Enhance the Standard HCM System with Unlimited Employee Social Information

  • by Raghavendran Parthasarathy, Principal Consultant, Hexaware Technologies
  • December 18, 2013
Learn a simple and straightforward approach for configuring employee social information without any limitations for enhanced HR information and analytics. Employee social information in this context is related to employee behavior – for example, if an employee smokes or has to wear required footwear or a uniform. Previously, traditional HR systems contained only employee information related to payroll, time, or basic personal information, which does not lend itself to qualitative analysis.
Learning Objectives

Reading this article, you will learn:

  • How to configure extended employee social data in SAP ERP HCM.
  • How to use this data for further qualitative analysis for improvised HR services.
Key Concept

Infotype 0033 (statistics) has not been commonly used in many implementations, which makes it an ideal space to store more detailed employee social information. This type of information helps companies to understand various social and cultural aspects of their employees.

Most companies are feeling increasingly more comfortable with cloud-based HCM systems because they provide more room and flexibility for storing employee HR data. Since companies can gather and store more employee data, this allows them to use this information to generate reports based on this data and to better meet their employees’ needs. I illustrate how this can be done with my example scenario later in this article.

Although one of the benefits touted by cloud-based HCM systems is that they provide unlimited options for storing employee social information, the standard SAP ERP HCM system already provides an unlimited scope for gathering and storing employee social information without deviating from standard SAP ERP HCM.

In today’s world, the average HR department is much more than the traditional model of a department made up of equal parts of payroll, benefits, and recruiting functions. The demands placed on modern HR departments have required them to become much more flexible and innovative in how they gather, store, and use (analyze) information. Even the scope of the data they are gathering and storing has expanded tremendously.

Raghavendran Parthasarathy

Raghavendran Parthasarathy works for Hexaware Technologies as a Principal Consultant,where he manages SAP solution design for customers across the globe. He has worked in SAP ERP HCM for over 14 years in various capacities, including payroll projects in the Middle East, Europe, and Asia/Pacific. In addition to payroll, Raghavendran has experience in negative time management, personnel administration, and recruitment. He has also been a part of portal implementations. Currently, he is involved with cloud-based HCM applications such as SAP SuccessFactors and Workday.

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