Find out how to add validity periods to SAP HR structure objects. A great feature most notably for companies having used a global SAP HR system for several years, as they will have accumulated quite a few obsolete objects by now
This document provides an overview of SAP HR configuration. It discusses creating personnel areas, subareas, and payroll areas. It covers maintaining infotypes, forms of address, education types, and other reference data. Number assignment and object types are configured. Integration is set up between personnel administration, organizational management, and other modules. Master and transactional data impacts of the configurations are noted. The document aims to guide the reader through many of the key HR configuration steps at a high level.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Compensation Work Bench (CWB) is a tool within Oracle's E-Business Suite that allows companies to manage compensation. It gets data directly from core HR systems to eliminate errors. CWB provides a user-friendly interface for managers to set budgets, allocate compensation such as raises or bonuses, manage approvals from higher levels, review allocations, and generate customized employee statements. It offers features like currency conversion, analytics, and documentation to help managers make informed decisions and complete compensation cycles in an efficient manner.
SAP HCM includes modules for organization management, personnel management, time management, and payroll management. It uses an integrated ERP system approach with a common database. Key components of SAP HCM include organization structures to define employee roles and hierarchies, master employee data stored in infotypes, personnel actions to record changes, time recording and attendance, work schedules, and payroll processing functionality.
The document discusses employee engagement at Larsen & Toubro Kansbahal Works. There are three aspects of employee engagement: individual psychology, employer conditions, and employee interactions. Engagement is important to achieve high performance, commitment, trust, loyalty and business growth. Employees were surveyed and categorized as highly engaged, engaged, or disengaged. The survey found areas needing improvement included training, career opportunities, recognition, mentorship, and relationship with the company. Recommendations included identifying training needs, promoting career challenges, recognizing top performers, and fostering commitment through mentors.
The document provides an overview of SAP's Personnel Time Management module. It discusses key infotypes and customizing steps for setting up time quotas, work schedules, public holidays, and substitutions. The training agenda covers absence management, CATS, schema modification, and simulated infotypes for viewing employee time and labor data. Screenshots illustrate examples of personnel subarea groupings, employee subgroup groupings, daily work schedules, period work schedules, and generating work schedules manually and through batch processing.
The document discusses Oracle's Compensation Workbench product. It provides an overview of the key features of Compensation Workbench, which allow companies to manage total global compensation, enforce guidelines and pay-for-performance policies, and implement flexible compensation strategies. It also covers implementation considerations and frequently asked questions. Customer profiles highlight how Travelport and Genworth Financial have benefited from implementing Compensation Workbench.
1. The document discusses different types of data models in SuccessFactors including corporate data models, succession data models, and country-specific data models.
2. It explains key components of data models like foundation objects, relationships, propagation rules, and event-reason derivation rules.
3. Propagation rules allow fields in employment data to be automatically filled based on selections from foundation objects to reduce data entry and ensure consistency.
This document provides an overview of SAP HR configuration. It discusses creating personnel areas, subareas, and payroll areas. It covers maintaining infotypes, forms of address, education types, and other reference data. Number assignment and object types are configured. Integration is set up between personnel administration, organizational management, and other modules. Master and transactional data impacts of the configurations are noted. The document aims to guide the reader through many of the key HR configuration steps at a high level.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Compensation Work Bench (CWB) is a tool within Oracle's E-Business Suite that allows companies to manage compensation. It gets data directly from core HR systems to eliminate errors. CWB provides a user-friendly interface for managers to set budgets, allocate compensation such as raises or bonuses, manage approvals from higher levels, review allocations, and generate customized employee statements. It offers features like currency conversion, analytics, and documentation to help managers make informed decisions and complete compensation cycles in an efficient manner.
SAP HCM includes modules for organization management, personnel management, time management, and payroll management. It uses an integrated ERP system approach with a common database. Key components of SAP HCM include organization structures to define employee roles and hierarchies, master employee data stored in infotypes, personnel actions to record changes, time recording and attendance, work schedules, and payroll processing functionality.
