Introducing Hackathon for SAP Australia Payroll

So welcome Simajit to our payroll transformation series. And as you have discussed, you are focusing you'll be learning more towards the payroll specific for Australia. Payroll. Right. So before we start so there are some ground rules or certain pro discipline which actually I generally follow in my. Whenever I teach or mentor coach all this kind of session. Okay. It is very highly disciplined and also the step by step process which I will be recommending. If you follow that definitely you'll be getting good results in a stipulated period of time. Okay.

Okay.

That is the actually the thing. Okay. So now coming to our payroll transformation series. But why I say payroll transformation. Any idea?

No, I'm sorry, no problem, no problem.

So I will be just telling you. So whenever I start any kind of a session generally I take a note from the students also. Right. Just although you have discussed. But still we will be having a small thing like what kind of. You can just share in five minutes your little bit of experience. So that again I will note it although I have listened on that day but I forgot to make a note of it. Okay. So that it will be very helpful for me. You're just a brief profile actually to understand and we will be just your academic background and your experience background and all this little bit. Okay. It will be helpful.

Okay. So I've done my. I've done my BBA in University of Oklahoma in 2004. So after 2004 I've been working. I started as an intern and I did an internship for one year and then I came into this IT field and then I've been working as a business analyst since then.

And Salesforce if I remember correctly. To Salesforce, right?

Yeah, not just Salesforce, I've done Salesforce and then I've done other technologies like small CRMs, internal applications and then I've also done. It's Obama related, I'm not sure you know edi, part of it, Healthcare. Edi.

So mainly electronic data interchange.

Yeah, that's where I might. Yeah, that's where my majority of focus was. But when I came to Australia I worked on Salesforce mainly.

Okay, okay, okay, got it, got it. And how about your HR background? Like any HR experience, HR technology.

Okay, whatever. I understood. I've gone through the YouTube videos. Just a quick, you know, overview to have an understanding. Yeah.

Core HR and HR take means no working experience but your knowledge. Right. Okay. Have you upgraded after bba? Have you done MBA in HR somewhere like something like that or certification in certifications.

I started with two couple of years back. I did a training in success Factors for EC but now I forgot.

Okay, okay. Easy. Certification. What certification? For AC training you have got.

Yeah, I wanted to do the certification but after that I didn't find time. But now I want to get back into recipe. So it was just a quick training I have taken but don't recall anything at the moment.

Got it, got it. Now two things I will be asking for you. One is STZ. One is LTV. STZ means what is your next 90 days which is the short term goal. Actually what will be would like.

My short term goal is to get worse in two things. One is the payroll process that I spoke to you about. I need to know in and out like the especially the from SAP HR point of view, the system point more than the success factors. And then anything in payroll related even the schemas. Because that's where I heard that they ask a lot of questions and then. Yeah, so yes, yes.

PCR and all those things you need.

Yeah, yeah, yeah. And then.

Yeah, yes, go ahead.

Another thing was if I can have a quick understanding of the OMPA module.

Ompa, okay, sure. SAP, scm, onpa basically. Okay, got it.

Yeah.

That is your long term goal. And now currently you are also working, right?

I'm still working as a salesforce business analyst.

So along with a job only you are searching for this new opportunities.

Okay, yeah.

Currently working in. IT is also SF only. But actually we call it sfdc. Right? Salesforce. Sfdc?

Yes, sfdc. Yeah.

In a success pattern we call it sfsf.

What is it in success factors?

Sfsf. The trade name actually. I see, yeah.

Okay.

But actually that is your short term goal. Right. Now I understood. Now any region like Chili just means why you want to go through. So that at least it will help me to understand your aspirations.

There are a lot of government positions near my house. Like in Parramatta especially they have different departments like Department of Education and Justice. So new opportunities come by and basically to increase my knowledge in SAP because they get a better pay over here. That is one thing I'm still debating. Like if you can explain to me difference between business analyst and there is a functional consultant who does the configuration. Right. They might be having different roles, going behind the tables or going behind the screens, making the changes to the wages or whatever it is the functionality.

Yes, yes, yes. Got it, got it. Now we asked the rest. Should I underscore and current location is Sydney. Right?

If I'm correct, current location is Sydney.

Yeah, Sydney. Right. Okay. Sydney is a thing and long term goal. Like let's say five years down the line I may be asking like an interviewer, but still.

Yeah, no, no, that's good. You can correct me if I'm not making sense. So long term goal is having a base understanding of the SAP HR first. But in the long term goal is to get into success factors. The modules like ec, ECP and then onboarding, recruitment and so on.

Got it. So I have asked actually I always ask students to be dream big, dream high, whatever and also maintain that goals. Even I personally at a personal level also I do write my goals every day. Right. So that is actually to help you stay focused. Whatever you do it right. Otherwise training, learning, this thing will happen. But over a period of time you will lose the momentum. Right?

That's true. I mean, having dreams is different than maintaining it. Yeah.

Yes, yes, yes. So now I understood. Overall, before we go there to the our things and all. I will just. I think you must be aware of more than better than me the like the job market. Because whatever we are preparing, we also see that I always. Because it is one of your aspirations for the reason actually on short term goals as you are to move into job specific SAP HR and also before that you understand what kind of jobs available, right? So I will just simple Google search in the LinkedIn and what are the job total? If you see here. Okay. So this is. I think they are so what you to do generally whenever you are searching for any job. So I will be putting filtering on Sydney and only. Let's see, Sydney New South. Was it to be fine, right?

Yeah, yeah, that's fine.

So if you see here. So SAP payroll consultants, any jobs. Okay. Even if you apply or do not apply. So you have to monitor all the things. So this is something I hope you must be having a good LinkedIn profile. So you can send me a request and I will review also your LinkedIn profile. Okay, I will help you. That's improving that later on. Okay.

Okay.

