Shree Malani BBP Version 1

Business Blue Print
Consolidated Document
SHREE MALANI FOAMS PVT.LTD
SAP S/4 HANA 1610

IMPLEMENTATION PROJECT
HUMAN CAPITAL MANAGEMENT

BUSINESS BLUE PRINT
PRESENTED TO
By
Soft sol tower 2, 3rd floor, b-wing, software units layout, Info city, Madhapur, Hyderabad - 500081
Tel: 040-6749 3800, website: www.Itelligencegroup.com
Itelligence & Shree Malani confidential

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Contents
1. INTRODUCTION........................................................................................................... 7
1.1. REQUIREMENTS GATHERING ................................................................................... 7
2. ORGANIZATIONAL MANAGEMENT ........................................................................... 8
2.1. OVERVIEW OF HR ORGANIZATIONAL UNITS .......................................................... 8
2.1.1. ORGANIZATIONAL PLAN: ....................................................................................... 9
2.2. MASTER DATA ELEMENT: ORGANIZATIONAL STRUCTURE ................................10
2.2.1. SCENARIO OVERVIEW ...........................................................................................10
2.2.2. REQUIREMENTS & EXPECTATIONS .....................................................................11
2.2.3. DATA CONVERSION REQUIREMENTS..................................................................11
2.2.4. DATA CLEANSING REQUIREMENTS ....................................................................11
2.2.5. MASTER DATA OWNERSHIP .................................................................................11
2.3. BUSINESS PROCESS DESCRIPTION .......................................................................11
2.4. ORGANIZATIONAL UNITS .........................................................................................12
2.5. JOBS ...........................................................................................................................13
2.6. POSITIONS .................................................................................................................15
2.7. ORGANIZATIONAL MANAGEMENT MASTERDATA INFOTYPES ...........................21
2.8. AUTHORIZATION/SECURITY CONSIDERATIONS ....................................................25
2.9. ORGANIZATION IMPACT CONSIDERATIONS ..........................................................25
2.10. REPORT REQUIREMENTS/CONSIDERATIONS ....................................................25
3. PERSONNEL ADMINISTRATION INTRODUCTION ...................................................29
3.1. SCOPE ........................................................................................................................29
3.2. REQUIREMENTS/ EXPECTATIONS ...........................................................................29
3.3. PERSONNEL ADMINISTRATION ACTIVITIES ...........................................................30
3.4. PERSONNEL ADMINISTRATION STRUCTURE ........................................................30
3.4.1. ENTERPRISE STRUCTURE ....................................................................................30
3.4.1.1. COMPANY ............................................................................................................31
3.4.1.2. COMPANY CODE .................................................................................................31
3.4.1.3. EMPLOYEE NUMBER ..........................................................................................33
3.4.1.4. PERSONNEL AREA .............................................................................................33
3.4.1.5. PERSONNEL SUBAREA ......................................................................................35
3.4.2. PERSONNEL STRUCTURE .....................................................................................40
3.4.2.1. EMPLOYEE GROUP .............................................................................................41

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3.4.2.2. EMPLOYEE SUBGROUP .....................................................................................41

4. TIME MANAGEMENT INTRODUCTION......................................................................65
4.1. BUSINESS PROCESS: TIME SCHEDULE & LEAVE PROCESS ...............................65
4.1.1. BUSINESS PROCESS AND SOLUTION DESIGN ...................................................65
4.1.2. POTENTIAL FUTURE PROCESS IMPROVEMENTS (OUT OF SCOPE FOR THIS
IMPLEMENTATION) .............................................................................................................69
4.1.3. FUNCTIONAL SOLUTION FOR PROCESS .............................................................69
4.1.3.1. HOLIDAY CALENDAR ..........................................................................................69
4.1.3.2. PLANNED WORKING TIME .................................................................................72
4.1.3.3. DAILY WORK SCHEDULE AND BREAK SCHEDULE .........................................72
4.1.3.4. ATTENDANCE RECORDING ...............................................................................75
4.2. TIME ENTRY ...............................................................................................................76
4.2.1. MODES OF TIME ENTRY ........................................................................................76
4.2.1.1. ATTENDANCE (2002):..........................................................................................76
4.2.1.2. TIME EVENTS (2011): ..........................................................................................77
4.2.1.2.1. PERSONNEL TIME EVENTS (CLOCK IN/OUT AT TIME TERMINALS): ..........77
4.3. INTERFACE OF BIOMETRIC DEVICE WITH SAP: ....................................................78
4.4. ABSENCES OR LEAVES ............................................................................................78
4.5. OVERTIME PROCESS ................................................................................................80
4.6. TIME EVALUATION ....................................................................................................81
4.6.1. TIME ACCOUNTS (LEAVE ENTITLEMENTS AND ENCASHMENT) ......................81
4.6.2. GENERATING OR ACCRUING ABSENCE QUOTAS .............................................81
4.6.3. AUTOMATIC GENERATION IN TIME EVALUATION ..............................................83
4.6.4. TIME EVALUATION PROCESS: ..............................................................................84
4.6.5. TIME MANAGEMENT INFO TYPES ........................................................................85
5. PAYROLL ....................................................................................................................89
5.1. PAYROLL PROCESS..................................................................................................91
5.2. PAYROLL AREA .........................................................................................................92
5.3. CONTROL RECORD ...................................................................................................92
5.4. ESG for CAP ...............................................................................................................92
5.5. ESG for PCR ...............................................................................................................93
5.6. Pay scale type ............................................................................................................93
5.7. PAY SCALE AREA .....................................................................................................94
5.8. PAY SCALE GROUPS AND LEVELS FOR SALARY STRUCTURE ..........................94

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5.9. ALLOWANCE GROUPING..........................................................................................95

5.10. PAYMENTS ..............................................................................................................96
5.11. PRORATING RULE ..................................................................................................97
5.12. REGULAR PAYMENTS ...........................................................................................98
5.13. IRREGULAR PAYMENTS ......................................................................................104
5.14. DEDUCTIONS ........................................................................................................104
5.15. STANDARD DEDUCTIONS ...................................................................................105
5.16. COMPANY SPECIFIC WAGE TYPES ....................................................................106
5.17. PROVIDENT FUND AND VOLUNTARY PROVIDENT FUND ................................106
5.18. PROFESSIONAL TAX............................................................................................108
5.19. EMPLOYEE STATE INSURANCE .........................................................................109
5.20. INCOME TAX .........................................................................................................110
5.21. ADVANCE PAYMENTS (SALARY ADVANCE) .....................................................111
5.22. GRATUITY .............................................................................................................112
5.23. ABSENCE VALUATION .........................................................................................113
5.24. LEAVE ENCASHMENT ..........................................................................................113
5.25. RETRO ...................................................................................................................114
5.26. ROUNDING ............................................................................................................114
5.27. INDIA SPECIFIC INFO TYPES ...............................................................................115
5.28. INDIA SPECIFIC PAYROLL INFO TYPES: ............................................................115
5.29. BANKING ...............................................................................................................117
5.30. POSTING TO FI......................................................................................................118
5.31. FUNCTIONS AND EVENTS (TO-BE) .....................................................................119
5.32. BUSINESS MODEL ................................................................................................120
5.33. AUTHORIZATIONS AND USER ROLES ...............................................................121
5.34. Report requirements/considerations ...................................................................121

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COPYRIGHT
All rights are reserved. No part of this document may be reproduced or
transmitted in any form or Itelligence India Software Business Solutions may
permit means electronic or mechanical including photocopying, recording or
by any information storage or retrieval system except as in writing.
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the intellectual property of Itelligence India Software Business Solutions and
its associates. All rights are reserved except as may be granted to the
addressee in writing by Itelligence India Software Business Solutions.
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document, nominating
reviewers and
distribution.
Confidentiality This document is classified Commercial in Confidence. It is
subject to a confidentiality agreement between Itelligence
India Software Business Solutions and its customers and
partners. Its contents must not be divulged to third parties.
VERSION CONTROL
Version
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1.0 Initial Release
REVIEW AND APPROVAL

The following persons have reviewed this document and authorised it for
issue:
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1. INTRODUCTION
Shree Malani have engaged Itelligence India Software Solutions Pvt Ltd. to
assist in gathering the business requirements to implement SAP to replace
their current Human Capital Management (HCM) and Payroll systems. This
project phase known as the Blueprint phase.
The key deliverable from this phase, the Blueprint document, captures Shree
Malani operational requirements and details the design decisions and
management rules for the requirements.
This document will consider as the base for the Realization phase of the project
in which the SAP solution will be build, tested and documented.
This document contains the detailed output of HCM/Payroll workshop sessions,
Used to refine the scope and confirm the design settings of the HCM Payroll
solution and HR requirements that will be implemented during the Realization
phase of the project.
The following document explains SAP HCM /Payroll system functionality to
support the processes by Shree Malani. The focus of the blueprint exercise is
to identify where the delivered settings and pre-configured solution to fit
specific Shree Malani requirements.
1.1. REQUIREMENTS GATHERING

This document is based on a number of requirement gathering workshops
held at Shree during December 2018 which covered the following topics:
 Organisational Management
 HR Enterprise Structure
 HR Actions and Employee Data
 Time Recording & Time Management
 Leave Management & Public Holidays
 Payroll Organisation
 Basic Pay Structures, Part Period Factoring
 Other Payments & Deductions
 Provident Fund
 PTAX
 ESI
 Payslip, Forms and Payroll Reporting
 Terminations
 Payroll-Finance Integration

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2. ORGANIZATIONAL MANAGEMENT
This document explains the organizational hierarchy of shree malani group;

the hierarchy exists in India for the entities – Shree malani foams private
limited and Centuary fibre plate’s private limited in various locations.
2.1. OVERVIEW OF HR ORGANIZATIONAL UNITS
Organizational structure of the company is organization management

component of sap. Organizational structure is the representation of the
functional structure of the enterprise, created using tools from the
organizational management component. The organizational chart is the
representation of the departments and sub departments along with the staff
assignments.
 The organizational management component is a comprehensive

planning tool.
 As an integrated part of sap’s human resources product, the module
allows a company to:
I. Engage in wide-ranging human resources planning
II. Enables to develop actual and proposed personnel
scenarios for Example: evaluate head count, current
division of tasks, reporting structures in an enterprise
according to department and so on.
III. Tools from organizational management component also
enables us to create:
 Current valid organizational plan
IV. Using the flexible tools provided one can create maintain a
model of the organizational structure.
V. Using the graphical and reporting facilities, we can reflect
and analyse changes to the model.
VI. Organizational management’s object-oriented design
provides us with a number of organizational objects with
which we create organizational plans.
VII. Objects such as organizational unit, job, position, task and
work centre form the building blocks of the plans.
VIII. By linking them together via relationships, one can create
a network of objects that mirrors any organizational
structure organizational plan.

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2.1.1. ORGANIZATIONAL PLAN:
I. An organizational plan is a collection of information that provides a

comprehensive and dynamic model of the structural and human
resource environment at a firm – in the past, in the present, and in
the future.
II. Plans can cover an entire company, wholly owned companies, or
they can focus on one division of a firm.
Organizational structure consists of following elements:
A. Organization units (O): Organizational units are one of the objects

that make up an organizational plan.
B. Jobs (C): Jobs are one of the objects that make up an organizational
plan. A job is a general classification, such as Secretary, Computer
Programmer, Instructor, and so on.
C. Positions (S): Positions are the individual employee assignments

within a company.
D. Persons (P): Holder of a position.
E. Cost Centres (K): Cost centres configured in the Finance Module and
assigned against an Organizational unit or Position.
F. Tasks (T): Tasks are individual duties, responsibilities or assignments

that employees are required to perform or may perform.
G. Work Centres (A): Generally, work centres identify a location where

work is carried out
The sample view of Org chart is as follows: here, the cost centres linked to
position wise or departmental wise.

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Root - Shree Malani Group

Org Unit
Entities like - Shree Malani
Foams private limited,
Centuary fibre plates
private limited
Org Uit
Org Unit
Head Office, Units,

Depots Org Unit Org Unit
Org Unit
Position
Position Position
Designations - President,
Chairman,CEO, Manager- Person
HR etc Person Person
Employees
Employees
2.2. MASTER DATA ELEMENT: ORGANIZATIONAL STRUCTURE
Organizational units are one of the objects that make up an organizational

Plan.
Organizational unit is a logical, functional grouping of the organization. When

arranged in a hierarchical order within an organization, they form an
organizational structure.
For example Finance Department, Payroll office, Mechanics Workshop, Etc...
One may create many organizational units for a plan.
2.2.1. SCENARIO OVERVIEW
The Organizational structure master record contains information on an

enterprise's organizational units, positions, jobs, tasks, work centres and cost
centres. This information is stored in individual organizational unit master
records. In addition to the organizational unit master record contains data
such as the following:

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 Start Date and End Date

 Object Abbreviation
 Object Name and
 Language which is defaulted
Since, for accounting purposes, the Organizational structure all the objects
mentioned above can be assigned to a cost centre, the organizational
structure objects as unit master record also contains account assignment to
Company Code, personal Area, Personnel Subarea, Controlling area.
When a position is created under an organizational unit the relationship is

automatically created or else manually also can be created.
2.2.2. REQUIREMENTS & EXPECTATIONS
The company, Head office, Manufacturing units, Depots and all the concerned
departments, Sectors including locations are all to be created as organizational
units and mapped to form organizational structure
2.2.3. DATA CONVERSION REQUIREMENTS
Current Organizational master data appending SAP master data requirements

for data conversion is being provided by Shree Malani Team in Excel sheet
format.
2.2.4. DATA CLEANSING REQUIREMENTS
All the Organizational units to be mapped to form an organizational structure.
2.2.5. MASTER DATA OWNERSHIP
 In Shree Malani Organizational master ownership is with HR department

for Creation, Change and Restriction of master data usage.
2.3. BUSINESS PROCESS DESCRIPTION
The number range what we are maintaining is internal; the system will
automatically generate the number while the creation of the objects like
organizational units, jobs and positions.

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While we use SAP, It is going to identify the each object by its’ unique number.
The client needs to maintain it internal. Following are the number range
maintaining for each object.
Object Start Number End Number Internal/External

Organizational Units 10000000 19999999 Internal
Jobs 30000000 39999999 Internal
Positions 20000000 29999999 Internal
2.4. ORGANIZATIONAL UNITS
Organization unit represents a functional unit in the enterprise e.g. Finance

department or human resource department etc. A single organizational unit
can have multiple organizational units under its supervision.
For each organizational unit, which is, an element of organizational structure

staff assignments (positions) can be created and edited. An organizational unit
can incorporate more than one position. The organizational units can be
moved from unit to the other for example if a project is been moved from one
vertical head to another. The effect of the project moving from one vertical
head to the other should have impact in all the other modules simultaneously
wherever applicable.
Position is another object that is specific task (functions) that can be assigned
to position.
Person is an object denotes employee holding a position.
Following additional information may also be stored in the system for an

organizational unit:
1. According to how tasks are divided up within an enterprise, that could
be a department, group or project team.
2. Organizational units differ from other units in an enterprise such as
personnel areas, company codes, business area etc.,
3. These are used to depict structures for example administration or
accounting in the corresponding components.
4. We depict the functional units of our enterprise with organizational units.
5. We create an organizational structure by assigning these organizational
units to each other.
6. The highest organizational unit in an organizational structure is the root
organizational unit.

