 +an=s *ill +e availa+le 0rom $inan'e.

99=@ : #E27##3?1 PA"E? A?0 0E0723O?

Re'urring Pa(ments and Dedu'tions represent additional *age-salar(elements t/at are paid or dedu'ted in ever( pa(roll period& +ut arepaid and dedu'ted at spe'i0ied intervals unli=e t/ose o0 AdditionalPa(ments.

5/22/2011

+2




T/e In0ot(pe Re'urring Pa(ments and Dedu'tions 5@@4:6 issu+divided into di00erent su+t(pes. Ea'/ su+t(pe represents a *aget(pe.In 'onHun'tion *it/ t/e Wage t(pe *e must eit/er maintain t/e 0ieldAmount or t/e 0ields Num+er and Unit. T/e s(stem '/e'=s t/e

'om+ination t/at *e /ave entered.GMC Wage t(pes2 In0ot(pe @@4: 5Re'urring Pa(ment Dedu'tion6

Wage T(peCode

Eligi+leGrades

Dire't-#(stem

Dedu'tion 9Addition

8ousing: AnnualK999

All 0irect H

8ousing: "onthlyK99=

All 0irect H

8ousing :Bi AnnuallyK99<

All 0irect H

"obile AllowanceK99

;

All 0irect H

1O3 audi :E#K99@

All 0irect :

6oanK99

All 0irect :

99= : A0033O?A6 / O?E 3"E PA"E?

In t/e In0ot(pe Additional Pa(ments 5@@4B6& *e *ill enter an amountand-or a value and a unit o0 measurement 0or a *age t(pe t/at arepaid or dedu'ted in a spe'i0i' period during pa(roll a''ounting. T/eIn0ot(pe Additional Pa(ments 5@@4B6 is su+divided into di00erent

su+t(pes. Ea'/ su+t(pe represents a *age t(pe.

GMC Wage t(pes2 In0ot(pe @@4B 5Additional Data6

Wage T(peCode

Eligi+leGrades

Dire't-#(stem

Dedu'tion 9Addition

Others PaymentsK99&

All 0irect H

Other 0eductionsK99J

All 0irect H

PenaltiesK99K

All 0irect :

Oertime K9=9 All 0irect :

RETRO9ACTIVE ACCOUNTING

SAP Payroll performs automatic retroacti"e accounting for changes

made to employee time data or salary data with retrospecti"e effect#

&or e%ample* an employee0s Total +onthly Salary is increased with

5/22/2011

++




effect from an earlier date# n the current payroll* system

recalculates his salary for the inter"ening period since change is

effecti"e and ad(usts his salary in the current period#

$etroacti"e payments will appear in pay slip as arrears and will be

configured to be displayed as indi"idual arrears wage elements#

$ACTORING

Wage elements *ill +e adHusted 0or mid mont/ Hoining& mid mont/leaving or emplo(ees a+sen'e *it/out pa(. Di00erent pro'essinglogi' *ill +e set up 0or di00erent 'omponents to determine */et/ert/e pa(ment is to +e adHusted 0or t/e emplo(ees a+sen'e during t/emont/ or not or */et/er t/e *age element is to depend on t/eemplo(ees attendan'e at all.$a'toring *ill +e a'tivated 0or GMC Pa(roll.

PER$ORMING A PA%RO RUN

Pa(roll administrator *ill per0orm t/e 0ollo*ing a'tivities to 'ompletea Pa(roll Run2

• Simulate payroll for the month 1Trial run prior to running payroll2t enables you to perform complete payroll runs on a period/ by/ period basis and to then sa"e the results#

The -$ payroll program carries out the tas.s performed bycon"entional payroll programs and includes general flow control

as well as a number of programmed modules which are directlyrele"ant to payroll#

The payroll dri"er carries out the basic technical functions of payroll by processing the statements in the schema se!uentiallyand interpreting the control tables# All these are done in Testmode#

• #elease Payroll for the month n which system will prepare the payroll area to be run inPayroll process# This will put loc. on employees0 records not to

be updated if relates to payment#

• tart Payrollt enables you to perform complete payroll runs on a period/ by/ period basis and to then sa"e the results#The -$ payroll program carries out the tas.s performed bycon"entional payroll programs and includes general flow controlas well as a number of programmed modules which are directlyrele"ant to payroll#

5/22/2011

+,




The payroll dri"er carries out the basic technical functions of payroll by processing the statements in the schema se!uentiallyand interpreting the control tables#

• 2orrection #un: to set the correction mode if payroll run shows errors for

employeest remo"es the loc. on employees0 records for maintenance preparing it for correction#

• 2orrect the master datan which master data of employees which caused the payrollerror should be corrected#

• #elease Payroll (after correction*

• tart Payroll (after correction*

• E)it Payroll)lose the payroll process and remo"es the loc. on employees0records for maintenance#

he following diagram depicts the flow of payroll run%

5/22/2011

+5




Personnel Administra

tion

Payroll Simulation

HR

Release Payroll

HR

StartPayroll

HR

Check PayrollResult

HR

GeneratePayrollJournal

HR

Owner

Customer

Check PayrollJournal

Error ?

Generate VariousReport

HR

ProcessStatutoryReport

HR

rans!erPayroll ransaction

o "#$CO

HR

E%itPayroll

&pdate correctionso! payroll data

HR

Payroll Control Record

&pdated Record

Cumulated 'ata

(es

)o

Payslip

StatutoryReport

Payroll 'ata

P(*+

P(*,

P(*-

P(*.

P(*/

P(*0

P(*1

P(*2

P(*3

P(+*

Payroll &un

PO#TING TO ACCOUNTING

5/22/2011

+-




The payroll results as contained in the wage types are posted to

"arious accounts in the &inancial Accounting# &urther* posting can be

made to "arious cost ob(ects in )ost Accounting 1)O2 li.e )ost

)enter* Order* Acti"ity* Sales Order* '3S element etc#

The process flow is as follows:

• Simulate a posting run 4 A posting run creates postingdocuments containing all the e%pense and liability accounts and"endor accounts of all the employees arising out of payrollresult# The cost ob(ects to which the e%penses to be posted willalso be contained in the run

• )reate a posting run

• )hec. the posting documents and release

• Post the document

• )hec. Accounting documents

O55:226E PA#O66

As an addition to regular pa(roll JEt.K& */i'/ 'arries out pa(roll at0ied regular intervals& t/is 0un'tion ena+les (ou to 'arr( out spe'i0i'o009'('le pa(roll a'tivities 0or individual emplo(ees on an( da(.

O$$9C%CE WOR<"ENC,

User inter0a'e ena+ling (ou to 'arr( out o009'('le pa(roll. %ou a''ess t/e O009C('le Wor=+en'/ 0rom t/e aroll menu.Use t/e O009C('le9Wor=+en'/ to 'arr( out t/e 0ollo*ing 0or a spe'i0i'emplo(ee2

• 0isplay payroll results

• #un arious types of off:cycle payroll

• #eerse an incorrect payroll result

A0ter running t/e O009'('le pa(ment to an emplo(ee& a re'ord o0 t/ispa(ment is stored in a spe'ial in0ot(pe 'alled Additional O009C('lePa(ment 5@76.

O$$9C%CE REA#ON

O009'('le pa(roll reasons t/at are to +e availa+le to t/e administrator0or running o009'('le pa(roll.

5/22/2011

+.




%ou assign a 'ategor( 0or o009'('le reason to ea'/ o009'('le reason.T/e s(stem uses t/e 'ategor( to assign +ot/ a t(pe o0 o009'('lereason and a pa(roll t(pe to t/e o009'('le reason. Categor(& t(pe o0o009'('le reason and pa(roll t(pe are te'/ni'al distin'tions t/atdetermine */et/er t/e pro'edure in )uestion is regular pa(roll& a

+onus pa(ment& an a+sen'e pa(ment& or a pa(ment in advan'e.

6ist of aailable off:cycle reason is as follows%

O009C('le Reason O009C('le Categor(

#amadan bonus Bonus

Additional payment Bonus

ear End Bonus Bonus

$acation compensation Bonus

WAGE T%PE#

6ist of aailable off:cycle wage types is as follows%

APPE?03L A

• 8ousing Allowance willbe entered in payroll

details as ; different Allowances, but not added to payrolls run buthandled by 5inance.

• taff 6oan will be entered as deductions in payroll. Proposed to "r."agdy to facilitate later on:reporting, to differentiate between differenttypes of additional deductions, and "r. "agdy greed. his list to beproided by "r. herif.

• 6oans will be handled within payroll and deducted during payroll run

• #eport to make a comparison between the current payroll run and the

perious payroll and display the different.• ?ew a custom report GPayment $oucher- after payroll runs.

• 2ustom #eport GPayroll 4ournal- displaying all employee related paymentdetails in tabular format

5/22/2011

+

Wage T(peCode

Dedu'tion 9Addition

#amadan bonusK9==

H

Additional paymentK9=<

H

ear End BonusK9=;

H

$acationcompensation

K9=@

H




Pa(roll an% Post Pa(roll Process&n)

A c c o u n t s

P a ( a b l e

A c c o u n t a n t 2

A c c o u n t s

P a ( a b l e

A c c o u n t a n t 2

P a ( r o l l A % m & n & s t r a t & o n

P a ( r o l l A % m & n & s t r a t & o n

T r & ) ) e r & n )

E 4 e n t s

T r & ) ) e r & n )

E 4 e n t s

3s P &n ErrorD

Ma&nta&n Pa(rollControl Recor%

PA0+8

Eecute Pa(rollS&mulat&on

Release Pa(roll Start Pa(rollSet Pa(roll Area

Bor;$orce T&meMana)ement

Bor;$orceMana)ement

Pa(roll Correct&ons

Process Fl Post&n)Run

Eecute Fl Post&n)Run

Ba)e T('eRe'orter

Pa(roll ?ournalCreate "ME

Prel&m&nar( Pro)ram

"ata Me%&umEc7an)e PME8

E&t Pa(roll

"&s'la(Remunerat&on

Statement

"elete Pa(rollResults

o

es

Pr&nt Pa(sl&'s

Eecute F3 Post&n)Run as S&mulat&on

Process F3 Post&n)Run as S&mulato&n

Reconc&le Post&n)s

Post Pa(ments!s&n) Pa(ment

Pro)ram

Mo%el "es&)ner: *****************

us&ness ner: *****************

11%. Managing (mployee De'elopment and Succession Planning

INTRODUCTION


CAREER 9 #UCCE##ION MANAGEMENT OVERVIEW

The "ersonnel 6evelopment function can help in maximi%ing 7MC employees8 value relative to

enterprise. 9ou can plan and implement specific personnel and training measures to promote the

professional development of your employees.