Yeah. Whenever you are saying for payroll. If you're searching for a job in payroll as you have mentioned, right? This is in public sector. Okay. So you should have a public sector means exposure or something like that. They ask for five plus years. But again it is subjective. If you are having a knowledge definitely you can crack this kind of interviews. So generally they hire for whenever this kind of requirement at least you can grab. So why this is required? So you have to mention this in your field. So this is the keyword whenever somebody will be searching a job is posted whatever may be the job portal. Whether it's indeed or any other LinkedIn or any other sick.com in whatever the leading job job board in Australia people will be searching for this kind of thing and if it is there in your CV definitely your getting shortlisted is the first priority.

Yeah, yeah.

Keywords actually then that I cover it in mostly in the carrier session. But as we are focusing on this part so I will recommend just to grab this kind of thing and make a notepad. Go to the notepad. Okay, so what I will do. So I will be preparing a. Let's say I will having a notepad for you and in that let's say I will grab all those job profiles specific to your idea focusing on especially Australia payroll or SAP payroll related jobs. Generally we have to go for this kind of a. Where exactly we are having. We have to understand each and every word of this. Okay, so as you have already said, right you will be aspiring for your understanding of PA oa. Yeah, so definitely means. So you. You'll be getting a session where exactly I'll be sharing the sub pre recorded session plus there will be a live hands on where you will be doing the hands on and I will be monitoring that. Okay, so that kind of sessions will be having.

Right.

Okay. Similarly as you have said long term. Right? So you should have a. They're not expecting. Whenever I'm saying understanding that means. Yeah, they do not expect that you have to be a master but at least you should have understanding how the success solution works and how it is integrated with your SAP payroll system. It will be desired. So this is the kind of a thing which is perfectly matching what exactly you are expiring and all right, similarly your you should have an integration experience. So wherever they are saying experience that means you should be having a hands on exposure or have you worked in any kind of a business scenario. They are expecting this kind of thing mostly for a consideration point of view or any kind of payroll specific thing. You should be having strong experience. Okay, there are three things actually. So whenever we learn something, right? There are three keys actually. One is actually by belief it's education which. Which is through a training or any kind of a blog you have seen any YouTube you have video you have watched and there are certain things which will be coming from your experience. Okay so experience plus exposure. This three things will be very important for any kind of jobs and all right, education definitely it will be like learning something your own or somebody taught you. Okay. Experience will come if you really want or somebody if let's say you might be having a question. I do not have a 5 years Australian payroll experience. But from where I will bring it. So maybe you can connect someone like me and you can leverage my experience so you can talk to me and there are some experience and learning session will happen where I will be explaining my experience. Okay. So in that way you can collect collective experience. You can talk to me and similarly some other people who has work in a similar kind of a profile, you can go to LinkedIn profile. LinkedIn also LinkedIn is a very good tool. Okay for you can grab people so you don't have to like make some meaningful connection with people who have really work in SAP Australia payroll. You will definitely find it out. General. This is the way I generally follow and in the initial phase of my career same thing. So you don't have to search for the jobs, rather you search for the people. So there will be so many filters. By default it will be showing your job. Okay, but you have to search for people people who are having this kind of a skill set. Okay, so you can see the other people who are having which were coming at the top. Okay, so I can see these are the people who are having time payroll ec. Okay, so you can see go and go to their profile. But what they have worked actually. So that two areas you have to grab. Okay. So whenever you're going for any kind of of this person's profile you can see what are the things they are writing in the. In their summary period. Okay. And some of the person may not have given a detailed explanation what they have done in those respective organizations. But you can see one or like two line. Also they have mentioned payroll implementation. They have done. They have done some BCR activity, business process engineering activity. So this terminology should be familiar. Okay, so that is the intention to explain this non technical stuff. But this is actually helpful. Okay, so you can see this person has mentioned a lot of things. Okay so he. He has actually maintained configuration experience on this. This. Okay. Handling BAU support. You should be knowing what is a bau.

Yeah, Business as usual.

Yeah, that is a business analyst. You must be knowing this.

Yeah.

Okay.

Yeah.

So these are the things actually you have to key things actually you have to focus and wherever there is an explanation they have written. So these things actually you should grab and in this way you will be able to. So this is one part from a job point of view everything. And from a people point of view or a people man experience point of view, I will recommend. Okay, so if you do not have an experience, generally you have to create experience. I do not say the use the word fake experience. Rather I will use this somebody's experience you have to actually utilize and that you can make yourself so such a skill so that you. You demand with the market in the higher size. So that is the thing which I just thought of sharing some of the tips actually given to you and saying things you have to do this activity an activity for you. Okay. Maybe you can share with me whatever the things. And more or less 50, 60% similarities will be there. Okay. Like you can see end to end technical and data design. Okay. Understanding and translating future requirements into design. This is a purely B activity. Yeah. So you can see understanding and translating the BA activity. And in SAP we do not segregate that someone is a BA Someone is a few functional consultant. Nothing like that. Unless it is a very big project. If it's a big project, then we have a segregation of a role. But generally the functional consultant season already or season all rounder. He's expected to do everything. Okay. Starting from BA to your. Your functional consultant to testing, documenting, training, everything. So these are the things managing.

Yeah, I was gonna say I had applied for a role and if you would search for what's group is if there should be one Woolworths group. I have business analyst actually.

Okay.

It should show up here. And I'm thinking that the interview might be sometime next week, end of next week. Because I applied in December and I wasn't sure they would respond back. But they did. Yeah. But I'll get that requirement and I'll.

Send it to you. Sure. You can share with me and I can help you in that tracking that. And also I see very limited people in applying. If you see only two applicants, three applicants very. They're not like in India. At least 100 people must have applied to that job. Very difficult here actually to crack and all. But I see there are even. There are some c. I can see there are zero applicants. People are not applying at all. Although it is a contract.

It's not actually correct. It's. Yeah, it's not actually correct. That from LinkedIn. Right. But we have another Seek.com that's where people usually apply more. So these requirements are there in seek as well.

You are saying seek.com seek.com.

Yeah, right there. So if you type in payroll process and all will come up over here. Maybe type Woolworths group. It should come up. But eventually I'll send it to you the requirement here.