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7. The organizational structure is defined based on the geographical areas

and business or functional requirements.
8. It is represented by “O”.
 Object
The information of type of object org unit, position, job, etc. Is defined
with short text and long text.
 Relationship
This assist to know the relation between one object (org unit, position,
person) etc. With related other object (org unit, position, and person).
 General description
In this info type, you can describe the main area of responsibility of an
organizational unit in your enterprise as follows: production department is
responsible for materials, stock keeping, packing and distribution.
 Cost distribution
This determines how costs are to be distributed between several cost
centres. Subordinate organizational objects within an organizational
(positions, work centres) inherit cost distribution, if they have not been
assigned their own master cost centre or cost distribution.
Dependencies to organizational units

It is integrated with personnel administration
2.5. JOBS
Job is also an object that defines general task (function) that can be assigned
to position. Job is resource for creating positions. Jobs are classifications of
functions in an enterprise (general manager, for example), which are defined
by the assignment of characteristics. Jobs serve as job descriptions that apply
to several positions with similar characteristics.
The following additional information may also be stored in the system for a
job:
 Object
 Relationship

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This determines how costs are to be distributed between several cost
centres. Subordinate organizational objects within an organizational unit
(positions, work centres) inherit cost distribution, if they have not been
assigned their own master cost centre or cost distribution.
Current process as-is process

None
Expectations
To-be process:
Jobs will be employee cadres

Available job needs to incorporate in system and assign jobs to their
respective position
General explanations
A job is used to specify the general classification of duty in the company.

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The available jobs in Shree Malani group which need to be

incorporated are:
DIRECTOR GRADE - 1 GRADE - 2 GRADE - 3 GRADE - 4

MANAGING GENERAL SENIOR SENIOR
DIRECTOR MANAGER MANAGER EXECUTIVE OFFICER
TECHNICAL DEPUTY GENERAL CO-
DIRECTOR MANAGER MANAGER EXECUTIVE ORDINATOR
WHOLE TIME SR. DEPUTY SENIOR
DIRECTOR MANAGEMENT MANAGER FITTER ASSISTANT
ASSISTANT ELECTRICIA
MANAGER MANAGER ENGINEER N
CHEMIST OPERATOR
PLANT
ACCOUNTAN
T TECHNICIAN
SENIOR
OPERATOR SUPERVISOR
QUALITY
INSPECTOR
JUNIOR
ENGINEER
2.6. POSITIONS
Positions are concrete and can be held by persons (employees) in the form of
staff assignments of an organizational unit, general manager human resource,
for example. Positions are derived from jobs.
The following additional information may also store in the system for a
position:
 Object
 Relationship

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This determines how costs are to be distributed between several cost centres.
Subordinate organizational objects within an organizational unit (positions,
work centres) inherit cost distribution, if they have not been assigned their
own master cost centre or cost distribution.
Current process as-is:
Currently the nature of work being done by the employee in a particular

department is considered as designation.
Expectations
To-be process:
The Nature of work being done by the employee in a particular department is

considered as designation.
The person can occupy a position at any given time.

Conceptually a position is a link between function (job) and organizational
unit: e.g.
 Organizational unit: P&A

 Function (job): officer
 Position: officer – P&A
Organization unit is an organizational object used to form the basis of an

organizational plan. Organizational units are functional units in an enterprise.
Position is an organizational object used to distribute tasks to different

positions and to depict the reporting structure in your organizational plan.
A position is used to specify the individual classification of duty in the company

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The nature of work in a particular department is considered as a position and

these positions are described by their respective jobs in sap as exemplified
below:
The available positions in Shree Malani group which need to be

incorporated are:
S. No. POSITIONS
1 MANAGING DIRECTOR
2 TECHNICAL DIRECTOR
3 WHOLE TIME DIRECTOR
4 SR.MANAGEMENT EXECUTIVE
5 DGM HR & ADMIN.
6 ASST. MANAGER - ACCOUNTS
7 SR. PURCHASE EXECUTIVE
8 ACCOUNTS EXECUTIVE
9 SR. PURCHASE EXECUTIVE
10 LOGISTICS EXECUTIVE
13 ADMIN OFFICER
14 SR. SALES MANAGER(INDUSTRIAL & TECH)
15 SR. AREA SALES MANAGER
16 SALES OFFICER
17 SALES OFFICER
18 SR. EXECUTIVE - SALES
19 ASSISTANT AREA SALES MANAGER
20 SALES CO-ORDINATOR
21 ACCOUNTS MANAGER
23 GENERAL MANAGER - SALES
24 LOGISTICS EXECUTIVE
25 SR. SALES EXECUTIVE
26 SR. SALES EXECUTIVE (RAIPUR)
27 ASSISTANT AREA SALES MANAGER(JHARKHAND & BIHAR)
28 AREA SALES MANAGER

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29 SALES EXECUTIVE
30 COMPANY SECRETARY
31 DGM - PRODUCTION
32 SR.EXECUTIVE MAINTENANCE
33 DY. MANAGER - PRODUCTION
34 DISPATCH EXECUTIVE
35 JR.EXECUTIVE
36 PACKING EXECUTIVE
37 DISPATCH OFFICER
38 ACCOUNTS ASSISTANT
39 JR.PRODUCTION EXECUTIVE
40 SR. MAINTENANCE EXECUTIVE
41 CUTTING & DISPATCH EXECUTIVE
42 SR. FITTER
43 JR. EXECUTIVE DISPATCH
44 PACKING ASSISTANT
46 BILLING EXECUTIVE
47 BILLING ASSISTANT
48 ELECTRICIAN
50 SITE ENGINEER
51 BILLING ASSISTANT
52 MANAGER - SALES CO-ORDINATION & SUPPORT
53 SR.EXECUTIVE STORES
54 CHEMIST
55 SR. HR EXECUTIVE
57 CHEMICAL ENGINEER
58 PRODUCTION ENGINEER
60 PRODUCTION ASSISTANT
61 PRODUCTION ASSISTANT
63 MAINTENANCE ASSISTANT
64 JR. EXECUTIVE DISPATCH
65 MACHINE OPERATOR - S24
66 MACHINE OPERATOR - S24

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67 MAINTENANCE TECHNICIAN
68 MACHINE OPERATOR - LOOPER
69 MACHINE OPERATOR - LOOPER
70 MACHINE OPERATOR - B/C
71 MACHINE OPERATOR - B/C
72 MAINTENANCE ASSISTANT
73 MACHINE OPERATOR
74 MACHINE OPERATOR
75 ASST. MANAGER - MAINTENANCE
76 ASSISTANT LAB CHEMIST
77 MACHINE OPERATOR
79 FORKLIFT OPERATOR
80 PRODUCTION ENGINEER
81 PACKING SUPERVISOR
82 MACHINE OPERATOR
83 PRODUCTION CUM QC EXECUTIVE
88 SR. EXECUTIVE - CUTTING & DISPATCH
89 EOT OPERATOR
90 JR. EXECUTIVE - PRODUCTION
91 BILLING EXECUTIVE
92 MACHINE OPERATOR
94 ASST. MANAGER - PURCHASE
95 PLANT ACCOUNTANT
96 PRODUCTION MANAGER-IKEA DIVISION
97 ASST. MANAGER - QC
98 STORES EXECUTIVE
99 TECHNICIAN - SMP
100 MACHINE OPERATOR

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107 SR. MACHINE OPERATOR
111 QUALITY INSPECTOR
112 JR. ENGINEER - PRODUCTION
114 SR. EXECUTIVE - MAINTENANCE
119 STORES OFFICER
120 PRODUCTION SUPERVISOR
121 PRODUCTION SUPERVISOR
125 SUPERVISOR CUM FORKLIFT OPERATOR
126 ASSISTANT LAB CHEMIST
130 LOADING SUPERVISOR
132 SALES EXECUTIVE
133 SR. SALES OFFICER
137 AREA SALES MANAGER
138 LOGISTIC ASSISTANT
141 SALES EXECUTIVE
142 DISPATCH

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143 SALES EXECUTIVE

144 SALES OFFICER
145 ASSISTANT SALES MANAGER (RAJASTHAN)
146 SALES OFFICER (RAJASTHAN)
Positions are the specific occurrences of a particular job. Typically, there is a

one-to-one relationship between employees and positions although it is
possible to link more than one employee to one position (e.g., additional
responsibilities). Position to organization units –to-organization unit link
indicates organizational hierarchy.
2.7. ORGANIZATIONAL MANAGEMENT MASTERDATA INFOTYPES
Objects (1000) - Stores information of basic data like object id, short text,
long text, validity period.
A unique number generated by the system when we create a new object

organizational unit, jobs or position
To keep the name of the objects like Organizational unit, Jobs and Position.
Following information is captured into the system.

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Objects( 1000)
Validity period of the object
Object abbreviation
Object name
Relationship (1001)
It is used to define the relation between different objects.
To maintain the standard relationship between the objects like organizational

unit, jobs and position.
Relationships describe the links between various departments, jobs, positions,
cost centres, tasks, and persons etc.
Info type 1001 Fields

Relationship Validity period of the object
Standard relation for the object
Related object
OBJECT OBJECT RELATIONSHIP CODE RELATIONSHIP TEXT

(TOP TO / BOTTOM UP)
Org. unit Org. Sub-unit A 002/ b 002 Reports to/ supervisor of
Position Org.Unit A 003/ b 003 Belongs to/ incorporates to
Position Job A 0074/ b 007 Describes/describes by
Position Position A 002/ b 002 Reports to/ supervisor of
Person Position A 008/ b 008 Occupies
Org. unit/positions Cost center A011 Cost center
REPORTS
1. Organization units and sub-units report

2. Department wise jobs and positions report
3. Department wise persons report
4. Vacancy list
5. Cost center report
Description (1002)
Current process:

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None
Expectations:
To-be process:
General explanations:
Description is used to define the relation between different objects.
Here you can maintain the general description for your objects.

Description Validity period of the object
General description of the subtype
Maintain the description of the object
Vacancy (1007)
Current process:
None
Expectations:
To-be process:
Info type with which you can identify positions which are currently vacant or
will be vacant in the future, that is, they may be occupied again in the future.
A vacancy info type in sap is used to maintain position as vacant for the
recruitment

Vacancy Validity period of the object
Select the radio button "open"
Maintain the description of the object
Account assignment (1008)
None

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Expectations
To-be process:
Assign the company related code, object related to location.

Account assignment Validity period of the object
Related to location –company code,
personnel area and sub area
To maintain the standard Through the above info type an account assignment
can be made to an organizational unit, position, work centre etc., when an
account assignment is performed against a position when hiring an employee
in PA40 transaction code in 0000 Actions info type the other fields as Personnel
Area comes default and in 0001 (Organizational Assignment) info type the
Personnel Subarea can be defaulted.
Cost distribution (1018)

None
Expectations
To-be process:
The cost allocated to the respective org unit or position can be defined.
To maintain the standard

Cost distribution Validity period of the object
Cost centers can be assigned to either to org
unit or to position.
It is integrated with personnel administration.

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2.8. AUTHORIZATION/SECURITY CONSIDERATIONS
 Authorization restrictions for Organizational Structure creation is

restricted based on transaction and organizational structure.
 User authorization shall be as per the roles proposed and will be finalized
at Realization Phase.
2.9. ORGANIZATION IMPACT CONSIDERATIONS
If there are any changes to your company due to the implementation of the
business process via sap, you need to document it here.
Implications could be in terms of new skills to be developed and the lead time
for doing so new policies to be formulated and the lead time for doing so new
roles that need to be created – say a virtual group for creation/maintenance
of Organizational master data
Organizational Structure master data is maintained at following organization

level for different user departments
1. Company Code
2. Personnel Area
3. Personnel Subarea
4. Organizational units as Manufacturing units, Department, Projects
2.10. REPORT REQUIREMENTS/CONSIDERATIONS
Standard sap reports
S. No Reports
1 S_AHR_61016491 - EXISTING ORGANIZATIONAL UNITS
2 S_AHR_61016492 - STAFF FUNCTIONS FOR ORGANIZATIONAL UNITS
3 S_AHR_61016493 - ORGANIZATIONAL STRUCTURE
4 S_AHR_61016494 - ORGANIZATIONAL STRUCTURE WITH POSITIONS
5 S_AHR_61016495 - ORGANIZATIONAL STRUCTURE WITH PERSONS
6 S_AHR_61016496 - ORGANIZATIONAL STRUCTURE WITH WORK CENTRES
7 S_AHR_61016497 - EXISTING JOBS
8 S_AHR_61016498 - JOB INDEX
9 S_AHR_61016499 - JOB DESCRIPTION
10 S_AHR_61016500 - TASK DESCRIPTION FOR JOBS

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S. No Reports
11 S_AHR_61016501 - COMPLETE JOB DESCRIPTION
S_AHR_61018869 - PERIODS WHEN POSITIONS ARE UNOCCUPIED PER
12 ORGANIZATIONAL UNIT
13 S_AHR_61016502 - EXISTING POSITIONS
14 S_AHR_61016503 - STAFF ASSIGNMENTS
15 S_AHR_61016504 - POSITION DESCRIPTION
16 S_AHR_61016505 - TASK DESCRIPTION FOR POSITIONS
17 S_AHR_61016506 - STAFF FUNCTIONS FOR POSITIONS
18 S_AHR_61016507 - AUTHORITIES AND RESOURCES
19 S_AHR_61016508 - PLANNED LABOUR COSTS
20 S_AHR_61016509 - VACANT POSITIONS
21 S_AHR_61016510 - CORRECT VACANCIES
22 S_AHR_61018831 - OBSOLETE POSITIONS
23 S_AHR_61016511 - COMPLETE POSITION DESCRIPTION
24 S_AHR_61016512 - REPORT STRUCTURE WITHOUT PERSONS
25 S_AHR_61016513 - REPORT STRUCTURE WITH PERSONS
26 S_AHR_61016514 - EXISTING WORK CENTRES
27 S_AHR_61016515 - WORK CENTRES PER ORGANIZATIONAL UNIT
28 S_AHR_61016516 - AUTHORITIES AND RESOURCES
29 S_AHR_61016517 - PLANNED LABOUR COSTS
S_AHR_61016518 - WORK CENTRES WITH RESTRICTIONS ALONG
30 ORGANIZATIONAL STRUCTURE
31 S_AHR_61016519 - SINGLE WORK CENTRES WITH RESTRICTIONS
S_AHR_61016520 - WORK CENTRES REQUIRING HEALTH EXAMINATIONS ALONG
32 ORG. STRUCTURE
33 S_AHR_61016521 - SINGLE WORK CENTRES REQUIRING HEALTH EXAMINATIONS
34 S_AHR_61016522 - EXISTING TASKS
S_AHR_61016523 - ACTIVITY PROFILE FOR POSITIONS ALONG ORGANIZATIONAL
35 STRUCTURE
S_AHR_61016524 - ACTIVITY PROFILE OF POSITIONS WITH PERSONS ALONG ORG.
36 STRUCTURE
37 S_AHR_61016525 - CHARACTER OF TASKS IN ORGANIZATIONAL STRUCTURE
38 S_AHR_61016526 - CHARACTER OF INDIVIDUAL TASKS
39 S_AHR_61016527 - EXISTING OBJECTS
40 S_AHR_61016528 - STRUCTURE DISPLAY/MAINTENANCE
41 S_AHR_61016529 - STRUCTURE NAVIGATION INSTRUMENT
42 S_AHR_61016530 - PD GRAPHICS INTERFACE
43 S_AHR_61016531 - DISPLAY AND MAINTAIN INFO TYPES
44 S_AHR_61016532 - INFO TYPE REPORTING
45 S_AHR_61016533 - START HR REPORTING VIA PERSONNEL PLANNING STRUCTURES

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ORGANIZATION MANAGEMENT PROCESS
Organization Management Process
Create Root Organization (SMG)
Create Subordinate Root Org Units
Create Jobs and Positions
Assign Tasks and Cost Centres

EXPLANATION OF FUNCTIONS AND EVENTS
If the company needs to hire some employee in new position then we have to
create new position and make it as vacant.
If the employee leaves from the company we can create the position as
vacant, if we need to hire a new employee in that position.

