HR Blue Print

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Document Tracking

Version Version date Revised by Change Description

1.0 08-Jan-2009 New First release

Acceptance

In witness thereof, the parties, in signing this acceptance, have agreed that Unisoft

Infotech Pvt. Ltd. has successfully completed the Business Blueprint AAA

for the HR Module and has met all the deliverables as mentioned in the contract.

Name Designation Date Signature

Mr. Vijay Shukla

Mr. Vishad Jagasheth

Mr. Amit Sharma

Mr. Pra shantKumar T Consultant

Mr. Vishad Jagasheth Project Co-Ordinator (ANIL)

Mr. Mukund Kulkarni Project Manager(UNISOFT)

Business Blueprint Page 2 of 56

Human Resources

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Confidential Document

Contents

0. Introduction ........................................................................ 5

1. Overall Enterprise structure ..................................................... 5

1.1 Overview ............................................................................... 5

1.2 Definition ............................................................................... 5

1.3 Organizational Units ................................................................ 5

2. Organization Management ................................................... 7

2.1 HR Structure .......................................................................... 7

2.2 HR Enterprise Structure ........................................................... 7

* Company Code ....................................................................... 7

* Personnel Area ....................................................................... 8

* Personnel Subarea .................................................................. 8

2.3 Personnel Structure................................................................. 9

* Employee Group ..................................................................... 9* Employee Subgroup ................................................................ 9

* Payroll Accounting Area ..........................................................11

2.4 Organizational Structure/ Plan .................................................12

* Organizational Unit ................................................................12

* Jobs .....................................................................................12

* Positions ...............................................................................12

2.5 Pay Scale Structure................................................................14

* Pay Scale Type ......................................................................14

* Pay Scale Area ......................................................................14

* Pay Scale Groups & Levels ......................................................15

3. HR Master Data Maintenance...................................................15

3.1 Personnel Administration ...................................................15

* Infotypes and Infogroup .........................................................16

3.2 Personnel Actions ..................................................................16

3.3 Hiring:..................................................................................16

* Infotype Used For Hiring:........................................................17

3.4 Organization Re-assignment: ..................................................17

* Infotype Used For Organization Re-assignment: ........................18

3.5 Promotion:............................................................................18

* Infotype Used For Promotion:..................................................18

3.6 Termination: .........................................................................18

* Infotype Used For Termination: ...............................................19

3.7 Infotype details and their Explanations:....................................194. Time Management ..............................................................23

4.1 Calendar ...............................................................................24

* Holiday Calendar ...................................................................24


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* Factory Calendar ...................................................................26

4.2 Work Schedule ......................................................................26

* Daily Work Schedules .............................................................26

* Break Schedules ....................................................................27

* Period Work Schedule.............................................................28

* Work Schedule Rules..............................................................29

4.3 Absences ..............................................................................29

* Define Leaves........................................................................29

* Define Rules ..........................................................................30

* Define Quotas .......................................................................30

* Define Deductions ..................................................................32

4.4 Time Wages ..........................................................................32

* Over Time.............................................................................32

* Infotype Used For Time Management .......................................33

4.5 Infotype details and their Explanations:....................................34

5. Payroll ................................................................................38* Purpose ................................................................................38

* Payroll Area ..........................................................................38

5.1 Wage Types ..........................................................................38

* Customer Wage Types............................................................39

* Infotypes Used For Payroll ......................................................40

* Additional Infotypes for Payroll ................................................40

5.2 Pay scale Structure ................................................................43

* Pay Scale Type ......................................................................43

* Pay Scale Area ......................................................................43

* Pay Scale Groups & Levels ......................................................43

5.3 Payroll Accounting Area ..........................................................44

* Period Modifier/ Parameter......................................................44

* Remuneration Statement ........................................................46

5.4 Integration............................................................................46

6. Recruitment ........................................................................50

* Purpose ................................................................................50

* Recruitment Process...............................................................51

6.1 Number Ranges .....................................................................52

* Media and Instruments ...........................................................52

* Status of the Applicants ..........................................................53

6.2 Infotypes Used For Recruitment...............................................53

7. Training and Event Management ..............................................54

8. Personnel Development ..........................................................569. Reports in HR ........................................................................56


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0. Introduction

This Business Blue Print is the outcome of the second phase of Project AAA SAP

ERP Implementation at ANIL group of Companies, Ahmedabad. The initial phase of

the project was the AS-IS study carried out to understand the business processes at

ANIL. The study was initiated with a structured questionnaire based on the available

business processes in standard SAP. The study was not solely based on what are the

current processes at ANIL but was meant to arrive at how to use the standard

processes in SAP to ensure optimum utilization of the SAP ERP system.

1. Overall Enterprise structure

1.1 Overview

1.2 Definition

The first step in the implementation of the SAP ERP (R/3) system involves mapping

the structure of the respective enterprise onto the organizational units of R/3. This

structure mapping must ensure that

All business processes run smoothly, using resources as efficiently as possible

The requirements for internal and ext ernal reporting are met.

