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NSD ME
DUBAI
NSD ERP SYSTEM – HR Business Blueprint
NSD ERP SYSTEM Implementation
Human Resource Business Blueprint
NSD ME DUBAI
| Confidential
NSD ERP SYSTEM – HR | Business
Blueprint
–
Copyright © 2011 NSD All Rights Reserved
NSD ERP SYSTEM – HR Business Blueprint
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DOCUMENT APPROVALS
Name
Position
Approval Date
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Company
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NSD ERP SYSTEM – HR Business Blueprint
TABLE OF CONTENTS
DOCUMENT APPROVALS ................................................................................................................ 2
EXECUTIVE SUMMARY ................................................................................................................... 5
NSD HUMAN RESOURCES SCOPE ................................................................................................. 6
NSD HUMAN RESOURCE KEY BENEFITS .................................................................................... 6
NSD HUMAN RESOURCES STRUCTURES .................................................................................... 6
BACKGROUND .................................................................................................................................... 6
SCOPEdetected ...................................................................................................................................... 6
ORGANISATION STRUCTURES ...................................................................................................... 7
MASTER DATA .................................................................................................................................... 7
Design ...................................................................................................................................................... 7
1.
ENTERPRISE STRUCTURE ...................................................................................................... 7
1.1. COMPANY CODE .................................................................................................................. 7
1.2. PERSONNEL AREA ............................................................................................................... 7
1.3. PERSONNEL SUBAREA ....................................................................................................... 7
2.
PERSONNEL STRUCTURE........................................................................................................ 9
2.1. EMPLOYEE GROUP .............................................................................................................. 9
2.2. EMPLOYEE SUBGROUP ...................................................................................................... 9
2.3. PAYROLL AREA ................................................................................................................. 10
2.4. Employees Types ................................................................................................................... 10
2.5. EMPLOYEES NUMBER RANGES INTERVALS .............................................................. 10
3.
INFOTYPES................................................................................................................................. 10
4.
INFOTYPE MENUS ................................................................................................................... 11
4.1. INFOTYPE MENUS ............................................................................................................. 11
5.
ACTIONS ..................................................................................................................................... 12
5.1. LIST OF ACTIONS ............................................................................................................... 12
5.2. HIRING ACTION.................................................................................................................. 13
5.3. RE-HIRING ACTION ........................................................................................................... 13
5.4. ORGANISATIONAL REASSIGNMENT ACTION ............................................................ 13
5.5. End Of Services ACTION ..................................................................................................... 14
6.
PERSONNEL ADMINISTRATION CUSTOMIZED SETTINGS ......................................... 14
6.1. Contract .................................................................................................................................. 14
6.1.1.
Notice Period Employer/Employee .................................................................................... 14
6.1.2.
Contract Types ................................................................................................................... 15
6.2. Education ............................................................................................................................... 15
6.2.1.
Education Establishment .................................................................................................... 15
6.2.2.
Education Categories ......................................................................................................... 15
6.2.3.
Education ........................................................................................................................... 15
6.2.4.
Institution Type .................................................................................................................. 16
6.2.5.
Education Duration X NSD ............................................................................................... 16
6.2.6.
Education Branches............................................................................................................ 16
6.3. Comments on Employees ....................................................................................................... 17
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6.3.1.
6.3.2.
6.4.
6.4.1.
6.4.2.
6.5.
6.5.1.
6.5.2.
6.6.
6.6.1.
6.7.
6.7.1.
Comments Class................................................................................................................. 17
Comments Types ............................................................................................................... 17
Employee Driving License ..................................................................................................... 17
Driving License Type......................................................................................................... 17
Hygienic Restrictions ......................................................................................................... 17
Employees Custodies ............................................................................................................. 18
Custody Class..................................................................................................................... 18
Custody Types ................................................................................................................... 18
Employees IDS ...................................................................................................................... 18
ID Types............................................................................................................................. 18
Employee Scanning Documents ............................................................................................ 18
Documents Types ............................................................................................................... 18
7.
ORGANIZATIONAL MANAGEMENT ................................................................................... 18
7.1. PLAN VERSION ................................................................................................................... 19
7.2. STRUCTURE ELEMENTS &NUMBER RANGES ............................................................. 19
7.2.1.
Business Unit ..................................................................................................................... 19
7.2.2.
Jobs .................................................................................................................................... 20
7.2.3.
Positions ............................................................................................................................. 21
7.2.4.
Work center ........................................................................................................................ 24
8.
TIME MANAGEMENT .............................................................................................................. 24
8.1. TIME RULE GROUPS .......................................................................................................... 24
8.2. TIME RULES ........................................................................................................................ 25
8.3. TIME RULE DETAILS NSD X ............................................................................................ 25
8.4. PUBLIC HOLIDAYS ............................................................................................................ 25
8.5. ABSENCE QUOTAS ............................................................................................................ 25
8.6. ABSENCE NON-QUOTAS .................................................................................................. 26
8.7. ABSENCE QUOTA GROUPS .............................................................................................. 26
8.8. ABSENCE DETAILS ............................................................................................................ 26
9.
PAYROLL .................................................................................................................................... 28
9.1. PAYMENT METHODS ........................................................................................................ 28
9.2. Overtime calculation formula ................................................................................................ 28
9.3. WAGE TYPE CATALOG ..................................................................................................... 28
9.4. Important Note: ...................................................................................................................... 28
10.
RECRUITMENT ..................................................................................................................... 28
10.1.
GENERAL INTRODUCTION .......................................................................................... 28
10.2.
INTEGRATION ................................................................................................................ 29
10.3.
Advertisement .................................................................................................................... 29
10.3.1. MEDIA .............................................................................................................................. 29
10.3.2. RECRUITMENT INSTRUMENTS .................................................................................. 29
10.4.
UNSOLICITED APPLICATION GROUPS ..................................................................... 30
10.5.
APPLICANT STRUCTURE ............................................................................................. 30
10.5.1. Applicant Groups ............................................................................................................... 30
10.5.2. Applicant Subgroups .......................................................................................................... 30
10.5.3. Applicant Types ................................................................................................................. 30
10.6.