No problem. No problem. I will say that one of my students also see crack in the past in Australia only from India. Only he was from and secret one of the payroll data officer job. Okay. Although it is a little simpler compared to the functional consultant, it will be from a client side. But still there are challenges. Like every job has its own challenges. Lot of data related activities. So you should be having those reporting capability, analyzing master data with all those things, troubleshooting all this. At least you should know it's very high level they have given. But it is. So what are the things actually you will be having? So those details actually they have given. So there are some of the jobs also require experience. Coupon is a finance related product. Okay. But definitely we will be having exposure to all these things. Okay. So now coming to our planning. Actually how I actually plan my session. So coming to the hackathon. So I give timeline action. So as you're currently working. Okay. So like you can take your time. So although I mentioned the 30 days. Okay. So if you can do it even if you spend two hours per day or one hour and a half hour like that also it is fine. Okay. So you can. You should be able to complete within 30 to 45 days maximum. Okay. Okay. So the idea is to make it simplified instead of too much focusing on other things. Okay. So it is a kind of today's kind of a day one. Okay. So it's the orientations and I will be explaining that that so you have to pick a product. So in your case, if the product is SAP hcm. Okay. Not success factor now as of now, okay. Although that is our aspiration. Okay. Pick a model that will be in your case. It is your SAP HCM payroll Australia payroll. That is a purely industry. As you have mentioned. You're targeting government sector, public sector like that. Okay. What I understand more, that is your aspiration. Okay. So with that note, I will just make a note of it for a day one. So I will make a note of it here that for you. You go pick a product, Pick a module and pick an industrial pick a product. It is an SAP purely SAP. I will say HCM with SF is the future. But you should be having at least the basic already you are a little bit exposure of ec. So I don't have too much PK module.

I did just, just to let you know, I did work for six months of education, yeah on SAP. But it wasn't a very big exposure. It was really new and people are not very helpful because if you tell them you're a refresher like no fresher, they look down on you. You can't ask them questions. So it's just what you were given. I was only able to do that, but having very limited understanding. It was like an enhanced model.

You have what so basically which.

It was in enhancement. Yeah, it was any enhancements related to ompa.

Okay.

And a bit of payroll. But like I said, I don't understand much. So it was very hard initially. So that's why I came back to Salesforce. Yeah. Yeah.

Oh, okay. Yeah. Is not so hard if you have got a proper mentoring. Right. That is there even I struggle in 2012 when I as in I started my career as an ABAPA being coming from a BTech and MEA background. So I didn't started as an ABAPER where I was used to do the coding and all. But actually latter point of time I my interest was more towards HR because I did also coding like my MBN HR as well. Okay. Even one of the mentor also at that point of time suggested because even if the company is actually there is even if whatever thing happens, HR will always ever win. So he inspired me actually. Yeah. Yeah. So since then actually I always see that people will not get stops. People's salary will not get never stopped. Right. That is an ever going process. Okay. Whatever the organization, right. Definitely there will be demand of today or SAP or Oracle, whatever the product. Erp. There is always a demand of a payroll consultants. It's an evergreen. And even I have seen people retire. Even the the first generation of SAP consultant. I have seen few people who have written a blog. They work only on payroll and they retired. Still they are thinking still a lot of things are there to learn. So much of knowledge is required. It is not so easy and. But at the same time you need a continuous because it's also the compliance and all these things regulation. Every year something new comes, right? And accordingly those ERP products keep innovating accordingly. Otherwise they will not sustain in the market. Right? Somebody else in the market.

Somebody else will come in.

Yeah, yeah.

You always have to have a learning cap.

Yes, yes, yes. Very big learning always required and pick an industry. As I understood your aspiration actually. So as it is, even many of my students actually work mostly on the government compared to India. Actually I see most of the Australian government mostly they are on the SAP or EC payroll and they are actually moving towards direction. Even one of my managers in my previous organization, she separated to Australia. She got a very good opportunity. One of the government action. So very nice opportunities. I understand.

One more thing. Would you be like. I just a question. If by luck I get a job will you be providing support if I'm stuck anywhere. Like if I don't understand the requirement, what they're asking just to give like a lifting hand and then take it from there.

Yes, yes, the same thing actually I'm doing for a student in Canada. Okay. She got a job, very good job. Although it is a gig opportunity. It's contractual job. But people say more in contractual jobs in the US and Canada. But I understood from them. So they prefer doing a contractual job and that gets renewed and in that job actually sees she's very good. Her communication skill is very good and she got the job at the same time. But she's a very limited knowledge on the SAP HCM side. Right. Although you are from a little bit of SAP success factor. A little bit. Okay, but see her background is more into HRC. Comes from HR background around 20 years of experience. Right. But see now I'm taking. I'm helping her on a day to day basis because it's the first job in SAP SCM and same thing I did it for one of those students in Australia as well. Okay. So she got a job into payroll as a payroll officer actually. Okay. So same thing. Actually that is the goal is whoever is coming to this community, the Success Labs Academy once all are all people are my lifelong learner. So I never leave anyone like no, today 30 days, you're done. Not done after that. No, not like that. So this is a kind of a lifelong learning. Even I do believe in that. Right. So even if I learn from my students actually because they bring in so many every time that I also learn from them. Okay. So I'm more than happy. Yeah, yeah. That is actually. That is always actually the. My aspiration to. For the creating these communities and creating this forum, this ecosystem rather. Right. It's always. You will be having opportunity and you will be getting access to the entire platform as I say. Right. So this school DOT Success Labs Academy, it is like a one plus ten offer light in the market. Even if you are today learning SAP, let's say Australia payroll. Okay. So you will be getting exposed whatever the things you are aspiration. Let's say you are to move to tomorrow Australia payroll. After that you want to learn like as you mentioned, like success factor, employee central payroll or any other module. It will be always there. And these modules are not like your Udemy Coursera, right? It is how it is different is actually you will be let's say tomorrow today as you'll be starting from ompa, right. I would recommend to go for a course There is a course which is again a continuous learning. So there is a. I will just show you that. Let me go there. Core HR technology. Okay so this is actually for SAP success factor one. But I will just show you the people generally who start mostly for MD HR or any people I always recommend either go for success factor platform fundamental or you if you want a little bit learning from SAP measure because it is not that data. So mostly people think that SAP SM will not be in demand. Okay. But I see many of the organizations still they use and SAP extended it till 2014. Okay. If you have heard about it till previously it was 2026. Okay. But now as for HANA with the. As for HANA version they are going ahead with SAP Hana means I said HTM will continue till 2014 but success factor will be. The asset is more investment focused.