The document discusses employee engagement at Larsen & Toubro Kansbahal Works. There are three aspects of employee engagement: individual psychology, employer conditions, and employee interactions. Engagement is important to achieve high performance, commitment, trust, loyalty and business growth. Employees were surveyed and categorized as highly engaged, engaged, or disengaged. The survey found areas needing improvement included training, career opportunities, recognition, mentorship, and relationship with the company. Recommendations included identifying training needs, promoting career challenges, recognizing top performers, and fostering commitment through mentors.
The document provides an overview of SAP's Personnel Time Management module. It discusses key infotypes and customizing steps for setting up time quotas, work schedules, public holidays, and substitutions. The training agenda covers absence management, CATS, schema modification, and simulated infotypes for viewing employee time and labor data. Screenshots illustrate examples of personnel subarea groupings, employee subgroup groupings, daily work schedules, period work schedules, and generating work schedules manually and through batch processing.
The document discusses Oracle's Compensation Workbench product. It provides an overview of the key features of Compensation Workbench, which allow companies to manage total global compensation, enforce guidelines and pay-for-performance policies, and implement flexible compensation strategies. It also covers implementation considerations and frequently asked questions. Customer profiles highlight how Travelport and Genworth Financial have benefited from implementing Compensation Workbench.
1. The document discusses different types of data models in SuccessFactors including corporate data models, succession data models, and country-specific data models.
2. It explains key components of data models like foundation objects, relationships, propagation rules, and event-reason derivation rules.
3. Propagation rules allow fields in employment data to be automatically filled based on selections from foundation objects to reduce data entry and ensure consistency.
This document discusses organizational management in SAP, including:
[1] Maintaining organizational structures through objects, relationships, and evaluation paths.
[2] Using the organizational and staffing mode interface to search, select, display, and modify organizational objects and structures.
[3] Other topics covered include plan versions, object statuses, number ranges, and interfaces for creating organizational structures.
Hyperion Planning is a centralized planning platform that allows organizations to align strategic, financial, workforce and other specialized plans. It provides key capabilities like centralized management of assumptions, common calculations and allocations. The platform offers integrated reporting, analysis and Microsoft Office integration. It also allows for fast application development and deployment through shared dimensions, rules and lifecycle management tools.
SAP HCM - Organization Management end user presentationsteve4sap
This document provides an overview of key concepts in SAP's Organizational Management module, including organizational plans, object types, organizational units, jobs, positions, and infotypes. It describes how these different elements are used to define an organizational structure and maintain related employee data in SAP HCM. Transactions and reports for viewing, maintaining, and reporting on organizational data are also listed.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Min max planning is an inventory planning method where a purchase requisition or move order is automatically created when the quantity reaches the minimum level set for a subinventory. It involves setting minimum and maximum quantities at the subinventory level and running a min max planning report to generate requisitions or move orders. The document provides step-by-step instructions on setting up min max planning at the subinventory level and running a test case to generate a requisition when the quantity falls below the minimum level.
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
This document provides an overview of SAP Extended Warehouse Management (EWM) training offered by Proexcellency. It describes the basic functions of warehouses and how EWM supports more advanced warehouse operations. EWM is designed for high-volume warehouses and distribution centers with complex fulfillment processes. It offers flexible automated support for goods movements and inventory management. The document also outlines how EWM can be implemented alongside or instead of the standard SAP Warehouse Management system, and how master data is transferred between ERP systems and EWM.
The document provides an overview of the enterprise structure for SAP accounting, human resources, sales, purchasing, and logistics modules. It outlines the default controlling areas, company codes, purchasing and sales organizations, plants, and other standard organizational units used in SAP best practices. The structure includes areas for finance, controlling, human resources, purchasing, production, distribution, and sales.
