Human resource management in SAP R / 3 Enterprise
To meet the different requirements from the Personnel Department needs be, offers a solution mySAP Human Resources (mySAP HR) wide range of applications. The Human Resources is divided into the following application components:
• Human Resources (HR-PA) with procurement, administration, organizational or personnel
• Personnel Time Management (HR-PT) with time data acquisition, workforce management or Time Evaluation
• Payroll (HR-PY), with a variety of country-specific Variants
• Event Management (HR-PE)
These features allow for comprehensive planning and management of Human Resource activities of the organization and cost planning on staff development through to workforce management. For an integrated processing of Human Resource tasks permit will be granted frequently in the applications on accessed the data of other applications, such as under Remuneration of management on the organizational structure of the Organizational management, the employee data from the Human Resources Administration and the assessment results from the human resources development. For better understanding, we want the Human Resource Functions first consider a simplified test case.
This is a simplified representation of the Human Resource Functions and processes in an enterprise. This process view of illustrates the link between the individual components. The Organizational Management is used to represent the company with its organizational and reporting structure. With the in SAP R / 3 available reports can then The current human resources through the identification of the vacant positions be identified in the company. This solves the staffing Procurement process within the application component recruiting out.
As part of the recruitment can then use the appropriate procurement actions be planned and managed, for example, the Switching between internal and external job advertisements, the administration of applications received and the candidate pre-selection. After completing rounds is the idea of the candidates offered a contract submitted, and after the contract signature, the information can the candidate are transferred to the Personnel Administration. To that date is first given the personnel number.
Then the personal data of the new employee to all that is necessary supplemented. Upon completion of the personnel master data related to employee data Human Resource in all components. Now the time of the employee data can be collected and evaluated, and the payroll is feasible. If the employee goes on a business trip, he or an office holder, the resulting Travel using the R / 3 accounts.
Moreover, it is possible, the accounting results of the payroll for the Attract cost and budget planning for next year. The required introductory courses and seminars for training the new employee can use the Event Management be planned and implemented. To conveniently analyze the data, are in the information numerous reports and tools available.
|
