UNIT 6

HUMAN CAPITAL
MANAGEMENT

BY: VIVI TRIYANTI

 mySAP ERP Human Capital Management

Lesson Overview :
In this lesson you will obtain an overview of the functions
of the mySAP ERP Human Capital Management Solution

Lesson Objective :
• Outline the task associated within Human Capital
Management
• Explain how SAP within mySAP ERP Human Capital
Management support the key processes in Human Capital
Management
Nature of Human Resource Management

• Human Resource Management

– The design of formal systems in an
organization to ensure effective and efficient
use of human talent to accomplish
organizational goals (Robert L. Mathis dan
John H. Jackson)
– The policies and practices involved in carrying
out the “people” or human resource aspects
of a management position, including
recruiting, screening, training, rewarding, and
appraising (Dessler)
 Human Capital Management
Covers many functions:
• Recruiting
• Hiring employees
• Determining benefits n compensation
• Processing payroll
• etc
HRM Activities

Garry
Dessler
 Overview (6-2)
• To compete effectively, you need to align
all corporate resource – including
employees – with business obj

Traditional Comprehensive
HR Program for
HCM HR
 Traditional vs comprehensive
Traditional:
-Tidak ada kejelasan kompetensi yang harus
dimiliki suatu job
-Hire personnel cuma based on jurusannya
-Tool evaluasi kary sama untuk tiap job
-Pengadaan (jenis dan waktunya) pelatihan
karena kebiasaan
-Tidak ada arahan seorang kary harus ikut
pelatihan apa
 Traditional vs comprehensive
Comprehensive
-Tujuan persh diterjemahkan ke job yang
memiliki kompetensi
-Hire personnel based on kompetensi
-Bisa evaluasi kemampuan kary bisa beda
untuk tiap job (sesuai kompetensi )
-Pengadaan (jenis dan waktunya) pelatihan
karena kebutuhan (based on profille match up)
-Kary diarahkan untuk ikut pelatihan yang
dibutuhkan kompetensinya
 mySAP ERP – HCM (6-2)
• Maximize value of employee
• Align employee skill, activities, and
incentives with business objectives and
strategy
• Provide tools to manage, measure, and
reward individual and team contribution
mySAP ERP Human Capital Management (6-2)
Organizational Plan/Management (6-3)

• Map the structure of organization and

reporting with the relevant organizational
object
 Organizational Management

Refers to the formal relationships among jobs in an organization

 Organizational Management

• Organizational Units
describe the various business units in your organization
• Jobs
A group of related activities and duties, held by a single
employee or a number of employees
• Positions
The collection of tasks and responsibilities performed by
one person
• Persons
occupy positions within the organizational structure
 Organizational Management
• Organizational Unit
describe the various business units and its relationships
in org – become org structure

Org unit can be divided. Ex: based on functional or

regional area

Ex:
Atma Jaya mempunyai business unit “universitas”.
Universitas bisa terbagi scr fungsional: fakultas, lembaga
penelitan (LPPM), BAA, BAK, dll.
Fakultas punya jurusan.
 Organizational Management Example
B u r e a u c r a tic S tr u c tu r e
P r e s id e n t

V ic e P r e s id e n t V ic e P r e s id e n t

D ean D ean D ean D ean

C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir C h a ir
 Organizational Management
• Jobs
= general description or templates that apply to several
positions with comparable requirements, task, and
characteristic
cont: secretary
req: excelent typing skill, good writing in eng
task : job desc (menyelesaikan masalah surat menyurat,
membuat schedule harian atasan, dll)
characteristics: office work, standard working hr
 Organizational Management
• Positions
The smallest organizational units of the
organizational structure.
They represent the distribution of tasks
among individual employees in org
Position are occupied by persons
Job: dekan
Position : dekan FT  Prof Hadi Sutanto
 Organizational Management
• Person
person occupy positions within
organizational structure. They represent
employees in the org
Employee data  di mdl Personnel Mngm
Activity of assigning employee to specific
position (ex: through hiring or transfer
process) di mdl personnel administration
Organizational Management
job Position

