Siemens Pakistan is a leading SAP solutions and systems integrator in Pakistan. It was the first value added reseller, certified implementation partner, and support partner for SAP solutions in Pakistan. Siemens Pakistan provides a full portfolio of SAP services including solutions, IT services, hardware/infrastructure, training, and consulting. It has a team of over 120 SAP experts and has trained over 1,300 consultants.

1. Introduction to Siemens Pakistan
The Leading SAP Solutions / Systems Integrator
Syed Faisal Hasan

2. Siemens Pakistan
Portfolio of Services
 First Value Added Reseller (VAR) for Introduced SAP training in 1999.
SAP Solutions in Pakistan.
Conducted44 SAP Solution
Academies with 70% success rate
.
 First Certified Implementation (CIP)
Partner for SAP Solutions in Pakistan.
 Produced 1300+ trained SAP
consultants.
 First SAP support partner to provide
proficient support to 50+ SAP Clients.  Launched flexible and customized
training offerings and SAP Short
Courses.
 Expert resource base of 120+ personnel
on board.  Customer focused in-house training
sessions.

3. Siemens Pakistan
Portfolio of Services
IT Services from a single source
SAP All In One Business Infrastructure
Solutions Enterprise Solution
Solution

4. Siemens Pakistan
Hardware & Infrastructure
IT technology competence
IT solution competence
Strategy Business Applications
consulting IT infrastructure

5. Maximize Organizational Assets
Gaining advantage by Human Capital
Syed Faisal Hasan

6. Agenda
Broadly covering the following
1. Organization
2. Role of HR
3. Business Challenges
4. SAP Employee Life Cycle
5. SAP HCM Module Functionalities and Benefits

7. What is the organization ?
“One or more inter-related activities to render
products or services to the society at large, or to
other businesses, by making a reasonable profit
for sustainability “
needs
Resources / Assets
The biggest asset anywhere are the Human /
Individuals hence Human “Resources”

8. Most Important ?

9. The experts agree
The business's nature has shifted from a concentration on scarce
financial captial to a concentration on scarce human capital.
Chisristopher Barlett (2002)
- Prof. Emeritus Havard Business School
The economic growth depends on the financial capital and work
force. However the strategic capital of today's society, the
information and knowledge society, is the human resource.
~ Peter F. Drucker (1993)
- Writer, Management Consultant, Social Ecologist

10. Employees Today
Regular trainings Connections
for working give way to new
efficiently ideas
Multi-tasking abilities
and relevant tools
Corporate
Engagement
Evolving Business Needs
 Organization is a dynamic entity , so are the employees.
 Only enhancing the material capability of the organization is not enough.
 Changing talent requirements to be at par with productivity expectation.
 Employees are the drivers for productivity and growth

11. Human Capital
is the combined ability, Knowledge, skills, expertise, competencies,
know-how, and innovativeness of an organization's members to
conduct a specific activity, operation, project, or task. It also
includes that organization's values, culture, and philosophy. ...

12. Knowing what to remedy and where
Knowing your pain points

13. The Common Issues:
No Insight, Inconsistent Processes
Limited Insight
Can I trust employee access to Inadequate HR Planning
data? Ineffective hiring practices
Data integrity is suspect No on-boarding process
Lack of analytic capabilities Too many manual processes
Turnover is too high
Finance
Human Resources
Manufacturing
Service
Fragmented and Escalating Costs
Inefficient Processes Sales
Support for multiple systems
Multiple and disparate systems Data maintained in multiple systems
Manual, highly paper-intensive IT I nefficeinces
processes
Administrative burden on HR keeps
Duplication of efforts efficiencies low