2040 they can still have this SAP HCM on premises. Okay?

Yes, yes. SAP HCM on premise will be there with an S4 S4 Hana environment. The environment will change. Okay but previously to the R3 environment. Now it will be S4 HANA environment. So you will be getting this access directly from here. And basically it is covering your OMPA time core payroll. Okay. Your NAVIG means all the details about it. Your specific to wherever it comes to implementation, the position management, your OM module, everything is covered. Okay. Module related work. All these are actually recorded session. But it doesn't mean you don't have to ask me questions. So whenever I go for this session, okay I will be giving you time. Okay. So as I said 30 day session right? So what will happen after day one. Okay. Once it is done so there will be some activity here. So what you actually if I am giving some assignment it is fine otherwise we will go ahead. And then as I say that would be why I have asked for industry because I will be giving you a case study based on that industry. It is purely case study, case study driven and that case studies you have to solve, okay. There will be not only technical stuff but also there will be 60 70% questions will be there. You have to analyze yourself and you have to like think actually so I always encourage thinking. Okay. So whatever problem statement I will be giving you have to think from a purely a payroll point of view or then a process point of view. Then how then coming to the system, not system first. First of all strategy, process, everything you have to think then you have to come to the system point of. So for that reason I'm focusing more on the system hook your basically process strategy side of it. Okay, so the day one as we complete today, as you are planning for a public sector within two to three days you will be getting an case studies once or you register for that. Okay, then what I will do the day two, what will happen in the next whenever you'll be connecting next time. So this actually is. Actually this is a generally recorded session. But I will do it live for you. Because you do not have any background on this, right? So you'd understand the product on the module.

Okay.

So to understand what product can offer, what product cannot offer. That is also you have to understand. Suppose I'm saying SAP Australia payroll. What are the things I think Australia payroll cover. You have to understand at that point of time we will go to the system. We will check out from an end user point of view or as a. Let's say client. Okay. What are the possibilities are there, what is possible, what is not possible. And you have to prepare a guide. So this is a little bit more applicable for a success factor. Okay. So there are certain things which is not applicable for you now that we can skip it for now. Okay. But there are certain things actually I will recommend to go and subtain guides I will be giving to you. You have to follow that we call it workbook. Okay. You might have heard. Okay. In that regarding success factory follow. But SAP Hasim also had designed a workbook. Okay. So that you can whenever you'll be implementing that workbook, you have to go through. Okay. That I will explain. No worries. This is something very short session. Actually this is actually I'm revamping my version also. Okay. Whatever the. Yes. Last time whenever I've taught, every time I keep on improving. So this is based on students feedback and also that again from the market point of view.

Okay.

And day three actually this is a purely agile story. You have you. You must have heard about the user stories as I. Yeah, yeah.

I'm Scrum certified. So I understand.

Oh great, great, great. Both have to take this session for you. Rather I will be giving a problem statement or I will be giving you a scenarios. Actually you have to come up with your user stories. What could be the possible user stories? That story bank or the story what you call that epic, right? Epic. Then we will have all those written. Right. So generally I will be expecting at present I will be designing all my coaching sessions in that format. Okay. So we will start with this Australia payroll. Okay. So this is something you are the first person to having already Scrum certified. Definitely will be a valuable asset even in my community. Definitely. I Will take help from you. So you have to prepare a list of user stories. I already template you must be having. But I will be. Maybe we will be doing a co creating that activity. So I will be selling a template. Maybe you can also give some of your inputs based on the Scrum experience and all. How can we improvise that? And in that we will be capturing what are the possible requirements can come in a typical government sector client from a payroll point of view. And maybe 60, 70% will be generic. Every government sector will be looking for that. Okay. There can be some uniqueness also based on the industry as well. Whether it's the education or health based on that. Okay. That we have to identify and those things also publicly available. There are so many materials. We will be doing some R D and definitely we will co create that. So this is an activity. We will join it together doing this activity. So this is something we have to do that in our day three next one. This is an important activity. Actually this is not a part your typically part of your any on premise module or SAP HCM on premise module. This idea comes from actually from a typically success factor ALP IDP process. Okay, I will be quickly show you that. Okay, so this is again what is the process? What is an ALP vertical idp? So I think as a business analyst you must have worked in any kind of business process also, right? When have you drawn to use any tools for drawing business?

Yes, I'm sure. Yeah.

Visio. Okay, okay. Okay. Then it is simple, very simple for so I. I actually I'm thinking some as if I'm talking to a junior person. But you are already in experience in that. So basically we have a visio. And also you can utilize in my organization I use Aries. Actually Aries there is some tools called signavio. Okay, but you have to understand what are the typical processes are there. And for that I will be telling you to go for your typical process library. We have a process library for every module. So I will just show you that process library. It is already in my platform. But before you go anywhere, you have to understand the process. It will be more of a success factor driven, but similar thing also because you are aspiring for success factor in the future. So I will not say that if something opportunities coming up in success factor also you should not stop. Okay, so it should. Let's see. Okay, that's learning. If you already understand SAP has same on premise payroll success factor Payroll will be very easy. Within one to two weeks you can learn. Okay, so that is Something. Okay, when I say process, these are the three things we do have. If you see payroll reading, reading practices, payroll process diagrams. Payroll process summary. Okay, so whenever I'm going for a payroll process, it is again, it is not my creativity. It is an official documentation from SAP. Okay. SAP success factor. They offer for every model they offer directly this and these diagrams you are already familiar as you have already watched video, right? So these are. We have a process groups. And typically inside payroll we have four things. One is a pre payroll activity. Then we do actual. Then we do have a post payroll activities. And there are some statutory requirement like a downloading a report. Collaborative government actually. So you have to submit those reports. All those things. Okay, so major. These are four major. Process activate process will be there in a payroll. Not stick to any country specific payroll, whatever country you choose. Four things are common across. Okay, so what activity today I'll be giving to you? Maybe this documentation I will be sharing with you. You can go through this. Okay. And more it is.