1.3 Organizational Units

Different types of orga nizational units are ava ilable in the R/3 System to represent

enterprise structures in the system. When we implement the system at ANIL, We willset up the following organizational units:

The R/3 System

Operating concern

Controlling area

Company code

Plant

The Business Structure Elements will be mapped to the R/3 organizational units.

Business Structure Elements R/3 organizational units

Enterprise The R/3 System


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Company Operating concern

Controlling area

Company code

Business location Plant

The central R/3 System is set up for enterprise in which all the functions for

Accounting, Logistics & HR are mapped.

Profitability analysis is executed in the operating concern. Cost centre and cost

element accounting take place in the controlling area. The company code controls

the financial accounting area and represents the company in the legal sphere.

Locations are represented by plants.


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2. Organization Management

2.1 HR Structure

HR structure consists of the following things:

Enterprise St ructure

Personnel Structure

Organizational Structure/ Plan

Pay Scale St ructure

2.2 HR Enterprise Structure

The HR Enterprise Structure is the structure of company according to personnel

administration, time management and payroll perspectives from the point of view of

your own company.

The HR enterprise structure has the following elements:

Company Code

Personnel Areas

Personnel Subarea

* Company Code

The company code is the organizational unit that allows you to structure your

enterprise from a financial accounting perspective.

The company code is the smallest organizational unit of Financial Accounting for

which a complete self-contained set of accounts are drawn up for purposes of

external reporting. This includes recording of all relevant transactions and generating

all supporting documents required for financial statements.

At Anil there will be three Company Codes:

1000 - ANIL PRODUCTS LIMITED

1010 - ANIL BIOCHEM LIMITED

1020 - AAHAR PRODUCTS PRIVATE LIMITED

A company code should be depicted from a tax law, commercial or other financial

accounting standpoint. It usually corresponds to a legally independent company.


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* Personnel Area

Personnel Area is an organizational unit representing an area in an enterprise

delimited according to personnel administration, time management, and payroll

accounting criteria.

At Anil there will be one Personnel Area.

Sl.

No. Personnel Area Code Personnel Area Text

1 1000 ANIL Products Ltd.

2 1010 ANIL Biochem Ltd.

3 1020 AAHAR Products Pvt. Ltd.

* Personnel Subarea

Personnel Subarea is an organizational entity that represents part of a personnel

area. It is delimited according to personnel administration, time management, and

payroll accounting criteria. It is also used to describe public holiday calendars,

payroll structures, and time management structures.

At Anil the following Personnel Sub Areas have been defined.

Sl. Personnel Area Personnel Sub Personnel Sub

No. Code Area Code Area Text

1 1000 1010 Ahmedabad - HO

2 1000 1011 Ahmedabad - C O

3 1000 1012 Ahmedabad - MO

4 1000 1013 Baroda - MO

5 1000 1020 Delhi SO

6 1000 1030 Mumbai - SO

7 1000 1040 Kolkata SO


9 1010 1011 Ahmedabad - CO


11 1010 1013 Baroda - MO

12 1010 1020 Delhi SO

13 1010 1030 Mumbai - SO

14 1010 1040 Kolkata SO


16 1020 1011 Ahmedabad - CO


18 1020 1013 Baroda - MO

19 1020 1020 Delhi SO

20 1020 1030 Mumbai - SO

21 1020 1040 Kolkata SO


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2.3 Personnel Structure

* Employee Group

Employee Group represents a primary subdivision of personnel structure. Anemployee group defines the extent to which its employees place themselves at the

disposal of the enterprise; it represents the category of an employee within the

enterprise.

At Anil the following Employee groups have been defined.

Sl. Employee group Employee group

No. Code Text

1 1 Regular

2 2 Probationer

3 3 Trainee

4 4 Retired

* Employee Subgroup

Employee Subgroups a re subdivision of employee groups. The employee subgroup is

defined by a two character alphanumeric code. All of the control features for the

personnel structure are defined at the employee subgroup level.

The following Employee Subgroups have been defined as per the business

requirement:

Sl. Emp. Grp. Emp. Grp. Emp. Sb.

No. Text Code Grp. Code Employee sub group Text

1 Regular 1 10 Chairman & Managing Director

2 1 11 Ma naging Director

3 1 12 Chief Executive Officer

4 1 13 Chief Operating Officer

5 1 20 Senior Vice President

6 1 21 Vice President

7 1 22 Assistant Vice President

8 1 30 General Manager

9 1 31 Deputy General Manager

10 1 32 Ma nager

11 1 40 Deputy Manager

12 1 41 Executive/ Process Suptd.

13 1 42 Officer/ Jr. Engg./ Supervisor

14 1 80 Un Skilled Old - A

15 1 81 Un Skilled Old - B

16 1 82 Un Skilled New 1

17 1 83 Un Skilled New - 2


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* Payroll Accounting Area

The payroll area is an organizational unit in the Human Resources department, which

can be defined for a unified payroll accounting area. Based on organizational

assignment criteria, all the employees who are accounted simultaneously in the

payroll are assigned to the same payroll area.

