Kerron Boothe Ph.D.

LIGS University, Finance. Thesis Theme: IT/OT Convergence - Safety and Security.
Certified Security Manager, with special focus on Industrial Systems Compliance & NIST, Industry 4.0 Cloud - VDI
WürttembergischerIngenieurverein / VDI Fortbildungszentrum, Germany 2021.MSc Informatics. Mannheim
Universität Germany, 2009MBA Innovation Management. Ritsumeikan Asia Pacific University (立命館アジア太平洋大
学) Japan, 2006BSc International Relations (with minor courses in Computer Science). University of the West Indies
Mona, 2003.CISSP, GRCP +A, PMP, PMI-RMP, MCT, MCP, MCDBA, MCSE Security, MOS Master MCAS, CompTIA A+,
CompTIA Network+, & Security+, Adobe(ACE), CEH, CPTS, Blockchain (CBA), Hyperledger (CHE), ITIL ...Certified
Financial Trader. Money Market Institute, USA 2020

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Contemporary Consulting on SAP HCM OM 2023

Consulting on SAP HCM OM within the Bundeswehr focuses on specific aspects critical to a
modern, agile, and well-organized military force, including:

Consultants assist the Bundeswehr in designing a flexible and agile organizational structure that
aligns with current military operations. This involves defining positions, job descriptions, and
hierarchies to ensure clear responsibilities and streamlined workflows. theconsultation comes
through the firm BWI GmbH.

BWI consulting addresses efficient and secure management of personnel data, such as ranks,
skills, certifications, and qualifications and othe data. This is crucial for selecting the right
personnel for specific tasks and ensuring rapid operational readiness, and overalefficient
mangement of military personell.

Throuh theiIntegration of SAP HCM OM with Other Systems BWI consultants ensure seamless
integration of SAP HCM OM with other IT systems within the Bundeswehr. This enables smooth
data exchange between various HR and logistics systems, enhancing efficiency and maintaining
consistent data.

Training and Education: A significant aspect of the consulting lies in training Bundeswehr
personnel in using SAP HCM OM effectively. This includes imparting knowledge about the

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system's functionalities, efficient utilization of self-service features, and data maintenance.

Aligned with the demanding requirements of the Bundeswehr, BWI project managers and
consultants on SAP HCM OM play a crucial role in establishing modern and efficient personnel
management. By offering best practices and tailored solutions, the consulting contributes to
optimizing the Bundeswehr's human resources and strengthening its operational capabilities.

What is SAP HCM OM?

SAP HCM (Human Capital Management) is a software solution developed by SAP, a German
multinational software corporation. SAp stands for Systems, Applications, and Products in Data
Processing. Various SAP applications are designed to manage various HR processes and
functions within an organization, including personnel administration, payroll, time
management, and talent management. The OM in SAP HCM, "OM" stands for Organizational
Management. It is a component that helps organizations model and manage their
organizational structure. OM in SAP HCM allows you to create and maintain organizational
units, jobs, positions, and relationships between them, providing a clear view of the hierarchical
structure within an organization. This information is used for various HR processes, such as
reporting, workforce planning, and talent management.

Some of the well-known alternatives to SAP HCM include:

Oracle HCM Cloud: Oracle HCM Cloud is a cloud-based HR management solution that offers
comprehensive functionalities for personnel administration, workforce management, talent
management, and payroll. It provides a user-friendly interface and integrates with other Oracle
Cloud products.

Workday: Workday is a popular cloud-based HR and finance management system that caters to
medium to large enterprises. It offers a wide range of HR modules, including human resource
management, talent management, payroll, and time tracking.

ADP Workforce Now: ADP Workforce Now is a comprehensive HR and payroll solution designed
for small to medium-sized businesses. It provides tools for managing employee data, time and
attendance, benefits, and payroll processing.

BambooHR: BambooHR is a cloud-based HR software targeted at small and medium-sized

businesses. It offers features for applicant tracking, employee onboarding, performance
management, and time-off tracking.

Namely: Namely is a cloud-based HR platform that focuses on mid-sized companies. It provides

functionalities for core HR, payroll, benefits administration, performance management, and

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reporting.

UltiPro: UltiPro is an HR and payroll software designed for medium to large-sized businesses. It
offers features for HR, talent management, payroll, and workforce analytics.

Kronos Workforce Central: Kronos Workforce Central is a workforce management software that
provides time and attendance tracking, scheduling, absence management, and labor analytics.

