SAMPLE BLUE PRINT(1).doc

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Confidential Document
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ASAP Business Blueprint
HUMAN RESOURCES

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INDEX FOR BUSINESS BLUE PRINT HR MODULE
1. Organization Management
HR Structure
Company details
Enterprise Structure
Company Code
Personnel Area
Personnel Sub area
Personnel Structure
Employee Group
Employee Subgroup
Organizational Structure
Organizational Unit
Job
Position
2. Personnel Administration
Personnel Actions
Hiring
Hiring process
Info types used for hiring
Organization assignment
Purpose of org assignment
Promotion
Promotion/demotion

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Termination
Causes of termination
Info types used for Termination
Number ranges
Regular employees
Trainees
Integration
3. Time Management
Define Holiday Calendar
Define Factory calendar
Work schedule rule
Define working times
Define breaks
Define daily work schedule
Define period work schedule
Define work schedule
Absences
Define leaves
Define counting rule
Define quotas
Define deductions
Define
4. Payroll
Payroll area
Purpose
Wage types
Compulsory info types
Additional info types
Customer specific wage types
Pay scale structure
Pay scale type
Pay scale Area

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Pay scale group and levels
Pay roll accounting area
Period modifier
Remuneration statement
Integration
5. Recruitment
Purpose
Recruitment process
Number Ranges
Media And Instruments
Workforce Requirements and Advertising
Sources of Applicants
Status of the Applicants
Info types used
Integration

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organization structure :
SRAVYA INDUSTRIES LIMITED
The Company “SRAVYA INDUSTRIES LTD.,” is having its corporate office at Banjara Hills,
Hyderabad.
The Company has manufacturing facility at Kakinada and R & D unit at Wargal, Hyderabad.
All the locations are covered under VAT Registration.
SRAVYA
INDUSTRIES LTD
CORPORATE
OFFICE
(HYDERABAD)
FACTORY
(KAKINADA)

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CORPORATE STRUCTURE OF SIL
CHAIRMAN &
MD
HR
FIN MKTG R & D
SGM
MM
CFO VP
VP
SGM GM
GM
DGM AGM
GM
GM
AM
SM
SM
MGR
MGR
MGR
AST
M
AST
M
AST
M
STAFF
VS
ZM
SRM
RM
AM
DGM

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PLANT OFFICE STRUCTURE
PLANT
ELEC
MGRM
GRR
MECH.
LAB
FINANCE
VP -MFG HR
GM
assts
supervisor
Admn INCHARGE
ASST MGR
Asst.res
SGM
DGM
DGM
AM AM
operatr
DGM Exes
JUNIOAR

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CORPORATE OFFICE HR STRUCTURE
SGM(HR)
GM(HR)
TRNG
DGM (HR)
SRM(P&A)
MGR
EXCUTVS
MGR MGR
PAYROLL
EXCUTIVES EXECUTIVE

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The following is the strength of corporate office.
S.NO
Department
name
Positions No. Positions
1 BOD Board of directors 5
2 Human resource
Sr.General Manager 1
Senior Manager 3
General Manager 2
Manager 3
Asst Manager 2
3 Finance dept
Vice president 1
Senior Manager 2
General Manager 2
Manager 2
Asst Manager 6
4 Marketing
Vice president 1
General Manager 2
Zonal Manager 4
Regional Manager 16
Area Manager 16
5 Material mgt
Vice president 1
General Manager 1
DGM 1
Asst Manager 1

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MANPOWER STRENGTH OF FACTORY :
S.NO DEPARTMENT POSITIONS NUMBER
1 Human resource
Manager 1
Administrators 2
Executives 4
2 Finance dept
Asst mgr 2
Executives 4
3 LAB
Lab Incharge 1
Lab Assistants 10
Helpers 5
4 Production
Production mgr 1
Operators 24
Supervisors 12
In chargers 3
5 Electrical
Senior Electrician 4
Asst Electrican 8
Juniors 16
Assistants 20
6 Mechanical
Quality mgr 1
Assr mgr 1
Executives 2