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For doing the recruitment for a vacant position the recruitment officer has to
get the approval from the concerned department head
Process name
Performed Sap
Work step Description
by transaction/function
Create object PO10,PO03,PO13

like – Org etc. /the objects are
Creation of objects End user
units, Jobs, mapped to org
Position, Task hierarchy
PO10,PO03,PO13
Maintain /relation between
Relationships belongingness End user org UNIT and org
of objects UNIT, org UNIT and
position etc.
This is automatically
Hierarchy of
created with the
Org structure different org End user
help of objects and
units
relationships

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3. PERSONNEL ADMINISTRATION INTRODUCTION
This document explains the personnel administration of the companies.
Personnel administration is traditionally characterized by numerous individual

pieces of information, which must be stored, updated, and evaluated for each
employee.
An effective modern human resources management system must therefore be

able to meet many requirements.
In the sap human resource management system the information UNITs used
to enter master data are called info types. These info types record employee
data for administrative, time recording, and payroll purposes and are of
primary importance for master data administration in hr.
Info types are used to group related data fields together. They provide
structured information, facilitate data entry, and enable you to store data for
specific periods.
You must change and complete these info types in order to keep the employee
data up to date and to take into account changes and developments that have
taken place since the employee has entered the enterprise.
3.1. SCOPE
The following units are within the scope of sap implementation at Shree malani
group
Entities
Shree Malani foams private limited
Centuary fibre plates private limited
3.2. REQUIREMENTS/ EXPECTATIONS
Company locations are stored as per the requirement. Employee master data
details like company, company codes, locations (plants etc.) are configured in

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sap. Employee details like personal data, address, family details, bank details
communication, education, qualifications etc. are stored in info types.
3.3. PERSONNEL ADMINISTRATION ACTIVITIES
In personnel administration, organizational hierarchies describe the

subdivision of a group into company codes, personnel areas, and personnel
subareas.
3.4. PERSONNEL ADMINISTRATION STRUCTURE
In sap system, in times of increasing decentralization and the globalization of

markets, a central and constantly accessible administration for personnel data
is becoming an increasing decisive advantage.
One can manage all modern personnel administration tasks with this
application component. Personnel administration relieves one from the daily
administrative routine activities which are costly and time consuming, while
simultaneously supporting in demanding planning activities.
A human resource management system must be able to depict the

organizational hierarchies and relationships between employees.
Flexible planning and the setting up of human resources subareas at the

different organizational levels are also necessary. These subareas include:
1. Enterprise structure
2. Personnel structure
3. Organizational structure
4. Pay scale structure
5. User authorizations
Note: The scope in personnel administration defines up to the first two areas.
The organizational structure in organizational management module, and pay
scale structure in payroll administration.
3.4.1. ENTERPRISE STRUCTURE
The first steps in the implementation of the sap system involve mapping the
enterprise structure of organization onto the organizational units of R/3. This
structure mapping must ensure that

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 There is transparency at operational level

 All business processes can run smoothly, using resources as efficiently
as possible
 The requirements for internal and external reporting are met
 Segregation of various functions/units as logistics / marketing / sales
 There is flexibility to add new entities to meet future growth
Enterprise structure is a structure of company according to personnel

administrative, time management and payroll perspectives from the point of
view of client.
The company structure describes elements of the company and there

dependencies.
The enterprise structure in personnel administration consists of the following:
3.4.1.1. COMPANY
The smallest organizational unit for which individual financial statements are
created according to the relevant legal requirements. A company can include
one or more company codes.
All of the company codes within a company must use the same chart of
accounts and fiscal year. However, each company code can have a different
local currency. If the fiscal year is different for different co. Code then different
fiscal year variant will be used and consolidation of accounts will not be
possible. Consolidation of accounts will be done manually outside the system.
However, all the relevant data for consolidation will be available in the system.
3.4.1.2. COMPANY CODE
Smallest organizational unit of external accounting for which a complete, self-

contained set of accounts can be created. This includes the entry of all
transactions that must be posted and the creation of all Items for legal
individual financial statements, such as the balance sheet and the profit and
loss statement.
The company code is the central organizational unit of external accounting

within the sap system. You must define at least one company code before
implementing the financial accounting component. The business transactions

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relevant for financial accounting are entered, saved, and evaluated at

company code level.
The company code represents the highest level of the enterprise structure.
The company code is defined by a four-character, alpha numeric code.
If the controlling, financial accounting, materials management or sales and

distribution application components are set up in addition to the personnel
administration component, one must set up the company code so that it also
meets their requirements. We define all of the hr system’s most important
control data at the level of the personnel subareas, and these levels belong to
personnel administration.
In personnel administration, the company code has the following control

functions:
A. The company code is used to generate default values for data entry, for
example, and employee’s payroll area.
B. The company code is a selection criterion for reporting.
C. The company code constitutes an authorization check unit.
At the company code level, the following control features are assigned which
are relevant for personnel administration;
A. The default country key for the employee’s personal data, address data,
and bank data.
B. Default value for the currency key for employee’s basic pay.
C. A language code for text output, for example employee remuneration
information.
The company code refers to the legal entities that balance sheets/ P+L
statements are produced for.
The following company codes will be created in the SAP system.
Company code Company code text

1000 Centuary fibre plates private limited
2000 Shree malani foams private limited
The company codes are used in payroll for Shree Malani and Centuary

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3.4.1.3. EMPLOYEE NUMBER
The personnel number is the identifier that is unique to an employee (object

p). The personnel number is a numeric 8-digIT field in the system.
The personnel number will be automatically generated. This means that when
an employee is first hired in Shree malani group a new personnel number is
automatically created.
Set up of personnel number ranges for Shree malani group:
 Employee number is based on date of joining (Internal)
 New employee number has to generate when employee rehire into

organization
 Whenever employee transfers from one location to other location here

location means ( Shree Malani to Centuary ), Employee will be
terminated in that location , accordingly full and final settlement will be
made their itself and employee will be hired with new number in new
legal entity
NUMBER RANGE FROM NUMBER TO NUMBER
INTERNAL- CENTUARY 40000000 49999999
INTERNAL—SHREE MALANI 50000000 59999999
3.4.1.4. PERSONNEL AREA
Personnel areas divide a company code into sub-units. The individual

personnel areas in a company code are defined in customizing and have a
four-digit alphanumeric identifier. Each personnel area must be assigned to a
company code.
The personnel area has the following functions:
 It allows you to generate default values for data entry, for example, for
the payroll accounting area.
 It is a selection criterion for reporting.

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 It constitutes in authorization checks.

Within Shree Malani and Centuary personnel area represents employee’s line
of business or geographical location.
Personnel areas used in payroll for Shree Malani and Centuary
CENTUARY FIBRE PLATE’S PRIVATE LIMITED (PERSONNEL AREAS)
PERSONNEL AREA CODE PERSONNEL AREA TEXT

1000 CENTUARY - HEAD OFFICE
1001 BOLLARAM( UNIT 1 )
1002 KAZIPALLY ( UNIT 2 )
1003 BHUBANESWAR ( UNIT 3 )
SHREE MALANI FOAMS PRIVATE LIMITED (PERSONNEL AREAS)
PERSONNEL AREA CODE PERSONNEL AREA TEXT
2000 SHREE MALANI- HEAD OFFICE
2001 SHANKARAMPET ( UNIT 1 )
ASSIGNMENT OF SAP PERSONNEL AREA TO COMPANY CODE
COMPANY PERSONNEL
DESCRIPTION DESCRIPTION
CODE AREA
CENTUARY - HEAD
CENTUARY FIBRE PLATES
1000 1000 OFFICE
PRIVATE LIMITED
CENTUARY FIBRE PLATES BOLLARAM( UNIT 1 )
1000 1001
PRIVATE LIMITED
CENTUARY FIBRE PLATES KAZIPALLY ( UNIT 2 )
1000 1002
PRIVATE LIMITED
BHUBANESWAR ( UNIT
CENTUARY FIBRE PLATES
1000 1003 3)
PRIVATE LIMITED
SHREE MALANI FOAMS PRIVATE SHREE MALANI- HEAD
2000 LIMITED 2000
OFFICE
SHANKARAMPET ( UNIT
SHREE MALANI FOAMS PRIVATE
2000 2001 1)
LIMITED

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3.4.1.5. PERSONNEL SUBAREA
Personnel subareas represent a further subdivision of the personnel area.

The main organizational functions of personnel subarea are as follows:
To specify the country grouping. Master data entry and the setting up and
processing of wage types and pay scale groups in payroll depend on the
country grouping. The grouping must be unique within a company code.
To define subarea-specific wage types for each personnel area.
As a unit for the authorization check together with the organizational key.
Personnel area describes the location and the personnel subarea is a further
description of the location and is used for statistical reporting as a specific
workplace. It could be a department within a location.
Personnel sub areas used in payroll for shree malani and centuary
ASSIGNMENT OF SAP PERSONNEL SUBAREA TO PERSONNEL AREA

CENTUARY FIBRE PLATES PRIVATE LIMITED
PERSONNEL AREA PERSONNEL AREA PERSONNEL

PERSONNEL SUBAREA TEXT
CODE TEXT SUBAREA CODE
CENTUARY - HEAD
1000 1000 IT
OFFICE
CENTUARY - HEAD
1000 1001 FINANCE & ACCOUNTS
OFFICE
CENTUARY - HEAD
1000 1002 HR & ADMIN
OFFICE
CENTUARY - HEAD
1000 1003 LOGISTICS
OFFICE
CENTUARY - HEAD
1000 1004 SALES & MARKETING
OFFICE
CENTUARY - HEAD
1000 1005 PURCHASE
OFFICE
CENTUARY - HEAD
1000 1006 BRANDING
OFFICE
CENTUARY - HEAD DEPOT MARKETING-

1000 1007
OFFICE TELANGANA

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1000 1008
OFFICE VIJAYAWADA

1000 1009
OFFICE VISAKHAPATNAM
CENTUARY - HEAD
1000 1010 DEPOT MARKETING-KURNOOL
OFFICE
CENTUARY - HEAD
1000 1011 DEPOT MARKETING-GUJARAT
OFFICE

1000 1012
OFFICE COIMBATORE
CENTUARY - HEAD
1000 1013 DEPOT MARKETING-PUNE
OFFICE

1000 1014
OFFICE BANGALORE
CENTUARY - HEAD
1000 1015 DEPOT ADMIN-TELANGANA
OFFICE
CENTUARY - HEAD
1000 1016 DEPOT ADMIN-VIJAYAWADA
OFFICE
CENTUARY - HEAD DEPOT ADMIN-

1000 1017
OFFICE VISAKHAPATNAM
CENTUARY - HEAD
1000 1018 DEPOT ADMIN-KURNOOL
OFFICE
CENTUARY - HEAD
1000 1019 DEPOT ADMIN-GUJARAT
OFFICE
CENTUARY - HEAD
1000 1020 DEPOT ADMIN-COIMBATORE
OFFICE
CENTUARY - HEAD
1000 1021 DEPOT ADMIN-PUNE
OFFICE
CENTUARY - HEAD
1000 1022 DEPOT ADMIN-BANGALORE
OFFICE
1001 BOLLARAM( UNIT 1 ) 1000 ACCOUNTS & BILLING

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1001 BOLLARAM( UNIT 1 ) 1001 HR & ADMIN
1001 BOLLARAM( UNIT 1 ) 1002 MAINTENANCE
1001 BOLLARAM( UNIT 1 ) 1003 PRODUCTION
1001 BOLLARAM( UNIT 1 ) 1004 QC
1001 BOLLARAM( UNIT 1 ) 1005 STORES
1001 BOLLARAM( UNIT 1 ) 1006 LOADING & DISPATCH
1002 KAZIPALLY ( UNIT 2 ) 1000 ACCOUNTS & BILLING
1002 KAZIPALLY ( UNIT 2 ) 1001 HR & ADMIN
1002 KAZIPALLY ( UNIT 2 ) 1002 MAINTENANCE
1002 KAZIPALLY ( UNIT 2 ) 1003 PRODUCTION
1002 KAZIPALLY ( UNIT 2 ) 1004 QC
1002 KAZIPALLY ( UNIT 2 ) 1005 STORES
1002 KAZIPALLY ( UNIT 2 ) 1006 LOADING & DISPATCH
BHUBANESWAR (
1003 1000 ACCOUNTS & BILLING
UNIT 3 )
BHUBANESWAR (
1003 1001 HR & ADMIN
UNIT 3 )

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BHUBANESWAR (
1003 1002 MAINTENANCE
UNIT 3 )
BHUBANESWAR (
1003 1003 PRODUCTION
UNIT 3 )
BHUBANESWAR (
1003 1004 QC
UNIT 3 )
BHUBANESWAR (
1003 1005 STORES
UNIT 3 )
BHUBANESWAR (
1003 1006 LOADING & DISPATCH
UNIT 3 )

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SHREE MALANI FOAMS PRIVATE LIMITED
PERSONNEL AREA PERSONNEL SUBAREA PERSONNEL SUBAREA

PERSONNEL AREA TEXT
CODE CODE TEXT
SHREE MALANI- HEAD

2000 2000 FINANCE & ACCOUNTS
OFFICE
SHREE MALANI- HEAD

2000 2001 HR & ADMIN
OFFICE
SHREE MALANI- HEAD

2000 2002 LOGISTICS
OFFICE
SHREE MALANI- HEAD

2000 2003 SALES & MARKETING
OFFICE
SHREE MALANI- HEAD

2000 2004 PURCHASE
OFFICE
SHREE MALANI- HEAD

2000 2005 DEPOT ADMIN-PUNE
OFFICE
SHREE MALANI- HEAD DEPOT ADMIN-

2000 2006
OFFICE COIMBATORE
SHREE MALANI- HEAD

2000 2007 DEPOT ADMIN- GUJARAT
OFFICE
SHREE MALANI- HEAD

2000 2008 DEPOT MARKETING-PUNE
OFFICE
SHREE MALANI- HEAD DEPOT MARKETING-

2000 2009
OFFICE COIMBATORE
SHREE MALANI- HEAD DEPOT MARKETING-

2000 2010
OFFICE GUJARAT
SHANKARAMPET ( UNIT
2001 2000 ACCOUNTS & BILLING
1)
SHANKARAMPET ( UNIT
2001 2001 HR & ADMIN
1)
SHANKARAMPET ( UNIT
2001 2002 MAINTENANCE
1)
SHANKARAMPET ( UNIT
2001 2003 PRODUCTION
1)

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PERSONNEL AREA PERSONNEL SUBAREA PERSONNEL SUBAREA

PERSONNEL AREA TEXT
CODE CODE TEXT
SHANKARAMPET ( UNIT
2001 2004 QC
1)
SHANKARAMPET ( UNIT
2001 2005 STORES
1)
SHANKARAMPET ( UNIT PACKING, LOADING &

2001 2006
1) DISPATCH
3.4.2. PERSONNEL STRUCTURE
Personnel structure refers to the employee categories in the enterprise, which

is used for payroll and other processes.
The employee’s position in a company from the individual employee’s view is

a personnel structure.
The personnel structure can be considered from two perspectives:
A. Administrative perspective: It consists of the following elements:

I. Employee group
II. Employee subgroup
III. Payroll area
IV. Organizational key
B. Organizational perspective: It consists of the following elements:

I. Position
II. Job
III. Organizational unit
INTEGRATION
To assign an employee to the personnel structure, one use the hiring

personnel action. The data is stored in the organizational assignment (0001)
info type. This info type is essential for authorization checks.
The administrative personnel structure is made up of two elements: Employee

group and Employee subgroup. The customization of all sub modules of HCM

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especially time management, payroll management, would be based on these

employee group and employee subgroup.
3.4.2.1. EMPLOYEE GROUP
Employee group is a general division of employees. The employee group

defines the relationship between an employee and a company in that
the employee makes a certain contribution to the company in terms of
work.
THE FOLLOWING ARE THE PRINCIPAL FUNCTIONS OF THE EMPLOYEE GROUP:
 Default values can be generated for payroll accounting area and basic
pay, for example, according to employee group.
 The employee group is used as a selection criterion for reporting.
 The employee group is one unit of the authorization check.
 It defines the extent to which employees place their labour at the disposal
of the enterprise. The personnel administration component makes a
significant differentiation between active, inactive employee groups
 It is defined with a one-digit alpha numeric code.
EMPLOYEE GROUP EMPLOYEE GROUP TEXT

S STAFF
P PERMANENT WORKERS
3.4.2.2. EMPLOYEE SUBGROUP
The employee subgroup represents a subdivision of the employee group. They

are also used to determine security access and selection criteria for reporting.
Typically, employee subgroups share the following business subtasks:
EMPLOYEE EMPLOYEE EMPLOYEE EMPLOYEE

GROUP GROUP SUBGROUP SUBGROUP
TEXT TEXT
S STAFF G1 GRADE 1
S STAFF G2 GRADE 2
S STAFF G3 GRADE 3
S STAFF G4 GRADE 4
S STAFF G5 GRADE 5

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S STAFF DR DIRECTORS
P PERMANENT C1 CATEGORY A
WORKERS
P PERMANENT C2 CATEGORY B
WORKERS
P PERMANENT C3 CATEGORY C
WORKERS
4.4.2.3 PAYROLL AREA / PROCESSING

Payroll area (Pay frequency) refers to when an employee will be paid and
pay-period start and end date for which the basic pay and deviations are
calculated.
The payroll area is used to divide different groups of employees whose
payment date is similar in the same payroll run.
We are assigning Shree malani staff employees to one payroll area and
Centuary staff employees to other payroll area and also assigning workers
group to different payroll area
The following displays the start date, end date of the pay period,
payment/check date.
Shree malani and Centuary pay frequency is monthly (payroll area)
PAYROLL AREA CODE PAYROLL AREA TEXT PAYMENT DATE

SS SHREE MALANI –STAFF 1ST OF EVERY MONTH
CS CENTUARY-STAFF 1ST OF EVERY MONTH
CW CENTUARY-WORKERS 7TH OF EVERY MONTH
As payroll area is a mandatory field under info type 0001, Itelligence uses
payroll area 99 for initial master data load; this will be automatically assigned
by sap system during the initial data load.
IMPORTANT NOTE: There is a sap constraint to have multiple monthly

payroll area in a country, where any mid-month change in payroll area will
not be permitted in the system. This kind of system control sap has provided
to avoid payroll issues like incorrect middle of the month EPF/ESI contribution,
tax calculations etc.
Therefore, any transfer cases that occur in the middle of the pay period, which
will leads to change of payroll area, will not be allowed to be carried out in
the system. Such change can only be effected from 01st day of the previous
or current pay period

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The exact payroll processing dates will be documented in the payroll schedule
Please refer to the worksheet entitled ‘pay frequency’ in the configuration

worksheet for further information
4.4.2.4 GROUPINGS (ESG & PSG)

Groupings are used to classify groups of employees with similar characteristics
and may be used to configure both data input and payroll calculations based
on that input. Every employee will be in both a personnel sub-area group and
employee subgroup group. Accurate classification of all employees in terms of
both groupings will ensure that wage types are correctly aligned with company
requirements and employee entitlements.
PERSONNEL SUB-AREA GROUPING [PSG]:
Groupings are used to classify group of employees with similar characteristics

and maybe used to configure both data input and payroll calculations based
on that input. Every employee will be in both a PSG group and ESG group.
Accurate classification of all employees in terms of both groupings will ensure
that wage types are correctly aligned with company requirements and
employee entitlements.
This describes the division of personnel sub-areas into groups to which the
same
Attendance and absence types apply.
 Daily work schedules, period work schedules, and break schedules

 Work schedule rules
 Time quota types
(In time recording) time types, time transfer specifications, access control
groups, and error descriptions are defined
The PSG groupings for shree malani foams private limited and centuary fibre
plates private limited will be detailed in the blueprint configuration worksheet,
“groupings” tab.
EMPLOYEE SUBGROUP GROUPING [ESG]:

Employees are grouped in payroll subgroups for the following purposes:
 Personnel calculation rules
 Primary wage types

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 Collective agreement rules

 Time quota types
 Work schedule rules
 Account determination ( FI posting )
The ESG groupings for shree malani foams private limited and centuary fibre
plates private limited will be detailed in the blueprint configuration worksheet,
“groupings” tab.
This is provided by sap to ensure that if there are different rules for payroll or
leave processing etc. Then these rules can be built into the system.
4.4.3 PERSONNEL ACTIONS
Personnel actions are used to record the major milestones in an employee’s

employment record such as hire, change of compensation and termination.
Each personnel action allows a defined list of info types to be presented to
the user for creation or maintenance in a pre-determined sequence. The
objective is to create a path to guide the end user through info types and
data fields to be maintained. In this way, info types are not missed and the
user saves time by not having to access each info type individually.
Some info types (objects on loan for example) may not be present in an
action. Info types like these can be maintained on an individual basis. In
other words, adding or ending an “objects on loan” info type (0040) record
would be done with maintaining master data (pa30) transaction. This will
enable users to quickly hire and change employees using actions without
requiring users to cancel out of info types that are needed for only a small
number of employees.
4.4.3.1 EMPLOYEE STATUS IN ACTIONS

Each action is assigned the three status indicators stat1 (customer defined),
stat2 (employment), stat3 (special payment). These are stored in the action
info type (0000). Status indicators determine the employee’s employment
status at a high level. The status indicators can change by performing actions
only, not by direct maintenance of the data field itself. When a personnel
action is performed, the system automatically fills the customer defined,
employment and special payment fields if the action affects the employee's
status. Each action has predefined statuses that IT stores on an employee.
For example when hiring a new employee the status 3 ‘active’ will be stored
in the employment status field (stat2) in info type 0000. IT is not possible to
manually change this during the action.

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The three status indicators have the following meanings:
 STAT1: customer defined: not used in the standard system.

 STAT 2 employment:
0: Employee not with company
Important note: While an employee is in the 0 status, it is
possible to make payments to the employee but only if updating
info type 3 ‘payroll run up to’ field.
Consideration needs to be taken into account for terminated
employees that may receive payments/imputed income.
1: Employee with company, but inactive

2: Employee with company, but as retiree
3: Employee active in company
 STAT 3: Special payment (only relevant for Austria and Spain)
0: Special payment: No entitlement

1: Special payment: Standard wage type
2: Special payment: Special wage type
4.4.3.2 ACTIONS LIST

The table below specifies the list of personnel actions that can be used for
shree malani group
PA process that the action can be linked to is specified.

Actions are used to define the administrative processing of major
milestone changes on employees and employee master data.
ACTION CODE ACTION TEXT INFO TYPE SUBTYPE INFO TYPE TEXT
ORGANIZATIONAL ASSIGNMENT
Z1 RECRUITMENT 0001
PERSONAL DATA
0002
DATE TYPE
0041

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ADDRESSES
0006 0001
PLANNED WORKING TIME

0007
BASIC PAY
0008
BANK DETAILS
0009
PERSONAL IDS
0185
COMMUNICATION
0105
PROVIDENT FUND
0587
EMPLOYEE STATE INSURANCE

0588 0001
PROFESSIONAL TAX ELIGIBILITY

0003
INCREMENT ORGANIZATIONAL ASSIGNMENT

Z2 0001
BASIC PAY
Z3 TRANSFER 0001 ORGANIZATIONAL ASSIGNMENT
Z4 DEPUTATION 0001 ORGANIZATIONAL ASSIGNMENT
Z5 RETURN FROM 0001 ORGANIZATIONAL ASSIGNMENT
DEPUTATION
Z6 PROMOTION 0001 ORGANIZATIONAL ASSIGNMENT
0008 BASIC PAY
Z7 LEAVE OF ABSENCE- 0001 ORGANIZATIONAL ASSIGNMENT
WITH PAY
Z8 LEAVE OF ABSENCE- 0001 ORGANIZATIONAL ASSIGNMENT
WITHOUT PAY
Z9 RETURN FROM LOA 0001 RETURN FROM LOA
ZR RESIGNATION 0001 ORGANIZATIONAL ASSIGNMENT

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0007
BASIC PAY
0008
EMPLOYEE PROVIDENT FUND

0587

0588
ZT TERMINATION 0001 ORGANIZATIONAL ASSIGNMENT

0007
BASIC PAY
0008
EMPLOYEE PROVIDENT FUND

0587

0588
4.4.3.3 ACTIONS REASONS

For each action, action reasons can be defined. Action reasons determine
the reason why a certain action/process was performed (reason for data
change). Action reasons are also, similar to actions. Action reasons are with
a 2 character length reason code and 30 character field for reason text.
The list below shows per action the predefined set of action reasons.
ACTION CODE ACTION TEXT ACTION REASON CODE ACTION REASON TEXT
Z1 RECRUITMENT 01 REPLACEMENT VACANCY
02 ADDITIONAL REQUIREMENT
Z2 INCREMENT 01 ANNUAL
02 INTERIM/MID
Z3 TRANSFER 01 REPLACEMENT
02 WORK EXIGENCY

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03 ADDITIONAL MANPOWER
04 CHANGE IN PA AND PSA
05 CHANGE IN DEPARTMENT
Z4 DEPUTATION 01 WORK EXIGENCY
02 PROJECT PURPOSE
Z5 RETURN FROM DEPUTATION 01 RETURN FROM DEPUTATION
Z6 PROMOTION 01 PROMOTION
02 PROMOTION ON
DEPUTATION
Z7 LEAVE OF ABSENCE- WITH 01 UNAUTHORIZED LOP

PAY
02 AUTHORISED LOP
03 ABSENCE AGAINST GPA
04 ESI
05 ML
06 SPECIAL LEAVE
Z8 LEAVE OF ABSENCE – 01 UNAUTHORIZED LOP

WITHOUT PAY
02 AUTHORISED LOP
03 ABSENCE AGAINST GPA
04 ESI
05 ML
06 SPECIAL LEAVE
Z9 RETURN FROM LOA 01 RETURN FROM LOA
ZR SEPARATION 01 RESIGNATION
02 RETIREMENT

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03 EXPIRED
04 SUPERANNUATION
05 VRS
06 TERMINATION
07 DISMISSAL
08 RETRENCHMENT
09 ILL HEALTH/IN CAPACITY
4.4.3.4 PERSONNEL ADMINISTRATION (INFO TYPES)
Personnel information, that is employee master data, is stored in info

types. There are different info types depending on the type of employee
data. For example address data and information regarding basic pay are
stored in different info types. Also the content of the info type can differ
depending on which country (Molga=country grouping) the employee is
connected to.
See below for screenshots of every info type and a short description.
These screens are not guaranteed to remain unchanged. These screenshots

are included for illustration purposes only and changes may occur as the
result of a different country implementation or other unknown future even
IT 0000 ACTIONS
Info type 0000 is used to maintain and track major employee actions
(changes), like hiring or leaving the company. This info type is
mandatory for setting up an employee

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IT 0001 ORGANIZATIONAL ASSIGNMENT
This info type holds all organizational information such as company, location,
department etc. This info type is mandatory for setting up an employee.
Please refer to worksheet for details on the following fields:
 Company code
 Personnel area
 Personnel subarea
 Employee group
 Employee subgroup
 Payroll area

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IT 0002 PERSONAL DATA

This info type stores personal data information. It is mandatory for setting an
employee

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IT 0003 PAYROLL STATUS
This info type is automatically created through IT0000 creation. This info type
controls the behaviour of dates related to payroll retro-activity.

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IT 0006 ADDRESS
Info type 0006 stores details of employee’s address. Employees may have
more than one address type; if so a separate subtype is used.
Subtype 1- Permanent residence is mandatory, Permanent address of

employee is displayed in SAP standard reports
Subtype 2 - Temporary residence address
SAP standard): Permanent (residence) - subtype 1 & Temporary residence –

subtype 2

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IT 0007 PLANNED WORKING TIME
Info type 0007 is mandatory for setting up an employee. IT 0007 holds

employee work schedule information. The work schedule rule defines the
hours to be worked.

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IT 0008 BASIC PAY
Info type 0008 consists of any payment codes that are considered part of
basic salary or affect calculations such as overtime. These payment codes
are paid each pay period and usually do not change often. Additional
payments and deductions are separate info types.

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IT 0009 BANK DETAILS

This info type stores banking information of an employee.
Subtype 0 is required for all employees.
Bank
PAYMENT METHODS
SUBTYPE COMMENTS
CASH PAYMENT
C CHEQUE
T BANK TRANSFER

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IT 0014 RECURRING PAYMENTS/DEDUCTIONS
Info type 0014 stores the recurring allowances and deductions that are not
included in the salary package; these wage types are paid every pay
period. By specifying a wage type in the recurring payments/deductions
info type (0014), you can enter an amount and/or a value and a unit of
measurement that should always be paid or deducted by payroll.
Recurring payments/deductions are wage elements which are paid or
deducted in every payroll period. When a wage-type entered in info type
0014 is to be stopped, an end date is entered.

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IT 0023 OTHER/PREVIOUS EMPLOYERS

This info type is used to store information about previous employers.
IT 0041 DATE SPECIFICATIONS
The date specifications info type is used to record multiple dates that are key dates
in the employee history. In this info type, multiple relevant dates can be registered.

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IT 0105 COMMUNICATION
It is possible to store multiple communication details for employees. Details of the

system user id, email addresses, websites, phone numbers etc.
The info type communication (0105) performs the following tasks:
It stores an employee’s communication data, like email address.

Subtype 0001 is used to store user id of employee.
TYPE DESCRIPTION USE
0001 SYSTEM USER NAME ALLOWS SAP ACCESS
EMAIL ADDRESS OF THE

0010 OFFICIAL EMAIL ADDRESS
EMPLOYEE
CELL MOBILE NUMBER STORES MOBILE NUMBER

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IT 0416 QUOTA COMPENSATION
This info type is used to pay employees’ time off entitlements. When the
compensations are recorded, the employee’s remaining quota or leave that has not
been deducted or paid is reduced by the specified amount.

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IT 2001 Absences
This info type is used to record periods during an employee’s planned working time
in which he or she is not at work.
IT 2002 ATTENDANCES
Recording of exception time only, in this case pay affecting attendance records such
as overtime, holiday worked, business trips etc. The entry is made in hours not
amounts.

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IT 2006 ABSENCE QUOTAS
This info type is used to manage time accounts that represent employees’ absence
entitlements or time credits. The time accounts contain a particular number of days
or hours during which employees are permitted to be off work.
IT 2010 EMPLOYEE REMUNERATION INFO
IT 2010 is used to store time data. Time (number of hours) evaluated outside
from sap and is stored in IT2010.

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IT 2013 CREATE QUOTA CORRECTIONS
This info type can used to correct absence quotas generated in time evaluation

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4. TIME MANAGEMENT INTRODUCTION

Time management process enables flexible representation of all personnel procedures
involved in recording and evaluating employee time data. It also allows us to transfer
absence and attendance data to other sap components such as payroll and controlling.
The system allows representing the time structures in accordance with actual
conditions and using the calendar as a basis. These include:
 Working time models such as normal working time, shift operation

 Planned working times, break schedules, compensation times and so on for
the different working time models
 Recording of attendances and absences
 Leave rules that constitute leave
 Entitlements
 Exceptions such as business trips, training
Regulations for the payment of attendance's and absences, breaks, and work on
Sundays and public holidays, etc.
4.1. BUSINESS PROCESS: TIME SCHEDULE & LEAVE PROCESS
4.1.1. BUSINESS PROCESS AND SOLUTION DESIGN
PROCESS OVERVIEW:
CURRENT PROCESS OF TIME EVALUATION AT SHREE MALANI GROUP
Time management in shree malani group is being handled through the advanced
internal package solutions designed by the ESSL and Zenith software
The positive attendance and the negative attendance is taken into consideration for
payments.
All the holidays, leaves, on roll time attendance is being maintained by the time
attendance system.
Biometric systems are being installed at all the units and head office in Shree Malani
group. The attendance of employees from biometric system is collected online for
daily and monthly verifications and the reports further posted for pay roll
The biometric machines installed are ID card and thumb detective.

