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Compensation design in SAP Model Company for Human Resources

Introduction

This post will provide insights on how the Compensation Module is designed in the SAP Model Company for Human Resources.

 

Overview of the Compensation Module configuration in the SAP Model Company for Human Resources – all compensation processes :

  • There are 3 processes in the Model Company environment : “Salary Planning”, “Long Term Incentive / LTI Planning” and “Incentive Planning”.
  • Each process has its own template which shows in the compensation planner’s inbox as : name of the template + name of the planner (please see screenshot below).
  • Having a template for each process provides more flexibility in refining route maps and planning methods (standard org chart manager vs custom planner).

 

Salary Planning 

  • The planning method for Salary Planning is set to “Direct Manager”, which means any employee who is also a Manager in the Company org chart will get a worksheet created with his/her team member in it.
  • Eligibility rules are pre configured to exclude any team member with Hire Date (as found in Employment Information) greater than 12/31/19 or whose “Home/Host Designation” is “Host” (for Global Assignment cases).
  • All salaries are annualized for the purposes of planning based on the compounding rate.
  • Proration is not used in Model Company Salary Planning.
  • Merit Guidelines are based upon rating, country and range penetration (comparison of employee’s annual salary to the max point of the Pay Range loaded in Employee Central).
  • The 4 editable recommendation fields for planners in the worksheet are : Merit, Lump Sum, Adjustment, Promotion.
  • The following Budgets are pre configured : Merit (merit and lumpsum planning), Adjustment (adjustment planning) and Promotion (promotion planning). Budgets are built from the bottom-up by examining the budget percentage times the employees salary, adding together all employee’s contributions on a worksheet. Budgets reference a table to obtain planning percentages using “Country” and potentially one other factor.
  • Promotion is enabled and the Default Editable fields in the Promotion popup (showing Employee Central > Job Information fields) are Job Classification / Global Job Title / Local Job Title / Pay Grade / Standard Weekly Hours.

 

 

LTI Planning 

  • The LTI Planning template is designed for annual planning of long term incentives, named in the template as Stock, Options and RSUs.
  • In contrast to Salary and Incentive planning, where forms are grouped and initial planning is by the direct manager, LTI Planning uses a defined Compensation Planner Hierarchy, where administrators maintain LTI planners in the EC Job Relationship portlet.
  • Eligibility rules are pre configured to exclude any team member with a Hire Date after 12/31/19 or with a Pay Grade Level less than 4.
  • Stock, Options and RSUs Guidelines are based on Pay Grade.
  • Budgets are built from the bottom-up by examining the guideline default and adding together all employee’s contributions on a worksheet.

 

Incentive Planning 

  • The Incentive Planning template is designed for annual calculation and planning of employee incentive programs, using inputs from an employee’s incentive plan, individual performance and business goal performance.
  • The planning method for Incentive Planning is set to “Direct Manager”, which means any employee who is also a Manager in the Company org chart will get a worksheet created with his/her team member in it.
  • The program dates from which to pull employment history from Employee Central for payout calculation are set to Jan 1st – Dec 31st of year prior to planning.
  • Incentive Planning assumes that any active employee that was in an Incentive Plan during the year is eligible for payout.
  • The Incentive Planning template assumes a calculation of “Business Section” + “Individual Section” (Biz + Ind = Total) :
    • The “Business Section” is based on the goals associated to an employee’s Incentive Plan and is non-discretionary.
    • The “Individual Section” is subject to manger discretion using Performance Rating as an input.
  • The guideline for the planner’s discretionary input on the Individual Performance is based on the Performance Rating.
  • Budgets are built from the bottom up by adding together the portion of an employee’s bonus that makes up the individual discretionary portion of the payout funded at 100%.

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