HU SAP Go – Live
BPM Blueprint
Human Capital Management
DOCUMENT CONTROL: V1.0
© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx
BPM Blueprint
HU SAP Go - Live
Helioplis University HCM BPM Blueprint
Project Name
Project Number
HU Go-live SAP
Customer Name
Customer Number
HU
SAP Project Manager
Customer Project Manager
Mostafa Saeed
Essam Saeed
Document Identification
Document
Author
Location
(repository/path/name)
Amr Hassan
Version
Goggle Drive/ Solution Manager
Status
Date (YYYY-MM-DD)
Document
Classification
1.0
Released to
Final Review
Customer
Revision history
Version Date
Changed by
Description
0.1
Mostafa Saeed
Initial Version
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BPM Blueprint
HU SAP Go - Live
Table of Content
1
2
3
4
5
6
7
8
9
Introduction
Management/Executive Summary
HU Objectives
Disclaimer
4.1 Geographical Scope
SAP Organizational Structure
5.1 Introduction “Organizational Unit” HCM Structures
5.2 Organizational Structure
5.3 Personnel Structure
5.3.1 Enterprise Structure
5.4 Master Data Concept
5.4.1 Organizational Management
5.4.2 Personnel Administration
5.5 Time Management
5.6 Payroll
High-Level Migration Concept
6.1.1 Gaps in the Process Coverage by the SAP Standard
6.1.2 Identification of Gaps
6.1.3 Solutions for Gaps
6.1.4 Organizational Aspects
6.1.5 Compulsory Organizational Changes
6.1.6 Recommended Organizational Changes
6.1.7 Special Training Requirements
Core Configuration
7.1.1 Organizational Management
7.1.2 Personnel Administration
Re-Hiring Actions
7.1.3 Time Management
7.1.4 Payroll
Core Enhancement
8.1.1 Permanent Interfaces
8.1.2 Migration Programs
8.1.3 Required Evaluations/Reports
8.1.4 Workflows
8.1.5 Forms/Print-Outs
Business Processes Modeling
9.1 Process Model Level 1, “Core and Support Processes
9.1.1 Organizational Management
9.1.2 Personnel Administration
9.1.3 Time Management
9.1.4 Payroll
9.2 Process Model Level 2, “Process Groups”
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5
6
7
8
8
9
9
9
9
11
11
11
12
21
22
23
23
23
23
23
23
23
23
24
24
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30
33
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59
59
59
59
59
60
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9.2.1 Organizational Management
9.2.2 Personnel Administration
9.2.3 Time Management
9.2.4 Payroll
10 Process Model Level 3, “Business Process”
10.1.1 Organizational Management
10.1.1.1 Business process Description
61
62
62
63
64
64
64
10.1.1.1.1
Create Organizational Objects (Org. Units, Jobs, Positions)
64
10.1.1.1.2
Display and Change Org. Objects (Org. Unites, Jobs, and Positions)
64
10.1.1.1.3
Delimit org. objects (unites, jobs, and positions)
64
10.1.1.1.4
Create Assignments between Objects
64
10.1.1.1.5
Change assignments between Objects.
65
10.1.1.1.6
Delimit assignments between Objects.
65
10.1.1.1.7
Display Org. Structure with Positions & Persons.
65
10.1.2 Personnel Administration
10.1.2.1 Business process Description
66
66
10.1.2.1.1
Employee Movements (Hiring, Transfer, Termination, etc.)
66
10.1.2.1.2
Maintain Employee Data
66
10.1.2.1.3
Display Employee Data Simple table then can be extracted on word or excel sheets.
66
10.1.3 Time Management
10.1.3.1 Business process Description
67
67
10.1.3.1.1
Maintain Employee Work Schedule
67
10.1.3.1.2
Maintain Employee Absence/ Attendance
67
10.1.3.1.3
Absence Quota (Leave Balance)
67
10.1.3.1.4
Time Events
68
10.1.3.1.5
Time Evaluation
68
10.1.4 Payroll
10.1.4.1 Business process Description
69
69
10.1.4.1.1
Maintain salary components (Basic, Recurring, and Additional Deductions)
69
10.1.4.1.2
Maintain Loans
69
11 Business Blueprint Sign-off
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BPM Blueprint
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1
Introduction
HU established several specialized companies to ensure productions and marketing of its products. The umbrella
organization for HUs independent firms, the HU Holding, was established in order to supervise, evaluate, and
support all subsidiary ventures, and to enable it to act as investor and lender to them.
The HU Holding is closely cooperating with international institutions, such as the Deutsche
Entwicklungsgesellschaft GMBH (DEG ), or the International Finance Corporation (IFC). Since May 2007, the
German GLS Gemeinschaftsbank, the Dutch Triodos Bank and since 2011, Oikocredit Ecumenical Development
Cooperative are shareholders of the HU Holding and support the finance department for future investments.
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2
Management/Executive Summary
This document states all of the conceptual results of the project HU Runs SAP. These project results were devised
and decided on by the project team and the department experts from HU during the Business Blueprint project
phase. This is the main concept document of the project.
The content of this document forms the basis and the guidelines for the subsequent Realization phase.
This document aims to describe the future business solution based on SAP software. Both, IT subjects and
organizational issues that are required to understand the situation, are described in it.
Any additional explanations that are only relevant when the project is in progress are given in the various project
management plan documents, which the project management team will provide on request.
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HU SAP Go - Live
3
▪
▪
HU Objectives
Top objectives:
•
Reduce overall operating cost
•
Visibility
•
Departments Integration
•
Efficient Planning
The key benefits:
•
Streamlined corporate operations
•
Reduced operating and development costs
•
Increased visibility across your entire enterprise
•
A more efficient supply chain
•
Improved employee productivity
•
Cost and time savings
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4
Disclaimer
Based on the business requirement gathering discussions, business scenarios were documented on this
blueprint in order to be configured on the SAP S4/Hana system after signoff. The purpose of this document
is to confirm the understanding of these business scenarios, which will form the basis for system
specifications. This document covers business scenarios from HU perspective based on SAP best practice.
The exact data on master data fields, their status, document types, number ranges used in individual
transactions will be determined during the Realization phase.
During the final preparation phase, a complete list of reports will be presented to HU and the non-standard
reports will be defined in order to develop them accordingly.
4.1
Geographical Scope
The scope of this project is limited to the implementation of relevant functionalities of SAP to be carried out at HU
The followings are within the scope of SAP implementation at
Location Name
HU Head Office
•
Address
Cairo-Belbes Desert Road, El Salam City
Business Processes Scope
HU general implementation scope will cover the Financial Accounting (FI), Controlling (CO),
Management (MM), Sales & Distribution (SD), modules, and Human Capital Management (HCM).
Materials
HU HCM Scope will be covering specifically the following processes:
•
Organizational Management
•
Personnel Administration
•
Time Management
•
Payroll
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5
SAP Organizational Structure
Introduction “Organizational Unit” HCM Structures
5.1
Client
Sekem
Company Code
Lotus
5.2
▪
ISIS
HU
Organizational Structure
SAP Technical Organization Structure – ‫شكل الهيكل التنظيمي‬
Will be supported by HU
5.3
▪
Personnel Structure
Employee Group - ‫مجموعه الموظفين‬
The employee group allows you to divide your employees into groups and allows you to define their
relationship to the enterprise.
The Employee Group allows one to group employees based on their relationship with the organization.
The Employee Groups in HU are defined based on the types of employment in the Organization.
‫ مجموعات‬2 ‫ سوف يتم تعريف‬, ‫ ويسمح لك لتحديد عالقتها بالمؤسسة‬،‫مجموعة الموظفين يسمح لك لتقسيم الموظفين إلى مجموعات‬
.‫للموظفين‬
▪
Employee Sub-Group - ‫مجموعه الموظفين فرعيه‬
Employee subgroups will differentiate employees based on the work agreement elements. Sub-groups
therefore will be as follows:
:‫ مجموعات فرعيه الموظفين كما يلي‬18 ‫سوف يتم تعريف‬
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Employee Group
Sub Group
Teacher Assistant
Lecturer
Lecturer Assistant
Professor
Professor Assistant
Administration
Labors
Officer
Full Timer
Specialist
Sr. Specialist
Supervisor
Sr. Supervisor
Manager
Deputy Director
Director
‫خدمات‬
‫صيانة وورش‬
‫زراعة‬
Teacher Assistant
Lecturer
Lecturer Assistant
Part Timer
Professor
Professor Assistant
Administration
Labors
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5.3.1
▪
Enterprise Structure
Personnel Area - ‫منطقه الموظفين‬
The whole enterprise structure for HU has been divided based on location to serve the purpose.
HU will be having Personnel Area as follows:
:‫يتم إنشاء هيكل جامعة هيليوبليس بناءا على الموقع لخدمة هذا الغرض سوف يتم تعريف منطقه الموظفين كما يلي‬
‫اسم مجال شؤون الموظفين‬
‫جامعة هليوبليس‬
▪ Personnel Subareas
Personnel Area Name
Short Text
Helioplis University
HU
‫منطقه الموظفين فرعيه‬
The whole enterprise structure for HU is being divided based on sub-location to serve the purpose.
It will be containing of Personnel Sub-area as follows:
‫يتم تقسيم هيكل لجامعة هليوبليس بناءا على الموقع الفرعيه لخدمة هذا الغرضسوف يتم تعريف مناطق الموظفين فرعيه‬
:‫كما يلي‬
PSA – Code
Personnel Subarea
HU
Helioplis University
5.4
Master Data Concept
5.4.1
Organizational Management
Personnel Area Name
Helioplis University
Organizational Management depicts the functional and positional hierarchy of the organization. It gives
us the snapshot of the entire organization. It is the basis for effective utilization of other SAP HR
components and functions.
‫إدارة التنظيم تصور التسلسل الهرمي الوظيفي والموضعية للمنظمة وهذا يعطينا صورة لحظيه عن المنظمة بأكملها وهي أساس لالستخدام‬
‫الفعال لبرنامج الموارد البشرية‬
Organizational Management comprises of Objects such as:
•
Organizational Units
‫االدارات‬
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•
Positions
•
Persons
•
Jobs
5.4.2
‫المناصب‬
‫االشخاص‬
‫الوظائف‬
Personnel Administration
The Human Resource Management System of SAP stores data in infotypes. One must change and
complete the infotypes in order to keep the employee data up to date and to take into account changes
and developments that have taken place since the employee has joined the organization.
