Many people go through their whole lives having no real sense of what their talents may be, or if they have any to speak of. Human resources are like natural resources; they’re often buried deep. You have to go looking for them, they’re not just lying around on the surface.

-Ken Robinson

Monday, 10 October 2016

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How OCTAPACE Culture can increase productivity and development of Human Resource Professionals


There is a tremendous change in corporate sector due to the liberalisation of the Indian economy.  The fast & continuous changes in the business environment have necessitated the adoption of human resource development concept in order to cope up with the changes like increasing size of the workforce, technological advances, management of human resources and so on.  In every organisation, an employee seeks for his/her personal growth within a good working culture and environment. As a result, HRD and its culture are becoming an essential in the working culture these days.


Organisations need to upgrade their working climate & methods, technical and managerial skills, work norms and employee motivation in order to develop capabilities of each individual in relation to his/her present and future roles, to built  the sense of team spirit, team work and inter-team collaboration and the dynamic relationship between each employee and employer as well as to maintain high motivation level of employees. Organisational climate is viewed as an important tool for motivating a well as developing the employees working in an organisation.
In any organisation, there is an expectation of an employee about having a good working environment which is conducive to his/her professional growth so,management & workforce is responsible for developing work environment and organisational policies, practices and conditions which are helpful in creating a developmental climate in an organisation. Thus HRD climate is necessary to create a good working place in order to motivate the employees for better performance and to create an opportunity for growth and success.


HRD climate contributes to the organisation's overall self-renewing capabilities, which in return increase the capabilities of individuals, teams and organisation as a whole. organisational culture is the pattern of beliefs, attitude, knowledge and customs that exist within an organisation. The prevailing HRD Culture of an organisation can be measured by analysing certain factors which produce the way employees of a company are handled and encouraged in the organisation. Thus, the culture pertaining to how the employees are encouraged to develop and take initiative is brought out through OCTAPACE Culture of an organisation.

OCTAPACE is described as following :

"O" stands for Openness :

 Openness refers to frankness, freedom to express ideas, opinion & views, straight forwardness or outspoken. Basically, if a team is to be effective, then the members need to be able to express  their differences of opinion,views, interests and problems without fear of ridicule or retaliation. No team work is really effective if there is a cut throat or stabbing-in-the-back atmosphere where members become less willing or are unable to express them openly.

"C" stands for Confrontation :

 Confrontation means to encounter, estrangement to evolve effective and efficient solutions and suggestions towards a given problem. It means the willingness to face and solve problems rather than to avoid them till they grow into a collective grievance. In order to be effective, one should confront instead of avoiding a problem.

"T" stands for Trust :


 The term trust refers to confidence, faith or belief. In order to achieve the goals and objectives of an organisation, it is necessary to have an atmosphere of friendship, trust amongst employees and the supportive tendency of each other. People having trust can talk freely and can discuss problems without fear. To be more effective, continuous support & trust should be developed amongst the employees.

"A" stands for Autonomy : 

Autonomy means independence or freedom. people can work more effectively in a free atmosphere. Freedom to do a thing in the way one wants or tends to act as a morale booster. every individual possess an own way of doing things better. It is the job of the HR Manager to ensure the encouragement while aspiring for the achievement of objectives.

"P" stands for Pro- Activity :

 A tendency to think ahead of the problem is known as pro-activity. An organisation's top management should be capable of forecasting, predicting, projecting, anticipating things well in advance and plan accordingly.

"A" stands for Authenticity :


 Authenticity refers to factual, actual, genuine or legitimate. Every organisation has a goal to achieve and in order to achieve it, various departments are used. Management has to ensure that in the process of achieving objectives, none of its departments uses any unlawful or unethical methods which effect the reputation as well as the status of the organisation.

"C" stands for Collaboration :

Collaboration stands for teamwork, participation, co-operation, association. Basically, it means to work together. It imply's on individuals working together as a team in an organisation, sharing their skills and information with the rest of employees and vice versa. People find ways of being more helpful to each other and share feelings & skills,thereby achieving objectives with less time and cost.

"E" stands for Experimentation :


 Experimentation means the existence of supporting environment to take risks and innovate. The organisation should experiment in order to achieve something extraordinary and innovative.

In order to grow an organisation as a whole, an OCTAPACE Climate is essential...

