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Human Capital Management HCM

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shift from brute labor force to quality workers. get rid of the fishing nets and bring in the lines ... HR Master Data, Personnel Administration, Info. ... – PowerPoint PPT presentation

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Title: Human Capital Management HCM


1
Human Capital Management(HCM)
  • BPI - Overview

2
Goal of HCM
  • Right People for Right Job at the Right Time
  • Functions
  • determining staffing needs
  • recruitment and training
  • time management
  • performance issues and performance monitoring
  • compensation and benefits
  • proper alignment of corporate and personnel goals

3
Shift in HCM
  • Effects of Globalization and Technology
  • Stereotype shift
  • Payroll
  • Personnel Department
  • Human Resources
  • Human Capital Management
  • shift from brute labor force to quality workers
  • get rid of the fishing nets and bring in the
    lines
  • transform employees into competitive resources

4
Modules within HCM
  • Personnel Management
  • HR Master Data, Personnel Administration, Info.
    Systems, Recruitment, Benefits Salary
    Administration,
  • Organizational Management
  • Organizational Structure, Staffing Schedules, Job
    Descriptions, Planning Scenarios, Personnel Cost
    Planning
  • Payroll Accounting
  • Payroll Administration, Payroll Simulation
  • Time Management
  • Shift Planning, Work Schedules, Time Recording,
    Absence Determination
  • Personnel Development
  • Career/Succession Planning, Profile Match-ups,
    Training, TEMs

5
Integration of HCM
  • HCM with Production
  • Shift Planning (Capacity)
  • HCM with FI/CO
  • Payroll
  • Personnel Cost Planning
  • HCM with MM
  • TEMs (Training and Event Management)
  • HCM with SD
  • Salespeople - Commissions

6
Organizational Data
  • A hierarchy in which the organizational units in
    an enterprise are arranged according to task and
    functions
  • Are static data and are rarely changed
  • The definition of organization units is a
    fundamental step, it is a critical factor in how
    the company will be structured

7
Structure of HCM
  • Enterprise Structure
  • Personnel Structure
  • Organizational Structure

8
Organizational Structure for HCM
  • Enterprise Structure
  • This structure makes up the legal identity of the
    company
  • The Enterprise Structure is made up of the
    following elements
  • Client
  • Company Code
  • Personnel Area
  • Personnel Subarea

9
Enterprise Structure
  • Client
  • technical structure feature
  • Company Code
  • highest level of the enterprise structure
  • Personnel Area
  • divides the company into sub-units (unique to a
    client)
  • locations or divisions
  • Personnel Subarea
  • subdivision of the personnel area (the grouping
    of the personnel area and subarea must be unique
    to a company code)
  • departments

10
Enterprise Structure Pen Inc.
11
Personnel Structure
  • This structure describes an employees position
    within the company in regards to work hours and
    compensation
  • The Personnel Structures is made up of the
    following elements
  • Employee Group
  • Employee Subgroup
  • Payroll Area

12
Personnel Structure Elements
  • Employee Group
  • represents a division of the companies employees
    and establishes a relationship between the
    company and the employee
  • defines the extent which the employees capacity
    is available to for the company
  • Active Employee, Pensioner, Interns, External
    Employee

13
Personnel Structure Elements
  • Employee Subgroup
  • refines the relationship between company and
    employee
  • Standard Salary, Executive Salary, Daily Wage,
    Hourly Wage, Etc.
  • control features for the personnel structure are
    defined at this level.
  • employee relationship with payroll
  • eligible work schedules, wage types, attendance
    policy, restrictions for collective agreement
    provision

14
Personnel Structure Elements
  • Payroll Area
  • groups employees together that are paid the same
    (time)
  • Weekly, Bi-Weekly, Monthly
  • the payroll area is determined from a combination
    of the Employee Group and Employee Subgroup
  • number of employees in the payroll run
  • specific dates of the payroll run

15
Organizational Structure
  • This is an overview of your Companys
    Organizational Plan (Org. Hierarchy)
  • Depicts the reporting structure and task
    distribution
  • The Organization Structure is made up of the
    following elements
  • Organizational Unit
  • represent functional units within an enterprise
    (ex. departments)
  • Position
  • spots that are occupied by individuals
    (Salesperson)
  • Job
  • classifications of functions within an enterprise
  • ex. Job Officer, which is used for Positions
    CEO, CFO, COO
  • job description for numerous positions
  • Person
  • the individual, he/she is assigned to a specific
    position

16
Organizational Structure Pen Inc
17
HCM Master Data
  • Master data is relatively fixed
  • Record that contains all the necessary
    information to conduct business transactions
  • Information within a master record can and will
    change, our hope is that it does not change
    frequently.
  • Before making the master data configurations, you
    must have completely defined the organizational
    structures

18
Employee Data
  • Information must be recorded and maintained
    effectively for every employee
  • Infotypes (Information Types) are units of
    information that aid in the entry of master data
    and group like information together
  • Status of the Employee will determine what
    information should be gathered
  • Active vs. Intern
  • Exempt vs. Non-exempt