‫ وتأخذ في االعتبار التغيرات‬, ‫نظام إدارة الموارد البشرية في النظام سوف يتيح لك تخزين جميع بيانات الموظف من خالل انواع البيانات‬
‫والتطورات التي حدثت منذ انضمام الموظف إلى المنظمة‬
List of Infotypes used in Maintenance of Master Data
‫جدول االدوات الدخال بيانات الخاصه بالموظف‬
Infotype
Infotype Text
0000
Actions
0001
Organizational Assignment
0002
Personnel Data
0006
Address
0008
Basic Pay
0007
Planned Working Time
0009
Bank Details
0014
Recurring Payments & Deductions
0015
Additional Payments
0016
Contract elements
‫عناصر العقد‬
0019
Monitoring of Tasks
‫مراقبة المهام‬
0021
Family Members
‫العائلة‬
0022
Education
‫التعليم‬
0023
Previous Employment
0040
Object on Loan
0041
Date Specifications
0045
Loans
0081
Military Service
0105
Communications
0185
Personal Id’s
3389
Additional Social Insurance Service Periods EG
3390
Social Insurance
‫بيانات التامينات‬
3392
Tax Pool Elements
‫الوعاء الضريبي‬
© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx
‫افعال‬
‫مكان التعين‬
‫بيانات شخصية‬
‫العنوان‬
‫الراتب األساسي‬
‫جداول العمل‬
‫تفاصيل المصرف‬
‫استقطاعات متكررة‬/‫َدفعات‬
‫ال َدفعات اإلضافية‬
‫االعمال السابقه‬
‫عهدات‬
‫مواصفات التاريخ‬
‫السلف‬
‫الخدمه العسكريه‬
‫االتصال‬
‫ارقام شخصية‬
‫إضافه مدد‬
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Master data required during realization per Infotype‫البيانات المراد ادخالها‬
0002 Personal Data
Seq.
01
Field Name
Form of address text
Field Data
Field Type
Mr
Mrs
Miss
Ms
list
02
Last name
Text
03
First name
Text
04
Nickname
Text
05
Birth date
Date
06
Birthplace
Text
07
Country of Birth
08
State
09
Marital Status
10
Nationality
11
Religion
© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx
All of Countries
List
All of States linked with Country
List
0
Single
1
Married
2
Widow
3
Divorce
All of Countries
Muslim
Christian
List
List
List
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0185 Personal ID
Seq.
01
ID Types
Personal Id
02
Passport
03
Driving License
04
Syndicate ID
0006 Address Types
Seq.
01
Issue Place
Address Type
Current Address
02
Emergency
03
ID Address
04
Family Address
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Validity Date
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0021 Family Members
Seq.
01
Field Name
Family Member
02
Last name
03
First name
04
Gender
05
Date of birth
06
Birthplace
07
Ctry o.birth
08
Nationality
Field Data
1- Spouse
2- Child
3- Father
4- Mother
Male
Female
All of Countries
All of Countries
0016 Contract Elements
Seq.
01
Contract Type
Open Contract
Probation Period
3 Months
02
Limited Contract
3 Months
03
Consultant
3 Months
04
Consultant/ Hour
-
05
Over 60
-
0040 Objects on Loan
Seq
01
Name
Company Car
02
Company ID
03
Cell Phones
04
Computer/laptop
05
Sim Card
06
Projectors
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07
Printers
08
Uniforms
0019 Monitoring of Tasks
TT
01
Task Type Text
Expiry of probation
Unit
1
Lead/Follow Up Time
Months
02
Temporary contract
2
Months
03
Personal ID
1
Months
04
Driving License
1
Months
05
Master/PHD Degree ( within 5 years )
6
Months
06
60 Years
3
Days
07
5 cont. Absence days
Days
0022 Education Establishment Types
Seq
01
Description
‫بكاليريوس‬
02
‫بدون مؤهل‬
03
‫ثانوية عامة‬
04
‫مؤهل فوق متوسط‬
05
‫ليسانس‬
06
‫اعدادي‬
07
‫ابتدائي‬
0022 Education Branches Types
Seq
Description
‫دبلوم صناعي‬
01
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02
‫دبلوم تجاري‬
03
‫دبلوم زراعي‬
04
‫دبلوم سياحة ز فنادق‬
05
‫صناعي‬
06
‫تجاري‬
07
‫فندقة‬
08
‫حقوق‬
09
‫اداب‬
10
‫هندسة‬
11
‫تجارة‬
0014 Date Specifications
Seq.
01
Date Type
Insurance Date 01
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Date Indicator
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0022 Education Certificates
Certificate
00
Certificate description
MBA
01
PHD
02
Master Degree
03
Diploma
04
0105 Communication
Type
01
Description
Business E-mail
Others
Time Constraint
2
02
Private E-mail
2
03
Private Mobile
2
04
Business Mobile
2
05
Home Land Line
2
06
Family Land Line
2
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0081 Military Service
Seq
01
User Dep
Reaction
Comp
Completed the Military service
02
EXEM
Exempted
03
ONCA
On Call for Military service
04
Reca
Recalled
0023 Previous Employer
Seq.
Industry
01
Related
02
Not Related
List of Jobs
Mentioned Below
3390 Social Insurance
01
‫السالم‬
Exemption
Reasons
‫اجازة حكومي‬
02
‫المنيا‬
‫صاحب عمل‬
03
‫بلبيس‬
‫معاش مبكر‬
04
‫الهرم‬
‫اعاره‬
05
‫العبور‬
‫استشاري‬
06
‫العاشر‬
‫معاش بلوغ السن‬
Seq.
Insurance Offices
© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx
‫اعانة الطوارئ‬
‫ من‬%1 ‫صندوق اعانة الطوارئ‬
‫االساسي‬
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‫انتداب‬
07
0009 Bank Details
Seq.
Bank Names
Method of Payment
01
Cash
QNB
02
Bank Transfer
Credite Agricol
03
Cheque
Penalties
Seq.
Sanction Type
01
‫جزاء غياب‬
02
‫جزاء اداري‬
03
‫جزاء دايرة‬
04
‫جزاء اجتماعي‬
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5.5
Time Management
Time Management’s main components consist of time entry and time evaluation.
Time is entered into the system in a different ways. The time is evaluated to determine how the hours relate to the
employees work schedule and how the hours should be treated during the payroll process.
The system allows us to represent the time structures in accordance with actual conditions and using the calendar
as a basis. These include:
•
•
•
•
•
Working time models (Work Schedule Rules) such as normal working time
Recording of Attendances and Absences.
Leave rules that constitutes leave.
Entitlements
Exceptions such as Business Trips, Training
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5.6
Payroll
The SAP HR Payroll International component integrates with other SAP HR components such as Personnel
Administration and Personnel Time Management. There are interfaces to Financial Accounting and Controlling.
The component uses data from other areas of SAP HR for calculating all statutory and non-statutory additions and
deductions for the employees. SAP HR Payroll offers a number of standard reports used in payroll.
Payroll is also integrated with Financial Accounting and Controlling to which the payroll results flow as expenses
and payables. Payroll component also includes reporting for statutory purposes.
SAP Payroll will include Master Data for:
•
Payroll period
•
Payroll Area:
•
Payroll Control Record
•
Wage types
•
Payroll Infotypes
•
Pay Scale Structure
•
Salary Components
•
Recurring Payment & Deductions
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6
High-Level Migration Concept
Will extract the Master Data from the current system and upload it with SAP standard Data Migration
tools. The suitable tools and migrated data will be specified based on the type & format of the data.
6.1.1
Gaps in the Process Coverage by the SAP Standard
There is no Gaps in the process coverage by SAP Standard.
6.1.2 Identification of Gaps
No identification of Gaps.
6.1.3 Solutions for Gaps
No solutions for Gaps.
6.1.4 Organizational Aspects
The organizational aspects are described in detail in Sap org. structure section.
6.1.5
Compulsory Organizational Changes
No Changes is to take place in regards of the organizational structure as the current structure can be
directly mapped to the structure units in SAP’s Org. structure. The only difference occurring here is that paper and
spreadsheet works will be eliminated and replaced by a SAP which is a fully integrated system combining all the
data and procedures required to perform the work and get better maintenance operations handling and analysis.
6.1.6 Recommended Organizational Changes
No recommended organizational changes
6.1.7 Special Training Requirements
Training is one of the project-planned activities that will later on take place. The main attendees of this
training should be the key users who will be later responsible for transport the training content to the final end
users. However, the mentioned end users can be a part of the mentioned training.
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7 Core Configuration
7.1.1 Organizational Management
Organizational Management depicts the functional and positional hierarchy of the organization. It gives us the
snapshot of the entire organization. It is the basis for effective utilization of other SAP HR components and
functions.
‫إدارة التنظيم تصور التسلسل الهرمي الوظيفي والموضعية للمنظمة وهذا يعطينا صورة لحظيه عن المنظمة بأكملها وهي أساس لالستخدام الفعال‬
‫لبرنامج الموارد البشرية‬
Organizational Management comprises of Objects such as Organizational Units, Positions, Persons, and Jobs
‫ الموظفين‬, ‫ الوظائف‬, ‫المواقع الوظيفيه‬, ‫تشمل إداره التنظيم الوحدات التنظيميه‬
▪
Organizational Units
Organizational Unit represents functional unit in an enterprise according to which the tasks are divided within an
enterprise.
Organizational Structure: It depicts the distribution of organizational units (departments) and represents the
reporting structure within an organization.
Staff Assignments: Staff assignments list all persons (employees) for an organizational unit, who occupy a position
as well as all those who do not occupy positions. All the persons (employees) and positions belonging to an
organizational unit in the past, present and future are defined here.