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Saturday, 1 October 2016

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11 Inbound Skills that are essential to become a productive HR professional


Human resource management is a field where organised individuals are interested in business achieving their goals and employees reaching the maximum of their potential. The key essential skills to become a good Human Resource Manager are as follows.

The most essential and key ingredient to becoming a good HR professional is to have excellent communication skills. One should be able to communicate with the fellow employees as well as people outside the company. Every Human Resource Manager should have good writing as well as speaking skills, in order to communicate with upper management as well as lower management. They are the people who create peace in the organisation, hence communication is the basic essential requirement. 


HR is a diverse field. It not only includes communicating and solving problems of employees working within the organisation but also work like making salaries, recruiting employees, maintaining statutory registers and helping in compliance and so on. In order to do all this work, an HR Professional should be multi-tasking in nature,who should be able to handle various kinds of work at one time.


Every worker in an organisation needs a person who would listen to his problems related to work and solve it. It is the duty of an HR Professional to be ethical and solve the problems related to the workers and employees working in his company and try his best to come to a good conclusion. Therefore, ethics is essential if one is willing to become a good Human Resource Manager as well as a good human being.


There are various kinds of conflicts that happen between two or more employees at same or different levels. It is the duty of an HR to solve these problems and help them to come to a conclusion. So, every HR should possess a quality of solving the problems.



Every HR must have a good negotiation skill to bring two parties come to a conclusion and avoid any conflict that may arise. negotiation is a discussion aimed at reaching an agreement. Therefore, it is also a quality that an HR should have in order to bring peace and conflict free environment.


With the increase in technology these days, the working environment has become very unpredictable and changing. every HR Professional should have the quality of helping people to cope up with the changes.



Motivation is the art to make people desire to do the things. Every HR Manager should have a quality of motivating his fellow employees to work for achieving the best of their potential as well as to achieve organisational goals. It is an essential ingredient to becoming a good HR Manager.



Every employee working in the organisation needs the training to improve his/her working skills. It is essential for a good HR Manager to provide good training for his employees so that they can bring out the best in them.

There are various benefits and welfare policies that government provide. The workers being uneducated and the employees being unaware of these, it becomes the HR Manager's responsibility to keep the employees and workers informed about them in order to become a good HR.

Responsibility is a duty or obligation to satisfactorily complete a task assigned by someone. HR professionals have a great responsibility towards the organisation's as well as individual's growth and satisfaction. It is the responsibility of a good HR to perform his task with his best capability.


One of the most essential and key ingredients of becoming a good HR professional is to achieve organisational goals along with the individual employee appraisal. For becoming a good HR Manager one should focus on achieving these goals.

The inbound skills will help you in becoming a more productive HR Professional. 

If you want to add a few more HR skills, please share in the comment box. 

If liked this article, please share with your friends. 
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Wednesday, 28 September 2016

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7 most desired leadership traits that we can learn from Animals


Leadership traits that we can learn from animals

Birds - Superior Communication

Leadership traits among all types of birds are easily observable. Since our childhood, we have grown hearing ‘Birds of a feather flock together’. Birds always migrate in a group. Traveling in a group and facing various challenges during journey requires a superior quality communication. All kinds of birds show effective communication. It helps them in getting right information at right time, which makes crystal clear what they have to do, how and when.

Birds depicting higher communication
Birds depicting higher communication

This leadership trait is vital for smooth functioning, pre-building of mutual faith among members and long existence of a team. We can give a thought to it?

Fishes - Team Alignment

Fishes stand as a great example of a team in which every member is highly aligned with each other towards a common goal. When one fish moves towards a source of food, the other fish just don’t start following it, but they cast their votes by moving fins in specific way and then swim together in a group. This lowers any possible risk of predators and they stay safe and sound.

Fishes always aligned towards a common goal
Fishes always aligned towards a common goal

This leadership trait is result of cohesiveness and mutual understanding among all members.

Lion - Chivalry

Lion known for its nobleness and bravery
Lion known for its nobleness and bravery

Lion is an animal that is known for its bravery, nobleness and moral ethics. Lion always hunts its own, never feeds on already dead but kill then feed on it. It is known to die of starvation but not to live on herb. This trait is a reflection of great leadership quality that keeps the team in high spirits and confidence. A can do attitude and never give up determination is set deep in mind of team members by this kind of leader. This leadership trait of a leader just doesn’t build a team; it builds a noble and brave team.