14. External Factors calling for a Strong HR
Foundation
Globalization &
Demographic Organizational
Industry Innovation & Growth
Changes Restructuring
Consolidation
 Multi-cultural  Engage multi-  Enable employees to  Deploy employees to
capabilities generational workforce innovate faster and up- best-fit positions
skill continuously
 Mergers and  Retain skilled  Create "what-if"
employees  Maintain speed of
acquisitions innovation in an aging organization scenarios
 Compliance with global  Manage succession in workforce  Gain transparency into
and local legal a global workforce workforce
requirements

15. HR Plays a Crucial Role...
… and will demand more
from technology to play
that role:
 Cross-process integration
 Process Efficiency
 Maximum Usability
…Human Resources should assert its influence over
business strategy and provide credible and proactive
counsel and support for chiefs and line managers of
individual business units. Only HR can translate a
business strategy into a detailed talent management
strategy….....................................
The McKinsey Quarterly
“Making Talent a Strategic Priority”
Guthridge, Komm, Lawson, 2008
© SAP 2008 / Page 15

16. SAP Delivers People and Talent Solutions
End-to-end processes across Human Resource
 Plan and Budget
Selecting the right  Find and hire the right people quickly
employee  Stream line and standard processes for Hiring.
 Calibrate/Assess performance and gauge potential
Develop the Employees  Identify key positions, key skills, and talents
 Develop successors and key contributors
 Plan optimal workforce usability
Optimize Workforce
 Manage shifts, rosters, crews
Scheduling & Deployment
 Track employee schedules, absences
 Standardize local and global HR processes
Optimize Global HR and
 Track benefit plans and enrollments
Payroll
 Ensure compliance with ever-changing legal regulations
 Enable and empower employees
Drive Efficient HR
© SAP 2008 / Page 16
 Integrate HR processes through shared services
Operations
 Increase transparency of HR delivery programs

17. Solution for the whole HR pyramid
ESS / MSS , Enterprise Portal
Training and Events
Personnel Development
Online Recruit. Portal
Travel Management
Health Recrods
Medical Application
Personnel Mgmt.
Payroll.
Time.
Org. Mgmt.

18. SAP Core Employee Life-Cycle
Job / Position
Description
Promotion, Salary
Vacancy Planning
increment, Retirement
Personnel Recruitment
Development
Organizational
Management
Employee Training Employee Master data
Personnel
Administration
Additional data &
Career Planning
benefit info
Payroll Time & Attendance
Travel Expense

19. SAP HCM Core
The Foundation for All HR Processes
Recruitment
 Applicant data
 Selection Procedure
 Follow-up Activities
Time & Attendance
 Planning, managing &
evaluating working times
 Centralized or Employee Administration
decentralized  Master data
 Self-service capabilities  Employee transfers
 Leave data  Status change
 Employee deployment
Benefits
Management Organizational
 Benefits administration Management
 Self-service  Org structures
capabilities  Reporting lines
 Planning & simulation
Global employment
 International transfers &
assignments
 Global reporting

20. Employee Administration
Master Data
Allowances
Working times
Absences
Address/
Personal data
•Localized information
Tax and Social
Security information
Salary
information Work center
Cost center
Position

21. Employee Administration
Screens

22. Employee Master Data
Screens

23. Employee Administration
Reports / Output
KEY FUNCTIONALITIES BUSINESS BENEFITS
 Master data for all HR relevant  Automation of all basic personnel
employee processes processes
 Extensible infotype framework  Global reach
 Automation of data entry steps for (languages, currencies, regulatory
standard processes (e.g. hiring) requirements...)
 All records are consistency checked  Consistent real-time data for all basic
real-time and stored with time stamp HR processes

24. Organizational Management
Who goes where and reports to who

25. Organizational Management
Basic Structures Within SAP Data Model
Enterprise Structure
TFC Client
Personnel Structure
Employee Company
Externals Active Retirees United States Canada Mexico
Group Code
Employee Personnel
Trainee Non-Exempt Exempt Los Angeles New York San Francisco
Subgroup Area
Personnel
Corporate Production
Subarea
Organizational Structure
Executive
Board
Org. Units
Financials HR Manufacturing Person
Jobs Manager Supervisor. Director
Positions Mgr of HR

