HR, Project Management, Implementations, Recruitment, Workflow, Reporting, Payroll, Time Management, Process Improvement

Overview

The area most often overlooked when training people on SAP Payroll is the basic, fundamental meaning and usage of payroll schemas, rules, wagetypes and their associated processes. We will try to correct that. First, we will present an overview of the basic parts of the payroll process, then in subsequent articles we’ll go into more detail on each one. Not every possibility will be covered – that would be a multi-volume hard-back series of books, not an easily read web-based article. But we will cover the basics in a way that gives you a good understanding of SAP schemas and rules – from there you can use that knowledge base to learn as much as you want about the rest of this subject.

There are a number of activities that must be performed at year-end for any payroll system. Our Year-End QuickStart Guide is intended to get you started on a successful year-end process. Some of the items may not be applicable for your firm, and we could go into much more detail for each item. There are some more common sense items not listed - such as establishing your year-end team and making sure your payroll is balanced.

INTRODUCTION

“I need the new HR system to produce on time, accurate and user friendly reports which can be converted into statistics, modified as needed and saved for future reference.” … this or similar types of wishes are always expressed by HR Managers when they first meet with the consultants destined to install their new SAP HR system. As a human resource manager, you want all the advantages of a human resources information system (HRIS). You want employee information, all kinds of reports and a user-friendly system. HR and Payroll Managers have the duty of producing a wide range of reports on a weekly, monthly or ad-hoc basis, and often their out-of-date system has either a poor or limited reporting functionality. Who does not remember having to run several reports at the same time and then manually converting the data to achieve the required result? Another common problem often heard is HR Managers having to wait up to four weeks until the IT department has a resource available to program a new report into their HR system. The reporting functions with SAP are one of the main reasons why clients have chosen it rather than another software package, especially because it allows the analysis of multidimensional data. The HR component provides a comprehensive selection of predefined reports for evaluating and analyzing human resources data.