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SAP HR | SAP HR (ERP HCM Module), Personnel Management (Benefits, OM), Time Management (CATS) & Payroll (US) Toggle navigation SAP HR SAP HR SAP FICO Datastage Netezza Pega Teradata Big Data iExpertify December 6, 2020 Why is everyone moving away from SAP HR? SAP HCM no longer exists in the new software generation SAP S/4HANA. However, companies that have previously used HCM integrated with other modules can still migrate to SAP S/4HANA. This is made possible by so-called Compatibility Packs, which also make the usual functionalities available under SAP S/4HANA. However, it is important to know that all Compatibility Packs can only be used until the end of 2025. Until then, SAP will offer alternatives. A compromise has been announced for companies that cannot or do not want to use the cloud-based SuccessFactors. It bears the name SAP HCM for S/4 HANA” and will be available from 2023. In contrast to ERP 6.0, this solution will not run integrated with SAP S/4HANA. It must be run on a separate server, often referred to as a sidecar. With regard to the functional scope, the solution will not differ significantly from today’s SAP HCM. Support for this compromise solution is also expected to be limited. According to current reports, it will end in the year 2030. If nothing changes in this strategy, there is no way around the introduction of SAP SuccessFactors in the long term. SuccessFactors was originally a stand-alone US company that offered a cloud-based talent management suite with analytics and collaboration capabilities. SAP took over the company in 2011 and since then has massively enhanced its functionality. SuccessFactors is now a complete HCM solution from the cloud. It contains all functions from the classic SAP HCM. In addition, however, some other innovative features are available. To call are: (E-)Recruiting: supports a collaborative, objective and mobile selection process Onboarding: configurable onboarding process involving new employees, hiring managers and an onboarding buddy Compensation: maps all compensation processes, central element is a compensation profile including salary history and positioning Performance & Goals: controls target agreements and monitoring of target achievement for performance evaluation Learning: Learning platform that is linked to numerous other modules (e.g. goal management and onboarding); can be used on the go Succession and Development: controls and automates succession planning activities Employee Central: responsible for master data administration and for mapping personnel administration, organizational management, absences and payroll accounting (optional); basis for integration with on-premise solution SAP JAM: communication and collaboration platform for employees, similar to a social network Analytics: enables the creation of reports for all SuccessFactors modules Ultimately, it is clear that SAP is focusing its HR innovations on SuccessFactors. The decision to introduce the platform can therefore be described as future-proof. As far as the HR sector is concerned, SAP is following a strategy that explicitly moves in the direction of SAP SuccessFactors, the new cloud solution. It was announced that in the long run, HCM would be fully substituted by SuccessFactors. It is not only the technical orientation that is exceptional, but also the modern use of language. SAP no longer calls resources” or human capital” to company workers, but factor of success. But what are the technical differences between the two solutions?” December 5, 2020 Implement SAP Success Factors to replace parts of SAP HR If you have already implemented SAP HR for Payroll, Personnel Management, etc. it would be ideal to add SAP Success Factors as a value add or completely replace in house implementation of SAP HR/HCM with new PaaS. SAP Success Factors is a cloud based solution. SAP SuccessFactors was founded in 2001 and acquired by SAG AG’s US subsidiary, SAG America, in 2011. It provides Human Capital Management (HCM) cloud solutions, covering the needs of 45 million people/employees in more than 6,000 organizations worldwide, according to Gartner, Forester and IDC. SAP SuccessFactors also provide open, industry-standard integration, technologies, API, and events. You can extend SAP SuccessFactors’s functionality by integrating it with other HRM applications with the following functions: Payroll Identity Management Benefits Management Time Management Pre-hire Screening ERP It can add a lot of value to existing SAP HCM/HR system as it has the following modules: Employee Central -This module is a collection of data and knowledge about employees and is the basis for the implementation of other elements. Employee Central lets you automate the basic HR processes. It increases employees’ efficiency and HR managers, by giving them tools to quickly access the key information – even from a smartphone! All functions are presented on graphic dashboards. SuccessFactors Employee Central provides a simple way for workers to monitor their attendance and verify their overtime. In compliance with rules assigned to each employee, the module automatically measures time and payment. The system measures the hours worked based on the working time reported by the workers and decides the required overtime based on the configured regulations. Such laws are versatile, and often tailored for a company. With them, you can report your time and attendance by an intuitive, single click. Performance and Goals -A special, end-to-end management process helps you to review past outcomes reliably and optimize future ones. Employees get feedback. The input motivates them to improve their productivity and produce even better outcomes. Succession & Development – helps manage employee development by creating plans to build their competences. Supports the organization of employees’ replacements. Remuneration Management – a tool to effectively motivate employees by creating and executing remuneration models. Training – a platform for the organization and implementation of training, equipped with mechanisms for assessing results and progress. Recruitment – A tool that organizes the recruiting process, enabling you to easily, efficiently and effectively carry out this process. Onboarding -A platform that enables employees to be introduced in the life of the business to identify all the required stages of apprenticeship and the degree of employee acquisition. Workforce Planning, Analytics and reporting – is a teams building tool, choosing members in terms of the required competences, experience, and availability. SAP JAM – It is a forum for knowledge sharing between employees. It serves as an intranet and the internal Social Media site of the organization. Employee Assessments Read More August 30, 2016 Dump for Personnel Areas details Option 1 A simple ABAP report or HR Query can do this Option 2 Go to table SE16N, step:1 – give the table name as T500P, and give Personnel area and execute step:2 – in the display screen for every personnel area line items in the last column Address one unique no will be there. step:3 – go to table SE16N give table ADRC and give the Address Number (which is taken from step-2) and execute. if you want report then take the ABAP consultant help for customized report. Option 3 For Address Screen 1 take dump from table T500P August 30, 2016 Loan enhancement for IN The loan enhancement for IN should be available from SAP Enhancement Package 5 for SAP ERP 6.0. onward. check the page for the link below Loans Enhancement – India – Payroll India (PY-IN) – SAP Library ————————– progressive interest calculation To calculate interest, the corresponding interest rate is applied to the loan amount that falls within each range. Finally, the interest amounts are summed to determine the total interest accrued. Example The interest rates for the following value ranges are respectively 0, 3%, 5% and 10%: 0-INR 10,000 INR 10,000 – INR 30,000 INR 30,000 – INR...