SAP HCM OM Project Management and user requirmements in the SDLC

An SAP HCM OM (Organizational Management) Project Manager would be responsible for
leading and managing projects related to the implementation, customization, or enhancement
of SAP HCM OM module within an organization. The PM role would typically involve:

Project Planning: Creating a detailed project plan, defining objectives, timelines, and resource
requirements.

Team Management: Assembling and leading a team of functional and technical consultants,
ensuring effective communication, and coordinating their activities.

Requirements Gathering: Collaborating with stakeholders to understand the organization's

specific needs and requirements for the SAP HCM OM module.

Solution Design: Overseeing the design of the SAP HCM OM solution, ensuring that it aligns
with the organization's goals and objectives.

Implementation: Overseeing the actual implementation of the SAP HCM OM module, ensuring
that it is configured and customized according to the requirements.

Testing: Coordinating testing activities to ensure the solution functions as expected and meets
quality standards.

Change Management: Managing the change process within the organization to ensure smooth
adoption of the new SAP HCM OM system.

Training and Support: Planning and coordinating training sessions for end-users and providing
ongoing support post-implementation.

Budget and Resource Management: Managing project budgets and resources efficiently to
ensure successful project delivery.

Reporting and Documentation: Providing regular status updates to stakeholders a and

effectiveness of the organization's HR processes.

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SDLC
The SDLC can be used to implement SAP HCM OM in a systematic and structured manner.
The SDLC consists of several phases, each with its own set of activities, which can be adapted to
the SAP HCM OM implementation process. Here's a general outline of how SDLC can be used
for this purpose:

Planning Phase whre the definition of the the project scope and objectives for implementing
SAP HCM OM is done.

Identify key stakeholders and establish communication channels.

Create a project plan, including timelines, resource allocation, and budget estimation.

Requirements Gathering and Analysis. this iswhere workshops and interviews for example are
conducted with sakeholders such as HR and organizational leaders to understand their
requirements and processes. Analyzing the existing organizational structure and identifying
areas for improvement. certainlz the opportunity for Ddocumentation of the functional and
technical requirements for the SAP HCM OM implementation is done at this stage.

Design Phase:

Based on the gathered requirements, design the organizational structure in SAP HCM OM,
including organizational units, jobs, positions, and relationships.

Develop a blueprint or design document that outlines the configurations and customizations to
be made in the SAP system.

Development and Configuration. hre the configuration of SAP HCM OM modules based on the
design specifications given by the user is carrried out. in one use case, users may have ideas
about how to access certain features or have self service requests that if implenented is sure to
captureand retain a wider audience base. The development of any custom enhancements or
integrations required to meet specific organizational needs can also be done at this phase.

the PM can conduct unit testing to ensure that the configurations and developments work as
intended.

Testing Phase, this then brings us to the testing phase, where performing the integration
testing to validate the interactions between SAP HCM OM and other integrated modules is
necessary, a use case would be around personnel administration and time
management,another use case around conducting system testing to ensure that the entire SAP
HCM OM solution functions as expectd - "fit for purpose".

Working with end-users to perform user acceptance testing (UAT) to validate the solution

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against real-world scenarios is a critical daily activity in a consulting role.

In the Deployment Phase , the PM can plan and execute data migration from existing systems
to SAP HCM OM. The develop and delivery of end-user training to ensure users understand the
new system and its features is a necessaryand staple activity.

The use case of a cutover from the old system to the new SAP HCM OM system is always
interesting.

Post-Implementation and Support another staple activity. trhis is where the monitoring of the
system's performance after deployment and address any issues or bugs that may arise is done.
The consultant here may provide ongoing support and training to end-users to ensure a smooth
transition to the (new) SAP HCM OM system. Conducting periodic reviews to assess the
system's effectiveness and gather feedback for further improvements is also necessary.

Throughout the implementation process, it's essential to often involve key stakeholders,
communicate to them progress status, and manage risks effectively. By following the SDLC, the
SAP HCM OM implementation can be methodical, controlled, and ultimately successful in
meeting the organization's HR management needs.

When it comes to user requirements in HCM (Human Capital Management), four key aspects
that are often emphasized are having an intuitive User Interface. Users expect an easy-to-
navigate and intuitive interface that simplifies their interactions with the HCM system. This
includes clear menu structures, user-friendly forms, and straightforward data entry processes to
ensure a seamless user experience.

Another requirement is around comprehensive Reporting and Analytics. Users often require
access to robust reporting and analytics capabilities. The HCM system should offer a wide range
of standard and customizable reports that provide insights into various HR metrics, such as
employee performance, turnover, workforce planning, and compliance.