Crane - Goal Oriented, High Concentration

If fishes are good in alignment, crane is equally good in dedication and famous for its concentration. It is well-known for its capacity to stand in a same place for several hours concentrating on its prey. This leadership trait of a leader and good team player highly determines the success of team.

Crane: Goal Oriented, Highest Concentration
Crane: Goal Oriented, Highest Concentration

Failure to keep up the concentration on goal by any of team members can break the team alignment and so the team.

Cock - Proactive & Attentive

No matter what circumstances are, a rooster cannot live without crowing in morning. Roosters are quite pre-sensitive to signals of dangers surrounding them so they crow often to warn other roosters of potential threat. This act counts as proactive trait of cocks.

Proactive and highly attentive a rooster
Proactive and highly attentive a rooster

As a leader it is very important to pre-judge the potential sign of any threat, opportunity, strength and weakness and act proactively to get the best or avoid the worst.

Dog - Loyal & Faithful 

There is no more loyal animal than a dog, besides being loyal and faithful to its owner, they are very good watch keeper. They are very attentive and active towards safety concerns of its assigned area.

Dog-the most loyal and faithful animal
Dog-the most loyal and faithful animal

As a good team player we should learn to always stay loyal and faithful towards our team.

Donkey - Patience

Donkey is known for its hard work, patience and continuous effort without worrying about result. This leadership trait is very important to stay calm and keep patience even in adverse conditions. During negative situations, we tend to lose temper, peace of mind and normally give up on things, which are mandatory for success. One of these things is persistency and repetition. Remember, repetition is key to success and to continually putting your effort requires a lot of patience. Just learn it from a donkey.

Donkey- patience & perseverance
Donkey- patience & perseverance

So hope, you liked these facts about animals. Ever wondered to learn leadership quality from these animals! We can always learn one thing or another from every creature around us. It is just again a leadership quality. Just keep your eyes and ears open!
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Wednesday, 14 September 2016

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An Eye Opening Guide On Effective Rewards And Recognition Programs

A to Z Guide on Innovative Rewards and Recognition Programs to Boost the Employee Motivation at Workplace

As a proactive HR professional your work is not limited to few spectrum of HR field. The most crucial part is to motivate, engage, reward and retain employees who are intangible assets to any organization. Employees’ rewards & recognition at right time with aid of right method is important. Because, if you are late in recognizing and rewarding employee, it can provoke employees to switch job quite early.

Before we land to some innovative rewards and recognition programs let’s first understand what employee recognition program is and why it has been always important and must required ingredients of leadership development program.

What is employees' rewards and recognition program?

According to Wikipedia, reward and recognition program comes under reward management. Reward management is run by an organization with prime goal of increasing the productivity of employees. However, increasing the productivity depends on certain other factors that bring in action the Reward and Recognition Program.

There are two kinds of rewards

Extrinsic and Intrinsic Rewards

Extrinsic reward is tangible or physical in nature, it is concrete award that employee receives. These can be bonuses, salary raise, gifts, promotion or any other kinds of physical things. Extrinsic reward’s share is generally performance based and result oriented.

Intrinsic reward lacks any physical or intangible elements in it. It is the recognition and respect given to employee by appreciating him for his phenomenal performance that he delivers in his work.
When these rewards compiled together, constitute the rewards and recognition program. Generally, it is conducted during a well planned formal meeting but at few times in an informal public meeting called town hall meeting.

Importance of Reward and Recognition


According to great place to work, Effective rewards and recognition practices need to reflect a company's culture. By this way, organization fulfills employees’ need of appreciation, positive reinforcement and recognition. These practices motivate employees to give their best and promote the feeling of working together as a team.

There is a complete white paper on importance of R&R that you can read here.

The vision of any R&R program is to increase the productivity of employees to get the best ROI from him and mission of any R&R program should be to increase the employee motivation and morale at workplace.

It is because even Statistics have revealed that highly motivated employees are highly engaged and more productive at workplace.

According to Gallup (2013) study on employee motivation, we have found some serious statistics,
employee-motivation-statistics employee-motivation-statistics
That said, actively disengaged employees are emotionally disconnected, “retire on the job,” and likely to negatively influence their co-workers, miss workdays, and drive away customers. Too few engaged employees mean our workplaces are less safe, employees have more quality defects and disengagement – driving up healthcare costs.
Did You Know?
Highly engaged and motivated employees together build best teams and produce the best leaders for any organization.

