HCM To Be PDF

0
End to End Automation Implementation of SAP ERP at

ODISHA State Beverages
Corporation Ltd.
SAP Solution Design for OSBCL
TO - BE DOCUMENT
Module: Human Capital Management
(HCM)
Submitted To:
Odisha State Beverages Corporation Ltd.
Fortune Tower, Bhubaneswar
Odisha – 751023
Submitted By:
OASYS Tech Solutions Pvt. Ltd.
Samanta Vihar, Bhubaneswar
Odisha – 751017
ERP (SAP) Implementation Project
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
VERSION DATE AUTHOR REVIEWER/APPROVER REMARKS
V.01 HCM 30.12.2021 Sandeep Mohapatra
DOCUMENT VALIDATION /SIGN-OFF
NAME ROLE SIGNATURE DATE
Soumya Ranjan Rout Delivery Head

HCM Lead
Sandeep Mohapatra Consultant
Subhasish.P Fico Lead Consultant
ORGANIZATION
Odisha State Beverage Corporation Ltd.(OSBCL)
OSBC CONFIRMATION RECORD
APPROVER’S
NAME DESIGNATION SIGNATURE APPROVAL DATE
Mrs. Subhadarshini Swain G.M Admin
Sri Anata Rao Mangalagiri Senior I.T Consultant
Mr. Debendra Sahoo Manager I.T
Mr. Subrat Mishra Assistant Manager
Udaynarayan Sahu Accountant
Page 1
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Contents
1. INTRODUCTION ............................................................................................................................................. 5
1.1.About Employee: ......................................................................................................................................... 5
1.2 HO and Depot: ............................................................................................................................................. 5
1.3 Functional scope coverage for HCM process in OSBCL………………………………………………………….6
2 ORGANIZATION MANAGEMENT ................................................................................................................. 7

2.1 Organization structure of OSBCL: ............................................................................................................ 7
2.2 Organizational plan .................................................................................................................................... 8
2.3 Plan version .................................................................................................................................................. 8
2.4 Depot as a profit center ............................................................................................................................. 9
2.5 Employee Cadre & Pay scale ................................................................................................................... 10
2.6 Department: ............................................................................................................................................... 10
2.7 Position: …………………………………………………………………………………………………………………..10
2.8 Object type and relationships. ................................................................................................................ 12
2.9 Code assignment to employees .............................................................................................................. 13
2.10 Action list: ................................................................................................................................................ 13
2.11 Infotypes: ................................................................................................................................................. 13
3 ENTERPRISE STRUCTURE .................................................................................................................... 15
3.0.1 Company code: ..................................................................................................................................... 15
3.0.2 Personnel area: ..................................................................................................................................... 16
3.0.4 Personnel sub area ............................................................................................................................... 16
3.1.1 Personnel structures ............................................................................................................................ 17
3.1.2 Employee group ................................................................................................................................... 17
3.1.3 Employee subgroup ............................................................................................................................. 18
3.2.1 Master data ........................................................................................................................................... 19
3.2.2 Employee master .................................................................................................................................. 19
3.2.3 Infotypes ................................................................................................................................................ 19
3.2.4 Infotypes used in personnel administration .................................................................................... 19
3.3 Number range....................................................................................................................................... 29
3.4.1 Personnel administration: ................................................................................................................... 30
3.4.2 Entry of the employees to OSBCL ...................................................................................................... 30
3.4.3 Probation: ............................................................................................................................................. 32
3.4.4 Increment: .............................................................................................................................................. 32
3.4.5 Promotion: ............................................................................................................................................. 33
3.4.6 Confirmation: ........................................................................................................................................ 33
3.4.7 Transfer: ................................................................................................................................................. 34
3.4.8 Exit Process of Employees: .................................................................................................................. 34
3.4.9 Leave Salary…………………………………………………………………………………………………………32
3.4.10 Suspension: .......................................................................................................................................... 35
Page 2
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
3.4.11……………………………………………………………………………………………………………………………36
3.4.12 Service book: ........................................................................................................................................ 36

3.4.13 LPC Format: .......................................................................................................................................... 36
4 TIME MANAGEMENT: .......................................................................................................................... 37
4.1 Infotypes: ............................................................................................................................................... 37
4.2 Maintain holiday .................................................................................................................................. 39
4.3 The holiday calendar............................................................................................................................ 39
4.4 Work schedule ...................................................................................................................................... 40
4.5 Break schedule ...................................................................................................................................... 40
4.6 Daily work schedule ............................................................................................................................. 40
4.7 Attendance ............................................................................................................................................ 41
4.8 Absences ................................................................................................................................................ 41
4.9 Types of leaves ..................................................................................................................................... 41
4.10 Absence quota type ............................................................................................................................. 41
4.11. Method to generate absence quota .................................................................................................. 43
4.11.1 Rules for each absence quota ............................................................................................................. 44
4.12 Preparation of salary: .......................................................................................................................... 46
5. PAYROLL ............................................................................................................................................ 48
5.1 Pay scale structure in OSBCL .............................................................................................................. 48
5.2 Payroll wage components................................................................................................................... 50
5.2.1 Wage type ............................................................................................................................................. 52
5.2.2 Basic pay (1000) ................................................................................................................................... 53
5.2.3 Dearness allowance .............................................................................................................................. 54
5.2.4 HRA (House rent allowance) .............................................................................................................. 54
5.2.5 Deductions: ........................................................................................................................................... 54
5.2.6 Recurring deduction: ........................................................................................................................... 54
5.2.9 GPF……………………………………………………………………………………………………………………… 55
5.2.10 NPS (National Pension System)......................................................................................................... 55
5.2.11 Festival advance: ................................................................................................................................. 56
5.2.12 Professional tax .................................................................................................................................. 57
5.2.13 Income tax: ........................................................................................................................................... 57
5.2.14 Statutory and voluntary deductions ............................................................................................... 58
5.3. Retirement Benefits:.............................................................................................................................. 58
5.4. Leave salary calculation Rule: Leave salary per month .................................................................... 58
5.5 Gratuity Rule: ......................................................................................................................................... 59
5.6 Arrear Process: ....................................................................................................................................... 59
5.7 Incentives: ................................................................................................................................................ 59
5.8 Payroll Area............................................................................................................................................... 62
5.9 Period parameter: ................................................................................................................................ 62
5.10 Payroll process flowchart: ................................................................................................................... 63
Page 3
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.11 Remuneration statement: ................................................................................................................... 63

5.12 Integration: ........................................................................................................................................... 66
5.13 Salary posting ....................................................................................................................................... 67
6.0. LIST OF REPORTS .................................................................................................................................. 68
Page 4
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
1 INTRODUCTION
1.1 .About Employee:
The Corporation is the sole wholesaler of all kinds of Foreign Made Foreign Liquor (FMFL
or BIO), India Made Foreign Liquor (IMFL), Beer, RTD, Wine and Country Liquor (ENA
based), etc., in the State of Odisha.
The OSBCL Functions utilizing services of officials deputed from state Govt., PSUs and
Regular Cadre Employees. Apart from these, consultants are also engaged in different
wings of OSBCL. Further manpower on outsource basis is also deployed by the
Manpower Service Providers to meet DEO, Assistant, Attendant, Driver, Sweeper as well
as security related Personnel services.
The ongoing HCM/SAP Implementation project for OSBCL envisages streamlining about
maintenance and processing of HR Records of each regular Employee of OSBCL as well
as the employees deputed from Govt. and PSUs. In present scenario Unique Employee
number is allotted in case of the employees for processing establishment matters and
preparation of salary bill. In case of outsourced personnel, their services are managed by
the outsourcing agencies and OSBCL pays towards man power service charges directly
to the agencies.
Implementation of SAP/HCM shall cover the Employee’s life cycle in terms of employee
service from entry to exit in OSBCL. In addition the scope of HCM also covers employee
leave/Time mangement and Payroll. HR Organisation management shall be incidental to
the give HCM scope in OSBCL(Please see 1.3).
1.2 HO and Depot:
The Depots are controlled by the OSBCL Head office located at Bhubaneswar.
Presently OSBCL operates 9 Depots in different Locations throughout the State. These
Depots have godowns under them to stock different Liquor items as a logistic
arrangement. The Corporation creates new Depots at strategic locations to meet the
growing demand. The following is list of functional depots.
Page 5
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
1. Khurda
2. Nirgundi (Cuttack)
3. Berhampur (Ganjam)
4. Balasore
5. Sambalpur
6. Rayagada
7. Angul
8. Chandikhol
9. Balangir
1.3 Functional scope coverage for HCM process in OSBCL
ORGANIZATION
MANAGEMENT
PERSONNEL
PAYROLL
MANAGEMENT
TIME
MANAGEMENT
(Fig-1)
Page 6
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
2 ORGANIZATION MANAGEMENT IN SAP
OSBCL
HEAD OFFICE
DEPOT DEPOT
1 ………………………………………… 9
(Fig-2)
Organizational management (OM) is one of the important sub-modules of SAP HCM that helps in
personnel planning and application development. Organizational management enables in
analysing of the entire organizational structure and allows planning to develop personnel roles.
In order to carry out numerous business and human resources processes, Company needs an
organizational plan, that is, a functional structure representing OSBCL enterprise based on
functions.
2.1 Organization Structure of OSBCL:
 OSBCL has a Head Office and Nine Depots. Each Depots stocks liquor item in few Godowns.
Sl. No. Description
01 Head Office
Sl. No. Description
01 Khurdha
02 Nirgundi
03 Balasore
04 Beherampur
05 Rayagada
06 Anugul
07 Chandikhol
Page 7
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
08 Bolangir
09 Sambalpur
2.2 Organizational plan in SAP/HCM
Representation of the task-related, functional structure of the enterprise, created using tools from
the Organizational Management component of SAP.
The organizational plan differs from the administrative enterprise or personnel structure, whose
structural elements are relevant to Payroll or Accounting (company code, personnel area and
personnel sub area.)
2.3 .Plan Version