The very cruicial user requirement of having a flexible 'Self-Service Feature' which empowers
employees and managers with self-service functionalityl. Users want the ability to view and
update personal information, request leaves, view payslips, and access relevant HR information
without the need for manual intervention.

Mobile Access as a staple user requirement in today's mobile-centric world. Users expect the
flexibility to access the HCM system from their smartphones or tablets. A mobile-friendly
interface allows employees and managers to perform HR tasks on the go, promoting efficiency
and convenience. As a concultant addressing these user requirements helps organizations
create a user-centric HCM solution that enhances productivity, engagement, and overall
satisfaction with the HR processes.

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Self-Service UserRequirements
"As a user, I would like to ...."

Self-service functions in an HR system refer to the capabilities that allow users and managers to
perform various HR-related tasks and access relevant information without the need for manual
intervention from HR personnel. These self-service functions provide greater autonomy and
efficiency to employees and managers, streamlining HR processes and enhancing overall user
experience. Here are some key self-service functions users and managers often require:

Employee Self-Service (ESS), do not confuse with Executive support Systems.

HR systems empower users and managers to take control of their HR-related tasks, reduce
administrative burdens, and foster a more efficient and collaborative work environment.
Additionally, self-service functions contribute to greater data accuracy and consistency, as
employees and managers directly input and manage their information in the system.

As a user I would like to self seviceing my 'Personal Information'. Users can view and update
their personal information, such as contact details, emergency contacts, and marital status.

as amanager I would like to manage Leave of employees: Employees can apply for leaves, view
their leave balances, and track leave requests' approval status.

As a payrole manager I would like to manage Payslip and Salary Information. Users can access
their payslips, view salary details, and monitor pay history.

As a trainee or training manager I would like to engage in 'Training and Development'.

Employees can enroll in training programs, access training materials, and track their training
progress.

As a manger / would like to manage 'Performance Management'. Users can view performance
appraisals, provide feedback, and set personal goals.

Manager Self-Service (MSS):

Leave Approval: Managers can approve or reject leave requests from their team members.

Timesheet Approval: Managers can review and approve timesheets submitted by their team.

Team Management: Managers can view and update organizational assignments, job changes,
and promotions for their team members.

Performance Management: Managers can conduct performance appraisals, provide feedback,

and set performance goals for their team.

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Some Key Components to be Tested in HCM
The testing of key components thoroughly ensures the reliability and effectiveness of SAP
HCM, providing organizations with confidence in their HR processes and data management.

By leveraging these SAP features, organizations can effectively meet user requirements for
HCM and create a seamless and user-friendly HR management experience for employees,
managers, and HR professionals alike. However, it's essential that consultants plan the
implementation carefully, ensure proper training, and consider organizational-specific needs to
make the most of these SAP capabilities.

When testing SAP HCM, four key components to focus on are:

Personnel Administration: This component deals with employee master data, such as personal
information, employment details, and organizational assignments. Testing should ensure
accurate data entry, data validation, and proper data flow between different HR processes.

Time Management: Time management in SAP HCM involves handling employee working hours,
attendance, leaves, and absences. Testing should verify the correct calculation of work hours,
accruals, and pay components based on time data.

Payroll: The payroll component calculates employee compensation, including salary, bonuses,
deductions, and taxes. Testing should ensure accurate payroll calculations, compliance with
legal regulations, and proper integration with other HCM modules.

Organizational Management (OM): OM deals with modeling and managing an organization's

hierarchical structure, jobs, positions, and relationships. Testing should verify the proper setup
of organizational units, correct job assignments, and accurate reporting relationships within the
system.

Many of these user requirements can be easily implemented using SAP features. SAP HCM
offers a wide range of functionalities and tools that cater to these requirements. Being
cognizant of how each of these requirements can be addressed using SAP features is important,
therefore take note ofthe following:

SAP offers a user-friendly and customizable interface through its SAP Fiori technology, thus
providing intuitive user interfacesto users. SAP Fiori for example, provides a modern,
responsive, and role-based design, making it easier for users to navigate and perform HR tasks
efficiently. Organizations can also personalize the SAP Fiori launchpad to display relevant
applications and information based on the user's role and preferences.

SAP Fiori is a user experience (UX) design concept and technology developed by SAP to provide
a modern, intuitive, and consistent user interface for SAP applications. It aims to simplify the

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user experience and enhance productivity across various devices, including desktops, tablets,
and smartphones.