19
Employee Data Infotypes
  • Numerous infotypes will be created for each
    employee
  • Organizational Assignment must be the first
    infotype recorded

20
Employee Data Infosubtypes
  • Certain data that is entered in an infotype can
    trigger the need for a infosubtype
  • ex. Family Member/Dependents
  • If you enter that you are married or have
    children it will generate the need for a
    spouse/child infosubtype to capture the
    information about the spouse or child(ren)
  • Subtypes also allow you to account for time
    constraints
  • Different addresses may be current at the same
    time
  • Permanent Residence
  • Temporary Residence
  • Home address

21
Employee Data Personnel Actions
  • Personnel actions are a series of predefined
    infotypes that are grouped together to speed the
    data entry process
  • Hiring, Firing, Reassignment, Retiring would
    all be examples of procedures that could be
    represented by a Personnel action
  • Personnel Actions enable users to enter
    information about an employee without having to
    access each individual infotype

22
Personnel File
  • Information maintained about an employee is
    stored in their Personnel File

23
HCM Process/Functions
24
Recruitment Selection - Hiring
Applicants
Advertising
Vacancy
Select Notify
Hire
Profile Match
25
HCM Process Recruitment
  • allows you to monitor and meet the personnel
    requirements within the company
  • determines vacancies within the company
  • maintained by Personnel or Line Managers
  • the system will generate a list of all positions
    that are marked vacant
  • once a vacancy has been identified advertising
    can be initiated

26
Recruitment Advertising
  • Vacancies are published in advertisements
  • internal or external announcement of a position
  • The advertisements are recorded in the system
    enabling you to gather information about that
    advertisement
  • cost
  • applications
  • medium
  • recruitment instrument

27
Recruitment Applicant Administration
  • allows a company to coordinate and monitor all
    the steps involved in the applicant process
  • Applicant Administration is a combination of
  • receiving applications
  • profile match
  • selection of applicants

28
Recruitment Applicant Administration
  • Maintaining applications
  • Applicants are the central object of Recruitment
  • it is a person who expresses interest (through
    job application) in employment or position change
    within the company
  • All applicants must be maintained in the system
  • maintenance responsibility must be delegated (one
    or more people)
  • the status of the applicant will determine the
    information that is needed
  • Profile Matching
  • Compares skills of the applicant to the
    requirements of the position
  • can the applicant offer what the company needs
  • is there another vacant position that he/she
    would have a better match

29
Recruitment Applicant Administration
  • Selection
  • Applicant Activities aid in Selection process
  • used to enter, log, and plan all the tasks for an
    applicant during the selection process
  • Activity Types mail confirmation of receipt,
    mail invitation to interview, schedule
    appointment for interview, reject applicant,
    offer contract
  • depending on the activity and the system output
    can be generated automatically
  • Activity Status planned, completed
  • Performance Date when it was carried out
  • Person Responsible person responsible for
    carrying it out
  • Upon completion of qualification review and
    interviews the position must be filled

30
HCM Process Hiring
  • Master data (information) is obtained during the
    hiring process (employee data)
  • Personal Data, Payroll Data, Time Data, Etc.
  • Hiring can be integrated with Recruitment
  • information obtained about an applicant can be
    copied into his/her personnel record
  • Hiring can be done independently of Recruitment
  • through the Hiring personnel action (infotypes)

31
HCM Process Personnel Development
  • Personnel Development component is used to assess
    and create employee value that can be utilized
    by the company.
  • Purpose is to manage the work efforts and develop
    the work skills of employees within the company
  • A companys Personnel Development needs are
    determined by comparing current or future work
    requirements with employees qualifications,
    preferences, and aspirations.
  • Personnel Development comprises of the following
    components
  • Qualifications/Requirements
  • Appraisal Systems
  • Career and Succession Planning
  • Development Plans

32
HCM Process Training Development
develop
generate
based upon
determine
creates
33
HCM Process Training Development
  • Qualifications/Requirements
  • this component is used to define, structure, and
    manage your qualifications catalog
  • the catalog enables you to place requirements on
    positions and qualifications on employees (or
    applicants) within the company
  • perform profile match-ups (people and positions)
  • run reports to recognize qualification deficits
    and enact training measures

34
HCM Process Training Development
  • Appraisal Systems
  • used in
  • Personnel Administration
  • as an instrument to evaluate members of your
    organization in a planned, formalized and
    standardized manner
  • TEMs
  • training appraisals
  • attendance appraisals
  • Compensation Management
  • appraisal results can be used to influence
    remuneration

35
HCM Process Training Development
  • Career and Succession Planning
  • Career Planning
  • planning functionality that allows you to analyze
    an employees skills, preferences, dislikes,
    qualifications, potential and determine positions
    they should hold during their tenure at the
    company
  • Succession Planning
  • planning functionality that allows you plan for
    positions in the company that will need to be
    filled because of turnover (or new position)
  • enables a company to analyze employees and
    determine and prepare potential replacements