Management can determine the personnel development needs in an enterprise by comparing current and

future woring requirements with existing qualifications and the development preferences of the

employees. These development measures might be geared toward an employee being transferred to a

specific post 2using career and succession planning scenarios3. They might also be more general measures

geared toward retaining or enhancing existing employee sills and abilities$ or ensuring that employees

eep pace with technological developments.

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:ith Career ; 'uccession Management you can at anytime select possible positions and employeesrespectively from a list of matched ob<ects from which a manager can automatically transfer or plan

transfer an employee to a selected position ;once the HR process is completed=.

INTEGRATION

&ntegration between '#" HR Career = 'uccession Management and multiple other application

components enables you to streamline internal processes. &ntegrated HCM component with '#" HR

Career = 'uccession Management as follows!

Component Integration


#etrieing all the employees- details with all possiblechanges may occur in organi!ational assignment, and use8# master data for qualifications profiles and appraisal.

Enterprise earning ystem can generate training proposals and that you canmake direct bookings onto business eents and create pre:bookings for business eent types.


Accessing ob+ects within the organi!ational structure."aintaining #equirement Profile for 4obs, and Positions.

Per0orman'eManagement

2ompetency 2atalogue can be used when designingperformance ealuation and been updated automaticallywhen appraisal is completed


(. 'tarting from maintaining the >ualification catalogue adding all the types of qualifications to be

used in evaluating employees and positions level of sills possessed or required respectively. HR

"ersonnel can then starts woring on maintain employees and positions profiles. ?rom employee

perspective$ this will be a >ualifications$ "otentials$ "references$ and 6islies profiles.>ualification will be measured by available list of scales when designing the >ualification

catalogue. ?rom "osition perspective$ this will be a Requirements "rofiles necessary for any

person to hold these positions.

*. 1ext step will be running "rofile Matchup$ by which HR "ersonnel will be analy%ing the current

talent sills for employees once they are entitled to hold a certain vacant position. This process

will give the chance to generate any proposed training courses based on the gaps exists between

the requirements and qualifications.

,. Career and 'uccession Management will then use all the previous elements to propose certain

careers and successors to employees and positions respectively.

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PERSEL "E9ELPMET

6 R


6 R


T r a & n & n ) M a n a )

e r

T r a & n & n ) M a n a )

e r

T a l e n t S ' e c & a l & s t


Recru&t&n) / A''l&cant Trac;&n)

0C7an)e &n Pa(

Tra&n&n) @E4ents

3s t7ere a"e$&c&enc(D

"eterm&neSuccessor

/ CareerPlann&n) o

es

. 2>1Ma&nta&n

ual&$&cat&onsCatalo)

. 2>2 / 2>,Ma&nta&n Pro$&le

. 2>+Plann&n) $or r)>

!n&t

. 2>Pro$&le Matc7u'

Mo%el "es&)ner : *****************

1us&ness 2ner : *****************

GMC CAREER 9 #UCCE##ION MANAGEMENTThis section aims to identify all processes relevant to Career = 'uccession Management along with

activities$ roles involved necessary to complete the process.

Career = 'uccession Management comprises four main processes!

• Maintaining 7MC@s qualification catalogue which will include all the qualifications$ and

requirements to be used while profiling positions and employees.

• Based on +ob or "osition level$ responsible user will be maintain the requirement profiles for all

7MC@s +obs andAor "ositions.

• Third process would be determining all employees@ sills and level of proficiency from the pre=

defined qualification catalogue and proficiency scales.

• "erforming the Career andAor 'uccession Management process based on the input maintained in

previous steps.

4ach of the processes is supplemented by appropriate reports.

RE?UIREMENT-?UAI$ICATION CATAOGUE

)ransaction Code Description

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S/A!&/.100%$ - (dit2uali*ications Catalog

3n t7e <ual&$&cat&ons catalo)# (ou can)rou' to)et7er <ual&$&cat&ons &nto<ual&$&cat&on )rou's> ( s'ec&$(&n) a)ener&c term $or eac7 <ual&$&cat&on)rou'# (ou can class&$( <ual&$&cat&ons so

t7at t7ose 7&c7 are s&m&lar areass&)ne% to t7e same )rou'> ou canalso or)an&=e <ual&$&cat&on )rou's7&erarc7&call(>

he qualifications catalog contains all the qualifications (ob+ect type C* that are ofinterest to 1"2. he qualifications catalog contains qualification groups andqualifications.

ample Cualification 2atalogue will be uploaded to 1"2 82" which can be later onupdated with the actual business requirements.

?UAI$ICATION GROUP

Cualification groups are used to structure the qualifications catalog. Cualificationgroups can contain qualifications, and also further qualification groups.

?UAI$ICATION

Cualifications are the skills which will be attached later on to positions, +obs, orpersons. his will be ealuated using a certain Proficiency cale which is attached tothe Cualification 1roup containing these Cualifications.

ample Cualification 2atalogue as follows%

Cualification 1roup Cualification1roup

Cualification

2ompetencies F "anagementPractices

Core"e/avior

*nergi+ing people

,eading Strategicall

$uilds Alignments

Communicate directl

Colla)oratesDrive erformance

Developing people

ManagementCompeten'ies

Coaching and developingassociates

Continuous !mprovement

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Communication stle

!nterpersonal %elation

Approacha)ilit

-et'orking and%esourcefulness

Setting o)ectives and prioriti+ation

*ncouraging Team'ork

Accounta)ilit

Creativit

ision

Decision making and ro)lemSolving

Analsis & attern %ecognition

%esults 0riented

rofit ma(imi+ation

Commitment to 1ualit

!mpact and influence

Currentl( t/ere is no read( ?uali0i'ation Catalogue +ut a set o0 talents. T/is*ill +e used along *it/ a proposed ?uali0i'ation Catalogue.

"or a complete list of roposed 1ualifications2 please refer to 3MC4roposed1ualification Catalogue.

PRO$ICIENC% #CAE#Cuality scales are assigned to qualification groups (not qualifications*. A quality scalemust be assigned to each qualification group. his scale is then assignedautomatically to all the qualifications belonging to this group.

3f qualification groups with different quality scales are arranged hierarchically, thequalifications of the arious groups are always assigned the scale of the directlysuperior qualification group.

he scales proficiency can be gien indiidual descriptions for eeryqualification/qualification group in the qualifications catalog. hese proficiencydescriptions are then aailable when you edit qualifications profiles and requirements

profiles.

ample of greed on Proficiency cales are as follows%

cale ?ame Proficiency

tandard Cuality cale (9:K* er ,imited

,imited

*lementar

Ade5uate

Average

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High otential

High

er High

*(cellent

es/?o cale -o

6esPoints cale (=:* oor

Ade5uate

Average

3ood

er 3ood

GMC *ill use t/e standard Pro0i'ien'( s'ales */i'/ *ill +e used to measure t/e'ompeten'ies.

"or a complete list of roficienc Scales2 please refer to 3MC4ersonnel Development4$usiness %ule

PRO$IE


PPPD - Display

ou use 'ro$&les to ma&nta&n s'ec&alattr&butes an% &n$ormat&on on an object>Eac7 'ro$&le &s ma%e u' o$ a numbersub'ro$&les $or eam'le# <ual&$&cat&ons#'otent&als# an% so on $or 'ersons8 an% a

7ole ran)e o$ stan%ar% &n$ormat&onabout t7e object $or eam'le# name#%ate o$ b&rt7# an% so on $or 'ersons8>T7&s screen enables (ou to onl( %&s'la(alrea%( create% 'ro$&les o$ %&$$erentobjects

PPPM - C3angeT7&s screen enables (ou to c7an)e'ro$&les o$ %&$$erent objects

7se profiles to store special information on ob+ects. Each profile consists of a header

and a number of subprofiles. he header contains standard information on the ob+ectin question. 5or employees, this information might include the person>s name, date ofbirth, and the position the person holds.

he subprofiles contain more specific information on a particular aspect of theheader. 5or e)ample, a person>s Cualifications subprofiles contain details of theperson>s skills and knowledge.

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Profiles can be maintained for Persons, 4obs, or Position among other types of ob+ects.According to the ob+ect selected, qualification can hae a different perspectie fore)ample% for a position it is a requirement, but for a person it is a qualification skill.0ifferent subprofiles can be maintained like%

• he %e5uirements subprofile which is used to specify the knowledge and skills(and the leel of proficiency at these skills* required for a specific +ob, position

• he 1ualifications subprofile which is used to store information on anemployee>s skills and nowledge. 9ou can assign an unlimited number ofqualifications from the qualifications catalog to the 1ualifications subprofile

• he otentials subprofile is used to store information regarding a person>sfuture suitability and professional deelopment. hese forecasts might apply toa person>s ability to obtain qualifications, perform tasks, or to the person>sfuture suitability for specific +obs, positions, and so on.

• he references subprofile is used store what an employee prefers regarding performing a

certain <ob$ holding one or more positions or obtaining a certain qualification2s3.

Each of these subprofiles can be one of the criteria based on which the 2areer Duccession Planning will work.

Employee/Position profiles is date tracked which means that it is possible to keep thehistory of any changes occurs to an employee-s qualifications/proficiencies and samefor positions- requirements.Position Re)uirements and Emplo(ee ?uali0i'ations are not read( and *ill+e entered +( GMC team */en read(.

PRO$IE MATC,UP


P(PM - Pro*ile Matc3up

T7&s $unct&on enables (ou to com'aret7e <ual&$&cat&ons an% re<u&rements o$

objects 'ersons# a''l&cants# jobs#'os&t&ons# an% so on8 a)a&nst eac7ot7er> T7e re<u&re% an% e&st&n)'ro$&c&enc( o$ eac7 <ual&$&cat&on &s alsota;en &nto account> T7&s means# $oream'le# t7at (ou can com'are anem'lo(eeHs <ual&$&cat&ons &t7 t7ere<u&rements o$ t7e 'os&t&on t7&sem'lo(ee 7ol%s to see 7o su&te% t7eem'lo(ee &s to t7&s 'os&t&on> ou can&nclu%e an unl&m&te% number o$ objects

&n a 'ro$&le matc7u'>

he profile matchup function lets you compare the qualifications and requirements ofpersons, +obs, and positions. ou can perform profile matchups for an unlimitednumber of ob+ects of different ob+ect types.

'hen you compare a qualification with a requirement, one of the following scenarioscan result%

• he qualification fulfills the requirement e)actly

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• he qualification does not fulfill the requirement (that is, the proficiency of thequalification is lower than is required, or does not e)ist at all*

• Oer qualification (that is, the proficiency of the employee-s qualifications ishigher than required*

Profile "atchup is used while planning for 2areer and/or uccession.