Applicants Number Range ................................................................................................. 31
10.7.
APPLICANT STATUS...................................................................................................... 31
10.8.
INTERVIEW SETPS ......................................................................................................... 31
11.
Appraisal................................................................................................................................... 31
11.1.
APPRAISAL CATALOG .................................................................................................. 32
11.2.
Important Note: .................................................................................................................. 32
11.3.
APPRAISAL FORMULA (find attached the Appraisal Formula in the email) ................. 32
12.
Human Resources Administrators ......................................................................................... 36
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NSD ERP SYSTEM – HR Business Blueprint
EXECUTIVE SUMMARY
The main objective of this conceptual design is to depict the various human resources
management sub – modules supported by NSD ERP SYSTEM - Human Resources and that
are to be implemented according to the project scope.
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NSD ERP SYSTEM – HR Business Blueprint
NSD HUMAN RESOURCES SCOPE
This scope is the basis upon which the NSD HR functional requirements are defined in detail
during the Blueprint. The NSD HR consists of many components, which are capable of
working together in full integration. The following key components are the NSD HR sub modules that have been identified as in scope for Human Resources Management at
company .
Personnel Administration
Organizational Management
Time Management
Payroll
Recruitment
Appraisal
NSD HUMAN RESOURCE KEY BENEFITS
Streamline HR processes and reduce administrative costs
Relieves you from the daily administrative routine activities which are costly and time
consuming
Enhance networking and data sharing between departments
Create standard and legal reports in accordance with --------------------------NSD HUMAN RESOURCES STRUCTURES
Basically, there are three essential structures within the NSD ERP - Human Resources, which
are:
Enterprise Structure: comprises of: company code, personnel area, and personnel
subarea.
Personnel Structure: employee group, employee subgroup and payroll accounting
area.
Organization Structure: organizational units, jobs, positions etc…
The above mentioned structures and their fundamental elements are discussed in details later
in this blueprint.
BACKGROUND
Personnel Administration relieves you from the daily administrative routine activities, which
are costly and time consuming, while simultaneously supporting you in demand planning
activities. You can manage all modern personnel administration tasks with this application
component.
Another advantage of this application component - especially for international corporations - is
the various country specific versions, which are created in accordance with the respective
country specific features. By using country specific versions, you can set up Personnel
Administration as a standard personnel administration system in UAE and accordingly meet
the ------------------------------ strategy.
SCOPEdetected
The following table contains the processes that have been identified as in scope for the
Personnel Administration business scenario at -----------------------------------------------.
Personnel Administration Element
PA Master Data
Employee's Personal Details
Payroll Specifications
Personnel Time Management
Personnel
Time
Specifications
Business Process Owner
In Scope
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NSD ERP SYSTEM – HR Business Blueprint
Administration
Personnel Actions
Recruitment
Appraisal
ORGANISATION STRUCTURES
The enterprise structure of ------------------------------------- CO.is very essential and hence it
must be defined before you use any of the HR applications. The company structures within
Personnel Administration are:
Enterprise Structure: company code, personnel area, and personnel subarea.
Personnel Structure: employee group, employee subgroup and payroll area.
MASTER DATA
Master Data contains all employee data used in HR processes. Master Data includes
personal data e.g. address; Organizational data e.g. position description, Benefits e.g. Time
& Payroll data.
Master Data is stored in Infotypes. Infotypes are tables (for user data entry screen) that
contain logically grouped employee data. Data can be stored for specific periods, which
include current and historical. ----------------------------------------. Infotypes List is discussed in
details later in this document.
Design
1. ENTERPRISE STRUCTURE
Basically, every employee has an organizational assignment, that is, he/she is unique in the
enterprise structure and in the personnel structure. In other words, the employee belongs to a
specific place of work and has a specific status (for example, salaried employee or
industrial worker). Enterprise structure in Personnel Administration is defined by the following
elements:
Company code
Personnel area
Personnel subarea
1.1. COMPANY CODE
The company codeis defined in Financial Accounting. The balance sheet and profit and loss
statements are drawn up at the company code level.
1.2. PERSONNEL AREA
It represents a division of a company code into subunits. It is an organizational entity
representing an area within an organization defined by specific aspects of personnel
administration, time and payroll for example personal area 100 for employees in Dubai.
1.3. PERSONNEL SUBAREA
A personnel subarea is an organizational unit that represents a specific area of the company
organized according to certain aspects of personnel, time management and payroll. E.g.
finance department in company . personnel subareas.
The table below contains the company ... Enterprise Structure,
Company Code
Personnel Area
Personnel Subarea
Code
Text
Code
Text
Code
Text
1
Company
1
Company – Abu Dhabi
1
Emarati Regular
Muslim
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NSD ERP SYSTEM – HR Business Blueprint
2
3
4
5
6
7
8
9
10
11
12
2
RAK Office
1
2
3
4
5
6
7
8
9
10
11
12
3
Al Ain Office
1
2
3
4
5
6
7
Emarati Regular
N.Muslim
Emarati Shift
N.Muslim
Emarati Shift
Muslim
Foreign regular
Muslim
Foreign regular
N.Muslim
Foreign Shift
Muslim
Foreign Shift
N.Muslim
Emarati Part Time
Muslim
Emarati Part Time
N.Muslim
Foreign Part Time
Muslim
Foreign Part Time
N.Muslim
Emarati Regular
Muslim
Emarati Regular
N.Muslim
Emarati Shift
N.Muslim
Emarati Shift
Muslim
Foreign regular
Muslim
Foreign regular
N.Muslim
Foreign Shift
Muslim
Foreign Shift
N.Muslim
Emarati Part Time
Muslim
Emarati Part Time
N.Muslim
Foreign Part Time
Muslim
Foreign Part Time
N.Muslim
Emarati Regular
Muslim
Emarati Regular
N.Muslim
Emarati Shift
N.Muslim
Emarati Shift
Muslim
Foreign regular
Muslim
Foreign regular
N.Muslim
Foreign Shift
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NSD ERP SYSTEM – HR Business Blueprint
Muslim
8
9
10
11
12
Foreign Shift
N.Muslim
Emarati Part Time
Muslim
Emarati Part Time
N.Muslim
Foreign Part Time
Muslim
Foreign Part Time
N.Muslim
2. PERSONNEL STRUCTURE
2.1. EMPLOYEE GROUP
It Divides or groups company .employees into various categories. Ex. Active employees,
Retired employees, Contractors.