Current Trends in R&R Programs

According to Accelir – Strategic Advisory & Research for HCM,

Fewer than 50% of companies have programs that rewards workers based on performance indicators. • 70% HR professionals think that employees should start being recognized and rewarded for service at their one year anniversary with a company. • 44% of employees don’t feel their recognition programs are currently aligned to the core values of the organization. • Less than 20% of companies now include a social media program in their rewards and recognition program.

Below we are sharing detailed guide on such R&R programs that is easily measured, monitored and budget friendly.

Here, we are going to discuss in detail various R&R Programs focusing on different departments, types of employments, rating and evaluation parameters, and budget range to pick from minimum to maximum to invest upon after identifying your organizational goal. For the sake of easy explanation, we are keeping all R&R programs under one system and we call it ‘Total Rewards Management System’. You can retain same name if you wish to implement the same in your organization or set the name that suits and aligns with your organization.

So, here we go, let’s start with the Philosophy or Objective of the entire system.

Philosophy: The Total Reward & Recognition system is a self-sustained program with 100% unbiased and human touch approach.

It is worth to mention about caution to which everyone should stand and follow.

Caution: “Rewards should justify the performance and not exceed them. It means by this it is okay to reward a high performer for his or her phenomenal performance but not to the point where in the pursuit of rewards, the individual indulges in unethical behavior.”

Total Reward Management System consists of six R&R programs

1. Excellence Award
2. Value Champ
3. Above and Beyond Call of Duty Award
4. Customer Delight Award
5. Elite Club
6. Employees' Grading System: Motivation to get out of bed each morning and get to work

1. Excellence Award


1. Recognition of employees’ performance at workplace. 2. Providing continuous motivation to the employees. 3. Facilitating identification of gap areas in the performance of each employee.


Excellence award applies to the front end employees who are rigorously involved in execution and generate revenue for the company.

This award can be sponsored on monthly basis.

Below is the departmental categorization of employees considered for excellence award.

a. Product/Services Sales Team 
b. After Sales Service Team 
c. Customer Care Team 
d. Insurance Sales & Renew Team 
e. Finance Sales & Renew Team

For your reference, below we are providing excellence awards-assessment sheet for sales team.


As per this sheet, you can reward those employees, who exceed expectation or give outstanding performance by achieving average percentage score more than 110%. You can practice this activity on monthly or quarterly basis to motivate and reward the out-performers.

Similarly, you can prepare the assessment form for other department also. You can change the KPIs, set new benchmarks, change achievement level and rating or score-card parameters as per your business need. 

The only point should be kept in mind, is that the measurement of each KPIs should be backed by relevant data from a reliable source. This can be your ERP software, sales software or even a spread sheet managed by any authorized and authentic person.


A certificate of excellence can be issued to all performers falling under excellence award criteria. Addition of some monetary benefit, coupon or perks shall be optional and depends on your budget.

2. Value Champ


Values represent the core priorities in the organization’s culture, including what drives members’ priorities and how they truly act in the organization, etc.
Values are very important in strategic planning. They often drive the intent and direction for planners.
Generally an organization incorporates following values in its culture
1. Integrity 2. Respect for all 3. Discipline 4. Learning & Development 5. Ownership and responsibility 6. Focused team work 7. Process oriented A value champ will be identified from each department every month.


Value champ can be open for all employees of an organization. An employee can apply his name through self-nomination form. Only one value champ shall be declared from each department per month by the selection committee.

Evaluation method and criteria

As this award is open for all, any employee can opt-in to fill the form and submit to regulating authority.
Below is the sample-form for your reference.
[caption id="attachment_178" align="alignnone" width="783"]Value-champ-nomination-form
Value Champ Self-Nomination Form


Recognition of employee as value champs from each department with a certificate of achievement of Value Champ Award.
Click here to read 100 HR Jargons Every HR Professional Should Know

3. Above and Beyond Call of Duty Award


It identifies and recognizes staff members' and workers' outstanding performance and contribution to growth and development of a company by supporting and reinforcing its values of and exhibiting a high level of commitment, initiative, cooperation, and dedication in their daily job responsibilities.


