Purpose

The Personnel Time Management component offers you support in performing all human resources processes involving the planning, recording, and valuation of internal and external employees’ work performed and absence times. It provides other SAP applications with planning data and delivers information to business processes such as:

Time Management has user-oriented interfaces that support centralized and decentralized entry and administration of time and labor data. Data can be processed centrally by administrators in the human resources department or else in individual departments by time administrators such as supervisors, secretaries, and employees themselves.

Time Management enables you to record time and labor data online or using self-service applications. The self-service applications range from the classic time recording subsystem, through Web applications, to mobile business applications. Employees can use these applications to request leave, record working times for orders or projects, for example, and display their key time accounts.

Time Management allows you to represent all company agreements, collective agreement stipulations, and legal requirements the world over. It is highly flexible, meaning that you can support new concepts such as managing long-term time accounts.

Implementation Considerations

You can select the scope of functions individually within Personnel Time Management. You can:

This means that SAP Time Management can be implemented by all companies who

Integration

Required Components

Personnel Time Management is embedded in the basic functions of Personnel Administration.

Possible Integration with Other SAP HR Components

Possible Integration with Other Components in the SAP System

Features

Planning employee time and labor

You can use Shift Planning to plan working times, shifts, and absences for the employees assigned to you. You can take the employees' qualifications, working time preferences, laws, guidelines, and cost factors into account.

You can make sure there are enough qualified employees available for the tasks at hand. If required, you can make changes to schedules and put employees at the disposal of other departments. You can simulate shift planning to check and valuate the anticipated amount of overtime, for example. You can provide employees and supervisors with planning overviews.

For more information, see Shift Planning (PT-SP) .

Recording and administering time and labor data

You are not limited to one method of time recording when entering time and labor data. There are different methods of time recording depending on the technical prerequisites, the demands on the data being recorded, and the employee's tasks:

Regardless of the method chosen, the time data is subject to a number of consistency checks and is then available for evaluations.

You can enter durations (hours) or times (clock times). You are not limited to one particular concept of time data recording: You can represent different concepts in different areas of your enterprise, from recording all actual times (positive recording) to recording only deviations to the work schedule (negative recording).

For more information, see Time Data Recording and Administration and Time Manager’s Workplace .

Evaluating time and labor data

You can use time evaluation to valuate time data and provide bonus and overtime wage types for SAP HR Payroll or a third-party payroll system. Time evaluation is flexible enough to accommodate even the most complex legal regulations, such as fully-automated calculation of leave and time-off entitlements in the USA, New Zealand, or Australia. This also includes legal regulations such as the Family and Medical Leave Act in the USA.

Time evaluation efficiently evaluates recorded times and checks individual company and standard working time provisions. Automatic checks for value limits minimize the effort in administrating and monitoring data thanks to the message processing function for time administrators. Time evaluation manages all kinds of time accounts, such as the flextime balance, overtime accounts, or lifetime working time accounts. Simulations enable you to valuate future work and leave entitlements.

For more information, see Time Evaluation .

Calculating incentive wages data

You can use Incentive Wages to enter, prepare, and valuate payroll-relevant data for employees who are paid incentive wages or a premium wage. Both forms of payment take account of employees’ performance.

You can implement incentive wages for individuals or for groups. In individual incentive wages, the amount of remuneration depends on one individual’s performance only, whereas in group incentive wages, the result of the entire group is taken into account.

You can transfer payroll-relevant data from a logistics system to the human resources system. This is especially relevant for work confirmations from the following SAP logistics systems:

For more information, see Incentive Wages .

Information on Time and Labor

The Time Management Information System provides users with extensive options for evaluating time data, including simple standard reports such as leave overviews and attendance checks for time administrators. You can put together datasets for human resources analysts that provide specific views of attendances and absences, balances, and wage types. The data warehouse application SAP Business Information Warehouse provides you with cross-departmental and cross-component data for analyzing time and labor data and personnel costs. It delivers important key figures for valuating productivity, costs, and absence times, for example.

For more information, see Information System (PT) and the documentation on SAP Business Information Warehouse.