Planning and Administration
As part of the compensation management, dealing, inter alias, guidelines with the various compensation plans or. You can so completely flexibly define and apply which employees (all exempt employees) from when (01.01. the following year) a corresponding increase in salary (received 3%) should. You can then deviating from these guidelines Employees individually other compensation elements bestow the amounts determined manually override.
Monetary Job Evaluation
Frequently, there is the question of "just" compensation, is to say whether an employee of a comparable position in the company, or performing beginning competitors, including a comparable salary relates. This Information is very important to keep employees in the company and attract potential candidates for the company. The required Comparison data can be obtained through internal and external assessment body and results of market surveys. Based on these Results you can build structures in the Salary Compensation Management and assign the positions in your company.
Personnel
The career and succession planning is about the comparison of qualification profiles of employees and job specifications of posts. The necessary profiles you define in the component skills / Requirements.
Qualifications and Requirements
The basis for the roles of the personnel is the component Qualifications and requirements with which you both job profiles for your position (positions) as well as skills profiles for your Employees can enter into R / 3. The SAP R / 3 System enables you a computerized profile comparison between the requirements and existing skills. Thus in this comparison is not comparing apples with pears are these requirements and qualifications are similar and structured and stored in the qualification requirements catalog of R / 3
Based on the requirements and skill profiles, the search possible to:
• People (employees, applicants) with prescribed qualifications
• Positions (jobs, positions, jobs), with defined requirements |