The Number range Organizational units– will be automatically generated by the system
Units will be provided by HU Team
‫تمثل الوحدة التنظيمية وحدة وظيفية في المؤسسة و يتم بموجبها تقسيم المهام داخل المؤسسة‬
‫ ويصور توزيع الوحدات التنظيمية (االدارات) ويمثل هيكل التسلسل اإلداري داخل المنظمة‬: ‫الهيكل التنظيمي‬
•
‫ و تتكون من قائمه بجميع الموظفين الذين يشغلون المنصب في الوحدة التنظيمية ويبين ايضا فترات‬: ‫تسكين الموظفين علي الوظائف‬
•
.‫التسكين السابقه للموظف‬
.‫ سوف يقوم البرنامج بتخليق التسلسل لكل إداره جديده‬- ‫مجموعه االرقام الخاصه بالوحدات التنظيميه سوف يبدأ التسلسل‬
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•
‫‪BPM Blueprint‬‬
‫‪HU SAP Go - Live‬‬
‫الوظيفه ‪Position -‬‬
‫▪‬
‫‪The reporting line structure between positions will be configured as per the current existing structure in the‬‬
‫‪company.‬‬
‫‪Position Number range – Will be generated automatically by the System.‬‬
‫▪‬
‫سيتم تكوين هيكل التسلسل اإلداري بين الوظائف كما هو موجود في الهيكل الحالي القائم في الشركة‪.‬‬
‫▪‬
‫مجموعه االرقام الخاصه بالوظائف‪ -‬سوف يتم تسلسله عن طريق السيستم‪.‬‬
‫مجموعة الوظائف‬
‫متدرب‬
‫سائق كالرك‬
‫كهربائى‬
‫مدير مشتريات‬
‫ساعى‬
‫مشرف مطبعة‬
‫اخصائى‬
‫تسويق‬
‫طباخ‬
‫محاسب‬
‫مدير منطقة‬
‫سائق‬
‫مندوب بالهاتف‬
‫اخصائى‬
‫تمويل‬
‫عازف موسيقى‬
‫محاسب اول‬
‫مدير وحدة توزيع‬
‫سائق جرار‬
‫مندوب تحصيل‬
‫اخصائى‬
‫شئون عاملين‬
‫عامل اغنام‬
‫محاسب تحصيالت‬
‫مراجع جوده داخلى‬
‫سائق خاص‬
‫مندوب تسويق‬
‫اخصائى‬
‫عالقات عامة‬
‫عامل إنتاج‬
‫محامى‬
‫مراجع مالى‬
‫فنى طباعة‬
‫مندوب دعايه طبيه‬
‫اخصائى‬
‫عمليات بيع‬
‫عامل بوفية‬
‫محاسب توكيالت‬
‫مراقب جودة‬
‫فنى كهرباء‬
‫مندوب مبيعات‬
‫اخصائى‬
‫مشتريات‬
‫عامل بيطرى‬
‫محامى‬
‫مراقب مخزون‬
‫فنى محلب‬
‫مندوب مراسالت‬
‫اخصائى‬
‫موارد بشرية‬
‫عامل رى‬
‫مخلص جمركى‬
‫مساعد مدير منتج‬
‫قائم بأعمال مدير‬
‫فرع‬
‫مندوب مشتريات‬
‫ادارى‬
‫عامل زراعى‬
‫مدخل بيانات‬
‫مسئول ارشيف‬
‫مدير مبيعات‬
‫الجملة‬
‫منسق خدمة عمالء‬
‫ادارى‬
‫الحركه‬
‫عامل مخزن‬
‫مدير االمن‬
‫مسئول التخطيط‬
‫مدير مبيعات‬
‫السالسل‬
‫منسق متابعة البيع‬
‫أخصائى‬
‫اعالم‬
‫واتصال‬
‫عامل مكسر‬
‫مدير التوزيع‬
‫والحركه‬
‫مسئول التخطيط‬
‫واالحتياجات‬
‫مدير مخازن‬
‫منسق مشروعات‬
‫أخصائى أول‬
‫مشتريات‬
‫عامل نظافة‬
‫مدير الجودة‬
‫مسئول المعرض‬
‫مدير مزرعه‬
‫منسق موارد بشرية‬
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‫‪© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx‬‬
‫‪BPM Blueprint‬‬
‫‪HU SAP Go - Live‬‬
‫أخصائى‬
‫تسجيل‬
‫فرد أمن‬
‫مدير الخدمات‬
‫المكتبية‬
‫مسئول المولد‬
‫ومحطة المياه‬
‫مشرف زراعى‬
‫مهندس انتاج‬
‫أمين خزينة‬
‫فنى انتاج‬
‫مدير انتاج‬
‫مسئول تراخيص‬
‫مشرف شئون‬
‫عاملين‬
‫مهندس جودة‬
‫أمين مخزن‬
‫فنى بيطرى‬
‫مدير تصدير‬
‫مسئول صيانه‬
‫مشرف عمال‬
‫النظافة‬
‫مهندس زراعى‬
‫تباع‬
‫فنى تجهيزات‬
‫مدير تكنولوجيا‬
‫المعلومات‬
‫مشرف الصيانة‬
‫مشرف عمليات‬
‫لوجيستيه‬
‫موزع‬
‫خفير‬
‫فنى تشغيل‬
‫مدير شئون‬
‫العاملين‬
‫مشرف أنتاج‬
‫مشرف مبيعات‬
‫مهندس كهرباء و‬
‫صيانه‬
‫دعم فنى‬
‫للنظم‬
‫فنى تغليف شرنك‬
‫مدير ضمان الجودة‬
‫مشرف بيع‬
‫مشرف مخازن‬
‫موظف (‪)%5‬‬
‫رئيس‬
‫حسابات‬
‫فنى جودة‬
‫مدير ضمان الجودة‬
‫مشرف تصدير‬
‫مشرف مخزن‬
‫التعبئة والتغليف‬
‫رئيس قسم‬
‫المشتريات‬
‫فنى صيانة‬
‫مدير فرع‬
‫مشرف جودة‬
‫مشرف مزرعة‬
‫النخيل‬
‫الهيكل التنظيمي لشركه جامعة هليوبليس ‪HU Organization Structure -‬‬
‫▪‬
‫‪At HU, the Organization Units have been structured automatically, and defines an organization unit with respective‬‬
‫‪functions below them.‬‬
‫في جامعة هليوبليس تم هيكلة الوحدات التنظيمة تلقائيا وتعرف الوحدة التنظيميه مع مهام كل من تحتها‬
‫من سوف يقوم بالتعديل في الهيكل التنظيمي – ‪Who maintains the organizational structure‬‬
‫▪‬
‫‪Administrator of the Organization Structure Dep. and Director of the Organization Structure Dep. will be responsible‬‬
‫‪for creating and maintaining organizational objects namely organizational units, positions, Jobs and relevant‬‬
‫‪reporting hierarchy between the positions.‬‬
‫رئيس قسم التنظيم و مدير اداره التنظيم المسئولين عن انشاء او تعديل في الهيكل التنظيمي سواء كانت اداره او وظيفه او التعديالت التي‬
‫تحدث للموظفيين من تعديالت للوظيفه‪.‬‬
‫افتراضات ‪Assumptions -‬‬
‫‪page 26/70‬‬
‫▪‬
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BPM Blueprint
HU SAP Go - Live
List of existing organization units, departments, Positions, organizational and reporting structure will be provided
by HU. This information will be part of the blueprint.
‫علي المسئول عن الهيكل التنظيمي داخل جامعة هليوبليس تقديم اخر تحديث للهيكل التنظيمي عند بدا التطبيق علي البرنامج‬
Organizational units will be assigned to cost centers and all the employees in that organizational unit would inherit
the same as their master cost centers in their master records. HU are to provide details on cost center assignment
as well as the reporting structure.
‫ وعلي المسئول‬,‫جميع الوحدات التنظيميه سوف يتم ربطها بمركز التكلفه الخاص بها وسوف يكون الموظف مربوطا ً علي مركز التكلفه الخاص باالداره‬
‫عن ربطه مراكز التكلفه باالدارات تقديم اخر تحديث لجميع االدارات‬
We need to check WRICF
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•
Business Process
Maintain organizational structure PPOME
Business Process Description:
This scenario describes the typical processes used when updating the organizational structure, for example,
creating new position for hiring or change of position from one organizational unit to another for transfer
7.1.2 Personnel Administration
Personnel Administration Module enables HR to enter and process employee-related data within a company.
Personnel Administration automatically checks all data as it is entered to ensure that it is plausible. All employeerelated data is logged with the exact date.
‫و يتحققو تلقائيا من كل البيانات التي تم إدخالها موظفي إدارة شؤون الموظفين تمكن لدخول ومعالجة البيانات المتصلة بالموظفين داخل الشركة‬
‫للتأكد من أنها صحيحه وإدخال باقي البيانات‬. ‫يتم تسجيل جميع البيانات المتعلقة بالموظفين مع الموعد المحدد‬
▪
Personnel Actions – ‫اجراءات الموظفين‬
In the standard system, different types of employee data are stored in individual Infotype. Rather than
accessing each infotype individually 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
maintenance activity & actions like Joining, Separation, Transfer, Promotion & organizational Assignment.
‫ يتم تخزين أنواع مختلفة من البيانات الموظف في ادوات البيانات‬، ‫من معاير النظام‬
▪
‫ يمكن للنظام مجموعة من المعلومات في انواع البيانات أهم‬،‫وبدال من الوصول إلى كل انواع البيانات بشكل فردي وإدخال البيانات إليها‬
‫ ترقية وتعيين‬- ‫ نقل‬- ‫ الفصل‬- ‫في اإلجراءات المتعلقة بشؤون الموظفين وتقودك من خالل معالجة النشاط واإلجراءات مثل االنضمام‬
‫التنظيمي اوتعديل بيانات الموظف‬
▪
▪
Maintain Employee Information PA30
Business Process Description
This scenario describes the typical processes used to create and maintain employee master records that contains
all personal data, time data, and payroll data
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HU SAP Go - Live
Actions
As per HU the primary actions that would be used to movements process are defined as follows:
1- Hiring Action
When is the process initiated
The recruitment team will send an email giving details about employees joining to HR. HR Administrator will initiate
the process on the date of joining of the employee.
‫سيقوم فريق التوظيف بارسال بريد الكتروني الي اداره شئون العاملين بإعطائم تفاصيل عن الموظف الذي سوف ينضم الي الشركه للبدا في اجراءات‬
‫التعين‬
Who initiates the process
HR Administrator would be responsible to initiate the process of joining for all the employees existing in the system.
‫المسئول عن ملفات الموظفين سوف يقوم ببدء عملية تعيين الموظفين الجدد علي النظام‬
Process Flow
Once a decision has been made to hire an applicant, his data can be transferred to Personnel Administration.