Dekan Dekan FT, Dekan FE, dll

Position Person

Front office FT Bp Rovinus, Ade, Eko

Kalab Sisprod Bpk Trifenaus

Sekjur TI
 Recruitment (6-4)
• Mdl Recruitment is to carry out all
recruitment process from entering
applicant data to staffing a position.
• Can be for external application (new hires)
or internal app (changing position)
• Staffing req are represented by vacancies
(positions that need to be filled)
• Internal transfer in org mngm  create
vacant positions  recruitment process
Recruitment in mySAP-HCM (6-5)
• Support in
- representing staffing req
- advertising vacant position
- managing and selecting applicants
- applicants correspondence
• App. dt to emp dt  mdl Personnel Administration
• Apply online (inc edit n add data) n check status 
mdl Employment Opportunities self services (ada
standar template letter to confirm receipt)
From Vacancy to Hiring
From Vacancy to Hiring
From Vacancy to Hiring
 Personnel Management (6-6)

• Proses hire dan maintain data karyawan,

termasuk karyawan baru
• In mySAP-HCM, Employee data is
stored as infotype (ex: action, personal
data, org assignment, bank detail, dll)
Infotypes
 Pers mngmnt: Infotypes
The following infotypes are created when you
hire an employee (misalnya dg Personnel
Actions / PA40):
• Organizational Assignment (IT01)
• Personal Data (IT02)
• Address (IT06)
• Planned Working Time (IT07)
• Basic Pay (IT08)
• Bank Details (IT09)
 Personnel Management (6-6)
• Infotypes can be maintained (add, del,
edit in various ways:

1. Single screen maintenance (1 inft, 1 prs)

2. Personnel Actions ( sequence inft, 1 prs)
3. Fast entry ( 1 inf, many prs)
 Personnel Mngm : Infotypes

You can maintain infotypes in various

ways:
• Single-screen maintenance (PA30)
• Personnel Actions (PA 40)
• Fast Entry (PA70)

Central Importance For Employee Data :

Organizational Assignment Infotypes (IT01)
Pers Mngm: Personnel Actions (PA40)
Industrial Engineering Department
Unika Atma Jaya Jakarta
 Personnel Management
• Most importance infotype: Oganizational
assignment. Here employee is assigned
to 3 important structure:
1. enterprise structure: posisi thd persh
area penempatan (co.code, area, cost
center, etc)
2. personnel structure: perlakuan thd emp
tsb (cara penggajian,
3. organizational plan: posisi di struktur org
Pers mngm: HCM Structures
Pers Mngm: H C M Structures Example

Bejo ( Person)
• Enterprise Structure
Client : 800
Company Code : PT. XYZ
Personnel Area : Semarang
Personnel Sub Area : B/O
 H C M Structures Example (Cont..)

Bejo ( Person)
• Personnel Structure
Employee Group : Active/ Retire/ NA/ Terminated
Employee Sub Group : FT/PT/Outsource
Payroll Area : 1st monthly/weekly
• Organizational Plan/Management
Org. Unit : Sales
Position : Sales Manager
Job : Manager
User : SAP01-XX
HR Master Data (hal 3-8)
 Personnel Development (6-8)
Mdl Pers Dev to plan and realize pers dev
and further education and training for
employee, with integration with mdl
Training and Event Management

Req of job
Compare Pers. Dev.
Emp. Existing Requirement
Profile
qualifications matchup
 Personnel Development
• Informations to be compared is stored in
profiles
• Results dari profile matchup
1. qualifying actions (trainee program,
courses, etc) for the employee
2. Appraisal based on employee
performance and behavior
3. Trigger dr training proposal
Processes in Training and Event Management
Processes in Training and Event Management
 Training and Event Management

• Training
– A process whereby people acquire capabilities to aid
in the achievement of organizational goals.
– Employers spend $60 billion on training annually.
• The Context of Training
– Organization Competitiveness and Training
• Training make organizations more competitive
• Training helps retain valuable employees
• Training is no longer the first casualty of a business
downturn.
Training and Event Management (6-9)

• Supports in planning, executing, and

managing the training courses and
business events  integrated to mdl
pers dev
• Dari mdl pers dev, dilhat training/course
apa yang banyak dibutuhkan. Then
manage the events
 Training and Event Management
1. Business event preparation
2. Business event catalog
3. Day to day activities
4. Recurring activitied
Processes in Training and Event Management
 Training and Event Management
1. Business event preparation
encompass all data that should be
managed when creating the business
event catalog, ex: location, tools
Business even catalog is represented
using a hierarchy that consists of
business event groups (which are used
to structure the catalog (and business
event type)
 Training and Event Management