CODE
EMPLOYEE GROUP
1
2
3
4
Active
Terminated
Resigned
Probationary
2.2. EMPLOYEE SUBGROUP
They are further differentiated within the employee group. Ex. Managers, Operators,
executives.
E SubG – Description
Code
1
Manager
2
Asst. Manager
3
Coordinator
4
Officers
5
Secretary
6
Engineers
7
Supervisors
8
Assistants
9
Drivers
10
Office boys
11
Foreman
12
Labor
13
Security
14
Executive
15
Technician
16
Systems Analyst
17
Coordinators
18
Accountant
19
Assistant Accountant
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20
Controller
21
Specialist
22
Consultant
23
Receptionist
24
Administrator
25
Operator
26
Assistant Engineer
27
Senior Officers
28
Senior Engineers
29
Senior Supervisor
30
Clerk
31
Head of Section
32
Deputy
2.3. PAYROLL AREA
An accounting area that groups together employees that are to be processed on the same
date and determines the exact payroll period.
CODE
1
2
PAYROLL AREA
Monthly Salary
Without Salary
2.4. Employees Types
Define employee types in your company to grant each type a numbering range to be used
when you do a hiring.
Code
Description
1
Standard Employees
2
Contractors
3
Part Time
2.5. EMPLOYEES NUMBER RANGES INTERVALS
PERSONNEL CATEGORY
INTERVALS
From
To
Standard Employee
10000
100000
Contractor employee
01
4000
5000
9000
Part Time
3. INFOTYPES
Infotypes are units of information in the Human Resource Management System. They are
used to group related data fields together. They provide information with a structure, facilitate
data entry, and enable you to store data.
------------------------------------ HR – PARSONNEL ADMINISTRATION INFOTYPE LIST
INFOTYPE DESIGNATION
Organizational Assignment
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Actions
Personal Data
Educations
Bank Details
Passport
Marriage
Traffic Violations
Comments on Employee
Driving License
Qualifications
Training
Dependents
Time Sheet
Time Rule
Absences
Absence Quota
Leave Request
Leave Approval
Overtime request
Overtime Approval
Monthly Calendar
Yearly Calendar
Yearly Absence
Basic Pay
Additional Payments
Deduction Payments
Scan Passport
Employee Custody
Employee Custody Return
Contract Scan
Contract History
Employee Contract Information
Employee IDS
Scanning Documents
Employee Health Insurance
Address
4. INFOTYPE MENUS
A menu contains a selection of info types and submenus reviewing the info types used in
menu-controlled transactions and a selection of events used in system.
4.1. INFOTYPE MENUS
Menu
01
02
03
04
06
07
08
09
Text
General Information
Employee Follow Up
Education & Qualifications
Salaries &Benefits
Contract Information
Employee Assignment
Time Data
Overview Data
------------------------------------ HR users need to quickly and comfortably access essential
employee data. In order to do so, you need to define clearly laid out infotype menus.
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The table below illustrates the key menus that have been created for -------------------------------.
HR users through the use of transaction code (IMG).
MENU
CODE
TEXT
INFOGROUP
01
General Information
02
Employee Follow Up
03
Education
Qualifications
04
Salaries & Benefits
06
Contract Information
07
Employee Assignment
08
Time Data
09
Overview Data
&
Infotype
Personal Data
Employee IDS
Passport (Passport No. Issue Date, expiry date,
place of issue)
Residence Visa ( Date of issue , date of expirey ,
place of issue
Passport Scan
Marriage
Dependents
Address
Comments on Employee
Employee Custody/Asset
Employee Custodies Standard
Employee Custody return
Traffic Violations
Driving License
Education
Qualifications
Training
Basic Pay
Additional Payments
Deduction Payments
Bank Details
Employee Contract Information
Contract Scan
Actions
Organizational Assignment
Absences
Absence Quota
Time Sheet
Overtime request
Overtime request Approval
Time rule (Planned Working Time)
Leave Request
Leave Request Approval
Monthly Calendar
Yearly calendar
Yearly Absence
Contract History
5. ACTIONS
Personnel procedures, such as hiring an employee, organizational reassignment, or an
employee leaving the enterprise are represented by individual personnel actions in Personnel
Administration. Rather than accessing individually each info type and entering data into them,
the system can group together the most important infotypes into personnel actions and lead
you through processing the employee data.
5.1. LIST OF ACTIONS
CODE
PERSONNEL ACTION
HIRING
1
2
REHIRING
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3
4
ORGANISATIONAL REASSIGNMENT
End Of Service
5.2. HIRING ACTION
ACTIVITY STATUS MANAGEMENT
EMPLOYMENT STATUS AFTER ACTION
ACTIVE
REASON FOR HIRING ACTION
CODE
1
2
3
4
TEXT
New hiring
Expansion
Replacement
Others
HIRING ACTION INFOGROUP
An infotypegroup or “infogroup” is a sequence of related infotypes that are displayed one after
the other for maintenance purposes when a personnel action is performed.