This award is open for all employees and can be sponsored on monthly basis.


An employee can apply for this award with filled self-nomination form. However, his superiors including immediate supervisors, manager or head of department can also apply on behalf of an employee. There will be a selection committee for the ABCD Awards, whose final declaration will not be changeable.

Nominator Information - (Person’s information who is proposing a candidate for ABCD Award)
Signature of Nominator: 

Nominee Information-(Candidate who has been nominated by Nominator, he can be same or different)

Below form will be used for nominating the name of self or any of team members.

ABCD Award Self-Nomination Form


A certificate of achievement of Above and Beyond Call of Duty Award along with a Shield shall be given to the winner.

4. Customer Delight Award


Customer delight is surprising a customer by exceeding his or her expectations and thus creating a positive emotional reaction. This emotional reaction leads to word of mouth. Customer delight directly affects sales and profitability of a company as it helps to distinguish the company and its products and services from the competition.


The customer delight award is being introduced in Globe Automobiles as an award under R & R Program to identify and recognize employees, who are involved in direct customer interaction and play a vital role in satisfaction and happiness of customers.
However, here the term ‘customers’ does include ‘internal customers’, who are the employees of Globe and thus being a stakeholder are equivalent to external customers and their satisfaction and happiness are equally important for the organization and for the reinforcement of the various delight factors,therefore all the employees across the departments are eligible for this award every month.


Nominator for this award will be HOD, who will select one nominee from their respective department based upon the customer feedback and survey. However, final result will be the cumulative satisfaction index score of all the surveys and feedback given by customers, displayed on the basis of The Edwards Delight Scale as below
Edward Delight Scale


A certificate of achievement of Customer Delight Award with supporting lines ‘A certificate of Achievement for outstanding honorable effort’ on it and a smiley badge that awardee has to wear for the month.

5. Elite Club


Objective of Elite Club is to recognize high performers in sales department and reward them for their outstanding performance around the year.


The scope of this award is limited to sales department only. It solely depends on exceeding the sales target thereby achieving 100 or 100+ number of retail sales per year. Sales person touching this milestone will be clubbed under elite club and will enjoy exceptional rewards and perks.


Just selling >=100 (Numbers can vary) Items (any product) in 12 months tenure, will enable a sales consultant to enter into Elite Club.


1. Few days domestic trip with for maximum of four family members. 2. Special leaves to be practiced within one annual calendar. 3. Cash amount with certificate of elite club achievement award.

6. Employees' Band System Motivation to get out of bed each morning and get to work.


 In this system, rating in each type of reward method will be effective to get a cumulative performance score.  This score will support in allotment of the employees in different bands based on their performance in past, present and future possibilities and scope.  As per this band employee shall enjoy different rewards and perks.  This band will be applicable for six month, after six month it will be again reviewed as per performance and changed.


All employees shall be eligible to get entitled under band system and get categorized under band as per their performance.


Below is the allotment of band title to an employee based upon on his/her performance on different parameters.



Below is a detailed list of rewards and perks for employees falling under different bands


Below is the blueprint of all R&R programs discussed above along with the proposed budget recommended per employee. Please note that it is only the optimum budget per employee but not limited to a minimum or maximum as it highly depends on your organization's need and capacity.

Blueprint for total rewards management system
Blueprint for total rewards management system

If you want to add some some cost-cutting without diminishing quality, you can try out certificate magic a free online tool to generate high quality certificates. As we have seen in all R&R program, we need certificates to recognize achievers.
It is not always necessary to invest on employees to motivate them, if you are a creative HR, you can reward employees even without spending a dime...

Challenges to HR in implementing an effective R&R Program

1. Updating and spreading awareness about R&R program among employees.

It is the most ignored yet the most vital step of R&R program. Most organizations keep focusing on designing the best program but fail to make employees understand the benefit of R&R programs. Research also showed that companies who regularly update their employees on reward programs tend to achieve higher level of organizational and financial performance than those do not conduct the program effectively.

2. Measuring performance and concluding the best out of mass

The traditional performance review method is not effective and productive if we use it for measuring and reviewing performance for R&R program. There should be a different benchmark and set of KPIs for effectively measuring the performance of employees especially working at front end and generating revenue for the organization. Sales Team, Service Team, Customer Care Team, and HR Recruitment Team are such teams, whose reward program can be linked to performance.
However, challenge comes in designing and managing such a program that involves setting KPIs linked to core performance and measuring it effectively and periodically.