I think my Internet connection is weak.

I think I lost you for a while.

Yeah. Can you hear me?

Yes, it can disconnect it from here. Only from my side. Okay, so what time where you stop? I was explaining this process diagram. Right?

Yeah. Process diagram. Yeah.

Yes. Yes. So these are the four majors, you know, you might be. We call it process groups. Actually these are the four major groups. And under that we will be having sub process and your up to the task level. So it is again irrespective of your whatever the products you are using, as you'll be focusing on SAP payroll. So under pre payroll, these are the six major things you will be having. So what I will recommend as you are already having the DGO tools. Okay. Maybe you can draw this as if you are doing of your own. Okay. So you do not to have used this code. Okay. This is an SAP code we have given. Okay. Maybe you can start with a prepayer. Under pre payroll you can maintain these six steps like initiating a payroll period, managing payroll data, importing external data, checking data quality. Core HR data alert. Process payroll data alert. Okay, so these are the six things we are generally perform in a pre payroll activities in SAP. Okay, so this is a easy one. But I will be giving to you just copy paste from this and only remove this code. Because in SAP given code. Okay. So that you will be getting confident. Yeah. Once you draw it yourself, will be getting confident. Yeah. These are the different process. And this is how you generally SAP follow this process. Right. And similarly, once you go inside it again, this one you don't have to at present. You just draw the up to the L1. Okay? This is a L1 process. Okay? Up to L1 you can create it. If you get time, you can do it after that. But it is not needed now. Okay, but I will be sharing this with you and you have to understand this also. So most of these things are actually explanatory, but it is designed more from a success hyper point of view. Okay, so there will be similar activities in SAP HCM payroll as well. Maybe here they are saying event. The terminology will be different in our SPF cm. Okay, so they will be calling it an action. Action types and like that. Right? But more or less I will say I will think that you have to go through this process once. I will not be giving any system related stuff. Okay, but this at least if you know these things, right? Definitely you'll be getting that 30000ft view for the entire payroll module. Okay, what is there? And it is irrespective of whatever the country payroll you are working on. Okay, so this is something generic, generic document. I will recommend to go through it once. Okay? Make some notes. Okay. For from all these things and whenever we'll be going to discuss these things we will be like one by one. And also if you do not understand anything, there will be a companion guide for this. This is a diagram only there is a guide, another guide which I'll be sharing with you. That is a process summary for every process, whatever. We have seen this in this deck. Okay? Everything is explained here within wording. So just like this for every process you can see. Suppose as I was talking, initiate payroll period. Okay, so this is the L1 process. So here L1 processes in which page I will take you to that. Let's say initiate payroll period. Okay, so whenever you initiate, you are initiating a payroll period. Okay, Initiate payroll period. This is the process diagram. And this is the summary of this guy. This is the summary of the diagram. And here you will be to the self explanatory. What will be the start event, what will the end event and who will be the process participants? This is nothing but your in Agile terminology or design thinking terminology that the Persona. Yeah, the Persona will be. It means either it can be done by the payroll manager or it or it can be done by the HR administrator in your organization. They might be having different designation in an organization, but the role will be the similar kind of a role they will perform whether the payroll manager or HR administrator. Like that. And what is the Purpose of this process. This is very important. Whenever you are drawing any kind of L1 diagram, do not go blindly just to understand what is the purpose of that particular process. You can see what does it say? It says that this process will be having those activities which are necessary and before you run the payroll cycle. Okay. So that is something you have to understand. Revised dates defined in the payroll calendar. Suppose there is any change in the date of the payment date. Generally payment dates are fixed for most of the organization. It can be like last working day of that cycle or it can be the first working day of the cycle. People get paid, right? Mostly. But again we have to ensure those things are actually there. And is there any upcycle payroll run like your reimbursement or any ad hoc payment is happening, Whether it will happen before your payroll or let's say seven days or 14 days after the payroll, depending upon that. Okay. So all these things actually this will be considered here in the. In this particular process. Okay. Even so, any communication with the administrator, any third party you are contacting. So everything will be happening in this process. And what is the outcome? Outcome? Actually your input input is the payroll calendar and output is a pair of period dates communicated so that on which day your salary will be paid. On which date actually people will read. The salary will be credited to the bank account of those people, your employees. Those things will be due to understanding from here. Okay. And similarly, what is the prerequisite? So it is also explained that part of the prerequisite this must be done and use cases, it will. It will be repetitive activity for every payroll period.

Okay.

So I think mostly you do there and we have in Australia, I understood that you also have a bi weekly payroll, right? In some companies. Or is it.

Yeah, fortnightly.

Fortnightly. Yeah, fortnightly. We do have in Australia and mostly in the government sector, there's a monthly right. In the public sector, no, it depends.

If you're a contractor, you can have fortnight me.

Okay, that is interesting to know. Yeah, yeah.

Full time will be one time monthly.

Monthly. That's the most common general scenario. But you can also have a different frequency. We call it payroll frequency payroll cycle actually in that you can have a monthly payroll or it can be your fortnightly as well. Okay. So this is something we have to understand. The huge case. Also this use case will be when it will come. The scenario. Use cases are nothing but your scenario. Okay. So whenever you will be writing a user story, you can take an inspiration from this. Like as a payroll manager, I Should be able to do this so that this distress. Okay, so what is the value? So in this way you can take inspiration from this process, summaries and all. So mostly these are easy to understand the way. Okay. But anyway, I'll be helping you once you start your first draft of your user stories and all. Okay? This is actually long time. Actually even I was thinking to do do, but actually it got delayed a lot. Okay, so. But this year actually it is my goal is it my goal that I have to enable this Scrum bring in those Chrome principles, Agile principles to my coaching as well.

Why? What is the purpose of that bringing the Agile part in here in the HR process?