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HR Structure
The following organizational definitions have been identified as per SAP and implemented at
Sravya Industries Limited
Enterprise Structure
Company Code
S.No Company Code Text
01 SIL
Sravya Industries Limited
Personnel Area
S No PA Codes Personal Area
01 1001 Corporate office
02 1002 Plant
Personnel Sub Area
COMPANY PERSONNELL
AREA TEXT
PERSONNE SUB
AREA
PERSONNEL SUB AREA TEXT
CORPORATE
Banajara hills
HYDERABAD
HR HUMAN RESOURCES
OP OPERATIONS
SD SALES & DISTRIBUTION
FI FINANCE
PLANT Kakinada
FIN FINANCE
HR HUMAN RESOURCES
PD PRODUCTION
MM STORES/PURCHASE

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Personnel Structures
Employee Group
SNO EMPLOYEE GROUP CODE EMPLOYEE GROUP
TEXT
1 A ACTIVE EMPLOYEE
Employee Subgroup
.
QC QUALITY CONTROL
EMP GROUP EMPLOYEE GROUP
TEXT
EMPLOYEE SUB
GROUP
EMPLOYEE SUB GROUP
TEXT
A ACTIVE EMPLOYEES
S1 Salaried 1
S2 Salaried 2
P1 Probationers/trainees
E1 External consultant
R1 Retiree
SL NO JOB CODE JOB TYPE TEXT
1 BOD BOARD OF DIRECTORS
2 VP VICE PRESIDENT
3 SM SENIOR MANAGER
4 GM GENERAL MANAGER
5 ZM ZONAL MANAGERS
6 SRM SENIOR REGIONAL MANAGERS
7 RGM REGIONAL MANAGERS
8 ARM AREA MANAGERS
9 MRS MEDICAL REPRESENTATIVES
10 MGR MANAGERS
11 ASM ASST MANAGER
12 EXC EXCUTIVES
13 OPE OPERATORS
14 ADM ADMINISTRTORS
15 SUP SUPERVISIOR
16 IN SHIFTINCHARGE
17 HEP HELPERS

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S.NO DEPT NAME POSITIONS NO. POSITIONS
1 BOD BOARD OF DIRECTORS 5
2
HUMAN
RESOURCE
VICE PRESIDENT
vice president hr …....1
SENIOR MGR
sr mgr recruitment …1
sr mgr tra &ev mgt …1
sr mgr payroll …1
GENERAL MGR
general mgr (rec) ….1
general mgr (payroll)….1
MANAGER
mgr recruitment …1
Mgr- Training …1
mgr payroll …1
ASST MGR
asm recruitment …1
asm ir …1
EXECUTIVES
exe recr … 3
exe training …3
exe payroll …. 3
3 FINANCE
VICE PRESIDENT CFO …. .1
SENIOR MGR
sr mgr (finance) …1
sr mgr (account) …1
GENERAL MGR
general mgr finance …1
DGM …1
MANAGER
Mgr. finance … 1
Mgr account …1
ASST MGR asst mgr …..6
EXECUTIVES executives ------- 12
4 MKTG
VICE PRESIDENT vice president ……....1
ZONAL MGR
zonal mgr North ---1
zonal mgr South ----1

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PERSONNEL ADMINISTRATION
2.1 PERSONNEL ACTIONS:
2.1.1 HIRING
2.1.1 INFOTYPES USED FOR HIRING:
2.1 ORAGANISATION REASSIGNMENT:
2.2.2 INFOTYPES USED FOR ORGANISATION ASSIGNMENT:
SNO INFO TYPE OPERATION INFO TYPE TEXT
1 0000 COP Actions
2 0001 COP Organization reassignment
3 0006 COP Address
4 0007 COP Planned working time
5 0008 COP Basic data
PROMOTION:
1 0000 INS Action
2 0001 INS Organization reassignment
3 0002 INS Personal data
4 0006 INS Address
5 0007 INS Planned working time
6 0008 INS Basic pay
7 0009 INS Bank details
8 0014 INS Recurring payments and deductions