SAP HCM provides robust reporting and analytics capabilities through its SAP SuccessFactors
suite, delivering on comprehensive reporting and analytics. SuccessFactorsfor example offers a
vast array of standard reports, dashboards, and analytics tools that allow users to access real-
time insights into HR data. Additionally, organizations can leverage SAP Business Intelligence
(BI) tools to create customized reports and data visualizations.

SAP SuccessFactors also offers an 'Employee Central' which is is designed to provide self-service
capabilities to employees and managers. this 'Flexible Self-Service Feature' through Employee
Central, allow users to access and update their personal information, request leaves, view
payslips, and manage other HR-related tasks. The system ensures data security and permissions
based on user roles.

Finally 'Mobile Access'. SAP SuccessFactors offers a mobile app that enables users to access HR
functionalities on their smartphones and tablets. The SuccessFactors Mobile app provides a
user-friendly interface with self-service features, notifications, and quick access to essential HR
tasks.

Key characteristics of the SAP Fiori interface

SAP Fiori is designed to enhance user satisfaction, productivity, and adoption of SAP
applications by providing a user-friendly, modern, and consistent interface that aligns with
current UX best practices. SAP Fiori is built with a responsive design approach, meaning the
interface adapts and adjusts its layout and elements based on the device's screen size. This
'responsive design' functionality from Fiori ensures a consistent and optimized user experience
across different devices. Fiori applications are designed based on different user roles and
responsibilities within an organization or from reqirements provided by external users. Each
role is provided with relevant applications and information tailored to their specific needs,
promoting efficiency and reducing clutter it can also be themed as 'Role-Based' requirements.

The Fiori interface consists of interactive and customizable tiles that represent different
applications or tasks. These tiles are organized on a home screen or launchpad, allowing users
to quickly access the functionalities they need, this is reffrred to as 'tile-based interface' design.

SAP Fiori also follows a clean and minimalist design approach, making it easy for users to
understand and navigate through the applications. This 'simple and intuitive' design aims to
reduce complexity and streamline user interactions.

Fiori applications are designed to provide real-time access to data, allowing users to view up-to-
date information and make informed decisions.

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Users can personalize their Fiori launchpad by rearranging tiles, choosing their preferred
themes, and customizing their home screen to suit their individual preferences.

SAP Fiori interfaces are designed to integrate seamlessly with existing SAP systems, such as SAP
S/4HANA, SAP SuccessFactors, and other SAP applications. This ensures a unified user
experience and data consistency.

Finally, mobile-friendli-ness. Fiori applications are optimized for mobile devices, allowing users
to access SAP functionalities on the go through the Fiori Mobile app.

Within the SAP Fiori interface, this work presents three key features/tools. These key features
and tools contribute to a streamlined and user-friendly experience, enhancing productivity and
user satisfaction when interacting with SAP applications:

Fiori Launchpad: The Fiori Launchpad serves as the entry point to access all Fiori applications. It
provides a central home screen with customizable tiles representing different applications or
tasks. Users can organize the tiles based on their preferences and roles, allowing for quick
access to relevant functionalities.

Fiori Apps Library: The Fiori Apps Library is a comprehensive repository of SAP Fiori
applications. It provides detailed information about each application, including its purpose,
features, prerequisites, and usage. Users can explore available applications and learn about
their capabilities through the Apps Library.

Fiori My Inbox: Fiori My Inbox is a Fiori application that centralizes and manages various
workflow-related tasks, such as approvals and notifications. It allows users to handle tasks from
different SAP applications in a single unified inbox, making it easier to track and manage
pending actions efficiently.

Let's elaborate on two key tests, Personnel Administration and Time Management, can be
executed in SAP HCM, citing tools and techniques used for each:

Personnel Administration Test:

Test Objective: The objective of the Personnel Administration test is to validate the accuracy
and completeness of employee master data and the functionality of personnel administration
processes.

Techniques and Tools:

Data Validation: Use ABAP reports or SAP Query to perform data validation checks on employee
master data, ensuring that all required fields are populated correctly and data consistency is
maintained.

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User Acceptance Testing (UAT): Engage end-users in UAT sessions to simulate real-world
scenarios and verify the creation, maintenance, and reporting of employee data. Tools like SAP
Solution Manager can be used to manage test cases and track test results.

Regression Testing: Conduct regression testing to ensure that any changes or enhancements
made to personnel administration functionality do not negatively impact existing processes.
Tools like SAP Test Workbench can aid in regression testing.