As a rule, payroll is run on the based payroll area; the syst em determines two pieces

of information for payroll:

a) Number of employees for whom a payroll accounting run is to be performed

b) Specific payroll dates

At Anil, the Payroll area and the other details have been defined as follows:

AllowancePayroll Area Payroll Area Payroll Run Salary Pay

PayCode Text Date Date

DateMonthly,

s t r dof every 3 of every Quarterly,1 Monthly Staff 1

month month Annually

Payment

Monthly,t h t h th4 of every 8 & 10 of Quarterly,

2 MonthlyWorker month every month Annually

Payment


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2.4 Organizational Structure/ Plan

* Organizational Unit

These are Units of your Company that perform a function. Depending on your

companies structure and how tasks are performed these orga nization units

represents a Division / Department of an Organization.

In ANIL group of companies the following units have been defines a s follows:

Sales & Mkt. Dept., Operations Dept., Supply Chain Dept., Sales Excellence & ITS,

HR, IR & Admin. Dept. Corporation Affa irs, Finance, Accounts & Business Corporate

Dept., R & D Dept., New Technology Dept., and Maize & Fuel Purchase

* Jobs

Jobs are classifications of functions in an enterprise (Manager, for example), which

are defined by the assignment of characteristics. Jobs serve as job descriptions that

apply to several positions with similar tasks or characteristics. The ongoing Work

level study findings can be used for defining the Jobs.

In ANIL group of companies the following Jobs have been defined as follows:

CMD, MD, CEO, COO, Sr. VP, VP, AVP, GM, DGM, Mngr., D Mngr., Exe /Process

Suptd., Officer /Jr. Engg. /Supv., US, SS, SK, HS and DR.

* Positions

It represents a post, which can be occupied by a person (employee) in the staff

assignments of an organizational unit.

For example, job = Manager and Position = Manager-HR


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TOTAL MANPOWER

Staffs : 218

Workers : 751

ANIL GROUP OF COMPANIES

ORGANISATIONAL ST RUCTURE

C MD / M D

C EO / COO

Sal es & Su p p l y Sal es F i n ., A/c & M ai ze & H R, IR &Op e r a tio n s R & D N ew T e ch . C or p .Exc el le n ceM kt . Ch a in BC Fu e l Ad mi n.

D ep t .. De pt . De p t . Af fa i rs& I T SDe p t. D ep t . De p t. Pu r ch a se De p t .

DG M -WCM , M ISVP - H R & Sr . VP -

Pap e r , T e xt AVP -Su p pl y & Au di t DG M - Ad minVP Sa le s C o rp .& O th e rs N ew T e c h.Ch a in s R & DEx ce ll en c eO p e ra t io n s Af fa i rs

(2 )M gr . -

WCM , M ISVP - C o rp .AV P - H R & Au di t

Sa le sPap e r , T e xt Af fa i rsM &FS.C .& O th e rs P ro d u c ti o n Ex ce ll en c e R & D (4 )Pu r ch a se

Ad mi n & ( 1 ) De p t.W CM , M IS (7 )Co n t r ac t

& Au di tH R

Pap e r , T e xt ( 7) ( 3)& O th e rs IT S De p t.

Pro d u c ti o n RM & F u e lS. C. Ad min( 15 )(4 5 ) Pu r ch a se& C o n tr ac t

Pr o je ct(2 )

F in a n ceF & B , Ad min

Ph a r ma &Ut il it ie s &

F ee d Wa r e IT S De p t.M a in t . RM & F u e lH o u se ( 1 ) DG M - Pu r ch a se

Pr o je ct ( 2 ) Ad minF in a n ceVP ( 5)Ut il it ie s &

F &B, P& F Wa r eM a in t .(2 5 ) H o u se

Pr o je ct(6 ) RM Ad minF in a n ce ER

( 1)F & B , P &F

Pr oj ec t s( 10 )

Lo g is t ics

Se cr e ta r ia lR M Ad mi n ER

I n te r n l. & ( 2 ) ( 6)

Pr o d. M g t . Pr oj ec t s

Lo g is t ics( 5)

(1 )M gr . -

Sec u r ityG M - Se cr e ta r ia l C o

p r o d u ct sI n te r n l. & QA / Q CPu r ch a se

Pr o d. M g t .

Lib r ar ySe cr e ta r ia l

( 1)I n te r n l. &

QA/ Q CPr o d. M g t .(2 9 ) Pu r ch a se

( 3) (4 )Lib r ar y

Acc o u nt s( 2)

Sy st e ms

T ra in in gM gr . -

Acc o u nt s

Sy st e ms

(2 )T ra in in g

Acc o u nt s ( 1)

(1 3 )

NOTE:-

Directors/ CMD/ MD/ CEO/ COO and Workers are not included in the OrganizationalthStructure. The above data is till 18 December 2008.


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2.5 Pay Scale Structure

* Pay Scale Type

The pay scale type defines the area of economic activity for which a collective

agreement is valid. The area in which it is valid may be dete rmined at company

or trade union level and oft en applies to a whole industry.

