Hi JITEN,
It's my question to SAP HR qualified professionals:
1. What is SAP HR and how is it different from normal HR?
2. What are the uses of SAP HR?
As a layman, can I say that SAP HR is shifting from manual record-keeping to advanced software-based computerized systems, sorting data, and generating reports for quick decision-making?
Frankly speaking, I don't have an idea about SAP HR. Therefore, kindly correct me if I'm wrong.
Thanks,
JITEN
From India, Calcutta
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It's my question to SAP HR qualified professionals:
1. What is SAP HR and how is it different from normal HR?
2. What are the uses of SAP HR?
As a layman, can I say that SAP HR is shifting from manual record-keeping to advanced software-based computerized systems, sorting data, and generating reports for quick decision-making?
Frankly speaking, I don't have an idea about SAP HR. Therefore, kindly correct me if I'm wrong.
Thanks,
JITEN
From India, Calcutta
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Hi Jiten,
As you mentioned, it is true that SAP-HR represents a shift from manual to computerized work. To be more specific, SAP is one of the ERP software solutions. Within SAP, we have modules such as Personnel Administration, Time Management, Appraisals, Payroll, Training, and Recruitment, encompassing many tasks that HR professionals perform daily for the company. Additionally, if a superior who is located remotely wishes to access status updates and detailed reports, they can do so using this software. Therefore, SAP-HR consolidates all these functions into one integrated system.
Please feel free to reach out if you require any further information.
Regards,
Kiran I
From United States, Dallas
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1As you mentioned, it is true that SAP-HR represents a shift from manual to computerized work. To be more specific, SAP is one of the ERP software solutions. Within SAP, we have modules such as Personnel Administration, Time Management, Appraisals, Payroll, Training, and Recruitment, encompassing many tasks that HR professionals perform daily for the company. Additionally, if a superior who is located remotely wishes to access status updates and detailed reports, they can do so using this software. Therefore, SAP-HR consolidates all these functions into one integrated system.
Please feel free to reach out if you require any further information.
Regards,
Kiran I
From United States, Dallas
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Dear Kiran,
You are absolutely correct, but I want to know if it is good to invest more than 3 lakhs for education on SAP through Siemens or Genovate. What are the job prospects after this course?
Please reply.
Waiting...
Vineet Mittal
From India, Delhi
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You are absolutely correct, but I want to know if it is good to invest more than 3 lakhs for education on SAP through Siemens or Genovate. What are the job prospects after this course?
Please reply.
Waiting...
Vineet Mittal
From India, Delhi
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Hi , i want to know after doing SAP HR my department will change to IT or i will be in HR Deptt. Regards Kavita
From India, Jaipur
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From India, Jaipur
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Hello Vineet,
There are a lot of opportunities for SAP-HR across countries like the USA, UK, etc. It's hot in the market, but the thing is you need to get your first break, and if you have certification, then you will get it easily. Just search on Naukri or any job portal, and you will come to know about the jobs for SAP HR.
Hope I answered your question.
Regards, Kiran I
From United States, Dallas
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There are a lot of opportunities for SAP-HR across countries like the USA, UK, etc. It's hot in the market, but the thing is you need to get your first break, and if you have certification, then you will get it easily. Just search on Naukri or any job portal, and you will come to know about the jobs for SAP HR.
Hope I answered your question.
Regards, Kiran I
From United States, Dallas
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Hi Kavitha,
To clear your doubt, firstly, you won't be in the HR department; definitely, you will be in the IT department. Secondly, to give you an idea about SAP, this is a software that helps you with HR. An SAP-HR consultant is the one who sits with the HR department of organizations, understands the requirements, and replicates the processes in SAP.
Hope this answers your question. Please let me know if you have any confusion or need more information.
Regards,
Kiran I
From United States, Dallas
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To clear your doubt, firstly, you won't be in the HR department; definitely, you will be in the IT department. Secondly, to give you an idea about SAP, this is a software that helps you with HR. An SAP-HR consultant is the one who sits with the HR department of organizations, understands the requirements, and replicates the processes in SAP.
Hope this answers your question. Please let me know if you have any confusion or need more information.
Regards,
Kiran I
From United States, Dallas
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Thanks to all,
In HR, generally, employees resist working in a computerized work environment (SAP-HR) because they feel they will be separated from their core area. They fear being made responsible for inputting data into computerized forms, generating various reports, and forwarding them to management for decision-making, or they may end up working only as assistants.