Plan versions are scenarios in which you can create organizational plans.
In OSBCL, Plan version “01” will be flagged as the Active Plan Version which will be current valid
organizational Plan. As such there are no passive versions exist for OSBCL. The restructured plan of
OSBCL will be treated as plan version 02
An organizational plan can be made with many object types, and the important basic object types
are given below.
(Fig-3)
Organizational unit: – It describes a department, division, location or an organization department

name depending on business process. For e.g. marketing department, Finance department, etc.
In OSBCL all the Depots which report to OSBCL Head office, are regarded as organizational units.
Page 8
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Depots figure under operations function in H.O similarly we have Administration, Finance, IT and
Technical function in H.O there may be configured Organization units.
2.4 Depot as a profit center
A profit center is an organizational unit in financial accounting that reflects a management-

oriented structure of the organization for the purpose of internal control. Operating results can be
analysed for profit centers.
Dividing the company up into profit centers allows to analysis areas of responsibility and to
delegate responsibility to decentralized units.
Every profit center is assigned to the organizational controlling area.
Cost centre: – Cost centres track the expenses in an organization. Cost centre are created and
maintained in the Controlling module. Cost centers can have relationships with either
organizational units or positions. The relationships with other object types will be maintained by
HCM Administrators.
 Cost Centre: Cost centre is place where Cost will be recorded. Codes assigned to the Cost
Centers for OSBCL are as the following. The cost centers may be in crease in feature such need
cost centre and profit centre can be configured by HCM functional Admin internally.
Sl. No. Description

CC01 Head Office
CC02 Khurdha
CC03 Nirgundi
CC04 Balasore
CC05 Beherampur
CC06 Rayagada
CC07 Anugul
CC08 Chandikhol
CC09 Bolangir
CC10 Sambalpur
Page 9
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
2.5 Employee Cadre & Pay scale
Employees in OSBCL:
 Regular employees of OSBCL
 Employees deputed from State PSUs.
Pay scales of OSBCL employees and Deputed COO Employees:
AS per pay matrix under ORSP Rules -2017.
 Pay scales of Employees deputed from State PSUs to OSBCL:

As per the rate of salary from their parent PSUs and as per ORSP Rule -2017 in form of
compensation (incentive).
2.6 Department:
Functional area in corporate office will be regarded as a Dept. in HCM/SAP for OSBCL.
Different functions of the OSBCL are as the following.
Sl. No. HO/Depot

01 Administration
02 Audit and Accounts
03 Information Technology
04 Operation (Depot and HO)
05 Technical Dept
2.7 Position:
It is a common set of task within the organizational unit. For e.g. HR manager, marketing
manager, etc. In OSBCL the below Jobs and Positions will be created for HO & Depot.
Sl. No. Name

01 Managing Director
02 General manager admin.
03 Chief Manager Finance
04 General Manager (Technical)
05 Chief operating officer
Page 10
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
General Manager (Accounts &

06 Audit)
07 Manager IT
08 Assistant mgr. SCM
09 Assistant mgr.
10 Accountant
11 Steno
12 Junior Manager
Law Officer
13
 Seniority Wise Designation (Depot)
Sl. No. Name

01 Branch Manager
02 Asst. Manager
Page 11
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
OSBCL Personnel Hierarchy Chart
M.D OSBCL
Department
DEPOT
Administration Information And

Audit and Accounts Operations Steno All Depots
Technology
Chef
Chief Mgr Branch Mgr.
GM Admin Manager (IT) Operating
(Finance)
Officers
Assistant
GM Manager
Asst.Manager Accounts G.M.
and Audit Technical
Junior
Steno Accountant Manager
Assistant
Junior Manager Manager
(SCM)
Legal
(Fig-4)
Master data can be revised as and when required by the functional head. They will be provided
with the required access.
2.8 Object type and Relationships.
There are many objects within OM, and the creation of relationships is the way that data is linked
together. When the hierarchical organizational structure is built, a relationship is created between
organizational unit objects. By attaching a position to an organizational unit, we are creating a
relationship between the position object and the organizational unit object. Fig 5 depict
relationships among organizational objects.
Page 12
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
(Fig-5)
2.9 Code assignment to employees

In OSBCL context the following number ranges will be defined for Objects. These range of
numbers shall be used to assign employee numbers to the employees.
No. Ranges Object
Organization Units
50000001-
50009999 Position
2.10 Action List:

Different Actions for HR processes in HCM SAP include, for Regular employment, Increment,
Arrear, Promotion are controlled from HO & salary is processed from HO also. There is different
pay component group.
2.11 Infotypes:
In case new objects are created, or if a new infotype has to be added for the maintenance of an
existing object, the maintenance can be done here.
Infotypes Infotype Name Purpose
It gives an Object
1000 Object Abbreviation and name
It defines the Relationships

1001 Relationship
between different objects. It
Page 13
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Infotypes Infotype Name Purpose
indicates that an employee or

user holds a position by
creating a
relationship infotype record
between the position and the
employee or user.
Name and textual description

1002 Description
of an object.
Infotype with which you can
allocate a staff indicator to
organizational units and
positions, or flag
organizational units as
1003 Characteristics departments.
With this infotype you can

define account assignment
features for organizational
units and positions. This
ensures more efficient
integration between the
Organizational Management
Account Assignment and Personnel Administration
1008 Feature components.
Page 14
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
3 ENTERPRISE STRUCTURE
OSBCL CORPORATION OFFICE
Operations Admin. Finance Account&Audit Technical
Depots1 Depots9
Khurda Balangir
(Fig-6)
The Enterprise Structure consists Client, Company code, Personnel Areas and Sub Areas that are
assigned to the company code and country groupings individually. The Enterprise Structure
depicts the structure of a company from a Personnel Administrative and Time Management
perspective. It consists of the company structure as well as the Personnel Structure. The Enterprise
Structure is a major decision making structure in the Human Capital Management module.
3.0.1 Company Code:

A Company is an Organizational Unit which is used to consolidate the Financial Statement or
create/consolidated form of Financial Statement. Company codes are decided in FI-CO Module.
HR module will not define any company code but will assign personnel areas to the related
Company codes.
Within a client, the company code represents the highest level of the Enterprise Structure.
Page 15
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Company Code Company

Description
1000 OSBCL
3.0.2 Personnel area:

Personnel area in SAP represents as a geographical location of an organization, where it cannot be
a department. A Personnel Area is a subdivision of a Company organized according to personnel.
The Personnel Area could represent different physical locations or reporting areas.
For example H.O, Deport are personnel areas
Personnel Area Personnel Area Country

Company Code
Code Text Grouping
1000 OSBCL HO 1000 40
3.0.4 Personnel sub area

The personnel subarea is an organizational unit that represents a specific area of the company
organized according to certain aspects of personnel, time management, and payroll.
Currently 10 Personnel Subareas will be configured across all Subsidiaries of OSBCL .As per the
Business this numbers can be increased at any period of time.

Company Code
Code Text Grouping
HO OSBCL HO 1000 40
DP01 Angul 1000 40
DP02 Khurda 1000 40
DP03 Nirgundi(Cuttack) 1000 40
Berhampur
DP04 1000 40
(Ganjam)
DP05 Balasore 1000 40
Page 16
HCM To Be
Version: 1.1 Date: 17.03.2022
Document

Company Code
Code Text Grouping
DP06 Sambalpur 1000 40
DP07 Rayagada 1000 40
DP08 Balangir 1000 40
DP09 Chandikhol 1000 40
3.1.1 Personnel Structures

The Personnel Structure describes an employee’s position in the company from the individual
employee’s view. It consists of the following elements:
 Employee group.
 Employee subgroup.
The Personnel Structure is a major decision making structure in the Human Capital Management
module.
3.1.2 Employee Group

The employee groups are formed on the basis of employment status of an employee within the
company.
Employees are divided within a company into employee groups. This is a fairly high-level division
which defines the relationship of employees to the company on the basis of their working status.
The most important features are as follows:
The following essential organizational functions can be carried out using the employee group:
 Generating default values when entering data; for example, for the payroll accounting area
or for the basic pay of the employee
 Generating a selection criterion for evaluations
 Generating a unit for the authorization check
 Ex- For the payroll accounting area or for the basic pay of the employee.
Page 17
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
S no Employee group Employee group text

code Regular Employee
1 1 Probation
2 2 Confirmation
S no Employee group Employee group text

code Regular Employee
1 3 Deputed Employee
Here the employee status values for regular employee are mentioned.
3.1.3 Employee Subgroup

An employee sub group is a sub division of an employee group. An employee group is divided
into different employee sub groups to account for the differences in different categories of
employees from Time Management, Payroll and Pay Structure aspects.
The most important control features are as follows:
You determine which wage types are permissible for which employees by using the employee
subgroups;
 You determine which work schedules are permissible for which employees;
 The employee subgroup enables you to define data entry default values, for example, for
the payroll area or an employee’s basic pay.
 Within the employee group Active, you want to distinguish between OSBCL employee, pay
scale employees, trainees and executive employees. This distinction enables you to do the
following:
 You can carry out evaluations for which certain employee subgroups can be included or
excluded.
 Certain personnel administrators should only be allowed to edit the data of certain
employee subgroups.
 Depending on the employee subgroup, you can generate different default values in master
data processing (for example, executive employees have entitlement to more leave than pay
scale employees).
Requirements
 The employee group will define the type of employee.
Page 18
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Emp Employee group Employee subgroup

group text
1 Active employee PB1,PB2,PB3,PB4
(PB stands for pay band in VII Pay Revision commission).
3.2.1 Master Data