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2.3.2 INFOTYPES USED FOR PROMOTION:
1 0000 COP Actions
2 0001 COP Organization reassignment
3 0007 COP Planned working time
4 0008 COP Basic pay
2.4 TERMINATION:
2.4.2 INFOTYPES USED FOR TERMINATION :
1 0000 LIS9 Actions
2 0014 LIS9 Recurring Payments & deductions
3 0015 LIS9 Additional payments
Integration:
Personal admin is completely integration hr components of the sap system.
Time Management
THE PUBLIC HOLIDAY CALENDAR IS DERIVED AS FALLOWING.
Desired Function Required Application Component
Transfer applicant data when hired to
Personnel Administration.
Recruitment
Automatically incorporate new employees
in the organizational structure of the
company
Transfer employee compensation directly
to the employees’ payment
Compensation Management
Trigger transfer from Personnel
Development
Personnel Development
S l. No. Date Holiday
1 January 1st New Year Day
2 January 14th Pongal

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:
Sl No Code Work schedule Text From To
1 GENL General Shift 08:30 17:30
2 SFT1 First Shift 06:00 14:00
3 SFT2 Second Shift 14:00 22:00
4 SFT3 Third Shift 22:00 06:00
Schedules
Sl No Code Period Work schedule Text
1 PWGE PWS General Shift
2 PWS1 PWS First Shift
3 PWS2 PWS Second Shift
4 PWS3 PWS Third Shift
Work Schedule Rules
3 January 26th Republic Day
4 March Ugadi
5 May 1st Labour Day
6 August 15th Independence Day
7 October 2nd Gandhi Jayanthi
8 October Dusserrah
9 December 25th Christmas
10 optional Ganesh chaturdhi
Sl
No
Break
Schedul
e Code
Break Schedule
Text
Timing
From To Paid/Unpaid
1 GENL General Shift
10:00 10:15 Un Paid.
12:00 12:30
15:45 16:00
2
SFT1 First shift 07:00 07:15 Paid
11:30 11:45
3
SFT2 Second Shift 16:00 16:15 Paid
20:00 20:15
4
SFT3 Third shift 23:45 24:00 Paid
03:00 03:15

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SLNo Code Work Schedule Rule Text
1 DWSRCORP WSR FOR CORP
2 DWSRPLTS WSR FOR PLANT
Absences
Sl No Absence Code Absence Text
1 5000 Casual Leave
2 5001 Sick Leave
3 5002 Earned Leave
4 5003 Maternity Leave
5 5004 Paternity leave
Counting Rules:
Sl No. Counting Rule Code Counting Rule Text
1 500 Casual Leave
2 501 Sick Leave
3 502 Earned Leave
Absence Quotas
Quota Types
Sl No Quota Type Code Quota Type Text
1 50 Casual Leave
2 51 Sick Leave
3 52 Earned Leave
Entitlement for the Quota Types:
Sl No Quota Type Code Entitlement Remarks
1 50 7 days Year starting from 1st January to 31st Dec.
Will not be carried forwarded to the following year, if
not availed, will be enchased,
2 51 11 days Sick leave eligibility is for the employees who are not
covered under ESI act
Will be carried forwarde to the following year,
3 52 21 days 15 Physical working days 1 E.L
At least r 75% from his date of joining. Twice in a year
with not more than 7 days
The entitlement for Els will be as for next calendar year

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4 53 92 Days. Married Female Employees are eligible. At least
one year of service with company.
Before proceeding should inform to H.O.D and H.R
Dept. proceeding on leave, could take from 30 days
before delivery date or as per advice. She should
give a self-declaraation letter stating that she has
not worked during this leave anywhere.
5 54 4 Days. Married male employees are entitled for 4 days
The birth certificate for his son/daughter obtained
form the nursing home.
Deduction Rules
Sl No. Deduction Rule Code Deduction Rule Text
1 500 Casual Leave
2 501 Sick Leave
3 502 Earned Leave
Info types
Sl No SAP Info type Info type Text
1 0007 Planned working time
2 2001 Absences
3 2005 Overtime
4 2006 Absence quotas
5 0416 Time Quota Compensation
6 2010 Employee Remuneration Info
4.1 Payroll
4.1.1 Payroll
S.NO Payroll area code
1 Payroll area for SIL PL
2 Wage Types

