Question:
I am working at a federal government client and am wondering if there is anyone else out there who has built a labor projection within SAP. The client requirements involve the projection to be at the employee level (lower than position) and be able to adjust by pay period. The projection is to incorporate the career ladder promotions of the federal gov't (grade and step increases) along with other adjustments, again by employee.
We are trying to write a white paper to come up with the best solution. SAP recommends position budgeting, not employee level. We are implementing SEM, but not HR. Any comments, lessons learned, etc would be appreciated.
Answer:
I have implemented a couple similar applications. Please advise what exactly is your capacity personally, so that I can better help you.
Answer:
Eventually there will be 70000 employees with a lot of users... couple thousand. An example of what they do is load in the employees from the federal payroll system. The office analyst takes those employees relative to his office and projects out their next pay raise, promotion, benefits, cola etc. They want to adjust or reassign the employee to different funds, projects, etc. They also want to be able to add vacancies and project their pay. Basically workforce planning...
Thanks
Answer:
The client will have ultimately 70,000 employees. First deployment will be around 15,000. Of those, there will be hundreds accessing the system and eventually thousands. An example of what they do is take the employee detailed labor file and get employees by office, then adjust, reassign and project by employee by pay period in some cases. They take the employee and project their grade and step increase on a certain day, the pay raise, and other items like cola and awards. They split this money by the FM objects (fund, functional area, and funded program) and reassign throughout the year.
Thanks for your help.
Answer:
I was trying to find out whether you are looking at this requirement as a business prime/PM/Tech consultant, so I can talk about things that will cut to your point.
From an implementation path perspetive, this is a straight forward HR requirement. However, your scale of deployment will determine a number of critical things. I will just start with a few in the order of importance at this stage of your project. It might not be appropriate for you to lay out your project details on the BBS. You are welcome to drop me an email (Please notify me here if you do).
1. Why does your planning NEED to be on a employee level? What is the actual function of this planning process that cannot be achieved if it is on a more aggregated level?
2. Who will be carrying out which planning function? Namely, what is your planning process involvement from a business perspective? This is more important that which steps are involved in your actual planning.
Hope this helps and good luck.