Master data is important component in HCM module like the other SAP modules. Master data
tends to remain constant and used referred by various sub modules, to accomplish activities. Some
of the data such as basic pay way occasionally under go changes.
3.2.2 Employee Master

Maintaining the HR Master Data function allows you to maintain employee master data tasks like
entering the data, update, etc. Data related to an employee is entered in various Infotypes. For
example, Infotypes 0002 contains personal information of an employee like name, date of birth,
marital status, etc. Infotypes are used to group similar data and makes it easier to process. There
are many functions, which can be used to process HR master data in system. These allow you to
create or edit the existing records in the system.
3.2.3 Infotypes
Infotype is used to store personal data about an employee. An Infotype contains four digit code
and name of Infotype.
There are predefined number ranges that SAP has defined for Infotype.
 HR and Payroll Data Infotype → 0000 to 0999
 Organizational Data → Infotype 1000 to 1999
 Time Data → Infotype 2000 to 2999
 Personnel Data→Infotype0000 to 0105
You can further divide an Infotype into groups, which are called subtypes. For example, an
Infotype Address, Infotype 0006 can be divided into subtypes - Permanent Residence and
Emergency address.
3.2.4 Infotypes used in personnel administration
Infotypes Name
0000 Actions
0001 Organization Assignment
Page 19
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
0002 Personal Data
0003 Payroll Status
0004 Challenge
0006 Addresses
0007 Planned Working Time
0008 Basic Pay
0009 Bank Details
0014 Recurring Payments/Deductions
0015 Additional Payments
0016 Contract Elements
0019 Monitoring Task
0021 Family Member/Dependents
0022 Education
0024 Qualification
0023 Previous Employer
0045 Loans
0057 Membership Fees
0105 Communication
0185 Personal Id’s
2001 Absences
2006 Absence Quotas
2013 Quota Corrections
Page 20
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
0416 Quota Compensation
0580 Previous Employment Tax details
0581 Housing(HRA/CLA/COA)
0582 Exemptions
0583 Car & Conveyance
0584 Income from other sources
0585 Section 80 Deductions
0586 Section 80C Deductions
0587 Provident Fund Contribution
0588 Other Statutory Deductions (ESI, PTAX)
0591 Nominations
Infotype 0000 (Action)
The system simplifies the processing of complex personnel procedures, such as hiring a new
employee, by using what are known as personnel actions. You can use personnel action to
Transfer, Promotion, Deputation, Suspension, revoke Suspension, Separation etc. Personnel actions
combine several related Infotypes into one infotype group. With actions Infotype an overview of all
the important changes related to an employee can be obtained. Using this Infotype the most
important stages that an employee passes through in an organization can be documented.
Position, Personnel Area, Employee Group, Employee Subgroup information will be stored in this
Infotype. Based on the action performance.
Status indicators can be assigned different values. The status indicators are
Customer-specific status – this is not used in the standard status. It can be customized if required
Employment status – related to the employee’s employment relationship. This is provided by
standard.
Special Payment – an employee’s entitlement to special payment. This is country specific
In OSBCL, the below Action types will be configured. The Action type can be added at any time as
per the business requirement.
Exhaustive even of infotypes can be verified during HCM customization/testing phase.
Page 21
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Organization Assignment (Infotype 0001)
This Infotype deals with the incorporation of the employee into the organizational structure and
the personnel structure.
The fields for Company Code, Personnel Area and Cost Center are not editable. To change these
values an action need to be performed and HCM/SAP auto generates audit trial to fix responsibility
of master data changes.
The system derives the employee group, employee subgroup from actions Infotype. These values
cannot be overwritten. These values can be assigned only by performing an action.
Payroll area and Personnel subarea can be maintained.
Administrator responsible for employee’s HR master data, time data and payroll will be maintained
in this Infotype. These fields will be used during authorization checks.
Based on the position specified in action Infotype, the organizational unit will be derived and
displayed in this Infotype.
Personal Data (Infotype 0002)
This Infotype stores data for identifying an employee/applicant.
The validity start (begin date) for the first record of the Infotype is determined from the
employee’s/applicant date of birth. First Name, Last Name, Marital Status, Religion, Nationality,
Number of Children, Date of marriage etc. are some of the fields which will be maintained in this
Infotype.
In the standard system, a check is not run to see whether the number of children entered in the
Family/Related Person (0021) Infotype corresponds to the number of children entered in Personal
Data (0002) Infotype. For example if in Infotype Family/Related Person (0021) child 1 and child 2
records are maintained, then the system will not check if the No of children specified in Infotype
Personal Data (0002) is 2.(Rather number of children should be auto drive by the system).
Payroll Status (0003)
This Infotype contains the payroll status and time management status.
This Infotype is automatically created by the system when the employee is hired. In general, the
system updates the Infotype and writes the changes to the payroll status and Time Management
status is stored. For example, the system stores the date of the last payroll run performed for the
employee in the Payroll Status infotype (0003). The system can flag an employee that was rejected
in the payroll run.
Challenge Infotype (0004)
Page 22
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
In this Infotype, employee’s challenge status like physically handicapped, visually handicapped etc.
can be stored.
Addresses (Infotype 0006)
In this Infotype, address of employee/applicant is stored. Different address types can be stored for
each employee. This Infotype is further subdivided into subtypes in order to store different address
types.
Some of the address types (subtypes) are Permanent address, Mailing address, Local address,
Temporary address etc.
Planned Working Time (Infotype 0007)
In this Infotype, when and where an employee has to work for a personnel assignment is defined.
It also contains the information as to how an employee’s time data is to be processed.
Work schedule rule contains employee’s work schedule.
Time Management status – it determines whether time data is evaluated in time evaluation or is
not valuated until payroll.
Presently to Biometric device are debarred form use use in corporation due to prevalence of
pandemic.
Basic Pay (Infotype 0008)
Basic pay information of an employee is stored in basic pay Infotype (0008). An employee’s payroll
history can be checked using Infotype history.
In case an employee leaves an organization, the basic payroll data for that employee remains in
the system to ensure accuracy of any retroactive account runs to be performed. A basic pay
Infotype 0008 can be processed itself with a personnel action. To create a new record you need to
enter payment type on maintain HR master data screen.
Up to 40 wage types can be stored for an employee in this Infotype.
The wage types to be covered in Infotype 0008 are defined in Payroll part of the BBP.
Bank Details (Infotype 0009)
In this Infotype payee and bank details for the net pay from the payroll or travel claim settlement
amount will be stored.
This Infotype is further subdivided into subtypes based on the bank type. The bank types can be
Main bank, other bank, Travel expenses etc.
The data records belonging to the Bank details are used in Payroll.
Recurring Payments & Deductions (Infotype 0014)
Page 23
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
This Infotype contains amounts in wage types that is always paid or deducted during payroll for an
employee. They are paid or deducted with a defined periodicity.
This Infotype is subdivided into subtypes based on the wage types.
Additional Payments (Infotype 0015)
Additional payments are wage elements which should be paid or deducted in a particular payroll
period in which the payment/deduction date falls. These wage elements are not paid or deducted
in every payroll period in contrast to Recurring Payments and Deductions wage elements.
This Infotype is subdivided into subtypes based on the wage types.
Contract Elements (Infotype 0016)
Employee’s employment contract related data will be stored. Contract type, Probation period,
Notice periods for employee and employer will be stored in this Infotype.
Family Members/Dependents (Infotype 0021)
Data concerning the employee’s family members and other dependent will be stored in this
Infotype.
This Infotype is subdivided into subtypes based on the family member/ relationship type.
Some of the relationship types provided by the standard are Spouse, Child, Father, Mother, Legal
Guardian, Guardian, Related persons, Emergency Contact etc.
The family member’s details like name, gender, nationality etc. will be stored.
Education (Infotype 0022)
Employee’s education and training qualifications of an employee will be stored in this Infotype.
This Infotype is subdivided into subtypes based on the educational establishment types.
This info type can be used to store about the complete education and training history of an
employee.
Some of the educational establishment types provided by standard are Primary education, College,
University etc.
Education/training, Education/training category, institute, Certificate, duration of course, branch of

study etc. is some of the information which can be stored in this info type.
Previous Employers (Infotype 0023)
Page 24
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
In this info type, data with respect previous employment details like employer, Job, industry, city
and work contract with previous employer can be stored.
Qualification (Infotype0024)
If you want to store information about more than one of an employee’s/applicant’s qualifications,
you have to create many data records within this infotype.
You create qualifications in Customizing. Each qualification is identified by a key. In addition, you
can state a proficiency for each qualification. The proficiency indicates the quality of the skills and
knowledge associated with a qualification. The meaning of the proficiency levels must be arranged
in ascending order.
Date Specifications (Infotype 0041)
This info type is used to store different types of dates like for example, Hiring date, Retirement
date Grade entry date etc.
Loans (Infotype 0045)
In this info type company loans availed by an employee will be stored.
This info type is subdivided into info type based on the loan types.
Every loan gets a sequential number. The combination of loan type and sequential number makes
it possible to uniquely identify every loan. This makes it possible to create several loans of the
same type for an employee.
Basic data like, the loan approval date, amount of the loan, Loan conditions, Loan payments will be
stored in this info type.
All types of Employee’s Loans in OSBCL shall be maintained and the same can be processed
through Payroll for payment and deduction.
Communication (Infotype 0105)
In this info type employee’s communication data is stored.
This info type is subdivided into subtypes based on communication types.
Some of the communication types provided by standard are sap user id, fax, voice-mail, E-mail id
internet address, Mobile number etc.
Personal Ids (Infotype 0185)
This info type is used to store information about the employee’s personal identification.
Some of the standard ID Types available are PAN Number, Superannuation ID, Aadhar ID and
Gratuity etc.
Page 25
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Time Quota Compensation Infotype (Infotype 0416)
This info type is used to remunerate absence entitlements. When the compensations are recorded,
the remaining quota or leave that has not been deducted or compensated is reduced by the
specified quantity.
Housing (HRA/CLA/COA) (Infotype 0581)
This info type stores information on employee accommodation, details of any furniture or
domestic help provided by the company.
This info type is subdivided into subtypes based on accommodation types.
Some of the accommodation types provided by standard are Rented, Company Leased, and
Company Owned etc.
In OSBCL, the below accommodation types shall be maintained as per employee availed, by
employee.
1. Company Leased (Accommodation)
2. Company Owned (Accommodation)
3. Rented (Accommodation)
Type of accommodation availed by an employee determines the tax computation on housing.

