CNIC Information System with Pakdata Cf In Pakistan
Human capital management
1. Introduction to Siemens Pakistan
The Leading SAP Solutions / Systems Integrator
Syed Faisal Hasan
2. Siemens Pakistan
Portfolio of Services
First Value Added Reseller (VAR) for Introduced SAP training in 1999.
SAP Solutions in Pakistan.
Conducted44 SAP Solution
Academies with 70% success rate
.
First Certified Implementation (CIP)
Partner for SAP Solutions in Pakistan.
Produced 1300+ trained SAP
consultants.
First SAP support partner to provide
proficient support to 50+ SAP Clients. Launched flexible and customized
training offerings and SAP Short
Courses.
Expert resource base of 120+ personnel
on board. Customer focused in-house training
sessions.
3. Siemens Pakistan
Portfolio of Services
IT Services from a single source
SAP All In One Business Infrastructure
Solutions Enterprise Solution
Solution
4. Siemens Pakistan
Hardware & Infrastructure
IT technology competence
IT solution competence
Strategy Business Applications
consulting IT infrastructure
6. Agenda
Broadly covering the following
1. Organization
2. Role of HR
3. Business Challenges
4. SAP Employee Life Cycle
5. SAP HCM Module Functionalities and Benefits
7. What is the organization ?
“One or more inter-related activities to render
products or services to the society at large, or to
other businesses, by making a reasonable profit
for sustainability “
needs
Resources / Assets
The biggest asset anywhere are the Human /
Individuals hence Human “Resources”
9. The experts agree
The business's nature has shifted from a concentration on scarce
financial captial to a concentration on scarce human capital.
Chisristopher Barlett (2002)
- Prof. Emeritus Havard Business School
The economic growth depends on the financial capital and work
force. However the strategic capital of today's society, the
information and knowledge society, is the human resource.
~ Peter F. Drucker (1993)
- Writer, Management Consultant, Social Ecologist
10. Employees Today
Regular trainings Connections
for working give way to new
efficiently ideas
Multi-tasking abilities
and relevant tools
Corporate
Engagement
Evolving Business Needs
Organization is a dynamic entity , so are the employees.
Only enhancing the material capability of the organization is not enough.
Changing talent requirements to be at par with productivity expectation.
Employees are the drivers for productivity and growth
11. Human Capital
is the combined ability, Knowledge, skills, expertise, competencies,
know-how, and innovativeness of an organization's members to
conduct a specific activity, operation, project, or task. It also
includes that organization's values, culture, and philosophy. ...
13. The Common Issues:
No Insight, Inconsistent Processes
Limited Insight
Can I trust employee access to Inadequate HR Planning
data? Ineffective hiring practices
Data integrity is suspect No on-boarding process
Lack of analytic capabilities Too many manual processes
Turnover is too high
Finance
Human Resources
Manufacturing
Service
Fragmented and Escalating Costs
Inefficient Processes Sales
Support for multiple systems
Multiple and disparate systems Data maintained in multiple systems
Manual, highly paper-intensive IT I nefficeinces
processes
Administrative burden on HR keeps
Duplication of efforts efficiencies low
14. External Factors calling for a Strong HR
Foundation
Globalization &
Demographic Organizational
Industry Innovation & Growth
Changes Restructuring
Consolidation
Multi-cultural Engage multi- Enable employees to Deploy employees to
capabilities generational workforce innovate faster and up- best-fit positions
skill continuously
Mergers and Retain skilled Create "what-if"
employees Maintain speed of
acquisitions innovation in an aging organization scenarios
Compliance with global Manage succession in workforce Gain transparency into
and local legal a global workforce workforce
requirements
17. Solution for the whole HR pyramid
ESS / MSS , Enterprise Portal
Training and Events
Personnel Development
Online Recruit. Portal
Travel Management
Health Recrods
Medical Application
Personnel Mgmt.
Payroll.
Time.
Org. Mgmt.
