Fesco Sap HCM BBP V1 PDF

Business Blueprint Document
Human Capital Management (HCM)

(HCM)
Faisalabad Electric Supply Company
(FESCO)
20th Dec, 2017
Copyright © 2017 AbacusConsulting. All rights reserved.

Revision History
Revision # Revision Date Summary of Changes Updated by

0 20.12.2017 Prepared Syed Aijlal Jillani
1 09.01.2018 Changed by Syed Aijlal Jillani
Distribution
This document has been distributed to:
Name/Signature Title
Mr. Muhammad Zahid Hassan Project Director – FESCO
Mr. Ahmad Hussain Maan Project Manager – FESCO
Mr. Nasar Hayat Maken Addl: DG(Admin) – FESCO
Mr. Athar Ayub Director (HR) - FESCO
Umair Ejaz Head of SAP Solution Delivery – Abacus Consulting
Waseem Abbas Project Manager – Abacus Consulting
Syed Haris Raza Track Lead (HCM) – Abacus Consulting
Approved By
This document should be approved/ signed by:
Name Designation/ Role Signature
Mr. Muhammad Zahid Hassan Project Director – FESCO
Mr. Ahmed Hussain Maan Project Manager - FESCO
Mr. Muhammad Ali DG HR - FESCO
Mr. Nasar Hayat Maken Addl: DG(Admin) – FESCO
Mr. Athar Ayub Director (HR) - FESCO
Mr. Salman Zia Project Manager - AF Ferguson
Waseem Abbas Project Manager – Abacus Consulting
Lead Consultant (HCM) – Abacus
Syed Aijlal Jillani
Consulting
LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 2 of 177

FESCO_ SAP_ HCM_ Implementation_ Private and Confidential
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Document Change Control
This document has been changed by:
Revision # Process # Revision Date Reason for Change Changed by
V1 1.B.1.2 09.01.2018 Personnel area (Names), Subarea Syed Aijlal Jillani
V1 3.2.2.3 09.01.2018 Recruitment Process Chart -Grades Syed Aijlal Jillani
V1 3.5.3 09.01.2018 Upload for recruitment Syed Aijlal Jillani
V1 4.1.3 09.01.2018 Information Sub Types (Family Syed Aijlal Jillani

Member/Dependents)
V1 4.1.3 09.01.2018 Information Sub Types (Education) Syed Aijlal Jillani
V1 4.1.3 09.01.2018 Information Sub Types (ID Data) Syed Aijlal Jillani
V1 4.1.3 09.01.2018 Information Sub Types (Objects on Syed Aijlal Jillani

loan)
V1 4.5 09.01.2018 Retirement & Seniority Report Syed Aijlal Jillani
V1 5.1.4 09.01.2018 Overtime Syed Aijlal Jillani
V1 5.2.4 09.01.2018 Leave Processing (Deductions type) Syed Aijlal Jillani
V1 5.5 09.01.2018 Leave / Salary deduction Program Syed Aijlal Jillani
V1 6.1.11 09.01.2018 Loan Types Syed Aijlal Jillani
V1 6.1.12 09.01.2018 Loan Wage Type Syed Aijlal Jillani
V1 6.5 09.01.2018 RICEF Syed Aijlal Jillani
V1 9.1 09.01.2018 Annexure: FESCO Organiztional Syed Aijlal Jillani

Structure

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Table of Contents
1. HUMAN CAPITAL MANAGEMENT ......................................................................... 12
1.A Overview ..................................................................................................................... 12
1.A.1 Purpose of the document ......................................................................................... 13
1.A.2 Scope of implementation ......................................................................................... 13
1.B Organizational Structure ............................................................................................ 14

1.B.1 Enterprise Structure ............................................................................................................... 14
1.B.1.1 Personnel Area ................................................................................................................. 14
1.B.1.2 Personnel Subarea ........................................................................................................... 15
1.B.2 Personnel Structure ................................................................................................................ 18
1.B.2.1 Employee Group ............................................................................................................. 18
1.B.2.2 Employee Subgroup ........................................................................................................ 19
2 ORGANIZATIONAL MANAGEMENT .................................................................... 24
2.A Business Process Definition .................................................................................................. 24
2.B Business Process Overview ................................................................................................... 24
2.1 Master Data / Configuration Objects ..................................................................... 25

2.1.1 Organizational Unit: .............................................................................................................. 25
2.1.2 Position:..................................................................................................................................... 25
2.1.3 Cost Center: .............................................................................................................................. 26
2.1.4 Job: .............................................................................................................................................. 26
2.1.5 Person ........................................................................................................................................ 26
2.1.6 Task ............................................................................................................................................ 26
2.1.7 Number ranges in Organizational Management Master Data ................................. 27
2.1.8 Information Types (Info-types) ......................................................................................... 27
2.2 SAP-enabled Business Processes ............................................................................ 28

2.2.1 Creation/Maintenance of Organizational Units ........................................................ 28
2.2.1.1 Process Description ......................................................................................................... 28
2.2.1.2 Process Overview............................................................................................................. 28
2.2.1.3 Process Chart .................................................................................................................... 29
2.2.2 Creation/Maintenance of Positions ................................................................................. 30
2.2.2.3 Process Chart .................................................................................................................... 31
2.2.3 Creation of Jobs ...................................................................................................................... 32
2.2.2.3 Process Chart .................................................................................................................... 33
2.2.4 Creation of Tasks ................................................................................................................... 34
2.2.4.3 Process Chart .................................................................................................................... 35

