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I was just reading one of the complimentary articles “Part 2: Effectively Manage the Talent Life Cycle with SAP ERP HCM” by Janet McClurg and found some great tips:
By relating qualifications to jobs, positions, and persons, you can drive individual skill and career development, perform profile matching, and enhance company-wide monitoring of the existing talent base.
Jobs in SAP ERP HCM
As a general guideline, determining a specific job object in SAP ERP HCM is frequently based on whether you can link it to any of the following situations:
- One salary structure (per country and pay area)
- A unique Equal Employment Opportunity (EEO), Affirmative Action Plan (AAP), or other country-specific job data elements. For example, in the US, jobs are specifically placed in EEO and AAP categories for regulatory reporting. This means that you have to link each job to a single unique combination of EEO/AAP codes. Fair Labor Standards Act (FLSA) status is also defined at the job.
- Multiple positions that are defined by the unique job object and its attributes
- Competencies or skills that apply to any position that is defined by the job
- Employee group/subgroup combinations (although this could be non-applicable depending upon how your company defines its enterprise structure)
hough every company has specific job design issues in addition to these key items, you can use these guidelines as a starting point when creating your required SAP jobs. You may also need to consider these additional items:
- Are eligibility and amounts of bonus payments, variable pay, incentive plans, or merit increases linked to what is considered a job at your company? If so, you need to account for unique and specific objects to which you can link this data.
- Are you using third-party recruitment software? If so, you need to be able to map SAP jobs to the jobs used in the third-party software.
- If you want to link salary survey results to SAP jobs, ensure that you have some level of synchronization between the two lists (at least in benchmark jobs). Consider standardizing benchmark jobs from all surveys, whether they are internal or external.
- Are you implementing Personnel Cost Planning? If so, you can define cost elements at the job level (as well as the organizational unit level and position) to perform cost scenarios. This requires significantly less maintenance than cost definition at the position level.
- For US companies, are you assigning worker's compensation codes to jobs? Since a job should generally be valid for use in any state, there is a specific table to allow for maintenance of the appropriate code per state.
Jobs in Global Organizations
The requirements for creating jobs and their attributes are not always identical for all countries in which a global company operates. Global companies should attempt to define a job object and make it standard across as many countries as possible. The few exceptions to this are attributes that are not the same across countries or even to a job within the same country, which you can define at the position level. Be aware that if the number of exceptions begins to rise and detail is in
creasingly defined at the position level, this is an indication that you need an additional job or jobs.
SAP ERP HCM is designed so that you can link country-specific attributes and data to a single job object. This makes it more likely that you can use a single job object across many countries. The US requirements for EEO and AAP are an example of a country-specific data attribute that you can link to a global job. Other countries need to store specific information at the job level (rather than at the position). SAP ERP HCM can accommodate these legal requirements.
Another key data attribute that varies for a job (based on country location) is the salary information. SAP ERP HCM accommodates this by allowing you to link multiple salary structures to a single job via infotype 1005 (planned compensation). Also, you can create custom infotypes for jobs if you have requirements that standard SAP infotypes do not meet. Wherever possible, the job object should be applicable to all countries, with variations in certain attributes of the job to accommodate country-specific requirements.
In this article you can also find specific tips and step-by-step guides for:
- Linking jobs and qualifications
- Managements review of qualifications
- Employees review of qualifications
- Adding a Skill
- Skills versus requirements
- Special considerations
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