Audit Trails: Use SAP tools like the Personnel Change Log (transaction code PA20) to track
changes made to employee records, ensuring data integrity and compliance with auditing
requirements.

Time Management Test:

Test Objective: The objective of the Time Management test is to validate the correct calculation
of working hours, attendance, leaves, and absences, and to ensure proper integration with
other modules like Payroll.

Techniques and Tools:

Scenario-Based Testing: Design test scenarios that cover various time-related scenarios, such as
regular work hours, overtime, leave requests, and holiday pay calculations. Use tools like SAP
Test Data Migration Server (TDMS) to generate realistic test data.

Parallel Testing: Perform parallel testing by comparing time data and calculations between the
current system and a test environment. SAP provides tools like Time Evaluation Simulation
(transaction code PT60) to simulate time evaluation runs.

Mock Payroll Runs: Conduct mock payroll runs to validate the correct integration of time data
with payroll calculations. Use tools like SAP Payroll Control Center to manage and analyze
payroll results.

Interfaces and Data Integration: Test data integration and interfaces between Time
Management and other modules, such as Payroll and Finance, using SAP Process Integration (PI)
or SAP Data Services (DS) for data exchange.

Advanced Business Application Programming

ABAP is a programming language developed by SAP primarily used for developing and
customizing applications within SAP's software suite, including ERP (Enterprise Resource
Planning), CRM (Customer Relationship Management), and HCM (Human Capital Management)
systems. ABAP is the main language used for developing and extending functionality in SAP
applications. SAP known n the german language as Systeme, Anwendungen und Produkte in der

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Datenverarbeitung - ABAP is used for developing and customizing applications within the SAP
software suite. ABAP is primarily used for creating and modifying business applications in
various SAP modules, such as finance, HR, logistics, and more.

There are ABAP commands and functions that are commonly used for implementing various
functionalities in SAP HCM (Human Capital Management). These ABAP commands and function
modules are instrumental in implementing and customizing various HCM functionalities within
SAP systems, allowing developers to work with HCM data and processes efficiently.

Next we will talk about securit. Security commands and implementing secure coding practices,
using ABAP fr example can strengthen the security of their applications and protect against
common security threats like code injections and unauthorized access.

Here are five ABAP commands frequently used in HCM implementations by developers:

SELECT: The SELECT statement is used to retrieve data from database tables. In HCM, it is often
used to fetch employee master data, time data, and payroll-related information from HCM-
specific tables.

INSERT: The INSERT statement is used to add new records to a database table. In HCM, it can
be used to insert new employee records or time-related data into relevant tables.

UPDATE: The UPDATE statement is used to modify existing records in a database table. In HCM,
it can be used to update employee information, such as salary changes, promotions, or
organizational assignments.

DELETE: The DELETE statement is used to remove records from a database table. In HCM, it can
be used to delete employee records or time-related entries that are no longer required.

Function Modules: SAP provides numerous pre-defined function modules that can be used in
ABAP programs. In HCM implementations, function modules related to personnel
administration, payroll processing, time management, and organizational management are
frequently used to perform specific tasks and calculations.

In ABAPnthere are various security commands and functions to ensure secure coding practices
and prevent security vulnerabilities. Here are three important ABAP security commands:

The ESCAPE command is used to prevent unauthorized or dangerous characters from being
executed in dynamic ABAP statements, such as SQL queries or dynamic Open SQL statements. It
helps protect against SQL injection attacks by escaping special characters.

The AUTHORITY-CHECK command is used to check whether a user has the necessary
authorization to perform a particular action or access specific data. It ensures that only

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authorized users can perform specific operations within the ABAP program.

CL_ABAP_DYN_PRG=>CREATE_DYNAMIC: The CREATE_DYNAMIC method is used to create

dynamic ABAP code at runtime. When using dynamic code, it's essential to validate and sanitize
input data to prevent code injection attacks. The CREATE_DYNAMIC method helps in building
dynamic code safely.

Security
By addressing security concerns and implementing appropriate security measures, a SAP HCM
PM or consumtant can help stakeholders significantly reduce the risk of security breaches and
ensure the confidentiality, integrity, and availability of data within their HCM system.

Some security concerns around HCM (Human Capital Management) systems that stakeholders
should be aware of and address proactively include:

Data Privacy and Confidentiality: HCM systems store sensitive employee information, such as
personal details, financial data, and performance evaluations. Stakeholders must ensure that
appropriate access controls are in place to prevent unauthorized access to this sensitive data
and protect it from potential data breaches or insider threats.