36
HCM Process Training Development
  • Development Plans
  • a series of development measures and information
    on the sequence in which they should be passed
    through and time requirements to provide an
    individual with a specific qualification
  • Generic Plans
  • training program (all prospective sales reps must
    complete a course on Fundamental Selling
    Techniques)
  • Individual Plans
  • comprises of all the items that a person has
    completed, is currently involved in, or will be
    involved in the future
  • proposes needed course work (integration with
    TEMs)

37
HCM Process Training Development
  • Training
  • enable new hires and current employees access to
    the necessary resources to build job skills
    needed for both current and future task
    assignments
  • this is figured through Qualifications/Requirement
    s reports, development plans, career planning,
    etc
  • Encourage continually learning and professional
    development
  • SAP offers a powerful resource to assist in
    scheduling training - TEMs

38
HCM Process Training Development
  • Training and Event Management (TEMs)
  • Component that enables a company to manage,
    track, and plan various different business events
  • Helps determine demand for courses and schedule
    dates, manage the resources, attendees, and costs
    associates with the event

39
HCM Process Training Event Mgmt
  • TEMS Catalog Structure
  • Business Event Groups
  • Used to classify business event types
  • Business Event Types
  • Time independent description of a business event
  • Business Events
  • Actual time based event that is to take place

40
HCM Process Training Event Mgmt
  • Integration Points

41
HCM Process Time Management
  • supports planning, recording, and evaluation of
    internal employee time data
  • time data that would be gathered and evaluated
  • hours worked
  • leave
  • illness
  • overtime
  • substitutions
  • business trips
  • conference, training

42
HCM Process Time Management
  • There are multiple methods for data collection

43
HCM Process Time Management
  • Time collection will be used for
  • payroll accounting
  • personnel cost analysis
  • internal cost allocations
  • invoicing
  • performance analysis
  • capacity availability
  • shift planning

44
HCM Process Compensation Benefits
  • Compensation is not the cut-and-dry subject it
    once was
  • Past consisted of an employee's base salary or,
    at most, a base salary and commission.
  • Today - looked at as compensation packages
    including
  • salaries, stock options
  • employee stock ownership plans
  • pay-for-performance plans
  • bonuses, profit sharing
  • commissions, non-cash rewards
  • variable pay, and much more.

45
HCM Process Compensation Management
  • The balancing of company interests to operate
    within the company's fiscal budget and fairly
    paying employees
  • key component of attracting, developing,
    retaining, and rewarding high quality staff
    through wages and salaries which are competitive
    in the labor markets
  • Compensation Management is comprised of the
    following components
  • Job Pricing
  • Budgeting
  • Compensation Administration
  • Long-term Incentives

46
HCM Process Benefits Administration
  • benefits today are offered as a part of an
    employees overall compensation package
  • this component allows a company great flexibility
    in creating and maintaining individual packages
    for your employees
  • Six international Plan Categories
  • Allows for detailed company reporting
  • Benefit Plan Participation
  • Health Plan Costs
  • Employee Demographics
  • Benefits Election Analysis
  • Country Specific Settings available
  • FSA, COBRA (US examples)
  • HIPPA Certificates

47
HCM Process Payroll Administration
  • SAP contains an international payroll driver that
    is modified for each country
  • payroll is released for individual payroll areas
  • the run is for a specific group of employees and
    a specific period of time
  • upon release all affected personnel records are
    locked
  • will generate an payroll results, and earning
    statement, bank transfers and check payments

48
HCM Process Payroll Administration
  • Payroll Process
  • determine Gross Amount
  • base pay and any other additional payment
  • overtime, sick pay, Christmas bonuses, special
    pay
  • determine Deductions (Net Amount)
  • processes garnishments, deductions, taxes, and
    benefits for employees
  • Federal/State Income Tax, Insurance (Health,
    Life), Loans
  • Integration with Financial Accounting
    Controlling
  • G/L postings, payments processed, reports
    available

49
HCM Process Cost Planning Reporting
  • used to analyze, monitor, plan a companys
    personnel costs, wages, salaries, and employer
    contributions
  • cost plans are generated by developing and
    comparing multiple cost scenarios, these
    scenarios might be actual or projected

50
HCM Process Employee Self-Service
  • Employee Self-Service (ESS)
  • empowers employees to create, display, and change
    their own personal information
  • streamlines and simplifies the HR data entry
    process
  • some of the capabilities include
  • SAP Office appointment calendar, employee
    directory
  • Personal Information address, bank information
  • Time Management record working time, request
    leave
  • Business Trips submit travel request, reserve
    flights, rooms, also expense reimbursement
    process
  • Training register for training, display your
    bookings
  • Benefit Enrollment and Overview (Healthcare,
    Retirement, etc)
  • Display Leave and Earnings Statements
  • Qualification and Appraisal Review
  • W-2 W-4 printout
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