SAP Enterprise Structure-Reflect Your BusinessAnjali Rao
The document discusses SAP's enterprise structure, which reflects a business's real-world organizational structure. It describes several key SAP organizational units that can be mapped to business units, including company code, sales organization, distribution channel, division, plant, and storage location. Each of these units represents a different part of a business and helps define areas like sales, distribution, production and storage within SAP. The document provides brief definitions and examples of several of these key organizational units that make up SAP's enterprise structure.
This document provides an overview of SAP's Human Capital Management (HCM) module. It describes the organizational structure in HCM, including the enterprise structure, personnel structure, and organizational plan. It also covers HCM master data, such as personnel numbers and infotypes. Finally, it summarizes two key HCM processes: organizational management and personnel administration.
This document provides an overview of SAP Human Resources personnel administration. It discusses the enterprise structure including clients, company codes, personnel areas, and subareas. It also covers personnel structures such as employee groups, subgroups, and payroll areas. Finally, it summarizes infotypes which are logical groupings of employee data fields, and dynamic actions which allow automatic processing in SAP.
The document provides an overview of the Personnel Administration module in SAP. It describes how the module is used to perform key personnel tasks such as hiring, termination, salary adjustment, and organizational reassignment by establishing organizational hierarchies. It also explains important concepts like infotypes, subtypes, and standard transactions and reports used for personnel administration.
This document provides an overview of SAP and discusses 12 key points:
1) It defines SAP as a leading enterprise resource planning (ERP) software package.
2) It explains that SAP modules integrate different departments like finance, logistics, sales.
3) It describes SAP's architecture with database, application, and presentation layers.
As usual, you will not find any reference numbers in that document. However, if you need this kind of information, just follow the embedded links. In addition to that, I inserted a new section called “Useful Knowledge Base Articles”.
Please keep in mind, that this compilation is not intended to be complete, but rather a snippet of features which customers often request or are in general big changes.
The document discusses common mistakes companies make when upgrading their SAP systems. It outlines 11 mistakes to avoid, such as ignoring opportunities for functional improvements during a technical upgrade, failing to ensure robust testing, allowing scope creep, and delivering one-size-fits-all training. The key recommendations are to explore easy functional upgrades, choose consultants with industry experience, freeze development in advance, and provide role-based training tailored to users' needs. Addressing these common pitfalls can help maximize the benefits and minimize disruptions of a SAP upgrade.
Q2 2019 EC Platform Quick Review by Deloitte GermanyChristoph Pohl
The document provides a quick preview of new features and enhancements for the Q2 2019 release of SAP SuccessFactors Employee Central and Platform. Key highlights include:
1) Admins can now configure up to 3 additional job or custom fields to display in the employee quickcard, employment switcher, and profile.
2) A new transaction allows admins to hire an employee and end their employment in one step, triggering a single approval workflow.
3) Succession data models can now be created for employees in addition to contingent workers and onboardees.
4) Several enhancements have been made to benefits administration, business rules, APIs, ERP integration, and data management capabilities.
The document provides an overview of SAP architecture and modules. It describes that SAP was founded in 1972 and is a leading provider of business software solutions. It explains that SAP uses a three-tier client-server architecture with presentation, application and database layers. It also summarizes some of the main HR modules in SAP including personnel administration, time management and payroll processing.
The document provides an overview of SAP architecture and modules. It describes that SAP was founded in 1972 and is a leading provider of business software solutions. It explains the three-tier architecture of SAP R/3 including the presentation layer, application layer, and database layer. It also summarizes some of the main HR modules in SAP including personnel administration, time management, and payroll processing.
H1 2020 EC and Platform Quick Preview by Deloitte GermanyChristoph Pohl
This document provides a quick preview of the key updates for the SAP SuccessFactors H1 2020 release, including Employee Central and the Platform. Some of the major enhancements are:
1) Users can now view the full name of the person who last modified a record in the history pages of various HRIS elements like jobs and compensation.
2) Benefit enrollments for new hires can now be automatically created using intelligent services to reduce manual effort.
3) Managers can see additional details for direct and indirect reports in the Team Absence Calendar, like holiday names and leave types.