26. Organizational Management
Organization Chart in the SAP

27. Organizational Management
Summary
KEY FUNCTIONALITIES BUSINESS BENEFITS
 Allows modeling of complex organizational  Flexibly plans and maps the organizational
structures and multiple views (e.g. matrix) levels of your company to control and
 Automatically checks data for consistency simplify processes
in real-time  Creates transparency and supports
 Contains powerful reporting and analytics decision making e.g. for reorganizations
 Organizational structure is basis for  Is the foundation for process excellence
authorizations and security using workflow and authorizations
enterprise-wide

28. Recruitment
Getting the people on-board

29. Recruitment
Finding and Selecting right applicant

30. Recruitment
Making your choice easier
KEY FUNCTIONALITIES BUSINESS BENEFITS
 Create Vacancies dynamically in the  Flexibly plan the current and forecasted
organizational chart. talent requirement.
 Current and planned vacancies can be  Creates transparency and supports
created. decision making e.g. for new positions.
 Monitoring of recruitment activities start to  Cost monitoring of components of the
finish. hiring process.
 Assignment of attributes from a central
catalogue for standardization.

31. Time Management
Because time is $

32. Time & Attendance
Process Overview
Clock in/out Cross-Application Self-Service / Time Manager„s
Mobile
Time Sheet Inter-/Intranet Workplace
Payroll
Time Evaluation

33. Time processing
CO
PP
PM PAYROLL
PS ACCOUNTING
Cost
distribution
Time
evaluation
SAP
Time Management
TRAINING &
SUBSYSTEMS EVENT MGMT

34. Time & Attendance
Summary
Key Functionalities Business Benefits
 Plan Shifts  State-of-the-art planning and data-entry
 Maintain and record time data Technologies
 Clock in/out  Easy-to-use mechanisms for monitoring time
 Manage time accounts management
 Generate wage types for payments &  Record data once and reuse across your
deductions enterprise
 Calculate incentive wages  Intuitive user interfaces tailored to the individual
 Use data in other business processes needs

35. Management of Global Employees
Process Overview
Person ID: Valid within
the enterprise & for the
lifetime of the employee
Global Employee
During Assignment
Transfer
Preparation
of Relocation
Planning of
Repatriation
Global Assignment
Start of global End of global
assignment assignment

36. Management of Global Employees
Summary
KEY FUNCTIONALITIES
 Supports full lifecycle (assignment
planning, payroll transfer, repatriation).
 Central person ID allows tracking global
employees during all international transfers.
 Authorizations ensure that different HR users
can only access data relevant for them.
 Assignments are planned in alignment with
company policy.
BUSINESS BENEFITS
 Single point of information for all involved
parties, supporting efficient negotiation and
transfer management.
 Automatic information transfer from home to
host country and vice versa.
 Reduces communication times and
transaction costs.
 Provides consolidated data and training
history for employees, critical for talent
management processes.

37. Payroll
Pay on time effectively

38. SAP Payroll
Processing Flow
Employee Data
- Basic Pay
- Absences Employee Calculate Calculate Arreas / Income Tax
- Benefits, etc. Data Provident Fund / Provisions
Gross
Travel Data:
- Advances
- Reimbursements Travel
Expense Calculate Net
Data
Payroll
History
Time Data:
- Time pairs
- Time wage types Time Data
Cheque
Bank
Advices
Voice Update G/L &
Recognition
SAP ESS
Kiosk Costing FI CO
Time Clock

39. SAP Payroll
Customized and Flexible to Local Needs

40. SAP Payroll
Reports / Output

41. Payroll
Summary
Key Functionalities Business Benefits
 Payroll process model  Flexibility – customer-specific rules
 Rules-based  Scalability – pay unlimited number of
 Date effective employees .
 Retro calculations for pay & benefits  Global payroll on one system
 Integration with Financials and Logistics  Process driven – automated and error
 Payroll simulation capability reduction
 Complete year-end processing  Integration – lower TCO, fewer interfaces