Based on Profile "atch:up process, proposing training for an employee to attend canbe the result when there is a defined gap between the position-s requirements andthe employee-s qualification profile.

DEVEOPMENT PAN


S/A!&/.10041.5 - (ditDe'elopment Plan Catalog

ou use t7e %e4elo'ment 'lan catalo)to %e$&ne an% mana)e %e4elo'ment'lans> ou use t7ese )eneral%e4elo'ment 'lans as tem'lates an%'o&nts o$ re$erence $or 'ersonnel%e4elo'ment measures &t7&n &n%&4&%ual%e4elo'ment 'lans>

A 0eelopment plan contains a sequence of items : such as attendance of a businesseent (for e)ample, a communications course*, staffing of a position (for e)ample,

sales assistant*, practical e)perience in an organi!ational unit (for e)ample, the salesdepartment*, and so on.

A deelopment plan comprises a sequence of deelopment measures (which can alsorun parallel to each other*. E)amples of deelopment measures include attendance ofa business eent or practical e)perience in an organi!ational unit.

0eelopment Plan tatuses to be used are%

tatus

Planned

2urrent

Attended

2ompleted7nsuccessfully

2ompleted uccessfully

?ot performed

CAREER PANNING

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2areer Planning is the process in which 1"2 managers can determine what theaailable career paths through which an employee can moe through his life withinthe organi!ation. 4ust draw the 2areer emplates and then plan for an employee whatis the best +ob/position he/she can be assigned to in his ne)t career change.This planning is based on an employee8s personality and abilities$ and specifies the sequence of positions

this employee can hold as part of his or her professional development. &t also lists the measures that are

required to qualify the employee for specific positions.Career planning sets out to encourage the professional development of employees. Career planning can

also help reduce a high employee turnover rate by showing employees the career opportunities that are

open to them. Career planning is also used to ensure that qualified successors are always available for

positions.

CAREER PAN


S/A!&/.1004$05 - (dit Careers

T7&s $unct&on enables (ou to create an%c7an)e careers> A career &s a collect&ono$ jobs or 'os&t&ons# an% %escr&bes a)enerall( a''l&cable career 'at7 &t7&nt7e or)an&=at&onal structure> ( %e$&n&n)careers# (ou can 'ortra( t7e 'r&nc&'al'ersonnel %e4elo'ment 'at7s &t7&n(our com'an(>

No Career Pat/s *ill +e entered initiall( into #AP. T/is later on *ill +e entered +(GMC team

*/en eist.

CAREER PANING PROCE##


PPCP - Career

T7&s $unct&on enables (ou to 're'arean% or; (our a( t7rou)7 career'lann&n) scenar&os> A career 'lann&n)scenar&o ta;es an em'lo(eeHs

'ersonal&t(# s;&lls an% ab&l&t&es an%%eterm&nes t7e 'os&t&ons t7&s em'lo(ees7oul% occu'( &n t7e course o$ 7&s or7er $uture career# an% t7e tra&n&n)measures re<u&re% to obta&n t7ea%%&t&onal <ual&$&cat&ons nee%e% $or t7&s>

A career 'lann&n) scenar&o ant&c&'ates7o an em'lo(eeHs career &ll %e4elo'>

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0epending on the pre:defined qualification/requirement profiles, you can plan acareer for an employee to see the best +ob in his/her career path can be transferredto.elect an employee, and then determine the search criteria to include whensearching for the suitable positions. hese criteria would be the subprofiles we hae

+ust referred to% qualifications, dislikes, potentials, careers, and preferences.

ou can then transfer the selected employee to your position immediately or in thefuture.

his to be disabled by default for all employees e)cept for authori!ed people basedon authori!ation.

RAN<ING I#T

?ot only getting the best positions an employee can fit, but this list is rankedaccording which best meet the employee qualification profile. ystem gies the a bility

to choose whether you want the suitability percentage or the suitability range displayed.

#UITA"IIT% PERCENTAGE

The suitability percentage is calculated by comparing the proficiency specified for each requirement with

the proficiency of the corresponding qualification. &f these are different$ this is taen into account when

the suitability percentage is calculated.

&f the suitability percentage is (55$ this means that requirements were fulfilled precisely 2that is$ the person is (55 suitable3. &f the suitability percentage is less than (55$ the person is less suitable.

Ranges will be!

(. Red 5=5

*. 9ellow 5=D

,. 7reen D=(55

#UCCE##ION MANAGEMENT

#s opposite to Career "lanningE 'uccession "lanning starts with "ositions when a manager is looing for

the best employees to fit a vacant position now or in the future.

'uccession planning involves selecting potential successors for these posts$ and preparing them for the

posts. This means that suitable persons can be identified immediately should one of the posts become

vacant.

#UCCE##ION PANING PROCE##


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PPSP - Succession

T7&s $unct&on enables (ou to 're'arean% or; (our a( t7rou)7 success&on'lann&n) scenar&os> Success&on'lann&n) sets out to ensure t7at t7ere &sa cont&nuous su''l( o$ <ual&$&e%

'ersonnel>Success&on 'lann&n) scenar&os $ocus ont7e 'osts &n a com'an( t7at nee% to be$&lle% or &ll nee% to be $&lle% &n t7e$uture8 because e&st&n) 'os&t&ons 7a4ebecome 4acant or ne 'os&t&ons 7a4ebeen create%> 3n Success&on Plann&n)#(ou select su&table 'otent&al successors$or t7ese 'osts> ou also 're'are t7esesuccessors s'ec&$&call( $or t7ese 'ostsso t7at t7e( can be trans$erre%

&mme%&atel( &$ a 4acanc( ar&ses>

0epending on the pre:defined qualification/requirement profiles, you can plan asuccession for a position to see the best employee can be transferred to.elect a position, and then determine the search criteria to include when searchingfor the suitable positions. hese criteria would be the subprofiles we hae +ustreferred to% qualifications, dislikes, potentials, careers, and preferences.

ou can then transfer the selected employee to your position immediately or in thefuture. his to be disabled by default for all employees e)cept for authori!ed people basedon authori!ation.

RAN<ING I#T

?ot only getting the best successors can fit a certain position, but this list is rankedaccording which best meet the position-s requirements. ystem gies the a bility to

choose whether you want the suitability percentage or the suitability range displayed.

#UITA"IIT% PERCENTAGE

The suitability percentage is calculated by comparing the proficiency specified for each requirement with

the proficiency of the corresponding qualification. &f these are different$ this is taen into account whenthe suitability percentage is calculated.

&f the suitability percentage is (55$ this means that requirements were fulfilled precisely 2that is$ the

person is (55 suitable3. &f the suitability percentage is less than (55$ the person is less suitable.

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APPENDI1 A

?ollowing are standard reports to be used in Career='uccession Management module!(. "rofile Matchup

*. "rofiles

,. 'earch ?or >ualifications

-. 'earch ?or 6evelopment "lan

. 'earch ?or 6evelopment "lan &tem

/. >ualifications

. 6evelopment "lans

D. Careers

F. "rofile Matchup! "ositionsAHolders(5. "rofiles

((. 'uccession Gverview

(*. 4xpired >ualifications

(,. >ualifications Gverview

(-. Maintained >ualifications

(. Gb<ects :ithout >ualifications or Requirements

(/. Gb<ects :ith nevaluated >ualifications or Requirements

(. Iist of #lternative >ualifications

APPENDI1 "

4567 89 :;< =>?@A7 56 >6 98??8B6C• 'M#RT

• Helpful

• #rtistic

• Music "layer

• Communication 'ills

• "hotography

• 4xcel ?ormula

• 7eneral &T

• Hyper #ctive

• Hyper active

• ?ast Iearner

• Hard :orer • Resilient

• "roactive

• Gptimistic

• "lanner

• ?ar=sighted

• 1egotiator

• 4nglish language expressional capabilities

• Could 1ot ?ind #ny

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• 7ood Iearner

• Honest

• Grgani%ed

• 6etermined

• "unctual

•

Technical Jnowledge

11%4 Managing (mployee Per*ormance

INTRODUCTION


PER$ORMANCE MANAGEMENT OVERVIEW

he Appraisal ystems component can be used as a personnel deelopmentinstrument to ealuate members of your organi!ation in a planned, formali!ed andstandardi!ed manner. hese ealuations are performed by trained personscommissioned especially for this purpose by your organi!ation. Personnel appraisalsare used to obtain information on the characteristics, behaioral traits andperformance of members of your organi!ation, and form the basis for planning andmaking decisions that apply both to indiiduals, and to organi!ational members ingeneral.

Performance "anagement can also be used to monitor the success of human

resource measures that hae already been implemented. As a personneldeelopment instrument, therefore, they can be used both to ealuate the past, andplan for the future.

Along with ealuating employees in 1ulf "edical, this component will also gie theability to ad+ust remunerations based on oerall rating set in the appraisal document,and also will be affecting the qualification proficiencies based on ealuation.

INTEGRATION

&ntegration between '#" HR "erformance Management and multiple other application components

enables you to streamline internal processes. &ntegrated HCM component with '#" HR "erformance

Management as follows!

Module Integration


1et all persons and users from personneladministration with all the assignment details

Personnel Development o change profiles by transfer all qualification withinappraisal template. his will allow automatic update ofCualifications profiles of employees once ealuation is

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completed


As pet the reporting structure within the Organi!ation8ierarchy, "anager will be able to automaticallypopulate all his subordinates

Enterprise earning o create business eent appraisal and to attendeeappraisals


(. :hen preparing for employees@ evaluation$ a manager will need to create the required appraisal

document for all the employees who will be evaluated. To do this$ manager will be selecting an

employee from the subordinates list which system will generate.

*. Gnce appraisal document is created$ the status of the documents will be K&n "reparationA&n

"rocess@.,. 1ext step will be holding the appraisal actually$ during which raning will be given to each

criteria based on which the overall rating will be calculated. Gnce appraisal is saved$ the status

will be changed to KCompleted@.

-. #ppraisals will be forwarded for #ppraisee to approve or re<ect.

. 'ystem will allow creating a multi=source appraisal in the cases where feedbac needs to be

available from more than one part.