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The biometric machines are installed at:
1. Corporate offices
2. Factories
Please find copy of 2018 holidays as follows:
Shree Malani Foams Pvt Ltd.

1 Floor, IDEAL Towers, Akbar Road,
st
Opp. BHEL Enclave, Tad bund, Secunderabad-500 009.
LIST OF HOLIDAYS FOR THE YEAR 2018.
NATIONAL HOLIDAYS
1) Republic Day Friday 26.01.2018
2) Independence Day Wednesday 15.08.2018
3) Gandhi Jayanthi Tuesday 02.10.2018
FESTIVAL HOLIDAYS
4) Sankranthi Monday 15.01.2018
5) Maha Shivarathri Wednesday 14.02.2018
6) Holi Friday 02.03.2018
7) Vinayaka Chathurthy Thursday 13.09.2018
8) Vijaya Dasami Friday 19.10.2018
9) Deepavali Wednesday 07.11.2018
1) Note: One optional Holiday against any festival of choice.

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The holidays differ from state to state as the festival holidays change and differs
from state to state.
Please find below Head office holidays lists of 2018
NATIONAL HOLIDAYS
FESTIVAL HOLIDAYS

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The date of entry of holidays is given, and with holiday name and day details. The
list of holidays given will be configured entered in the masters.
Locations where this business process is performed
 In all locations
PROCESS STEP DETAILED REQUIREMENTS & SOLUTION
Transaction
Requirement
Ref id Solution description code / Standard / gap
description
report o/p
As per the requirement all the
holidays will be created and
Holiday
assigned to a calendar which
calendars
are state wise.
Each and every
Following are the attached
location of
holiday calendars of 2018 of
1. Shree Malani SCAL Standard
different holidays and holiday
group follows
calendar of Shree Malani Group
their local
holiday
calendar
A file of the recorded times

from the machine will be taken
and placed in the local server
of the sap and through a
program the conversion will
take place to the file format of
sap which will be uploaded into
the time events (2011) info
Enable type into the sap system.
employees to Standard with
Program
2. record working The report can be taken as to conversion
RPTEUP10
times through which timing the employee is program
time terminals been uploaded as per the
record times through time
terminals
This will be performed by

copying a standard program for
a conversion and same file can
be uploaded into the system
for the same

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Transaction
Requirement
Ref id Solution description code / Standard / gap
description
report o/p
This can be achieved by
Enabling the assigning a shift or work
employees to schedule to each employee
3. PA30 Standard
regularize which is captured in 0007
working times (planned working time) info
type.
Enable time This can be achieved by an
Administrators authorized administrators by
4. To record/edit maintaining the master data of PA30 Standard
Working times an employee in 2011 (time
For employees events) info type
Different types of leaves are
Manage created in the sap system and
Leave/vacation the quotas or entitlements for
Entitlements the employees will be made
Encashment & available against each PA30
5. Standard
Compensatory employee accordingly.
Offs, as
Applicable to The rules and procedures will
Various entities be made according to the
entity wise.
4.1.2. POTENTIAL FUTURE PROCESS IMPROVEMENTS (OUT OF SCOPE FOR THIS

IMPLEMENTATION)
NA
4.1.3. FUNCTIONAL SOLUTION FOR PROCESS
4.1.3.1. HOLIDAY CALENDAR
Each and every location of Shree Malani Group follows their local holiday calendar.
Create a public holidays and calendar and factory calendar for the year 2019 for all
the locations. Following are the different holidays in the year 2018 for Shree Malani
Group:
TELANGANA (HEAD OFFICE) HC
Attached head office holiday calendar

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Shree Malani Foams Pvt. Ltd.

1st Floor, IDEAL Towers, Akbar Road,
Opp. BHEL Enclave, Tadbund, Secunderabad-500 009.
NATIONAL HOLIDAYS
FESTIVAL HOLIDAYS


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NOTE: Unit wise holiday list should be shared by HR team
The holiday calendar is prepared at the beginning of the year.

The calendar system consists of the components like public holidays, holiday calendar
and factory calendar.
Public holidays: A public holiday represents a non-working day within the

organization, sap supports the customized public holidays, as per the requirements a
holiday can be created in the system.
Holiday calendar: User defined ‘public holidays’ grouped together to form a holiday
calendar, the validity for both the calendar and holidays will be defined here. Sap
supports to define area specific multiple calendars applicable to various locations.
Factory calendar: In this calendar working days are numbered sequentially. It is

defined on the basis of a public holiday calendar. The validity period of a factory
calendar is within the validity period of the public holiday calendar.
E.g.: Every year we have to define the holidays as per the holiday calendar

It is related to time management for creating work schedules of the employee.
System configuration considerations
Holidays can be defined by giving 10 character short names and 30 character holiday
name.
Authorization and user roles
User authorization shall be as per the roles proposed / assigned.

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4.1.3.2. PLANNED WORKING TIME
The planned working times specifies the work schedule an employee has to follow as
per the agreement with the organization. A work schedule comprises of the following
elements:
 Public holiday (Defining all the public holidays)

 Holiday calendar (Attaching the selected public holidays into a holiday calendar)
 Break schedule (Defining of breaks in a day i.e., tea breaks, lunch breaks etc.)
 Daily work schedule (Hours of working i.e., 9:30 am – 6:30 pm)
 Work schedule (Defining rules such as paid day off on Sunday or on public holiday’s
etc.)
 Period work schedule (Combining various daily work schedules which define various
schedules such as 6-day week and Sunday as off etc.)
 Work schedule rule (Derived from employee groupings and period work schedules and
other rules)
 The various work schedules will be configured in the sap system to facilitate the
subsequent time data maintenance and processing. These work schedules are
assigned to each employee during hiring, in the planned working time (info types
0007) and becomes a part of the employee master data.
 The planned working time (info type 0007) captures time management status. The
time management status is of vital importance as it determines how the employees
are processed in time evaluation.
 Monthly working hours will be used in basic pay info type, through time and payroll
integration.
 The change in the work schedule as a result of transfer or reassignment has to be
updated in the planned working time (info type 0007) so that the time data is
processed as per the updated timings.
4.1.3.3. DAILY WORK SCHEDULE AND BREAK SCHEDULE
The work schedule rules define the planned working time for an employee, i.e. the
working hours for the employees depending upon the locations and grade
CURRENT PROCESS:
The shift of the employees will be changed based on the requirement of the employee
in a particular location in that shift.

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Working Break
Units Shift pattern Shift name From To
hrs/day From To
13:30 14:00
Head office
General shift Gen shift 09:30 18:00 08:30
General shift Gen shift 10:00 18:30 08:30 13:00 13:30
Unit 1 Shift A Shift A 06:00 14:30 08:30 10:00 10:30
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Unit 1–Shree 11:00 11:30

Shift A Shift A 06:00 14:30 08:30
Malani
Shift B Shift B 14:00 22:30 08:30 07:00 07:30
Shift C Shift C 22:00 06:30 08:30 14:00 14:30
13:00 13:30

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TO BE PROCESS
The work schedule rules define the planned working time for an employee, i.e. the
working hours for the employees depending upon the locations and grade
Below shifts will be configured in sap system
Working Break
Units Shift pattern Shift name From To
hrs/day From To
13:30 14:00
Head office
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Shift B Shift B 14:00 22:30 08:30 18:00 18:30
Shift C Shift C 22:00 06:30 08:30 02:00 02:30
Shift A Shift A 06:00 14:00 08:00 10:00 10:30
Shift B Shift B 14:00 22:00 08:00 18:00 18:30
Shift C Shift C 22:00 06:00 08:00 02:00 02:30
Unit 1–Shree 11:00 11:30

Shift A Shift A 06:00 14:30 08:30
Malani
Shift B Shift B 14:00 22:30 08:30 07:00 07:30
Shift C Shift C 22:00 06:30 08:30 14:00 14:30

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13:00 13:30
NOTE:
 For shree malani group Working week starts from Monday to Sunday , Sunday
is considered as week off across all units and head office
GENERAL EXPLANATIONS
To define daily work schedule for your enterprise by entering the planned working
time, the system calculates the planned hours for one day, taking the break schedule
into consideration.
In your enterprise you can specify exactly when breaks may be taken within the daily
work schedule, and whether they are paid or unpaid.
4.1.3.4. ATTENDANCE RECORDING
Current process
Biometric systems are being installed at all the units. The attendance of employees
from various sites are collected online for daily and monthly verifications and the
reports further posted for pay roll
Expectations
With time recording, it is possible to record and manage time data effectively and
efficiently. This component provides with a comprehensive and effective business
concept and related processes for automatic recording of personnel times. Time
recording allows entering employee time data for working time, leave, business trips,
and substitutions using different methods. This data can be entered as clock times or
in hours.
Time recording is classified as negative time recording or positive time recording

depending on the way the time data is recorded & processed. Negative time recording
is recording of only the exceptions to the planned working time of an employee, like
absences, training, etc. Positive time recording is recording of time data according to
clock times, clock in/out.
The time management status specifies whether an employee participates in time
evaluation, and if so, which form. The following are possible values:

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 0 - No time evaluation
 1 - Time evaluation of actual times
 7 - Time evaluation without payroll integration.
 9 - Time evaluation of planned times
The time management status for all personnel areas, subareas and employee
groups, subgroups at Shree Malani Group will either be 0, 1, 7 or 9.
4.2. TIME ENTRY
Sap time management allows time entry using various options. Time is entered into
the sap system in the form of various elements meant for various purposes.
Below are the different modes and info types through which attendance, absence etc.,
will be updated in sap
4.2.1. MODES OF TIME ENTRY
Sap allows quite a few applications for the employees and the time administrators to
record and manage time data effectively and efficiently.
4.2.1.1. ATTENDANCE (2002):

Employees’ attendances may have different significances for different groups
In the organization. The recorded attendances can provide valuable information based
on how employee’s attendance times are recorded.
A separate attendance type can be used to record each type of attendance that has
an independent meaning and is to be processed specially. Attendances are recorded
using info type attendances (2002).
For different groups this element shall be used to record all attendances apart from
the daily working time. Ex. Business trips, trainings.
Recording attendance in info type 2002(attendance)
Employee is eligible for outdoor duty when he is going for company tour. Employee’s
outdoor duty data to be recorded manually by time administrator or authorized person
in info type 2002 so system will treat as present.

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Naming convention
The following attendance types are used to capture the employee working times which
will be created as sub-types for info type 2002(attendance).when employee is on
business trips or on duty.
 1000 - On duty
 1001 - Permission(s)
4.2.1.2. TIME EVENTS (2011):
Time events are saved time postings (such as clock-in and -out or start and end of
work) that employees have made at an external time recording system.
Employees normally post these times at the time recording terminal. If an

employee has forgotten to clock in or out or if an entry is incorrect, the info type time
events (2011) can be used to create, correct, or delete the time Events manually.
4.2.1.2.1. PERSONNEL TIME EVENTS (CLOCK IN/OUT AT TIME TERMINALS):
Time events can be used to capture the time recorded by employees using the clock
in/out terminals. The time recorded at the time terminals which is a separate system,
can be uploaded to sap and stored as time events. These time events are further made
available for various processes such as time evaluation, clock in/out corrections by
employees or time administrators.
 Manual time entry:
SAP system allows creation or editing of time entries through back-end

transactions. This option can be used by time administrators to create or correct
time entries in absence of the front end systems.
 Biometric device: Time data (clock-in/clock out) wherever applicable, will be

provided for employees (first clock-in & last clock-out) to record their
attendance times electronically using a time recording id card/thumb
impression.

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4.3. INTERFACE OF BIOMETRIC DEVICE WITH SAP:
The time attendance data will be transferred from external time recording system
to sap system through interface
For automation in SAP, system data should be in following format:
p10999920100101090105201001021030300000141100001411
p20999920100101173005201001021030300000141100001411
 1st three digits (P10 : Clock-in and p20 : clock-out)

 2nd four digits (9999) : Station or terminal id
 3rd 8 digit (20150101): Year, Month & Date (YYYYMMDD)
 4th 6 digit (090105) :Time (hhmmss)
 5th 8digit (20150102):Date of downloading data from time
recording machine
 6th 6 digits (103030): Time of down loading data from time
recording machine.
 7th 8 digit (00001411): Time recording id
 8th 8 digit (00001411): Personnel number
The time actually worked by the employee is recorded in info type 2011 (time
events) in the form of clock-in and clock-out entries.
A “clock-in” opens a pair and a “clock-out” entry closes a pair. While forming a time
pair, system checks for the status of the employee before the time event and
after the event.
For example, the status of the employee should be “employee not at work” before
“Clock in” and should be present after it. Thus system creates a sequence of
events so as to avoid errors in pair formation. Another critical requirement is
accurate maintenance of shift schedule.
Sap refers to the shift schedule for evaluation of time data like deriving overtime
hours.
4.4. ABSENCES OR LEAVES

All absenteeism including unpaid leaves is recorded using absences info type, absences
(2001).

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Absence Absence Min Max

Absence Rules
type quota entitlement entitlements
Employee can avail
maximum 2 CL’s at a time.
Unused casual leave will be
Casual lapsed at the end of
1000 10 0 8
leave calendar year.
Employee can utilize casual
leave after 45 days of
joining
Employee can avail
maximum 2 CL’s at a time.
Unused casual leave will be
lapsed at the end of
calendar year
Half day
Employee can utilize casual
casual 1001 10 8
leave after 45 days of
leave
joining
Half day quota will be

deducted from casual leave
quota and it is paid leave
Earned leave accrual is

based on previous year
working days , 1 Earned
leave will be generated on
15 actual working days for
staff and 1 Earned leave
will be generated on 20
Earn leave 1002 11 0 20 actual working days for
Permanent workers
Maximum entitlement of
earned leave in a year is
20.
Carry forward maximum 60

days and above which can
be encashed at the end of
the year
Half day Half day salary deduction to
1003
lop employee
Leave
Full day salary deduction to
without 1004
employee
pay
MANUAL When employee works on a
Comp-off 1005 12 QUOTA public holiday or week off
CREATION then comp of is applicable

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Absence Absence Min Max

Absence Rules
type quota entitlement entitlements
to employee, Comp off will
be generated to employee
manually in SAP.
Note: Absence types are linked to their respective absence quotas in SAP system.
So that employee can utilize leave quota by applying the respective leave in SAP system.
4.5. OVERTIME PROCESS
AS IS
Overtime hours are captured from external (Biometric) time recording system and
accordingly overtime will be paid to employee through payroll
Overtime calculation for Shree malani staff employees
Basic / Monthly working days / 8 HRS * 2
Overtime calculation for Centuary staff employees
Basic / Monthly working days / 8 HRS * 1.5
Overtime calculation for Centuary permanent workers
Basic + FDA + VDA / Monthly working days / 8 HRS * 2
To be
Overtime will be calculated automatically in sap system, overtime hours will be

captured from time events 2011 and accordingly overtime will be paid to employee
through payroll system
Overtime calculation for Shree malani staff employees
Basic / Monthly working days / 8 HRS * 2
Overtime calculation for Centuary staff employees
Basic / Monthly working days / 8 HRS * 1.5
Overtime calculation for Centuary permanent workers

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Basic + FDA + VDA / Monthly working days / 8 HRS * 2
4.6. TIME EVALUATION
Time evaluation is a process used to process & evaluate employee time data
(planned/recorded) and accordingly generate outputs based on defined business rules.
The output of time evaluation could be time accounts generation. Based on the post
processing the output can be available for information & input to payroll for any
payments or deductions processing.
4.6.1. TIME ACCOUNTS (LEAVE ENTITLEMENTS AND ENCASHMENT)
SAP time accounts are further classified as absence and attendance quotas which
concern employees’ absence entitlements and attendance. With respect to Shree
Malani Group the focus would be on absence quotas. Absence quotas are processed
using info type 2006.
The following features are possible to manage and administer time accounts
 Time accounts can be accrued and deducted online. Default values can be
defined to simplify data entry
 Time accounts are defined individually for each quota and employee with regard
to the quota amount, the validity period, and the deduction period
 Online checks of the existing time credit ensure that time accounts are deducted
in a controlled manner
 Time accounts can be deducted over and above the entitlement until specified
limits are reached
 When time accounts are deducted, the system takes account of specified
deduction sequences in relation to the quota type, the validity period, and the
deduction period
 Time accounts can be administrated in days or hours
 Absence entitlements can be accumulated automatically
 Absence entitlements can be compensated financially
4.6.2. GENERATING OR ACCRUING ABSENCE QUOTAS
 Absence quotas can be automatically generated based on organizational policies

and rules using various functionalities provided by sap. Varied process scenarios
such as the leave or vacation year, after confirmation of service, pro-rata
calculation due to mid-month joining/leaving, credit in advance or earned basis,
etc. Can be incorporated.