Because many organizations, okay, Even they follow these days Agile. Okay, so okay, Generally they use tools, okay? Just Agile friendly Scrum principles. They follow it. Okay. It is better to know the students also in advance. Okay. And also from a tracking point of view. Okay, Suppose it is very much quantifiable, right? Suppose you are giving some requirement. It is in terms of user stories, right? Then you can say after five user stories, I have. I was able to achieve four user stories successful is running now I have achieved 80%. Right? It is very easy to track instead of sending some email coming to an incident. That's the old way of doing it. So for that reason, actually I'm bringing in that new philosophy or principle, whatever you can say to my coaching as well. Even I am following the same thing with my current projects as well. Okay, that's an advanced thing, but it is okay that it is okay if the organization is not following, but we will be always in the top like advancing whatever is coming. If it is good, then definitely we'll adopt that in our thing. Okay, it's good to know maybe your organization may be following or not. That is different issues. Okay, but it is good. That depends. Also whenever you are telling in an interviews, you can also explain that the your organization may not be following, but you can inspire influence them also in the future so that they can utilize this principle principles. Okay, so this is a document which I'll be sharing with you. So these are also a lot of materials to study. Okay, so but this is an actually lightweight material. I'm not going to the implementation guide if you I say for that reason, if I saw somebody to implementation guide, they will be actually crying actually so big and so not user friendly to understand you will not be reading. But this is at least it's a kind of a storytelling style. Very easy to grasp also. Okay, for a new one, for a new Person like you, okay. Who are very new to this payroll and all.

Before I start this like the payroll and all, where can I get an understanding of what the HR is? Like what are the different events in HR that they have before I can you know, get into this SAP? What are the different events they come across like you know, hiring a person, termination that the ones that I saw on the screen. Like what's the process of it?

Yeah, yeah. So what I will do.

Okay.

As you are new here, what there is a period because I think I skipped one step. I have to step back one step by and just show you that generally this is also this guide also sharing with you what I will tell you. So rather whenever we're going for that at one step back that will be your employee administration. There is an EC module. Basically in the EC module those events will be there. Okay, so let me bring in that thing. Let's say. Yeah. So this is your typical HR admin activity. Your employee central activities will be here. Okay. So here you will be getting those events events types and all.

Okay.

So you can see whenever any employee lifecycle we call it in. How are just like in your. If you want in CRM also you must be having a customer life cycle, right? End to end customer life cycle, right?

Yeah.

Starting from lead generation till to that I have limited knowledge so you can correct me if I'm wrong. Then you have this elite lead generation. Then end to that till the customer is getting acquired in your system and they will start buying something. And also that's an end to end cycle. We do have. Okay, so similar lead to cash. I think the cycle is called lead to cash, right? Yeah yeah. Similar to here we call it higher to retire. Okay. H2R.

Okay.

Yeah. So just like you have in CRM lead to CAS similar kind of thing. So we have. We call it a H2R cycle. H2R. We do not. It is better to say hi to retire. Otherwise many people will not be understanding. Okay, this is hotcut. Higher to. Sorry. Hi to retire. Yes, generally people don't retire. But actually in these days they keep on moving actually to organization organization here retirements actually unless until if it is a government organization. So still people leave means. Actually whenever people are leaving actually so that is the context here. H2R cycle. So this is also refers to your. It is also known as your employee life cycle.

Okay.

So I think you have limited knowledge on this. Okay. What I will do for you I always having some materials as a pre read. Okay. So which will make you Understand what an atypical HR process looks like. Okay. But there is also very good materials in terms of which I refer personally. There is a very good. Aiha. We call it Academy into Innovate hr. There are many blogs here.

Okay.

So like a employee lifecycle. Maybe I will be picking choose the specific blog. Okay. And say I will share with you employee life cycle. I'm sure there are thousands of blogs for this. But they are the authentic one. It's a Netherland based company and you'd understand this article. So this article actually you have to go through so that you will be understanding from a typical. What is a. What does the mean of meaning of employee life cycle? Okay, so the employee life cycle. During your entire life cycle you will be having different stages of your life cycle. Like attraction. Attraction means actually there are seven stages. For they are saying means you. You found a particular job very much attractive when you started applying, right? So let's then you. You are in the phase of becoming a seven stages. Whatever you are saying here the blog says means you are now becoming a candidate. Okay. Applicant. Then you become a candidate. Okay. Then your recruiting process over. Okay. Now you become a onboard. Suppose you accept the offer letter. Okay. Then you start joining that organization. You're onboarded. Okay. Then they're definitely retention is something this diagram will be better to understand. Okay. So this is entire life cycle. Very nicely they have presented here. So it starts from the attraction. They are not using the term as a retirement. Okay. Rather they call it happy birth. Happy levers means happily people are living. Okay. That's a more positive way of seeing it. Okay. Attraction. Then you have recruitment onboarding. Then we have retention means actually you continue to the same organization. And organization is paying you well for. For your whatever the performance you are doing performing there. Right? And there will be ongoing development process. When I said development. There are talent development processes like learning, performance management. All those things will happen. And all this is the kind of a cycle you have to follow. Then we call it offboarding. Offboarding is once you resign from that organization, then you become a happy labor. This is very good. I really like their articles and all this very comprehensively they mentioned. And also there are some cheats that you can. There are freely available. You can download those cheats. But this blog actually I will recommend to read at least once. And these are the different. At this every point will be having an employee event. Suppose you're joining the organization that is an employee event. You are also which is not explained here in detail. But when it Comes to success factor. We will be seeing here or recipe. You will be seeing this kind of event. These are again typically hiring hiring people is an event. Okay? Similarly, global assignment. Suppose you are deputed to us for a short term project for six months, okay? So in that case you will be will be globally means you are assigned to. You are deployed into a project for six months. Again after six months again you will be coming back to the parent company, okay? That is the kind of a scenario that is also an event. We call it a global assignment. Okay? Similarly the third part is managing employee data. Means ongoing data master data management on a day to day basis, right? That is also it can be an event mostly in case of a transfer promotions and all the salary data may change and all accordingly you have to maintain those data. Okay? That is again another event similar the termination whenever the person is leaving the organization. Okay? Then whether it is voluntary or involuntary again. Okay, so what I will recommend combination of these two. I will remember that I have to send this to you in this blog. This is a process will be giving a process knowledge about the employee life cycle. And this document which I have now opened. Okay? So this document I will be sharing with you. So that you will be having a process understanding of employee. Even employee life cycle about it.

