Bundle Multi (2-in-1) - SAP HCM

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• Bundle Multi (2-in-1) - SAP HCM - Course Syllabus - download

SAP HR-HCM Contents

(Kindly refer to attached pdf for complete syllabus)

1.Introduction to ERP and SAP

1. History of SAP
2. ERP Need and Advantages
3. Overview of Centralized and Decentralized System
4. Organizational structure in HR
5. Technology
6. Implementation Tools (Asap and Solution Manager)
7. System Landscape in 3 Tier Architecture
8. Roles and Responsibilities of a Consultant
9. Types of Projects
10. Change Transport System
11. Gap Analysis
12. Versions
13. Architecture in SAP HRM
14. Create Folders, Transaction codes
15. Adding to Favorites
16. Creating Users and Roles

1. Organizational Management in HR
2. Organizational Management Introduction
3. Structure in SAP HCM
4. Objects
5. Relationships
6. Structure of Relationships
7. Syntax of Relationship
8. Methods of Creating Org. Structure (Org.Units, Job, Position)
9. Simple Maintenance

1. Expert Mode
2. Organizational and Staffing
3. Editing of Objects and Relationships
4. Validity Period
5. Info type in OM
6. Plan version Definition and setting of New plan Versions
7. Custom Objects Number Ranges
8. Features in OM
9. Evaluation Paths
10. Integration Switches
11. Integration Reports between Organizational Management to Personnel Management OM to PA/PD
12. Reports in OM

1. Personnel Administration:
2. Structure in SAP HCM
3. Master Data Definition and its use in SAP HCM
4. Enterprise structure- Definition and Assignment
5. Company, Company Code
6. Personnel Area, Personnel Sub Area
7. Personnel structure Definition and Assignment
8. Employee Group
9. Employee Subgroup
10. Payroll Area and Control Record (with Retroactive Accounting Period)
11. Employee Attributes

5.Info types and Sub types

1. Features in SAP HCM importance and various feature configurations according to requirement
2. Number Ranges for Employee personnel numbers-internal & External with Feature Setup
3. Customizing User Procedures:
4. Configuration of Personnel actions Info group Action Menu
5. Hiring, Promotion, Transfer, Organizational Re- assignment, Termination
6. Info type Menus
7. Customizing User Interfaces:
8. Info type screen modifications
9. Administrator group & defaulting through feature
10. Date Specifications with Feature
11. Organizational key with feature
12. Discussion on business requirement in OM and PA modules in Combine for easy understanding of Real time Business Scenario.
13. PA Reports

1. Recruitment
2. Set up integration with other components
3. Create number ranges for applicant numbers
4. Choose number ranges
5. Workforce Requirements and Advertising
6. Create positions
7. Create media
8. Create recruitment instruments
9. Create addresses for recruitment instruments
10. Applicant Administration
11. Create personnel officer
12. Applicant Structure
13. Create applicant groups
14. Create applicant ranges
15. Create unsolicited application groups
16. Short Profile
17. Create standard text, Assign standard text
18. Applicant Selection
19. Change status texts, Create status reasons
20. Set permissible status reasons for each applicant status
21. Create priorities for vacancy assignment
22. PB10 - Initial data entry
23. Maintain - Vacancy PBAY

1. Enterprise Compensation management and Compensation management
2. Activate Enterprise Compensation Management
3. Define Stock Units
4. Define Stock Unit Conversion Rules
5. Define Reference Currency for Budgeting
6. Define Budget Types, Define Budget Periods
7. Set Budget Control Parameters
   
   8.Compensation Areas and feature
8. Compensation Plans and Reviews
9. Define Eligibility Rule Variants
10. Define Eligibility Grouping Feature
11. Define Guideline Variants
12. Define Guideline Groupings
13. Plan Attributes
14. Define First Compensation Program Groupings
15. Define First Compensation Program Grouping Feature
16. Define Second Compensation Program Groupings
17. Define Second Compensation Program Grouping Feature
18. Long-Term Incentive Plans
19. Compensation Statements

1. Benefits
2. Define Benefit Area
3. Assign Currency to Benefit Area
4. Define Benefit Providers
5. Set Current Benefit Area
6. Define Flexible Benefits Scheme Attribute (FLEX)
7. Define Benefit Plan Types
8. Define Flexible Benefits Miscellaneous Plan Type Indicators (FLEX)
9. Assign Plan Type Attributes for Flexible Benefits (FLEX)
10. Define Benefit Plan Status
11. Define Employee Groupings, Define Employee Criteria Groups
12. Define Cost Groupings, Define Credit Groupings
13. Define Coverage Groupings, Define Employee Contribution Groupings
14. Define Employer Contribution Groupings
15. Health Plans. Insurance Plans, Savings Plans, Stock Purchase Plans
16. Credit Plans, Holiday Plans (FLEX) Claims
17. Flexible Administration, Define Administrative Parameters
18. Prerequisites and Corequisites, Benefits Adjustment Reasons
19. Define First Program Grouping, Define Second Program Grouping