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As a part of Payroll only Eighteen types of wage types are taken into consideration at SIL.
4.2.1 The compulsory info types for calculation of payroll is :
4.2.2 Additional info types for calculation of payroll is :
S.NO INFO TYPE INFO TYPE TEXT
1 580 PREVIOUS EMPLOYMENT TAX
DETAILS
2 581 HOUSING (HRA / CLA / COA)
3 582 EXEMPTIONS
4 583 CAR & CONVEYANCE
5 584 INCOME FROM OTHER SOURCES
6 585 SECTION 80 DEDUCTIONS
7 586 INVESTMENT DETAILS (SEC88)
8 587 PROVIDENT FUND CONTRIBUTION
9 588 OTHER STATUTORY DEDUCTIONS
10 590 LONG TERM REIMBURSEMENTS
11 185 PERSONAL IDS
12 591 NOMINATIONS
13 267 OFF CYCLE PAYMENTS
14 2010 EMP REMUNIRATION STATEMENT
S.NO INFO TYPES I.T .TEXTS
1 0000 ACTIONS
2 0007 PLANNED WORKING TIME
3 0008 BASIC PAY
4 0009 BANK DETAILS

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A) ACTIONS WAGE TYPES SAP MODEL WAGE TYPES :
S.NO STANDARD
WAGE TYPE
CUSTOMER
SPECIFIC
WAGE TYPE
WAGE TYPE TEXT
1 MB10 5000 BASIC PAY
2 M230 5010 H.R.A
3 M220 5020 CONVEYANCE ALLOWANCE
4 M230 5030 CITY COMPENSATORY ALLOWANCE
5 MP10 5040 ADDITIONAL PAY
6 MP10 5050 SPECIAL PAY
7 M200 5060 UNIFORM ALLOWANCE
8 MB10 5070 BASIC PAY ARREARS
9 5080 OTHER ARREARS
B. RECURRING PAYMENTS AND DEDUCTIONS.INFOTYPE IS MUST 0014 :
S.NO STANDARD
WAGE
TYPE
CUSTOMER
SPECIFIC
WAGE TYPE
WAGE TYPE TEXT
10 M500 5090 CANTEEN DEDUCTION
11 M500 5100 BUS DEDUCTION
12 M500 5110 OTHER DEDUCTIONS.
3.2.3.
C). ADDITIONAL PAYMENTS INFOTYPE IS MUST 0015 :
S.NO STANDARD
WAGE
TYPE
CUSTOMER
SPECIFIC
WAGE TYPE
WAGE TYPE TEXT
13 5120 OVER TIME/ PRODUCTION
ALLOWANCE. (0210)
14 B100 5130 BONUS
15 5140 PERFORMANCE INCENTIVE.
16 MPG0 5150 GRATUITY
17 5160 OTHER MISCELLEOUS
PAYMENTS.
18 5170 SALARY ADVANCES
The basic pay differs from one group to the other group. HRA, CCA and CA will be calculated
based on the percentage of Basic Pay.
Here we also have the Employee Suggestion Scheme where all the employees are welcome
to give their suggestions pertaining to training, cleanliness, safety measures, etc., We also
implemented the Employee Satisfaction Survey by conducting Group Discussions, case

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studies, interviews, etc., Quality circles are formed for the active participation of all the
employees in all the required fields.
Basic Pay:
It is the minimum earning of the employee out of his gross salary which is a must. it would be
minimum of 60% out of agreed cost to company. This is to protect employees interest.
HRA:
50% of Basic pay is paid as House Rent Allowance to all the employees.
Conveyance Allowance:
Paid as per the costs incurred by the employee to come to the Company to all the Employees.
Provident Fund:
Paid to the institution of Provident Fund on behalf of the Employees by Employers. It is 12% of
the Basic pay + Dearness Allowance as per the Employees’ Provident Funds and
Miscellaneous Provisions Act 1952.
Gratuity:
According to the Payment of the Gratuity Act 1972,employer pays the employee at the rate of
15 days pay based on the pay last drawn by the employee concerned after the completion of
every year of his/her service.
ESI:
According to the Workmen Compensatory Act 1923 all employees under the Factory are given
ESI as per the Employees’ State Insurance Act 1948.
Bonus:
Provide a stimulus for extra effort by them and also when the company incurred profits and
wishes to share its surplus.
Deductions:
The loans availed by the employee, and the PF, Professional Tax, IT etc will be deduced from
pay that is paid to the employee by the employer.
Income Tax:
The will be deducted by the employer and paid to the Income tax Office as per the rule of the
Government at the end of every financial year i.e. March.
Statutory Forms:
1. Form 15 – Leave Card
2. Form 25 – Without working hours
3. Form 25 A – Including working hours
4. Form V A – Inspector of factories for paid holiday register
5. Form 28 – ESI Clarification
Renewal of Statutory Licenses
1. Factory License
2. Labor License
3. Pollution Control Board License
All the employees who belong to permanent cadre will be eligible for ESI, PF and Employee
Insurance. The employees who have completed their five years of service will be eligible for
Gratuity
3.2.4. STATUTORY AND VOLUNTARY DEDUCTIONS :