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 Specification of default values when creating records for the absence quotas info
type (2006)
 Absence entitlements can be maintained manually in the absence quotas info

type (2006). The system automatically calculates default values, which can be
accepted or overwrite.
 This procedure is particularly recommended in the case of hiring a new employee

or the first instance of leave entitlement.

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4.6.3. AUTOMATIC GENERATION IN TIME EVALUATION
 Time evaluation is a program which evaluates the time data and accordingly
gives a specific output as per specified rules. Absence quota generation is one
of the several outputs.
 This procedure is particularly suitable if it is required to determine absence

entitlements on the basis of times worked or if the entitlements are updated
monthly, for example. It is also possible to apply rules specific to carry over to
the next year.

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4.6.4. TIME EVALUATION PROCESS:
INPUT DATA PROCESSING OUTPUT
Employee in SAP
PA
Payroll
Inputs
Card no. assigned

to personnel is
maintained in IT-
0050 Leave Quota
Generated
Time
Evaluation
Assignment of shift
schedule in IT -07,
Master Data
Updating
Time Management
Leave / OD Info IT Quota

2001/IT 2002
updated
Updating shift
deviations in IT -
2003
Attendance Data Reports

(Clock-in and Clock-
out Data from
Interface)
Manual Entries for

rectifications

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TIME MANAGEMENT INFO TYPES
Sequence Name of the info Info type Field name

No type number
Work schedule rule,
Time management status,
working time of daily,
01 Planned working 0007 weekly, monthly and
time annual working hours
along with weekly working
days,
Employment percentage-
(100 %)
02 Time recording 0050 Time recording id number

info is maintained
Time events info type is

03 Time events 2011 used to maintain time –in,
break – in, break-out &
time - out.
Type of leave , absence
hours , absence days,
04 Absence 2001 Calendar days &
Quota used.
Attendances info type is
2002 used to store special
05 Attendances attendances for the
employees
Leave sub type
Absence quota 2006 Quota number,
06 Deduction period

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BUSINESS PROCESS DIAGRAMS
ORGANIZATION STRUCTURE CONSIDERATIONS
 Flexible planned working timings are mapped
MASTER DATA CONSIDERATIONS (INCLUDING ALL RELEVANT DATA RELATIONSHIPS)
Please find enclosed master data templates to be uploaded in info types:
Sequence Name of the info Info type Master data

type number template
No
1 Planned working time 0007
IT0007.xlsx
2 Time recording info 0050
TIME RECORDING
ID.xlsx

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Sequence Name of the info Info type Master data

type number template
No
3 Absences 2001
LEAVES DATA.xlsx
4 Absence quota 2006
LEAVE QUOTA.xlsx
SYSTEM CONFIGURATION CONSIDERATIONS
No. Description
Work schedules (holiday calendars, daily work schedules, period
1
work schedules)
Attendances and absences types specific to organization or
2
entities
3 Absence quota types and generation rules
TECHNICAL/DEVELOPMENT RELATED ITEMS (WRITE) FOR PROCESS
 Attendance report
 Leave calculation report
REPORTING (OPERATIONAL AND ANALYTICAL)
SAP standard reports:
S. NO TRANSACTION CODE DESCRIPTION

1 PT03 DISPLAY WORK SCHEDULE
2 PT63 PERSONAL WORK SCHEDULE
3 PT_DSH20 DAILY WORK SCHEDULE
4 PT90_ATT ATTENDANCES: CALENDAR VIEW
5 PT91_ATT ATTENDANCES: FOR MULTIPLE EMPLOYEES
6 PT65 GRAPHICAL ATTENDANCE/ABS. OVERVIEW
7 PT90 ABSENCES: CALENDAR VIEW
8 PT91 ABSENCES: FOR MULTIPLE EMPLOYEES

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S. NO TRANSACTION CODE DESCRIPTION

9 PT_QTA10 ABSENCE QUOTA INFORMATION
10 PA71 FAST ENTRY OF TIME DATA
11 PT50 QUOTA OVERVIEW
12 PT_QTA00 GENERATE ABSENCE QUOTA
The entity wise time data reports requirements:
 Attendance report
 Leave calculation report
INTERFACES
An interface required for uploading the data of time machines to sap
DATA CONVERSION / HISTORICAL DATA
Description of objects / Data conversion Ref.

S. No. data to be converted method Number
None
ENHANCEMENTS
None
OUTPUT (E.G. FORMS)

None
WORKFLOW
None
AUTHORIZATION
Depending on the user’s assignments at various legal entities in each group, the
required authorization will be provided. This section shall be dealt with separately
during the realization phase once the business processes and transactions are
finalized.
A detailed authorization matrix including all possible roles will be defined during
Authorizations will be prepared and rolled out during the final preparation phase.

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5. PAYROLL
Payroll is used to calculate the remuneration for work done for an employee. Payroll
does not just involve the calculation of remuneration, but consists of a variety of
processes that are becoming increasingly important due to the employer’s increased
responsibility to supply benefits and medical welfare. This document covers the
processes related to payroll & claims in shree malani group. The document shall
explain the payroll process.
The payroll enables one running of the payroll for all employees in line with Indian
legal and business requirements.
The components use data from other areas of sap hr for calculating all statutory and
non-statutory additions and deductions for your employees. Sap hr payroll India offers
a number of standard reports used in payroll, leave, advance payments and taxation.
SCOPE
The following Units are within the scope of sap implementation
Entities
Shree Malani foams private limited
Century fibre plates private limited
REQUIREMENTS/ EXPECTATIONS
Devise a payroll-processing schedule that allows you ample time to process the payroll
and to correct detected errors before employees receive their paychecks.
GENERAL EXPLANATIONS (AS-IS) PROCESS FOR CREATION / MERGER/ CLOSURE:
Payroll involves performing many tasks to ensure accurate and timely paychecks, tax
and record-keeping compliance.
Requirements/expectations
Current process as-is process:
The payroll is processed at different periods covering all the locations of shree malani
foams private limited and century fibre plates’ private limited and the different manual
procedures to run the payroll process and make the payment for the employees.

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Here salary is processed from head office and disbursed to branches and then to the
employee’s respective accounts.
Expectations
To-be process:
In sap, the payroll program is run at a specific point in time, not only to calculate an
employees’ basic remuneration but also any special payments, overtime payments or
bonuses that must be effected for the period in question. Before the cut-off date all
required final component will be updated in the sap by an authorized user.
Payroll area is defined by a group of employees for whom payroll should be run
together, and at the same time. Payroll can be run separately for different employee
groups, using different payroll areas. However, employees who belong to different
company codes can be grouped in the same payroll area.
Payroll period is the name given to the interval for which payroll runs such as weekly
or monthly (here monthly). The payroll period is specified by an interval from a start
date to the end date. The payroll period of shree malani for all locations is monthly.

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5.1. PAYROLL PROCESS
Employee joins the Employee Particulars

Organisation are Updated
Employee
Master Data
NO -
Print Payslips of the Make
Simulated run for Simulated Payroll Run Necessary
Verification Corrections
Simulation Run
OK?
YES
Release Payroll
(Lock the Master Data
from Rectification)
Start Payroll
Actual Posting to
Payroll Processing Print Payslips
Accounts
YES
Simulation Run
Check Payroll Results Bank Transfer
OK?
Errors/
Simulation of Posting
Inaccuracies/ NO EXIT PAYROLL
Run
Inconsistencies ?
YES Payroll Reports
Release for Correction
Correct the Payroll

Related Master Data

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5.2. PAYROLL AREA
A payroll accounting area (which is often abbreviated to payroll area) containing

employees for whom the payroll runs at the same time.
The payroll area fulfils two functions that are necessary for payroll:
 It groups together employee numbers that are to be processed on the

same date.
 It determines the exact payroll period.
Capture the following payroll areas in the system:
Payroll area Payroll area text
Shree Malani –staff

SS
Centuary – staff
CS
Centuary-permanent workers
CW
5.3. CONTROL RECORD
One control record exists for one payroll area, which is used to control the payroll
process, master data correction.
The control record has the following functions in payroll:
 IT determines the current payroll period for the exact date.

 IT defines the payroll past for the retroactive accounting recognition.
 IT locks the master data and the time data to prevent changes from being made
during the payroll run.
 This lock is valid for the payroll past and the payroll present. Changes which
affect future can still be made.
 IT determines the earliest retroactive accounting period.
5.4. ESG for CAP
The collective agreement provisions (CAP) grouping are required for indirect valuation
of wage types in the basic pay info type (0008). ESG for CAP will be maintained as 3
for salaried employees.

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5.5. ESG for PCR
The employee subgroup grouping for the personnel calculation rule is required in
payroll accounting. ESG for PCR will be maintained as 3 for salaried employees.
5.6. Pay scale type
None
Expectations
To-be process:
Pay scale type can be single pay scale type or multiple based on divisions, layers of
management. Pay scale type can also be mapped to the job responsibilities which
mark a major difference in pay scales of the employees. For shree malani group this
will be defined based on the groups of employees.
In this step you can set up your enterprise's pay scale types. The basic pay info type
0008 is derived from the pay scale type. Here you can specify the collective
agreement maintained for your industry
Pay scale type code Pay scale type text

01 Shree malani –Staff
02 Centuary – Staff
03 Centuary- Permanent workers
04 Directors
SYSTEM CONFIGURATION CONSIDERATIONS
It is a two digit code with reason text

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5.7. PAY SCALE AREA
None
Currently the payroll process is running for all locations at their respective head office
Pay scale area code Pay scale area code

01 Shree malani- Head office
02 Shankarampet ( Unit 1 )
03 Centuary – Head office
04 Bollaram( Unit 1 )
05 Kazipally ( Unit 2 )
06 Bhubaneswar ( Unit 3 )
It is a two digit code with reason text
5.8. PAY SCALE GROUPS AND LEVELS FOR SALARY STRUCTURE
Current process
As-is process:
None
Expectations
To-be process:
For Shree Malani and Centuary staff salary structure is similar and Centuary
permanent workers salary structure is different.
In the system pay scale groups are identified by using a certain naming convention.
I.e., it is the combination of employee group code & employee sub group code

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GENERAL EXPLANATIONS
Pay scale groups and pay scale levels are the criteria used to classify data to describe
the scales in organization. Pay scale levels are subdivisions of pay scale groups. Pay
scale groups and levels can be defined per pay scale type, pay scale area.
NOTE: Shree malani team yet to provide the data
5.9. ALLOWANCE GROUPING
Current process as-is
None
Expectations to-be process:
Wage type structures and groups:
Wage types are used to differentiate between monetary amounts or time units that
are used in different ways to calculate the employee's remuneration
The salary heads are represented by wage types. A wage type can represent a
payment or a deduction. Wage types are divided into two main groups:
A. Primary wage types also referred to as a dialog wage types, users can enter
them into info types.
B. Secondary wage types are technical wage types generated by the system during
payroll.
SAP uses the wage type group concept to group wage types that have the similar
characteristics with regards payroll accounting.
Example wage type groups are:
0008 - Basic pay

0014 - Recurring payments / deductions
0015 – Additional payments
Pay scale groupings for allowances determine the groupings used to select

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employees based on their eligible compensation structure, value of compensation

and payroll processing.
To achieve this, each pay scale grouping is assigned to a combination of pay scale
level, pay scale area, pay scale type, pay scale group and employee subgroup
grouping for collective agreement provision (ESG for CAP).
These groupings determine the eligibility of the employees for various allowances,
reimbursements and perks.
For shree malani group staff employees has same salary structure, directors has one
salary structure and permanent workers has different salary structure.
5.10. PAYMENTS
The payments tab documents all the payments that will be made to employees through
the system. The following is a brief description of the columns that will directly affect
payroll:
ESG & PSG
These determine the ability to enter a wage type into the system against an employee
–refer to groupings, above.
Basic info types IT0008, IT0014, IT0015, IT0267, IT2010, and IT2001
These columns indicate the basic info types into which payment codes will be entered.
Each info type is designed for a specific function, as follows:
IT 0008 basic pay:
Any payments that are considered part of basic salary or affect calculations such as
overtime/ leave calculations. These payment codes are paid each pay period and
usually do not change often. E.g. Monthly basic salary, packaged bonus etc.
IT0014 Recurring payments/deductions
Any payment codes that are paid on a regular/ periodic basis e.g. every month or
every 2nd month. These payment codes can be designed to reduce based on new hire
dates/ termination dates and unpaid leave, e.g. Car allowance.

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IT0015 Additional payments:
Any payment codes that are paid on an ad-hoc/ once off basis in the regular pay-run
– e.g. Once-off bonus/ performance bonus
IT0267 additional off-cycle payments
As above (IT0015), but made outside of the regular pay-run (off cycle run) – e.g.
Expense reimbursements, bonus payment etc.
IT2010 employee remuneration info
Any time related payments such as overtime payment codes, meal allowance, shift
allowance.
IT2001 absences
Any leave type – e.g. Annual leave, sick leave etc.
Amount/ number unit
Indicates whether the wage type will be entered as an amount, or as a number/ UNIT
calculation. E.g. A commission/ bonus payment is usually entered in as an amount,
but overtime is entered as number of hours multiplied by an hourly rate
Valuation
These columns will indicate how the valuation is done for the particular wage types.
5.11. PRORATING RULE
Indicates the prorating rule that will be used to reduce the amount paid of the wage
type, based on new hire date, termination date and unpaid leave. Refer to ‘prorating
or factoring’ worksheet for descriptions.
PRORATING RULES
This method of pro rata calculating actual payment is referred to as ‘factoring’. The
factoring method is more accurate than the usual rate- based reduction calculation,
which calculates a rate (such as daily rate), multiplies this by the number of days
worked and then reduces payments on this basis of calculation. Factoring instead
multiplies an amount by a ratio, such as the number of days that be paid / the number
of days if the employee worked the full period.

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A summary of pro-rating factors (rules) is as follows; details are in the configuration

worksheet
PRORATION RULE (FACTOR) 1 – CALENDAR DAYS:
Client requires allowances to be pro-rata by calendar days, i.e. No. of calendar days
worked / No. of calendar days in the month.
For example:
New hire employee, hired mid-month on 21st April 2018, with basic salary of INR
15000 per month.
10 calendar days, 30 total calendar days in the month of April 2018.