‫ يمكن نقل بياناته إلى إدارة شؤون الموظفين‬،‫بمجرد وقد تم اتخاذ قرار لتوظيف أحد مقدمي الطلبات‬
infotypes will be used:
NO Operation Infotype Sub. Infotype Text
00 INS
0001
Organizational assignment
Reasons for Action
New Vacancy
01
02
INS
INS
0002
0006
Personal data
Addresses
Replacement
Manpower
03
04
05
06
INS
INS
INS
INS
0007
0008
0009
2006
Planned Working Time
Basic Pay
Bank Details
Absence Quotas
07
08
INS
INS
0016
0041
Contract Elements
Date Specifications
09
10
INS
INS
0016
0022
Contract Element
Education
11
12
13
14
INS
INS
INS
INS
0023
0040
0021
0105
Previous Employer
Object on Loans
Family Members
Communication
15
INS
0185
Personal ID
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BPM Blueprint
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Result
The Joining process is completed and the system generated personnel number is allocated to an employee, with all
his master records being updated in the SAP system.
The Joining order can be generated in the system by running a report giving reference to the employee id.
‫عند اتمام عمليه التوظيف ي كون لكل موظف رقم التسلسل خاص به وهذا الرقم يدخل تلقائيا بواسطه النظام و هذا الرقم يمكن استخدامه في إخراج‬
‫التقارير للموظف‬
▪
New Hire/Rehire Administration PA40
Business Process Description
This scenario describes the typical processes used to hire employees using Hire Personnel Actions.
Re-Hiring Actions
Action
Type
NO Operation Infotype Sub.
Infotype Text
ReHiring
00
COP
0001
Organizational assignment
01
COP
0007
Planned Working Time
02
COP
0008
Basic Pay
2- Separation Action
When the process initiated
When an employee declares his intention to resign from the organization or when the organization decides to
terminate the employment of an employee the process of separation is initiated.
‫عندما يعلن الموظف عن نيته االستقالة من الشركه أو عندما تقرر الشركه إلنهاء خدمه للموظف عندها تبدأت عملية الفصل‬
Process Flow
On the date of employee’s relieving, subject to his getting clearance from all concerns the HR Administrator
would:
Run Separation Action in SAP.
Run End of service calculation Program for calculating EOSA for the Terminated/resigned employee
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‫عند استقاله الموظف ياخذ في االعتبار ان تتم هذه االجراءات‬
‫تشغيل عمليه الفصل بين الموظف و الشركه‬
•
‫تشغيل عمليه انهاء الخدمه وحساب اخر يوم عمل له‬
•
Process Flow
Separation when an employee has resigned/Retired or been dismissed or in the event of an employee’s death
(including contractual & trainees).
‫الفصل بين الموظف والشركه تتم عندما يكون الموظف قد استقال او متقاعد أو تم فصله أو في حالة وفاة الموظف‬
Infotypes will be used.
Action
Type
NO
Infotype Sub. Infotype Text
00
0014
Recurring
‫استقالة‬
Payments/Deductions
01
2006
Absence Quotas
‫اقالة‬
Loans
‫انتهاء مدة العقد‬
Object on loans
‫انقطاع عن العمل‬
Separation 02
03
Reasons for actions
04
0008
Basic Pay
‫الوفاة‬
05
0001
Organizational
Assignment
‫العجز الكلي‬
06
60‫بلوغ سن ال‬
‫عدم صالحية الموظف في فتره االختبار‬
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BPM Blueprint
HU SAP Go - Live
3- Change in (Position / Transfer / Location / Status or Promotion )
Who initiates the action
Relevant Managers of the respective organizational units would initiate the action of Organizational reassignment.
‫مدراء االدارات هم المعنين باعاده مهام كل االدارت‬
infotypes to be used:
Action Type
Change
NO
Infotype
Sub.
Infotype Text
Reasons for actions
00
0000
Action
01
0001
Organizational Assignment
02
0007
Planned Working Time
03
0008
Basic Pay
04
0014
Recurring Payments and
Deductions
‫حدود ارقام الموظفين‬
Employee Number Range
It is assumed that all regular employees of HU would follow a single series of Employee number ranges which would
be system generated.
Number range – HU will use the current number ranges for Employees to be continually.
No.
From Number
To Number
Current Number
Internal
01
00000001
90000000
xxxxxxx
Select
02
90000001
99999999
xxxxxxx
Select
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BPM Blueprint
HU SAP Go - Live
7.1.3 Time Management
Work schedules: ‫جدول االعمال‬
Which must be created for all employees whether the working time fixed or flexible. elements of the work schedule
include daily work schedules, work schedules, and rules of the work schedule.
The working time, period work schedule etc. to be configured is as follows to suit the requirement for different
locations:
‫ايام و مواعيد العمل والعطالت بشركه جامعة هليوبليس‬
Work schedule for HU:
1- Academic staff, assistant (TA's & PHD holders) and Core teachers members
Days
From
To
Actual Working
hours
Saturday
Tolerance – IN
Tolerance – Out
OFF
Sunday
7:30
18:30
8
Monday
7:30
18:30
8
Tuesday
7:30
18:30
8
Wednesday
7:30
18:30
8
Thursday
7:30
18:30
8
Friday
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2- The research department and innovation center
Days
From
Tolerance –
IN
Tolerance – Out
Tolerance – IN
Tolerance – Out
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
To
Actual Working
hours
Saturday
OFF
Sunday
08:00
17:00
8 with 1 hr tolerance
Monday
08:00
17:00
8 with 1 hr tolerance
Tuesday
08:00
17:00
8 with 1 hr tolerance
Wednesday
08:00
17:00
8 with 1 hr tolerance
Thursday
08:00
17:00
8 with 1 hr tolerance
Friday
OFF
3- Financial and Administrative sector
Days
From
To
Saturday
Actual Working
hours
OFF
Sunday
08:00
Monday
16:30
08:00
Tuesday
08:00
Wednesday
08:00
Thursday
08:00
Friday
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Exceptions:
-
Workers in the workshop and gardens section
Housekeeping section
Adminstratives of the building of the faculties
Days
From
Actual Working
hours
Tolerance –
IN
Tolerance – Out
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
16:30
8 hours with 30
minutes allowance
90 minutes
accumulated
/month
60 minutes
accumulated
/month
To
Saturday
08:00
16:30
Sunday
08:00
Monday
16:30
08:00
Tuesday
08:00
Wednesday
08:00
Thursday
08:00
Friday
OFF
Security Section:
They are working 5 days per week (is it rotational) according to the next schedules:
1- Group from 07:00 – 15:00
2- Group 2 from 15:00 – 07:00
3- Group 3 in rest
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Holiday calendar – ‫العطالت الرسميه‬
All holidays are calculated on the basis of Gregorian calendar. It began from the first day of January to the last day
of December of each year, and the work schedule would have to be generated accordingly.
Type
*Year
*Month
*Day
Short Name
Long Name
Fixed
2018
1
7
Coptic Chris
Coptic Christmas Day
Fixed
2018
1
25
25 Jan Rev
Revolution Day January 25
Fixed
2018
4
25
Sinai Liber
Sinai Liberation Day
Fixed
2018
5
1
Coptic eas.
Coptic Easter Sunday
Fixed
2018
5
1
Labour Day
Labour Day
Fixed
2018
5
2
Sham El Nessim
Sham El Nessim
Floating
2018
7
7
Eid AL Fetr
Eid AL Fetr1
Floating
2018
7
8
Eid AL Fetr
Eid AL Fetr2
Floating
2018
7
9
Eid AL Fetr
Eid AL Fetr3
Fixed
2018
7
23
Revolution Day July 23
Revolution Day July 23
Floating
2018
9
11
Eid Al Adha
Eid Al Adha1
Floating
2018
9
12
EidAdha2
Eid Al Adha Holiday2
Floating
2018
9
13
EidAdha3
Eid Al Adha Holiday3
Floating
2018
9
14
EidAdha4
Eid Al Adha Holiday4
Floating
2018
10
2
El Hijra
El Hijra
Fixed
2018
10
6
Armed Forces
Armed Forces Day
Floating
2018
12
12
Moulid nabi
Moulid El Nabi
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Time Management Statuses
The Time Management status specifies whether the employee's times are processed using time evaluation or
payroll.
Statuses to be used are:
0= No time evaluation (processed in payroll)
1= Evaluation of actual times
7= Time evaluation without payroll integration
Absence Types
Absences are times when employees are not at work. Employees are absent if their planned working time, as
stipulated in their work schedules, is not fully worked.
Types of absences include all Leave types prevalent in HU. These leave types are defined as leaves with absence
quotas. Infotype 2001 will be used to create absence record.
Seq
Absence Type
01
Annual Leave
02
Casual Leave
03
Sick Leave
04
Research Days
05
Semester Break
06
Unpaid Leave
07
Maternity Leave
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Absence Quotas
Absence quotas represent employee’s absence entitlements like employees' annual leave. Infotype 2006 will store
the Annual leave quotas. Absence quotas will be generated automatically.
List of Absence Types and quotas is as follows:
Seq.
Absence Type No. of Days
Rule
01
Annual
15 days & 24 days ( over 50
years and 10 years of
After 6 months from hiring date
insurance)
02
Casual
6 days
03
Sick Leave
04
Semester Break
5 days
Allowed after consuming all Annual and
Casual leaves
05
Permission
4 hours per month
2 hours per each time
After 6 months from hiring date
As the Egyptian Labor Law
Attendance Types
When an employee is not at his or her normal workplace, but nonetheless is still working for the enterprise for
example business trip, attendance is created.
Attendances recorded in the Attendances infotype (2002) describe the employee's work schedule or provide
additional information. Using this infotype, you can store an employee's working hours, attendance at training
courses, and overtime
List of Attendance Types is as follows:
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Seq.
Attendance Type
01
Training
02
Business Trip
03
Business Meeting
04
Research day
05
Mission
Rule
4 days per month as one day per week
Time Entry
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Time evaluation
In Time Management, certain master data infotype records must be available for each employee. Time
management data is stored in the same master data records used in other human resources areas such as Payroll
and Personnel Administration.
The following infotypes are required for the integration of time management master data records:
•
•
•
•
Organizational Assignment (0001)
Personal Data (0002)
Planned Working Time (0007): The appropriate Time Management status must be stored in this infotype.
It determines whether and how employee time data is to be processed in Time Evaluation or Payroll.
Time Recording Information (0050): This infotype is used only if time evaluation is used. It can contain
interface data for the subsystem and additional employee information for the purposes of time evaluation.
Absence Quotas (2006): to manage leave
•
Positive time management will be implemented Positive time management means that based on
•
employees’ clock in – out, early leave, late arrivals, and absences without permission will be evaluated and
integrated with payroll.
•
Seq.