Info type Text
H000
H002
H044
H041
H006
H029
H030
H018
H039
Organisational assignment
Personal data
Address
Employee IDS
Passport Information
Basic pay
Additional Payments
Time Rule (Planned working time)
Contract Information
5.3. RE-HIRING ACTION
ACTIVITY STATUS MANAGEMENT
STARTING STATUS
EMPLOYMENT STATUS AFTER ACTION
WITHDRAW (Training/Portacabin)
ACTIVE
REASON FOR RE-HIRING ACTION
CODE
1
2
TEXT
Re-hiring
Others
RE-HIRING ACTION INFOGROUPE
Info type
Text
H000
H029
H030
H018
H020
H039
Organisational assignment
Basic pay
Additional payment
Time Rule (Planned working time)
Absence Quotas
Contract Information
5.4. ORGANISATIONAL REASSIGNMENT ACTION
ACTIVITY STATUS MANAGEMENT
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STARTING STATUS
EMPLOYMENT STATUS AFTER ACTION
ACTIVE
ACTIVE
REASON FOR ORGANISATIONAL REASSIGNMENTACTION
CODE
TEXT
1
Internal transfer
2
Transfer from other subsidiary
3
Expansion
4
Others
ORGANISATIONAL REASSIGNMENT INFOGROUP
Info type
Text
H000
H018
H029
H030
Organizational assignment
Time Rule (Planned working time)
Basic pay
Additional payment
5.5. End Of Services ACTION
ACTIVITY STATUS MANAGEMENT
STARTING STATUS
EMPLOYMENT STATUS AFTER ACTION
ACTIVE
Terminated (Resignation/Dismissal)
REASON FOR TERMINATION ACTION
CODE
TEXT
1
2
3
4
5
6
Death
Sickness
Normal Retirement
Resignation
Termination
Others
End Of Services INFOGROUP
Info type
Text
H000
H039
H050
Organizational assignment
Contract Information
End Of Service
6. PERSONNEL ADMINISTRATION CUSTOMIZED SETTINGS
In this section, we define the settings that are to be used to determine how the system
handles Personnel Administration.
6.1. Contract
Code
1
2
3
4
5
6.1.1.Notice Period Employer/Employee
Notice Period Text
1 week
2 weeks
1 Month
2 Months
3 Months
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6.1.2.Contract Types
Code
1
2
3
4
5
6
Contract Type Text
Unlimited
Limited- 1 year renewable
Limited – 2 years renewable
Limited – 3 years renewable
Limited – 4 years renewable
Limited – 5 years renewable
6.2. Education
6.2.1.Education Establishment
Code
1
2
3
4
5
6
7
8
9
10
11
12
13
Description
Primary school
Intermediate school
High school
Certificate
Diploma
B.A
B.S
M.A
M.S
PhD
Higher diploma
Technical Diploma
Read & Write
6.2.2.Education Categories
Code
1
2
3
4
5
Description
IT
Science
Health & Safety
General Business
Engineering
6.2.3.Education
Code
1
2
3
4
5
6
7
10
11
12
13
14
15
16
17
22
23
24
25
Description
Computer Sciences
Physics
Chemistry
Safety training
Translation
Machinery
Language
Accounting
Electricity
Human Resources
Engineering
Administration
Law
Maintenance
Sales & Marketing
Secretarial
Mechanical
Art
English Literature
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26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
NSD ERP SYSTEM – HR Business Blueprint
Aviation
GIS
Graphic Design
Media
Medical
Agriculture
Telecommunication
Economy
Political Science
Education
Project Management
Marketing
Travel & Tourism
Pharmacy
Networking
6.2.4.Institution Type
Code
1
2
3
Description
Public
Private
National
6.2.5.Education Duration X NSD
Code
1
2
3
4
5
Description
Month
Year
Semesters
Classes
Day
6.2.6.Education Branches
Code
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
Description
Abu Dhabi University
Ajman University of Science and Technology
Al Ain University of Science and Technology
Al Ghurair University
Al Hosn University
Khwarizmi International College
American College in Dubai
American University in Dubai
American University in the United Arab Emirates
American University of Sharjah
Betts Blaney - Dubai Campus
British University in Dubai
Canadian University of Dubai
Faculty of Computer
University of Dubai Aerospace Enterprise
Dubai Medical College for Girls
Dubai School of Pharmacy
Dubai Police Academy
College e-TQM
The Emirates Academy of Hospitality Management
Emirates Aviation College - academic studies and Aviation Sciences
Canadian University UAE
Emirates College for Management and Information Technology
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24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
Emirates College of Technology
Emirates Institute for Banking and Financial Studies
Fujairah College
George Mason University Ras Al Khaimah U.S.
Gulf Medical College
International Academy of Aviation - Horizon
Any. Umm. T
Faculty of Islamic and Arabic Studies in Dubai
University Union
Khalifa University of Science, Technology and Research
Masdar Institute of Science and Technology
College Khalifa bin Zayed Air
Naval College
New York Institute of Technology
Nicholas School of the gain of Higher Studies in Dentistry
Paris-Sorbonne University - Abu Dhabi
PI
Sharjah Police Academy of Sciences
University Ras Al Khaimah Medical and Health Sciences
Royal College of Surgeons in Ireland
Skyline College undergraduate
College Sescums
University College for the mother and family sciences
University of Dubai
University of Gezira
University of Sharjah
University of Strathclyde - Faculty of Business Administration in the UAE
University of Wollongong in Dubai
Community College – Sharjah.
6.3. Comments on Employees
6.3.1.Comments Class
Code
1
2
3
Description
Comments from Supervisor / Line Manager / Operations Manager
Comments from Administration
Comments from other employee
6.3.2.Comments Types
Code
1
2
3
4
Description
Smoking on the office
Impolite
Sleep on the office
others
6.4. Employee Driving License
6.4.1.Driving License Type
Code
1
2
3
Description
Private Driving License
Public Driving License
International Driving License
6.4.2.Hygienic Restrictions
Code
Description
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1
2
3
Classes
Automatic Vehicles
Diurnal Driving
6.5. Employees Custodies
6.5.1.Custody Class
Code
1
2
3
Description
Vehicles
IT
Others
6.5.2.Custody Types
Code
1
2
3
4
5
6
7
8
Description
Car
Mobile phone
Laptop
Tool(s)
Wireless
Others
Key(s)
Credit Card
6.6. Employees IDS
6.6.1.ID Types
Code
1
2
3
4
5
6
7
Description
Citizen Card/ UAE ID Card
Labor Card
Passport
Visa Number
Company ID Card
GHQ Pass
CNIA Pass
6.7. Employee Scanning Documents
6.7.1.Documents Types
Code
1
2
3
4
5
6
7
Description
VISA Scanning
Passport Scanning
Residential Visa Scanning
UAE IDS Scanning
Family Book ( Khulasat Al Qaid)
Company ID CARD
Others
7. ORGANIZATIONAL MANAGEMENT
DESIGNED SOLUTION
NSD will use the Organizational Management solution to meet ----------------------------requirements.
