Module6

Human Resources Processes with ERP

Prof. Krithika L B

Prof.Krithika L B 1
 Objectives

After completing this chapter, you will be able to:

• Explain why the Human Resources function is
critical to the success of a company
• Describe the key processes managed by a Human
Resources department
• Describe how an integrated information system can
support effective Human Resources processes

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 Introduction

• Human capital management (HCM): tasks

associated with managing a company’s workforce
• Human Resources (HR) department responsibilities
– Selecting and Hiring new employees
– Communicating information regarding new positions
and hires
– Ensuring proper education, training, and certification
for employees
– Handling issues related to employee conduct
– Making sure employees understand job
responsibilities
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 Introduction (cont’d.)

• Human Resources (HR) department responsibilities

(cont’d.)
– Using effective process to review employee
performance and determine salary increases and
bonuses
– Managing salary and benefits for each employee
– Communicating changes in salaries, benefits, or
policies to employees
– Supporting management plans for changes in the
organization

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Problems with Fitter Snacker’s Human
Resources Processes
• Personnel management relies on paper records
and a manual filing system
– Creates problems
– Information is not readily accessible or easy to
analyze

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 Recruiting Process

• Fitter Snacker (FS) has three employees in its HR

department
• Problems occur because of:
– Large number of HR processes (from hiring and
firing to managing health benefits)
– Lack of integration among all departments
– Number of people with whom HR interacts
– Inaccurate, out-of-date, and inconsistent information

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 Recruiting Process (cont’d.)

• Problems that can arise in the recruiting process:

– Description of qualifications required for the job may
be incomplete or inaccurate
– Job vacancy form may be lost or not routed properly
• Human Resources department will not know that the
position is available
• Supervisor will assume that paperwork is in process
• Filing and properly keeping track of resumes and
applications is a challenge at Fitter Snacker
– Due to applicant’s data being kept on paper form

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 The Interviewing and Hiring Process

• At FS, requesting department develops a short list

of candidates based on data provided by HR
• Human Resources department:
– Contacts candidates on the short list
– Schedules interviews
– Creates a file for each candidate
• If a candidate accepts an interview offer, HR
makes arrangements for the interview
– After the initial interview, HR updates candidate’s file
to indicate whether he or she is a possibility for hire

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 The Interviewing and Hiring Process
(cont’d.)
• Second interview may be scheduled
• HR representative and supervisor of requesting
department decide which candidates are
acceptable and rank them
• HR person makes the highest-ranking candidate a
job offer
• Acceptance of job offer by candidate

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 The Interviewing and Hiring Process
(cont’d.)
• Many of Fitter Snacker’s problems in interviewing
and hiring process deal with information flow and
communication
• After candidate accepts formal job offer, Fitter
Snacker hires an HR consulting firm to perform a
background check
• Fitter Snacker frequently has problems enrolling
new employees in correct benefits plans and
establishing proper payroll deductions

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 Human Resources Duties after Hiring

• HR department should maintain good, continual

communication with employee and supervisor to
make sure the employee is performing well
• Fitter Snacker issues performance evaluations to
new and current employees
– Evaluation documents become part of employee’s
file; maintained by HR department

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 Human Resources Duties after Hiring
(cont’d.)
• Not having an effective information system makes
it difficult for Fitter Snacker:
– To manage all of the performance evaluation data
– For HR department to identify problems with an
employee and take corrective action
– To maintain proper control of sensitive personal
information

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 Human Resources Duties after Hiring
(cont’d.)
• Employee turnover can be a significant problem
– Costs related to hiring and training new employees
– Companies lose knowledge and skills that may be
crucial to keeping them competitive
– Employee turnover is strongly related to job
satisfaction and compensation

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 Human Resources with ERP Software

Figure 6-1 Personal data stored in SAP Human Resources software

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 Human Resources with ERP Software
• A good information system allows all relevant
information for an employee to be retrieved in a matter
of seconds
• SAP ERP Human Resources (HR) module provides
tools for:
– Managing an organization’s roles and responsibilities
– Definitions
– Personal employee information
– Tasks related to time management, payroll, travel
management, and employee training

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 Human Resources with ERP Software
(cont’d.)
• SAP ERP’s Organization and Staffing Plan tool
used to define:
– Company’s management structure
– Positions within the organizational structure
• SAP ERP distinguishes between task, job,
position, and person
• Manager’s Desktop tool within SAP HR module
– Provides access to all Human Resources data and
transactions in one location

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 Figure 6-2 Organization and staffing plan in SAP ERP

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 Human Resources with ERP Software
(cont’d.)

Figure 6-3 Relationships among positions, jobs, tasks, and persons who fill
positions
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 Human Resources with ERP Software
(cont’d.)

Figure 6-4 Assignment of a task to a job in SAP ERP

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 Human Resources with ERP Software
(cont’d.)