Sl. Pay Scale Type Pay Scale Type

No. Code Text

1 01 ANIL Pay Scale

* Pay Scale Area

Pay scale area defines the geographical area in which a collective agreement is

valid. The geographical validity area is determined by the size of the pay scale

area. With in a pay scale area, you define the pay scale groups and levels for

each pay scale type and employee subgroup grouping for collective agreement

provisions.

Sl. Pay Scale Area Pay Scale Area

No. Code Text

1 PS Pay Scale Area Sta ff

2 PW Pay Scale Area Worker


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* Pay Scale Groups & Levels

Pay scale groups and pay scale levels are the criteria used to classify data for job

evaluations and indirect valuations. Pay scale levels are subdivisions of pay scale

groups.

3. HR Master Data Maintenance

In HR Master Data, It is maintained at the time of performing an action or manually

at later stage. Various Info groups are executed at the time of an action is triggered.

Personnel administration shall take care of the various dynamic actions and sub-

actions.

3.1 Personnel Administration

Personnel Administration module of SAP HR covers all employee master data

maintenance functionality through which you can create, maintain, display and

delete personal information of an employee.

Employee data over here is stored in infotypes. An employees data is captured at

the time of hiring (it can also be transferred from recruitment module when that is

implemented), and maintained during the life cycle of an employee.

P e r s o n n e l A d m i n i s t r a t i o n

H i r e E m p l o y e e & M a i n t a i n E m p l o y e e D a t a


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* Infotype Used For Organization Re-assignment:

Sl. Info Operation Infotype Text

No. type

1. 0000 COP Action

2. 0001 COP Org. Assignment

3. 0002 COP Personal Data

4. 0006 COP Address

5. 0007 COP Planned Working time

6. 0008 COP Basic Pay

7. 0009 COP Bank Details

8. 0016 COP Contract Elements

9. 0019 COP Monitoring of Tasks

3.5 Promotion:

Promotion is a process by which a regular employee is promoted from one

grade/ designation to another either within the same category or between two

categories at higher level.

Resultant effect of the process is witnessed in the following areas:

Promotion to a higher grade / designation

Increase in Salary.

Increase in Benefits.

* Infotype Used For Promotion:

Sl. Info Operation Infotype TextNo. type

1. 0000 COP Action

2. 0001 COP Org. Assignment

3. 0007 COP Planned Working time

4. 0008 COP Basic Pay

3.6 Termination:

Leaving is the last action in the organization and it approves some important

functions such as Respective policies, leave enhancement, LTA, gratuity, legal

agreement.

Accept for the termination letter, resignation letter

Management approval of loans and notice pay

The reasons for leaving:


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This infotype is used to keep

employees personal information,3. 0002 Personal Data

e.g. name, date of birth, sex,

state, religion, marital status etc.

This infotype can be used to

4. 0004 Challenge maintain information about an

employees handicap.

This infotype can be used to

maintain different type of5. 0006 Address

addresses, e.g. Permanent,

Temporary, Emergency etc.

This infotype is used to maintain

the planned shift pattern of an

employee. This information is6. 0007 Planned Working

time compared with actual swiping to

determine attendanceinformation of an employee.


the employees salary structure.

SAP has a flexible method of

defining salary structure. Each

employee is assigned a pay-scale

type, area, group and level. He

is also assigned to an Employee

Subgroup Grouping for Collective

Agreement Provision. Based on

the combination of these 5

7. 0008 Basic Pay factors, he is assigned an

Allowance Group and based on

his Allowance Group, his salary

components are defined.

The salary components, called

Wage Types, can be configured

to be employee level, or based

on parameters such as grade,

city etc.

Most of our salary components

will get defined here.


the employees bank details. This

infotype is mandatory, and8. 0009 Bank Detailswithout this information the

employees payroll cannot be

processed.


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roject AAA

information, please list the

industries you want to track.

This infotype is used mainly for

Personnel Development.

Employees have qualificationswhile positions have

requirements, both coming from

the same catalog. This makes it

possible to determine gaps and

draw development plans.

NOTE: SAP uses the terms

education and qualification to16. 0024 Qualifications

mean completely different

things. Qualifications are

predefined attributes held by the

employees with specified

competence level. Education

may, or may not, result in

qualification. Basically, education

is global information, while

qualification is company relevant

information.

17 0045 Loans

Feature:

The following feature used while hiring an Employee:

Sl. No. Features Description1 NUMKR To default the actions in infotype 0000


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FEATURES

Functions individually within Personnel Time Management. It encompasses

(include):

Simple administration of leave and illness times

Planning of workforce requirements

Valuation of attendance and absence times for management of time

accounts and determination of overtime and bonus wage types.

Integration between Time Management and Payroll enables us to determine

the gross wages.

Integration between Time Management and Training & Event Management

enables to use attendance and absence information (availability) to organize

events.

The Time Management component is closely integrat ed in the organizational

structure of the enterprise. When working with Time Management, it is

therefore essential that certain master data info types are maintained for

employees. One of the most important infotypes is Organizational

Assignment (0001), which contains data on the organizational units to which

the employee is assigned within the enterprise (personnel area, employee

subgroup, and so on).