NSD ensures the required customizing and --------------------------.
following:
Create/Maintain the
Organizational Structure (i.e., the Organizational Units, Positions, Jobs and their
relationships)
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Assignment of Employee to the Organizational structure in infotypeH000.
7.1. PLAN VERSION
-------------------------------------------. Will be able to use the following version plans:
Code
00
01
Version Plan Text
Active Plan
Future Plan
The “Active plan” will be used to create the current ----------------------------------- organization
structure that represents the current vision.
The “Future plan” will be used for ---------------------------------------------- forecast
7.2. STRUCTURE ELEMENTS &NUMBER RANGES
The following Structure Elements and Number Ranges will be used for the Active plan and
automatic numbering:
Code
Object
1
B
3
4
5
6
W
S
J
T
Object text
Business Unit
(Org.Unit)
Work Center
Position
Job
Tasks
Start range
End Range
00000000001
00000001000
00000002001
00000003001
00000004001
00000005001
00000003000
00000004000
00000005000
00000006001
7.2.1.Business Unit
Business unit represent a functional unit in the enterprise. This could be divided according to
how tasks are grouped within an enterprise. Business unitscan be:
Company
Division
Department
Section
Unit
Each business unit (Operations, Technical and Commercial Services, Customer Services,
Finance, Information Systems, Human Resources) is further broken down into divisions,
departments, sections and units. For example, Operations, Technical and Commercial
Services, Human Resources…etc are all represented in NSD by business unit. Assigning
these organizational units to each other would create the organizational structure in the
enterprise. The highest business unit in an organizational structure is the root business unit.
Master Business Unit Description
Sub Business Unit Description
CEO OFFICE
FINANCE
ACCOUNTING SECTION
PROJECT CONTROLLER
HR
ADMINISTRATION
GENERAL SERVICES
EVENTS & EXIBITIONS
INFORMATION TECHNOLOGY
PROCUREMENT
TRAINING & DEVELOPMENT
LOGISTIC & PUBLIC RELATIONS
GENERAL LOGISTICT
TRANSPORTATION SECTION
WHEREHOUSE SECTION
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NSD ERP SYSTEM – HR Business Blueprint
GOVERNMENT RELATIONS
SECTION
PUBLIC RELATIONS SECTION
MARKETING
PLANNING & CONTRACT
OPERATIONS
HEALTH & SAFETY
HASAD
TECHNICAL
AL ANQA
CONSTRUCTIONS
MAINTENANCE
O- LEVEL MAINTINANCE
I-LEVEL MAINTENANCE
CNIA PROJECT
DERA PROJECT ON SHORE
DEAR PROJECT OFFSHORE
DEAR PROJECT
INFRASTRUCTION
GHQ PROJECT
P2
P3
P4
ROYAL SHEILD
CITY PROJECT
FE
DO/DI
DC
GIS
OPERATOR PROJECT
CO
BO
INT.O
7.2.2.Jobs
Jobs are classifications of functions in an enterprise.They serve as descriptions that apply to
several positions with similar tasks or characteristics. Jobs form the basis for the creation of
positions. When creating a new position (For example Purchasing Administrator, Time
Administrator and Payroll Administrator), you can relate it to a job that already exists (For
example, Administrator).
Name
CEO
√
Institute Manager
√
Admin
√
Admin Assistant
√
Specialist/Consultant √
CFO
√
Customer Service Officer
√
Executive Secretary
√
Government Relations Officer √
Salesman
√
Training Supervisor
√
Training Coordinator
√
Center Coordinator
√
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NSD ERP SYSTEM – HR Business Blueprint
Security man
√
Bookkeeper
√
Trainer
√
Graphic Designer
√
Finance Officer
√
Administrative Officer
√
Chief Financial Officer
√
Chief Marketing Officer
√
Logistics and Maintenance √
Chief Safety Specialist
√
Training Coach
√
Computer Administrator
√
Computer Technician
√
Maintenance
√
Company Driver
√
Welder
√
Trainer
Auditor
Accountant
Liaison (Public Relations) √
IT
Engineer √
Health & Safety
Training & development
Project Management
Transportation
Coordinator
Technician
Legal
Operator
Graphic Designer
HR
Procurement
Management
Marketing
√
√
√
√
If ----------------------------------- has any jobs that is not listed above, it is must be added to
the list
7.2.3.Positions
Positions represent a post, which can be occupied by a person (employee) in the staff
assignments of a business unit. Positions differ from jobs. Only when a position is created,
can a person be assigned to it and in so doing complete the staff assignments.
Position
Business Unit
Job
Accountant
Accounting Clerk
Administration Manager
Finance
Finance
Administration
Accountant
Accountant
Management
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Center
Compa
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NSD ERP SYSTEM – HR Business Blueprint
Administrative Assistant
Administrative Officer
Administration
Administration
Projects
Area Manager
Assistant Accountant
Assistant Civil Engineer
Projects
Assistant Communication Engineer
Assistant Engineer
Assistant HSE
Assistant Networking Engineer
Assistant Projects coordinator
Assistant Technician
Application Specialist
CEO ( Chief Executive Officer)
CEO Office Manager
CFO (Chief Financial Officer)
Civil Engineer
Communication Engineer
Constructions Manager
Coordinator
Coordinator, Education Outreach
Technical Department
Projects
Health & Safety
City Project / IT
Projects
Maintenance
City Project
CEO
CEO
Finance
Construction
Technical Department
Construction
Projects
Training & Development
CTO (Chief Technical Officer)
Projects
Deployment Supervisor
Deputy Procurement Manager
Projects
Procurement
Deputy HR Manager
HR
Deputy Administration Manager
Administration
Deputy Finance Manager
Finance
Deputy Logistic Manager
Logistic
Deputy IT Manager
Documentation Controller
Driver
Electrical Engineer
Events & Exhibitions Coordinator
Fiber-optic Specialist
Fiber-optic Supervisor
IT
Projects
Logistic
Projects
Events & Exhibitions sec.
