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  • Bullet 1 – General Workshops Bullet 2 – General and Detailed Workshops Bullet 3 – Business Blueprint Bullet 4 – Enterprise Document - (Appendix B – Enterprise Structure) BPML - (Appendix A – BPML) CIT’s - (Appendix D – CITs) Conversion Documents - (Appendix K – Conversions) Configuration Documents - (Appendix G – Configuration)
  • Bullet 1 – Generalized questions focused on specific topics (i.e. Benefits, Payroll) (Appendix C – Questions) Bullet 2 – Detail meetings with key personnel Bullet 3 – 10 to 12 questions concerning a specific process (Appendix D – CITs) Bullet 4 – Configuration steps needed and processes to be implemented (Appendix A – BPML)
  • Definitions of some key elements that make-up part of the Enterprise Structure Refer to Appendix B – Enterprise Structure
  • Categories that have been developed during the Blueprint phase
  • Categories that have been developed during the Blueprint phase More categories in binders Refer to Appendix B – Enterprise Structure
  • Modules that have been identified In Scope Out of Scope Scaled Back Refer to Executive Summary (page 5)
  • High level overview of module Refer to Executive Summary (page 3)
  • High level overview of module Refer to Executive Summary (page 3)
  • High level overview of module Refer to Executive Summary (page 3)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 4)
  • High level overview of module Refer to Executive Summary (page 5)
  • High level overview of module Refer to Executive Summary (page 5)
  • Identified in the Q&A database – High priority only See Appendix H – Steering Committee Issue See Appendix I - Issues and Gaps
  • Identified in Q&A database See Appendix I – Issues and Gaps
  • Concerns for Change Management and Training Refer to Scope Summary Document
  • Conclusion of presentation Open for addition questions or discussions

Transcript

  • 1. The University of Tennessee Human Resources Business Blueprint
  • 2. Agenda
    • Business Blueprint Executive Summary
    • Goal of Business Blueprint
    • Tools Used
    • Enterprise Structure
    • Business Fit
    • Module Overview
    • Issues / Gaps
    • Change Management / Training Concerns
  • 3. Business Blueprint Analysis Goal
    • Determine UT’s business process requirements
    • A chieve a common understanding of how UT intends to run its business within the framework of SAP R/3
    • Deliver a record of results gathered
    • Move into the next phase with enough information to complete baseline configuration
  • 4. Business Blueprint Analysis Tools
    • Business Process Questions (by process)
      • Standard questions regarding UT’s organizational structure, processes and business needs
    • Detailed Workshops
      • Meetings with key users to discuss business processes and business needs
    • Customer Input Templates
      • high level summary of Processes
    • Business Process Transaction
      • Business Process Master List (BPML)
  • 5. Human Resources Enterprise Structure
  • 6. Human Resources Enterprise Structure
    • Personnel Area
    • Knoxville
    • Space Institute
    • Chattanooga
    • Martin
    • Memphis
    • Institute of Agriculture
    • Institute for Public Service
    • University Administration
    • Medical Center
    • Personnel Sub-Area
    • Knoxville
    • Space Institute
    • Chattanooga
    • Martin
    • Memphis
    • Clinical Knox
    • Clinical Chatt
    • Research Ctr
    • Family Pr Knox
    • Etc.
  • 7. Human Resources Enterprise Structure
    • Employee Group
    • Regular
    • Term
    • Friends of the University
    • Employee Sub-Group
    • Faculty 9-month
    • Faculty 12-month
    • Other Academic
    • Non-Exempt Staff
    • Exempt Staff
    • Medical Intern/Resident
    • Student
    • Casual Labor
    • Special Appointment
    • Etc.