18. SAP Core Employee Life-Cycle
Job / Position
Description
Promotion, Salary
Vacancy Planning
increment, Retirement
Personnel Recruitment
Development
Organizational
Management
Employee Training Employee Master data
Personnel
Administration
Additional data &
Career Planning
benefit info
Payroll Time & Attendance
Travel Expense
19. SAP HCM Core
The Foundation for All HR Processes
Recruitment
Applicant data
Selection Procedure
Follow-up Activities
Time & Attendance
Planning, managing &
evaluating working times
Centralized or Employee Administration
decentralized Master data
Self-service capabilities Employee transfers
Leave data Status change
Employee deployment
Benefits
Management Organizational
Benefits administration Management
Self-service Org structures
capabilities Reporting lines
Planning & simulation
Global employment
International transfers &
assignments
Global reporting
20. Employee Administration
Master Data
Allowances
Working times
Absences
Address/
Personal data
•Localized information
Tax and Social
Security information
Salary
information Work center
Cost center
Position
23. Employee Administration
Reports / Output
KEY FUNCTIONALITIES BUSINESS BENEFITS
Master data for all HR relevant Automation of all basic personnel
employee processes processes
Extensible infotype framework Global reach
Automation of data entry steps for (languages, currencies, regulatory
standard processes (e.g. hiring) requirements...)
All records are consistency checked Consistent real-time data for all basic
real-time and stored with time stamp HR processes
25. Organizational Management
Basic Structures Within SAP Data Model
Enterprise Structure
TFC Client
Personnel Structure
Employee Company
Externals Active Retirees United States Canada Mexico
Group Code
Employee Personnel
Trainee Non-Exempt Exempt Los Angeles New York San Francisco
Subgroup Area
Personnel
Corporate Production
Subarea
Organizational Structure
Executive
Board
Org. Units
Financials HR Manufacturing Person
Jobs Manager Supervisor. Director
Positions Mgr of HR
27. Organizational Management
Summary
KEY FUNCTIONALITIES BUSINESS BENEFITS
Allows modeling of complex organizational Flexibly plans and maps the organizational
structures and multiple views (e.g. matrix) levels of your company to control and
Automatically checks data for consistency simplify processes
in real-time Creates transparency and supports
Contains powerful reporting and analytics decision making e.g. for reorganizations
Organizational structure is basis for Is the foundation for process excellence
authorizations and security using workflow and authorizations
enterprise-wide
30. Recruitment
Making your choice easier
KEY FUNCTIONALITIES BUSINESS BENEFITS
Create Vacancies dynamically in the Flexibly plan the current and forecasted
organizational chart. talent requirement.
Current and planned vacancies can be Creates transparency and supports
created. decision making e.g. for new positions.
Monitoring of recruitment activities start to Cost monitoring of components of the
finish. hiring process.
Assignment of attributes from a central
catalogue for standardization.
32. Time & Attendance
Process Overview
Clock in/out Cross-Application Self-Service / Time Manager„s
Mobile
Time Sheet Inter-/Intranet Workplace
Payroll
Time Evaluation
33. Time processing
CO
PP
PM PAYROLL
PS ACCOUNTING
Cost
distribution
Time
evaluation
SAP
Time Management
TRAINING &
SUBSYSTEMS EVENT MGMT
34. Time & Attendance
Summary
Key Functionalities Business Benefits
Plan Shifts State-of-the-art planning and data-entry
Maintain and record time data Technologies
Clock in/out Easy-to-use mechanisms for monitoring time
Manage time accounts management
Generate wage types for payments & Record data once and reuse across your
deductions enterprise
Calculate incentive wages Intuitive user interfaces tailored to the individual
Use data in other business processes needs
35. Management of Global Employees
Process Overview
Person ID: Valid within
the enterprise & for the
lifetime of the employee
Global Employee
During Assignment
Transfer
Preparation
of Relocation
Planning of
Repatriation
Global Assignment
Start of global End of global
assignment assignment
36. Management of Global Employees
Summary
KEY FUNCTIONALITIES
Supports full lifecycle (assignment
planning, payroll transfer, repatriation).
Central person ID allows tracking global
employees during all international transfers.
Authorizations ensure that different HR users
can only access data relevant for them.
Assignments are planned in alignment with
company policy.
