AdSIA PRELIMS

Human Capital Management (HCM)

A variety of practices and applications used for recruiting, managing, and developing an organization's human capital or workforce.[cite: 14]

SAP HCM software

The systems and solutions used to accomplish and optimize tasks and support organizational goals, often referred to as human resources management systems (HRMS).[cite: 14]

Organizational structure

Represents the structural and personnel organization of a company, consisting of organization units to illustrate hierarchies and an employee's responsibility.[cite: 14]

Enterprise Structure

Represents formal and financial structures in a company where each employee must be assigned.[cite: 14]

Client

An independent environment in the system within the HCM Enterprise Structure.[cite: 14]

Company Code

The smallest organizational unit where a legal set of books can be maintained.[cite: 14]

Personnel Area

Represents a company area differentiated between personnel administrative, time management, and expensive organizational aspects.[cite: 14]

Personnel Subarea

Represents part of a personnel area and represents a company area differentiated between personnel administration, time management, and payroll accounting aspects.[cite: 14]

Personnel Structure

Describes an employee's position within the company and is defined by employee group and employee subgroup.[cite: 14]

Employee Group

An organizational unit for which personnel-related regulations can be specified such as active employees, external, and retirees.[cite: 14]

Employee Subgroup

An organizational unit within the employee group for which personnel-related regulations are specified, such as industrial employees, commercial clerks, and laboratory assistants.[cite: 14]

Organizational Plan

Describes in which function an employee is acting; it is object-oriented, and each element is represented by an object which can be assigned to each other.[cite: 14]

Organization Unit

Elements that can be grouped according to functional and regional aspects in the Organizational Plan.[cite: 14]

Position

Assigned to organizational units and filled by employees, such as accounting clerks in the Accounting Department.[cite: 14]

Person

The employees who fill positions.[cite: 14]

Cost Center

Originates from SAP Controlling and can be linked with positions or organizational units.[cite: 14]

Job

A general description of tasks an employee must perform, such as the position of the Head of Department.[cite: 14]

Personnel Number

The central employee identifier in SAP assigned by the system or manually, comprising up to eight digits.[cite: 14]

Reference Personnel Number

Helps map different contractual relationships by recreating an existing employee in the system with a new personnel number.[cite: 14]

InfoTypes

Collections of logically linked data fields wherein HR master data are structured, identified by an explicit four-digit ID.[cite: 14]

Organizational Management

Models the organizational structure of the enterprise and analyzes an organizational unit to define workforce requirements and personnel cost planning.[cite: 14]

Personnel Administration

Concerned with creating and maintaining personnel master data to set the data basis for other processes in Human Resource Management and reporting.[cite: 14]

Recruitment

The process objective to employ personnel with all the required qualifications, aiming to support the HR department in searching, choosing, and recruiting applicants.[cite: 14]

External recruitment

A type of recruitment where people search an external market for skilled personnel.[cite: 14]

Internal recruitment

A type of recruitment where HR looks for personnel within the company for a certain position.[cite: 14]

Applicant Group

Structures applicants based on their employment relationship type.[cite: 14]

Application Range

Classifies applicants based on hierarchical or functional criteria.[cite: 14]

Global Selection Procedure

A selection procedure that lets every registered applicant partake, where an overall status determines the level of the applicant.[cite: 14]

Selection Procedure for Every Vacancy

A selection procedure where the applicant is assigned only to special vacancies, described by the status of vacancy assignment.[cite: 14]

Personnel Development

Has the goal to qualify employees for current and future needs, provide long-term employee benefits, and support planning/administrating teaching and development actions.[cite: 14]

Profile Matchup

A comparison made between employee qualifications and position requirements that helps identify further training needed.[cite: 14]

Talent Management

A process involving career planning arrangements and succession planning accomplishments that generates general and individual development plans.[cite: 14]

Career Planning

Identifies career goals by defining and developing special stations of a career (job, position, and course of instruction).[cite: 14]

Succession Planning

Assures continuity in personnel allocation for key positions by proactively searching for candidates for reallocation.[cite: 14]

Development Plans

Summarize teaching and other educational actions to achieve special qualifications, describing further training an employee may need.[cite: 14]

General development plans

Development guidelines designed for several employees.[cite: 14]

Individual development plans

Development plans created for a special, specific employee.[cite: 14]

Performance Management

Controls and constructs performance appraisals and/or objective settings between a company and its employees, evaluating the benefits of employees.[cite: 14]

In Preparation (Appraisal Status)

An appraisal template has been created and provided with header data consisting of formulas, criteria groups, criteria, and qualifications.[cite: 14]

In Process (Appraisal Status)

An appraisal has been given but is not completed; the evaluation may still be changed.[cite: 14]

Completed (Appraisal Status)

The appraisal is finished.[cite: 14]

Approved (Appraisal Status)

The appraisal has been approved.[cite: 14]

Rejected (Appraisal Status)

The appraisal has been rejected.[cite: 14]

Personnel Controlling

Enables the creation of reports from a flood of data within Human Resource Management, making simple employee lists and complex business calculations available.[cite: 14]

Standard Reports

Predefined SAP requests with a unique design like employee and birthday lists.[cite: 14]

Human Resource Information System (HIS)

Enables analysis based on the organizational structure.[cite: 14]

Manager's Desktop (MDT)

Allows managers to access transactions of other HCM module components, such as approving a successful recruitment applicant.[cite: 14]

Ad-hoc Query

A tool for analyzing data from personnel management, which is named "InfoSet Query" outside the HCM module.[cite: 14]

Business Intelligence (BI)

An independent SAP system based on portal technology that helps data be integrated and provides substantial planning and simulation functions for large amounts of data.[cite: 14]

Employee Self-Service (ESS)

A web-based user interface for employees that enables time- and location-independent maintenance of personal data and access to administrative functions.[cite: 14]

Manager Self-Service (MSS)

A central web-based access point for managers that uses the backend HR and finance systems to support management with enterprise-wide relevant information.[cite: 14]