Okay?

So how to manage rehire, how to administer internal. You don't have to go to deeper audit. But at least you should understand what are the things happen. It is more from a success factor point of view. But same thing also happen in the SAP has seen as well. So this is something you have to. I will be giving to you this one. Okay? So with that understanding I think this we will be seeing how to retire cycle and all things. Now coming to the next part. I think already we are close to our time. Okay, Just I will say before we go ahead, okay, I will be giving you some ideas here. So whenever I will be giving this hackathon. As you are talking about the hackathon, right? Because I follow this hackathon format, okay? Even from my mentor whenever I have learned these things. So he always used hackathon style. So. And also it is very productive actually because you have a definite goal and you have goals you have to achieve within a timeline. If you're not achieving also you can also inform that yeah, this was X and Y Z reason. So you are not able to. It is not like hard that much hard and all. Okay, so up to whenever I'm talking about day four, right? So basically in that we will be discussing. So I'LL be giving so this process diagram with all of. All of these things. Okay? Then you have to ensure you are drawing. You're able to draw those diagrams of your own. If you're understanding that flow, process flows, detail. And apart from that there will be some document for ALP idp. I'll be giving it audio, but it will be more of a specific to employee central payroll. Those principles are also applicable, but it is for your long term understanding. You may not get the immediate, but you should know that there is something called ALP idp. ALP means your architectural leading practices from a system point of view. Suppose ten years down the line you are becoming an architect in payroll. Okay? Or SAP HCM Architect solution. It can be solution architect, it can be enterprise architect, it can be business architect. Whatever the roles you are getting in the opportunity in the future. Okay. So once you become an architect you can. You'll be able to understand all these things in details or more details. But at least you should be familiar about this documentations. Okay? SAP provides all these things. Similarly, whenever you are implementing something, SAP provides an IDP document that is the implementation design principle. What are the. Because something is designed for X purpose, if you're not utilizing for that purpose, then that purpose is lost, right? So you understand those inherent principles, whatever it is there, right? So to best utilize your product, okay, this is in the day four will be covered. And whenever I'm saying day five to day 25, there's a gap. So it will be asynchronous sessions. It will be like I'll be giving an assignment. So here in this example I have given a recruiter the recruiting model here. But for you it will be payroll along with your SAP hcm. Because you also understand to understand OMPA also, right? So before you go to the payroll, you understand I will be recommending this 10 videos you must watch continuously. So it is more of a like 30 minutes to one hour videos will be there. Okay.

Is it after day five or before day five?

It is from day five from day five till day 25.

Okay.

Okay. So here actually I'll be giving not only this 10 videos, okay. But also your. Although it is in the YouTube but I will prefer to use my platform because in YouTube I do not answer question and answer. Don't do that. Okay? So same thing. It is there but here the difference is you will be having the interaction. Okay. So I will go to the. Let's say Australia payroll. I have a playlist for that in my. If you people go there, okay. So in my website also they will be getting. But it is also there in my platform. The difference is the here I mentor and people part of the question they ask. I answer that. Okay, so you can see I have named it as Australia Payroll Master. Rather I say SAP Australia Payroll. Rather I call it Australia Payroll Mastery. So I'm expecting every students whatever the country they are choosing, whether it's the US or Australia, whatever. This would master in that, okay. So in that if you see here, we have 12 sessions in this, okay. And there is a one lab session. And lab system is a continuous thing. Okay. Like suppose I will be doing asking few things to perform. Then I'll be sitting with you online. And you have to perform that activity. And you have to demonstrate that as if you are presenting it to a client, as if you are. So that kind of activity you may require a practice those kind of practice session. And it is okay that if you are getting stuck, it is okay. Okay. So later on from that only we will be learning. So I always say fail first and pay forward. Right? So once you understand that issue, unless that you're getting issues, you'll not be able to understand the thing because it will same thing will happen in your projects, in your job interviews as well. Right? So this is the combination. This is.

Yeah, Sorry. And this sessions are in order. I have to go order wise. Right? Session one, then two and three. Okay.

Yes, yes. This is very much aligned in the order actually. So first of all you have to complete that SAP heads cm on premise. Okay. This one, okay. This is the 10 videos. Okay. Every maybe you can complete two videos per day also it is not that much hard to understand. Okay. So this is something you can go through even you can access it in from a mobile app also. So we have an app for that. Okay. So if you are traveling or somewhere, okay, you can also watch that. But it's better to have watch it in the laptop because these are very in depth model.

Yeah, I prefer laptop.

Yeah, for laptop. And make notes. Make notes and share those notes. Also it is not like you have to keep it your with yourself. There's an option how to do that. I will also guide you. So first of all this day 5 to 20 very critical for you. Day 25 where exactly these are asynchronous session means we will not be online. But as if you think I'm online. Okay. So you have to watch as if you are much you are doing it live. Actually. So I will be logging as a student now. So I will show you how does it look like? So let's say now I will be logging as a student. Is it okay that I will take another five minutes?

Yeah, no worries. Yeah, I just a little bit now confused which one to start with, where to click on.

No, no, you can. You can start with SAP hcm. So you can start with SAP HCM payroll, SAP scm. Then you can go for like us also Australia payroll. So SAP hcm it will be there like here if you go to the. Yeah. This is the silver membership. And inside that you will be having this access on premise. Whatever you can say on premises. Hcm. Okay. So if you go here. Okay so there are actually so many sessions are there? So the last part you can skip it. Because I belong to Odisha. There are certain session happened in the regional languages also you can skip.

I see.

Okay. Last 10 sessions you can skip it. Because this is a more of a like you know people who have a. People who are coming to similar languages, they prefer something so that I kept it different. Okay. Otherwise these are the sessions you have to refer. So like here in the implementation Track we have 10 videos.