This document discusses organizational management in SAP, including:
[1] Maintaining organizational structures through objects, relationships, and evaluation paths.
[2] Using the organizational and staffing mode interface to search, select, display, and modify organizational objects and structures.
[3] Other topics covered include plan versions, object statuses, number ranges, and interfaces for creating organizational structures.
Hyperion Planning is a centralized planning platform that allows organizations to align strategic, financial, workforce and other specialized plans. It provides key capabilities like centralized management of assumptions, common calculations and allocations. The platform offers integrated reporting, analysis and Microsoft Office integration. It also allows for fast application development and deployment through shared dimensions, rules and lifecycle management tools.
SAP HCM - Organization Management end user presentationsteve4sap
This document provides an overview of key concepts in SAP's Organizational Management module, including organizational plans, object types, organizational units, jobs, positions, and infotypes. It describes how these different elements are used to define an organizational structure and maintain related employee data in SAP HCM. Transactions and reports for viewing, maintaining, and reporting on organizational data are also listed.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Min max planning is an inventory planning method where a purchase requisition or move order is automatically created when the quantity reaches the minimum level set for a subinventory. It involves setting minimum and maximum quantities at the subinventory level and running a min max planning report to generate requisitions or move orders. The document provides step-by-step instructions on setting up min max planning at the subinventory level and running a test case to generate a requisition when the quantity falls below the minimum level.
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
This document provides an overview of SAP Extended Warehouse Management (EWM) training offered by Proexcellency. It describes the basic functions of warehouses and how EWM supports more advanced warehouse operations. EWM is designed for high-volume warehouses and distribution centers with complex fulfillment processes. It offers flexible automated support for goods movements and inventory management. The document also outlines how EWM can be implemented alongside or instead of the standard SAP Warehouse Management system, and how master data is transferred between ERP systems and EWM.
The document provides an overview of the enterprise structure for SAP accounting, human resources, sales, purchasing, and logistics modules. It outlines the default controlling areas, company codes, purchasing and sales organizations, plants, and other standard organizational units used in SAP best practices. The structure includes areas for finance, controlling, human resources, purchasing, production, distribution, and sales.
SAP Enterprise Structure-Reflect Your BusinessAnjali Rao
The document discusses SAP's enterprise structure, which reflects a business's real-world organizational structure. It describes several key SAP organizational units that can be mapped to business units, including company code, sales organization, distribution channel, division, plant, and storage location. Each of these units represents a different part of a business and helps define areas like sales, distribution, production and storage within SAP. The document provides brief definitions and examples of several of these key organizational units that make up SAP's enterprise structure.
This document provides an overview of SAP's Human Capital Management (HCM) module. It describes the organizational structure in HCM, including the enterprise structure, personnel structure, and organizational plan. It also covers HCM master data, such as personnel numbers and infotypes. Finally, it summarizes two key HCM processes: organizational management and personnel administration.
This document provides an overview of SAP Human Resources personnel administration. It discusses the enterprise structure including clients, company codes, personnel areas, and subareas. It also covers personnel structures such as employee groups, subgroups, and payroll areas. Finally, it summarizes infotypes which are logical groupings of employee data fields, and dynamic actions which allow automatic processing in SAP.
The document provides an overview of the Personnel Administration module in SAP. It describes how the module is used to perform key personnel tasks such as hiring, termination, salary adjustment, and organizational reassignment by establishing organizational hierarchies. It also explains important concepts like infotypes, subtypes, and standard transactions and reports used for personnel administration.
This document provides an overview of SAP and discusses 12 key points:
1) It defines SAP as a leading enterprise resource planning (ERP) software package.
2) It explains that SAP modules integrate different departments like finance, logistics, sales.
3) It describes SAP's architecture with database, application, and presentation layers.
As usual, you will not find any reference numbers in that document. However, if you need this kind of information, just follow the embedded links. In addition to that, I inserted a new section called “Useful Knowledge Base Articles”.