Based on the accommodation type selected, details such as Rent amount, city category, land lord
details etc. can be maintained in this info type. Refer Payroll section of the BBP for detail
calculation.
Exemptions (Infotype 0582)
The LTA subtype of the Exemptions infotype (0582) stores the details of the travel submitted as
proof for Leave Travel Allowance (LTA) tax exemptions.
You can combine the amounts of more than one Exemptions infotype (0582) LTA subtype record
to account for a single LTA exemption. To do so, you must enter the same two digit code as the
trip exemption counter for all the records that are to be considered for a single exemption.
The start date at the journey.
The end date of the journey.
The journey start point.
The journey destination.
The mode of travel used for the journey
The class of travel.
The ticket numbers.
Page 26
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
If the employee has been a part of the trip for which the employee is claiming the LTA Exemption,
you must select the indicator for self-travel. If the trip has been undertaken by the dependents
only, you must not select this indicator.
If the exemption is for the trip carried forward from the previous block of four years, then you
must select the indicator.
Other Statutory Deductions (PTAX) (Info type 0588)
This info type stores employee’s other statutory deductions details.
This info type is subdivided into subtypes like, ESI, LWF, and PTX.
ESI – Employee State Insurance details
LWF – Labour Welfare Fund details SCEA and SCHA stores the details of expenditure submitted as
proof for exemptions on child education and hostel allowances respectively.
Car & Conveyance (Infotype 0583)
This info type stores the details of the conveyance type, Car and driver for the different Car
schemes.
The system calculates tax exemption and/or perquisite value for an employee depending on the
Conveyance type.
Income From Other Sources (Infotype 0584)
This info type stores the details of income from other sources other than that from employment
for the current financial year. This info type is subdivided into subtypes. They are Income from
House property and Income from Other Sources, Such as remuneration received form other
organizations.
Section 80 Deductions (Infotype 0585)
This info type keeps a record of the proposed and actual contributions made by an employee
towards Section 80 subsections and divisions of Income Tax act.
During payroll run, the tax deductions are made after checking the entries in this info type. Only
one record can exist for an employee for a financial year.
Contributions, Limit, Tax exemption percentage, proposed contributions etc. is some of the
information stored in this info type.
Section 80C Deductions (Infotype 0586)
This info type keeps a record of the proposed and actual investments made by an employee
towards Section 80C. During payroll run, Section 80C tax deductions are made after checking the
entries in this info type. Only one record can exist for an employee for a financial year.
Page 27
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Investments/Contributions, Proposed Investment, Actual Investment, Actual Investment to be

considered etc. are some of the information stored in this infotype.
Provident Fund Contribution (Infotype 0587)
In this info type employee provident fund information is stored.
PTX – Professional tax details
Nominations (Infotype 0591)
This info type stores the nomination details of employees for the benefits.
This info type is subdivided into subtypes based on benefit type.
Some of the benefit types provided by standard are Employee State Insurance, Gratuity, Maternity
Act, Provident Fund, and Pension Fund.
Name of the nominee, percentage of the benefit is some of the information stored in this info
type.
Absences (Infotype 2001)
This info type is used to record absence periods during an employee’s working time in which
employee is not on-site and is also not working for the company.
This info type is subdivided into subtypes based on the absence types.
Some of the absence types are Leave, Illness with certificate, Time off from overtime on official
tours etc.
Absence Quota (Infotype 2006)
This info type is used to manage time accounts that represent employee’s absence entitlements or
time credits. The time accounts contain a particular number of hours or days during which the
employees are permitted to be off work.
This infotype is subdivided into subtypes based on absence quota types.
Absence quotas will be valid for a particular validity period. Deduction period specifies when a
quota can be deducted.
Time Events (Infotype 2011)
This info type is used to record the time punch in and punch out of the employee’s attendance.
Quota Corrections (Infotype 2013)
This info type is used to correct absence entitlements that are generated by time evaluation.
Page 28
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
3.3 Employee Number Range

Employee Number Range: Employee number in current system is generated manually. The SAP
system support numeric personnel number range. When employee is hired, System has the option
of assigning an external number range or internal number range based on system configuration.
For external number range the HR administrator should enter the employee personnel number
manually and he/she will have the option of giving the number as per his/her wish but within the
range specified for the company.
In case of internal number range the system generates number within the number range interval.
Number generation will be automatic and will be 8 digits. Number will be prefixed with zeros.
In the proposed system, the Employee Number will not be changed even when an employee is
promoted from one grade to another grade. The basic reason of retaining the same number is to
compute employee accruals and its balance and keep track of the Employee History throughout
his/her employment period in the company.
As per blue print discussion of example requirement we recommend following Number Ranges.
In OSBCL context Personnel numbers will be on running serial no. starting with 00001001. So after
GO LIVE of SAP system it will be an internal number range as below:
Employee number range will be given by OSBCL during the detailing phase-
Ex-
No From To Current External/Internal
1 00001001 00002000 Internal
2 00002001 00003000 External
To avoid confusion, the legacy employee number shall be continued in HCM rollout. All
subsequent employee number assignments shall be regulated as described above.
Page 29
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
3.4.1 Personnel Administration:
Serial Description
No
1 Joining
2 Probation
3 Confirmation
4 Increment
5 Transfer
6 Promotion
7 Retirement
8 Suspension
9 Revoke Suspension
Personnel actions combine several logically related Infotypes into one infotype group. To Record
Employee Master Data Actions such as joining formalities an employee, this is used for recording
joining, Probation, increment, Promotion, conformation, Transfer, Early retirement or normal
retirement, Separation, Revoke Suspension
3.4.2 Entry of the employees to OSBCL
A. OSBCL Employees: On receipt of appointment letter the selected candidate, if accepts

and joins the organization, then his personal data is entered in the Service Book manually at
present.
B. Govt. Deputed Employee: On being transferred from the departments of Govt., such
employees are joined in OSBCL on deputation.
C. State PSUs deputed Employee: The employees have been deputed from state PSUs to
OSBCL after being selected through high power committee of the Government.
Such personal Data shall be maintained online through SAP after implementation of ERP.
Reasons Reasons of
Action Description for Action Infotype Infotype name
Actions Description
01 Joining 1 Own staff of

OSBCL.
Page 30
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Reasons Reasons of
Actions Description
2 Deputed
employees
from state
Govts.
3 Deputed
From other
psus.
0000 Actions
4 Others
Organization
0001
Assignment
0002 Personal Data
Addresses (Subtype-
0006 Permanent Residence,
Home Address)
0007 Planned Working time
0008 Basic Pay
Bank Details (Subtype –

0009
Main Bank)
Recurring Payments and

0014
Deductions
0015 Additional Payments
0016 Contract Elements
Family
0021
Members/Dependents
0022 Education
0041 Date Specifications
Other Previous
0023
Employers
Page 31
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Reasons Reasons of
Actions Description
0105 Communication
0185 Personnel Id
3.4.3 Probation:
Probation period in entry level for the Employees is one year.
In ERP, three month’s advance reminder/notice will be given to the Establishment section for
regularization of probationers.
Reasons Reasons of
Descripti
Action for Action Infotype Infotype name
on
Actions Description
1 Probation 0000 Actions
Organization
02 Probation 0001
Assignment
0016 Contract elements
3.4.4 Increment:
OSBCL Employees: Annual increment is given to the eligible employees of OSBCL on
completion of one year of service subject to approval of concerned authority and pay bands.
PSU-deputed employees: The increment in pay scale is given on receipt of sanction order
from Parent Department and subsequent approval of OSBCL. Increment in compensation
incentive is also given wef 1st January of each year as per ORSP Rule-2017.
Govt. deputed employees, The increment in payscale is given on receipt of sanction order
from concerned Govt. department.
In ERP, three month’s advance reminder/notice will be given to the Establishment section, for
processing annual increments. A reports covering list of employer due to get increment shall
be furnished by the system.
Reasons for Reasons of Action Infotype

Action Description Infotype
Actions Description name
06 1 0000 Actions
Increment
(Change in Pay) 0001 Organization
Page 32
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Assignment
0008 Basic Pay
3.4.5 Promotion:
The HR Restructuring proposal of OSBCL has been forwarded to Government in Exercise
Department for approval. After approval the promotion rule can be taken into ERP. HR
Organization hierarchy chart will also be adopted subsequent to HR restructuring.
Actio Descriptio Reasons for Reasons of Action Infotype

