HR Personnel Planning and Developing Using SAP

Christian Kramer has been working as department manager HR & Payroll Solutions for Media-Saturn IT Services GmbH (www.media-saturn.com) since mid-2008. Before this, he spent ten years working as a senior consultant, servicing customers in the field of SAP ERP HCM with a focus on E-Recruiting, Personnel Recruitment, Personnel Development, and Time Management. He has also carried out extensive projects on processoriented design for the implementation of SAP ERP HCM and gained experience in e-learning projects. Until mid-2008, he was a senior consultant at iProCon GmbH and a member of the AdManus management committee. Christian Lubke is managing director of iProCon GmbH, which offers services complementary to SAP ERP HCM. He was previously manager at IDS Scheer AG in the personnel center and has over a decade of experience in national and international HR Projects. Sven Ringling has worked as a consultant with organizations in 8 countries and various industries on improving their Human Capital. In SAP ERP HCM his focus recently was on performance management, quality assurance (QA), and international rollouts. He co-founded iProCon GmbH in Germany in 2000 and was a managing director until 2008, when he co-founded iProCon HCM Ltd. in the UK. He is now Senior Partner and heads the people strategy practice. His latest projects comprise HR-IT strategy, rightsourcing, change management, and innovation culture.

Goal and Organization of the Book 15 1 Overview 21 1.1 Incorporation of the HR Module into the R/3 System 21 1.2 mySAP HR in the Total Solution of the mySAP Business Suite 22 1.3 Components in mySAP HR 23 1.4 The Personnel Master Data 27 2 Organizational Management 35 2.1 Business Basics 35 2.2 The Conception of Organizational Management in mySAP HR 36 2.3 Implementation in mySAP HR 63 2.4 Process Examples 103 2.5 Critical Success Factors 106 2.6 Innovations in R/3 Enterprise 106 3 The Role Concept in mySAP HR 109 3.1 The Meaning of the Role Concept 109 3.2 Implementation of the Role Concept 109 3.3 Authorizations in HR 116 3.4 Critical Success Factors 134 4 Portals in mySAP HR 137 4.1 The General SAP Concept 137 4.2 The mySAP Workplace 138 4.3 The mySAP Employee Self Services (ESS) 139 4.4 The mySAP Manager's Desktop 150 5 The SAP Business Workflow 155 5.1 Spectrum of Services and Connections 155 5.2 Integration of Workflow into mySAP HR 156 5.3 The Workflow Builder 157 5.4 Standard Elements in Personnel Planning and Development 159 5.5 Critical Success Factors 159 5.6 Innovations in Enterprise 160 6 Query in mySAP HR 161 6.1 The Conception of SAP Query in mySAP HR 161 6.2 Implementation in mySAP HR 163 6.3 Critical Success Factors 168 6.4 HR Query in R/3 Enterprise 168 7 The Process of Personnel Development 173 7.1 This Chapter's Goal 173 7.2 The Integral Approach to Personnel Development 173 7.3 Construction of a Skill Management as a Basis of the Personnel Development 178 7.4 The Personnel Development Process: Overview 185 7.5 Conclusion of the Implementation in an Information System 192 8 Skill Management 201 8.1 The Conception of Skill Management in mySAP HR 201 8.2 Implementation in mySAP HR 211 8.3 Process Example 227 8.4 Critical Success Factors 240 9 Development Planning 243 9.1 The Design in mySAP HR 243 9.2 Realization in mySAP HR 255 9.3 Sample Process 276 9.4 Critical Success Factors 284 10 Appraisals and Setting Objectives 287 10.1 The Design in mySAP HR 287 10.2 Realization in mySAP HR 294 10.3 Sample Process 310 10.4 Critical Success Factors 313 11 Training and Event Management 315 11.1 The Design of mySAP HR 315 11.2 Realization in mySAP HR 337 11.3 Sample Process 373 11.4 Critical Success Factors 375 12 R/3 Enterprise and Enterprise Portal 377 12.1 Overview 377 12.2 New Possibilities through Portals 378 12.3 Objective Setting and Appraisals 378 12.4 The Expert Finder 384 13 The Personnel Planning Process 389 13.1 The Objectives of This Chapter 389 13.2 An Approach to Integrated Personnel Planning 390 13.3 An Overview of the Personnel Planning Process 396 13.4 Conclusion for Implementation in an Information System 400 14 Position and Quota Planning 403 14.1 The Conception of Position and Quota Planning in mySAP HR 403 14.2 Implementation in mySAP HR 406 14.3 Process Examples 413 14.4 Critical Success Factors 415 15 Compensation Management 417 15.1 The Conception of Compensation Management in mySAP HR 417 15.2 Implementation in mySAP HR 426 15.3 Process Example: Benchmarking 440 15.4 Innovations in R/3 Enterprise 441 15.5 Critical Success Factors 441 16 Personnel Cost Planning 443 16.1 The Conception of Personnel Cost Planning in mySAP HR 443 16.2 Implementation in mySAP HR 455 16.3 Process Examples 464 16.4 Critical Success Factors 469 16.5 Cost Planning and Simulation in R/3 Enterprise 469 17 E-Learning and Learning Management Systems 487 17.1 E-Learning: A New Class of Learning? 487 17.2 Learning Management Systems 493 17.3 The SAP Learning Solution 494 17.4 Process Examples: E-Learning 506 17.5 Project Development 510 17.6 Critical Success Factors 512 18 The SAP Business Information Warehouse 515 18.1 Architecture 515 18.2 Business Content 517 18.3 User Types in BW 518 19 SAP Strategic Enterprise Management 519 19.1 Business Foundations and Problem Areas 519 19.2 SEM System Modules 520 19.2.1 Business Planning and Simulation (SEM-BPS) 520 19.3 Relevance to Personnel Management 524 Appendices A Cross-Process Customizing Tools 527 B Infotypes in Personnel Planning and Development 531 C Reports in Organizational Management 537 D Authorization Objects 539 E Explanations for Process Models 541 F Recommended Reading 545 G About the Authors 547 Index 549