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M a n a ) e r

M a n a ) e r

T r a & n & n )

M a n a ) e r

T r a & n & n )

M a n a ) e r

C o m ' >


C o m ' >


6 R

M a n a ) e r

6 R

M a n a ) e r



6 R


6 R


e 6&re @Em'lo(ee

Ma&ntenance

Per$ormance Mana)ement

Subm&t$or

A''ro4al

Tra&n&n) @E4ents

A''ro4e%

C7an)e &n Pa(

o

9&e A''ra&sal A)a&nst Em'lo(ee

Create / Ma&nta&n A''ra&sal

Con$&rm A''ra&salRat&n)

Mo%el "es&)ner : *****************

1us&ness 2ner : *****************

CM

GMC PER$ORMANCE MANAGEMENT

This section aims to identify all processes relevant to "erformance Management along with activities$

roles involved necessary to complete the process.

"erformance Management comprises five main processes!

"reparation for "erformance 4valuation process$ which include creating all the required

#ppraisal Templates.

Creating #ppraisal 6ocuments for employees to be appraised.

Holding the appraisal for employees$ by determining the rate for each appraisal criteria.

Completing the appraisal

?ollow=p appraisal

APPRAI#A CATAOGUE


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S/A!&/.100%. - (dit AppraisalsCatalog

T7e a''ra&sals catalo) allos (ou tomana)e all t7e a''ra&sal elementst7at are o$ &nterest to (our com'an(>ou can t7en use t7ese a''ra&salelements to ma' all ;&n%s o$

a''ra&sal s(stems &n (our s(stem

#ppraisal Catalogue is the template which 7MC@s managers will be using when evaluating their

subordinates. #ppraisal Catalogue is based on structure format$ which include the #ppraisal Template

1ame$ Criteria 7roup$ and Criterion andAor >ualification.

4ach criteria group is evaluated using a pre=defined scale which is used to set a certain scale for each

point. Both qualifications and evaluation scales will be used from the Career='uccession Management

module.

Gverall appraisal rating can be calculated based on different calculation techniques! Total$ #verage$ and

"ercentage. ser defined calculation can be incorporated.

D7 :;<E 8F@G>?? >HHG>56>? G>7@ B5?? I@ J>?JK?>7@L >6 MDF@G>N@OP

APPRAI#A TEMPATE#

#ppraisal Templates to be used are as follows!

Attendee Appraisal which to be used in '#" 4nterprise Iearning component to evaluate an

attendee who successfully attended a certain business event.

Business Event Appraisal which will be used in '#" 4nterprise Iearning component to evaluate

a business event based on certain criterion.

Performance Appraisal which will be used to evaluate the performance of 7MC employees.

4ach of these templates$ different types of appraisal will be used as follows!

Individual Appraisal where one or more appraisers appraise one or more persons or ob<ects at

once. &n this case$ only 8A@ appraisal is created.

Anonymous Appraisal same as previous except the information for the appraiser will not be

stored.

Multi-Source Individual Appraisal involving several appraisers$ where each appraiser appraises

one or more persons or ob<ects. 4ach appraiser creates separate sub appraisals. #n overallappraisal is then created on the basis of these sub appraisals.

Anonymous Multi-Source Individual Appraisal same as previous except the information for the

appraiser will not be stored.

=Q@ 5A575>? >HHG>56>? 7@RH?>7@ BQ5JQ B5?? I@ @A7@G@L 5A78 SDT B5?? I@ 7Q@ JKGG@A7 >HHG>56>? 7@RH?>7@89 :;<PUV1 >HHG>56>?6 B5?? A87 I@ K6@L >AL >HHG>56>? HG8J@66 B5?? A87 5AF8?F@ >HHG8F>?P

APPRAI#A CRITERIA GROUP

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Criteria 7roup is used to structure appraisal. They must be assigned directly to the appraisal model$ andcannot be nested. &t is possible to rate criteria groups. 6ifferent Criteria 7roups can be used later on with

different #ppraisal Catalogues.

APPRAI#A CRITERIA

Criteria is the individual factor that are to be rated in an appraisal. # criterion can be assigned to anappraisal model$ or criteria group$ but not to another criterion.

CREATING APPRAI#A DOCUMENT


APPC&(A)( - Create

Persons are a''ra&se% becauseguidelines to t7&s e$$ect 7a4e been&ssue% b( t7e 'ersonnel%e4elo'ment or 'ersonnel

a%m&n&strat&on %e'artment select&n)'ersonnel $or 'romot&on# annual'er$ormance re4&e# or salar(re4&e# $or eam'le8> An a''ra&salm&)7t onl( be 7el% once or# as &s t7ecase &t7 annual 'er$ormancere4&es# at re)ular &nter4als> T7&sscreen enables (ou to start t7e

A''ra&sal Process b( creat&n)a''ra&sals# an% set t7e status e&t7erto &n 're'arat&on# or com'lete t7ea''ra&sal com'letel(

'tarting evaluating employees$ managers will be creating the appraisal document for their employees. By

doing this$ a manager will be entering the employees@ numbers to be evaluated$ appraisal evaluation

period of time. Gnce ending preparation$ the status will be changed to K&n "rocess@.

&t is possible when create appraisal document$ to perform the evaluation itself$ in this case status will be

set to KCompleted@.

WOR<ING WIT, APPRAI#A#


APPC!A6G( - (dit

3n case o$ a''ra&sal t7at are create%

an% &n status I&n 're'arat&onI# (oucan use t7&s re'ort to <uer( $or an(t('e o$ a''ra&sal# &n an( status# an%com'lete t7e tas;s re<u&re%

Gnce #ppraisal documents are created$ managers can go directly to the 4dit appraisal screen and process

the appraisals. By doing this$ a manager will need to enter an evaluation for each criteria induced in the

appraisal document ;if mandatory=. Manager will be able to enter a note for each criteria and an overall

note for the #ppraisal as a whole.

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Gnce completed$ appraisal document will be having a status of @Completed@.

$OOWING9UP APPRAI#A

?ollowing=up an appraisal this means that if any qualification has been included as an item in the

appraisal document$ the new proficiency level will be automatically changed in the appraisee qualification

profile. #nother type of following=up is to ad<ust remuneration for the employee being appraised.

=Q@ 98??8BWKH 9KAJ758A B5?? I@ K6@L 56 KHL>75AN XK>?595J>758AP

Y@N>GL5AN <8RH@A6>758A ;>A>N@R@A7E >LZK67 G@RKA@G>758A BQ5JQ >99@J76 @RH?8[@@O6 H>[R@A77QG8KNQ <8RH@A6>758A ;>A>N@R@A7 R8LK?@ B5?? I@ >J75F>7@L >6 > G@9@G@AJ@ 5A 576 65RH?@ HG8J@66EBQ5JQ 56 I>6@L 8A 8F@G>?? >HHG>56>?E B5?? HG8H86@ > \ 5AJG@>6@ 8K7 89 > J@G7>5A ]>N@ =[H@M<8RH@A6>758A =>GN@7O BQ5JQ B5?? I@ H>G7 89 7Q@ Y@JKGG5AN T>[R@A76 98G @>JQ @RH?8[@@P ^89KG7Q@G HG8J@665AN B5?? I@ H@G98GR@L 8A 7Q56P =Q56 J8A95NKG>758A 98G <8RH@A6>758A B5?? I@ L8A@ IK7A87 >J75F>7@LP

APPENDI1 A

CU#TOM PROGRAM-REPORT#

=. 1ew report to print mangers- feedback of an appraisal as per 1"2 template.This print will be through a maintenance screen displaying appraisal feedbac and accept entering

a final comment by M6. This will display only employees with evaluation of K(!( Meeting@ at

least (.

*. Copy standard transaction K2hange Appraisal@ to custom one to gie access toemployees to enter their ealuation. his will be set by default to employee-snumber with no ability to iew others appraisals or templates.

,. 1ew report will be designed to query on appraisals of status KRe<ected@ to manager@ssuperior as ?9&. 1otifications will include! #ppraiser 1ame$ #ppraisee 1ame$ #ppraisal

6ate$ and 'tatus.

-. 1ew transaction KCreate #ppraisal@ needs to be creating for dotted managers using thecustom infotype K#pproval Hierarchy@ to create the employees@ evaluations.

. Report to be designed to display employees who did not been evaluated. This includes

4mployee 1ame$ 1umber$ and Manager and send automatic email to Managers.

#TANDARD REPORT#

?ollowing are the standard report to be used in "erformance Management module!

(. #ppraisals 'earch

*. #ppraisals Catalogue

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APPENDI1 C

APPRAI#A CATAOGUE

GMC appraisal )uestions are2

• Employee demonstrates the ability to manage seeral responsibilities

simultaneouslyM perform work in a productie and timely manner.• Employee displays a positie, cooperatie attitude towards work assignments

and requirements.

• Employee e)hibits the required leel to +ob knowledge and skills to perform his +ob.

• Employee completes assignments meeting quality standards i.e.% accuracy,neatness, thoroughness and adherence to 1"2 standards

• Employee e)presses ideas clearly both orally and in writing, listens well, andresponds appropriately.

• Employee monitors pro+ectsM adheres to time framesM is on time for meetingsand appointmentsM and responds appropriately to instructions and procedures

•

Employee cooperates with co:workers and superisors• Employee seeks and assumes greater responsibility

• Employee monitors pro+ects independently, and follows through appropriately.

• Employee ad+usts to any change in duties, procedures, superisors or workenironment.

• Employee analytical kills i.e. effectiely analy!es problems, determinesappropriate action for solutions

• Employee shows a high leel of punctualityM work arrial and departure inaccordance with 1"2 Policy

• Employee is well accepted by the ma+ority of customers

• Employee>s professional and friendly attitude with customers

• Employee>s hyness during field isits

• Employee is alert and attentie during field isits

• Employee has a professional and hygienic appearance

11%5 Managing )raining and ('ent

INTRODUCTION

The Business 6ocument is a detailed description of your business processes and system requirements.

#AP ,R TRAINING AND EVENT MANAGEMENTOVERVIEW

'#" Training and 4vent Management provides 7MC with a full business processes to facilitate theautomation of the Training 6epartment including large number of user interactions specially when

dealing with #ttendees. 1ot only employee training courses$ but also all possible business events

arranged by or organi%ed and held by 7MC can be part of this module.

'tructural catalogue of trainings and events enables the training specialists to be able to maintain this in

an easy way and being able anytime to generate full detailed reports including various information

regarding the event$ attendees$ or even resources used by.

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Correspondences are integrated in Training and 4vent Management to facilitate notifying attendeesduring the event or training process eeping them updated with the changes occurred to the schedule$

completion$ re=scheduling or even cancelation.

INTEGRATION

&ntegration between '#" HR Training and 4vent Management and multiple other application components

enables you to streamline internal processes. &ntegrated HCM component with '#" HR Training and4vent Management as follows!