Infotype
n n Actions Description name
1 Year of service 0000 Actions
Organization
05 Promotion 0001
Assignment
0008 Basic Pay
3.4.6 Confirmation:
After completion of one year probation period the service of employee is confirmed on the
basis of approval from the appropriate authority.
In ERP, advance reminder service about future confirmations arising in next three month
period will be helpful.
Reasons Reasons of
Acti Descripti Infoty
for Action Infotype name
on on pe
Actions Description
1 Confirmation 0000 Actions

Confirmati
03 0001 Organization Assignment
on
0008 Basic Pay
Page 33
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
0016 Contract elements
3.4.7 Transfer:
Transfer of Employee from HO to Depot and vice-versa is carried out as per approval of the
appropriate authority of OSBCL. Employee transfer polices, if any, will be implemented too.
In case of officers deputed from Govt. as per Foreign Service terms and conditions of Odisha
service rule are being transferred from OSBCL on receipt of transfer order from Govt.
Reasons Reasons of
Acti Descripti Infoty
for Action Infotype name
on on pe
Actions Description
1 Transfer posting 0000 Actions
0001 Organization Assignment

04 Transfer
0007 Planned Working time
0008 Basic Pay
3.4.8 Exit Process of Employees:

The Exit process of employee will take place, in case of normal retirement at the age of
60 years. Further possibilities of exit can happen due to self resignation (subject to approval)
,repatriation, VRS, CRS, termination/dismissal, Normal retirement on attaining superannuation
, interim Exit due to permanent Disability and Death.
3.4.9 Leave salary
After retirement employees shall be entitled to get encashment of Earned Leave as per rule
applicable in each Leaves.
Page 34
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Reasons of
Reasons for
Action Description Action Infotype Infotype name
Actions
Description
Cessation
Death & Service
Left service
1 Permanent 0000 Actions
Disablement
Retirement
Separation/
08
Resignation
Organization
0001
Assignment
Planned Working
0007
time
0008 Basic Pay
Recurring
0014 Payments &
Deductions
3.4.10 Suspension:
In the event of framing disciplinary charges against an employee, an enquiring committee is
constituted to enquire into the charges. If the management decides, the employee concerned will
be suspended till the enquiry report is submitted by the committee. During the period of
suspension, the employee will be eligible for 50% of the salary as subsistence allowance.
Reasons of
Reasons for Infotype
Action Description Action Infotype
Actions name
Description
09 Suspension 0000 Actions
Page 35
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Or
0001
A
3.4.11 Revoke
Suspension 0008
An order of
R
supension made or
0014 P
deemed to have been
&
made may at any
time be modified or
revoked by the outhority which made or each deemed to have made the order or by any
authority to which that authority is subordinate.
Reasons of
Reasons for Infotype
Action Description Action Infotype
Actions name
Description
0000 Actions
Organization
0001
Assignment
09 Revoke Suspension
Planned
0007
Working time
0008 Basic Pay
Recurring
0014 Payments
&Deductions
Page 36
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
3.4.12 Service book:
Employee master data including organization structure, company structure, transfer, increment,
promotion, leave details, salary details will be printed in as per OSBCL Format.
3.4.13 LPC Format:
For Transfer employees Last Pay Certificate is issued.
(Fig-7)
Page 37
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
4 TIME MANAGEMENT:
Time Management has user-oriented interfaces that support centralized and decentralized entry
and administration of time and labour data. Data can be processed centrally by administrators in
the human resources department or else in individual departments by time administrators such as
supervisors, secretaries, and employees themselves.
In OSBCL Negative Time Management will be implemented i.e. system will record the deviation
(Absence) to the set work schedule. So the system will treat employee will be present on all days
except on the days when absence is recorded and System captures only Deviations.
4.1 Infotypes:
The below Infotypes will be used for Time Management
Sl No SAP Info type Info type Text
1 0007 Planned working time
2 2001 Absences
3 2002 Attendance
4 2006 Absence quotas
5 0416 Time Quota Compensation
6 2013 Quota Correction
Planned Working Time (Infotype 0007)
In this Infotype, when and where an employee has to work for a personnel assignment is defined.
It also contains the information as to how an employee’s time data is to be processed.
Work schedule rule contains employee’s work schedule.
Time Management status – it determines whether time data is evaluated in time evaluation or is
not valuated until payroll.
Absences Infotype (2001)
In this infotype, you record periods during an employee’s planned working time in which he or she
is not on-site and is also not working for the company.
Employees’ absences may have different significances for your enterprise. For example, absences
such as leave or incapacity to work have different effects on valuation and payment of the absence
times and on statistics and evaluations.
Attendances Infotype (2002)
Page 38
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
This infotype is used to record times during which an employee is working for your company.
Employees’ attendances may have different significances for your enterprise. How you use this
infotype will depend on how you record your employees’ attendance times in your company. You
use a separate attendance type to record each type of attendance that has an independent
meaning and is to be processed specially.
Absence Quotas Infotype (2006)

You use this infotype to manage time accounts that represent employees’ absence entitlements or
time credits. The time accounts contain a particular number of days or hours during which
employees are permitted to be off work.
You can use the infotype to manage the following time accounts, for example:
1 Employees annual leave.
2 Time in lieu accounts, containing hours of overtime for which employees are permitted to claim
compensatory time off.
3 Paid and unpaid absence entitlements, such as for illness or other life events.
Time Quota Compensation Infotype (0416)

Time quota compensation allows a financial remuneration of absence entitlements that have not
been deducted by absences.
You can use the Time Quota Compensation infotype (0416) to remunerate absence entitlements
such as Leave or Time in lieu of over time. When the compensations are recorded, the remaining
quota or leave that has not been deducted or compensated is reduced by the specified amount.
Quota Corrections Infotype (2013)

You use this infotype to change absence entitlements that are generated by time evaluation.
Time evaluation can generate and update records from the Absence Quotas infotype (2006)
automatically.
In the time evaluation run, absence entitlements are first created and saved in a table. The
entitlements are referred to as accrual entitlements. The accrual entitlements are transferred to
the Absence Quotas info type (2006) on the date specified in the system settings. They are then
available in the info type as a deductible absence quota.
You can use the Quota Corrections infotype (2013) to influence how these accrual entitlements are
generated and transferred:
You can increase, decrease, or replace an accrual entitlement (set to a fixed value). You can
make the accrual entitlements available for deduction immediately in the Absence Quotas infotype
(2006).
Page 39
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
4.2 Maintain Holiday

In OSBCL Head Office, the Holidays will be as per the holidays of Odisha State Govt. Calender.
In OSBCL Branches, the Holidays will be fixed every year as decided by Head Office at the start of
the calendar year.
The Holidays will be defined as per the following ones:
Fixed Holiday: These are the Holidays that come in the same date every year.
Republic Day (26th January)
Independence Day (15th August)
Christmas (25th December)
Floating Holiday: These are the Holidays that comes in the different dates each year, like
Ashokastami, Sital sashti etc.
List of Fixed Holidays OSBCL
List of Floating Holidays OSBCL
4.3 The holiday calendar

Different types of leave as per Odisha Govt. Leave Rules is followed in OSBCL. The employees
of Head office are availing public holidays including, second Saturday and fourth Saturday
as per Govt. Calendar. In depots, public holidays are being decided on approval of OSBCL
authority prior to commencement of each calendar year. Apart from the above Holidays one
local holiday in concerned depot and Head Office is availed by the employees on declaration
by the Local Administration and subsequent approval of OSBCL authority.
Holiday
Description
Calendar ID
HO Holiday Calendar ID for Head Office
DO Holiday Calendar for Depot
The actual dates of floting holidays will be defined before the start of every year centrally by the
Core Team/people authorized to do this. Subsequently all location should generate the work
schedule.
4.4 Work Schedule

Daily Working hour of the office excluding Sunday and public holidays is scheduled from
10:00 A.M .to 5:30 P.M. including of lunch break from 1.30 P.M to 2.00 P.M.
Page 40
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
4.5 Break Schedule

Two types of “Break Schedule” will be defined across OSBCL, one for Head Office and one for all
Branches.
Brea Start End Paid/Unpaid

k ID Time Time
OSBR 13:30 14:00 Paid
4.6 Daily work schedule

Working time will be defined across OSBCL, one for Head Office and one for all Branches.
Daily Start End Time

Work Description Time
Schedule
OSWS OSBCL Head Office DWS 10:00 17:30
4.7 Attendance
Employees will record any special attendance in Infotype 2002. A typical attendance is a business
trip. The employee is not at his or her normal workplace, but nonetheless is still working for the
enterprise.
Attendances are divided into attendance types. Attendance types are subtypes of
the Attendances infotype (2002).
4.8 Absences
Absence quota types in SAP explains the type of entitlements such as casual leave annual leave,
sick leave, time off etc. After configuration of absence quota types, you need to assign this quota
type to deduction rules.
4.9 Types of leaves
Types of Leave: OSBCL is followed all types of leave for its employees as per state leave rule. As per
current procedure the employee is applying for leave and after approval of OSBCL authority the
said leave is availed by the employee.
Absence Paid/Unpaid
Description
Code
5000 Casual Leave Paid
Page 41
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5002 Earned Leave Paid
5005 Maternity Leave Paid
5007 Quarantine Leave Paid
5008 Sick Leave Paid
5009 Optional Leave Paid
5010 EOL/LWP Unpaid
5011 Half Pay leave Half paid
5012 Paternity leave Paid
5013 Study Leave Unpaid
4.10 Absence quota type