Please keep in mind, that this compilation is not intended to be complete, but rather a snippet of features which customers often request or are in general big changes.
The document discusses common mistakes companies make when upgrading their SAP systems. It outlines 11 mistakes to avoid, such as ignoring opportunities for functional improvements during a technical upgrade, failing to ensure robust testing, allowing scope creep, and delivering one-size-fits-all training. The key recommendations are to explore easy functional upgrades, choose consultants with industry experience, freeze development in advance, and provide role-based training tailored to users' needs. Addressing these common pitfalls can help maximize the benefits and minimize disruptions of a SAP upgrade.
Q2 2019 EC Platform Quick Review by Deloitte GermanyChristoph Pohl
The document provides a quick preview of new features and enhancements for the Q2 2019 release of SAP SuccessFactors Employee Central and Platform. Key highlights include:
1) Admins can now configure up to 3 additional job or custom fields to display in the employee quickcard, employment switcher, and profile.
2) A new transaction allows admins to hire an employee and end their employment in one step, triggering a single approval workflow.
3) Succession data models can now be created for employees in addition to contingent workers and onboardees.
4) Several enhancements have been made to benefits administration, business rules, APIs, ERP integration, and data management capabilities.
The document provides an overview of SAP architecture and modules. It describes that SAP was founded in 1972 and is a leading provider of business software solutions. It explains that SAP uses a three-tier client-server architecture with presentation, application and database layers. It also summarizes some of the main HR modules in SAP including personnel administration, time management and payroll processing.
The document provides an overview of SAP architecture and modules. It describes that SAP was founded in 1972 and is a leading provider of business software solutions. It explains the three-tier architecture of SAP R/3 including the presentation layer, application layer, and database layer. It also summarizes some of the main HR modules in SAP including personnel administration, time management, and payroll processing.
H1 2020 EC and Platform Quick Preview by Deloitte GermanyChristoph Pohl
This document provides a quick preview of the key updates for the SAP SuccessFactors H1 2020 release, including Employee Central and the Platform. Some of the major enhancements are:
1) Users can now view the full name of the person who last modified a record in the history pages of various HRIS elements like jobs and compensation.
2) Benefit enrollments for new hires can now be automatically created using intelligent services to reduce manual effort.
3) Managers can see additional details for direct and indirect reports in the Team Absence Calendar, like holiday names and leave types.
The document provides information to help businesses assess their needs for a payroll and HR solution and guides them through the process of beginning their search for a provider. It outlines the three most important things to look for in a provider: usability, reporting and compliance, and a trusted partner. Specifically, it emphasizes the importance of ease of use, intuitive reporting capabilities, strong tax filing and compliance services, and a provider that will listen to feedback and grow with the business over time.
The document is a newsletter for users of Sage ERP MAS 90 and 200 software that summarizes the key updates and enhancements in Product Update 5. The update includes new features for accounts payable and inventory management to streamline workflows. It also provides tips for payroll processing and protecting against credit card fraud. The newsletter concludes by advertising an upcoming user conference in July.
Q3 2019 EC and Platform Quick Preview by Deloitte GermanyChristoph Pohl
This compilation is not intended to be complete, but rather a snippet of features which customers often request or can be seen as a major enhancement with great impact.
CauveHRM is a human resource management software that allows companies to manage all aspects of HR including employee records, leave management, time tracking, benefits administration, and more. It is a web-based application that can be installed on a local server. The document provides instructions on downloading, installing, and using the main modules of CauveHRM.
I’m happy to present my second Quick Preview this year, covering the upcoming SuccessFactors release, which is already live in all preview instances since yesterday.
Please keep in mind, that this compilation is not intended to be complete, but rather a snippet of features which customers often request or can be seen as a major enhancement with great impact.
The document provides information about upgrading a CRM system. It discusses what a CRM system does, defines a CRM upgrade, and explains when an upgrade is needed. It covers selecting a vendor, main competitors, the upgrade process, best practices, advantages, and challenges. The main points are that a CRM upgrade allows companies to take advantage of new features, stay supported, and modernize their system. Planning, testing upgrades, and minimizing customizations during the upgrade are important best practices. Advantages include improved functionality and support, while challenges involve changing screens and ensuring consistent multi-channel experiences.
