H2R
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This document discusses the end-to-end lifecycle in human resources, known as Hire to Retire (HTR). It provides lists of typical events from a business and employee perspective throughout an employee's tenure. These include recruitment, performance management, family changes, compensation adjustments, and leaving the organization. The document also outlines the various sub-modules within an HR system like SAP, including personnel administration, learning management, payroll, and benefits administration. It notes that HR systems interact with other core modules like finance and may require customization to meet an organization's specific needs.
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H2R
- 1. H2R / HTR / Hire to Retire The end-to-end lifecycle in HR
- 2. A typical high-level list of HTR events from a business perspective • Attraction • Recruitment • Performance Management • Succession • Development • Transition
- 3. A typical list of HTR events from a human perspective: • Starting a new job • Completing a probationary period • Starting a family (maternity/paternity/adoption leave) • Change to marital status • Change in hours • Change of department/relocation • Change in job role • Pay review • Change in pay • Bonus • Promotion • Leaving the organisation (resignation/redundancy/dismissal/death/retirement) • Starting to receive pension
- 4. Business-focussed / Employee-focussed • Attraction • Recruitment • Performance Management • Succession • Development • Transition • Starting a new job • Completing a probationary period • Starting a family (maternity/paternity/adoption leave) • Change to marital status • Change in hours • Change of department/relocation • Change in job role • Pay review • Change in pay • Bonus • Promotion • Leaving the organisation (resignation/redundancy/dismissal/ death/retirement) • Starting to receive pension
- 5. A more comprehensive list of events in an HTR ETE lifecycle • Attraction • Recruitment • Completing a probationary period • Becoming a permanent employee • Performance Management • Succession • Development • Transition • Starting a family (maternity/paternity/adoption leave) • Change to marital & familial status & the impact on benefits • Sickness absence • Long service recognition • Contractual changes: Change in hours/department/role/pay/salary sacrifice • Leaving the organisation (resignation/redundancy/dismissal/death/retirement) • Starting to receive pension
- 6. HR (HCM) sub-modules Organizational Management OM Personnel Administration/Management PA Personnel Development PD Recruitment Recruitment Training & Event Management PE Learning Management Systems LMS Learning Solutions LSO Payroll PY Compensation PA-CM Benefits Administration PA-BN Personnel Management PM Personnel Time Management PT Travel Management PA-TV Manager Self Service MSS Employee Self Service ESS Enterprise Compensation ECM
- 7. Some final thoughts: • Like all SAP modules HR does not stand alone but interacts with other SAP core modules – particularly FI. Even when a business installs only HR and no other modules the PY sub-module at the very least will need to interact somehow with whatever finance package is in place. • HR have a pivotal strategic role within an organization and as such there can be a strong desire for tailored software solutions leading to some heavy customisation as well as a wealth of GUI software plug-ins on the market designed to enhance vanilla SAP to meet the specific needs of a business. • Human Resource is the largest monetary outlay to an organization.