01
Time Period
Time Period
Will be Monthly, to be handled from 23rd to 22nd
Calculations
-
Delayed Attendance & Early Departure
In the case that the employee does not complete the scheduled daily working hours, the remaining time of
work will deduct from the monthly salary.
In case of delay in attendance in the morning will apply the following deductions from the salary
Time delay
Each 30 Minutes
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The Penalty
1/4 Day
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-
Absences without permission
In case of the employee absence without prior permission, will be deduct the absence days from Quota in
addition to:
Repetition
The Penalty
Frist Time
¼ Day
Second Time
½ Day
Third Time
1 Day
- Missing IN/ OUT considered absent + sanction with the same above rule
- Sanction is maximum 5 days/month then the rest next month ( max 5 days )
Overtime
- Overtime will be operated manually. (either integrated with payroll and deduction manually entered or
no integration and overtime manually entered in payroll)
7.1.4
Payroll
HU as part of its SAP HCM implementation wishes to utilize the SAP Payroll component for calculating salaries of
its employees. HU will be able to use this component to calculate the remuneration for work done for each
employee in line with the business requirements.
‫ والنيل للبترول تكون قادرة على‬.‫ لها ترغب في االستفادة من عنصر الرواتب لحساب رواتب موظفيها‬SAP ‫جامعة هليوبليس كجزء من تنفيذ‬
.‫استخدام هذا المكون لحساب االجور عن العمل المنجز لكل موظف بما يتماشى مع متطلبات العمل‬
The SAP HCM Egypt Payroll Localization component integrates with other SAP HCM components such as Personnel
Administration. There are interfaces to Financial Accounting and Controlling.
The component uses data from other areas of SAP HCM for calculating all statutory and non-statutory additions
and deductions for the employees. SAP HCM Payroll offers a number of standard reports used in payroll.
In addition, SAP HCM Payroll supports retroactive accounting. This function automatically recalculates payroll in
the event of changes to master data and time data in periods for which payroll has already been completed.
The Payroll component of SAP HCM module handles the process relating to the processing of remuneration,
statutory deductions and payments to employees. It is integrated with other components of SAP HR such as
Personnel Administration.
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Payroll is also integrated with Financial Accounting and Controlling to which the payroll results flow as expenses
and payables. Payroll component also includes reporting for statutory purposes.
.
SAP Egypt Payroll ‫برنامج الساب للمرتبات الخاصه بمصر‬
SAP Payroll Egypt version will enable HU to run payroll and process remuneration for all its
employees under a range of situations encapsulating the company’s objectives on one hand and
employer’s increased obligations to employees and Authorities on the other. Employer’s
obligations arise out of legalization such as:
•
•
•
Labor Office laws in Egypt
Taxation laws
Insurance laws
SAP Payroll-Egypt caters to the localized practices and laws of remuneration package. These aspects and how the
input data for Payroll process are maintained in the SAP system
In HU's Companies, Payroll covers all employees even Trainees and Contractual employees are covered by Payroll.
Payroll Organization ‫هيكل المرتبات‬
Payroll Period:
The payroll period is the exact period for which payroll is run, for example, January 2018. Payroll Periods such as
Monthly periods, Semi-monthly Payroll Periods should be generated for one or more years before one can start
running payrolls in the system. While generating payroll periods, one can also define the Payday rule, i.e. the
payment date such as 3 days after payroll period or the last day of the payroll period.
:‫فترة المرتبات‬
،‫ يناير‬،‫ على سبيل المثال‬،‫فترة الرواتب هي الفترة الدقيقة التي يتم تشغيل الرواتب‬2018. ‫ يجب أن تتولد فترات‬،‫فترات الرواتب مثل فترات شهرية‬
‫الرواتب شبه شهرية لمدة سنة أو أكثر قبل واحد يمكن أن تبدأ تشغيل الوظائف في النظام‬. ‫ ويمكن للمرء أيضا تعريف‬،‫في حين توليد فترات المرتبات‬
‫ أي تاريخ الدفع بعد مثل‬،‫يوم قبض المرتبات‬3 ‫أيام فترة الرواتب أو في اليوم األخير من فترة الرواتب‬.
Payroll period is based on Period Parameters such as 01-Monthly, 02-Semi Monthly and these have fixed meanings.
.
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.‫شبه شهري وثابتة و هذه المعاني‬02- ،‫شهري‬01- ‫وتستند فترة الرواتب على معلمات فترة مثل‬
Payroll Period Seq.
Payroll Period Rule
01
01- Monthly
Payroll Area:
Represents a group of employees for whom payroll should be run together and at the same time. It refers to the
payroll period parameter to determine the exact period for which payroll is to be run. For example: monthly payroll
for salaried. will have one payroll area.
‫منطقة المرتبات‬
‫ وفي الوقت نفسه‬،‫و تمثل في مجموعة من الموظفين الذين يجب تشغيل الرواتب في نفس الفتره‬
‫وهو يشير إلى المعاير لفترة الرواتب لتحديد الرواتب التي يتم تشغيلها‬
Payroll Area
Payroll Area Text
Payment Date
HU
Helioplis University
1st day of the Month
Payroll Control Record:
This record controls the payroll process and has the following information:
•
Payroll area
•
Payroll status- whether payroll started, exited, etc.
•
Payroll period
•
Earliest period for retroactive accounting.
When Payroll is started, control record populates the current period for which regular payroll is to be run.
:‫الرواتب و سجل التحكم‬
‫يتحكم هذا السجل عملية الرواتب ويحتوي على المعلومات التالية‬:
© 2017 SAP AG – Mashura - HCM - Sekem HU V4.0.docx
‫منطقة الرواتب‬
•
‫ الخ‬،‫الحاله الموجود عليها الرواتب سواء بدأ الرواتب وخرج الرواتب‬
•
‫فترة الرواتب‬
•
.‫الفترة للمحاسبة بأثر رجعي‬
•
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‫ سجل التحكم يبدء بملء الفترة الحالية للمرتبات العادية ليتم تشغيلها‬،‫عند بدء الرواتب‬.
Wage types ‫انواع البنود‬
Wage types are objects used to store amounts. Chiefly they are used to calculate salaries and deductions. They
represent the salary and deduction components and also the bases for calculation.
Wage types are of two types:
i). Primary wage types- which again consists of
Dialog wage types- these are entered directly while entering master data. For example, Total Monthly Salary
entered in infotype 0008
ii). Secondary wage types- are technical wage types generated by the system in Payroll during the payroll run.
Any number of wage elements will be created and used for administering compensation. Also there will be regular
monthly wage elements or periodic wage elements or annual/one-off wage elements. The wage elements will be
assigned to various employee groups or Org. Structure. The characteristic of the wage element will also be set as
to whether it is:
•
An Allowance, a Reimbursement
•
Payable or non-payable to the employee
•
A Payment or a Deduction from the employee and so on
.‫أنواع البنود هي األشياء المستخدمة لتخزين ارقام وعلي أساسها يتم استخدامها لحساب الرواتب والخصومات‬
‫ أساسها يتم استخدامها لحساب الرواتب والخصومات‬.‫ وكذلك أسس حساب‬،‫أنها تمثل مكونات الراتب وخصم‬
:‫في االجور نوعان‬
‫ التي يتم ادخالها مباشره خالل التعينات مثل المرتب االساسي و بقيه البنود الثابته‬:‫االجور االساسيه‬
‫ هي بنود محاسبيه يتم احتسابها و توليدها في كل دوره محاسبيه‬:‫االجور الثانويه‬
‫ و يمكن لهذه البنود تحديدها لكل الموظفين او‬.‫اي عدد من البنود يمكن اضافتها الحتساب االجور و ايضا سيكون هناك بنود شهريه و دوريه او سنويه‬
.‫لمنحها لتبقى محدده في الهيكل التنظيمي‬
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:‫من خصائص البنود‬
‫البدالت او التعويضات‬
•
‫ حصص الشركه في التامينات والصناديق االدخاريه المختلفه‬:‫المدفوعات و المدفوعات الغير مستحقه مثال‬
•
‫المستحقات و االستقطاعات‬
•
Payroll Infotypes
An infotype is a logical grouping of data such as Address, Total Monthly Salary, etc. Data of an employee are entered
and stored in these infotypes.
‫نوع معلومات االجور‬
”‫ هذه المعلومات عن الموظف يتم ادخالها وتخزينها في “نوع معلومات االجور‬.‫نوع المعلومات هي حزمه بينات مثل العنوان‬
Integration:
Payroll component integrates with other HR modules like Personnel Administration. Payroll can read relevant
infotypes and tables from these components.
Some important Payroll relevant infotypes are:
0001- Organizational Assignment
This infotype gives details of employee’s Company Code, Personnel Area/Sub-area, Employee Group/Subgroup,
Payroll Area etc.
0002- Personal Data
Personal data of an employee for making the necessary payments
0003- Payroll Status
This infotype is created by System when employee is hired. It stores information on payroll such as period
up to which payroll is run for the employee, date of master data change for retroactive
accounting, all these information is stored by system and normally we do not change this
information.
‫وضع الرواتب‬
‫ يتم تسجيل هذه البينات في بينات الرواتب مثل نوع الصرفيه للموظف وتاريخ‬.‫يتم تكوين نوع المعلومات عند تعين الموظف‬
‫ حزمه‬.‫ كل هذه البينات تكون مسجله‬.‫البينات و ايضا حسبه االثر الرجعي‬
However, we can use this infotype to set dates for payroll for separated employee, locking employee for noninclusion in payroll.
0008- Total Monthly Salary
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In the infotype Total Monthly Salary (0008) we will store the employee’s Total Monthly Salary which is paid on
a regular basis every month.
0009-Bank Details (Infotype 0009)
In the infotype Bank Details (0009) we enter the payee of the net pay from the payroll and the bank details.
When we create a new record, the Employee’s name will be taken from the infotype Personal Data (0002). The
postal code and/or the city will be taken from the infotype Addresses (0006).
By using the Payment method, we will determine how the payment is to be paid. In the field Purpose, enter
the relevant text. This field will not be validated against a table. The bank account number of the employee
and the bank key of the company's bank a/c have to be maintained in infotype 0009
0014- Recurring Payments and Deductions
You can enter an amount and/or a value and a unit of measurement for a wage type that is always paid or
deducted during payroll accounting. Recurring payments/deductions are wage elements that are not paid or
deducted in every payroll period. In contrast to additional payments, recurring payments/deductions are paid
or deducted with a defined periodicity.