1. Time Management
2. Introduction to time management time management process in HR
3. Domain HR and SAP HR time management differentiation a discussion
4. Positive and Negative Time Recording with Business Process Discussion
5. Public Holidays configuration of different types of Holidays
6. Holiday Calendar with Business scenarios Applicability with Enterprise Structure
7. Factory Calendar in HR Perspective
8. Grouping Personnel Sub Area & Employee Sub Group Grouping in Time Management
9. Work Schedules
10. Break Schedule
11. Daily work Schedules (with Variants-with Business Scenarios)
12. Period work schedules
13. Day types and Day type selection rules
14. ESG, Holiday calendar assignment for PSA

12.Work Schedule Rules

1. Introduction to Absences and Attendance
2. Absences quotas Configuration
3. Counting Rules for Absences/Attendances
4. Deduction Rules
5. Assignments of different rules in Absences/Attendances.
6. TMSTA, SCHKZ, WWEEK, WRKHR and QUOMO Features
7. Time Management Info type
8. Quota Updates:
9. Manual (PA30)
10. Through Report RPTQTAOO
11. Negative Time Recording Understanding of different Time Evaluation Schemas Used.
12. How to use Negative time Evaluation in the Organizations with different business scenarios.
13. Configured various PCR’s for different requirements.

1. Payroll
2. Introduction to payroll- HR domain process and SAP HCM Process-discussion on understanding the same
3. Payroll area and Control Record (with Retroactive Accounting)
4. Generation of payroll periods- period and date modifiers (with different country fiscal year settings) Relevancy of this Time management
5. Payment date setup and modifications
6. ESG for CAP and PCR
7. Pay scale structure
8. Pay scale Area , Pay scale type, Pay scale Group, Pay scale level
9. Wage Types- concept, types & use of wage types

14.Wage Type Structure

1. Primary wage types/Standard/Master Wage Types
2. Secondary Wage types/Technical wage types
3. Custom Wage Types
4. Features used in payroll Wage types characteristics
5. Valuation of wage type (INVAL) --> Direct, Indirect
6. Wage type model and defaulting of WT model
7. Configuration of basic pay info type
8. Configuration of Recurring Payments and Deductions info type
9. Configuration of Additional Payments info type

Primary Target Audience1. HR Professionals & Practitioners

• HR Managers transitioning from manual processes to SAP automation

• Payroll Specialists handling compensation, benefits, and tax compliance

• Recruiters/Talent Acquisition Teams using Applicant Tracking (ATS)

• Learning & Development (L&D) Managers overseeing employee training

• HR Generalists managing employee data and organizational structures

2. SAP Specialists

• SAP HCM Consultants implementing or upgrading systems

• SAP End-Users (PA, OM, PY modules) seeking advanced skills

• ERP Support Teams troubleshooting HR system issues

3. IT & System Integrators

• HRIS Administrators maintaining SAP HCM configurations

• Technical Teams integrating HCM with other SAP modules (e.g., Finance)

• Data Migration Specialists moving from legacy HR systems to SAP HCM

Secondary Audience4. Career Advancers & Transitioners

• Beginners aiming for entry-level SAP HCM roles

• Non-SAP HR Professionals shifting to SAP environments

• Freelancers offering HCM implementation services

5. Decision Makers

• HR Directors evaluating digital HR solutions

• Project Managers leading SAP HCM implementations

• HR Transformation Leads overseeing process automation

Ideal Candidate Profiles

• Experience Level:

  • Beginners: Basic HR knowledge, no SAP experience required

  • Intermediate: Familiarity with HRIS/ERP systems

  • Advanced: Current SAP HCM users seeking certification

• Goals:

  • Automate payroll, recruitment, or performance management

  • Gain SAP HCM certification (e.g., C_THR12_67)

  • Transition from SAP HR to SAP HCM/SuccessFactors

• Industries:

  • All sectors with large workforces (e.g., healthcare, retail, manufacturing, government)

Why This Audience Needs the CourseFor HR Teams

• Replaces error-prone manual processes with automated workflows

• Enables real-time HR analytics for workforce planning

• Simplifies global compliance (tax, labor laws)

For SAP Professionals

• Closes skill gaps for SAP HCM implementation projects

• Teaches integration with SAP FICO, Time Management, etc.

• Prepares for S/4HANA HR migrations

For Career Switchers

• Provides certifiable skills for high-demand SAP HCM jobs

• Covers end-to-end HR processes (hire-to-retire)

• Includes hands-on configuration practice

Industries with High Demand

• Healthcare: Staff scheduling, credential tracking

• Retail: Workforce management for seasonal hiring

• Manufacturing: Time tracking, shift management

• Government: Pension administration, public sector payroll

Passion to learn and achieve success!

• SAP HCM Consultant
• SAP SuccessFactors Consultant
• HR Manager

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