|
What is Configuration?
Configuration is the process for making the SAP R/3 Human Resources
(HR) system perform the way we want it to. The SAP HR software allows for the collection and
use of data in many different ways. During configuration the project team:
- Decides which data elements available in the system will be used.
- Decides which of the data elements to be used will be mandatory and which will be optional.
- Determines which of the data elements will be supported by tables from which the user can "pick" appropriate entries.
- Builds the tables needed by users of the system.
- Determine the business processes necessary to use the data
- Establish the mechanisms in the system that will allow the business processes to work properly.
Configuration gives the SAP R/3 Human Resources product the look and feel that we need
in the Federal government and Interior.
Here's an example of the configuration necessary
for the pilot test. For the pilot test we plan to use
the Office of Personnel Management's (OPM)
competencies as the basis for the qualification
catalog in the SAP R/3 Human Resources
system. In addition to "turning on" the
qualification area and data elements, the project
team entered all the OPM competencies to the
qualification catalog (or table). Bureaus will be
able to add their own qualifications (usually
knowledges, skills and abilities- KSAs) to the
qualification catalog, but to do so they will have
to enter each KSA individually into the system.
If a tester wants to use a competency, however,
all they'll have to do is go to the list and click on
the ones they want.
Pilot Test Functionality
As many of you have read, we will only be
testing a very limited portion of the human
resources functionality contained in the SAP R/3
Human Resources system. Even so, there are
many personnel and EEO processes we will be
able to test during the pilot. The functionality to
be tested includes skills bank, applicant tracking,
employee development and training. The
following is a list of the specific functionality, in
each area, that is scheduled to be included in the
pilot test.
Skills Bank:
- Create positions in already established organizations.
- Assign tasks to positions.
- Assign qualification requirements to positions.
- Assign qualifications to employees.
Applicant Tracking (Recruiting):
- Create a vacancy for "fill" action (against a position vacated through attrition
(retirement, quit, etc.) or a newly created position).
- Generate vacancy announcement(s) including sending e-mail notifications to
minority institutions.
- Enter applicant data, including qualifications.
- Allow employees and other applicants to apply for vacancies through the Internet.
- Produce a list of qualified candidates for a vacancy (internal and external
applicants).
- Allow EEO specialists or personnelists to access composite applicant EEO data to
determine if applicant pool and/or list(s) are diverse.
- Convert selected external applicant to employee status.
- Generate automatic notification(s) to applicants via e-mail, letter, etc.
Notifications may include receipt of application, non-selection for position,
invitation to an interview, etc.
Personnel Development, Training & Events:
- Create training courses and classes in the system and link them to qualifications.
- Determine course/class availability (either by Employee or Supervisor).
- Allow an employee, supervisor or a personnelist to register employees for a
training class.
- Allow a non-DOI employee to register a training class over the Internet.
- Pre-book employee(s) for a course for which no set class has been established.
- Produce reports that roll-up training data at the Department or bureau level.
- Generate automatic notification to attendees and other interested parties
(supervisors, training administrators, etc.) via e-mail, letter, etc. who are registering
for a class. Notifications may include information on enrollment, date, time and
location of classes.
- Use the system to route registration for training requests to up to 2 levels of approval.
- Conduct on-line evaluation of course by attendees.
- Conduct on-line evaluation of attendees by course instructor.
- Conduct follow-up check of employee record to ensure qualification (skill bank)
updated following successful completion of training.
- Conduct "needs assessment" by producing a report on pre-bookings for
training for which no specific classes exist.
- Produce Individual Development Plan for employees by matching employee
qualifications against current job requirements.
- Register employees for classes that satisfy development need.
- Pre-book employees for courses required to satisfy development need, but for
which no class has been established.
- Assign a specific Development Plan to a
position or an employee.
As you can see, even though it is a limited test,
we should be able to get a good idea of the
capabilities of the SAP R/3 Human Resources
software.
Pilot Test Sites
Since the last newsletter, final
arrangements have been made for
participation in the pilot test. The
following is a list of the organizations identified
as pilot sites:
Office of Surface Mining - Division of
Financial Management located in Denver,
Colorado.
Fish and Wildlife Service - Office of the
Assistant Director for Planning, Budget and
Human Resources located in Washington, DC
and Arlington, Virginia; and the National
Conservation Training Center (NCTC) in
Sheppardstown, West Virginia.
Minerals Management Service - Office of
Administration and Budget located in Herndon,
Virginia.
National Park Service - Business & Finance
Group and Human Resources Group located in
Washington, DC and the Mather Training Center
located in Harpers Ferry, West Virginia.
Bureau of Reclamation - Management Services
Office located in Denver, Colorado.
National Business Center - Portions of the
Management and Technical Services Division
and Denver Operations in Denver, Colorado.
Department of the Interior University in
Washington, DC.
Bureau of Land Management - The Executive
Services & Initiatives Group in Washington DC;
the National Human Resources Management
Center and BLM National Business Center in
Denver, Colorado; and the Personnel Office for
the BLM California State Office, Sacramento,
California.
U.S Geological Survey - The Lakewood Field
Headquarters and Pueblo Subdistrict Office in
Denver, Colorado.
Bureau of Indian Affairs - The OIEP Personnel
Office and the Division for School Reform in
Albuquerque, New Mexico
Have a suggestion for a newsletter article, or a question or suggestion
for the project team, please do not hesitate to contact us at:
U.S. Department of the Interior
Interior South Building
FHRIS Project
Room 355 - MS 326
1951 Constitution Ave, NW
Washington, DC 20240-0001
Phone (202) 219-0624
Fax: (202) 208-6512
dave_anderson@os.doi.gov
[Click here for FHRIS Project Newsletter #4]
|