The common weekly off / holiday at ANIL is Sunday. There are 10 General

Holidays every year which are declared by the Management at the beginningof the calendar year.

4.1 Calendar

* Holiday Calendar

Holiday Calendar for the state of Gujarat:

Sl. No. Date Holiday

1. 14.01.2009 Makar Sankranti

2. 26.01.2009 Republic Day

3. 11.03.2009 Dhuleti (Holi)

4. 05.08.2009 Raksha Bandhan

5. 14.08.2009 Janmashtami

6. 15.08.2009 Independence Day

7. 28.09.2009 Dussehra


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11 Morning Shift AM6 0930 - 1730






17 Evening Shift AE1 1200 - 2000






23 Night Shift AN1 2200 - 0600



26 Night Shift AN4 2400 0800

27 Off AOff ***

* Break Schedules

You define the break rules in the work schedule for any particular working day

and assign them to a personnel sub area grouping for work schedules. This

grouping enables you to assign a break schedule to as many of the groupings

daily work schedules as you want, achieving maximum flexibility in combining

all elements of the daily work schedule.

We define the brea k rules in the work schedule for any particular working day. There

is a lunch break of 30 min for all employees. Working hours is inclusive of lunchbreak.

SAPSl. No. Break

Schedule Code From To Paid/ Unpaid

1 General Shift BG1 1100 1130 Paid





6 Morning Shift BM1 1000 1030 Paid

7 Morning Shift BM2 1030 1100 Paid8 Morning Shift BM3 1115 1145 Paid




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* Define Rules

Counting Rules

A counting rule is assigned to the absence type to determine the payroll hours

and days for the duration of this absence. The sequence for deducting quotas of

different quota types is specified in the deduction rules.

Sl. No. Counting Rule Text SAP Code

1 Casual Leave 500

2 Privilege Leave 510

3 Maternity Leave 520

4 Leave Without Pay (unpaid) 530

* Define Quotas

Absence Quotas

Employees in the enterprise are entitled to leave, additional training, and so on.

These types of entitlements can be stored in quotas; from which absences are

deducted we set up employees. An absence quota is an employees time-limited

entitlement to an absence.

Each absence quota type is assigned a time constraint class, which is checked if

time infotypes collide. Absence quota types can be locked for compensation.

Sl. No. Absence Quota Type SAP Code

1 Casual Leave 10



4 Leave Without Pay (unpaid) 40

Entitlement of Absence Quotas:

BaseAbsence

Sl. No. Type EntitlementQuota Type Entitlement Remarks

Rule

All

employees

of ANIL are

eligible for

10 days in1 Casual

Leave 501 10 10 days a year,

Emp. can

apply mini

of half day,

apart from


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Emp can

apply 10

Half pay

leaves.

Allemployees

of ANIL are

eligible for

31/ 12 days

of privilege

leave per

every

completed

month.2 Privilege

Leave 511 20 31 days Employee

should

apply

minimum of

one day

leave if he

is using

privilege

leave

quota.

Women

employees

are eligible

3 Maternity for 84 daysLeave 521 30 84 days

of

maternityleave

Only Privilege leave will be carried forward to next year but at a maximum of 16

days and rest will be cashed to the employee in the salary as arrears or a ny other

mode of pa yment e.g. cashed amount, et c. Sundays and holidays are counted as

leave if it comes in between the applied. Unauthorized leaves will be deducted from

the employees leave quota proportionately.


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* Define Deductions

Deduction Rules:

It is the rule where absences are deducted from the absence quotas. Quota

deduction does not depend on individual absence types, but is determined by the

Counting rule for absences that is assigned to a n absence type.

Sl. No. Deduction Rule Text SAP Code

1 Casual Leave 502



Selection Rules:

Sl. No. Selection Rule Text SAP Code1 Casual Leave 503



Only Privilege leave will be carried forward to the next year but at a ma ximum of 16

days and rest will be cashed to the employee in the salary as arrears or a ny other

mode of payment e.g. cashed amount, etc.

4.4 Time Wages

* Over Time

Overtime is working time performed in addition to an employee's planned working

time as defined by law (collective agreements, contracts, legal regulations, and

internal company policy). Some Rules and regulations concerning working time

assumed that times defined as overtime are first approved internally.

Overtime approvals can restrict the amount based on his Gross Salary and the exact

working time is recognized as "overtime." The type and amount of overtime

compensation also depends upon these Criteria.

The normal working time of an employee is also used to determine as overtime. It

can also be calculated according to the specific time periods used to perform weeklyor monthly overtime calculation analysis.


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Infotype 0050 is only used if

employee time data is accounted

using the time evaluation

program.

In infotype 0050, one can enter

master data for employees who5. 0050 Time Recording record their clock-in/out times atInformation

a time recording terminal and

control data for time evaluation.

One must maintain this infotype

for all employees who take part

in time recording.

The Maternity Protection infotype

(0080) is an enhancement of the

Absences infotype (2001). The

Maternity Protection infotype6. 0080 Maternity Protection (0080) enables one to record all

absences related to maternity

protection and parental leave.

one can only use this infotype for

female employees

Time quota compensation allows

a financial remuneration of

7. 0416 Time Quota absence entitlements that haveCompensation

not been deducted by absences.