As part of employment remuneration packages, most companies give their employees time off
entitlements such as vacation days, sick days, floater days, and so on. These can be paid or unpaid
entitlements depending on company policy. In SAP ERP HCM, these are known as absence quotas.
We will configure absence quotas in Time Management, based on certain defined rules, and how
employees can use them. Before time quotas can be generated and used, they have to be
configured in the system according to the rules defined by policies of the company. The validity
period will be defined as one calendar year start from 1st of January to 31st of December.
SAP provides the standard report RPTQTA00 to read selection rules and generate quota
In OSBCL, system will generate the absence quota by using the report RPTQTA00.
Following are the elements that make up the rules for generating the absence quotas:
 Validity and deduction intervals
 Counting rules
 Deduction rules
 Reduction rules
 Rounding rules
 Selection rules
 Applicability Accrual period
 Base entitlement
 Accrual entitlement
Page 42
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
4.11. Method to generate absence quota
(Fig-8)
Absence
Description
Code
50 Casual Leave
51 Earned Leave
52 Maternity Leave
53 Quarantine Leave
54 Paternity Leave
55 Sick Leave
56 Optional Leave
Page 43
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
57 LOP(Loss of pay)
58 Half Pay leave
59 Extra ordinary leave(EOL)
4.4.1 RULES FOR EACH ABSENCE QUOTA
Sl No Quota Entitlement Remarks

Type
Code
Year starting from 1st January to 31st

15 Days for Dec.
1 50 completed Will not be carried forwarded to the
year following year, if not availed, will be
lapse,
Earned leave may be sanctioned and

availed for the purpose for which
other leave is also permissible.
(i) Each employee’s account of leave
shall be credited for 30 days in a
Calendar Year. This shall be done in
two spells, 15 days on the first day of
January and another 15 day on 1st
2 51 30 Days day of July, every year.
(ii) The leave at the credit of the
employee at the close of previous
half year shall be carried forward to
the next half year, subject to the
leave so carried forward plus the
credit for that half year shall not
exceed the maximum limit of 300
days + (15)
Page 44
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Married Female employee of the

OSBCL may avail maternity leave for
a period of twice in the service period
3 52 6 Months
3 months provided that such leave
shall not be granted for more than
two occasions.
Quarantine leave can be availed only

by orders not to attend office in
consequence of presence of
infectious disease in the family or
household of an employee and such
4 53 21 Days
leave may be granted by the
Competent Authority on the
certificate of Medical or Public Health
Officer for a period not exceeding 21
days.
A male member of the State

Government service with less than
two surviving children can avail
paternity leave for a period of 15
5 54 15 Days
days during the confinement of his
wife for child birth, i.e. up to 15 days
or up to six months from the date of
delivery of the child.
6 55 Odisha State Govt. Leave Rules.
7 56 Odisha State Govt. Leave Rules.
In this case if the rule is maintain due

to particular date, that period salary
8 57 will be deducted.
Page 45
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Half pay leave. Employee gets half

the salary for the period counted
9 58 under HPL.
Odisha State Govt. Leave Rules.

10 59
4.5 Preparation of salary:

After Receipt of attendance from Depots and preparation of the attendance sheet of Head office,
same is processed for salary bill, in order to know the total days present and EL and any other
Leave during the month.
For Unauthorized absence suspension action is taken on the employee.
(Fig-9)
Summary: Attendance sheet collected from all depots and there after salary process done by
establishment section headed by GM Admin. Attendance Sheet contains number of Leave days a
part form other details.
Time Evaluation Process (Negative)
In OSBCL, Negative Time will be implemented, i.e. Employee will have full attendance in the month
until unless he or she book Absence in IT2001. So in Negative Time management we won’t run
time evaluation.
Process:
Employee will manually submit all required approved Forms to HR Admin. Then HR Admin will run
the Custom program, where he will check the Leave Encashment amount, if the amounts are
correct, and then the same amount shall be entered in Infotype 0015 for further processing in
payroll.
Page 46
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
The company may pay leave encashment amount in last month salary or else in Full and Final
settlement as per the business requirement. A custom program will be developed to calculate the
Leave Encashment amount which can be stored in SAP system directly or can be stored manually
after any rectification as per Business requirement.
The computed amount may be directly maintained in Additional Payment (0015) as per Business
requirement.
The same amount shall be processed in payroll processing through regular or off cycle.
Separation action will be run by HR Admin for future period and the relevant data will be updated
in pre-defined Info types (0000, 0001, 0007, 0008, 0014, 0015 etc.). So the employee will be no
more active in the rolls of company on that date onwards. During payroll processing the Leave
Encashment amount stored in 0015 infotype will be read and processed in payroll. Payroll will also
compute the exemptions on the Leave Encashment as per income tax rule in FNF payment. OSBCL
allows a maximum 300 leave for encashment and is calculated based on employee’s basic salary.
Beyond that all leave will expired.
Page 47
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5. PAYROLL
Payroll Details OSBCL
Payroll is one of the major sub-module will be implemented for OSBCL. The following aspects
pertaining to Payroll have been covered in this document:
 Gross Payroll (International Payroll) – covering aspects like proration.

 Net Payroll (India Payroll) – covering applicable wage components (like Basic, House Rent
Allowance), OSBCL specific computations and processing logic for the same, statutory
deductions (like Income tax, Provident Fund, Professional Tax).
 Posting to Finance.
5.1 Pay scale structure in OSBCL

We will define Salary Structure for the pay scale grouping for Allowance. Pay Scale Grouping for
Allowances defines groups of employees. Each of these groups share a set of characteristics, to
which a standard set of rules can be applied.
Pay Scale Grouping for Allowances determines the:
 Compensation structure applicable to an employee

 Value of compensation for an employee
 Procedures for payroll processing
The Pay Scale Grouping for Allowances depends on five pay parameters:
1. Employee subgroup grouping for Collective Agreement Provision (CAP)

2. Pay scale area
3. Pay scale type
4. Pay scale group and Level
1. Employee subgroup grouping for Collective Agreement Provision (CAP)
Employee EG Text Employee ESG Text Employee Employee

Group Subgroup Subgroup Subgroup
for PCR for CAP
1 Active PE Permanent 3 1
employee
1. Pay scale Type
For OSBCL one pay scale type will be defined. This is considering the fact the OSBCL is a single
industry operation.
Page 48
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Pay scale Pay scale type text

Type
11 OSBCL PS Type
2. Pay scale Area

For OSBCL one Pay scale Area will be defined as there is no different in pay elements due to
location.
Pay scale
Pay scale Area text
Area
01 OSBCL PS Area
S.l No Pay Component Group
01 OSBCL
02 OFDC
03 OFSC
04 OIL-ODISHA
05 ORTICO
06 OBCC
3. Pay scale Group
PS PS
Area Type ESG/CAP PS Group
1 11 1 OSBCL
1 11 1 OFDC
1 11 1 OFSC
1 11 1 OILODISHA
1 11 1 ORTICO
1 11 1 OBCC
Pay Scale Grade and Level can be added or removed during realization phase if required.
Page 49
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.2 Payroll wage components

In SAP for all employees the earnings and deductions will be captured in info types 0008, 0014 and
0015.
The Wages type series are mentioned below:
Number Significance of Wage type

Ranges
1000-1999 Earning
2000-2999 Deduction
3000-3999 Brought Forward
4000-4999 Carry Forward
All fixed salary components will be updated in IT 0008 - Basic pay in SAP, which will have period
validity in the system.
All recurring but not fixed kind of salary components will be updated in IT 0014- Recurring
payments and deduction, which will have period validity in the system.
Allowance: on the basis of current pay scale grade:
OSBCL
S.l no Earning % and Formula
1 DA (28%) Dearness Allowance Basic pay*28%
House Rent
HRA
2 Allowance Fix as per Dec 2015
conveyance
Conv. Allw
3 Allowance Fix Rate
4 Medi Allw Medical Allowance Fix Rate
5 Mob. Allow. Mobile Allowance Fix Rate
Attendance incase og GM and
Attn Allw
6 Allowance above
OBCC
S.l no Earning % and formula
1 DA (28%) Dearness Allowance Basic pay*28% for
House Rent
HRA
3 Conv. Conveyance Fix Rate
Page 50
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Allow. Allowance
Mobile
5 Allowance Mobile Allowance Fix Rate
OSFC
Basic Pay + Basic
DP
1 Dearness Pay pay*50%
Basic Pay+ Dearness
DA
2 Dearness Allowance Pay*264%
Basic Pay+ Dearness
HRA House Rent Pay*(% varies as per
3 Allowance place of posting)
Conveyance
Conv. Allw.
Mobile
6 Allow. Mobile Allowance NA
OIL ODISHA
1 DA (170%) Dearness Allowance Basic Pay+IR1*170%
House Rent
HRA
2 Allowance Basic Pay*20%
3 IR-1 Interin Relief Fix Rate
4 IR-2 Interin Relief Fix Rate
conveyance
Conv. Allw
Mobile
7 Alllow. Mobile Allowance Fix Rate
ORTICO
1 Merger Basic Merger Basic Fix Rate
2 DP Dearness pay Fix Rate
Dearness
DA
House Rent
HRA
Conveyance
Conv. Allw.
Medical
Medi Allw.
Page 51
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Mobile Allw.
7 Mobile Allowance Fix Rate
For all employees under group: State Govt.
S.l no Earning Description % and formula
1 DA (28%) Dearness Allowance Basic Pay*31%
House Rent
HRA
3 Med Allw Medical Allowance Fix Rate
4 Mob. Allw. Mobile Allowance Fix Rate
Attendance
Atten. Allw.
5.2.1 Wage type
Wage types process in Infotype 0008, 0014, 0015 and 0057
Total Earning For all employees under group: State Govt.