3. Monitoring partiality and discrepancy

Rater’s effect, biasness and rating discrepancies tend to pollute and ruin the entire concept of this program. The entire process should be effectively monitored, regulated and moderated by responsible custodians. The best way is to implement performance based reward system and automate its process of evaluation and rating. It can be made possible by considering only those KPIs, which can be quantitatively measured and justified by relevant back data.

4. Budget Allocation and getting optimum ROI

Depending on organization’s vision, need and objective budget can be allocated to R&R program. However, as a responsible HR professional you are accountable for choosing the most effective and cost-effective reward program. While finalizing a reward system, the optimum Return on Investment should always be kept in mind. Whether you are a start-up or well established brand, you will never spoil your money, if you think and act strategically.

As we have stated earlier also, that you should focus on ROI linked performance based R&R system.

Final Words

Hope, this guide will help you to get started with an easy and productive R&R program, if you don't have such program being practiced in your organization. Also, we can say now that R&R if implemented strategically, can make an organization.

What kinds of strategies and R&R programs do you practice to motivate and reward employees?

Please add-on your ideas in comment box below.
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Sunday, 28 August 2016

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The most asked SAP HR Interview Questions (Business Processes in HCM)

SAP HR Interview Questions |Business Processes in HCM| Part B

Hope You found Part A of SAP HR Interview Questions on Business Processes in HCM helpful while preparing for your SAP HCM Interview questions. Here in this post we are adding 26 most asked SAP HCM interview questions as Part B, which is an addition to existing 25 questions on Business Processes in SAP HR. It is highly recommended that you read Part A before reading this post. Click here to read Part A.    

1. What are the most important processes in the HR department? 

 The HR is the most important division for any organization. The processes of the HR department are employee administration, payroll, legal reporting of efficiency, and agreements with the changing global and local regulations.  

2. List the most important structures in HR. 

 Following are the important structures in HR
  • Enterprise
  • Personnel
  • Organization
  • Pay Scale
  • Wage type
3. What is Employee Self-Service (ESS)? 

 ESS facilitates the employees of an organization to create, view, and change the data anytime and anywhere, with the help of various technologies. It provides employees with an employee-centric portal to enable them to access and modify the information required for their jobs. For example, employees can manage their home address and emergency contacts.   

4. List the functions required to select an Infotype. 

 Following are the functions required to select an Infotype:
  • Create/INS
  • Delete
  • Delimit
  • Lock/Unlock
5. How do you hire a new employee? 

A new employee is hired with the PA40 transaction code. After that, all the Infotypes are maintained for the employee by using the PA30 transaction code.   

6. Name the modules available in SAP R/3 for professional users. The following modules are available in SAP R/3 for professional users:
  • Advanced Planner and Optimizer
  • Strategic Enterprise Management (SEM)
7. What object does a qualification catalog contain? 

 A qualification catalog consists of two objects: qualification groups and qualifications.   

8. What are the goals of SAP initiative? The goals of SAP initiative are given as follows:
  • Providing an easy to learn, use, and customize software.
  • Extending the reach of SAP by bringing more role specific scenarios
 9. What does a profile match-up means? A profile match-up means:
  • Matching the qualification of an applicant with the requirements of a position
  • Matching the profile of an applicant with the requirements of a position
  • Generating the training proposals from a qualification deficit.
10. Which architecture does the SAP system use? 

The SAP system uses the three-tier-architecture.   

11. What happens when a user accesses a transaction in the SAP R/3 system? 

When a user accesses a transaction in the SAP R/3 system, the following tasks are performed:
  • Executes a query in Structured Query Language (SQL) from the application level to the database level
  • Transfers data from the relational database to the front end system
  • Converts the data from one consistent state to another
  • Updates the database when data is entered using the transactions
12. How are business objects maintained in SAP? Business objects are maintained in the Business Object Repository.  

