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In this blog, let’s see how the Human Rights related KPI can be reported, leveraging the existing reports or enhancing or modifying the reports in the SAP ECC system.

 

Aspect: Investment and Procurement Practices

 

HR1 Percentage and total number of significant investment agreements that include human rights clauses or that have undergone human rights screening.

 

First thing to do is to define a threshold of the “significant” Investment agreement. It can preferably be defined on a monetary value, say greater than US$ 100,000 for example. Then the list of Investment can be obtained in the Investment Management Module, under the Investment Program. Under the Investment Program, the “Structure of the Investment Program” will list the investments in the hierarchy format.

 

From this point, following approaches can be followed:

 

  • v One approach is to manually check the investment list for the Human rights screening.
  • v Second approach is to think of automating it by filtering the list for entries greater than US$ 100,000.
  • v Third and the best approach are to make it mandatory that all the investment above US$ 100,000 or a defined threshold include human right clauses.

 

HR2 Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken.

 

This KPI is a master data based one. The vendor master data will capture both the Supplier and contractor list. Perhaps we can have a separate naming convention for supplier and contractor so that they can be distinguished. An additional time dependent indicator field of “yes/ no” type for indicating if the particular Supplier/ contractor has undergone human rights screening, will enable getting this particular KPI.

 

The second part of the KPI “actions taken” can be reported through “Records and Case Management Module” or perhaps manually.

 

HR3 Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained.

 

This is very much similar to the SO3 KPI. The same approach can be followed here.

 

By leveraging the SAP delivered report “Attendee’s Training History (Report RHTHIST0)” in HCM Sub module – “Training and Event management” along with the “The Employee List (Report RHEMPL00)” report with some filtering/ selection condition for “Anti-corruption”/ “Human Rights”/ “Prevention of diseases” etc. we can get this KPI.

 

Aspect: Non-discrimination

 

HR4 Total number of incidents of discrimination and actions taken.

 

Most probably this data can be captured and reported using “Records and Case Management”. Perhaps HR module – Personnel Administration can also do the same function. Before that the organization must have a clear policy against discrimination and a committee to look into the issues and take appropriate disciplinary action. The actions taken needs to be maintained in the Records and Case Management/ HR – Personnel Administration.

 

Lets see the other KPI in the 2nd part.

 

Disclaimer: The opinions expressed in this blog are purely my personal opinions and has no legal liability on my employer or affiliates or parent organization.

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