Absences are times when

employees are not at work.

Employees are absent if their

planned working time, as

stipulated in their work8. 2001 Absences

schedules, is not fully worked.

Types of a bsences include:

Leave

Illness

Lateness

You can use the Attendances

infotype (2002) to store special

attendances for employees.

In the Human Resources (HR)9. 2002 Attendances

component, one can recordattendances that define or add to

an employees monthly work

schedule.


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Remuneration Info remuneration info infotype

(2010) to enter wage types

manually and specify information

directly for Payroll.

In the HR system, time eventsare clock-in/out times, entries

for off-site work, and so on,

which are normally recorded by

employees at the time recording

16. 2011 Time Events terminal. If an employee has

forgotten to clock in or out or if

an entry is incorrect, one can

use this infotype to create,

correct, or delete the time

events manually

Time transfers allow one to

make changes to the time

balances that have been

17. 2012 Time Transfer calculated in time evaluation.Specifications

This means that in exceptional

cases one can change the results

of time evaluation online.

You use this infotype to change

18. 2013 Quota Corrections accrual entitlements that are

generated by time evaluation


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* Infotypes Used For Payroll

Compulsory Infotype:

At Anil, compulsory (Indian standard) Infotypes for calculation of Payroll:

Sl. Info

No. type Infotype Text

1 0000 Actions

2 0001 Organisational Assignment

3 0002 Personal Data

4 0006 Address

5 0007 Planned Working time

6 0008 Basic Pay

7 0009 Bank Details

8 0014 Recurring Payments/Deductions

9 0015 Additional Payments and Deductions

10 0021 Family Related Information

11 0416 Time Quota Compensation

* Additional Infotypes for Payroll

At ANIL, additional (Indian standard) Infotypes for calculation of Payroll:

Sl. Info


1 0045 Loans

2 0037 GSL Insurance

3 0037 Group Sickness

4 0580 Previous employment tax details

5 0581 Housing (HRA / CLA / COA)

6 0582 Exemptions

7 0583 Ca r & conveyance

8 0584 Income from other sources

9 0585 Section 80 deductions

10 0586 Investment details (sec88)

11 0587 Provident fund contribution

12 0588 Other statutory deductions/ LWF

13 0588 Other statutory deductions/ PT

14 0588 Other statutory deductions/ ESI

15 0589 Individual reimbursements

16 0590 Long term reimbursements

17 0591 Nominations

18 0185 Personal ids

19 0267 Off cycle payments

20 2010 Employee remuneration statement


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5 Leave Encashment 7004 Yes Yes

6 Gratuity Payment 7005 Yes Yes

7 Notice Period 7006 Yes Yes

8 Car Maintenance 7007 Yes No

9 Entertainment 7008 Yes No

10 Conveyance 7009 Yes No

11 Medical 7010 Yes No

12 Corporate Attire 7011 Yes No

13 Telephone 7012 Yes No

14 Drivers Salary 7013 Yes No

15 Child Education 7014 Yes No

16 Productivity Allowance 7015 Yes No

17 Punctuality Allowance 7016 Yes No

18 Performance Allowance 7017 Yes No

19 LTC Allowance 7018 No Yes

Loans (Info type 0045): this will include the loan payments / deduction.

Sl. Permissibility Permissibility

No. Wage Type Name SAP Wage Type Code Staff Worker

1 PF Loan 8000 Yes Yes

2 Co-operative Society Loan 8001 Yes Yes

3 Company Loan 8002 Yes Yes

4 Bank Loan 8003 Yes Yes

5 Other Loan 8004 Yes Yes


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* Remuneration Statement

The SAP System enables you to create remuneration statements for your employees.

A remuneration statement contains a clear list of payments and deductions effected

during a payroll run for an employee. The remuneration statement is usually created

after the payroll run, but before payment is effected. If you perform more than one

payroll run in a period, you can creat e remuneration statements after each payroll

run. If corrections are made, original documents are overwritten.

Sl. No. Form Name SAP Code

1 HR Form ZT00

2 Pay Slip Variant ANIL Pay Slip

3 Payroll Schema ZT01

5.4 Integration

The SAP HR Payroll India component integrates with other SAP HR components

such as Personnel Administration and Personnel Time Management. There are

interfaces to Financial Accounting and Controlling. You can run payroll using a

combination of SAP and third-party products.

HR System:

Human Resources wage types are not a ssigned directly to accounts in Accounting

(FI). In the first instance, they are assigned to symbolic accounts . Account

determination for Posting to Accounting is a two-step procedure. For this reason,

changes to the chart of accounts do not affect wage type coding:

1. In the Payroll component, a symbolic account is assigned to a wage type.

Symbolic accounts group wage types that are to be treated similarly for the

purposes of posting.2. The symbolic account is assigned to an account in Accounting (G/L account,

customer account, vendor account).