User Access Management: Proper user access management is crucial to prevent unauthorized
access to HCM functionalities and data. Stakeholders should implement role-based access
controls, regularly review user access permissions, and ensure that employees have access only
to the information and functions necessary for their roles.

Authentication and Authorization: Strong authentication mechanisms, such as multi-factor

authentication (MFA), should be implemented to enhance the security of user logins.
Additionally, authorization controls must be enforced to restrict users from accessing
functionalities beyond their role requirements.

System Vulnerabilities: Regular security assessments and vulnerability scans are essential to
identify and address potential weaknesses in the HCM system. Patch management and timely
updates should be performed to keep the system protected against known vulnerabilities.

Mobile Device Security: If the HCM system provides mobile access, stakeholders should address
mobile device security concerns, such as securing mobile app access, data encryption, and
remote wipe capabilities in case of a lost or stolen device.

Data Backup and Disaster Recovery: Stakeholders should have robust data backup and disaster
recovery plans in place to ensure the availability of HCM data in case of system failures, data

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corruption, or other unforeseen events.

Compliance with Data Regulations: HCM systems must adhere to relevant data protection and
privacy regulations, such as GDPR (General Data Protection Regulation) or local data privacy
laws. Stakeholders should ensure that the system's data handling practices align with these
regulations.

Monitoring and Auditing: Implementing monitoring and auditing mechanisms allows

stakeholders to track user activities, detect unusual behavior, and identify potential security
incidents in real-time.

Databases
SAP offers various solutions built on SAP HANA.

These offerings leverage SAP HANA's capabilities to provide organizations with faster data
processing, advanced analytics, and real-time insights, leading to improved decision-making and
business performance.

SAP HCM is not tied to a specific database. It can run on various databases supported by SAP,
such as SAP HANA, Oracle, Microsoft SQL Server, and IBM DB2, depending on the organization's
preferences and infrastructure.

SAP's latest database features and offerings, SAP HANA is one of the most significant
developments in this area. SAP HANA is an in-memory database platform that provides real-
time data processing capabilities, enabling faster data retrieval and analysis. It has
revolutionized the way businesses handle data by eliminating the need for traditional disk-
based databases.

Since SAP offers various solutions built on SAP HANA, includingSAP HCM (Human Capital
Management)it is important yto note that HCM is not tied to a specific database. It can run on
various databases supported by SAP, such as SAP HANA, Oracle, Microsoft SQL Server, and IBM
DB2, depending on the organization's preferences and infrastructureSAP Business ByDesign for
example is a different cloud-based ERP (Enterprise Resource Planning) solution offered by SAP,
designed for small and medium-sized enterprises (SMEs). While it includes HR functionalities, it
is not the same as SAP HCM. SAP HCM is primarily integrated with SAP's flagship ERP solution,
SAP ERP Central Component (ECC), or its successor SAP S/4HANA.

The affore mentioned SAP Fiori is an user experience (UX) design concept and technology that
provides a modern and intuitive interface for SAP applications, including SAP HCM. It doesn't
directly relate to the database; instead, it serves as the front-end layer that interacts with the
underlying database to retrieve and display data.

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SAP Business ByDesign is a different cloud-based ERP (Enterprise Resource Planning) solution
offered by SAP, designed for small and medium-sized enterprises (SMEs). While it includes HR
functionalities, it is not the same as SAP HCM. SAP HCM is primarily integrated with SAP's
flagship ERP solution, SAP ERP Central Component (ECC), or its successor SAP S/4HANA.

SAP S/4HANA: This is the latest generation of SAP's ERP suite, fully optimized for SAP HANA. It
provides an intelligent, real-time ERP system that integrates various business functions,
including HCM.

SAP BW/4HANA is the next-generation data warehousing solution built on SAP HANA. It enables
organizations to perform advanced analytics and reporting on large volumes of data.

SAP Cloud Platform, SAP HANA Service provides a cloud-based offering of SAP HANA, allowing
businesses to leverage the power of HANA in the cloud environment.

BACK- UP and Recovery

Backups for SAP HCM are critical to ensure the integrity and availability of HR data. The backup
process is typically supported and carried out by the IT or BASIS team responsible for managing
the SAP system.

Backup for SAP HCM is a crucial aspect of overall data management and disaster recovery
planning. In following best practices for backup and restoration, organizations can safeguard
their HR data and ensure business continuity in case of data loss or system failures.

