Employees resist to change, because any new system requires learning and training etc.
If u see one person with SAP HR can do work of about 10 persons if SAP is not there. So less manpower and quick work done. Main thing is for automation its easy.
Till yesterday u manually changed the channels of ur TV.
Today you use remote control, because of remote u can change channels as u wish, quickly.
SAP HR is to avoid excess clerical work, and it helps in easy generation of reports.
And no one is seperated from core hr sort of thing,,
if needed there may be times when a HR Manager or any Manager has to do job of a low level assistant or clerk.
So it depends on ur perspective.
From India, Pune
54If u see one person with SAP HR can do work of about 10 persons if SAP is not there. So less manpower and quick work done. Main thing is for automation its easy.
Till yesterday u manually changed the channels of ur TV.
Today you use remote control, because of remote u can change channels as u wish, quickly.
SAP HR is to avoid excess clerical work, and it helps in easy generation of reports.
And no one is seperated from core hr sort of thing,,
if needed there may be times when a HR Manager or any Manager has to do job of a low level assistant or clerk.
So it depends on ur perspective.
From India, Pune
Dear Rupali,
This is Deepak Sawant From Delphi computech Pvt.Ltd.We are located at Vashi.We are Authorized education partner of SAP.For further details please feel free to call on following nos.
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.
Tel: +91 22 - 40594444
Cell No.:9324425377
From India, Mumbai
This is Deepak Sawant From Delphi computech Pvt.Ltd.We are located at Vashi.We are Authorized education partner of SAP.For further details please feel free to call on following nos.
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.
Tel: +91 22 - 40594444
Cell No.:9324425377
From India, Mumbai
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
From India, Kolhapur
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
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
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
From India, Chandigarh
hii I also like to know SAP HR institute in Delhi who can provide training while working. Currently i'm working in HR Dept. sp plz inform me Del institute, course fee and 
Akshita
From India, Chandigarh
Akshita
From India, Chandigarh
Hi Akshita,
List of Top 10 institute who teach SAP Training and Placements in Delhi... better do 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, Meharouli
9. Genpact, Gurgaon
10. Visnova, Gurgaon.
Regards,
Amit Seth.
From India, Ahmadabad
List of Top 10 institute who teach SAP Training and Placements in Delhi... better do 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, Meharouli
9. Genpact, Gurgaon
10. Visnova, Gurgaon.
Regards,
Amit Seth.
From India, Ahmadabad
Amit, I just had a word wid Ajay in Delphi Computech, Pune.
The one dat u hv suggested me.
Well, he said dat it will be an elani study.. that means.. an online course.
Duration of the course is 200 hrs(8 hrs , 25 Days).
And the fee is 1,20,000 + 12.66 tax. (+ 25,000/- for the certificate.)
How u find it?? worth???
Please help..
Regards,
Neha Nayan
From India, Kolhapur
The one dat u hv suggested me.
Well, he said dat it will be an elani study.. that means.. an online course.
Duration of the course is 200 hrs(8 hrs , 25 Days).
And the fee is 1,20,000 + 12.66 tax. (+ 25,000/- for the certificate.)
How u find it?? worth???
Please help..
Regards,
Neha Nayan
From India, Kolhapur
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SAP -HR Certification Exam Details with Syllabus [1].doc
SAP - HR.pdf