0015- Additional / One Time Payments
You can store an amount and/or a value and a unit of measurement that should be paid or deducted in a certain
period by Payroll. Additional payments are wage elements which are not paid or deducted in every payroll period
in contrast to recurring payments and deductions which are paid or deducted within a defined periodicity.
Pay Scale Structure - ‫هيكل جدول الدفع‬
Pay Scale Type:
Pay scale type represents the type of collective agreement provisions that is applicable for the company. The
collective agreement provisions may be at Enterprise level or applicable to a whole Industry.
Pay scale types are:
•
Local Employees taxable
•
These are wage types.
Pays cale Type
Pays cale Type Text
HU
Helioplis University
Pay Scale Area:
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Represents the area in which a pay scale type is applicable.
Pay scale areas are:
Pays cale Area
Pays cale Area Text
HU
Helioplis University
Pay Scale Groups:
Represent the grading of employees in the organization for salary/wage purposes. It is designated with wage types.
Pay Scale Group Pays cale Group Text
HU
Helioplis University
.
Pay Scale Levels:
Denote the lower and upper limits or ranges of Total Monthly Salary of an employee for each grade.
When Total Monthly Salary infotype (0008) is created for an employee, his fitment to pay scale is made based on
the pay scale structure. SAP Payroll provides facility of defaulting of the wage types for a pay scale when the Total
Monthly Salary record is created. The values of the wage types can also be defaulted by system (indirect valuation).
Pay Scale Level
Pay Scale Level Text
HU
Helioplis University
The following benefits are part of the Lump sum salary paid to the employees:
To be checked with them
These elements are paid to employee on regular basis as long as the employee is with the company and will be
entered in inftoype 0008
Salary Components (Wage types) ‫بنود المرتب‬
The following table shows the CTC structure in terms of wage types and their valuation as applicable to different
grades of employees:
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‫‪BPM Blueprint‬‬
‫‪HU SAP Go - Live‬‬
‫بنود المرتبات‬
‫‪HU wage types: Info-type 0008‬‬
‫ملحوظة‬
‫ضريبة‬
‫البند‬
‫النوع‬
‫اساسي مرتب‬
‫ثابت‬
‫خاضع‬
‫متغير مرتب‬
‫ثابت‬
‫خاضع‬
‫اساسي تامينات‬
‫ثابت‬
‫متغير تامينات‬
‫ثابت‬
‫عالوة خاصة‬
‫ثابت‬
‫غير خاضع‬
‫نقل جماعي‬
‫ثابت‬
‫غير خاضع‬
‫اجور خاضعة‬
‫ثابت‬
‫خاضع‬
‫وجبات عاملين‬
‫ثابت‬
‫غير خاضع‬
‫بدل جامعة‬
‫)‪(academics‬‬
‫ثابت‬
‫غير خاضع‬
‫استحقاقات‬
‫معيد ‪ 1000‬جنيه‬
‫مدرس مساعد ‪2000‬‬
‫جنيه‬
‫مدرس ‪ 2500‬جنيه‬
‫استاذ مساعد ‪ 3000‬جنيه‬
‫استاذ ‪ 3500‬جنيه‬
‫حوافز‬
‫ثابت‬
‫غير خاضع‬
‫بدل سيارة‬
‫ثابت‬
‫غير خاضع‬
‫يحسب على اساسي الحافز‬
‫المتغير ( ال يصرف )‬
‫‪We need to define each wage type will be amount or unit and what will we do with the partimers‬‬
‫‪HUwage types: Info-type 0014‬‬
‫البند‬
‫ضريبه‬
‫النوع‬
‫ملحوظة‬
‫استحقاقات‬
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HU SAP Go - Live
‫غير خاضع‬
‫متكرر‬
‫ايجار سيارة‬
‫غير خاضع‬
‫متكرر‬
‫بدل السكن‬
‫خاضع‬
‫متكرر‬
‫بدل انتقال‬
‫خاضع‬
‫متكرر‬
‫مكافأة ثابتة‬
‫ جنيه‬2000
‫خاضع‬
‫متكرر‬
‫بدل وكالة‬
‫ جنيه‬5000
‫خاضع‬
‫متكرر‬
‫بدل عمادة‬
‫ضريبه‬
‫النوع‬
‫البند‬
‫خاضع‬
‫متغير‬
‫( اضافي‬overtime)
‫خاضع‬
‫متغير‬
‫مكافأة‬
‫خاضع‬
‫متغير‬
‫فرق مرتب‬
HU wage types: Info-type 0015
‫ملحوظة‬
‫استحقاقات‬
Recurring Payment & Deductions – ‫االستحقاقات و االستقطاعات‬
Deductions consist of statutory deductions such as Taxes; repayments such as company loan.
While statutory deductions Taxes will be automatically done by the system based on the percentage as per law,
other deductions could be configured in the system according to business requirements. Non-statutory deductions
could again be one-time deduction or recurring deductions.
‫الضريبه‬
‫النوع‬
‫غير خاضع‬
‫محسوب‬
‫البند‬
‫استقطاعات‬
‫ من االساسي‬%1
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‫وثيقة‬
‫تامين على‬
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‫‪HU SAP Go - Live‬‬
‫الحياة‬
‫‪-%1‬عامل‬
‫وثيقة‬
‫تامين على‬
‫الحياة‪-‬‬
‫شركة‬
‫محسوب‬
‫غير خاضع‬
‫من االساسي ‪1%‬‬
‫المعاش –‬
‫عامل‬
‫محسوب‬
‫غير خاضع‬
‫‪ %1‬من االساسي‬
‫المعاش –‬
‫شركة‬
‫محسوب‬
‫غير خاضع‬
‫‪ %1‬من االساسي‬
‫اشتراك‬
‫مواصالت‬
‫متكرر‬
‫خاضع‬
‫ادخال يدوي‬
‫خصم سكن‬
‫متكرر‬
‫غير خاضع‬
‫اشتراك‬
‫كافيتيريا‬
‫متكرر‬
‫خاضع‬
‫ادخال يدوي‬
‫تامين‬
‫طبي‬
‫متكرر‬
‫خاضعغير‬
‫ادخال يدوي‬
‫سلفة على‬
‫المرتب‬
‫متغير‬
‫خاضع‬
‫فاتورة‬
‫موبيل‬
‫متغير‬
‫خاضع‬
‫تأخير‬
‫متغير‬
‫خاضع‬
‫غياب‬
‫متغير‬
‫خاضع‬
‫اجازة‬
‫بالخصم‬
‫متغير‬
‫خاضع‬
‫جزاء ايام‬
‫متغير‬
‫خاضع‬
‫جزاء‬
‫دائرة‬
‫متغير‬
‫خاضع‬
‫جزاء‬
‫اجتماع‬
‫متغير‬
‫خاضع‬
‫جزاء قيمة‬
‫متغير‬
‫خاضع‬
‫سلف تامين‬
‫سياره‬
‫سلف‬
‫خاضع‬
‫‪page 50/70‬‬
‫ايام من االساسي ‪/‬‬
‫‪30‬مجموع االساسي ايه؟‬
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BPM Blueprint
HU SAP Go - Live
‫لو تم تعيين الموظف بعد فتره من دخوله الشركه يتم خصم التامينات‬
‫لهذه الفترة على اقساط‬
‫خاضع‬
‫سلف‬
‫سلفة‬
‫موظف‬
‫غير خاضع‬
‫سلف‬
‫أقساط‬
‫تأمينات‬
‫خاضع‬
‫سلف‬
‫عهد‬
‫خاضع‬
‫سلف‬
‫قسط‬
‫مدارس‬
‫خاضع‬
‫متغير‬
‫ما سبق‬
‫صرفه‬
Retro-active accounting - ‫محاسبه االثر الراجعي‬
SAP Payroll performs automatic retroactive accounting for changes made to employee time data or salary data with
retrospective effect. For example, an employee’s Total Monthly Salary is increased with effect from an earlier date.
In the current payroll, system recalculates his salary for the intervening period since change is effective and adjusts
his salary in the current period.
Retroactive payments will appear in pay slip as arrears and will be configured to be displayed as individual arrears
wage elements.
‫ يتم‬،‫ على سبيل المثال‬.‫الرواتب يؤدي المحاسبة بأثر رجعي التلقائي لتغييرات التي أدخلت على البيانات البيانات أو راتب الموظف الوقت بأثر رجعي‬
‫ ونظام إعادة حساب راتبه عن الفترة التي مضت منذ‬،‫ في كشف المرتبات الحالية‬.‫زيادة إجمالي الراتب الشهري للموظف وذلك اعتبارا من تاريخ سابق‬
‫التغيير الفعلى ويعدل راتبه في الفترة الحالية ستظهر مدفوعات بأثر رجعي في زلة دفع متأخرات وسيتم تكوين ليتم عرضها‬
FI Integration with Payroll - ‫التكامل مع االداره الماليه‬
In SAP R/3 system posting payroll results ensures that the personnel expenses that arise within the company are
posted in Financial Accounting & Cost Accounting.
The payroll results contain information that is relevant for Accounting. For this reason, they must be evaluated for
posting to Accounting. The Posting to Accounting component performs this task. It is the interface between
Payroll and Accounting. It helps to:
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•
Group together posting-relevant information from the payroll results
•
Create summarized documents
•
Perform the relevant postings in the Accounting components
The Payroll component creates payroll results for each payroll period.
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 component in Financial Accounting:
General Ledger Accounting (FI-GL)
We can access information on the creation and processing of posting runs at any time using status
management and the history.
By selecting the payroll results, you prevent them from being evaluated twice. This also lets you check if
payroll results were missed out during reporting.
The summarized line items can be traced back to the payroll result for a personnel number at any time.
The resulting payables are also offset as follows:
Payables to employees are offset against the Salaries and Wages Payable account
Payables to the recipients of the deductions retained from the employees are offset in additional payable
accounts. This is country-specific.
These payables are triggered in Financial Accounting as follows:
Payables against the employees are settled by payments.
To carry out the above steps effectively it is necessary that Financial Accounting module be integrated with
Payroll. This can be done only when every Wage type is assigned Symbolic Account, Account Type &GL
Code, which is maintained in Financial Accounting module of SAP R/3 System.