Okay.

And the videos are actually if you go for one of the videos, let's say I'm going for Spock Mastery. Okay. Actually some of the name also I've given a very funny name. Then there is a meaning for that. Okay, so this is a video sizzle. This is for OM module actually.

Okay.

This is a live sessions which I've conducted for one of the student from uk. Okay. So there also I have talked about high to retire cycle. Some of the things also I started everywhere. So maybe also if you are understanding you can also just like in YouTube. Okay. You can also hear increase the speed comments 1.5x. Okay. In that also you can speedily also go through. Okay, so once you go through a video there is also people are asking question. You can see. Can you see that? Yeah.

Okay.

Right. Okay, so people are asking questions here. Okay. So whenever they are going through this video, they have asked questions. You can also ask your questions here. You can ask a question. You can say add a digital notes. Also what are the notes you are preparing? Okay, so maybe you can mention here this is I learned from this particular video. Let's say this is the video you have watched and this you are learning. You can put it here. And you just click this post button. So that I will be in understanding. And are you getting notification that yes, you have completed this episode, the second office or third episode. In this way I will be getting updated Even if you do not call me or you don't have to call me, but I'll be getting notified that yes, you have completed and in case if any issues like this student 10 months back he has completed and he has a question how to make an infotype mandatories and all. So I have given answer then and there. Okay, so in this way you can also see what kind of question other students are asking. Okay, so somebody has asked for a UK payroll. So all somebody has asked what is the custom info type? Okay, so I have answered here as many questions you can ask. This is unlimited. Okay, you can ask. Okay, and at a time one question. Okay, so suppose you have a 10 question. You can post it 10 times so that you'll be getting answer for that. So that is the way actually for each every video before below that every video we do have an option like this and you have to ask questions. I encourage students to ask questions accordingly. And this is the video sessions. And after the video sessions actually there is some section called resources and in the resources section you will be getting all the material. Okay, like your PDF material you can download from here. Okay. For your understanding I will not be sharing these things in the WhatsApp. Okay. Rather you can simply go here download ERP these are all latest guide. Okay. Because whenever I learned those are now become outdated round a lot of changes happen now These are all recently last three months actually I have added business processes. As you are a work in a business project business analyst, right? This document will be very useful covering everything Business processes, OAM master data, time data, business process. I'm not expecting you to master all these things but at least you understand these things at a high level so that you will be ready for the payroll. Because this is a kind of a like we take free nursery LKZ UKZ like that. And before we go for standard one, right? Your Australia payroll will be kind of a standard one. But here before that you have to complete this at least to understand this activity. All the things and people ask questions wherever even if the documentation also if you're having questions, I answer there. Okay, Suppose this student has asked a question this. Okay. Related to this particular document. Okay. Maybe you can. It is better you can refer the page number also you can mention that page number. This and this I didn't understand. Okay, I'll be more than happy. I will go through the document and I will be reading that and I will be answering then and there. It is also very good to to that. Okay, so this is a Documentation point of all the documentations we will be able to download from this resource guide resource section the track number 16. Okay. And track number 17 is actually ask me anything. So here actually what happens as you have mentioned, right that if you're working in a payroll Suppose you are getting a job and after that you got some project support. So you can see I have supported one of the student in TCS I believe one of the TCS student. Actually one of my student got in his job job in TCS Mumbai and he has a lot of queries. It was his first job. So that actually sessions I have taken and tried to explain real time project scenario. Okay, so the real time what are the challenges he has faced? I have tried to explain in this video and what kind of error he got in the project. And also this is a purely live thing. Actually I have done that that will be part of in the ask me anything here you can ask any question related to your what are the projects you are doing or you are working anything specific to your project or anything which is okay that some of the one of the students actually asked what is the service pack. Okay, so I have tried to explain it with a recent example. Okay, so all these things will be it will be a keep on increasing. It is not like limit. Now you can see two videos or one videos here. But as many students as they ask the questions accordingly. This is an ever growing library. You can say this is an expanding library. Not like Osira Udemy only you have 10 videos or 20 videos. Not like that. The more you engage, the more you ask it will be keep on improving. Okay, so with that note I think I have done whatever I have to suppose to today share with you and any questions.

I I remember one more thing I saw regarding ESS MSS Is there a portal where employees and managers can log in online and how is that integrated with SAP hr?

So ESS mss Actually this is a portal where actually traditionally we have used maybe in many organizations they still use it. Okay, but for that actually I will also explain there are some guides I will be sharing with you but in I don't think any many any vendor provides that practice for that. Okay, but it can be integrated. So from a SAP SCM on premise point of view I will show you the configurations where exactly those ESS mss. But nowadays every most of the organization moved already to the success factor. They do not use the SAP traditional ESSMSS if still there Department of Education.

Is still using it. I saw it one time but I wasn't you? I wasn't involved. But I know there's something like ESS MSS that they use. Yes, but I just didn't know what it's useful.

I can. I can help you in that way as well. So I will be giving you means over. It's not very difficult even I work only for six to eight months in that in 2014 it is super easy. Okay. So you have to just do a few configurations and once your configuration on premise SAP HCM is ready right. Then you just plug in those values auto this kind of plugin and you have to just add those. There are a few minor configurations not so in depth like your SAP cm. Okay. So that will be. I will help you. Okay, so easy as well. Not a problem.

So the first thing is I need to do the SAP HCM payroll and then Australia payroll, right?

Yes, it's a long payroll. This is core actually on premise SAP SM and it is everything of it means like your omta little bit. I will. I don't expect you to go through the in detail about it because if you go in details again it will itself will take one month. Okay. But at least you understand the high level all these things hands on whatever the hands on is there you practice. Okay. So you will be having the systems like here. Okay those things you practice it and I'm sure. Do you have a SAP system access as of now or no?

No, I would want that coming to the money transfer and system access. Could you send me the total amount the breakdown and how can I transfer it to you?

Okay, sure. I will help you that because whenever I say I'm like stop recording and.