SL No Earning Wage type
1 Basic Pay 1000
2 HRA 1005
3 Med Allw 1010
4 Mob. Allown. 1015
5 DA (31%) 1020
6 Atten. Allw. 1025
OSBCL
1 Yes 1000
2 Yes 1005
3 Yes 1010
4 Yes 1015
5 Yes 1025
6 DA (31%) 1030
7 Conv. Allw 1035
OBCC
1 Yes 1000
2 Yes 1005
3 Yes 1035
4 Yes 1015
Page 52
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5 Yes 1010
6 Yes 1030
OSFC
1 Days 1040
2 Yes 1025
3 Yes 1000
4 DP 1045
5 DA 1050
6 Yes 1005
7 Yes 1035
8 Yes 1010
9 Yes 1015
OIL ODISHA
1 Yes 1040
2 Yes 1025
3 Yes 1000
4 DA (170%) 1055
5 Yes 1005
6 IR-1 1060
7 IR-2 1065
8 Yes 1035
9 Yes 1010
10 Yes 1015
ORTICO
1 Yes 1000
2 Merger Basic 1070
3 Yes 1045
4 Yes 1050
5 Yes 1005
6 Yes 1035
7 Yes 1010
8 Yes 1015
5.2.2 Basic pay (1000)

The basic pay differs from one group to the other group. It will be a fixed amount as per level
defined in Annexure 1.
Page 53
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.2.3 Dearness allowance

Dearness Allowance is paid by the OSBCL to its employees to offset +`the impact of inflation. The
effective salary of OSBCL employees requires constant enhancement to help them cope up with
the increasing prices.
Despite several measures by the government to control the rate of inflation, only partial success
has been achieved because the prices move according to the market. It, therefore, becomes
essential for the OSBCL to shield its employees from the adverse effects of inflation.
As the impact of inflation varies according to the location of the employee, dearness allowance is
calculated accordingly. Thus, DA varies from employee to employee based on their Basic Pay.
In OSBCL DA will be paid as per Consumer Price Index which is currently at the rate of as per their
pay-component group of their basic salary.
5.2.4 HRA (House rent allowance)

An employer includes certain allowance in the remuneration of the employee termed as House
Rent Allowance or HRA. This allowance is used by the employee to meet the rental expenses for
his/ her accommodation.
In OSBCL the HRA is being paid to the Employees based on as per the rate on 1.1.2016.
5.2.5 Deductions:
Payroll deductions are the amount removed or deducted from the pay check of the employee as
tax and for other purposes. The most common form of payroll deductions includes payroll
withholdings, payroll taxes, benefits deductions.
5.2.6 Recurring deduction:

Union fee, Welfare fee are two cases of recurring deduction.
5.2.7. Statutory Deduction:
As per rule and eligibility. (GPF, NPS, EPF, PPF, Prof. Tax, IT)
Medical allowance, Conveyance allowance. Mobile allowance. This is a part of pay component
group of a salary part.
5.2.8. Employee Provident Fund (EPF)
As per the Government rule, both employee and employer’s share is deposited in a fixed rate on
Basic Pay & DA with epf authority through online by 15th of each succeeding month in following
rate.
 Employee’s share -@ 12%

 Employer’s share
OSBCL @ 12%
Admin. Charges @ 0. 5%
 EDLI charges @ 0.5% (limited to Basic Pay with DA of Rs.15,000/-)
Page 54
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
An employee can also select some percentage of fixed basic towards PF which is known
as Voluntary Provided Fund (VPF).
5.2.9 GPF
GPF (General Provident Fund)
GPF or General Provident Fund is a type of account that is applicable only for all the government
employees. Basically, it allows all the government employees to contribute a certain percentage of
their salary to the General Provident Fund. Optionally Government employee may voluntarily
contribute towards PF in addition to mandatory contribution. In this scheme OSBCL does not make
any matching contribution.
5.2.10 NPS (National Pension System)
National Pension System (NPS) is a voluntary subscription pension scheme. It is a contributory

retirement savings scheme designed to enable the subscribers to make optimum decisions
regarding their future pensionary-returns through systematic savings during their service period.
NPS seeks to inculcate the habit of saving for retirement amongst the employees.
The loans availed by the employee, and the PF, Professional Tax, IT etc. will be deduced from pay
that is paid to the employee by the employer.
Total Deduction For all employees under group: State Govt.
Sl No Deduction Wagetype
1 GPF/NPS 2000
2 LIC 2005
3 Vehicle User Fee 2010
4 Income Tax 2015
5 Prof Tax 2020
Net amount
OSBCL
S.l N.o Deduction Wagetype
1 EPF 2025
2 Yes 2020
3 Yes 2015
4 Yes 2010
5 Fest Adv 2030
6 Other Recovery (40% of Total Earnings) 2035
Net amount
OBCC
1 Yes 2025
Page 55
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
2 Yes 2030
3 Yes 2015
4 Yes 2020
Net amount
Net amount
OSFC
1 Yes 2015
2 Yes 2030
3 BL/HBL 2040
4 Co-Oprtv Loan/Thrift 2045
5 Yes 2025
6 Yes 2020
7 Yes 2005
8 Union Fees 2050
9 Welfare 2055
Net amount
OIL ODISHA
1 Yes 2025
2 Yes 2030
3 Yes 2015
4 Yes 2020
Net amount
ORTICO
Sl No Deduction Wage type
1 PPF 2060
2 Additional PPF 2065
3 Yes 2020
4 Other Recovery 2070
5 Yes 2030
6 Yes 2015
Net amount
5.2.11 Festival advance:

Advance is given to employee on off cycle period and deducted from regular payroll.
Page 56
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Sl. No. Off-Cycle

01 Incentives
02 Festival Advance
03 GIS Advance.
5.2.12 Professional tax

Professional tax is a tax that is levied by the state government and applies to income you earn
through employment. You can often find the deduction for the same on your salary slip each
month.
Professional Tax is applicable for all Employees of OSBCL.

Employee location gets captured in Personnel area at employee master data level. All the require
personnel area will be mapped to professional tax slab code which will get consider in payroll
function to deduct the PTAX, as per the generated PTAX basis. All regular salary components will
get considered to calculate the PTAX Basis, based on which system will check the configured slab
to deduct the amount against slab in payroll.
Info type 0588, Subtype 0003 will be maintained for profession tax eligibility for each employee
master data level.
5.2.13 Income tax:

OSBCL consolidates all earnings and income tax related deductions declarations by the employee
in respect of other income and Income tax related investments and then deducts Income tax of
sources. OSBCL also issues Form16 of all the employees. Period of consideration for income tax
calculation in OSBCL Shall be 01.04.2022 to 31.03.2023 as an example.
Sl. No. Income tax
01 Automatic
02 Manual
Beginning of financial year
03 (proposed end of financial
year actual)
Income tax planning is declared at the beginning of financial year by all employees. This is called
proposed tax planning. At the end financial period actual declaration is made by the employees
and submits a filing to the D.D.O of OSBCL for completing TDS.
Page 57
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
The IT will be deducted by the employer and paid to the Income tax Office as per the rule of the
Government at the end of every financial year Quarter.
Below components will be considered in payroll system while calculating income tax. This is an
indicative list only.
Components Used in Tax Calculation

Gross salary
Exemption under section 10
Profession tax
Income from other sources
Aggregate of chapter VI
Total taxable income
All the OSBCL employees who belong to permanent cadre will be eligible for ESI, PF and Employee
Insurance. The employees who have completed their five years of service will be eligible for
Gratuity.
5.2.14 Statutory and voluntary deductions

To determine the payment amount, statutory and voluntary deductions, such as taxes and social
insurance contributions, are effected. The deductions are calculated on the basis of gross values,
such as the total gross amount and the gross tax amount. For this reason, various amounts are
calculated during the payroll run which are then used for subsequent processing.
5.3. Retirement Benefits:

In case of retirement leave salary of maximum 300 days. Gratuity and EPF are paid retired to
employee.
5.4. Leave salary calculation Rule: Leave salary per month

Leave salary calculation for PSU’s deputed employees leave salary is paid to the deputed
employees as per their deputation terms and conditions communicated to the parent PSUs at the
time of OSBCL entry of OSBCL.
In some cases leave salary is paid as per the finance department notification7490 that is Basic Pay
+G.P (6th pay or Basic Pay as per (7th) pay x 11% for monthly basis.
In case of employee’s OSBCL the leave salary will be paid at the time of exit/ retirement that is
basic pay in the last month of the consent employee x maximum 300 days
Page 58
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.5 Gratuity Rule:
(Last Pay Drawn + DA) = Total Amount x Completed Years of service x15 / 26 = Gratuity amount.
This is for OSBCL & Deputed PSUS Employees and State PSUs Deputed Employees.
Gratuity amount has been decided by the govt. for payment maximum of to 20 Lakhs for all
PSU’s employee’s who coming under 7 th pay Revision are.
5.6 Arrear Process:

Employee is entitled to get arrear salary, When ever certain pay benefits/salary hike are declared
by the OSBCL retrospectively. Situations such as court orders lead to revise pay retrospectively pay
Revision commission implementation retrospectively, etc. result in higher salary retrospectively.
The officer draws DUE, DRAWN and ARREAR statement for each employee for each arrear month
and affects arrear payment. In current scenario arrear is processed any time during the month after
regular payroll depending on the approval letter.
Calculation of salary arrears in the Indian Payroll process Example:
Rahul has a salary of Rs. 10,000 in the month of March and he gets an increment of Rs. 5000 in the
month of April. Due to some backend salary processing issues, the amount is reflected in the
month of June. Also, in the month of June arrears for the month of Apr and May will be reflected
i.e., Rs. 10,000. Those components dependent upon basic salary they will also come in arrear
process.
Sl. No. Arrear Mode

