Amitmhrm
Hr Practices
Modesto Tolentino Jr.
Vp-human Resources

Thread Started by #mukeshkumarn

Hai All, Am planning to do a course in peoplesoft HRMS.i know for sure that is an add advantage.How advantageous is that to carrier? Pls comment.......... Regards, Mukesh
3rd January 2008 From India, Madras
Hi Mukesh,
First of all would like to know how many years of experience you have in HR..
Having knowledge of HR module of ERP is really an added advantage in one's profile... but doing it along with working will be good for future opportunities..
Because its nothing extra functional knowledge.. functions would remain same but will have an added advantage to work on ERP..
In present scenario, most of the big companies are adopting ERP.. to smoothening their operations... so definitely it will help in getting a good opportunity...
Regards,
Amit Seth.
3rd January 2008 From India, Ahmadabad
That depends on what career path you are really heading towards to. But if you personally think that it will add to your career advantage, you should just go on.
3rd January 2008 From Philippines
Hai Amith, I have 2 yrs exp.In HR.Am MBA HR.My roles are,Recruitment,Joining formalities,Assisting in aprraisal,Greivance Handling........... Pls advice me.... Thanks All. Regards, Mukesh
8th January 2008 From India, Madras
Hi Mukesh, As you have 2 years of experience.. then definitely you must be aware with the functions practically... so you may go ahead with the SAP.. Regards, Amit Seth.
8th January 2008 From India, Ahmadabad
Hai Amith,
I heard that SAP is goining to be out of market especially after a new product frm Oracle that is oracle fusion.In HR module only peoplesoft will withstand.Is that true?
Wats the diffrence between SAP HR module and Peoplesoft HR module.Which has good Scope?
Thanks
Regards,
Mukesh
8th January 2008 From India, Madras
Hi Mukesh,

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.
8th January 2008 From India, Ahmadabad
Welcoem Mukesh... Its my pleasure that helped you to clear your query.. :D Yes you may go ahead with that... But it would be better if you complete the course while working...
8th January 2008 From India, Ahmadabad
Hai Amit ji, Do u have a invoice format that is raised by consultancy to corporates. Very urgent Regards, Mukesh
10th January 2008 From India, Madras
Hi Amit
Thank you so much for your clearance you always help us by providing different kind of forms, formats and letters.
I am in hr since last 3.5 years but I don't know much about SAP HR. But your posting has cleared each and everything related to SAP HR. You are really one of valuable member of CITE HR Family.
Regards
Sushma
10th January 2008 From China, Beijing
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