#etrieing all the attendee details D employees D with allpossible changes may occur in organi!ational assignment

PersonnelDevelopment

7pdating employee/applicant qualification profile, checkingfor training-s pre:requisites, and appraisal document foreent feedback and attendee-s ealuation

Per0orman'eManagement

7sed to ealuate either Business eents, or Attendees ofany eent

Cost A''ounting ransfer the training/eent cost to finance based on theselected sender and receier cost centers

#ales Attendee type in raining and Eent "anagement iscustomer and contact person which can be selected fromsales module


(. 'tarting from maintaining the Training and 4vent Catalogue which will be divided based on

business area covered by training.

*. 6etermining which resources are needed by each trainingAevent.

,. 'cheduling actual trainingAevent dates along with reserving the required recourses for the whole

period of the trainingAevent.

-. 'electing and booing attendees with a variety of attendee types.

. ?ollowing=up business event through appraisal creation and business event feedbac.

/. "osting event cost to finance.

#ll are explained simply by the following diagram!

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(nterprise ,earning

6 R A % m & n & s t r a t o r

6 R A % m & n & s t r a t o r

P e r s o n n

e l

" e 4 e l o ' m

e n t

P e r s o n n

e l

" e 4 e l o ' m

e n t

E n t e r ' r & s e L e a r n & n )

E n t e r ' r & s e L e a r n & n )

Ma&nta&nEm'lo(ee "eta&ls

ual&$&cat&onPro$&le

3s t7ere a

ual>C7an)eD

"eterm&ne

Atten%ees

es

Ma&nta&nus&ness

E4ent

Catalo)ue

Ma&nta&n us&ness

E4ent Sc7e%ules

Ma&nta&n A''ra&salFolloJu'

us&ness E4ent

F&rml(oo;

us&nessE4ent

A''ra&salCatalo)ue

F & n a n c e

Cost Trans$er

Cost Allocat&on

Mo%el "es&)ner: *****************

us&ness ner: *****************

GMC TRAINING AND EVENT MANAGEMENT

This section aims to identify all processes relevant to Training and 4vent Management along with

activities$ roles involved necessary to complete the process.

Training and 4vent Management comprises four main processes!

• The Business 4vent "reparation phase comprises the creation and maintenance of all of the

master data you access when you create your business event catalog! time schedules$ event

locations$ resources$ and so on. 9ou also create the business event groups and event types that

form the basic framewor of your event catalog.

• 9ou then create your business event catalog! 9ou can create individual event dates with or

without resources$ and you can plan multiple event dates at one time based on the existing

demand.

• #fter you have created your business event catalog$ you can carry out day=to=day activities for the

events. 9ou can mae booings for both internal and external attendees$ preboo attendance$

replace booings$ reboo$ and cancel attendance. The correspondence function provides a suitable

notification that you can output for each of these activities.

• The Recurring #ctivities phase involves performing the associated activities that are required

periodically. These are firmly booing events$ locing and unlocing events$ canceling and

following up events.

4ach of the processes is supplemented by appropriate reports.

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"U#INE## EVENT PREPARATION

he business eent enironment contains the basic data required for business eentssuch as time schedules, building addresses, cost items, eent locations, organi!ers,resources, and resource types.

ou create this master data during the business eent preparation phase. ou accessit later when you create the business eent catalog.

$or master data *e do not /ave a list 0or2 Organi!ers& o'ations& Cost Items&Training #'/edules Resour'es details& and eternal instru'tors. $or list o0"uildings *ill +e t/e 'urrent GMC +uildings.

TIME #C,EDUE

)ransaction Code - 6ame Description#LA,RL4@44:: 9 Time #'/edule A sc7e%ule %e$&nes a t&me sc7e%ule $or bus&ness e4ents> 3t

cons&sts o$ a se<uence o$ %a( sc7e%ules> Eac7 %a( 7as anumber 001# 002 etc>8 an% a t&me bloc; 3" cons&st&n) o$ ama&mum o$ t7ree t&me bloc;s# eac7 &t7 a start an% en%t&me8>

he time schedule or timetable of a business eent consists of the day schedules forthe indiidual days of the eent. Each day schedule is assigned a day segmentconsisting of up to three separate time blocks.

ou can use the time schedule you define as a schedule model and assign it to abusiness eent type.

'hen you create business eent dates, the schedule model is proposed as the actualschedule of the eent. ou can adopt the schedule model or define a new one asrequired.T/ere is no 0ied Time #'/edule 0or GMC events.

"UIDING ADDRE##

)ransaction Code - 6ame Description

#LA,RL4@44:8 9 "uildingAddress

!n&<ue %es&)nat&on o$ bu&l%&n) $or 7&c7 an a%%ress &sstore% &n SAP> Later on (ou can relate t7e create% Roomsalon) &t7 t7&s u&l%&n) A%%ress

Building addresses proide information on the physical location of rooms. 'hen you

create the resource G#oom-, you can maintain the Address 3nfotype for it. ou canreference a building address when you do so.

2ountry Offices

J'# +eddah

Riyadh

6hahran

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Madinah

#bha

>assim

#4 6ubai

#bu 6habi

CO#T ITEM#

raining and Eent "anagement uses cost items to determine and represent the

costs incurred by business eents. 2ost items are also required when you want totransfer eent costs to 2ost Accounting, for internal actiity allocation for instructors,and for determining a price proposal.0epending on business needs, each cost item can be defined as #eleant for transferor not which will determine the actual posting cost to 5inance which is open for userfor updating.Posting training 'ost *ill not +e in'luded. Onl( a'tivit( allo'ation o0emplo(ees training 0ees *ill +e trans0erred to $inan'e.

OCATION

ou can assign locations to business eents when you create the eents. ou can alsorelate a location with location:dependent resources such as rooms. ou create theserelationships in the steps 2reate #oom and 2reate Other #esources.ite:dependent additional data (currency, language, and calendar with information onpublic holidays in the business eent location*3t is not mandatory to set up locations, especially if your business eents are all heldat the same location.

ORGANI3ER


P#V? 9 Create... A com'an( can be an or)an&=er# an atten%ee# or anem'lo(er o$ eternal 'ersons>

P#VO 9 C/ange-Displa(... C7an)e o$ "&s'la( an r)an&=er

E)ternal organi!ers are ob+ects of ype 2ompany, customer, or interested party.3nternal organi!ers are ob+ects of the type organi!ational unit.Organi!ers can be assigned to business eent types. ou create this relationship inthe step 2reate business eent type.

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)ransaction Code - 6ame Description#LA,RL4@44:B 9 Cost Items B7ere (ou can ma&nta&n t7e %eta&ls o$ t7e Cost 3tems

entere% &nto SAP> ou can s'ec&$( 7et7er t7&s Cost 3tem&s 'er Atten%ee# us&ness E4ent# or 'er t&me !n&t> ou alsocan %eterm&ne 7et7er t7&s Cost 3tem &s rele4ant or not $or$&nance trans$er

)ransaction Code - 6ame Description#LA,RL4@44:4 9 o'ation A bus&ness e4ent locat&on &s t7e '7(s&cal 4enue o$

bus&ness e4ents an% sem&nars> ou store an a%%ress $or &t>




RE#OURCE T%PE

)ransaction Code - 6ame Description#LA,RL4@44 9 Resour'e T(pe Resource t('e &s t7e abstract %escr&'t&on o$ a )rou' o$

resources t7at 7a4e t('&cal $eatures &n common e>)> PC#!n& term&nal or room>

By assigning resource types to a business eent type, you create utilities that couldbe required for a business eent. ou assign the actual utilities (resources* requiredto the indiidual business eents.#ooms where seminars or courses take place can be combined to form the resourcetype >#oom>. he adantage of this is that you can designate seeral rooms that haethe same equipment as a resource type.

ou record data for resource types under the following headings% 2apacity, undercapacity, you can specify the ma)imum, optimum and minimum number of placesaailable. he system uses this data for checks against the business eent or eenttype capacity during booking transactions.

• 2osts, you can assign costs (sub:diided into cost items* to resource types. hese can be transferred to 2ontrolling and can be used to calculate a priceproposal for a business eent.

• Aailability indicators, under aailability indicators, you can specify theconditions attached to resource types releant for business eent planning.

• ou specify whether a resource type is flagged as >required>, which means thatit must be aailable for the eent. ou also specify the quantity required pereent or per attendee.

6ist of #esource ypes would be as follows%

#esource ype?ame

Pro+ector/0ata show

raining "aterials

#oom

5lipcharts

6aptop

Pointer

2amera

0igital 2amera

RE#OURCE


#LA,RL4@44B 9 Room A Room &s a s'ec&al resource 7&c7# unl&;e ot7er resources#can conta&n &n$ormat&on about bu&l%&n)s &nclu%&n)a%%resses8>

#LA,RL4@44F8 9 EternalInstru'tor

B7ere (ou can ma&nta&n Eternal 3nstructor %eta&ls> oucan relate t7&s Eternal 3nstructor &t7 t7e us&ness e4ent7en ma&nta&n

#LA,RL4@44F@4 9 Ot/er Resour'e B7ere (ou can ma&nta&n t7er Resource %eta&ls

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he utilities required for a business eent. #esources are resered by businesseents.

"U#INE## EVENT CATAOGUE

he business eent catalog is presented in a hierarchical form. 3t is made up ofbusiness eent groups and eent types.

GMC 'urrent training /istor( *ill +e used as a Training Catalogue.

"U#INE## EVENT GROUP

)ransaction Code - 6ame Description#LA,RL4@44F 9 "usiness EventGroup

T7e bus&ness e4ent )rou' allos (ou to class s&m&larbus&ness e4ent t('es to)et7er> 3t &s also 'oss&ble to set u'bus&ness e4ent )rou's &n a 7&erarc7&cal structure>

A grouping together of business eent types that share the same characteristics ordeal with related sub+ect matter. Business eent groups can, in turn, be combined toform oerlying business eent groups resulting in a hierarchically structuredcurriculum or catalog.

"U#INE## EVENT T%PE


#LA,RL4@44 9 "usiness EventT(pe

A bus&ness e4ent t('e &s a )rou'&n) to)et7er o$ bus&ness e4ents t7ats7are t7e same attr&butes>

A prototype eent including all of the general attributes that apply to eents of thistype. A business eent type is not scheduled to take place on a specific date.Business eent types are assigned to eent groups. Eent groups and types form thebasic framework of the business eent catalog.