Financial Accounting System:

Financial Accounting illustrates all business transactions in the enterprise using

postings to the relevant accounts. Posting to Accounting provides the necessary

data for the following components in Financial Accounting:

General Ledger Accounting (FI-GL)

Accounts Paya ble (FI-AP)

Accounts R eceivable (FI-AR)

Special Ledger (FI-SL)

Funds Management (FI-FM)


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Posting to FI/CO and Bank:

After the salary is processed for a particular month, the different components shall

be posted to the respective G/L accounts for proper a ccounting. Prior to posting the

results and creating bank transfer statement s, the payroll data for the particularmonth shall be exited. Any further changes that are to be made shall be taken care

of through retroactive accounting.

The different wage components shall be mapped to respective G/L accounts. After

the posting run, documents shall be posted to FI and CO. The FI document contains

the account wise details and the CO document contains the details at the cost

center level. Further analysis of the payroll results shall be done in the respective

modules.

The salary payment shall happen either through bank transfers, Cheque payments or

through cash. Prior to this, a program called pre-DME (Data Medium Exchange) shall

be run. Subsequent to this another program shall be run, which will generat e the

bank statements in the flat file formats or excel spreadsheets, as required.

In the case of Pay-hold employees, the books shall be booked in the current month

for accounting purposes. However, by excluding the employee in the pre-DME run,

his pay shall be held back.

Below given table elaborates the basis of HR-FI integration

Sl. Element Employee Wage Nature Wage Type G/L G/L Code

No. Group Type Characteris Code Description

Dependent Code tics

1 Basic Both 5000 Expense Primary 421011 Salary

00

2 HRA Both 5001 Expense Primary 421011 Salary00

3 Dearness Worker 5002 Expense Primary 421011 SalaryAllowance (Fixed) 00

4 Dearness Worker 5003 Expense Primary 421011 SalaryAllowance 00

(Variable)

5 VCA Staff 5004 Expense Primary 421011 Salary

00

6 Conveyance Worker 5005 Expense Primary 421011 Salary

Allowance 00

7 Washing Allowance Worker 5006 Expense Primary 421011 Salary

00

8 Other Allowance Staff 5007 Expense Primary 421011 Salary

00

9 Transp ort Staff 5008 Expense Primary 421011 Salary

Allowance 00

10 Special Allowance Worker 5009 Expense Primary 421011 Salary

(Fixed) 00

11 Special Allowance Worker 5010 Expense Primary 421011 Salary

(Variable) 00


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12 Education Worker 5011 Expense Primary 421011 Salary

Allowance 00

13 Comprehensive Worker 5012 Expense Primary 421011 Salary

Allowance 00

14 Refreshment Worker 5013 Expense Primary 421011 Salary

Allowance 0015 Overtime (Without Both 7000 Expense Primary 421011 Salary

C.Off) 00

16 Advances Both 6000 Asset Primary 263421 Salary

00 Advance to

Employee

17 Mess Deduction Staff 6001 Income Primary 000000 Salary

00

18 Ex-Gratia Both 7001 Expense Primary 421221 Bonus / Ex-

00 Gratia

19 Bonus Both 7002 Expense Primary 421221 Bonus / Ex-00 Gratia

20 LTA Staff 7003 Expense Primary 000000 Leave TravelReimbursement 00 Assistance

21 Leave Encashment Both 7004 Liability Primary 185020 Leave00 Encashment

Payment

22 Gratuity Payment Both 7005 Liability Primary 421311 Gratuity

00 Payment

23 Notice Period Both 7006 Expense Primary 421011 Salary

/ Income 00

24 PF Loan Both 8000 Asset Primary 263431 Recovery

00 from P.F

Loan

25 Co-operative Both 8001 Asset Primary 263431 Recovery

Society Loan 00 from Co-

operative

Society Loan

26 Company Loan Both 8002 Asset Primary 263431 Recovery

00 from

CompanyLoan

27 Bank Loan Both 8003 Asset Primary 263431 Recovery00 from Bank

Loan

28 Other Loan Both 8004 Asset Primary 263431 Recovery

00 from other

Loan

29 ESI Employee Both /3E1 Expense Second ary 424951 Employee's

Contribution 00 Contribution

to ESI

30 ESI Employer Both /3E2 Expense Second ary 000000 Company'sContribution 00 Contribution

to ESI

31 ESI Payable Both /3E2 Liability Secondary 166161 Company's

Employer 04 Contribution

Contribution to ESI

32 Provident Fund Both /3F1 Expense Second ary 424021 Employee's

(Emp loyee 00 Contribution

contribution) to Provident

funds


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33 Provident Fund Both /3F3 Expense Second ary 000000 Companys

(Emp loyer 00 Contribution

Contribution) for PF

34 Provident Fund Both /3F3 Liability Second ary 166161 Companys

Payable (Employer 02 Contribution

Contribution) for PF35 Provident Fund Both /3F1 Expense Second ary 422011 Employees

(AAHAR) 00 Contribution

(Emp loyee for (AAHAR)

Contribution) PF

36 Provident Fund Both /3F3 Expense Second ary 422011 Companys

(AAHAR) 00 Contribution

(Emp loyer for (AAHAR)