Factor (/801) = 10 / 30 = 0.33
Pro-rata basic salary for May = INR 15000 * 0.33 = INR 5000
For accuracy on prorated amount, Shree Malani will multiple with fixed factor for
computing total days to be paid included decimals.
Factor (/801) = 10 * (100000)/ 30 = 33333.33

Pro-rata basic salary for May = INR (15000 * 33333.33)/100000 = INR 5000
Proration rules for HRA (Permanent workers)
If lop more than two days then proration is applicable otherwise no proration
Proration rules for Attendance bonus (Permanent workers)
If any kind of leave (paid or unpaid) more than 1 day, attendance bonus will not be
paid
If half day or one day loss of pay, attendance bonus will not be paid
5.12. REGULAR PAYMENTS
As-is process:

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Shree Malani and Centuary-Staff
Basic
HRA
Conveyance
Special allowance
Mobile allowance
Medical allowance
Permanent workers
Basic
FDA( Fixed dearness allowance )
VDA ( Variable dearness allowance )
HRA
Tea allowance
Night shift allowance
Attendance bonus
Incentive

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Permanent workers
CMA ( Cycle maintenance allow )
Expectations
To-be process:
These are the salary break-up components an employee is going to get in every
month.
All salary components are represented as wage types in SAP. Each wage type is
identified by 4 digit character.
Following are the different regular paid wage types to the employees
depending on their employee group and employee subgroup:
Wage types for Shree Malani & Centuary staff are as follows:
Wage type code Regular payments Description

1000 Basic pay Basic is paid to all the
employees, and It is paid
on a monthly basis
through payroll. Basic pay
is automatically
populated.
1001 HRA HRA is paid to all the

employees, and It is paid
on a monthly basis
through payroll. HRA is
automatically populated.

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1002 Conveyance Conveyance is paid to all
the employees, and It is
paid on a monthly basis
through payroll.
Conveyance is
1003 Special allowance Special allowance is paid

to all the employees, and
It is paid on a monthly
basis through payroll.
Special allowance is
1004 Mobile allowance Mobile allowance is paid

to all the employees, and
It is paid on a monthly
basis through payroll.
Mobile allowance is
1005 Medical allowance Medical allowance is paid

to employees who are not
eligible for ESI, and It is
through payroll. Medical
allowance is automatically
populated.

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1006 Bonus Bonus is paid to
employees whose basic is
below 21000, and It is
through payroll. Bonus is
Wage types for Centuary permanent workers as follows
1007 FDA( Fixed dearness allowance ) FDA is paid to all the

employees, and it is
paid on a monthly
basis through
payroll.
FDA is automatically
populated
1008 VDA ( Variable dearness allowance ) VDA is paid to all the

employees, and It is
paid on a monthly
basis through
payroll. VDA is
automatically
populated.
1009 Tea allowance Tea allowance is

paid to all the
paid on a monthly
basis through
payroll. Tea
allowance is
automatically
populated.

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1010 Night shift allowance Night shift allowance

is paid to
paid on a monthly
basis through
payroll. Night shift
allowance is
automatically
populated.
1011 Attendance bonus Bonus is paid to

employees and It is
paid on a monthly
basis through
payroll. Attendance
bonus is
automatically
populated.
1012 Incentive Incentive is paid to

all the employees,
and It is paid on a
monthly basis
through payroll.
Incentive is
automatically
populated.
1013 CMA ( cycle maintenance allow ) CMA is paid to all

the employees, and
It is paid on a
monthly basis
through payroll.
CMA is automatically
populated.

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1014 Washing allowance Washing allowance
is paid to all the
paid on a monthly
basis through
payroll. Washing
allowance is
automatically
populated.
5.13. IRREGULAR PAYMENTS
These are the salary components which will be paid every month or on period basis,
or whenever needed from the employee’s salary
Wage Irregular payments Description

type
code
2001 Other earnings Apart from regular components, if any payment has to make for an
employee, other earnings can be used and It is paid on irregular basis
through payroll. Other earnings is maintained by user.
2002 Bonus Bonus is paid to permanent workers and It is paid on irregular basis
through payroll. Bonus is manually maintained by user
2003 Exgratia Exgratia is paid to permanent workers and IT is paid on irregular basis
through payroll. Exgratia is manually maintained by user.
2004 LTA LTA is part of CTC and is maintained by user
2005 Leave salary Leave salary is part of CTC and is maintained by user
2006 Gratuity Gratuity is part of CTC and is maintained by user
2007 SODEXO SODEXO is part of CTC and is maintained by user
2008 Driver allowance Driver allowance is part of CTC and is maintained by user
2009 Food allowance Food allowance is part of CTC and is maintained by user
2010 Miscellaneous payments Apart from regular components, if any payment has to make for an
employee, Miscellaneous payments can be used and It is paid on
irregular basis through payroll. Miscellaneous payments is maintained
by user.
5.14. DEDUCTIONS

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The deductions tab documents all the non-statutory deductions that will be made from
employees through the system. The following is a brief description of the columns
that will directly affect payroll:
ESG & PSG
These determine the ability to enter a wage type into the system against an employee
–refer to groupings [PSG & ESG] for further information.
IT0014, IT0015, IT0057, IT0267
These columns indicate the basic info types from which deductions can be made:
 IT0014: Any deduction codes that are taken on a regular/ periodic basis – e.g.
every month, or every 2nd month. These deduction codes can be designed to
reduce based on new hire dates/ termination dates and unpaid leave. E.g.
Housing loan.
 IT0015: Any deduction codes that are taken on an ad-hoc/ once off basis, in
the regular pay-run – e.g. Laptop deduction
5.15. STANDARD DEDUCTIONS
PF, PTAX, ESI, income tax and loans are calculated through payroll
Below are the system generated wage types which are common for all the three
entities
Wage Statutory deductions Remarks

Type
/3F1 Provident fund Standard
/3P1 Professional tax Standard
/3E1 ESI Standard
/460
Income tax Standard
/LRP
Regular payment ( loan ) Standard
/3W1
Labour welfare fund Standard

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5.16. COMPANY SPECIFIC WAGE TYPES
Wage type code Company specific deductions

7000 LIC
7001 Advances
7002 Miscellaneous deductions
7003 Canteen deduction
7004 Tea deduction
5.17. PROVIDENT FUND AND VOLUNTARY PROVIDENT FUND
Provident fund (PF) is a statutory contribution scheme applicable to all employees.

Contributions are based on a percentage set by the government. Both the employee
and the employer contribute to this fund.
Pension is a benefit in which an employee receives regular payment from the employer
after retirement or termination provided he or she meets the eligibility criteria. In case
of the employee death, a person nominated by the employee continues receives
regular payment. In both cases, this is a life time benefit where the recipient continues
to receive a pension until death.
The employer PF constitutes 8.33% of PF or 1250 which is lower goes towards pension
and the rest goes to PF trust.
The contribution to pension is deducted from the employer’s contribution to PF.
Employee deposit linked insurance (EDIL) is an insurance payment that is linked to
the average balance in the provident fund account of an employee. The amount is
payable to employee nominee or legal heir in case of the employee’s death.
EDLI contributions are made only by the employer and are applicable to all
establishments covered under the provident fund act with the exception of
establishments exempted by government notification.
There are three types of PF trusts:
 Excluded trust, where no contributions are made towards EDLI, EDLI

administration or pension. The entire contribution is made to the trust in the
form of provident fund.
 Exempted trust, where EDLI, EDLI admin and pension (8.33%) are contributed
to the government. Provident fund is maintained by a trust other than regional
provident fund commissioner (RPFC).

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 Regional provident fund commissioner (RPFC) trust, where all the contributions
are made to the government.
Based on the type of trust, contribution towards PF, pension and EDLI may vary.
Contributions for employee and employer are 12% and 12% respectively.
Contributions are made monthly and percentages are statutory.
Contributions for employee and employer are 10% and 10% respectively.
Contributions are made monthly and percentages are statutory for coir location.
REGISTRATION NUMBER
The employer PF registration number identifies the employer for the payment of
contributions to the EPF office.
Shree malani and centuary maintains below trust codes for employees.
Fund
Fund /trust Fund /trust PF reg
type code name number Pension reg number Remarks
4 char 40 char 20 char 20 char
RPFC,
RPFC RPF1 Hyderabad
RPFC,
RPFC RPF3 Hyderabad
Shree malani and centuary needs to maintain the RPFC trust, pension trust and the
respective id in IT0587 for all the employees and this will ensure that the system
computes the employee PF and employer PF.
RPF1 Trust is applicable for all locations.

RPF3 Trust is applicable to production coir
EDLI rates as per RPFC exemption guidelines.
Note: Voluntary provident fund is not mandatory for all employees.
ARREARS OR RETROSPECTIVE PROVIDENT FUND
When arrears are paid to an employee, system determines the contribution amount
to be paid for previous periods by performing retrospective calculation. The system
computes the retrospective provident fund contributions in two ways. These two
methods are:
 Gross carry forward – The system recalculates the provident fundbasis for the
past periods. It carries forward the difference in the provident fund basis for

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each retrospective calculation period into the current processing period, and
sums it up into the current processing period.
 Deduction carry forward – The system recalculates the provident fund
amount for the past periods. It carries forward the difference in the provident
fund amount for every retrospective period into the current processing period,
and then sums it up for the current processing period.
Shree malani and centuary uses the gross carry forward method for calculating
retrospective provident fund contributions. This includes negative arrears based on
unpaid leave wage type input for previous periods, where system will brought forward
the arrears ( Positive or Negative) and adjust with current month basic salary/PF basis,
if the net value is positive, system will compute PF and pension contribution.
Refer configuration worksheet - funds tab for EPF employee, employer, EDIL
admin charges, and EDIL contribution rates. The rates are same as per
statutory.
5.18. PROFESSIONAL TAX
Professional tax is a tax on employment and IT is deducted from the wages payable
to all employees with the exception of certain categories such as disabled and may
vary in different states as per the laws that govern them. IT is a statutory deduction
administered by the state. Deductions are based on the salary slabs for the entire
employees who are specified by the respective state governments or local bodies
(authorities).
Professional tax groupings – State, region code, zone & division no, professional tax
registration number and professional tax circle name are required as these appear on
professional tax reports.
Shree malani and centuary needs to maintain IT0588 with subtype 0003 and a check
box marked and send to Itelligence for all the employees as a one-time exercise.
System calculates the PTAX based on the location in which he is hired. Personnel areas
are required as these are assigned to professional tax groupings which determine
employee professional tax liability.
Professional tax rates & slabs differ from state to state and these are advised by
respective state governments from time to time and will be updated by sap as and
when they are released.
For physically challenged employees, professional tax need not be calculated by the
system.
Note: For any arrear payments, system will identify retrospective base earnings and
brought forward to current period and compute PTAX based on total earnings paid in

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this month and latest location. For retro periods, system will not recompute
professional tax, whatever was computed will be retained to avoid re filing and also
operational difficultly in managing reporting as per location.
For Shree Malani all the locations comes under Telangana state slab except
Bhubaneswar location, however Bhubaneswar location PTAX is calculated according to
Bhubaneswar PTAX salary slabs.
Note: in stop pay reprocess scenario, system will compute PTAX based on respective
month payable earnings.
Refer excel configuration sheet ‘professional tax’ for more details
5.19. EMPLOYEE STATE INSURANCE
Employee’ state insurance (ESI) is a benefit provided to any employee earning wages
below inr 21000 to provide for:
 Hospital facilities and out-patient facilities

 Medicines provided by the hospital
 Compensation in case of accident or death
 Leave subject to ESI hospitals or doctors certificate of ill-health
The ESI fund requires contributions from employee and the employer. There are
statutory rates set by the government. These contributions are made on a monthly
basis and remitted to the ESI Corporation by the employer who deducts the employee
contribution from his or her salary or wages.
For this IT588 should be maintained as one time exercise during the hiring of an
employee.
Personnel area and sub area groupings for employee’ state insurance (ESI) are used
to group all the personnel areas and sub areas that have the same ESI reference
number.
Shree Malani and Centuary does have employees earning wages below inr 21000 and
hence ESI is applicable.
Two cumulation wage types are used for ESI –
 ESI basis wage type (/112) - This is the actual ESI basis. This includes loss
of pay and overtime. This wage type is used for calculating the ESI contribution.

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 ESI nominal basis wage type (/113) - This wage type does not take into
account loss of pay or overtime. Eligibility for ESI is calculated on the amount in
this wage type.
Columns x and y in the ‘payments’ sheet of the blueprint worksheet determine which
wage types will be added up to these two wage types.
An employee is eligible for ESI only if,

 Other statutory deductions info type (0588) subtype ESI (0001) record exists
for the employee.
 ESI nominal basis of the employee is less than or equal to the ESI eligibility
limit set by the government (currently inr 21000 per month).
For all eligible employees, the ESI contribution is calculated on the ESI basis. Employee
makes a contribution of 1.75% of the ESI basis. Employer makes a contribution of
4.75% of the ESI basis.
If the average wage per day of the employee is less than or equal to the min. Avg.
Wage per day limit set by the government ,system calculates only an employer ESI
contribution of 4.75% of the ESI basis.
If the employee is eligible for ESI in any one month of the ESI contribution period,
then the employee is eligible for all the subsequent months in that contribution period.
Note: for any arrear payments, system will identify retrospective base earnings and
brought forward to current period and compute ESI based on total earnings paid in
this month. The arrears include only if it is positive.
5.20. INCOME TAX
All employers are required by law to submit income tax department an annual return
giving details of rewards of service that the employer has borne in respect of the
services of an employee during the relevant year.
PSG
The personnel area/ sub areas for tax to group employee who belong to the same tax
office circle
PAN and TAN number
The employer tax reference number identifies the employer for the payment of
contributions to the tax office.
The company code records the company that the employer reference number above
is assigned to.

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There are 2 methods of income tax computation:

 Actual basis
 Nominal basis
Actual basis:
We project the income for the year based on the actual salary received by the
employee in a month. E.g.
Employee a's salary is 10000 per month

In April - the annual projected salary will be 1, 20,000 INR
In May due to loss of pay, the salary becomes 5,000 INR
Annual salary in the month of May for computation of tax is
10000 (of April) + 5000 (of May) + 50000 (5000* balance 10months) = 65,000 INR
The computation of annual income and tax for the year gets normalized in the next
period
In June there is no loss of pay. Hence his annual salary for tax computation will be as
follows:
10000(of April) + 5000(of May) + 10000(of June) + 90000 (10000 *9 months) = 1,
15, 000 inr
Nominal basis
The above example shall be processed as follows for annual salary computation for
May should be
10000 (of Apr) + 5000 (of May) + 100000 (10000 * 10 months) =1, 15,000 inr (unlike
65,000 inr as in actual basis)
Shree malani group follows the nominal basis for tax computation.
5.21. ADVANCE PAYMENTS (SALARY ADVANCE)
Currently both the entities have salary advance paid as loan.
A process is to be run for all the employees who have taken the loan in every
month so that the loan installment gets deducted from the employee’s salary
and then the payroll is run.