Could you please provide insights into the new role of HR professionals in a SAP-HR work environment?
Regards, JITEN
From India, Calcutta
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In HR, generally, employees resist working in a computerized work environment (SAP-HR) because they feel they will be separated from their core area. They fear being made responsible for inputting data into computerized forms, generating various reports, and forwarding them to management for decision-making, or they may end up working only as assistants.
Could you please provide insights into the new role of HR professionals in a SAP-HR work environment?
Regards, JITEN
From India, Calcutta
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Hi pandu, thanx 4 ur vaulabl sugtion, pla tewll m abt any good centre in delhi i m intrstd in SAP HR training Vineet Mittal
From India, Delhi
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From India, Delhi
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Hello,
I have heard of an institute in Mumbai, Global Enterprise Infotech Solutions (GEIS). They are offering a 15-day fast-track SAP course for 30k. Can someone suggest if GEIS is a good institute to do SAP HR from? Alternatively, can you please recommend an institute offering SAP in Delhi at a reasonable price?
Thanks!!
From United States, Cambridge
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I have heard of an institute in Mumbai, Global Enterprise Infotech Solutions (GEIS). They are offering a 15-day fast-track SAP course for 30k. Can someone suggest if GEIS is a good institute to do SAP HR from? Alternatively, can you please recommend an institute offering SAP in Delhi at a reasonable price?
Thanks!!
From United States, Cambridge
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Hi Jiten,
Before investing in learning SAP HR, make sure that you have worked in HR & IR functions and have thorough knowledge, including payroll.
In Corporate HR, you will have a simplified form of compensation. When dealing with Workmen/Frontliners, you will have a vast area to learn. The data, starting from pre-recruitment, is transferred through various modules up to retrenchment (Organisation Management, Recruitment, Personnel Administration, Time Management, Appraisals, Payroll, Trainings). Having a crystal-clear and extensive knowledge will facilitate the learning of the configuration part of SAP HR.
When you learn SAP HR, please also study the Payroll module, where there is a good scope for placement. Placement opportunities will be around 99% in the IT sector.
Regards,
Bharathi
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Before investing in learning SAP HR, make sure that you have worked in HR & IR functions and have thorough knowledge, including payroll.
In Corporate HR, you will have a simplified form of compensation. When dealing with Workmen/Frontliners, you will have a vast area to learn. The data, starting from pre-recruitment, is transferred through various modules up to retrenchment (Organisation Management, Recruitment, Personnel Administration, Time Management, Appraisals, Payroll, Trainings). Having a crystal-clear and extensive knowledge will facilitate the learning of the configuration part of SAP HR.
When you learn SAP HR, please also study the Payroll module, where there is a good scope for placement. Placement opportunities will be around 99% in the IT sector.
Regards,
Bharathi
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In HR, generally employees resist working in a computerized work environment (SAP-HR) because they feel they will be separated from their core area and will be responsible for inputting data into computerized forms, generating reports, and forwarding them to management for decision-making, or they will work in an assistant role only.
Employees resist change because any new system requires learning and training. For example, one person using SAP HR can perform the work of about ten individuals without SAP. This results in fewer employees needed and faster completion of tasks. The main advantage is the ease of automation.
Until yesterday, you manually changed the channels on your TV. Today, you use a remote control, allowing you to change channels quickly and as you wish. Similarly, SAP HR reduces excess clerical work and facilitates the easy generation of reports.
No one is separated from the core HR functions. There may be situations where an HR Manager or any Manager needs to perform tasks typically done by a lower-level assistant or clerk. Therefore, perspectives play a crucial role in understanding the benefits of automation and system upgrades.
From India, Pune
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Employees resist change because any new system requires learning and training. For example, one person using SAP HR can perform the work of about ten individuals without SAP. This results in fewer employees needed and faster completion of tasks. The main advantage is the ease of automation.
Until yesterday, you manually changed the channels on your TV. Today, you use a remote control, allowing you to change channels quickly and as you wish. Similarly, SAP HR reduces excess clerical work and facilitates the easy generation of reports.