Contribution) PF

37 Provident Fund Both /3F3 Liability Second ary 000000 Companys

Payable (AAHAR) 00 Contribution

(Emp loyer for (AAHAR)

Contribution) PF

38 LWF Deduction Both /3W1 Expense Second ary 425061 Employee's

(Emp loyee) 00 Contribution

to LWF

39 LWF Deduction Both /3W2 Expense Second ary 000000 Company's

(Emp loyer) 00 Contribution

to LWF

40 LWF Payable Both /3W2 Liability Second ary 166161 Company's

(Emp loyer 08 Contribution

Contribution) to LWF

41 Salary Payable Both /560 Liability Second ary 166331 Salary -

00 Payable

42 TDS/ Income Tax Both /460 Liability Second ary 497101 Staff TDS/

00 I.T.

Deduction

43 P TAX Both /461 Liability Second ary 166161 Staff P Tax

06 Deduction

44 Superannuation Both /3S1 Expense Second ary 424321 Contribution

Fund 00 for Senior Staff

Pension

Fund

45 Superannuation Both /3S1 Liability Second ary 000000 Company's

Fund Liability 00 Contribution

to SeniorStaff

Pension

Fund

46 Car Maint Staff 7007 Expense Primary 000000 Car Maint.

Reimbursement 00 Payment

47 Entertainment Staff 7008 Expense Primary 000000 EntertainmeReimbursement 00 nt Payment

48 Conveyance Staff 7009 Expense Primary 000000 ConveyanceReimbursement 00 Payment


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49 Medical Staff 7010 Expense Primary 000000 Medical


50 Corp. Attire Staff 7011 Expense Primary 000000 Corp. Attire


51 Telephone Staff 7012 Expense Primary 000000 Telephone


52 Drivers Salary Staff 7013 Expense Primary 000000 Drivers

Reimbursement 00 Salary

Payment

53 Child Education Staff 7014 Expense Primary 000000 Child

Reimbursement 00 Education

Payment

54 Productivity Staff 7015 Expense Primary 000000 ProductivityAllowance 00 Payment

(Reimbursement)

55 Punctuality Staff 7016 Expense Primary 000000 Punctuality

Allowance 00 Payment

(Reimbursement)

56 Performance Staff 7017 Expense Primary 000000 Performance

Allowance 00 Payment(Reimbursement)

57 LTC Allowance Worker 7018 Expense Primary 000000 LTC

00 Payment

58 GSLI Staff 6003 Liability Second ary 000000 Contribution

00 for GSLI

59 Group Sickness Staff 6002 Liability Second ary 426331 Contribution

00 for Group

Sickness

Third-Party payments relate to the statutory payables like Income Tax, Provident

Fund, Pension, Professional tax etc. In all the cases, the a mount payable shall be

posted to the correct G/L accounts. The payments shall be made through FI on thebasis of the posted data. Employee wise data can be extracted from HR system.

6. Recruitment

* Purpose

The ability to meet personnel requirements is an important factor for the

success of any enterprise. The success of an enterprise depends on such factors

as the quality and availability of personnel.

The recruitment process consists of various functions, which begin from creatingapplicant data to filling vacant position. We can store applicants that we have not

deemed suitable for a particular vacancy in the applicant pool where they can be

considered for other or future vacancies.


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* Recruitment Process

Utilize the recruitment tools and fulfill the requirement (using the

advertisement, job fairs) for recruitment.

There are two types Recruitment Process:

1. Internal recruitment

2. External recruitment

Internal recruitment

The HR department manages it by working in co-ordination with other

departments.

Customization

Advertising for internal process is done through the news letters and through

internal network.

External recruitment

Job Portals recruitment and advisements are used to attract good quality

engineers. Advertisement and manpower agencies are also used.

Customization

Recruitment process begins as and when vacancies are created either through

the termination actions or through creation of a vacancy of a position bymanagement.


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6.1 Number Ranges

Feature NUMAP used to specify the number ranges for applicants

Sl. No. Number Ranges Application For Type of Range

1 00005000 - 00007000 Internal Application Internal

2 00008000 - 00010000 External Application External

* Media and InstrumentsThe media and instruments used by ANIL in the recruitment process are as

follows:

Sl. No. Instruments Media

1 Press Sandesh, Divya Bhaskar, GujaratSamachar, Times of India

2 Portals Naukri.com and Monster.com

3 Consultants Manpower Consultants

4 Employees Employee References


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* Status of the Applicants

Sl. No. Status ID Status

1 1 In Process

2 2 To be Hired (selected)

3 3 On Hold

4 4 Reject ed

5 5 Contract Offer

6.2 Infotypes Used For Recruitment

Sl. Info


1 4000 Applicant Actions

2 4001 Applications

3 4002 Vacancy Assignment

4 4003 Applicant Activities

5 4004 Applicant Activity Status

6 4005 Applicant's Personnel Number

7 0139 Employees Applicant No.

Feature:

The following feature used while using Recruitment:

Sl. No. Features Description

1 NUMAP To default this feature in infotype 4000


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Documents

HR Blue Print