Projects
Projects
Projects
Field Administrative
Field Supervisor
Finance Manager
Financial Controller
Fleet Controller
Graphic Designer
Head of Events and Exhibition
Projects
Admin
Admin
Project
Management
Accountant
Engineer
Engineer
Engineer
Health & Safety
IT
Admin
Technician
IT
CEO
CEO
Finance Officer
Engineer
Engineer
Management
Coordinator
Coordinator
Project
Management
Project
Management
Management
Management
Management
Management
Management
Management
Admin
Company Driver
Engineer
Coordinator
Technician
Technician
Project
Management
Projects
Project
Management
Finance
Admin
Finance
Finance Officer
Logistics
Transportation
Graphic
Administration
Designer
Events and Exhibition sec. Management
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NSD ERP SYSTEM – HR Business Blueprint
Management
Head of Government Relation Section
Logistic
Head of Health & Safety Section
Health & Safety Section
Head of Logistics
Logistics
Head of Public Relations Section
Logistics
Head of Transportation section
Health & Safety Engineer
HR Administrator
HR Assistant
HR Officer
Human Resources Manager
IT Administrative
IT Manager
IT Specialist
IT Technician
Legal Advisor
Legal Officer
Legal Specialist
Logistic & Public Relations Manager
Logistic Assistant
Logistic Officer
Maintenance Controller
Maintenance Manager
Marketing & customer Relations officer
Marketing coordinator
Marketing Manager
Mechanical Engineer
Media Consultant
Networking Engineer
Office Coordinator
Office Manager
Operations Manager
Operator
Planning & Contracts Manager
Procurement Assistant
Procurement Manager
Procurement Officer
Production Manager
Logistics
Health & Safety Section
HR
HR
HR
HR
Program Manager
Project Controller
Project Coordinator
Project Manager
Project Manager and Consultant
Public Relation Coordinator
Management
Management
Management
Management
Engineer
HR
HR
HR
HR
IT
IT
IT
IT
IT
IT
IT
IT
Planning & Contract
Legal
Planning & Contract
Legal
Planning & Contract
Legal
Logistic & Public Relations Management
Logistic & Public Relations Logistic
Logistic & Public Relations Logistic
Maintenance
Maintenance
Maintenance
Maintenance
Marketing
Marketing
Marketing
Marketing
Marketing
Marketing
Al Anqa
Engineer
CEO Office
Consultant
Project
Engineer
Project
Coordinator
CEO Office
Management
CEO Office
Management
Projects
Operator
Planning & Contracts
Management
Procurement
Procurement
Procurement
Procurement
Procurement
Procurement
Al Anqa
Management
Project
Projects
Management
Finance
Finance Officer
Project
Finance
management
Project
Projects
Management
Project
Projects
Management
Logistic
Liaison
(Public
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NSD ERP SYSTEM – HR Business Blueprint
Relations Officer)
Receptionist
Senior Accountant
Administration
Finance
Senior Field Administrative
Senior HR Officer
Senior Network Engineer
Senior Procurement Officer
Projects
HR
IT / Projects
Procurement
Senior Security Eng.
IT / Projects
Receptionist
Accountant
Project
Management
HR
Engineer
Procurement
Engineer
Project
Management
IT
Engineer
IT
IT
Technician
Technician
Management
Site Manager
Projects
System Administrative
Projects
System Administrator Engineer
Projects
System Analyst
Projects
System Specialist
Projects
Technical Admin.
Projects
Technical Drawer
Projects
Technical Manager
Technical Dep.
Technical Operator for the Surveillance
Systems
Projects
Operator
Technician
Maintenance
Maintenance
Test Driver
Al Anqa
Company driver
Training & Development Manager
Training & Development Management
Training Coordinator
Training & Development Coordinator
Warehouse Co-coordinator
Logistic & Public Relations Coordinator
7.2.4.Work center
Work center represent the geographical location for positions in your enterprise
Description
CEO OFFICE
FINANCE
HR
ADMINISTRATION
INFORMATION TECHNOLOGY
PROCUREMENT
TRAINING & DEVELOPMENT
LOGISTIC & PUBLIC RELATIONS
MARKETING
PLANNING & CONTRACT
OPERATIONS
TECHNICAL
AL ANQA
CONSTRUCTIONS
MAINTENANCE
CNIA PROJECT
GHQ PROJECT
CITY PROJECT
8. TIME MANAGEMENT
8.1. TIME RULE GROUPS
Code
Time Rule Group Text
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01
02
03
Standard Time Rules
Shift Time Rules
Part Times Rules
8.2. TIME RULES
Code
1
Standard Time Rule
2
Shift Time Rule
3
Part Time
Time Rule Text
8.3. TIME RULE DETAILS NSD X
Standard Time Rule
Working Day
Start Time
End Time
Sat
Start Break
End
Break
Off Day
Sun
8:00
16:00
Mon
8:00
16:00
Tue
8:00
16:00
Wed
8:00
16:00
Thu
8:00
16:00
Fri
Off Day
8.4. PUBLIC HOLIDAYS
Short Text
Long Text
Days
Eid El Fitr
Eid El Fitr
4
Eid El Adha
Eid El Adha
5
UAE day
UAE National A Day
2
Mawlid
Prophet Birth Day
1
Al Isra’a wal Mearaj
Al Isra’ Wal Miraj
1
Hijri Year
Hijri New Year
1
New Year
New Year’s Day
1
8.5. ABSENCE QUOTAS
Absences are grouped into Quotas which ---------------------------------------. grantstheir
employees every year. Therefore these quotas contain a defined number of days depending
or not on the Employee group or subgroup. The following Quotas have been defined by -------------------------------------------.