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Expectations
To-be process:
Company loans are offered to employees across Shree Malani and Centuary
Hence IT 0045 and IT 0078 is applicable
Loan types need to be configured as Interest free, installment loans.
Loan code Loan description

9001 Salary advance loan
9002 Marriage loan
9003 Child education loan
9004 Medical loan
This component is used to manage the details of a loan that is provided by the
company to an employee. This include salary advance loan, marriage loan, child
education loan, medical loan etc. An interest amount is not charged on these loans
and employee salary is considered as a security for this loan.
Loans info type 0045 – enter the information on a company loan, IT contains loan
approval date, loan amount, and installment etc. You maintain loan type’s information
as subtypes for info type 0045 loans. There is a sequential number that is assigned to
each loan. In a sap system, you can use the combination of a loan type and a
sequential number to uniquely identify every loan and hence this allows you to create
multiple loans of the same type for an employee.
5.22. GRATUITY
The process has been maintained as per the gratuity norms and gratuity is part of
CTC.
Expectations
To-be process:

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Gratuity is calculated as per the government norms, which is paid at the time of full
and final settlement gratuity calculation [(current basic*15/26/12)*no of years]
(number of years means that employee service in the company must be equal to 4
years and 240 days or more).
It is defined as a statutory benefit provided to an employee by his employer for his

association with the company. The
Gratuity can be configured based on the following rules:
Payment of gratuity act, 1972: as per this, a minimum amount that an employer has
to contribute for this component is 4.81% of the base salary of the employee. As per
the company policy where the benefits are better as compared to the gratuity act.
Personal ids 0185 gratuity for India subtype 03: this is used to maintain the employee
personnel id number for gratuity and the name of the trust to which you are
contributing for employee gratuity.
5.23. ABSENCE VALUATION
The absence data is maintained and calculated manually
Expectations
To-be process:
Absence valuation helps to identify how employee absence days should be treated in
payroll.
Based on the absence days, corresponding wage component amount will be prorated
and according salary will be paid.
Leave type Paid /unpaid

Casual leave Paid
Earned leave Paid
Loss of pay Unpaid
5.24. LEAVE ENCASHMENT
Shree malani and centuary earned leaves will be encashed at the end of the year

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Business Blue Print
Leave encashment formula: Basic / 30 days * no: of days (earned leaves)
Example: Employee whose basic pay is 5000 and no: of days to compensate are 2
EL’s
According to the formula: 5000/ 30 * 2 Days
Leave encashment = 333.333
Leave encashment details are maintained IT 0416 time quota compensation, need to
select earned leave encashment method and enter no : of days to compensate and on
which day we need to pay that amount , and leave encashment days will be processed
through payroll and paid to employee in the respective month salary .
5.25. RETRO
After payroll process any master data changes occurred for the employee are captured
by the system and the same is processed by the system automatically and the
calculation of respective components are processed accordingly.
The payroll values are maintained for both the period i.e., Payroll processed before
correction and payroll processed after correction.
5.26. ROUNDING
Individual wage types are not rounded. Net pay amount is rounded to the nearest 2
decimal points. For example,
Example: Net pay - 10,025.3467 will be rounded to 10,025.35.

Example: Net pay - 10,025.3437 will be rounded to 10,025.34.
All statutory contribution amounts will be rounded to nearest 2 decimal points.
Example 1: If employee net pay is 10025.45, it will be rounded to 10025

Example 2: If employee net pay is 10025.55, it will be rounded to 10026
System will generate two technical wage types to hold round off value and adjust in
subsequent months and also include in GL posting for balancing purpose.

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/ROA Rounding off adjustment

/ROR Recovery of round off amt
5.27. INDIA SPECIFIC INFO TYPES
Info type Explanation Remarks

Basic pay includes wage types
which are valuated indirectly
and/or can be included in the
basis of valuation and/or can be
reduced in the case of unpaid
absences or entries/withdrawals
Basic pay (IT0008) during a month.
This component consists of the

fixed wage and other salary
elements and is paid to the
employee for each payroll
period. The details are entered
in the basic pay (0008) info
type.
In the info type recurring
payments/deductions (0014),
you can save amounts for a
certain wage type that are to be
Recurring payments / repeatedly paid out or withheld
deductions (IT0014) via payroll. 'Recurring
payments/deductions' are
additional wage elements that as
a rule are not paid out/withheld
in every payroll period, but
according to a fixed periodicity,
unlike 'additional payments'.
Wage types that are paid
irregularly and therefore are only
entered when needed, are stored
in the additional payments info
Additional payments (IT0015) type (0015).
5.28. INDIA SPECIFIC PAYROLL INFO TYPES:

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Info type Explanation Remarks

Info type 0580 captures employee’s previous employment tax Indian specific info
Previous employer details. type for payroll
tax details (IT
0580)
This info type capture employee’s housing details. Housing (HRA Indian specific info
/ CLA/ COA). This info type captures if the employee is using own type for payroll
House rent house or rented or company.
allowance
(IT 0581) This component is used to maintain information about an
employee accommodation. This is used to calculate tax
exemptions and to check perquisite applicable on a housing
benefit.
While updating or creating a housing record using the housing
(HRA / CLA / COA) under info type (0581), the system
dynamically updates the basic pay info type (0008) with the new
or changed wage type for housing.
The MDA subtype of the exemptions info type (0582) stores the Indian specific info
details of the bills submitted as proofs for medical exemptions. type for payroll
Exemptions – This includes the details of proofs submitted for insurance.
subtypes MDA
(IT 0582)
This info type stores for an employee the details of the Indian specific info
conveyance type, car and driver for the different car schemes. type for payroll
Car & conveyance
(IT 0583) This component is used to process the exemption on conveyance
allowance. The details are maintained in car and conveyance info
type (0583).
This info type stores the employee’s details of income from Indian specific info
sources, other than that from the employment, for the current type for payroll
financial year. There are two subtypes to this info type:
 Subtype 0001 - income from house property

 Subtype 0002 - income from other sources
Income from other If an employee chooses to declare income from sources other
sources than that from the current employment, you must maintain the
(IT 0584) income details in this info type.
This object stores the provident fund information of an employee. Indian specific info
This component helps you create and maintain information on type for payroll
employee provident fund. Provident fund is a statutory
contribution, and consists of two parts: - both, the employee and
the employer, contribute a fixed percentage of the PF basis
towards a provident fund.
The minimum percentage contributed is as specified by the

Provident fund authorities. Contributes a fixed percentage of the PF basis towards
contribution the pension fund of an employee. The minimum percentage
(IT 0587) contributed is as specified by the authorities.

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Business Blue Print
Professional tax:
Professional tax in a sap system is defined as
Other statutory the tax calculated on the employee salaries.
deduction ( IT Professional tax is also defined as the tax
0588 ) applied by the state government on profession,
trades, employment, etc.
Employee state insurance (ESI):

Other statutory Employee state insurance is one of the other
deduction( IT statutory benefit type that has been provided to
0588) employees of a company. ESI
ESI, professional tax, and LWF
Contribution includes deduction/contribution
labour welfare fund (LWF) are a
component of compensation
provided to promote the welfare
of labour in the state.
Employees who are eligible for
LWF contribute a statutory In case there are other statutory deductions
amount to the LWF fund. info type 0588 and subtype ESI (0001) record
exists for the employee, then an employee is
considered as eligible for ESI.
Labour welfare fund (LWF):

Like employee state insurance, LWF is known as
the statutory contribution towards welfare of
the employees. LWF contribution and frequency
of contribution is decided by the state authority.
The LWF (labour welfare fund) details are
maintained under other statutory deductions
info type 0588 and LWF subtype 0002.
Long term This info type is used to
Indian specific
reimbursements maintain long term
reimbursement claimed by the
(IT 0590) Info type for payroll
employees
This info type stores the
nomination details of employees
for the following benefits:
Nominations (IT
0591) · Gratuity
· Provident fund
· Pension Indian specific info type for payroll
5.29. BANKING
This section covers brief description of all the bank accounts that employee pay is sent
from.
Though most of the employees are paid through bank transfer, some employees will
be paid through bank cheques (applicable for new hires)
All employees in India will use Union bank account. All dispersion of net payment will
only be in INR.

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Itelligence will create below bank keys part of initial master data in quality and
production system. For any new bank key creation, shree malani group will create a
ticket and Itelligence will create before including in employee assignment part of
IT0009.
For IFSC/MICR code, Itelligence will use bank key field in IT0009, the same will be
used for reporting, one of the key field in salary disbursement for employee’s bank
account.
5.30. POSTING TO FI
The payroll results contain information that is relevant for finance module. For this
reason, they must be evaluated for posting to fi module. The posting to fi module
component performs this task. It is the interface between payroll and FI. It helps
to: -
 Group together posting-relevant information from the payroll results
 Create summarized documents, perform the relevant postings in the
Accounting components, the payroll component creates payroll results for each
payroll period.
FINANCIAL ACCOUNTING (FI)
Financial accounting illustrates all business transactions in the enterprise using

postings to the relevant accounts. Posting to accounting provides the necessary data
for the following components in financial accounting: general ledger accounting (fi-
GL), accounts payable (FI-AP), accounts receivable (FI-AR) we will use the accounting
interface (ac interface) to directly post the documents created to the accounting
components. We can access information on the creation and processing of posting
runs at any time using status management and the history. By selecting the payroll
results, you prevent them from being evaluated twice.

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Business Blue Print
Begin
Update Master Data
Release payroll for month
Run the actual payroll for the Release for correction

month
Satisfied? No
Yes
Run the Pre-DME program
Run the DME program
Exit payroll
Post payroll results to FI
End
5.31. FUNCTIONS AND EVENTS (TO-BE)

Sap
Work step Description Performed by
transaction/function
Payroll related Payroll related data(like End user PA30
master data is salary, statutory details)
maintained are maintained in this
module
Execution of payroll Payroll is executed in end user PC00_M40_CALC
test & live mode
Posting Once the payroll results end user PC00_M99_CIPE
are correct, postings are
done
Post payroll activities Challan mappings, form End user PC00_M40_CMAP
16, form 24q. The PC00_M40_F16
reports can be used to PC00_M40_F24Q

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Business Blue Print
Sap
Work step Description Performed by
transaction/function
checked the posted
values
5.32. BUSINESS MODEL
Over all payroll process:
Process Process description Sap functionality Remark

no.
1 Final input This data will be maintained Data will be uploaded
information is or uploaded into sap prior to into sap in basic pay
entered in the sap the payroll run (0008), recurring
payments and
deductions (0014)
and additional
payments info type
(0015)
2 Finalization of Any changes in master data
payroll data of an employees’ are
recorded in the pa module
and are integrated with
payroll.
Other wage types will be
entered in info type 0014
(recurring payments /
deductions) or 0015
(additional payments).

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Business Blue Print
Leave data will be picked up

from the leave info type
(2001)
3 Release payroll Release payroll is performed
in sap to lock the records of
employees for whom payroll
is to be run
4 Run payroll Run payroll in sap
5 Release for In case of any errors in
correction payroll, this has to be
performed and then the
corrections made in master
data or where ever
concerned in sap.
6 Run final payroll Run final payroll.
5.33. AUTHORIZATIONS AND USER ROLES
Depending on the user’s assignments at both legal entities, the required authorization
will be provided. This section shall be dealt with separately during the realization phase
once the business processes and transactions are finalized.
A detailed authorization matrix including all possible roles with defined authorizations
will be prepared and rolled out during the final preparation phase.
5.34. Report requirements/considerations

Below are the sap standard reports for payroll
S. No Transaction code Description Purpose

1 PC00_M40_CEDT Remuneration statement – India
2 PC00_M40_ANN Payroll annual display – India
3 PC00_M40_KTO Payroll account – India
4 S_AHR_61015608 Payments and deductions
5 S_AHR_61015609 Bank details
6 PC00_M40_LJN Payroll journal – India
PC00_M99_CMLI9 Cash breakdown list payment(9)
7 int.
8 PC00_M99_CWTR Wage type reporter
Assign wage types- display g/l
9 PC00_M99_DKON accounts
Paydays on holidays or
10 S_AHR_61015614 weekends
11 S_AHR_61015615 Payday calendar
12 PC00_M40_ESIF ESI form 6 & form 7
13 PC00_M40_SANL Superannuation list
14 PC00_M40_LON1 Loans summary report
15 PC00_M40_LON2 Penal interest batch program
16 PC00_M40_EPF Provident fund reports – India
17 PC00_M40_PFE Provident fund reports – India
18 PC00_M40_EPN PF reports (exempted trust) –

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PF reports (exempted trust) –

19 PC00_M40_PNE India
20 PC00_M40_PTX Professional tax form 5
21 PC00_M40_ESIU Utility program for ESI
This report is used to
generate a list which
shows the employee wise
contribution to the trust
22 PC00_M40_GRY Gratuity listing name on behalf of the
employee.
23 PC00_M40_F24Q Form 24q
24 PC00_M40_CLSTR Payroll results – 40
25 PC00_M40_PFY Program for annual PF reports
Program for annual pension
26 PC00_M40_PNY report
27 PC00_M40_F16 Form 16
28 PC00_M40_F24 Income tax: form 24 for India
29 PC00_M40_F217 Form 217
Below are the custom reports of shree malani and centuary
S. No Transaction code description Description

1 Payment register (Format to be given which shall be
enclosed)
2 CTC report
3 Payslip automated delivery to employee email ID
4 Loan details
5 Attendance report
6 Leave calculation report

Page 122 of 122

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Business Blue Print

SHREE MALANI FOAMS PVT.LTD

SAP S/4 HANA 1610

HUMAN CAPITAL MANAGEMENT

Itelligence & Shree Malani confidential

Itelligence & Shree Malani confidential

3.4.2.2. EMPLOYEE SUBGROUP .....................................................................................41

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5.9. ALLOWANCE GROUPING..........................................................................................95

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DOCUMENT CONTROL RESPONSIBILITIES

REVIEW AND APPROVAL

Approved by Title Signature Date

Itelligence & Shree Malani confidential

Itelligence & Shree Malani confidential

1.1. REQUIREMENTS GATHERING

Itelligence & Shree Malani confidential

This document explains the organizational hierarchy of shree malani group;

2.1. OVERVIEW OF HR ORGANIZATIONAL UNITS

Organizational structure of the company is organization management

 The organizational management component is a comprehensive

Itelligence & Shree Malani confidential

2.1.1. ORGANIZATIONAL PLAN:

I. An organizational plan is a collection of information that provides a

Organizational structure consists of following elements:

A. Organization units (O): Organizational units are one of the objects

C. Positions (S): Positions are the individual employee assignments

D. Persons (P): Holder of a position.

F. Tasks (T): Tasks are individual duties, responsibilities or assignments

G. Work Centres (A): Generally, work centres identify a location where

Itelligence & Shree Malani confidential

Root - Shree Malani Group

Head Office, Units,

2.2. MASTER DATA ELEMENT: ORGANIZATIONAL STRUCTURE

Organizational units are one of the objects that make up an organizational

Organizational unit is a logical, functional grouping of the organization. When

For example Finance Department, Payroll office, Mechanics Workshop, Etc...

One may create many organizational units for a plan.

2.2.1. SCENARIO OVERVIEW

The Organizational structure master record contains information on an

Itelligence & Shree Malani confidential

 Start Date and End Date

When a position is created under an organizational unit the relationship is

2.2.2. REQUIREMENTS & EXPECTATIONS

2.2.3. DATA CONVERSION REQUIREMENTS

Current Organizational master data appending SAP master data requirements

2.2.4. DATA CLEANSING REQUIREMENTS

All the Organizational units to be mapped to form an organizational structure.

2.2.5. MASTER DATA OWNERSHIP

 In Shree Malani Organizational master ownership is with HR department

2.3. BUSINESS PROCESS DESCRIPTION

Itelligence & Shree Malani confidential

Object Start Number End Number Internal/External

2.4. ORGANIZATIONAL UNITS

Organization unit represents a functional unit in the enterprise e.g. Finance

For each organizational unit, which is, an element of organizational structure

Person is an object denotes employee holding a position.

Following additional information may also be stored in the system for an

Itelligence & Shree Malani confidential

7. The organizational structure is defined based on the geographical areas

Dependencies to organizational units

Itelligence & Shree Malani confidential

Current process as-is process