No one is separated from the core HR functions. There may be situations where an HR Manager or any Manager needs to perform tasks typically done by a lower-level assistant or clerk. Therefore, perspectives play a crucial role in understanding the benefits of automation and system upgrades.
From India, Pune
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Dear Rupali,
This is Deepak Sawant from Delphi Computech Pvt. Ltd. We are located in Vashi and are an authorized education partner of SAP. For further details, please feel free to call on the following numbers.
Thanks & Regards,
Deepak Sawant
Asst. Manager - Marketing
Delphi Computech Pvt. Ltd
A DECADE OF COMMITTED SERVICE
SAP Training Academy > IT Consulting > Resourcing
Vashi, Navi Mumbai
Email: deepak@delphicomputech.com
Tel: +91 22 - 40594444
Cell No.: 9324425377
From India, Mumbai
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This is Deepak Sawant from Delphi Computech Pvt. Ltd. We are located in Vashi and are an authorized education partner of SAP. For further details, please feel free to call on the following numbers.
Thanks & Regards,
Deepak Sawant
Asst. Manager - Marketing
Delphi Computech Pvt. Ltd
A DECADE OF COMMITTED SERVICE
SAP Training Academy > IT Consulting > Resourcing
Vashi, Navi Mumbai
Email: deepak@delphicomputech.com
Tel: +91 22 - 40594444
Cell No.: 9324425377
From India, Mumbai
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Hi Kavitha, Do let me know more about this course. Well, I am planning to persue SAP-HR . Please help me Neha Nayan
From India, Kolhapur
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From India, Kolhapur
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Hi Neha,
SAP is the name of Company which deals with the development and deployment of ERP...
Enterprise Resource Planning software, or ERP, doesn’t live up to its acronym. Forget about planning—it doesn’t do much of that—and forget about resource, a throwaway term. But remember the enterprise part.
This is ERP’s true ambition. The software attempts to integrate all departments and functions across a company onto a single computer system that can serve all those departments’ particular needs.
Building a single software program that serves the needs of people in finance as well as it does the people in human resources and in the warehouse is a tall order. Each of those departments typically has its own computer system optimized for the particular ways that the department does its work. But ERP combines them all together into a single, integrated software program that runs off a single database so that the various departments can more easily share information and communicate with each other.
Now you may see that HR is also one of the module of ERP and as SAP is the name of Company so it is called as SAP HR..
In this SAP HR, the Training Institutes provide the training to work on HR module of ERP.. those who have knowledge regarding the HR, for them it will be a great help to get some better opportunity..
2.1 Employee Information Management:
The details in New Joining form will be entered in Employee Master. It will also contain the details like ID no., Punching Card No., Nomination details for PF, Gratuity, Leave Encashment, photograph of the employee etc. The details can be captured in Employee master is explained in details in Employee Master (HRM05) section.
Grade Management:
Grade Master helps to define the grade wise earning/deductions, which can be fixed amount or formula based.
Employee Resignation:
The system does not provide the facility to capture the steps of Employee resignation. The relieving date of employee can be entered in Employee master and based on this all the statutory requirements will also available from the system like PF details, other earnings & deductions, claimable, etc.
2.2 Shift Maintenance:
ERPPro can handle shift definition, skip pattern, auto roll over of shift. The shift change over can be done for individual worker/staff but currently system does not have the facility to change the shift for mass (group of employees). It can be provided.
2.3 Attendance Management:
ERPPro can provide the facility for attendance entry through punching card i.e. any electronic device, manual day-to-day entry, entry as summary for whole for whole period. The modifications in attendance can be done after the attendance is processed for handling the exceptions.
The attendance entry for employees will be done at gate using bar code reader, it is a new development, as well as punching card but the salary will be generated based on the punching machine data only. This feature will not available in current phase of implementation. It will be provided in Phase II of ERPPro implementation.
2.4 Leave Management:
ERPPro provides the facility to define the Leave types and the rules for leave like max. accumulation, leave encashment, max. continuous days of leave, etc. The leave application can be entered in system by employees, in case of workers it can be entered by the immediate super-ordinate. The sanctioning authority will have the right to sanction the leave application and the HR dept. can have the record of the leave application status online. The leave that is not sanctioned will be treated as leave without pay.
Weekly off & Compensatory off:
The ERPPro system allows changing the weekly off & compensatory off assigned to particular employee. The system also allows changing the weekly off & compensatory off for group of employees.