Performing a payroll run - ‫تشغيل حساب المرتبات‬
Payroll administrator will perform the following activities to complete the calculation
•
Payroll Run:
•
Simulate payroll for the month (Trial run prior to running payroll)
•
Release Payroll for the month
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‫‪Start Payroll‬‬
‫•‬
‫‪Correction Run- to set the correction mode if payroll run shows errors for employees‬‬
‫•‬
‫‪Correct the master data‬‬
‫•‬
‫)‪Release Payroll (after correction‬‬
‫•‬
‫)‪Start Payroll (after correction‬‬
‫•‬
‫‪Exit Payroll and create JV‬‬
‫•‬
‫المسؤول عن الرواتب أداء األنشطة التالية إلكمال الحسابات‬
‫حساب المرتبات‪:‬‬
‫•‬
‫المحاكمة تشغيل قبل تشغيل الرواتب)‪ -‬محاكاة الرواتب لشهر)‬
‫•‬
‫إطالق الرواتب للشهر‬
‫•‬
‫بداية الرواتب‬
‫•‬
‫تصحيح تشغيل لضبط وضع التصحيح إذا تبين الرواتب المدى األخطاء للموظفين‬
‫•‬
‫‪ -‬تصحيح البيانات الرئيسية‬
‫•‬
‫(بعد التصحيح) ‪ -‬إطالق سراح الرواتب‬
‫•‬
‫‪ -‬بداية الرواتب‬
‫•‬
‫‪ -‬خروج الرواتب وخلق‬
‫•‬
‫‪ -‬خط سير عمل اداره االجور‬
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Posting Payroll to Accounting
‫الترحيل المرتبات الي الحسابات‬
The payroll results as contained in the wage types are posted to various accounts in the Financial Accounting.
Further, posting can be made to various cost objects in Cost Accounting (CO) like Cost Center, Order, Activity, Sales
Order, etc.
The process flow is as follows:
Simulate a posting run – A posting run creates posting documents containing all the expense and liability accounts
and vendor accounts of all the employees arising out of payroll result. The cost objects to which the expenses to be
posted will also be contained in the run
Create a posting run
Check the posting documents and release
Post the document
Check Accounting documents
A list containing all wage types and the GL Account heads will be attached as an annexure.
List GL account of corresponds to the wage types. ‫قائمه بنود المرتب وربطتها بالحسبات الماليه‬
‫قائمه بمراكز التكلفه‬
List of Cost Centers
Note: The values for each of these data elements would have to be provided by HU Team during the realization
phase.
.‫ جميع البيانات السابقه سوف تجمع من خالل شركه سيكم في مرحله جمع البيانات‬: ‫ملحوظه‬
Integration
‫التكامل‬
With Controlling for Cost Center which will be attached to employee data.
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Reporting Requirements - ‫التقارير المطلوبه‬
•
Payroll General Report
•
Payments reports
Taxation - ‫الضرائب‬
The localized HCM solution for Egypt handles taxation in a flexible way. You can use the taxation functionality to
accomplish the following business goals:
•
Create tax slab groups that you can change at any time.
•
Create different tax groups and assign different tax slab groups to those tax groups. For example,
you can create a tax group for employees who are based in Egypt and assign “Tax Slab Group A” to it. Similarly, you
can create a tax group for employees who work outside Egypt and assign a different tax slab group to it.
•
Define an amount that is eligible for Personal Relief. For example, if the Personal Relief is 7000 EGP,
you can specify this amount in Customizing, and change it at any time.
•
Define tax-exemption limits for employee contributions to life and health insurance and record
employee contributions to personal health and life insurance plans in a dedicated infotype. The system will calculate
the amount of tax exemption eligible for such contributions and adjust tax deductions in payroll accordingly.
•
Calculate monthly tax due in payroll.
•
Do a tax settlement for employees at the year-end. Settlement calculates the amount owed to
employees for any excess tax paid during the tax year, or, if an employee has paid too little tax, deduct the correct
amount of tax from the final salary.
:‫ يمكنك استخدام وظيفة الضرائب لتحقيق أهداف األعمال التالية‬.‫برنامج الساب للموارد البشريه لمصر يعالج الضرائب بطريقة مرنة‬
.‫•إنشاء مجموعات لوئح الضريبة التي يمكن أن تتغير في أي وقت‬
‫ يمكنك إنشاء مجموعة‬،‫على سبيل المثال‬. ‫•إنشاء مجموعات مختلفة من الضرائب وتعيين مختلف المجموعات لوئح الضريبية لتلك الجماعات الضرائب‬
‫ يمكنك إنشاء مجموعة الضريبية للموظفين‬،‫وبالمثل‬. ‫ضريبة بالنسبة للموظفين الذين يتمركزون في مصر وتعيين "الضرائب لوئح المجموعة "لذلك‬
.‫الذين يعملون خارج مصر وتعيين مجموعة لوح الضريبية المختلفة لذلك‬
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‫•تحديد المبلغ الذي يحق االعفاء الشخصي‪ .‬على سبيل المثال‪ ،‬إذا كان االعفاء الشخصى هو ‪7000‬جنيه‪ ،‬يمكنك تحديد هذا المبلغ في تخصيص‪،‬‬
‫وتغييره في أي وقت‪.‬‬
‫• تحديد حدود اإلعفاء الضريبي لمساهمات الموظفين في الحياة والتأمين الصحي ومساهمات الموظفين قياسية للصحة الشخصية وخطط التأمين على‬
‫الحياة في اداه البيانات ال‬
‫مخصصة‪ .‬سيقوم النظام حساب مقدار اإلعفاء الضريبي مؤهلة للحصول على هذه المساهمات وضبط التخفيضات‬
‫الضريبية في الرواتب وفقا لذلك‪.‬‬
‫•حساب الضرائب الشهرية المستحقة في الرواتب‪.‬‬
‫التسوية الضريبية للموظف في نهاية العام‪ .‬تسوية بحساب المبلغ المستحق للموظفين عن أي ضريبة الزائدة المدفوعة خالل السنة الضريبية‪ ،‬أو‪ ،‬إذا‬
‫كان الموظف قد دفع ضرائب ضئيلة جدا‪ ،‬يخصم المبلغ الصحيح من الضرائب من الراتب النهائي‪.‬‬
‫مجموعة الموظفين "االستشاريين" تحسب الضرئب ‪ %10‬ثابتة من الوعاء و ليس كقانون الشرائح‬
‫يستدل بنص المادة (‪ )8‬من قانون الضريبة على الدخل الصادر بالقانون رقم ‪ 91‬لسنة ‪ 2005‬النص التالي‪:‬‬
‫•‬
‫تكون اسعار الضريبة على النحو التالي‪:‬‬
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‫•‬
‫الشريحة االولى ‪ :‬حتى ‪7200‬جنيه في السنة معافاة من الضريبة‬
‫•‬
‫الشريحة الثانيه‪ :‬اكثر ‪ 7200‬جنيه حتى ‪) %10(30000‬‬
‫•‬
‫الشريحة الثالثة ‪ :‬اكثر من ‪ 30000‬حتى ‪)%15( 45000‬‬
‫•‬
‫الشريحة الرابعة‪ :‬اكثر من ‪ 45000‬حتى ‪ 200000‬جنيه (‪)%20‬‬
‫•‬
‫الشريحة الخامية اكثر من ‪ 20000‬جنيه ( ‪)%22.5‬‬
‫•‬
‫و يتم منح الخاضعين للشرائح الثالثة التالية خصما من الضريبة المستحقة عليهم على النحو التالي‪:‬‬
‫•‬
‫الشريحة الثانية (‪)%85‬‬
‫•‬
‫الشريحة الثالثة (‪)%45‬‬
‫•‬
‫الشريحة الرابعة (‪)%7.5‬‬
‫•‬
‫ويكون منح الخصم المشار اليه في الفقرة السابقة لمرة واحدة وفقا العلى شريحة يقع فيها الممول‪ ,‬و ال يجوز منح هذا الخصم لمن يخضعون للشريحة‬
‫الخامسة‪ .‬و يتم تقريب مجموع صافي الدخل السنوي عند حساب الضريبة القرب عشرة جنيهات اقل‪ .‬و تحدد الالئحة التنفيذية كيفية حساب الضريبة‪.‬‬
‫التامينات االجتماعيه ‪Social Insurance -‬‬
‫‪Egyptian nationals must pay a contribution towards social insurance (SI). In addition, private sector employers must‬‬
‫‪pay a contribution towards SI for their Egyptian employees. The SAP HCM localization for Egypt handles these‬‬
‫‪requirements. In addition, within the SI functionality, the localization captures the employer-paid Emergency‬‬
‫‪Subsidy Fund contribution for every Egyptian employee.‬‬
‫‪Social Insurance Eligibility‬‬
‫•‬
‫‪Social insurance is paid from two pools: the employee's basic salary pool and the employee's variable‬‬
‫‪salary pool.‬‬
‫•‬
‫‪Social insurance contributions is typically paid in full for all partially worked months, except for the month‬‬
‫‪when employment is terminated. However, you can use Customizing settings to define SI thresholds for‬‬
‫‪both the hiring month and termination month.‬‬
‫•‬
‫‪Employees aged over 60 years are exempt from SI contributions.‬‬
‫برنامج الساب الخاص بمصر يستطيع ان يقوم بعمل جميع المتطلبات التي تحدث في خالل حساب التامينات االجتماعيه لحصه الموظف او‬
‫حصه الشركه و النسبه التي يتم دفعها في صندوق إعانه الطوارئ‬
‫التأمينات االجتماعية األهلية‬
‫• تدفع التأمينات االجتماعي علي وعائين ‪:‬وعاء الراتب األساسي الموظفين ووعاء الراتب المتغير للموظف‪.‬‬
‫• يتم دفع حصه العامل وحصه الشركه بالكامل طول فتره عمل العامل و في حاله االستقاله إذا كان تاريخ االستقاله في اول اشهر او‬
‫منتصف الشهر يحسب العامل علي الشهر كامل‪.‬‬
‫• الموظفون الذين تزيد أعمارهم عن ‪ 60‬سنة ويعفى من المساهمات التامينات االجتماعيه ويكون له معاش من التامينات‬
‫االستمارات التي سوف تستخرج من البرنامج‪:‬‬
‫• استماره ‪ 1‬وهي استماره االشتراك في التامينات‬
‫• استماره ‪ 6‬وهي استماره الخروج من التامينات‬
‫• استماره ‪ 2‬وهي االحداثيات التي تتم لكل موظف علي االجور سواء االساسي او المتغير‬
‫على الراتب االساسي‪:‬‬
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‫ من الموظف‬%14 •
‫ على الشركة‬% 26 •
:‫على الراتب المتغير‬
‫ على الموظف‬%11 •
‫ على الشركة‬% 24 •
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8
Core Enhancement
According to the analyses sessions, and the requirement all functions are covered by SAP system without any
Enhancement.