Code
Description
A
Annual Leave
S
Sick leave
J
Hajj
Duration
27 working days
15 working days full pay
15 working days
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M
Maternity
45 Days
8.6. ABSENCE NON-QUOTAS
Some of the absences are not recurring absences but they happen unpredictably along the
year. These absences are grouped into what is called “Non Quota” absences. These
absences however cannot be defined in advance. The types of these absences have been
defined for ---------------------------------------- as:
CODE
Description
Details
MA
Marriage
10 working days
FD
3-5 days
PA
Family member
death ( Compassionate
Leave)
Paternity ( Male staff Only)
ED
Educational leave
15 days
TO
Time Off for Overtime ( Internal Leave)
AL
Accompany Leave
Require
line
manager
Approval
Require CEO Approval
BT
Business Trip
OT
Others
8.7. ABSENCE QUOTA GROUPS
Absence Quotas or Non-Quotas in -----------------------------.
accordance with the employee’s religion.
Quota Group ID
1
2
3
3 days
can be further grouped in
Quota Group Text
All Staff
Shifts Staff
Part Time
8.8. ABSENCE DETAILS
Quota Group : All Staff
Absence
Annual Leave
Sick leave
Hajj Leave
Maternity
Marriage
Compassionate
Leave
Paternity Leave (
Male Staff)
Educational
leave
Medical Escort
within UAE
Entitlement
Note
27
15
(Next 30 days)
(Any Following Period up to
90 days )
15
45
10
First degree =5 days
Working days Leave
Working days Leave
working days
working days
working days
Calendar days
working days
working days
Include
Days Off
x
x
x
x
Pay%
100
100
50
0%
Unpaid
100
100
100
100
x
Yes
x
x
Second degree= 3 days
3
working days
100
x
15 days
working days
100
x
Leave
Medical Escort Leave
Need CEO Approval and it will conceder as sick leave
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NSD ERP SYSTEM – HR Business Blueprint
Abroad Medical Escort
Need CEO Approval
Al Uddah Leave
Unpaid Leave
Special Leave / Others
4 months and 10 days
30 days
(NO
SPECIFIC
NO. OF DAYS)
Calendar days
Working
Working
100
Yes
100
0
100
Yes
x
x
Quota Group : Operators Staff( CO/BO)
Absence
Annual Leave
Sick leave
Hajj Leave
Maternity
Marriage
Compassionate Leave
Paternity Leave ( Male
Staff)
Educational leave
Medical Escort Leave
within UAE
Abroad Medical Escort
Al Uddah Leave
Unpaid Leave
Special Leave / Others
Entitlement
Note
21
15
(Next 30 days)
(Any Following
Period up to 90
days)
15
45
10
First degree =5 days
Working days Leave
Working days Leave
working days
working days
Include
Days Off
x
x
x
x
Pay%
100
100
50
0%
Unpaid
working days
Calendar days
working days
working days
100
100
100
100
x
Yes
x
x
working days
100
x
15 days
working days
100
Medical Escort Leave
Need CEO Approval and it will conceder as sick leave
x
100
x
Need CEO Approval
100
Yes
100
0
100
Yes
x
x
Second degree= 3
days
3
(NO
SPECIFIC
NO. OF DAYS)
Calendar days
Working
Working
4 months and 10 days
30 days
Quota Group : Part Time
Absence
Annual Leave
Sick leave
Marriage
Compassionate
Leave
Paternity
Leave
(Male Staff)
Educational leave
Include
Days
Off
x
x
x
x
Entitlement
Note
Pay%
27
15
(Next 30 days)
(Any Following Period up to 90
days )
10
First degree =5 days
Working days Leave
Working days Leave
working days
working days
working days
working days
100
100
50
0%
Unpaid
100
100
working days
100
x
15 days
working days
Medical Escort Leave
100
x
Second degree= 3 days
3
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Al Uddah Leave
Unpaid Leave
Special
Leave
Others
4 months and 10 days
30 days
/
Calendar days
Working
Working
100
0
100
Yes
x
x
9. PAYROLL
9.1. PAYMENT METHODS
Method Code
1
Cash
2
Cheque
3
Bank Transfer
Method Text
9.2. Overtime calculation formula
Code
Description
1 - Drivers
2000/30 * No of Weekend days worked during the month
2 – Office Boys
(150%*(basic Salary(1100 /30))*(Number of overtime
Hours/8) +
(1100/30* No of Weekend days worked
during the month )
9.3. WAGE TYPE CATALOG
Wage types along with their characteristics are as shown in the attached Excel sheet.
Wage type
MONTHLY SALARY
1000
ALLOWANCES
2000
2001
2002
2003
2004
2005
2006
2007
DEDUCTIONS
3000
3001
3002
3003
3004
3005
3006
3007
OVERTIME
6000
Description
Total Salary
Note
Lam sum
Basic
Housing
HR allowances
Phone allowances
Transportation
Ticket allowances
Petrol allowance
Other Allowances
Fines(Car)
Loan
Food
Unpaid Holidays
Unpaid Sick leave
Phone Bills
Pension Deduction
Others
5% from Total Salary
Overtime
9.4. Important Note:
With reference to company team requirement the absence will be deducted from the
salary by registering the amount manually in the system
10. RECRUITMENT
10.1.
GENERAL INTRODUCTION
This component has all the functions you need for working through the entire recruitment
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procedure, from creating applicant data to filling vacant positions.
The Recruitment component contains an entire range of powerful, flexible functions that you
can use to implement an effective – and largely automated – recruitment strategy.
Recruitment component is used to recruit human resources according to requirements, at any
time. You can increase the number of applicants available to your enterprise, and include
them in the selection procedure for vacancies, by advertising for personnel (using job
advertisements, for example) or by receiving unsolicited applications. You can store
applicants that you have not deemed suitable for a particular vacancy in the Applicant Pool,
where they can be considered for other or future vacancies.
