by David Wisor, SAP HR, Time, and Payroll Analyst, Mannington Mills, Inc.
HR Expert - Volume 10 (2012), Update 2

Understand the concerns and considerations with having one employee support all of your HCM configuration, then follow the process used by a one-man tech team to quickly and efficiently implement changes to the SAP system.

by Jennifer Adams, Principal Consultant, AspireHR
HR Expert - Volume 9 (2011), Update 5

Do you have employees who are in the same group, category, or union who should receive different entitlements due to being grandfathered into a previous program? SAP ERP HCM provides several different methods for handling grandfathered plans. I explain three of the options for handling the generation of quota entitlements for these employees using example scenarios.

by Jennifer Adams, Principal Consultant, AspireHR
HR Expert - Volume 9 (2011), Update 2

The Family Medical Leave Act (FMLA) Workbench assists employers in administering the complex guidelines for determining eligibility and absence management. Understand the components that make up the FMLA Workbench and how each section of the workbench functions.

by Owen McGivney, SAP HR and Payroll consultant, Eridami Ltd.
HR Expert - Volume 8 (2010), Update 10

You can approach the common task of change validation in SAP ERP HCM in a number of different ways. Deciding among the options depends on the task at hand and the user’s experience, level of skill, and personal preference. See the pros and cons of five common options.

by Jennifer Adams, Principal Consultant, AspireHR
HR Expert - Volume 8 (2010), Update 9

Many organizations allow their HR department to provide additional leave entitlement for potential new hires as part of a negotiated employment contract. In most cases, the additional leave entitlement is reduced as the employee’s seniority increases and, once the combined level is reached, is dropped altogether. This may also occur during an acquisition if the company acquired has more generous entitlement plans than the acquiring company. The employees are not “grandfathered” into their old plans, but are allowed to keep the additional leave entitlement. Once their seniority increases and reaches the level that entitles them to the current entitlement value in the acquiring company’s existing plan, they then revert to the acquiring company’s standard leave plans and seniority levels. You can manage this process within standard configuration and rules in the Time Evaluation schema and prevent the manual calculations and adjustment to the quota balances that you would otherwise have to complete annually.

by Stephen J. McCarthy, PHR, Managing Consultant, HCL AXON
HR Expert - Volume 8 (2010), Update 8

Avoid cumbersome manual updates and complicated custom ABAP updates in your benefits administration functionalities by implementing the described SAP enhancements. Learn to improve flexible spending account administration, simplify benefits enrollment, and make group enrollment functionality more adaptable.

by Stephane Routhier, Managing Consultant, HCL-Axon Solutions Inc.
HR Expert - Volume 7 (2009), Update 7

Configure your system so that the correct pension contributions continue when Canadian businesses merge.

by Raghavendran Parthasarathy, Managing Consultant, HCL-Axon UK
HR Expert - Volume 7 (2009), Update 2

If your company uses negative time quotas to allow employees to exceed their annual leave entitlements, you can use a standard report and infotype 0416 (time quota compensation) to quickly and simply reduce their entitlements for the following year by the amount they have already taken.

by Greg Newman, HCM Consultant, Newhit Ltd.
HR Expert - Volume 6 (2008), Issue 9 (November)

Learn how the Concurrent Employment component can help streamline and optimize the management of employees who hold multiple positions in your company.

by Clay Molinari, Independent SAP Consultant
HR Expert - Volume 1 (2003), Issue 5 (August and September)

The R/3 benefits module provides a variety of ways to configure eligibility for benefits plans. Macro-eligibility is determined by the first and second program groups, which prior to Release 4.5 were known as "benefit group" and "benefit status." Micro-eligibility is controlled through eligibility rules. Common criteria such as age, zip code, and number of scheduled hours can be used in eligibility rules, but many companies find that a criterion dictated by their company policy is not available in the configuration. This article explains the implementation of an eligibility rule that combines standard configuration and user exit programming that the author wrote to exactly model a complex company policy.