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Job Bidding Process

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Learn how the Job Bidding Process is customized in SAP to support job vacancy through bidding results published.

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Job Bidding Process

  1. 1. The Job Bidding Process for Hourly and Nonexempt Employees Ken Bowers, PHR Ryobi North America, Inc2 0 0 0 AS U G An n u a l C o n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 00Γ ε ο ρ γ ι α Ω ο ρ λ δ Χ ο ν γ ρ ε σ σ Χ ε ν τ ε ρ • Α τ λ α ν τ α Γ ε ο ρ γ ι α 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright A M E R I C A S ’ S A P U S E R S ’ G R O U P© Copyright 20002000 2000 ©Copyright
  2. 2. What is Job Bidding? • A system to analyze all eligible bids submitted by employees • A process which identifies and gives fair consideration for all qualified internal candidates for the open job vacancy • To provide a procedure that is widely understood and accepted from the workforce • Used for lateral, downward, and promotional bidding purposes2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  3. 3. Job Bidding Process 1. Open job vacancy 2. Job posted 3. Employees bid on job 6. Find 5. Identify 4. Bid info successful eligible bidders entered bidder 7. Employee 8. Bidding 9. Bidding accepts results results job archived distributed2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  4. 4. Job Bidding Process 1. Job Vacancy 2. Job Bid Sheet Posted 3. Employees forward Job Bidding Form 4. Job Bidders information entered into SAP 5. Display Eligible Bidders 6. Find the Successful Bidder/Bidders 7. Successful Job Bidder reviews/rejects/accepts job 8. Create Job Bidding History 9. Job Bid Results Distributed to all bidders2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  5. 5. Step 1: Job Vacancy Exists • Additional employees being added due to expansion • Replacing an employee who has transferred out of job • Replacing a terminated employee2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  6. 6. Step 2: Job Bid Sheet Posted • Approved personnel requisition to fill open job vacancy • Assign a requisition number to open job vacancy • Temporary jobs are expected to last more than 3 months • Posting will remain for 24 hours on the job bidding board • The posting will include job specifics such as: – Job classification – Rate of pay – Department/Shift – General job description and requirements – Name of Supervisor2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  7. 7. Step 3: Employees Forward Job Bid Form • Employee completes the following information: – Job Title – Requisition Number – Labor Grade of available job – Shift of available job – Dept. Number of available job – Employee Name – Personnel Number – Present Dept. Number – Present Shift – Prior experience, training, education, etc.2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  8. 8. Step 4: Enter Job Bidding Information to Find the Eligible Bidders • Personnel numbers of bidders • Requisition number • Job Code of vacancy • Shift of job available2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  9. 9. Finding the Eligible Employees2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  10. 10. Entering Bidders Personnel Numbers2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  11. 11. Employee Eligibility for Job Bidding • Full-Time, hourly or nonexempt, regular employee • Four months service as a company employee • Six months of satisfactory performance since last written warning • Return of LOA is more than 10 days following the job posting • Employee not medically restricted from performing new job • The new job does not report directly or indirectly to a relative • Employee must not be on probation2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  12. 12. Bidding Restrictions: • Lateral Bidding: Within LG and shift, 12 months in current job • Lateral Bidding: Within LG and different shift, 12 months in current job • Downward Bidding: Completed 18 consecutive months in current job • Promotional Bidding: May bid as often as opportunity allows2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  13. 13. Bidding Details for each Bidder Eligible Bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  14. 14. Bidding Details for each Bidder Red: Ineligible2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  15. 15. Step 5: Identify All Eligible Bidders Eligible Bidders Ineligible Bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  16. 16. Step 6: Finding the Successful Bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  17. 17. Select the Successful Job Bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  18. 18. Selection Process • Qualification (Customer defined database table) • Disciplinary Action (Warnings) (Infotype 0102) • Seniority (Infotype 0041) • Attendance • Performance (Infotype 0033) • Points are calculated and totaled2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  19. 19. Selection Process based upon Qualification • Points will be given based on actual experience as compared to requirements in the job description. Training months are assigned to each job. If the employee has not been in the job the number of training months to be qualified, qualification points are prorated. • Previously held classification by record: Maximum 10 points • Career Development and/or related Education: Max.8 points • Filled position as temporary but not classified: Max.8 points • Similar or related position in company or other: Max.8 points2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  20. 20. Selection Process based upon Disciplinary Action • If an employee has received verbal or written warnings during a 12 month period preceding the job bid posting, points are SUBTRACTED from the total points. • Written warning: 2 points are subtracted. • Verbal warning: 1 point is subtracted.2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  21. 21. Selection Process based upon Seniority • Points are calculated by allowing .3 points for each year of service (rounded to nearest whole year) up to a maximum of 9 points. Over 30 Years 9 Points Each year of service .3 Point Less than 6 months 0 Points2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  22. 22. Selection Process based upon Attendance • A maximum of 2 points will be given for perfect attendance and graduated down by .25 increments. Average Number of Absences Per Year Points 0 2.00 1 1.75 2 1.50 3 1.25 8 02 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  23. 23. Selection Process based upon Performance • Points are calculated and assigned based on last employee’s performance rating using the following charts. Hourly: Non-Exempt: Outstanding 3 Points Outstanding 3 Points Excellent 2 Points Exceeds Expectations 2 Points Satisfactory 1 Point Meets Expectations 1 Points Unsatisfactory 0 Points Below Expectations 0 Points Unsatisfactory 0 Points2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  24. 24. Points are totaled for each internal candidate • Qualification, Disciplinary Action (Warnings), Seniority, Attendance, and Performance. Hourly Job Openings: The employee with the most points will be awarded the position. If two or more employees have the same amount of points, the most senior employee will be awarded the position. Nonexempt Job Openings: Total points will determine who will be interviewed from those employees bidding. Total points and the actual interview will determine, if any employees bidding are selected for the job.2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  25. 25. Detailed Summary for each Job Bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  26. 26. Summary of Summary of all Eligible Job Bidders bidders in point order2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  27. 27. Step 7: Employee Accepts New Job • Successful bidder reviews job opening – If successful bidder rejects job, make offer to next employee • Employee accepts new job – Employee signs job bidding form – Perform organizational reassignment to new position2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  28. 28. Step 8: Create Job Bidding History2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  29. 29. Entering Requisition Information2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  30. 30. Enter Job Bidding Info to Create Job Bidding History/Results Archived • Requisition number • Posting dates • Date requisition was received by HR • Date required as noted on the personnel requisition • Number of openings • Department number • Shift • Initials for employee processing job bid • Personnel numbers and names of all eligible bidders • Action selected by bidders2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  31. 31. Entering Requisition Information2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  32. 32. Reviewing Requisition Information2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  33. 33. Reviewing Requisition Information Successful Bidder Bidder Refused2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  34. 34. Review all requisitions by Job2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  35. 35. Review all requisitions by Job2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  36. 36. Step 9: Job Bid Results Distributed • Ineligible employees are notified – Reasons for ineligibility are explained • All eligible employees receive notification – Summary of their points – Total number of points of the successful bidder2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  37. 37. Thank you for attending! Please remember to complete and return your evaluation form following this session.2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000

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