It enables you to define a recruitment procedure that suits the needs of your enterprise. Tasks
and responsibilities can be distributed to different people involved in the recruitment process.
Recruitment supports you in dividing and assigning administrative and decision-making task
areas. Many tasks can be processed via mass processing.
10.2.
INTEGRATION
HR-OM can be integrated with HR-PA (Personnel Administration), HR-RC (Recruitment), and
HR-PD (Personnel Development).
Personnel Administration
o Easy transfer of applicant data to Personnel Administration once an applicant is hired
o Easy transfer of employee data to Recruitment when an internal applicant (employee)
submits an application within your enterprise
Organizational Management
o Vacancies maintained in Organizational Management are automatically available in
Recruitment
Personnel Development
o Search for applicants with particular qualifications
o Profile comparison between applicants’ qualifications and the requirements for
(vacant) positions
10.3.
Advertisement
Vacancies are published in advertisements. An advertisement is an announcement of one or
more vacancies published in a recruitment instrument with the aim of recruiting suitable
candidates.
10.3.1. MEDIA
The type of medium used in recruitment is implemented as a recruitment method and/or
panel.
Medium
01
02
03
04
05
06
07
08
09
10
11
12
Medium Name
Press
Employment office
Recruitment agency
Posters
Mail
Internal press
External press
University
Headhunter
Internet
Personnel consultancies
Website
10.3.2. RECRUITMENT INSTRUMENTS
In Recruitment, recruitment instruments are implemented to cover workforce requirements.
The type of recruitment and recruitment method used are depicted in the recruitment
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instrument (e.g. advertisements in print media, personal contacts through headhunting, or
using the services of the local employment office or a recruitment agency).
Recruitment instruments are further classified by medium (for example, press, employment
office, recruitment agency).
Instrument
1
2
3
4
5
6
7
Instrument Text
Gulf News
Khaleej Times
Akhbar Al Arab
Al Bayan
Al-Ittihad
Al Wahda
Emarat Al Youm
Medium
01
01
01
01
01
01
01
Medium Text
Press
Press
Press
Press
Press
Press
Press
10.4.
UNSOLICITED APPLICATION GROUPS
A candidate might either apply in response to an advertisement or file an unsolicited
application without reference to an advertisement. Candidates who file unsolicited
applications are assigned to an unsolicited application group during initial entry of basic data.
Unsolicited appl.
Unsolicited Appl. group text
001
002
003
004
005
006
Direct Advertisement reference
Indirect (no add reference)
Internally recommended
Externally recommended
Via Employment office
Others
10.5.
Code
APPLICANT STRUCTURE
10.5.1. Applicant Groups
Description
M
F
Male
Female
10.5.2. Applicant Subgroups
Code
Description
1
Management
2
Engineers
3
Operators/ Technician
10.5.3. Applicant Types
Management
Applicant Type Name
HR
Finance
Logistics
Administration
Project Management
Procurement
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Planning & Contracts
Legal
Call Center
Engineers
Applicant Type Name
Civil Engineer
Electrical Engineer
Mechanical Engineer
Mechatronic Engineer
Agriculture Engineer
Electronic Engineer
Operators/ Technician
Applicant Type Name
Technical Operator
Operator
Technician
10.6.
Applicants Number Range
INTERVALS
From
500000
To
600000
10.7.
APPLICANT STATUS
Status
Text
1
2
3
4
5
6
7
8
In process
To be hired
On hold
Rejected
Contract offered
Offer rejected
Invite to interview
Others
10.8.
INTERVIEW SETPS
SETP
Text
1
2
Technical Interview
Administration Interview
11. Appraisal
This component of Human Resources will allow you to manage the appraisal of your
employees based on a defined appraisal structure and catalogue.
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11.1.
APPRAISAL CATALOG
Appraisal Catalogue
Appraisal Code
01
Managers
02
Administration
03
Logistic / PR
04
Technicians / Engineers
05
Procurement
06
HR
07
Project Managers
08
Project Controllers/ Assistant Project Controllers
09
Senior Accountants
10
Accountant
11
Assistant Accountant
12
Accountant Clerk
13
IT
14
Health & Safety
15
Projects / Admin – Coordinators
16
Training & Development
Description
11.2.
Important Note:
Company is responsible to enter Appraisal group, subgroup and evaluation points for
each catalogue
11.3.
APPRAISAL FORMULA (find attached the Appraisal Formula in the
email)
Appraisal Catalogue 01
Managers
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 02
Administration
Rule or Decision
The Range of the Performance
Description
Bonus
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Excellent Performers:100%-80%
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 03
Logistic/ PR
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 04
Technicians/ Engineers
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 05
Procurement
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 06
HR
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
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Appraisal Catalogue 07
Project Managers
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 08
Project Controllers/ Assistant Project Controllers
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 09
Senior Accountants
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 10
Accountants
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 11
Assistant Accountants
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
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NSD ERP SYSTEM – HR Business Blueprint
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 12
Accountant Clerks
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 13
Health & Safety Dep.
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 14
Admin- Coordinators under Projects
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
Appraisal Catalogue 15
Training & Development Dep.
Rule or Decision
The Range of the Performance
Excellent Performers:100%-80%
Description
Bonus
will gain 100% of their Total monthly salary
High Performers: 79%-70%
will gain 70% of their Total monthly salary
Good Performers : 69%-60%
will gain 50% of their Total monthly salary
Low Performers : 59 %<
will gain 20% of their Total monthly salary
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NSD ERP SYSTEM – HR Business Blueprint
12. Human Resources Administrators
HR Admins where the user define admins for the HR Rules,
(For example: Time Admin he is the admin who can approve and reject the leave requests
and over time requests)
Each admin will be responsible for the actions which will be handling to him.
HR Admin
Payroll Admin
Time Admin
Aasia Al Marzouqi
Majduleen Al Mannaei
Neama Al Zaabi
Salma Al Junaibi
Saood Al Housani
Aasia Al Marzouqi
Neama Al Zaabi
Ranya Al Hamoudi
Abdulla Al Hammadi
NSD ME DUBAI | Confidential