BUSINESS BENEFITS
Single point of information for all involved
parties, supporting efficient negotiation and
transfer management.
Automatic information transfer from home to
host country and vice versa.
Reduces communication times and
transaction costs.
Provides consolidated data and training
history for employees, critical for talent
management processes.
38. SAP Payroll
Processing Flow
Employee Data
- Basic Pay
- Absences Employee Calculate Calculate Arreas / Income Tax
- Benefits, etc. Data Provident Fund / Provisions
Gross
Travel Data:
- Advances
- Reimbursements Travel
Expense Calculate Net
Data
Payroll
History
Time Data:
- Time pairs
- Time wage types Time Data
Cheque
Bank
Advices
Voice Update G/L &
Recognition
SAP ESS
Kiosk Costing FI CO
Time Clock
41. Payroll
Summary
Key Functionalities Business Benefits
Payroll process model Flexibility – customer-specific rules
Rules-based Scalability – pay unlimited number of
Date effective employees .
Retro calculations for pay & benefits Global payroll on one system
Integration with Financials and Logistics Process driven – automated and error
Payroll simulation capability reduction
Complete year-end processing Integration – lower TCO, fewer interfaces
50. Travel Management
Settlement
Key Functionalities Business Benefits
Trip Definitions Flexibility planning employee trips
Comprehensive trip monitoring Tranparency in trip details and costs
Relevant trip Data Tracking and monitoring of trip
Integration with Financial Accounting Costing per tirp of the employee with easy
Payments to Vendors transfer to financial accounting for vendor
payments.
52. SAP Reporting
Tools to analyze the information
1. SAP Standard Reports provides instant reports based on most
frequently requested information
2. HIS where reports are executed using selected structures i.e. object
oriented approach
3. Info Set Query allows creation of reports for all areas of HR
components. User friendly and no ABAP programming required.
4. SAP Query is a Flexible Reporting tool for complex reporting
requirements with provision for ABAP codes
53. Enabling the Best People and Talent
Business Insight Strategic Talent Management
Consolidated HR data in one solution Hire the right people
Consistent and accurate information On-boarding is managed proactively
Analyze data quickly and accurately Ensure business continuity with future
leaders
Human Resources
Finance
Manufacturing
Sales Service
Streamlined
HR Processes
Lower cost
Single solution for all HCM needs
Single solution provider
Automated and Standardized HR
processes Leverage your IT infrastructure and talent
One consistent system for all HR Reduce redundant data entry
operations
54. Capitalizing on HR and Payroll
Summary of Business Benefits
HR Process Efficiency Minimize of paper-intensive and
and Compliance time-consuming processes
Standard processes and
Employee workflows
Administration
Regulatory support for 49
HCM countries
Organizational
Processes &
Management
Forms
“
Payroll Global
and Legal Employee
A typical 1000-employee
Reporting Management company handles over one
Your Organization million employee-related
transactions annually, each
costing 10–50 U.S. dollars.”
Time & Benefits
Attendance Management ASUG Benchmarking Program
May 2008
55. SAP – The HCM Market Leader
AMR Research – "SAP has been inching ahead of Oracle over the past two years to
retain the top spot in overall HCM revenue"
"The Human Capital Management Market Sizing Report, 2007–2012"
Forrester –“...SAP has the most extensive multinational functionality on the market
making it suitable for large enterprises that need to manage a global workforce“
"The Forrester Wave: Human Resource Management Systems, Q4 2008."
Gartner – SAP is #1 in terms of revenue with a 20.8% share worldwide
“Market Share: ERP Software, Worldwide, 2007"
Further information:
http://www.sap.com/solutions/business-suite/erp/hcm/brochures/bestinclass.epx
56. Siemens Pakistan
- an introduction
Industry Sector - Business Unit SAP Highlights
SAP Solutions constitute of :
SAP Center of Expertise (VAR)
SAP Authorized Training Center (ATC).
SAP Support Services.
Turnkey I.T. Hardware Solutions.
Affiliations, certifications and
membership of all major governing
bodies Information Technology
Services (ISO, QMS, P@SHA, PSEB).