Closing the Gap: Aligning Customer Requirements with Employee Central Time Management
We at Gavdi Group are experiencing that Employee Central Time Management is quickly becoming one of the more popular modules. As a module, there is still some difference when comparing to the ‘old’ SAP HCM Time Management, but SAP is clearly prioritizing the capabilities and development of the module, which is evident from the advances made in recent releases.
Meanwhile, we implementation consultants are facing the fun task of trying to close the gaps between customer requirements and system functionality.
This article will highlight one of the existing gaps in the system, and the solution I configured to meet the customer requirement.
The requirement
A collective bargaining agreement at the customer, stated that an employee working within the timeframe of 00:00 to 02:00 is entitled to 25 minutes off time of in lieu for each full hour worked within that timeframe. Furthermore, if the employee is working within the timeframe of 02:00 to 06:00, the entitlement is 30 minutes instead.
In addition to the above, the entitlement can also be different if less than a full hour is worked. The tipping point is at 30 minutes of performed work. If an employee works any less than 30 minutes, they are only entitled to half of the normal entitlement.
In essence, an employee working from 01:12 to 01:28, is only entitled to 12.5 minutes of time of in lieu.
The solution
We could not identify any standard configuration, that could meet the above requirements, and hoped that the introduction of Business Rules in Time Valuation would help solve the gap. With an approaching deadline, we could not wait, however.
So, I came up with a simple solution.
I created a Business Rule to consider the postings to the time account, round the posting, and use a custom MDF object to hold the values after rounding – and the actual values to be posted to the time account. I have created more detailed Blog on the entire process, on SAP Community, which you can find here:
The implications
In essence, the solution means that we can perform some complex postings to working time accounts and time of in lieu accounts, which can help close the gap between current functionality and current customer requirements. The solution can even be adapted to alter some of the results of the time valuation, further closing gaps.
As my colleague, Arne Stroff , pinpointed in another article;
However, this is true not only of Sweden, but increasingly for all countries. The capabilities of the Time Management solution within SAP SuccessFactors might even make or break the business case for Employee Central Payroll. Another colleague of mine, Alex Healy , wrote an excellent summary of the transition from SAP HCM ‘On-premise’ to Cloud Payroll , which still holds true.
We at Gavdi have extensive experience with payroll projects, and will always put customer value first, and stand by to help advise on any considerations of transitioning to the Cloud – both within HR, Payroll & Time, and much more.
About the Author – Nicklas Høyer
Nicklas Høyer is a product of the Gavdi Graduate Program , and have within the almost 4 years he has worked for Gavdi been part of many implementations, and holds multiple SAP certifications, demonstrating his expertise within HR, Payroll & Time.