Figure 6-5 Manager’s Desktop provides single-point access to HR functions

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 Advanced SAP ERP Human
Resources Features
• Time management
• Payroll processing
• Travel management
• Training and development

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 Time Management

• Hourly employees
– Paid for each hour worked
– Must record time that they work
• Salaried employees
– Not paid based on hours worked
– Their time worked usually must be tracked as well

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 Time Management (cont’d.)

• SAP ERP system uses Cross Application Time

Sheets (CATS) to:
– Record employee working times
– Provide the data to applications including:
• SAP Controlling module
• SAP Payroll module
• SAP Production Planning module

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 Payroll
• Remuneration elements of an employee’s pay
– Base pay, bonuses, gratuities, overtime, sick pay,
and vacation allowances
• Statutory and voluntary deductions
– Taxes (federal, state, local, Social Security, and
Medicare), company loans, and benefit contributions
• Payroll run: process of determining each
employee’s pay
– SAP ERP system evaluates input data and notes
any discrepancies in error log

Note: Statutory deductions are the one that you cannot opt out of such as Income
Tax, National Insurance, Student Loan payment

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 Travel Management

• Travel request may originate with employee or

employee’s manager
• Travel requests usually require management
approval
• Once travel request is approved, travel
reservations must be made

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 Travel Management (cont’d.)

• SAP ERP Travel Management system

– Maintains travel data for each employee, including
flight, hotel, and car preferences
– Integrates travel data with:
• Payroll module for reimbursements
• Financial Accounting and Controlling modules to
properly record travel expenses

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 Training and Development

• In SAP ERP system, employee development is

driven by qualifications and requirements
– Requirements: skills or abilities associated with a
position
– Qualifications: skills or abilities associated with a
specific employee
• One of the most important reasons for managing
the development and training of employees is
succession planning

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 Training and Development (cont’d.)

• Succession plan outlines strategy for replacing key

employees when they leave the company
• Career and Succession Planning components of
SAP ERP Human Resources module
– Allow HR professionals to create, implement, and
evaluate succession planning scenarios

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Additional Human Resources Features
of SAP ERP
• Mobile time management
• Management of family and medical leave
• Domestic partner handling
• Administration of long-term incentives
• Personnel cost planning
• Management and payroll for global employees
• Management by objectives

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 Mobile Time Management

• Many employees may not have regular access to a

PC
• Mobile Time Management allows employees to use
cellular phones to:
– Record their working times
– Record absences
– Enter a leave request
– Check their time charge data

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 Management of Family and Medical
Leave
• Human Resources module reduces administrative
burden imposed by Family and Medical Leave Act
(FMLA) of 1993
• HR system can:
– Determine whether an employee is eligible to take
FMLA absences
– Automatically deducts those absences from the days
the employee takes from allowable leave

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 Domestic Partner Handling

• Human Resources module now supports the

management of benefits for domestic partners and
their children
• Provides more flexibility in:
– Customizing dependent coverage options for health
plans
– Eligibility for enrollment of dependents
– Designation of beneficiaries

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 Administration of Long-Term
Incentives
• Companies must account for expected costs that
occur as a result of long-term incentives such as
the exercising of stock options
• Human Resources module now provides more
options for processing long-term incentives
– Integration with SAP Payroll module
• Can calculate taxes accurately when employees
exercise incentives and sell their shares in the
company
– SAP can share incentive data with Accounting

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 Personnel Cost Planning

• Personnel Cost Planning tool

– Allows HR personnel to define and evaluate
planning scenarios to generate cost estimates
• Performing cost planning and simulation
– Allows HR to forecast cost estimates by integrating
data with other SAP ERP modules

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 Management and Payroll for Global
Employees
• Management of global employees involves many
complicated issues
– Relocation plans, visas and work permits, housing,
taxes, bonus pay
• SAP ERP has enhanced features to support the
management of these issues
– Customized functionality for more than 50 countries

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 Management by Objectives

• Management by Objectives (MBO)

– 1954: first outlined by Peter Drucker in The Practice
of Management
– Managers encouraged to focus on results, not
activities, and to “negotiate a contract of goals” with
their subordinates without dictating the exact
methods for achieving them

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 Management by Objectives (cont’d.)

• SAP ERP provides a comprehensive process to

support the MBO approach
– Performance appraisals
• Appraisal results can affect employee’s compensation
– Managers can include results of achieved objectives
in the employee’s qualifications profile

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 Summary

• Employees are among a company’s most important

assets
– Without qualified and motivated employees, a
company cannot succeed
• Human Resources department responsible for:
– Ensuring that the company can find, evaluate, hire,
develop, evaluate, and compensate the right
employees to achieve the company’s goals
– Employee training and development, succession
planning, and termination

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 Summary (cont’d.)

• Managing, sharing, controlling, and evaluating the

data required to manage a company’s human
capital are simplified by an integrated information
system
• Additional features of SAP HR systems address
today’s changing technology and legislation

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