01 Salary Increment
02 Promotion
03 Attendance
5.7 Incentives:
Incentives are calculated for deputed employees they may be present in different pay component
group other than OSBCL pay component group. In this scenario OSBCL provides incentive to the
deputed employees.
Subject to the above maximum. A Government servant on quarantine leave is not treated are
absent from duty and his pay is not intermitted. The ARREARS calculation may be different
categories of employee working in OSBCL based on their parent department rules.
There always needs for ability to calculate new pay components for all the cadres of employees
working in OSBCL. Similarly newer leave types may also come into existence and the office deals
with them suitably in managing leave accounting and time office functioning.
Pay Matrices as per ORSP 2017.
Page 59
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
(7th Pay Revision Commission - Matrix)
(Fig-10)
Infotype Infotype Description
IT 0000 Actions
IT 0001 Organizational Assignment
Page 60
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
IT 0002 Personal Data

IT 0006 Addresses
IT 0007 Planned Working Time
IT 0008 Basic Pay
IT 0009 Bank Details
IT 0014 Recurring Payments/Deductions
IT 0015 Additional Payments
IT 0016 Contract Elements
IT 0019 Monitoring of Tasks
IT 0021 Family details
IT 0022 Education
IT 0023 Other / Previous employers
IT 0028 Internal Medical Service
IT0040 Objects on Loan
IT 0041 Date Specifications
IT 0045 Loans
IT 0105 Communications
IT 0185 Personal Ids
IT 0267 Off-Cycle Payments
IT 0580 Previous Employment Tax Details
IT 0581 Housing
IT 0582 Exemptions
IT 0583 Car & Conveyance
IT 0584 Income From Other Sources
IT 0585 Section 80 Deductions
IT 0586 Section 80 C Deductions
IT 0587 Provident Fund Contribution
IT 0588 Other Statutory Deductions
Page 61
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
IT 0591 Nominations
5.8 Payroll Area

The payroll area is an organizational unit in the Human Resources department, which can be
defined for a unified payroll accounting area. Based on organizational assignment criteria, all of
the employees who are accounted simultaneously in the payroll run are assigned to the same
payroll area.
As a rule, payroll is run per payroll area. Based on the payroll area, the system determines two
pieces of information for payroll:
Number of employees for whom a payroll accounting run is to be performed Specific payroll dates.
From OSBCL perspective, one Payroll Area will be created.
Payroll Area Payroll Payroll Run Date Pay Date

Area
Code
Text
01 Monthly 26th of every month Last day of every

month
5.9 Period parameter:

The period parameter defines specific payroll periods with start and end dates.
Sl No Period Modifier Period modifier text
1 01 Last day of every month
Page 62
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.10 Payroll process flowchart:
(Fig-11)
 Current Payroll process
S.l No Name
01 HO
5.11 Remuneration statement:
The SAP System enables you to create remuneration statements for your employees. A
remuneration statement contains a clear list of payments and deductions effected during a payroll
run for an employee. The remuneration statement is usually created after the payroll run, but
before payment is effected. If you perform more than one payroll run in a period, you can create
remuneration statements after each payroll run. If corrections are made, original documents are
overwritten.
Below mentioned Remuneration statement will be created for OSBCL.
Page 63
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Payslip for the month of month name, 2019
EMP. ID : Date of Joining :
Designation : PAN No. :
Dept. : PF A/C No. :
Location : UAN :
No. of Days present : Bank A/C No. :
Date of Birth
LOP :
:
EARNINGS DEDUCTIONS
Basic Pay :1000
Dearness Allowance :1001 Income Tax :/460
HRA :1002 PF Ded :/3F1
Medical Allowance :1003 VPF Ded :/3F2
Conveyance Allowance :1004 P Tax :/3P1
CCA :1005 LIC Ded :2001
Special Allowance :1006 Union Fee Ded :2002
Outside Allowance :1007 Festival AdvDed :2003 X/Y
Miscellaneous Allowance :3000 HB Loan Ded : X/Y
Green card Allowance :1008 HB IntDed :
Inch. Allowance :3001 Shortage Recovery :2004 X/Y
Emp Welfare Ded :2005 X/Y
Emp Welfare IntDed :2006
General Advance Ded :2007 X/Y
Vehicle Loan Ded : X/Y
Other AdvDed :2008 X/Y
Page 64
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Gross Earning : Gross Deduction :
NET PAY : (NET PAY IN

WORDS)
THIS IS A COMPUTER GENERATED PAYSLIP. SIGNATURE DOESN'T REQUIRED.
Off Cycle Report: After Payroll Posting we will run off cycle Posting.
Incentives and Festival Advance will be operated from off-payroll.
Page 65
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.12 Integration:
The SAP HR Payroll India component integrates with other SAP HR components such as Personnel
Administration and Personnel Time Management. There are interfaces to Financial Accounting and
Controlling.
The payroll results contain information that is relevant for Accounting. For this reason, they must
be evaluated for posting to Accounting. The Posting to Accounting component performs this task.
It is the interface between Payroll and Accounting. It helps to group together posting-relevant
information from the payroll results, Create summarized documents, Perform the relevant postings
in the Accounting components.
Process:
Payroll components will create payroll result for each payroll period.
Wage types from Payroll will not be assigned directly to accounts to Financial Accounting, but via
Symbolic Account. A number of wage types, which the system should post to a specific account in
Financial Accounting, are assigned to a symbolic account in Customizing. The symbolic account’s
account assignment type determines the type of posting.
Posting Characteristics will be created for each wage type which is going to be posted in Finance.
So that the wage types will be posted as an expenses or payable for both.
(Fig-12)
Page 66
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
5.13 Salary posting:
After checking various reports which include payslip, pay summary bank statement salary will be
posted to finance department.
Salary A/C Dr
To salary payble A/C Cr
Salary payble A/C Dr
To bank A/C Cr
(Fig-13)
Page 67
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
6.0. LIST OF REPORTS
S.L. No Name
Absentee statement
1
2 Pay sheet
3 Employee master data
4 Leave summary report
5 Abstract report
6 Pay sheet
7 Increment report
8 Bank credit statement repot
 Absentee statement
Page 68
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
 Pay sheet
 Abstract report
Page 69
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
 Bank credit statement repots
 Leave summary report
 Employee master data
 Increment report
Page 70
HCM To Be
Version: 1.1 Date: 17.03.2022
Document
Thank you for sending me the detailed information about [list what it was about]. I learned [what
you learned] from it. I appreciate the detail you went into [HCM TO BE document all topic that was
covered]. I am grateful for the amount of time and effort you put into this helping us.
Page 71

HCM To Be PDF

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

HCM To Be PDF

Uploaded by

Copyright:

Available Formats

0

End to End Automation Implementation of SAP ERP at

VERSION DATE AUTHOR REVIEWER/APPROVER REMARKS

V.01 HCM 30.12.2021 Sandeep Mohapatra

DOCUMENT VALIDATION /SIGN-OFF

NAME ROLE SIGNATURE DATE

Soumya Ranjan Rout Delivery Head

Subhasish.P Fico Lead Consultant

Odisha State Beverage Corporation Ltd.(OSBCL)

OSBC CONFIRMATION RECORD

NAME DESIGNATION SIGNATURE APPROVAL DATE

Mrs. Subhadarshini Swain G.M Admin

Sri Anata Rao Mangalagiri Senior I.T Consultant

Mr. Debendra Sahoo Manager I.T

Mr. Subrat Mishra Assistant Manager

Udaynarayan Sahu Accountant

2 ORGANIZATION MANAGEMENT ................................................................................................................. 7

3.4.10 Suspension: .......................................................................................................................................... 35

3.4.12 Service book: ........................................................................................................................................ 36

5.11 Remuneration statement: ................................................................................................................... 63

1.2 HO and Depot:

1.3 Functional scope coverage for HCM process in OSBCL

2 ORGANIZATION MANAGEMENT IN SAP

Sl. No. Description

Sl. No. Description

2.2 Organizational plan in SAP/HCM

2.3 .Plan Version

Organizational unit: – It describes a department, division, location or an organization department

2.4 Depot as a profit center

A profit center is an organizational unit in financial accounting that reflects a management-

Every profit center is assigned to the organizational controlling area.

Sl. No. Description

2.5 Employee Cadre & Pay scale

 Pay scales of Employees deputed from State PSUs to OSBCL:

Different functions of the OSBCL are as the following.

Sl. No. HO/Depot

Sl. No. Name

05 Chief operating officer

General Manager (Accounts &

08 Assistant mgr. SCM

 Seniority Wise Designation (Depot)

Sl. No. Name

OSBCL Personnel Hierarchy Chart

Administration Information And

2.8 Object type and Relationships.

2.9 Code assignment to employees

No. Ranges Object

2.10 Action List:

Infotypes Infotype Name Purpose

It defines the Relationships

Infotypes Infotype Name Purpose

indicates that an employee or

Name and textual description

With this infotype you can

OSBCL CORPORATION OFFICE

Operations Admin. Finance Account&Audit Technical

3.0.1 Company Code:

Company Code Company

3.0.2 Personnel area:

For example H.O, Deport are personnel areas

Personnel Area Personnel Area Country

1000 OSBCL HO 1000 40

3.0.4 Personnel sub area