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To determine the payment amount, statutory and voluntary deductions, such as taxes and
social insurance contributions, are effected. The deductions are calculated on the basis of
gross values, such as the total gross amount and the gross tax amount. For this reason,
various amounts are calculated during the payroll run which are then used for subsequent
processing
Provident Fund: 12% of Basic + DA
12% of Basic + DA (8.33-pension, 3.67-PF).
1.1-Admin Charges, 0.5-EDLI charges and 0.01-EDLI Admin Charges
Secondary Wage Types Secondary Wage Types Text
/3F1 Ee PF contribution
/3F3 Er PF contribution
/3F4 Er Pension contribution
/3F5 Ee Mon PF contribution
/3F6 Ee Ann PF contribution
/3F7 EDLI contri * 1,00,000
/3F8 EDLI adm chrgs * 1,00,000
/3F9 PF adm chrgs * 1,00,000
/3FA PF basis for Ee contrib.
/3FB PF Basis for Er Contrib
/3FC Pension Basis for Er cont
Professional Tax
Sl no State Jurisdiction Range end PT Amount
01 AP01 1,499.99 0.00
02 AP01 1,999.99 16.00
03 AP01 2,999.99 25.00
04 AP01 3,999.99 35.00
05 AP01 4,999.99 45.00
06 AP01 5,999.99 60.00
07 AP01 9,999.99 80.00
08 AP01 14,999.99 100.00
09 AP01 19,999.99 150.00
10 AP01 9,999,999.99 200.00

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3.5 PAY SCALE STRUCTURE:
3.5.1 PAY SCALE TYPE:
The pay scale type defines the area of economic activity for which a collective agreement is
valid. The area in which it is valid may be determined at company or trade union level and
often applies to a whole industry.
Sl No Pay scale type code Pay scale type text
1 PL PLANT
2 CO Administration
3.5.2 PAY SCALE AREA:
Pay scale area defines the geographical area in which a collective agreement is valid. The
geographical validity area is determined by the size of the pay scale area.With in a pay
scale area, you define the pay scale groups and levels for each pay scale type and employee
subgroup grouping for collective agreement provisions.
Sl No Pay scale Area code Pay scale Area text
1 CO HYDERABAD
2 PL CHINDIGARH
3.5.3 PAY SCALE GROUP & LEVEL
Pay scale groups and pay scale levels are the criteria used to classify data for job evaluations
and indirect valuations. Pay scale levels are subdivisions of pay scale groups
SNO Pay scale Group Pay Scale Level Pay Scale Level Text
1 BOD L1 BOD
2 CEO L1 CEO/CFO/CAO
3 VP L1 VICE MGR
4 SR MGR L2 SR. MANAGERIAL
5 GEN MGR L2 GENERAL MANAGERIAL
6 ZONAL MGR L2 ZONAL MANAGER
7 MGR L2 MANAGERIAL
8 AST MGR L3 ASST MANAGERIAL
9 EXTV L3 EXCUTIVES
10 OPE L3 OPERATORS
11 SUP L3 SUPERVISOR
12 HEL L4 HELPERS