Here's an overview of how backup for SAP HCM is supported and carried out:

onultants supportint the IT team of developers can organize a backup strategy for the entire
SAP system, which includes the SAP HCM database, application servers, and related
components. The strategy defines the frequency of backups, retention policies, and the backup
types (full, incremental, or differential).

Full Backup:

A full backup involves copying all the data and files from the source system to the backup
destination. It creates a complete snapshot of the entire data set, including all files, folders, and
database tables. Full backups provide a comprehensive and standalone copy of the data,
ensuring complete data recovery in case of data loss. However, they consume more storage
space and require more time to perform compared to other backup types.

Incremental Backup:

An incremental backup only includes the data that has changed or been added since the last
backup, whether it was a full backup or a previous incremental backup. Incremental backups are

14
more efficient in terms of time and storage space since they capture only the changes made
since the last backup. However, in case of data restoration, multiple incremental backups might
be needed to restore the entire data set.

Differential Backup:

A differential backup contains all the data that has changed since the last full backup. Unlike
incremental backups, which only capture changes since the last backup (whether full or
incremental), differential backups always reference the last full backup. This means that
differential backups grow in size over time as more changes occur since the last full backup.
During restoration, only the last full backup and the latest differential backup are required to
restore the complete data set.

Each backup type offers its own advantages and considerations, and organizations often use a
combination of these backup strategies to ensure data protection and efficient data recovery
based on their specific needs and data management practices.

The SAP HCM data is typically stored in a database, such as SAP HANA, Oracle, SQL Server, or
DB2, refferred to as 'database backups'. Regular database backups are taken to ensure that all
HR data is protected. Depending on the database type, backups can be performed using
database-specific tools or native SAP backup tools.

In addition to database backups, the application servers, including the SAP HCM application
code and configuration files reffered to as 'file system backups'. These are backed up using
standard file system backup tools.

To validate the effectiveness of backups, 'test restorations' are performed periodically. This
involves restoring the backup data to a non-production environment to ensure that the backup
files are valid and can be successfully restored when needed.

In some cases, organizations implement high availability and disaster recovery solutions to
ensure continuous access to HCM data even during unexpected events or system failures,
reffered to as 'high availability and disaster recovery'.

The backup process is automated to ensure backups are executed as per the defined schedule.
The IT team monitors the backup jobs regularly to ensure successful completion and address
any issues that may arise, this can be acheved through 'backup monitoring and automation'.

To enhance security, some organizations opt for data encryption for their backups to protect
sensitive HR data from unauthorized access in case of data breaches this can be achieved via
Data Encryption.

Backups are often stored offsite or in secure locations to protect against physical disasters or

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site-level failures - referred to as 'offsite storage'.

USE CASE German Bundeswehr

The Bundeswehr, the armed forces of Germany, uses SAP HCM (Human Capital Management)
through BWI GmbH, their IT support unit. BWI GmbH is responsible for providing IT services and
support to the Bundeswehr, and SAP HCM is likely one of the modules they utilize to manage
their HR processes.

Here are two potential use cases for how the German Military may use SAP HCM:

SAP HCM's Personnel Administration module would be used to manage and maintain
comprehensive personnel records for all Bundeswehr personnel. This includes storing personal
information, organizational assignments, qualifications, and employment history of each
employee, both active duty and civilian staff.

With 'Personnel Administration' the Bundeswhr may use the HCM module allows to efficiently
manage personnel data, handle organizational changes, and generate reports for HR analytics.

The SAP HCM's Time Management and Payroll modules through the helpof BWI GmbH, the
military may process and manage the working hours, leaves, and absences of Bundeswehr
personnel. With time management and payroll the system would accurately calculate pay,
allowances, and deductions based on the recorded time data. Additionally, SAP HCM would be
integrated with other systems to ensure smooth payroll processing and compliance with legal
requirements.

Common user problems or issues that HCM consultants often have to resolve even with military
users are as follows:

User Access and Authorization Issues: Users may encounter problems related to accessing
specific HCM functionalities or data due to incorrect authorizations or role assignments.
Consultants must review and adjust user access permissions to ensure that users can perform
their assigned tasks without unnecessary restrictions.

Data Entry and Validation Errors: Users may face challenges in accurately entering employee
data, such as personal information, employment details, or time data. Consultants must guide
users on proper data entry procedures and implement validation checks to prevent data
inconsistencies.

Payroll Calculation Discrepancies: Users may experience issues with payroll calculations,
resulting in incorrect salary, tax deductions, or allowances. Consultants must review payroll
configuration settings, wage types, and time data to identify and rectify the discrepancies.