Finding success from on‐premise to off‐premiseCRM Vision
1) The document discusses strategies for successfully implementing a move from an on-premise software system to a Software-as-a-Service model.
2) It recommends deploying the new system gradually by functionality and user groups to allow for problem-solving and enhancements between phases.
3) A key strategy is to simplify top business processes, deploy them in phases, and track results to compare performance before and after migration.
1. Log on to the SAP Fiori launchpad as a user with the business role Configuration Expert - Business Process Configuration.
2. Open the Configure Assistant app.
3. Select the Configure Expenses tile.
4. Define new expenses by entering an expense type and mapping the respective cost accounts.
5. Save your entries.
Transaction:
1. Log on to the SAP Fiori launchpad as a user with the business role Configuration Expert - Business Process Configuration.
2. Open transaction KK01.
3. Define new expenses by entering an expense type and mapping the respective cost accounts.
4. Save your entries.
Test
Step
AH Best practices - How do I reconfigure Automation Hub.pdfCristina Vidu
Various organizational changes determine you to rethink the Automation Hub configuration, to adapt to the new reality:
Organization chart updates require modifying the categories’ structure
Employees attrition and frequent role changes imply rigorous user access management
Business and departmental goals have a direct impact on the KPIs to track for optimal backlog prioritization
Learn how to easily perform the needed changes with minimal activity disruption via the customization and mass update capabilities.
Recommended for: IT Admins, CoE Leads, Business Analyst Leads
Our speakers:
👩🏻🏫 Teodora Niculaescu, Senior Product Manager - Automation Hub @UiPath
👨🏻🏫 Sorin Visan, Principal Product Manager - Automation Hub @UiPath
Similar to SAP HR new Feature: Personnel (Sub)Areas and Employee (Sub)Groups Come with Validity Period (20)
Liebe Personalabteilung, Was ist Euer Beitrag zur Digitalen Transformation?Sven Ringling
Diese Präsentation, angelehnt an meinen Vortrag auf der "Mastering HR" Konferrenz in Johannesburg, stellt die 5 Säulen der digitalen Transformation vor und beleuchtet wie die HR Funktion und moderne HR Software wie SAP SuccessFactors diese Transformation unternehmensweit unterstützen können
Concur vs SAP on premise Travel ManagementSven Ringling
How does Concur, SAP's cloud solution for Travel and Expense, compare to the traditional SAP on-premise Travelmanagement? Comparing Apples with Pears giving current SAP customers an indication of the change to be expected in a Concur transformation project
Optimising SAP HR Authorisation by using custom development incl. BAdIsSven Ringling
Explaining concepts for SAP HCM authorisations to
- make it more dynamic
- reduce the number or roles
- implement very bespoke requirements
using BAdIs, custom authorisation objects, dynamic structural authorisation and further tips
SAP HCM authorisations: streamline processes and improve HR data securitySven Ringling
This document provides an overview of authorizations in SAP HCM and recommendations for improving authorization design. It discusses using dynamic start objects and structural profiles to reduce the number of roles and improve performance. Common pitfalls like combining authorizations from different roles or improperly using objects like P_PERNR are outlined. The presentation also provides tips for redesigning authorizations through approaches like composite roles, assigning roles via organizational management, and leveraging BAdI extensions. Overall it aims to help optimize and streamline authorization structures.
Managing cost and realising benefits from your SAP HCM or other HR systemSven Ringling
Conference presentation: clear process to clean up the investment portfolio from any HRIS (HR information system) using SAP HCM as an example. How to reduce cost and maximise benefits from IT in HR.
