Power packed with recruitment as well as succession planning instruments that go a long way in helping organizations reach out to new employees, find appropriate positions to suit their capabilities, retain them for a long –term basis and promote the areas of their professional development, the SAP E-Recruiting sub module is certainly the right way to go. Along with handling the applicant tracking activities of a company, it ensures up-to-date HR management, maintenance of continuous contact with potential candidates and applicants, and the streamlining of all employee specific data and information.
SAP E-Recruiting is :
The offer letter is the last part of the process and is typically generated from the system. Recruiters work with the HR team and the manager to create an offer letter that will be submitted to the employee. Many systems can generate the offer letter based on predefined templates, and HR then edits the letter.
The core recruiting process is very dynamic in that it requires a series of activities to be performed for various candidates at various stages in the process. This dynamic nature of the recruiting process is often underestimated in the blueprinting phase because the team is usually not accustomed to processes that are not linear.
Once the job has been posted, candidates begin to submit applications for consideration. They begin by opening a profile and providing applicable information that includes contact information, skills, previous employment, and their resume. Applications can be submitted by both internal and external candidates.
Dynamic actions are performed automatically by the system, depending on certain conditions. If maintaining one infotype has an effect on another infotype, the system automatically displays the second infotype for processing.
The recruiter looks at the type of job that needs to be recruited for and determines the best approach for advertising the job. The recruiter can look at many options including posting the job externally on the company’s career site, posting on various job boards, and/or leveraging the talent relationship system to find candidates that previously worked at the company, have expressed interest in working at the company, or have been referred by existing employees.
The movement of resources between departments and departures from the company present a dynamic scenario for managers and recruiters. Many organizations are now linking the process of transfers (which includes promotions, demotions, and lateral moves) and terminations to the recruitment process by moving these actions to Manager Self-Service. Managers and HR generalists are provided with online forms that enable them to request the transfer or termination of an employee. Each of these forms is enhanced with an indicator that allows the initiator to indicate if the position needs to be closed or filled with a new candidate.
Real Time in the sense of SAP or IT or Domain. You should have asked him the question, Ok it should be SAP for interview For SAP Consultant. Any company wants a sophisticated Work to be done and with more useful and accurate result even after spending more and more on EPR, So SAP Recruitment helps to Rect people of the client to get the exact people for not only their experience, with also Educational, Exp, Skills, Past experience and all registered areas without entering all the data of the requirement.
For mid-year Go live SAP Supports with only transactions of HR and others but nor Finance, u should have asked the question to him, or replied by giving the INK Schemas is used for Mid-year Go Live or even a program is there for mid-year go live, in the help CD, find IT.
It means that retroactive accounting date is the furthest date for which retroactive payroll can be run. Retroactive accounting date can never be earlier than the start date of the earliest retroactive accounting period. System also tracks the hiring date before determining the retroactive accounting limit.
Organizations start the process at the beginning of the year by planning for the number of resources they need to achieve the company’s objectives. This includes accounting for the existing resources in the company and the additional resources that will be hired during the year.
Once this process is completed, departments have a target number of resources for the year. Managers can start planning on hiring for key positions based on when they will be needed and can also plan the associated workload.
This new world of recruitment can be quite a challenge for the HR department. It differs from the traditional process in a number of ways.
DEBUG is done to check where and why the program is getting errors, processed or coming out of the program.
As you know this try with se38 give any program — > press F8 and then F5.
Retroactive Acc Period: The retroactive accounting period refers either to an individual employee or to a payroll area. The earliest possible retroactive accounting period is specified for a payroll area. The system also takes into consideration the employee’s initial entrydate.
Earliest Retroactive Acc Period: The period furthest back in the past for which it is still possible to perform a retroactive accounting run. This means that retroactive accounting takes place for a period for which payroll has already been performed.
Legacy System Migration Workbench which is used for data transfer for any of the transactions which exist in SAP OR even which Customized by developers.
Measurement of the recruitment performance is becoming more and more important. There are well known key figures such as;
A chain of relationships between objects in a hierarchical structure.
Organizations deal with incremental headcount in different ways. Once a budget has been approved, the addition of resources is considered unbudgeted and usually requires an approval process based on justification provided by the hiring manager.
Compliance is a critical part of the process and is the part of the process that requires as many of the elements to be automated as possible.