"U#INE## EVENT


P#V7 9 "usiness Event Menu 3n t7e business event menu (ou can createan% e%&t bus&ness e4ent %ates &n a structure%en4&ronment> T7e $ollo&n) $unct&ons area4a&lable $or e4ent %ates: create# c7an)e#%&s'la(# $&rml( boo;/cancel# loc; J unloc;#

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$olloJu' a bus&ness e4ent

A specific occurrence of a business eent type, scheduled to take place on a specific

date. A business eent (also referred to as a business eent date* inherits all of theattributes stored for the eent type, and is scheduled to take place on a specific date.Business Eent dates can be created either with or without resources (location,instructor, and so on*.

DEIVER% MET,OD

he method by which the Business Eent will be deliered.

6ist of 0eliery "ethods are as follows%

"U#INE## EVENT CATAOGUE

)ransaction Code - 6ame DescriptionP#V7 9 "usiness Event Menu 3n t7e business event menu (ou can create

an% e%&t bus&ness e4ent %ates &n a structure%en4&ronment> T7e $ollo&n) $unct&ons area4a&lable $or e4ent %ates: create# c7an)e#%&s'la(# $&rml( boo;/cancel# loc; J unloc;#$olloJu' a bus&ness e4ent

PV4@ 9 Create *it/ Resour'es T7&s $unct&on lets (ou create a bus&nesse4ent %ate an% reser4e t7e resources t7atare re<u&re% $or &t>

PV44 9 Create Wit/out Resour'es T7&s $unct&on lets (ou create a bus&nesse4ent %ate an% &t7out reser4&n) t7eresources t7at are re<u&re% $or &t>

PV4A 9 C/ange T7&s $unct&on lets (ou c7an)e a bus&nesse4ent %ate an% reser4e t7e resources t7atare re<u&re% $or &t>

PV4" 9 Displa( T7&s $unct&on lets (ou %&s'la( a bus&nesse4ent %ate an% reser4e t7e resources t7at

are re<u&re% $or &t>P#VP 9 Planning Menu B7en sett&n) u' (our bus&ness e4ent

catalo)# (ou can 'lan mult&'le bus&nesse4ent %ates at one )o &n t7e dynamic

planning menu base% on t7e %eman% t7ate&sts $or t7em> T7e s'ec&al $eature o$ t7e'lann&n) $unct&on &s t7at &t &nclu%es anautomat&c %eman% %eterm&nat&on $unct&on>T7e number o$ %ates (ou 'lan %e'en%s on

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2od

e

0eliery "ethod

999= 2lassroom raining

999< $irtual 2lassroom raining

999; 'eb:Based raining

999@ Public Eent




t7e %eman% t7at t7ere &s $or t7em> T7&s can

be %eterm&ne% be$ore (ou start t7e 'lann&n)'roce%ure>

&n this business process$ 7MC Training specialist can create business event dates along with selecting the

required resources for each event.

1ot only creating currentAfuture dates$ but also ability to plan the dates based on multiple criteria!

• "revious year booing

• "re=booing till a certain date

• "revious year planning

DA%9TO9DA% ACTIVITIE#


P#V4 9 Attendan'e Menu S&n)le screen $rom 7&c7 (ou can 'er$orm %&$$erent Atten%ance act&ons on Atten%ees> ou can boo;#'reboo;# cancel an Atten%ee or a l&st o$

PV@@ 9 "oo=2 Attendee 0or "usinessEvent

B7ere (ou can re)&ster an Atten%ee $or a certa&nus&ness e4ent

PV@ 9 "oo=2 Attendee ist 0or"usiness Event

B7ere (ou can re)&ster l&st o$ Atten%ee $or a certa&nus&ness e4ent

PV@ 9 "oo=2 Attendee 0or "usinessEvent ist B7ere (ou can re)&ster an Atten%ee $or a l&stus&ness e4ent

PV@7 9 Pre+oo=2 Attendee 0or "usinessEvent T(pe

B7ere (ou can 'reboo; an Atten%ee $or a certa&nus&ness e4ent

PV@ 9 Pre+oo=2 Attendee ist 0or"usiness Event T(pe

B7ere (ou can 'reboo; l&st o$ Atten%ee $or a certa&nus&ness e4ent

PV4 9 Pre+oo=2 Attendee 0or "usinessEvent T(pe ist

B7ere (ou can 'reboo; an Atten%ee $or a l&stus&ness e4ent

PV@8 9 Repla'e B7ere (ou can re'lace an Atten%eeIs boo;&n) &t7anot7er Atten%ee

PV@4 9 Re+oo= Attendan'e B7ere (ou can reJre)&ster an Atten%ee $or a certa&nus&ness e4ent

PV@: 9 Can'el Attendan'e B7ere (ou can cancel an Atten%ee $or a certa&n

us&ness e4entPV8: 9 Appraisals B7ere (ou can create a''ra&sals $or Atten%ees

1"2 raining pecialist can e)ecute all of the functions relating to booking actiities. ou can e)ecute all of the functions for attendance bookings contained in day:to:dayactiities.3n the dynamic attendance menu, aailable functions are%

• Book attendance

• Prebook attendance (for business eent types*

5/22/2011

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• #eplace attendance

• #ebook attendance

• 2ancel attendance

• Book attendee lists

"OO<ING PRIORIT%

'hen you book attendance, you can assign the booking a priority or let the systemassign it automatically. he following restrictions apply%

• ou can assign normal booking priority up to optimum capacity only. Bookingswith this priority are assured a place on the eent as a rule but they may bemoed down to the waiting list when the eent is put in firmly booked status.

• ou can assign essential booking priority up to ma)imum capacity. A booking

with this priority is assured a place on the business eent. Essential bookingscannot be displaced when the eent is firmly booked.

• ou assign a waiting list booking when a business eent is fully booked. oucan assign waiting list candidates places on the eent if they become aailableas a result of cancellations.

Booking priorities are indicated by a numeric alue.

CORRE#PONDENCE

)ransaction Code - 6ame DescriptionPV<@ 9 ,istor( T7&s transact&on enables (ou to 4&e t7e7&stor( o$ corres'on%ences sent to

Atten%ees eac7 &t7 &ts statusPP:@ 9 Manual Output enables (ou to sen% manual

corres'on%ence &n %&$$erent s&tuat&ons to%&$$erent Atten%ees

ou can output a ariety of notifications to attendees for the actiities in raining andEent "anagement, such as confirmation of attendance, eent cancellation, and soon.

?otifications can be output to a ariety of media including printer, 3nternet mail,onscreen, and so on. 'ith manual output, you also hae the option of using "icrosoft'ord standard letter function and downloading the notification into "icrosoft 'ord.

?otification output is documented in 2orrespondence 8istory. his function lets yourequest a report for documents output to a gien attendee during a specific timeperiod, such as if and when an attendee receied a confirmation of registrationnotification.

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#ample Noti0i'ations /ave +een sent to GMC 0or revie*.

RECURRING ACTIVITIE#


PV47 9 $irml( "oo= - Can'el nce (ou 7a4e %ec&%e% t7at a bus&nesse4ent &s to ta;e 'lace %e$&n&tel(# (ou can$&rml( boo; &t> T7e $unct&on firmly bookautomat&call( tr&))ers ot7er act&4&t&es:

Atten%ees rece&4e %e$&n&te con$&rmat&on o$re)&strat&on# can%&%ates &t7 a&t&n)Jl&st

boo;&n)s are e&t7er reboo;e% $or ot7ere4ents# con4erte% &nto 'reJboo;&n)s $or t7ee4ent t('e# or rema&n on t7e a&t&n) l&st>

PV4: 9 o'= - Unlo'= Loc;&n) a bus&ness e4ent tem'orar&l( closest7e atten%ee l&st> ou can loc; bot7 &nternalan% eternal bus&ness e4ents &n bot7'lanne% an% $&rml( boo;e% status>

PV4B 9 $ollo* Up nce a bus&ness e4ent 7as be)un or &s)&4en t7e status firmly booked # (ou can'er$orm $olloJu' act&4&t&es $or &t> T7ebus&ness e4ent object&4es can be aar%e%

as <ual&$&cat&ons to t7e atten%ees> 3$ t7eobject&4es are to be trans$erre% as<ual&$&cat&ons to t7e atten%ees %ur&n) $olloJu' 'rocess&n)# (ou must ass&)n a 4alue tot7e <ual&$&cat&ons> T7&s 4alue &s store% &n t7ea%%&t&onal %ata o$ t7e relat&ons7&' t7at &screate% beteen t7e atten%ee an% t7e<ual&$&cat&on>

PV88 9 Appraisals T7e Appraisal $unct&on &n Training and EventManagement enables (ou to 'er$orma''ra&sals o$ bus&ness e4ents an%

atten%ees> T7&s 'ro4&%es (ou &t7 an&m'ortant met7o% o$ <ual&t( assurance an%;ee's (ou &n$orme% o$ t7e le4el o$;nole%)e an% <ual&$&cat&on o$ (ourem'lo(ees>

PV4D 9 Pri'e Proposal T7&s $unct&on re'ort R6CPR3008 lets (ou&nstruct t7e s(stem to calculate a 'r&ce'ro'osal $or a bus&ness e4ent base% on t7ecost &tems store% $or &t# t7e re$erence un&ts

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an% reser4at&on t&mes>

Gnce creating business event and booing attendees$ list of recurring activities can be performed

on any business event as follows!

• 5irmly book business eents, in other words, put them in actie status. Once aneent has been firmly booked, notifications will be sent to attendees with apredefined template.

• 2ancel business eents. 2ancellation can be due to many reasons as illustratedlater in this document. Once a business eent is cancelled, notifications will besent to attendees, and possibility to create pre:bookings for all attendees isgien to the raining pecialist.

• 6ock (and unlock* business eents. his temporarily closes the attendee list forbookings.

• 5ollow up business eents, which is the process of updating the qualificationprofile for internal employees.

• 2reate appraisals for business eents. Appraisals will coer, Attendee Appraisaland Business eent Appraisal. Templates will be pro"ided by 5+) Team ife%ists#

• 2arry out billing and internal actiity allocation for business eents.

• Automatically calculate a price proposal for an eent.