  • 8. Human Resources Business Fit
    • In Scope
    • Enterprise Structure
    • Organizational Management
    • Personnel Administration
    • Recruitment
    • Benefits
    • Training & Events Management
    • Personnel Development
    • Compensation Management
    • Time Management
    • Payroll Accounting
    • Funds & Positions Management
    • Information System
    • Out of Scope
    • Manager’s Desktop
    • Shift Planning
    • Succession Planning
    • COBRA Administration
    • Pension Administration
    • Employee Performance Apprasials
    • Retirement Limits / Projections
    • Scaled Back
    • Training & Events Management
    • Personnel Development
  • 9. Organizational Management Module Overview
    • Forms the basis for the entire personnel planning and development application
    • Facilitates analysis of the organizational structure
    • Organizational customizing
    • Allows planning to develop actual and proposed personnel scenarios
  • 10. Personnel Administration Module Overview
    • Establishes organizational hierarchies
    • Used to perform essential personnel administration tasks such as:
      • hiring employees
      • performing organizational reassignments
      • termination from the University
      • salary adjustments
    • Data stored in such a way that you can easily access and maintain at any time
  • 11. Recruitment Module Overview
    • Functions you need for working through the entire recruitment process
    • Contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated – recruitment strategy such as:
      • Receipt of application via web access (ABAP programming required)
      • Issuance of recruitment requests
      • Selection process of applicant
      • Applicant pool administration
      • Notification to applicants
  • 12. Benefits Module Overview
    • Comprehensive method of administering employee benefits such as:
      • Health (medical and dental)
      • Insurance (Life)
      • Savings (Retirement)
      • Spending Accounts (Medical and Dependent Care)
    • Encompasses the key concepts and processes you need to manage extensive and highly individual benefits packages for your employees
      • Open Enrollment
      • Employee Life-cycle Events (e.g. Marriage, Child, and Separation)
  • 13. Training & Events Management Module Overview
    • Enables you to plan and manage business events
      • Training
      • Conferences
    • Interfaces with other R/3 components
      • Basis for extending and updating employee’s skills and knowledge
    • Flexible Reporting
    • Appraisal functions
      • Provide important decision support feedback to ensure the business events offered are both high quality and effective
  • 14. Personnel Development Module Overview
    • Helps compare current or future work requirements with employees’ qualifications, preferences and aspirations
    • Can contain general measures to impart qualifications so that employees retain or further their professional skills and keep track with technological developments
    • Converts training proposals directly into bookings for employees with qualification deficits or needs
  • 15. Compensation Management Module Overview
    • Toolset for strategic remuneration planning
    • Empowers managers to offer competitive and motivating remuneration
      • Fixed pay
      • Variable pay
      • Merit increases
      • Promotion
    • Includes Personnel Cost Planning
    • Allows experimenting with future projected costs
  • 16. Time Management Module Overview
    • Enables flexible representation of all personnel procedures involved in recording and evaluating employee time data
      • Infrastructure for time data recording
      • Work schedules
      • Record of planned attendance and absences
      • Recording of attendance and absence
      • Annual and Sick Leave accrual
      • Time evaluation
    • Ability to transfer absence and attendance data to other SAP applications
  • 17. Payroll Accounting Module Overview
    • Ability to process payroll for employees using data from SAP Personnel Administration, Benefits, and Time Management
      • Payroll run (regular and off-cycle)
      • Payroll corrections
      • Payments
      • Remuneration Statements
      • Posting to Financial Accounting
      • Third Party Remittance
    • Offers a number of standard payroll reports
    • Tax Reporter component allows you to generate all required state and federal tax forms, such as SUI reports and W-2s
  • 18. HR Funds & Position Management Module Overview
    • Finance employees for specific periods of time
    • Determine the funds required for financing employees
      • Default values from tables
      • Simulating a payroll accounting run
    • Generate fund encumbrances
    • Relieve encumbrances by actual payroll data
  • 19. Information System Module Overview
    • Broad range of reporting functions for all areas of Personnel Management (Standard Reports)
    • Capability to define your own reports efficiently and quickly (Ad Hoc Query)
    • Note: Evaluation of Mission Critical reports by module is currently underway.
  • 20. Human Resources Major Identified Issues
    • Moving to one (1) Payroll Cycle
    • Longevity Payroll Re-calculation
    • Payment of Overtime Distribution
    • Holiday Pay for Term Employees
    • Compensatory Time Banking
    • Leave accrual for employees with multiple positions
    • One definition of FTE for The University
    • Limitations on account assignment in Personnel Cost Planning
    • Establishment of approval process for adding positions during budget process
    • Accrual of salary for nine (9) month faculty (9/12)
    • Decentralization / Centralization of functions
  • 21. Human Resources Gaps
    • Assignment of employees to multiple positions
    • Sick Leave Bank
    • Retirement Projections
    • Tax Deferred Limits
    • Non-resident Aliens Processing
    • Common Pay Master
    • HMO Benefit Eligibility
    • Etc.
    • Note: Workarounds are currently being identified to address these gaps
  • 22. Change Management / Training Concerns
    • Decentralization of some functions down to the departmental level
    • Approvals / Workflow
    • Terminology
    • Works schedule concept
    • Time being recorded daily
    • Procedures being enforced consistently
    • Enterprise Structure concept
    • Positions vs. Employees
    • Organization Structure vs. Accounting Structure
    • Standardization of forms
    • Longevity payment
    • Overtime calculation
    • Pay cycle decision
    • Immediate integration of data
  • 23. Human Resources Business Blueprint Questions ?