Recommended Reading

SAP HR Interview Questions on Business Processes in HCM: Part A

13. How is a business object characterized in SAP? A business object has the following characteristics in SAP:
  • Attributes
  • Methods/Application Programs
14. What tasks can be performed at the attendee level in the dynamic attendance menu? In the dynamic attendance menu, you can perform the following tasks:
  • Book an attendance
  • Replace an attendance
15. What is the use of Business Application Programming Interface (BAPI)? The following are the uses of BAPI
  • Provides an interface that integrates third party applications or components with SAP R/3
  • Provides an interface between a business and a method
16. What are the different processes involved in an appraisal? The different processes involved in an appraisal are as follows:
  • Prepare an appraisal
  • Perform an appraisal
  • Complete an appraisal
17. What are the functions performed by BAPI? The following functions are performed by BAPI
  • Create objects
  • Display attributes of objects
  • Change attributes of objects
18. What is the use of Application Link Enabling (ALE)? ALE performs the following functions:
  • Distribute data, master data, and transaction data across different systems
  • Refers to an enterprise structure, which is the combination of centralized and decentralized tasks
  • Provides support for the implementation and operation of distributed SAP applications
  • Exchanges data using Intermediate Documents (IDocs)
19. What are the main functions of Project IMG? The main functions of Project IMG are given as follows:
  • Create an IMG for each project
  • Maintains project documentation
  • Maintains project management status
  • Maintains cross project documentation
20. What do you mean by Go Live in SAP? Go Live in SAP
  • Tests whether the system is suitably configured before they go live
  • Tests whether the configuration matches with the client requirement or not
21. What are the main components of the Customer Relationship Management (CRM) module? The CRM module has the following functions:
  • Capturing customer data across the enterprise in a central database
  • Analyzing the customer data and distribute the results to the contact points where the customer can be contacted
  • Providing solutions that enable companies to effectively manage customer relationships throughout the entire life-cycle
22. What are the components of Advanced Planner and Optimizer (APO)? Following are the components of APO in SAP:
  • Global available to Promise (ATP)
  • Supply Network Planning
  • Supply Chain Cock Pit
23. What Infotypes are used in Compensation Management? The following Infotypes are used in Compensation Management:
  • Salary Survey Results
  • Planned Compensation
  • Job Evaluation Results
24. What Infotypes are used in Travel Management? The following Infotypes are used in Travel Management:
  • Actions
  • Organizational Assignment
  • Personal Data
  • Travel Privileges
  • Payroll Status
25. What are the basic characteristics of the Organization Management module? The Organization Management module has the following characteristics:
  • Uses flow
  • Uses relationships between objects
  • Creates additional characteristics for objects
26. What are the main components of the compensation management? Compensation management has the following components:
  • Job Pricing
  • Job evaluations
  • Budgeting
  • Compensation administration
While we are compiling more quality HR Interview Questions from all spectrum of HR, we look forward to hear how you find this blog post. Please feel free to share your thoughts in comment box below. Don't forget to share the articles with your friends and colleagues. wish you a quality reading!

How did you like this post please share in comments. 
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Saturday, 27 August 2016

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SAP HR Interview Questions & Answers (Business Processes for HCM) | Real Time


Hands On Tips For Cracking SAP HR Interview Questions |Real Time| Part A

SAP HR Interview questions are demanded evenly throughout the year. Seeing the immense requirement of real time SAP Interview Questions in HR field, we worked out and are glad to present the most sought interview questions with their exact answers in this and few more coming posts. Hope our readers will find it very useful in preparing for SAP HCM Interviews.

1. What are the various components of the enterprise structure in systems, applications, and products (SAP) in Human Capital Management (HCM).

The components of the enterprise structure in SAP HCM are Client Company Code Personnel Area Personnel Subarea

2. What is client in the SAP system?

In the SAP R/3 (R stands for Real time) system, a client is an organization and a legal entity. A client is positioned at the highest level among all the organizational units. It contains the master data of various business processes, such as customers, products, and vendors. A three-digit number is used to represent clients in the SAP R/3 system.

3. What is a company code? A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

4. What is personnel area?

A personnel area is a sub unit of company code. It is identified as an organizational unit representing an area in an enterprise, when is organized according to personnel administration, time management, and payroll accounting criteria. It is represented as a four-character alphanumeric code. For example, the personnel area code for corporation is CORP.

5. What are personnel subareas?

A personnel subarea is part of personnel area, which can be subdivided according to the geographical location or the strategic line of business. It is represented as four-character alphanumeric code. For example, if the brands or locations of an organization are defined as personnel area, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.