Managing Change in International SAP HCM ProjectsSven Ringling
The document outlines different approaches to global rollouts of changes to SAP HCM systems. It discusses the "conqueror's approach" which tries to force changes but often provokes resistance. The "missionary's approach" assumes the changes are blessings but can also provoke resistance by not involving local teams. A cooperative model is recommended that provides clear guidance but also involves local knowledge and management to gain support and ensure changes fit each country's needs. Both central teams and local teams must be open to learning and changing as part of successful global rollouts.
Right Sourcing: The Role of HR in Creating Shareholder ValueSven Ringling
A brief overview of the 6 elements of right-sourcing readiness (considering not only cost, but culture, business strategy, etc.), how they link to shareholder value and what HR can do to make an organisation right-sourcing ready.
Includes case studies.
Threats to mobile devices are more prevalent and increasing in scope and complexity. Users of mobile devices desire to take full advantage of the features
available on those devices, but many of the features provide convenience and capability but sacrifice security. This best practices guide outlines steps the users can take to better protect personal devices and information.
Best 20 SEO Techniques To Improve Website Visibility In SERPPixlogix Infotech
Boost your website's visibility with proven SEO techniques! Our latest blog dives into essential strategies to enhance your online presence, increase traffic, and rank higher on search engines. From keyword optimization to quality content creation, learn how to make your site stand out in the crowded digital landscape. Discover actionable tips and expert insights to elevate your SEO game.
Webinar: Designing a schema for a Data WarehouseFederico Razzoli
Are you new to data warehouses (DWH)? Do you need to check whether your data warehouse follows the best practices for a good design? In both cases, this webinar is for you.
A data warehouse is a central relational database that contains all measurements about a business or an organisation. This data comes from a variety of heterogeneous data sources, which includes databases of any type that back the applications used by the company, data files exported by some applications, or APIs provided by internal or external services.
But designing a data warehouse correctly is a hard task, which requires gathering information about the business processes that need to be analysed in the first place. These processes must be translated into so-called star schemas, which means, denormalised databases where each table represents a dimension or facts.
We will discuss these topics:
- How to gather information about a business;
- Understanding dictionaries and how to identify business entities;
- Dimensions and facts;
- Setting a table granularity;
- Types of facts;
- Types of dimensions;
- Snowflakes and how to avoid them;
- Expanding existing dimensions and facts.
HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
Ivanti’s Patch Tuesday breakdown goes beyond patching your applications and brings you the intelligence and guidance needed to prioritize where to focus your attention first. Catch early analysis on our Ivanti blog, then join industry expert Chris Goettl for the Patch Tuesday Webinar Event. There we’ll do a deep dive into each of the bulletins and give guidance on the risks associated with the newly-identified vulnerabilities.
GraphRAG for Life Science to increase LLM accuracyTomaz Bratanic
GraphRAG for life science domain, where you retriever information from biomedical knowledge graphs using LLMs to increase the accuracy and performance of generated answers
Programming Foundation Models with DSPy - Meetup SlidesZilliz
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
Generating privacy-protected synthetic data using Secludy and MilvusZilliz
During this demo, the founders of Secludy will demonstrate how their system utilizes Milvus to store and manipulate embeddings for generating privacy-protected synthetic data. Their approach not only maintains the confidentiality of the original data but also enhances the utility and scalability of LLMs under privacy constraints. Attendees, including machine learning engineers, data scientists, and data managers, will witness first-hand how Secludy's integration with Milvus empowers organizations to harness the power of LLMs securely and efficiently.
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdfChart Kalyan
A Mix Chart displays historical data of numbers in a graphical or tabular form. The Kalyan Rajdhani Mix Chart specifically shows the results of a sequence of numbers over different periods.
Taking AI to the Next Level in Manufacturing.pdfssuserfac0301
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
SAP HR new Feature: Personnel (Sub)Areas and Employee (Sub)Groups Come with Validity Period
1. Validity Period for SAP HR Enterprise and
Employee Structure
I've seen this mentioned a few times, but having written this up, I thought some of you might find it usefull to
have a more comprehensive description os this new feature, which I personally - as someone working a a
few multi-country set-ups - belief is really cause for serious celebrations. Thank you Customer Connection
Program!