Leave encashment:
Similar to leave application process, leave encashment process can take place where the leave encashment application is to be made and the leave encashment can authorized. When the leave encashment is authorized the auto payables is generated in accounts.
2.5 Salary Generation:
Based on the attendance processed and earning and deductions defined for particular employee the salary will be calculated by the system.
Overtime will be calculated by the system automatically based on the attendance entry and the definition of grace period in shift master. But the amount of overtime will be based on the overtime approved by the super ordinate of the employee / worker.
Late coming/early going:
System tracks record of late coming/early going and the based on the grace period the late coming/early going deduction will be calculated.
Increment:
The history of increments will be handled by the system and report can be generated.
TDS Management:
The HR department will handle the entry for the declaration of investment and proof/confirmation of declaration in the system and based on this TDS will be calculated.
2.6 Manpower Allocation:
Currently system does not have the manpower allocation transaction. The manpower allocation feature will be provided in the Phase I only. The new development for it involves the transactions:
1. Manpower Planning
2. Manpower Request
3. Manpower requirement
4. Manpower allocation/utilization
The Manpower requirement will be generated based on the absenteeism and no. of employees on leave.
2.7 Contract labor Management:
The system provides the facility to manage the data of contract labor. The contract labor details will be entered in employee master but rather than defining the name of the contract labor a code no. will be given to them. And thus the manpower utilization will be captured fully in the system considering the legal issues of contract labor management.
The system will also provide the list of contract labor who had been working with organization more than specified period.
2.8 Apprentice Management:
The system will manage the apprentice details similar to the details of employee.
2.9 Security
The system will provide the facility to enter the details of gate entry of workers, staff, apprentice, contract labor and vehicles.
The night issue will be done in supervision of security personnel where the bin from which the material is taken will be entered in the night issue register.
The other activities can be covered in the Phase II of implementation.
Recommendations:
1. Standardization of rules and regulations is required. The areas of concern are:
a. Leave: The leave definition should be much accurate like the max. accumulation of leaves, the max. continuous leaves which can be taken, the lead time between the date of leave application and the date of leave.
b. Earnings/deductions: The earnings/deductions should be defined grade wise.
c. Compensatory off / Weekly off: The rules of weekly off/compensatory off should be the grade wise not individual based.
2. The Shift timing of engineers should be revised to optimize the shift timing overlaps.
Regards,
Amit Seth.
From India, Ahmadabad
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SAP is the name of Company which deals with the development and deployment of ERP...
Enterprise Resource Planning software, or ERP, doesn’t live up to its acronym. Forget about planning—it doesn’t do much of that—and forget about resource, a throwaway term. But remember the enterprise part.
This is ERP’s true ambition. The software attempts to integrate all departments and functions across a company onto a single computer system that can serve all those departments’ particular needs.
Building a single software program that serves the needs of people in finance as well as it does the people in human resources and in the warehouse is a tall order. Each of those departments typically has its own computer system optimized for the particular ways that the department does its work. But ERP combines them all together into a single, integrated software program that runs off a single database so that the various departments can more easily share information and communicate with each other.
Now you may see that HR is also one of the module of ERP and as SAP is the name of Company so it is called as SAP HR..
In this SAP HR, the Training Institutes provide the training to work on HR module of ERP.. those who have knowledge regarding the HR, for them it will be a great help to get some better opportunity..
2.1 Employee Information Management:
The details in New Joining form will be entered in Employee Master. It will also contain the details like ID no., Punching Card No., Nomination details for PF, Gratuity, Leave Encashment, photograph of the employee etc. The details can be captured in Employee master is explained in details in Employee Master (HRM05) section.
Grade Management:
Grade Master helps to define the grade wise earning/deductions, which can be fixed amount or formula based.
Employee Resignation:
The system does not provide the facility to capture the steps of Employee resignation. The relieving date of employee can be entered in Employee master and based on this all the statutory requirements will also available from the system like PF details, other earnings & deductions, claimable, etc.
2.2 Shift Maintenance:
ERPPro can handle shift definition, skip pattern, auto roll over of shift. The shift change over can be done for individual worker/staff but currently system does not have the facility to change the shift for mass (group of employees). It can be provided.