6. What do you understand by personnel structure?

Personnel structure is defined as the structure if employees in an organization. It comprises of employee groups and employee subgroups.

The employee group allows you to divide employees into groups and define their relationship to the enterprise.

Following are some important organizational functions that can be performed using an employee group:
  • Creating default values when data is input, such as creating default values for the payroll accounting area or basic pay of the employee.
  • Creating criteria of selection to be used during evaluations.
  • Creating a unit to be used for authorization check.
The employee subgroup is a part of the employee group and has the following functions:
  • Provides processing information in payroll accounting.
  • Provides information about the validity of primary wage types.
  • Provides information about the validity of work schedules.
  • Supplies information about the validity of pay scale groups.
  • Provides information about the validity of the time quota types
7. What are the functions of the Personnel Administration module?

The following are the functions of the Personnel Administration module:
  • Providing authorizations required for the maintenance of master data
  • Assigning personnel number for people being recruited
  • Maintaining plausibility of other sub applications both within HCM and outside HCM
  • Maintaining plausibility within personnel administration
  • Designing input templates for personnel administration
  • Designing work processes required for personnel administration
  • Designing user interfaces
8. What is the meaning of Global Employment in SAP HCM?

Global employment is termed as an employee having personnel assignments with one enterprise or several affiliated enterprises, in more than one country at the same time.

9. What do you mean by Infotypes in SAP HCM?

Infotypes are referred to as system –controlled characteristics of employees. Information related to employee is stored in the form of Infotypes, which are represented by a four-digit numeric code given as follows: 0000 for actions 0001 for organizational assignment 0002 for personal data 0003 for payroll status

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10. What are features in SAP HCM?

Features are tree customized in the Implementation Guide (IMG) screen in SAP HCM that is made up of technical fields whose values are defaulted in the easy access.

11. What is IMG?

IMG is a project support tool. It contains documentation about the implementation steps of the SAP system. It also helps you to control and document the project during implementation.

12. What do you understand by mandatory activities?

Mandatory activities are activities for which SAP does not deliver default settings, such as organizational structure. Customer specific requirements must be stored for activities that are classified as mandatory.

13. What are optional activities?

Optional activities are activities for which SAP delivers default settings. These default settings can be used if they satisfy the requirements.

14. What are non-required activities?

Non-required activities are activities for which SAP delivers all the default settings. These activities, such as country specific settings, are used rarely.

15. What do you understand by critical activities?

Critical activities that should be carried out very carefully, because errors in these activities may lead to negative consequences.

16. What are non-critical activities?

Similar to critical activities, the non-critical activities should also be performed carefully, but the errors committed in these activities have less negative consequences.

17. What are personnel development plans?

Personnel development plans provide professional development for the employees of an organization. It can also be used to perform the training and job related activities.

18. What is the use of Training and Event Management?

The Training and Event Management module is used to manage and schedule the training events and conventions.

19. What is SAP HCM Workflow?

The SAP HCM workflow automates business processes and assigns tasks to appropriate person at the right time.

20. What is the use of Compensation Management?

Compensation Management allows you to specify the guidelines for an organization’s compensation policy, which helps the organization to attract and preserve the best employees. It is necessary for the administration of compensation, such as carrying out payroll.

21. What is personnel Cost Planning?

Personnel Cost Planning is used to plan the personnel costs that are based on either the basic salaries or the vacated or filled vacancies. It can be done for the current year based on either the assumptions or the previous year costs.

22. What is Shift Planning?

Shift Planning is a component of Personnel Time Management. It is used to plan the shift time and location of the employees according to their qualification and the number of job requirements. The document used to record this information is called planned shift document, which is also known as roster.

23. What do you mean by capacity planning?

Capacity Planning refers to the planning of production in an organization to meet the changing market demands of the products. The capacity is identified as maximum amount of work that an organization can complete in a given time period.

24. What is Human Resource Information Systems (HRIS)?

Human Resource Information Systems enables you to perform standard reporting from all HR areas.

25. What is Manager’s Desktop?

The Manager’s desktop is a computer system, which is available only to the managers. Other employees cannot see the Manager’s Desktop; whereas, the manager can use this computer system to see the status of all the employees who are logged in. The computer system also helps managers to perform their administrative and strategic works.

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