If your organisation has been using SAP HCM for, say, 10 or 20 years, you'll know this problem all too well,
particularly if your organisation is spread over a large number of countries:
The list of personnel (sub)areas and employee (sub)groups gets longer and longer and there is no easy way of
making sure users don't pick obsolete objects, because none of them comes with time dependency or a validity
period.
This has now changed with SAP note 1883014. SAP offers now the option to use validity periods for the 4
organisational objects mentioned above. This validity period acts as a constraint for what can be captured in
personnel actions and infotypes 0001, 1008 and 1013, and cleans up the list when you hit "F4".
Once the required support package has been applied, you can easily activate the new feature in table T77S0,
entry ADMIN - DELIM:
Note:
• As with most entries in T77S0, you'll get a warning message saying this is an entry in the SAP
namespace. Don't worry: it is meant to be changed by the customer and SAP doesn't plan to
overwrite it.
• No need to worry about not being able to use any org objects any more once you activate this
feature. Existing org objects won't have any entry in the validity period tables yet, but, by default, a
validity from 01/01/1800 to 31/12/9999 is assumed.
The first change you'll notice after the activation is that the objects feature a validity period in entry helps now:
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2. Validity Period for SAP HR Enterprise and Employee Structure
So, let's assume we want to create a new personnel subarea "Cardiff" valid only from 01/01/2014. You create
it by copying an existing one and renaming it as you would normally do. Then you find the configuration for
validity periods in the IMG via: Enterprise Structure > Assignment > Human Resources > Validity Period for
Organisational Assignments and add a new entry for Cardiff:
If we try to change the current record for an active employee starting at 01/07/2013, we see the same result as
above, because the new subarea isn't valid yet:
However, if we create a new record in infotype 0001 starting after 01/01/2014, we find Cardiff in the list of
options:
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3. Validity Period for SAP HR Enterprise and Employee Structure
The same logic applies to personnel areas, employee groups and employee subgroups. We consider this a
very helpful improvement to increase efficiency, avoid user frustration and improve data quality in SAP
HCM. We definitely recommend implementing it, so you can get rid of old entries from all four tables in
day-to-day business. Particularly in large global organisations, the lack of such a validity period has
always caused problems in the long run.
There are a few points to be considered in the business process:
• This is not a full time dependency feature. These are only validity periods, which are checked against
in the most important screens. The objects can only be made valid or unvalid, but they can't change
their names or properties over time. E.g., you can't change the name of personnel subarea 0002 from
"Edinburgh" to "Scotland" from, say, 01/01/2015. If you change the name, the new name will apply
retro-actively for the full validity period of the object.
• When you create a new organisational assignment in infotype 0001, the last record always needs to
extend all the way to 31/12/9999. So, you may have to create a record including employee groups
or personnel subareas, which are valid at the start of the record, but not at the end. The system will
allow this, but produces a warning message, so you know you'll have to change the org assignment
later:
• You can also run a consistency check with program RP_PAD_CHECK_ORG_ASSIGN to show
where organisational re-assignments are required due to validity periods ending:
• You would usually not want to adjust infotype 0001 data for employees who have left the organisation
already. Over time, many leavers will have personnel (sub)areas and employee (sub)groups outside
their respective validity areas in the infotype 0001 record of the inactive period and that's usually no
problem. Therefore, the check against the validity period is not performed for leavers.
Some technical notes:
• SAP note 1883014 can't be applied with the note assistant: it's got to come via HR support package
SAPK-60467INSAPHRRXX
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4. Validity Period for SAP HR Enterprise and Employee Structure
• It is recommended to apply SAP notes 1882986, 1881595 and 1882972 together with the main
correction. The first two notes are included in the same support package anyway, but 1882972 may
have to be applied separately to fix a documentation error
• To eliminate errors in employee groups and subroups in transaction PA40 (personnel actions), SAP
note 1949191 must be applied. It is not included in the same support package.
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