"U#INE## RUE#

Below is the business rules agreed on coering the process of raining andEent "anagement module%

ATTENDEE C,EC<ING

bookings forsame businesseent type

Pre:bookingsfor samebusinesseent type

prerequisitebusinesseent

Attendee>sCualification

Applicant Error Error Error 'arning

E)ternal person Error 3nformation Error 'arning

Prospect Error 3nformation Error 'arning

2ustomer Error 3nformation Error 'arning

Organi!ationalunit

Error Error Error 'arning

Person Error Error Error 'arning

2ontact person Error Error Error 'arning

2ompany Error Error Error 'arning

7ser Error Error Error 'arning

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DA% TO DA% ACTIVITIE#

Action $alue"essage type for changes to historicalattendances

'arning

"a)imum waiting list capacity =

"essage ype 'hen 'aiting 6ist 2apacityE)ceeded

'arning

CON$ICT#

CANCEATION

$alue

0efault alue for cancellation fees =999

"ode for moe:ups from waitinglist

3nteractieD 7serelection

#eason for 2ancelation $ees $ree o0C/arge

Organi!er cancels attendancebooking

es

Prerequisites not fulfilled es

uperisor re+ects booking

request

es

5orce "a+or es

Employee cancels = week beforestart

<9

Employee cancels = day beforestart

9

Employee cancels = month beforestart

es

Employee cancels after start =99

$IRM% "OO<& CANCE

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Action

"ess. ype for attendance/instructor func.conflict

Error

"essage type for attendance/attendanceconflict

Error

Action

2onersion of 7nplaced 2andidates toPrebookings

es

#eason 5or 2ancellation

"inimum bookings not reached

#equired resources not aailable

raining room not aailable

3nstructor not aailable

#e:schedule to another time5orce "a+or




APPENDI1 A

7MC special business requirements!

(. Create a custom report to chec on business events already completed and follow=up$ and

bring a list of attendees and chec if the event is finished by , days and attendee did not fillin 4vent Report evaluation$ to send an email notification.

APPENDI1 "

GMC MA#TER TRAINING CATAOGUE

4567 89 7G>5A5AN J8KG6@6 >7 :;< 56 >6 98??8B6C• se of office equipment

• Manufacturer Training

• #dvanced Ieadership 6ynamics

• Time Management

• "rinciples of Hospital "lanning and 6esign

• "ro<ect Management

• Communication 'ills

• Basic 'elling 'ills

• "resentation 'ills

• 7MC 'ystem Training

• Iead

• #dvanced Managerial 'ills= +eddah

• #dvanced Managerial 'ills Riyadh

• 'enior8s Iead

• Typing

• Ieadership and managing a team

• 'ystems #nalysis

• 4nglish Ianguage course

• 4mployee 4ngagement for Managers8

• Manufacturer 'ervice Training

• 1egotiation 'ills

• #dvanced 'elling 'ills

APPENDI1 C

#TANDARD REPORT#

?ollowing are the list of standard reports to be used in Training and 4vent Management module!(. #ttendee Iist

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*. #ttendance Iist,. 4mployee Iist

-. Booings per #ttendee

. #ttendee8s Training History

/. #ttendance "rerequisites

. #ttendee8s >ualifications

D. "rerequisites MatchupF. #ttendee #ppraisals

(5. "rebooings per Business 4vent Type

((. "rebooings per #ttendee

(*. #ttendees for Rebooing

(,. #ttendance 'tatistics

(-. #ttendance and 'ales 'tatistics

(. Cancellations per Business 4vent

(/. Cancellations per #ttendee

(. Budget Comparison

(D. Business 4vent 6emand

(F. Business 4vent 'chedule

*5. Business 4vent #ppraisals*(. Business 4vent Hierarchy

**. #ttendance 'tatistics

*,. Business 4vent Brochure

*-. Business 4vent &nformation

*. Business 4vent 6ates

*/. Resource Iist per Business 4vent

*. Resources 1ot 9et #ssigned per Business 4vent

*D. Business 4vent "rices

*F. Resource 4quipment

,5. Resource Reservation

,(. &nstructor &nformation

,*. 7raphical Resource Reservation,,. #vailableAReserved Resources

,-. Resource Reservation 'tatistics,. Resources 1ot 9et #ssigned per Resource Type

11% Managing (mployee &e7uest

0ifferent request types are being created by employees for many reasons. Eachrequest has a different approal leels which cannot be set as a rule applied on allemployees.

Proposed #olution2

?ew 3nfotype to be created saing the different approal leels required for eachemployee. Once an employee creates a serice request, the program will get theapproal hierarchy needed for this serice request and compare against the aluessaed for this employee and proceed with the process.

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?ew maintenance screen needs to be created listing number of approal andapproal type needed for each serice request.

Proposed solution for Administration Employees- request is as follows%=. ?ew screen D Re)uest T(pe Approval : will be designed to sae all request

types along with number of approal leels it requires and the approer title.0etails will be as follows%

#equest ype

#equest 30

Approal 6eel (n*

Approer itle

<. 5or each employee a new 3nfotype D Approval ,ierar'/( :will be created tosae the different approal hierarchy an employee can use. 0etails includes%

Approer itle D select from the availa)le Approver title as per availa)le in thesstem

Approer ?umber D select from the emploee list 'ithin 3MC

Approer ?ame D automatic populated after selecting Approver -um)er

;. 'hen an employee creates #equest of any type, system will alidate againstthe approal it requires. Based on the records e)ists in %e5uest Tpe Approvaltable, it will reads the different approal leels with types, and check againstthe employee-s Approval Hierarch 3nfotype, and send the notification to theresponsible manager

@. 2entral screen of approal will be created with access gien to all "anagers tobe able to select employee-s request, and approe or re+ect.

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Subm&t

$or A''ro4al

A''ro4e%

es

"&rect Mana)er

A''ro4al

Create 9acat&on

Re<uest

"&4&s&on Mana)er A''ro4e%

En% Bor;$lo2

Mo%el "es&)ner : *****************

us&ness ner : *****************

E m ' l o ( e e

" & r e c t M a n a

) e r

" & 4 & s & o n M a n a ) e r

8acation &e7uest

A r e a

M a n a ) e r

es

Area Mana)er

A''ro4al A''ro4e%

F & n a n c e

esF&nance A''ro4al

M "

A''ro4e%

M" A''ro4al A''ro4e%

es

es

11%10 )ra'el Management

=. he cycle of trael management coered within 1"2 is as follows%

• Before AP 1"2 Operator was responsible of entering the ticket request deliered byemployees into system.

• Employee creates a ticket #equest using a pre:defined hard copy template.

• #equest is being approed by direct manager and diision manger (or Area manageras replacement for the 0iision "anager*

• 5inance 0irector needs to approe the ticket 6PO or the rael Order. (5orm supportedfrom the agent*

• At this point 1"2 Operator will be haing Original rael order (approed from 5inance0irector* F Original icket #equest (signed from the passenger and approed from the0irect "anager F 0iision or Area "anager.

• Operator will send the rael Order (Original F 2opy* to the agent to issue the ticket,and he should send the icket request to 5inance.

• rael Agent send in ticket inoices twice a month, from =:= sent on =th and ticketsfrom =th to ;9th are sent on ;9th each month attaching to it the copy of the raelOrder.

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• 5inance should attach the inoice along with its trael order as it is receied from theAgent, to the icket request receied from the Operator.

• hese inoices will be entered by finance as inoices from supplier.

<. Each employee is entitled to a certain number of tickets. After this number, tickets are

charged from his payroll. 'hen requesting a acation of type raining, need to select anapproed ticket request to attach to. hese all will be part of the $acation #equest screen.

;. #equest type GAir icket- to be issued by employee and pass through the pre:defined leelof approals.

@. #equest type G2ancel icket- to be issued by employee to cancel an already created ticketrequest.

. GPetty 2ash Payment- #equest to be issued by an employee and pass through a pre:defined leels of approal.

. N#efunds #eport to display all 2ancel ticket requests.

Subm&t

$or A''ro4al

A''ro4e%

o

es

"&rect Mana)er

A''ro4al

Enter&n) T&c;et

Re<uest "el&4ere%

b( em'lo(ee

"&4&s&on Mana)er

or Area Mana)er A''ro4al

A''ro4e%

o

es Sen% To A)ent

Mo%el "es&)ner : *****************

us&ness ner : *****************

' e r a t o r

" & r e c t M a n a ) e r

" & 4 & s & o n

M a n a ) e r o r

A r e a

M a n a ) e r

)ra'el &e7uest

F & n a n c e " & r e c t o r

esF&nance LP or

Tra4el r%er A''ro4al

A''ro4e%

o

11%11 #sing (mployee Sel*-Ser'ice and Manager Sel* Ser'ice

INTRODUCTION

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The Business 6ocument is a detailed description of your business processes and system requirements.

E## > M## OVERVIEW

Employee elf:erice (E* enables employees to create, display, and change theirown data in the intranet used at their enterprise. By enabling employees to accesstheir own data, 8# processes are standardi!ed and simplified. As a result, employeesin the 8uman #esources 0epartment can concentrate on other tasks of greaterstrategic importance."anager elf:erice ("* enables "anagers to create, display, and change theirown data and the employee-s actions in the intranet used at their enterprise. "enables all managers to take oeriew about all employees are assigning to them.

EMPO%EE #E$9#ERVICE E##

Employee elf:erice gies 1"2 employees the ability to perform certain processesby themseles. his will sae time and effort put on 8# Personnel when processingthese types of requests for large number of employees.

tarting from a alid username and password, an employee can logon to 1"2 Portal,and start using E.E is based on i$iew concept which is each process an employee can use isincorporated as an i$iew within AP Portal. 4ust selecting the required i$iew, E willstart working and getting data from and to the backend E#P.

INTEGRATION

&ntegration between '#" HR 4mployee 'elf 'ervice and multiple other application components enables

you to streamline internal processes. &ntegrated HCM component with '#" HR 4mployee 'elf 'ervice

as follows!


Pa(roll 7sing Payroll tatement, all payroll data can bedisplayed or printed for employees


7sing Personnel 3nformation, an employee can changeor display Personnel 3nformation, Address, 5amily"embers, and Bank 0etails information. Also, lookingfor employees through searching for people

Personnel Development 0isplaying and changing qualification profile directlyfrom E

MA#TER DATA

All data to be used when working with E will be based on the master data enteredin standard 82", the 1raphical 7ser 3nterface. his means that any data entered fromthe backend E#P will be reflected and accessed in E.

E## WOR<#ET-IVIEW#

Below are the i$iew which will be part of E implementation in 1"2%

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EMPO%EE #EARC,

his workset enables employee to search for any employee within the organi!ation. <i$iew will be used in this workset, 'ho:is:'ho which lists down all the employeeswithin 1"2 with general basic details of like% ?ame, Position, 0epartment, and2hange Own 0ata which enables the employee logged on to change his own 3nternal3nformation 399;<.2hange Own 0ata will be assigned to < different roles one for changing and one foronly displaying.

Adanced earch will be as follows%

PER#ONA IN$ORMATION

3n this page, E gies list of i$iew (serices* can be used to maintain certainemployee details.