2.3 Attendance Management:
ERPPro can provide the facility for attendance entry through punching card i.e. any electronic device, manual day-to-day entry, entry as summary for whole for whole period. The modifications in attendance can be done after the attendance is processed for handling the exceptions.
The attendance entry for employees will be done at gate using bar code reader, it is a new development, as well as punching card but the salary will be generated based on the punching machine data only. This feature will not available in current phase of implementation. It will be provided in Phase II of ERPPro implementation.
2.4 Leave Management:
ERPPro provides the facility to define the Leave types and the rules for leave like max. accumulation, leave encashment, max. continuous days of leave, etc. The leave application can be entered in system by employees, in case of workers it can be entered by the immediate super-ordinate. The sanctioning authority will have the right to sanction the leave application and the HR dept. can have the record of the leave application status online. The leave that is not sanctioned will be treated as leave without pay.
Weekly off & Compensatory off:
The ERPPro system allows changing the weekly off & compensatory off assigned to particular employee. The system also allows changing the weekly off & compensatory off for group of employees.
Leave encashment:
Similar to leave application process, leave encashment process can take place where the leave encashment application is to be made and the leave encashment can authorized. When the leave encashment is authorized the auto payables is generated in accounts.
2.5 Salary Generation:
Based on the attendance processed and earning and deductions defined for particular employee the salary will be calculated by the system.
Overtime will be calculated by the system automatically based on the attendance entry and the definition of grace period in shift master. But the amount of overtime will be based on the overtime approved by the super ordinate of the employee / worker.
Late coming/early going:
System tracks record of late coming/early going and the based on the grace period the late coming/early going deduction will be calculated.
Increment:
The history of increments will be handled by the system and report can be generated.
TDS Management:
The HR department will handle the entry for the declaration of investment and proof/confirmation of declaration in the system and based on this TDS will be calculated.
2.6 Manpower Allocation:
Currently system does not have the manpower allocation transaction. The manpower allocation feature will be provided in the Phase I only. The new development for it involves the transactions:
1. Manpower Planning
2. Manpower Request
3. Manpower requirement
4. Manpower allocation/utilization
The Manpower requirement will be generated based on the absenteeism and no. of employees on leave.
2.7 Contract labor Management:
The system provides the facility to manage the data of contract labor. The contract labor details will be entered in employee master but rather than defining the name of the contract labor a code no. will be given to them. And thus the manpower utilization will be captured fully in the system considering the legal issues of contract labor management.
The system will also provide the list of contract labor who had been working with organization more than specified period.
2.8 Apprentice Management:
The system will manage the apprentice details similar to the details of employee.
2.9 Security
The system will provide the facility to enter the details of gate entry of workers, staff, apprentice, contract labor and vehicles.
The night issue will be done in supervision of security personnel where the bin from which the material is taken will be entered in the night issue register.
The other activities can be covered in the Phase II of implementation.
Recommendations:
1. Standardization of rules and regulations is required. The areas of concern are:
a. Leave: The leave definition should be much accurate like the max. accumulation of leaves, the max. continuous leaves which can be taken, the lead time between the date of leave application and the date of leave.
b. Earnings/deductions: The earnings/deductions should be defined grade wise.
c. Compensatory off / Weekly off: The rules of weekly off/compensatory off should be the grade wise not individual based.
2. The Shift timing of engineers should be revised to optimize the shift timing overlaps.
Regards,
Amit Seth.
From India, Ahmadabad
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hi well this is about SAP HR hope its going to be useful for all those who are intersted to know abt SAP HR/ Akshita :lol:
From India, Chandigarh
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From India, Chandigarh
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Hi, I would also like to find out about SAP HR institutes in Delhi that offer training for working professionals. I am currently working in the HR department, so please provide me with information about a Delhi institute, including the course fee and duration. You can reach me at 
.
Akshita
From India, Chandigarh
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Akshita
From India, Chandigarh
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Hi Akshita,
List of Top 10 institutes that teach SAP Training and offer placements in Delhi. It's better to contact them and enroll yourself with time flexibility.
1. Siemens India, G.K.
2. H.P., N. Place
3. SAP Labs, N. Place
4. Webcom Technologies, Delhi
5. PCS Systems, Gurgaon
6. MaxVistas, Delhi
7. Sanchit, M. Nagar
8. Mass Technologies, Mehrauli
9. Genpact, Gurgaon
10. Visnova, Gurgaon.
Regards,
Amit Seth.