42. Personnel Development
Identify, Train, Develop, Asses and Reward
Strategic Modules within SAP HCM

43. Personnel Development
Succession and Careers

44. Personnel Development
Train to excel

45. Personnel Development
Appraisals

46. Personnel Development
Summary

47. Travel Management
Managing and Monitoring the Trips

48. Travel Management
Process Flow
Travel Request Payment Issued
Created
Trip Expense
Travel Request Approved
Approved
Trip Expense
Trip Completed
Created

49. Travel Management
Screens

50. Travel Management
Settlement
Key Functionalities Business Benefits
 Trip Definitions  Flexibility planning employee trips
 Comprehensive trip monitoring  Tranparency in trip details and costs
 Relevant trip Data  Tracking and monitoring of trip
 Integration with Financial Accounting  Costing per tirp of the employee with easy
 Payments to Vendors transfer to financial accounting for vendor
payments.

51. Employee and Manager Self Service
Extending enablement

52. SAP Reporting
Tools to analyze the information
 1. SAP Standard Reports provides instant reports based on most
frequently requested information
 2. HIS where reports are executed using selected structures i.e. object
oriented approach
 3. Info Set Query allows creation of reports for all areas of HR
components. User friendly and no ABAP programming required.
 4. SAP Query is a Flexible Reporting tool for complex reporting
requirements with provision for ABAP codes

53. Enabling the Best People and Talent
Business Insight Strategic Talent Management
 Consolidated HR data in one solution  Hire the right people
 Consistent and accurate information  On-boarding is managed proactively
 Analyze data quickly and accurately  Ensure business continuity with future
leaders
Human Resources
Finance
Manufacturing
Sales Service
Streamlined
HR Processes
Lower cost
 Single solution for all HCM needs
 Single solution provider
 Automated and Standardized HR
processes  Leverage your IT infrastructure and talent
 One consistent system for all HR  Reduce redundant data entry
operations

54. Capitalizing on HR and Payroll
Summary of Business Benefits
HR Process Efficiency  Minimize of paper-intensive and
and Compliance time-consuming processes
 Standard processes and
Employee workflows
Administration
 Regulatory support for 49
HCM countries
Organizational
Processes &
Management
Forms
“
Payroll Global
and Legal Employee
A typical 1000-employee
Reporting Management company handles over one
Your Organization million employee-related
transactions annually, each
costing 10–50 U.S. dollars.”
Time & Benefits
Attendance Management ASUG Benchmarking Program
May 2008

55. SAP – The HCM Market Leader
AMR Research – "SAP has been inching ahead of Oracle over the past two years to
retain the top spot in overall HCM revenue"
"The Human Capital Management Market Sizing Report, 2007–2012"
Forrester –“...SAP has the most extensive multinational functionality on the market
making it suitable for large enterprises that need to manage a global workforce“
"The Forrester Wave: Human Resource Management Systems, Q4 2008."
Gartner – SAP is #1 in terms of revenue with a 20.8% share worldwide
“Market Share: ERP Software, Worldwide, 2007"
Further information:
http://www.sap.com/solutions/business-suite/erp/hcm/brochures/bestinclass.epx

56. Siemens Pakistan
- an introduction
Industry Sector - Business Unit SAP Highlights
 SAP Solutions constitute of :
 SAP Center of Expertise (VAR)
 SAP Authorized Training Center (ATC).
 SAP Support Services.
 Turnkey I.T. Hardware Solutions.
 Affiliations, certifications and
membership of all major governing
bodies Information Technology
Services (ISO, QMS, P@SHA, PSEB).

57. Siemens Pakistan
Why choose Siemens

58. Thank you!
Would appreciate if you can
attribute the original author
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