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ADDRE## #ERVICE

he Address serice enables the employees at your enterprise to display and edittheir own addresses. 3n this way, employees can keep their own data up:to:date,while simultaneously reducing the number of time:consuming and e)pensie

actiities performed by the 8uman #esources 0epartment>

"AN< DETAI#

he Bank 0etails serice enables the employees in your enterprise to display and edittheir own bank details.

$AMI%-REATED PER#ON

he 5amily/#elated Person serice enables the employees at 1"2 to display and editdata about their own family members and related persons.

PER#ONA DATA

he Personal 0ata serice enables the employees at 1"2 to display and edit theirown personal data.

?eed to add 2ommunication 3nfotype aailable to enter/update nickname if possible.

WOR<ING TIME

This :orset will be woring with all employee time data which can be displayed wored with

through 4''.

EAVE RE?UE#T

Employees can 2reate 6eae #equest for any absence or to notify their superior. heleae request is submitted to the employee-s superior for approal. Employees cancheck the status of their request.

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alidity of each qualification can be displayed, thus enabling employees to see, fore)ample, where they require further training.

CORPORATE IN$ORMATION

1"2 will store documents and serices that comprise general information about it.0ocuments that can be stored in this area include security regulations and thegeneral code of conduct in place at your enterprise. his needs to be changed laterbased on 1"2 requirement, based on this training will be needed to 1"2 person onhow to change this.

6ist of 1"2 policies will include% Promotion 2riteria, 2ar 6oan Policy, 2ar rael Policy,?ew:8ire 8andbook, 4ob 0escriptions and $acation Policy.

Add another i$iew for 1"2 Portal.

A##ET#

his i$iew gies employees information on the deices that are assigned to them. hedeices can be assets from the Asset Accounting component, equipment from thelant Maintenance component :only if actiation of this will not result in error, will beactiated :, and ob+ects on loan from the Human %esources component based onmodules implemented.

MANAGER #E$9#ERVICE

"anager elf:erice gies 1"2 managers the way to perform many transactions

without need to interrupt the daily work of Personnel Administration especially in thearea of generating important reports. A manager will logon with a alid username andpassword specific to him/her and then can perform many processes like Attendance#eport, 8eadcount #eport, and "onitoring of asks.?ot only running updated reports, but a manager can initiate personnel changerequest for one or more of his/her employees performing a certain action likepromotion, transfer. his P2# will be transferred for approal based on the approalworkflow actiated.

INTEGRATION

All data to be used when working with " will be based on the master data entered

in standard 82", the 1raphical 7ser 3nterface. his means that any data entered fromthe backend E#P will be reflected and accessed in ".

Module Integration


1et all employee-s assigned to the manager andinitiating a list of Personnel 2hange #equests (P2#* tostart a certain Personnel Administration process

Organi!ation All actions manager can perform on a certain employee

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This i)iew enables manager to view information related to their employees that include! 7eneralinformation lie Grgani%ation nit$ "osition$ employee 7roupA'ubgroup$ and "ersonnel #reaA'ubarea. &t

also displays "ersonnel &nformation of the employee selected from &T555*$ all the absences taen by the

employees. &f there any monitoring of tass related to any of the manager@s employees$ will be displayed

in tabular format including the name of the tas$ and expiration date. &t also lets the manager display the

company property that has been made available to employees assigned to his or her area of responsibility.

The system reads the data from the Gb<ects on Ioan &nfotype.

?UAI$ICATION#

7MC@s managers to display qualifications$ and the respective proficiency$ for employees in their area of

responsibility.

This will be the same as "ersonal &nformation$ * roles will be created one display and the other to

maintain.

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PER$ORMANCE MANAGEMENT

:ith this i)iew$ manager can display list of appraisal documents created for hisAher employees with allthe document details lie status$ overall rating.

The manager uses the Performance Management Document i)iew to process the appraisal form defined

from the '#" #ppraisal Management Module.

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COMPETENC% MANAGEMENT

The Competency Management area comprises an i)iew that enables managers to display an overview list

of all positions in their area of responsibility and allows them to branch from this list to maintain position

requirements.

This also will be for display and maintain in * separate roles.

PER#ONNE C,ANGE RE?UE#T

"ersonnel Change Request is a way by which 7MC Manager can initiate a certain "ersonnel

#dministration request for one of hisAher employees. Manager can select from a list of "CRs available in

M''$ select an employee for whom the request is to be initiated$ #dobe #crobat form will be displayed

contain the request details the manager needs to fill$ once filled$ manager can review and send for

approval.

#vailable "CRs in M'' are as follows!

#ll "CRs will be activated except :oring Time.

Personnel Administrator will be notified with the approed Personnel 2hange #equestthrough a ransaction in AP E#P 82". 8e/she will be accessing this transaction andrun to see the approed P2#s, using the standard Personnel Administration actionsMhe/she can perform the action and set the status back to 2ompleted.

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P2# process workflow will be based on standard workflow as follows%

Subm&t$or

A''ro4al

A''ro4e%

o

1st A''ro4er 9&e PCR A)a&nst

Em'lo(ee

Create PersonnelC7an)e Re<uest

2n%

A''ro4er 9&e PCR A)a&nst

Em'lo(ee A''ro4e%

o

es

En% Bor;$lo

Mo%el "es&)ner: *****************

us&ness ner: *****************

M a n a ) e r o $

E m ' l o ( e e

" & r e c t M a n a ) e r

A ' ' r o 4 a l 1 S T

" & r e c t M a n a ) e r A ' ' r o 4 a l

2 n %

Personnel C3ange &e7uest (SS 9MSS

6ater on 8r Personnel will be accessing a standard 8# transaction which will displaythe approed P2#s to process the change request by normal Personnel Administrationactions.

REPORT#

This worset enables the managers to run some important reports related to their daily business and

involving their employee. These reports require the integration between M'' and Business :arehouse

B&.

u%)et &9&e &ll be act&4ate% to s7o t7e %&$$erences o$ cost centers to mana)ers>

11%1$ &eports and orms

1 Per*ormance Management

• e re'ort to 'r&nt man)ersH $ee%bac; o$ an a''ra&sal as 'er GMC tem'late> T7&s 'r&nt &ll bet7rou)7 a ma&ntenance screen %&s'la(&n) a''ra&sal $ee%bac; an% acce't enter&n) a $&nal comment>

• Re'ort to <uer( on a''ra&sals o$ status KRejecte%H an% sen% not&$&cat&on to mana)er> ot&$&cat&ons&ll &nclu%e: A''ra&ser ame# A''ra&see ame# A''ra&sal "ate# an% Status>

•

Re'ort to %&s'la( em'lo(ees 7o %&% not been e4aluate%> T7&s &nclu%es Em'lo(ee ame# umber#an% Mana)er an% sen%s automat&c ema&l to Mana)ers

• Pro)ram to sen% not&$&cat&ons to mana)ers o$ net a''ra&sal to be 'er$orme% on ?an# A'r&l# ?ul(#an% ctober>

• Smart $orm an% 'r&nt 'ro)ram $or A''ra&sal E4aluat&on tem'late

$ )raining Management

• Create a custom re'ort to c7ec; on bus&ness e4ents alrea%( com'lete% an% $olloe%Ju'# an% br&n)a l&st o$ atten%ees an% c7ec; &$ t7e e4ent &s $&n&s7e% s&nce + %a(s an% atten%ee %&% not $&ll &n E4entRe'ort e4aluat&on# to sen% an ema&l not&$&cat&on to t7e atten%ee>

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• Alert to be )enerate% 7en 7&r&n) a ne em'lo(ee but not sto''&n) t7e 7&r&n) 'rocess %&s'la(&n)Sau%&=at&on Percenta)e

• Screen to ;ee' Perm&tte% 9&sa T('es $or GMC base% on Countr( o$ or&)&n> T7&s &ll conta&n: 9&saT('e# Countr(# Total# !se%# oo;e%# an% Rema&n&n)

• En7ancement to be %one &n 3T 0002> S(stem &ll nee% to %e%uct $rom l&st o$ a4a&lable 4&sas 'er

em'lo(ee countr(# an% job &n case o$ Em'lo(ee> B7en recru&t&n) an A''l&cant# &t nee%s to boo; oneo$ t7e a4a&lable 4&sa number as 'er a''l&cantHs countr(> T7&s &s onl( $or Local recru&tment>

• e &n$ot('e $or $am&l( %e'en%ants &nclu%&n) %e'en%ant number an% '7oto o$ %e'en%ent>

+ &ecruitment Management

• Create ne 3n$ot('e 7a4e Earl&est ?o&n&n) "ate# Pre4&ous Salar&es# &llness %escr&'t&on# current3<ama job# an% 4&sa status J &ll be C&t&=en# o 9&sa# Res&%enc( 9&sa JTrans$erable Res&%enc(9&sa Trans$erable# 9&s&t# Tra&nee an% trans&t 9&sa8J>

• Le)al A%m&n&strat&on

• e screen to ma&nta&n Pelant( Grou's# Penalt( T('es# Penalt(

• Custom 3n$ot('e IPenalt(I to be create% sa4e Penalt&es an em'lo(ee can 7a4e> 3nclu%es Subt('esas Penalt( Cate)or(# Penalt( T('e# "ate# Penalt(

• e Re<uest T('e $or em'lo(ee Penalt(> 3nclu%es Em'lo(ee ame# umber# "ate o$ Penalt(# an%"escr&'t&on> T7&s &s sent to A%m&n $or a''ro4al# an% t7en to F&nance to ammen% to Pa(roll

• e Re<uest T('e $or em'lo(ee Penalt(9acanc( Re<uest> 3t &nclu%es 9acanc( ame# Reason $orRe<uest# an% Re<uest "ate> T7&s &s sent to su'er4&sor $or a''ro4al# an% t7en to 6C @ T""e'artment $or ammen%

• e 3n$ot('e IA''ro4al 6&erarc7(I> 3t &nclu%es A''ro4er T('e# Em'lo(ee umber# ame

• Ma&nta&nance screen to sa4e Re<uest T('e> A''ro4al Le4els &t7 se<uence# A''ro4er T('e

• Ma&nta&nance screen to sa4e Re<uest T('e> A''ro4al Le4els &t7 se<uence# A''ro4er T('e

• Ma&nta&nance screen IA''ro4al Bor;benc7> !se% b( mana)ers to a''ro4e re<uests> 3t &nclu%es#cate)or&=at&on b( Re<uest T('e# "ate# em'lo(ee number# ame# Status# Comments

)ra'el Management

• A&r T&c;et Re<uest Form

• Cancel T&c;et Re<uest

• Pett( Cas7 Pa(ment

Documents

96352674 Sap Hcm Business Blueprint