From India, Ahmadabad
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List of Top 10 institutes that teach SAP Training and offer placements in Delhi. It's better to contact them and enroll yourself with time flexibility.
1. Siemens India, G.K.
2. H.P., N. Place
3. SAP Labs, N. Place
4. Webcom Technologies, Delhi
5. PCS Systems, Gurgaon
6. MaxVistas, Delhi
7. Sanchit, M. Nagar
8. Mass Technologies, Mehrauli
9. Genpact, Gurgaon
10. Visnova, Gurgaon.
Regards,
Amit Seth.
From India, Ahmadabad
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Hi Neha, Delphi computers is a pune based computer institute which offers SAP training course fee is appx. 1.3 lakhs . They are providing this training to FRESHERS also. Regards, Amit Seth.
From India, Ahmadabad
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From India, Ahmadabad
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Hi Neha Nayan,
I just had a word with Ajay at Delphi Computech, Pune - the one that you had suggested to me. Well, he said that it will be an eLearning study, which means an online course. The duration of the course is 200 hours (8 hours a day for 25 days), and the fee is 1,20,000 + 12.66% tax (additional 25,000/- for the certificate).
What do you think? Is it worth it? Please help.
Regards, Neha Nayan
From India, Kolhapur
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I just had a word with Ajay at Delphi Computech, Pune - the one that you had suggested to me. Well, he said that it will be an eLearning study, which means an online course. The duration of the course is 200 hours (8 hours a day for 25 days), and the fee is 1,20,000 + 12.66% tax (additional 25,000/- for the certificate).
What do you think? Is it worth it? Please help.
Regards, Neha Nayan
From India, Kolhapur
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Hi Neha,
It's good that you approached the person very immediately. It's really nice to see this much positive attitude. By the way, as you informed, it's an online course, so I think you should not join this course. You are required to practice over SAP or better HR module of HR as much as possible to become more familiar with the system. Therefore, it would be better if you join a regular course or classroom training. That would be more worthwhile.
Regards,
Amit Seth.
From India, Ahmadabad
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It's good that you approached the person very immediately. It's really nice to see this much positive attitude. By the way, as you informed, it's an online course, so I think you should not join this course. You are required to practice over SAP or better HR module of HR as much as possible to become more familiar with the system. Therefore, it would be better if you join a regular course or classroom training. That would be more worthwhile.
Regards,
Amit Seth.
From India, Ahmadabad
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Hi, I'm Amit 😂
Thank you so much for providing me with such information. Well, Amit, if you can advise me, should I go for this coaching right now as my current organization is not using the SAP system? I'm thinking of doing SAP HR to enhance my career. I have 6 months of experience, and I hope it will add value to my career growth.
If you have any idea about the costs that these institutes charge and the time involved in doing the SAP HR course while working, please let me know.
Thanks again, Amit.
Waiting for your reply.
Akshita :)
From India, Chandigarh
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Thank you so much for providing me with such information. Well, Amit, if you can advise me, should I go for this coaching right now as my current organization is not using the SAP system? I'm thinking of doing SAP HR to enhance my career. I have 6 months of experience, and I hope it will add value to my career growth.
If you have any idea about the costs that these institutes charge and the time involved in doing the SAP HR course while working, please let me know.
Thanks again, Amit.
Waiting for your reply.
Akshita :)
From India, Chandigarh
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Hi Kiran 😂,
Thank you very much for sharing SAP HR information with us. I am keen to join the SAP HR course as I am currently working in the Telecom industry in the HRD department. I have 6 months of experience in recruitments and 1 month in general HR profiles.
Could you please provide me with information on the duration of the course, fees involved in Delhi, and whether it is possible to pursue this course while working?
Thank you,
Akshita
From India, Chandigarh
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Thank you very much for sharing SAP HR information with us. I am keen to join the SAP HR course as I am currently working in the Telecom industry in the HRD department. I have 6 months of experience in recruitments and 1 month in general HR profiles.
Could you please provide me with information on the duration of the course, fees involved in Delhi, and whether it is possible to pursue this course while working?
Thank you,
Akshita
From India, Chandigarh
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HR Generalist Practical Training in Delhi.pdf
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