2. Business event catalog

Plan the date, capacity of class, etc of
the event
 Training and Event Management
3. Day to day activities
- Hubungan participants dengan events
Prebook  book walau belum ada tgl event
(bis sbg request events)
book  hanya bisa jika sdh ada tgl
correspondence  mengingatkan participants
rebook  daftar ulang
Cancel  pembatalan keikutsertaan
Replace  ganti dengan orang lain
Training and Event Management
 Training and Event Management
4 Recurring Tasks
 tasks After the events
1. participants can write comment
2. for internal participants, new acquired
qualifications can be transferred to subprofile
in Personnel Development
 Time Management
mdl Time Mngm supports in all process that
concerns planning, recording, and
valuating employee attendance and
absences times

Integration w/ training and event mngm:

employee booking causes a time data
record created as an attendance
 Time Management
A special time evaluation program can
evaluate master data and time data and
update time accounts  ex: for
calculate gross wage in payroll

Integrated to:
- Training and Event management
- Controlling and logistics (to activity
allocation)
Time Management
 Time Mngm: Recording time data
• Recording time data : hours worked, vacation,
off-site work, or subtitutions
• Cont: dari maintenance

Tgl rusak Tgl WO Tgl selesai

 Time Mngm: Recording time data
• Time data is stored in special time
infotypes, in the same way HR master is
stored
• Planned working time infotype: contain the
times when the employee is scheduled to
work according to the work schedule
assigned
 Time Mngm: use time data
Dari figure 6.10
• capacity planning
ex: plan utk 1 produk butuh berapa menit
atau berapa tng kerja
• Training and event mngm
ex: hitung absensi
• Cost assignment
ex: biaya training masuk ke pos mana
 Appraisals

• Performance Appraisal (PA)

The process of evaluating how well
employees perform their jobs when compared
to a set of standards, and then
communicating the information to employees
 Appraisals

Performance
Performance
Appraisal
Appraisal

Administering
AdministeringWages
Wages Giving
GivingPerformance
Performance Identifying
IdentifyingStrengths
Strengths
and
andSalaries
Salaries Feedback
Feedback and
andWeaknesses
Weaknesses
 Appraisal
• In modul Personnel Development
• To carry out standardize appraisal with the
highest level of objectivity
• Including:
- planning
- review
- execution
- evaluation of the appraisal submitted
Appraisals
 Appraisal: Integration
Integration to other mySAP modul:
• Personnel Dev: Transfer req profiles from positions or
qualifications to employees individual objective setting
agreement
• SAP Srategic Enterprise Mngm: Transfer strategic goals
derived from the higher level corporate to employees
individual objective setting agreement
• Personnel Dev : After appraisal, can update employee
qualification profile in Personnel Development, or adjust
the remuneration
• Compensation Mngm: adjust compensation
• SAP Business Inf Warehouse (SAP BW): compile
special analysis of the appraisal result
 Appraisal: Example
Target Nilai Nilai
Sell 50 unit/mnth Good 40
Get 5 new clients/mnth Very good 50

Total 90

Bisa dengan rumus2

yang lebih kompleks
 Payroll (Compensation Mngm)
• Concern on calculating each employee’s
remuneration for the work that he/she has
performed
• Results: salary statements, bank transfers,
payment by check
• Main steps of remuneration calculation:
1. Grouping the remuneration elements 
gross payroll
2. Legal and voluntary deductions  country
specific net payroll
 Payroll (Compensation Mngm)

• An employee remuneration comprises all

payment and deductions that were
determined for that employee during one
payroll period
Payroll

IT 8 ,IT 14,IT 15
Compensation Mngm: example

Cont:
- If nilai appraisal > 90 dan kerja > 3 th
- Masuk ke
Infotype 15: additional payment -> dr
comp mngm
Infotype 8 : basic pay Dr personnel
Infotype 14: deduction mngm
Compensation Mngm: example
Lanjutan Cont:
- Dihitung semua (including pehitungan pajak,
jamsostek, dll)  payroll
- Hasil akhir bisa per hari, mingu, bulan, dll

Additional payment bisa jg langsung dimasukkan

ke personnel mngm, tanpa melalui
compensation mngm. Namun tdk bisa
ditelusuri mengapa ia dapat bonus tsb
 Personnel Cost Planning
• Supports business process that reach beyond the
boundary of dept and application
• Utk merencanakan biaya yang dibutuhkan untuk
mengadakan/menyelenggarakan posisi tertentu
• Source:
- result of payroll
- Planned payment data for the positions and
job  in Org Mngm
 Personnel Cost Planning
• Once a plan is released, the data can be
used for some processes, i.e:
1. Creating a training budget for Training and
Event Mngm
2. Transferring data to controlling
3. Extracting the cost projections for further
analysis in the SAP BW
Personnel Cost Planning and Simulation