Reporting and Analytics Problems: Users may struggle to generate desired reports or access
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relevant HR analytics due to unfamiliarity with reporting tools or improper data structures.
Consultants must assist users in creating custom reports or optimizing standard reports to meet
specific requirements.

Integration and Data Synchronization Challenges: Users may encounter problems when
integrating SAP HCM with other systems, such as finance or timekeeping solutions. Consultants
must troubleshoot data synchronization issues and ensure seamless data flow between
systems.

Let's elaborate on how each of these reletavily common HCM user problems can be resolved
with concrete steps:

User Access and Authorization Issues:

Resolution Steps:

Identify the specific HCM functionalities or data that the user needs access to.

Review the user's role assignment and authorization profile.

If necessary, create or modify the user's role to include the required authorizations.

Perform a user access test to verify that the user can now access the desired functionalities.

Data Entry and Validation Errors:

Resolution Steps:

Provide clear guidelines and training to users on data entry procedures and data validation
rules.

Implement data validation checks within the system to ensure data accuracy and consistency.

Set up error messages or warnings to alert users when they enter invalid or incomplete data.

Regularly review data quality and work with users to correct any identified issues.

Payroll Calculation Discrepancies:

Resolution Steps:

Review the payroll configuration and wage types to ensure they align with the organization's
payroll policies and legal requirements.

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Check time data entries and confirm that they are accurately recorded and processed.

Conduct test payroll runs to identify and resolve calculation discrepancies.

Collaborate with finance and tax experts to validate tax calculations and deductions.

Reporting and Analytics Problems:

Resolution Steps:

Understand the specific reporting requirements of the users.

Offer training sessions or workshops to familiarize users with the available reporting tools and
options.

Create custom reports or adjust standard reports to match user preferences and needs.

Optimize data structures and data models to facilitate efficient and accurate reporting.

Integration and Data Synchronization Challenges:

Resolution Steps:

Identify the points of integration between SAP HCM and other systems.

Verify data mapping and transformation rules to ensure data consistency during
synchronization.

Conduct integration testing to identify and resolve any data synchronization issues.

Work with the technical team responsible for integration to fix any configuration or data flow
problems.

Summary
Contemporary consulting on SAP HCM should be focuses on providing cutting-edge solutions
and best practices to organizations for optimizing their HR processes and organizational
structures. With the advancements in SAP technologies and the evolving HR landscape,
contemporary consulting services aim to harness the full potential of SAP HCM OM
functionalities to meet the dynamic needs of modern businesses.

In the German Bundeswehr, consulting on SAP HCM OM (Human Capital Management -

Organizational Management) plays a crucial role in ensuring efficient personnel management
and optimal organizational structure. As one of the largest armed forces in Europe, the
Bundeswehr faces the challenge of modernizing its HR processes and meeting ever-changing
requirements. In this context, SAP HCM OM consulting is essential to ensure the readiness and

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effectiveness of the Bundeswehr.

Key aspects of contemporary consulting on SAP HCM OM include:

Digital Transformation: Consultants help organizations embrace digital transformation by

leveraging the latest SAP HCM OM features and innovations. They guide businesses in adopting
cloud-based solutions, intelligent automation, and mobile accessibility to enhance efficiency
and user experience.

Organizational Agility: Consulting services prioritize creating flexible and agile organizational
structures. They assist in designing hierarchies, job roles, and position management to enable
smooth adaptation to market changes and business demands.

Integration and Data Analytics: Contemporary consulting emphasizes seamless integration of

SAP HCM OM with other modules and third-party systems to ensure data consistency and
unified reporting. Consultants also leverage data analytics capabilities to gain actionable insights
for strategic decision-making.

Employee Experience: User-centric design is at the forefront of contemporary consulting.

Consultants focus on enhancing the employee experience through intuitive self-service portals,
mobile apps, and personalized dashboards, empowering employees to manage their HR-related
tasks effortlessly.

Compliance and Data Security: Consultants ensure that SAP HCM OM implementations adhere
to regulatory compliance and data privacy standards. They implement robust security measures
to safeguard sensitive HR data from potential threats.

Change Management and Training: Effective change management and training programs are
integral to contemporary consulting. Consultants facilitate smooth user adoption by providing
comprehensive training and change management support to employees and key stakeholders.

Artificial Intelligence and Machine Learning: As AI and ML technologies advance, contemporary

consulting explores their integration into SAP HCM OM processes, such as workforce planning,
talent acquisition, and performance management, to enhance decision-making and automate
repetitive tasks.

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