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3.4 Payroll Accounting Area
The payroll area is an organizational unit in the Human Resources department, which can be
defined for a unified payroll accounting area. Based on organizational assignment criteria, all
of the employees who are accounted simultaneously in the payroll run are assigned to the
same payroll area.
As a rule, payroll is run per payroll area. Based on the payroll area, the system determines two
pieces of information for payroll:
a) Number of employees for whom a payroll accounting run is to be performed
b) Specific payroll dates
From SIL perspective, the following payroll areas are identified:
Sl No Payroll Area
Code
Payroll Area Text Payroll Run Date Pay Date
1 01 Monthly 25th of every Month 1st Of every Month
3.4.1 Period Parameter:
The period parameter defines specific payroll periods with start and end dates.
Sl No Period Modifier Period modifier text
1 01 1st day of every month
3.4.2 Remuneration Statement:
The SAP System enables you to create remuneration statements for your employees. A
remuneration statement contains a clear list of payments and deductions effected during a
payroll run for an employee. The remuneration statement is usually created after the payroll

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run, but before payment is effected. If you perform more than one payroll run in a period, you
can create remuneration statements after each payroll run. If corrections are made, original
documents are overwritten.
3.5 Integration:
The SAP HR Payroll India component integrates with other SAP HR components such as
Personnel Administration and Personnel Time Management. There are interfaces to Financial
Accounting and Controlling. You can run payroll using a combination of SAP and third-party
products.
Financial Accounting (FI) :
Financial Accounting illustrates all business transactions in the enterprise using postings to the
relevant accounts. Posting to Accounting provides the necessary data for the following
components in Financial Accounting:
 General Ledger Accounting (FI-GL)
 Accounts Payable (FI-AP)
 Accounts Receivable (FI-AR)
 Special Ledger (FI-SL)
 Funds Management (FI-FM)
RECRUITMENT :
PURPOSE :
The ability to meet personnel requirements is key for enterprises. The success of an enterprise
depends on such factors as the quality and availability of personnel.
The recruitment process consists of various functions, which begin from creating applicant
data to filling vacant position. We can store applicants that we have not deemed suitable for a
particular vacancy in the applicant pool where they can be considered for other or future
vacancies.
Recruitment process:
Utilize the recruitment tools and fulfill the requirement (using the advertisement, job fairs) for
recruitment.
The Recruitment process in to two types.
 Internal recruitment

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 External recruitment
Internal recruitment
The hr department manages it by working in co-ordination with other departments.
Customization
Advertising for internal process is done through the newsletters and through internal net work..
External Recruitment:
Campus recruitment and advisement are used to attract good quality engineers. Advertisement
and on line application are also used. manpower agencies
Are used for recruiting employees in the plants.
Customization:
Recruitment process begins as and when vacancies are created either through the termination
actions or through creation of a vacancy of a position or management.
Number Ranges:
Feature NUMAP used to specify the number ranges for applicants
The number ranges for applicants
S.NO Range Application for Type of Range
01 001-999 Internal Application Internal
02 1000-4999 External Application External
03 5000-9999 Un solicitant Application Internal
Instruments Text:
Hindu
Times of India
Srno Media Instruments
01 Press The Hindu, Times of India, Indian Express
02 Portals Naukri .com,
Monster.com
03 Consultants Manpower consultants
04 Employees Employee References

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Status of the Applicants:
All the Standard sap Status is used
Status ID Status Text
1 In process
2 To be Hired
3 On Hold
4 Rejected
5 Contract Offer
6 Offer Rejected
7 Invite
INFOTYPES USED FOR RECRUITMENT:
SNO INFO TYPE INFO TYPE TEXT
1 4000 Applicant actions
2 4001 Applications
3 4002 Vacancy assignment
4 4003 Applicant activities
5 4004 Status of applicant activities
6 4005 Applicant personal number
7 0139 Employees applicant number
Component Provides the following extra functions
Personnel Administration Easy transfer of applicant data to Personnel
Administration once an applicant is hired.
Easy transfer of employee data to Recruitment
when an internal applicant(employee) submits
an application within our organization.
Personnel Development Search for applicants with particular
qualifications
Profile comparison between applicant’s
qualifications and the requirements for (vacant)
positions.
Organizational Management Vacancies maintained in organizational
management are automatically available in
Recruitment.
Manager’s Desktop Managers can make decisions relating to the
selection procedure for vacancies and represent
them using the Manager’s Desktop. Additional
administrative steps are forwarded to the HR
department via an automatic e-mail connection.

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