8.1.1 Permanent Interfaces
No Interfaces will be considered with SAP system
8.1.2 Migration Programs
The LSMW Legacy System Migration Workbench & Data Migration Object will be used to upload the Master Data
into the System database.
8.1.3 Required Evaluations/Reports
SAP provides a very well based and sufficient list of evaluation and analysis reports that differ according to the
desired report view and data included. Reports in SAP can show an on time statistics upon which faster and more
correct decisions can be taken. Examples of already available standard SAP analysis reports are shown in the
following list:
•
will be checked with HU team
8.1.4 Workflows
No special requirements
8.1.5 Forms/Print-Outs
1- Will be checked with HU
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9
Business Processes Modeling
9.1
Process Model Level 1, “Core and Support Processes
9.1.1
Organizational Management
Organizational Management is a sub Module of SAP HCM which enables the organization to
• Depict the organizational and reporting Structure and the current Organizational plan
• Analyze the current Organizational plan
• Create additional organizational plan for simulation of scenarios.
Enables analyzing the entire organizational structure and allows planning to develop personnel scenarios.
9.1.2
Personnel Administration
It’s a sub-component of the HCM module in SAP. As the name says this module handles the task of administration
of Employees. It saves time and cost by easing regular administrative task on employee related data and functions.
It stores the complete employee related data in a structured way and automatically checks the integrity of data.
9.1.3
Time Management
SAP time management is a module under SAP HR management, which is used by employees for time tracking and
management across departments. Time management is one of the main components in any organization as it is
necessary to maintain time along with the work performed.
9.1.4
Payroll
Payroll is processed to calculate the basic salary for the employees and other payments like overtime, shift
allowance, and other bonuses. A payroll is processed at certain point of time.
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9.2
Process Model Level 2, “Process Groups”
9.2.1
•
Organizational Management
Create Organizational Objects (Org. Units, Jobs, and Positions)
We can use these scenarios to start creating new Departments, Jobs or Positions on the organizational
structure from scratch.
•
Display and Change Org. Objects (Org. Unites, Jobs, and Positions)
We can use these scenarios to display the organizational structure with (Departments, Jobs and Positions),
also we can change them for example move a person from department to department or section to another
department.
•
Delimit Org. Objects (Org. Unites, Jobs, and Positions)
We can use this scenario to end the existing of (Department, Jobs, or Positions).
•
Create assignments between Objects.
We can use this scenario to assign objects with another object, for example if we want to assign a person
with position, or a position with job, or a job with unit.
•
Change assignments between Objects.
We can use this scenario to change the assignment of objects with another object, for example if we want
to change the assignment of a person with position, or a position with job, or a job with unit.
•
Delimit assignments between Objects.
We can use this scenario if we want to end the existing of current assignment of department, jobs or
positions.
•
Display Org. Structure with Positions & Persons.
We can use this scenario to display the complete Org. structure with position & Persons.
.
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9.2.2
•
Personnel Administration
Employee Movements (Hiring, Transfer, Termination, etc.)
Through these scenarios we can control the movement of an Employee starting from hiring him,
transfer him from department to another department, or end his service and so on.
•
Maintain Employee Data
Through this scenario we can maintain Employee data, or store his data in the system like, his name,
age, marital status, basic salary, address, education and so on.
•
Display Employee Data as Simple table then can be extracted on word or excel sheet.
We can use this scenario to display all the Employees stored in the system and we can extract it to
word document or excel sheet.
9.2.3
•
Time Management
Maintain Employee Work Schedule
Through this scenario we are defining all the working hours/ shift and breaks for all Employees
inside the organization and it could be defined under the name of Work Schedules.
•
Maintain Employee Absence / Attendance
We can define all the Absence types like, Annual Leave or attendance like, Business Trip of all
Employees through this scenario.
•
Absence Quota (Leave Balance)
After defining all the Absence & Attendance types we are giving the Quotas for each through this scenario.
•
Time Recording
In this Scenario we are recording all the Check IN / OUTs of Employees Time Evaluation
At the End of the month, the system starts to calculate all the time events happened to the employee to
translate it to money paid through financials.
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9.2.4
•
Payroll
Maintain Salary Components (Basic, Recurring, and Deductions)
This scenario allows you record all the Basic salary, Recurring payments or additional deductions for each
Employee.
•
Maintain Loans
This scenario allows you to record Loans that on claim of the Employee.
•
Payroll Calculations
In this step or scenario, after ending the Time Evaluation and calculating the salary components we start to
post the end calculations to FI to prepare the salary payments.
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Process Model Level 3, “Business Process”
10
10.1.1
Organizational Management
10.1.1.1
Business process Description
10.1.1.1.1
Create Organizational Objects (Org. Units, Jobs, Positions)
In these scenarios we can start creating Organizational departments, jobs, or positions from scratch.
▪
▪
Requires inputs:
o
Parent object to be assigned to the new on
o
Name of the Departments, jobs, and positions to be created.
Outputs:
Created Organizational object.
10.1.1.1.2
Display and Change Org. Objects (Org. Unites, Jobs, and Positions)
In this step we can display the complete organizational structure or change of any its components.
Requires inputs:
o
▪
Name or ID Required (Departments, Job, or Positions)
Outputs:
o
10.1.1.1.3
Changed/ Displayed Organizational Structure.
Delimit org. objects (unites, jobs, and positions)
In this scenario you can delimit the functionality of the organizational objects' functions.
▪
Requires inputs:
o
▪
Name or ID of object to be delimited.
Outputs:
o
10.1.1.1.4
Delimited objects.
Create Assignments between Objects
In this step we can assign objects together (departments, departments with jobs, jobs with persons)
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▪
Required inputs:
o
▪
Name of objects and its relationships
Required Outputs:
o
10.1.1.1.5
Assigned objects.
Change assignments between Objects.
In this step we can change or displayed the assignment of objects (departments, departments
with jobs, jobs with persons)
▪
Requires inputs:
o
▪
Name of objects and its relationships
Outputs:
o
10.1.1.1.6
Change or displayed the assigned objects
Delimit assignments between Objects.
In this step we can delimit assignment of objects (departments, departments with jobs, jobs with persons)
▪
Requires inputs:
o
▪
Name of objects and its relationships
Outputs:
o
10.1.1.1.7
Delimited assigned objects
Display Org. Structure with Positions & Persons.
This scenario is used to display the complete Or. Structure or part of it with position and/or with employees
to have a full view of the data of the organization management.
Inputs required:
o
Name or ID of the root of the organization structure.
Outputs required:
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o
Tree View of the selected organization structure.
10.1.2
Personnel Administration
10.1.2.1
Business process Description
10.1.2.1.1
Employee Movements (Hiring, Transfer, Termination, etc.)
In these steps we can start any movement to an Employee starting from hiring him, transferring
to another department or terminated him
▪
Requires inputs:
o
Name of the Employee
o
Required Action
o
Action related data e.g.: If hiring or transfer, we need required personnel area/ subarea,
position, employee group/subgroup, etc.
▪
Outputs:
o
Hired, Transferred, or Terminated Employee.
10.1.2.1.2
Maintain Employee Data
In this scenario we are starting to maintain all the data of an Employee starting from hire to retire.
▪
▪
Requires inputs:
o
Employee Name or ID
o
All personal Data required to be maintained.
Outputs:
o
10.1.2.1.3
Maintained personal Data
Display Employee Data Simple table then can be extracted on word or excel sheets.
In this scenario we can select the employee to be displayed in a report using certain criteria in their stored
data and output all required data of these employee. This give a complete picture for decision makers and
for analysis and follow up of data maintenance.
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▪
Requires inputs:
o
▪
Selection criteria of the report and required output data.
Outputs:
o
A user customized report that can be extracted or excel or word and can be saved on the system for reuse at any point of time.
10.1.3
Time Management
10.1.3.1
Business process Description
10.1.3.1.1
Maintain Employee Work Schedule
▪
Through this scenario we are assign the planned working hours, shift, tolerance, weekend and breaks for
the employee to be compared against his actual attendance in time evaluation. Requires inputs:
▪
o
Employee Name or ID
o
Employee work schedule to be assigned.
Outputs:
o
Employee
assigned
to
work
schedule.
10.1.3.1.2
Maintain Employee Absence/ Attendance
In this scenario we are recording the employee's attendance and absences to be used in his time evaluation.
Required Input
o
Employee Name or ID
o
Absence / Attendance type and its duration to be recorded for employee.
Required outputs
o
10.1.3.1.3
Recorded absence / attendance.
Absence Quota (Leave Balance)
In this scenario we are assigning leave balance number of days for each employee absence
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▪
▪
Requires inputs:
o
Employee Name or ID
o
Absence quota and number of days to be maintained.
Outputs:
o
Defined quota for employee
10.1.3.1.4
Time Events
In this scenario we are recording all the check in and outs of the Employeeto finally using these records
in payroll calculations.
▪
▪
Requires inputs:
Employee Name or ID
o
All check IN and Outs
Outputs:
o
10.1.3.1.5
▪
o
Recorded actual time or working hours to be used in calculations of the time and payroll
Time Evaluation
Requires inputs:
Employees required to calculate time evaluation
▪
Outputs:
Each selected employee's latenesses, early leaves, absences, overtime and their payroll effect.
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10.1.4
Payroll
10.1.4.1
Business process Description
10.1.4.1.1
Maintain salary components (Basic, Recurring, and Additional Deductions)
In these scenarios we are defining all the allowances that the employee is getting during the month.
▪
▪
Required inputs:
o
Employee Name or ID
o
Basic Salary with its components
o
Recurring payments / deductions
o
Additional Payments or deductions
Required outputs
o
10.1.4.1.2
Maintain all the salary components
Maintain Loans
We are defining all the loans that the company offered to the employees
▪
Required inputs
o
Employee Name or ID
o
Loan data for the employee such as its duration start date, installment amount, amount granted and
payment type.
▪
Required outputs
o
Recorded loans with installments
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11
Business Blueprint Sign-off
The Approvers’ signature below indicates that the contents of the presented business blueprint
document has been reviewed and accepted. This approval is considered a formal agreement for this
document to be the primary frame of reference for the incoming work done in the remaining HU SAP
implementation project phases.
Approver Name
Approver Title
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Signature
Sign Date
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