HR System Features

Competency Based Management

With SAP HR you can perform various activities to manage and assess the competencies in your organization:

• Identify and catalog the qualities, knowledge, skills, education, and competencies your employees need to perform the jobs and tasks critical to your business goals
• Measure the degree to which employees have mastered a particular competency by providing proficiency scales specific to each qualification
• Rank the relative importance of competencies based on the unique needs of your business
• Group similar qualifications that can be used in place of each other
• Use the "depreciation meter" to track whether employees use a particular skill regularly, or are out of practice with that skill, indicating a need for retraining
• Track employees' preferences, aspirations, dislikes, and potential for growth

Organizational Planning

Competency data is also important to support your company's organizational planning efforts. This allows you to:

• Simulate the costs of different staffing scenarios in new or existing locations
• Create job profiles listing the competencies required for new jobs
• Tap into your competency database to identify employees who fit with job profiles
• Identify training opportunities that will prepare employees for new roles
• Analyze aggregate data to identify organizational weaknesses and developmental opportunities
• Link the competency data with recruiting to support your search for qualified external candidates

Organizational Management

With SAP HR Organizational Management, you can:

• Create the organizational structure that best suits your company, including matrix organizations
• Easily update your organization structure when it changes with just a few clicks of your mouse
• Select specific areas of your organizational structure for decentralized modeling and planning
• Transfer organizational scenarios created in your modeling session to a "productive" or approved organizational structure with a powerful, yet simple update
• Simulate and experiment with existing or new structures and associated costs until you are satisfied that the results reflect your company's cost, profit and service delivery strategies
• Support both business planning and business process redesign through a flexible planning tool, analyzing not only the operational but also the organizational structure of your company to effectively support your reorganization efforts
• Use reporting relationships to manage access to data
• Through integration with SAP HR Compensation Management, allocate budgets to organizational units, which in turn are used as the basis for planning and administering individual compensation rewards for employees

Employee Development

Qualifications management functionality allows you to identify and catalog the qualities, knowledge, skills, education, and competencies needed by your employees to perform jobs and tasks critical to achieving your business objectives. With qualification management, you can:

• Define profiles for employees, applicants, work centers, tasks, jobs, and positions, specifying the type of information to be stored in each profile such as qualifications, requirements, preferences, dislikes, and potential
• Identify specific requirements of a job or task as essential, allowing the comparison of individual candidates based on only the most important attributes
• Record the qualifications required to perform specific jobs or tasks, including work-related skills and specific certifications or licenses in the qualifications catalog
• Identify a period of time during which a qualification depreciates in value if not used regularly
• Identify qualifications such as licenses that may expire and require renewal, and track expiration dates
• Link qualifications that are similar and define them as alternatives, meaning that one qualification can be used in place of another to fulfill all or some of another requirement
• Match an individual's skills or qualifications to those required for a position to identify any gaps and then propose training and development plans to acquire the necessary skills

Career Planning

Career planning functionality lets you:

• Create and manage career paths within your company, arranging them either horizontally or vertically within the company hierarchy
• Base career and succession planning on career paths or on an individual's skills, potential, dislikes, and preferences
• Define and maintain both company goals and individual goals
• Designate individuals for positions or mark them as having the potential to succeed in a particular area or position
• Map a career path for employees outside of their current disciplines

Succession Planning

Succession planning functionality allows you to:

• Assess the impact of a promotion, transfer, or termination by simulating a complete "waterfall" succession plan
• Automatically select the most qualified individual for each vacant position
• Search your entire company for individuals that meet all or some of the requirements of a position, work center or task Automatically rank individuals based on the degree to which they are suitable for a position
• Rank positions according to how well an individual meets each position's requirements
• Compare multiple individuals with the requirements of multiple positions, graphically display the result, and send it via email to other users for review

Individual Development Plans

Individual Development Plans help your employees plan for their future by defining long- and short-term development activities for individual employees and groups of employees. A development plan can include several types of activities, for example:

• Job rotation
• On-the-job training
• Training activities such as classes, seminars, and workshops
• International assignments
• Continuing education

Payroll

Over 30 country-specific versions of SAP Payroll are available, including the following:

• AMERICAS * Argentina * Brazil * Canada * Mexico * United States * Venezuela
• EUROPE AND AFRICA * Austria * Belgium * Denmark * France * Germany * Great Britain * Ireland * Italy * Netherlands * Norway * Portugal * South Africa * Spain * Sweden * Switzerland
• ASIA PACIFIC * Australia * Hong Kong * Indonesia * Japan * Malaysia * New Zealand * Philippines * Singapore * Taiwan * Thailand

Standard Reporting

Standard Reports Available

Compliance Around the World