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2.3 Integration .................................................................................................................. 36
2.3.1 Personnel Administration ...................................................................................................... 36
2.3.2 Payroll ....................................................................................................................................... 36
2.3.3 Recruitment ................................................................................................................................ 36
2.4 Value Additions .......................................................................................................... 36
2.5 RICEF ........................................................................................................................ 36

2.5.1 Reports....................................................................................................................................... 36
2.5.2 Interface .................................................................................................................................... 37
2.5.3 Conversion................................................................................................................................ 37
2.5.4 Enhancement .......................................................................................................................... 37
2.5.5 Scripts & Forms ...................................................................................................................... 37
3 RECRUITMENT ......................................................................................................... 38
3.A Business Process Definition ...................................................................................... 38
3.B Business Process Overview ....................................................................................... 38
3.C Module Specific Details ............................................................................................ 39

3.C.1 Manpower Planning ............................................................................................................. 40
3.C.2 Maintenance of Vacancies .................................................................................................. 40
3.C.3 Applicant Structure ............................................................................................................... 40
3.C.4 Applicant Group .................................................................................................................... 40
3.C.5 Applicant Range .................................................................................................................... 41
3.C.6 Vacancies ................................................................................................................................. 41
3.C.7 Advertising .............................................................................................................................. 41
3.C.8 Applicant Class ...................................................................................................................... 41
3.C.9 Instrument ............................................................................................................................... 42
3.C.10 Unsolicited Application Group........................................................................................ 42

3.1.1 Applicant Type and Number Ranges ............................................................................... 43
3.1.2 Information types (Info-types) ........................................................................................... 43
3.1.3 Applicant Actions ................................................................................................................... 44
3.1.3.1 Initial Applicant Data Entry ............................................................................................. 44
3.1.3.2 Additional Applicant Data Entry ..................................................................................... 45
3.1.3.3 Putting an Applicant on Hold .......................................................................................... 45
3.1.3.4 Applicant Rejects ................................................................................................................ 45
3.1.3.5 Invitation for Interview ..................................................................................................... 45
3.1.3.6 Offer Letter ......................................................................................................................... 45
3.1.3.7 Reject Applicant.................................................................................................................. 45
3.1.3.8 Prepare for Hiring .............................................................................................................. 45
3.1.3.9 Applicant Status and Reasons........................................................................................... 46
3.1.4 Applicant Activity Types ...................................................................................................... 47
3.1.15 Transfer of Applicant data to Personnel Administration .......................................... 47
3.2 SAP - enabled Business Processes........................................................................... 48

3.2.1 Requirement Analysis ........................................................................................................... 48
3.2.2 Applicants Process ................................................................................................................. 48

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3.2.2.3 Process Chart .................................................................................................................... 49
3.2.3 Applicant Activities................................................................................................................ 52
3.2.3.1 Maintain Vacancy ............................................................................................................. 52
3.2.3.2 Maintain Shortlisted Applicants data............................................................................. 52
3.2.3.3 Process Applicants ........................................................................................................... 52
3.2.3.4 Reject Applicants.............................................................................................................. 52
3.2.3.5 Prepare for Hiring ............................................................................................................ 52
3.2.3.6 Terminator ........................................................................................................................ 52
3.2.3.7 Offer Employment Contract .......................................................................................... 52
3.2.3.8 Employee Hiring Complete ............................................................................................ 52
3.3 Integration .................................................................................................................. 53

3.3.1 Organizational Management .................................................................................................... 53
3.3.2 Personnel Administration ........................................................................................................ 53
3.4 Value Additions .......................................................................................................... 53
3.5 RICEF ........................................................................................................................ 54

3.5.1 Reports....................................................................................................................................... 54
3.5.2 Interface .................................................................................................................................... 54
3.5.3 Conversion................................................................................................................................ 54
3.5.4 Enhancement .......................................................................................................................... 54
3.5.5 Scripts & Forms ...................................................................................................................... 54
4 PERSONNEL ADMINISTRATION .......................................................................... 55


4.1.1 Personnel Number Ranges: ................................................................................................. 56
4.1.2 Information Types (Info types) .......................................................................................... 56
4.1.3 Information Sub Types ......................................................................................................... 57
4.2 SAP - enabled Business Processes ............................................................................. 60

4.2.A Requirement Analysis .......................................................................................................... 60
4.2.1 Personnel Actions ................................................................................................................... 60
4.2.2 Hiring / Appointment ....................................................................................... 62
4.2.2.3 Process Chart .................................................................................................................... 64
4.2.3 Contract Renewal ............................................................................................... 65
4.2.3.2 Process Overview .............................................................................................................. 65
4.2.3.3 Process Chart .................................................................................................................... 66
4.2.4 Up-gradation ...................................................................................................... 67
4.2.4.1 Process Description ........................................................................................................... 67
4.2.4.2 Process Overview ............................................................................................................... 67
4.2.4.3 Process Chart ...................................................................................................................... 68

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4.2.5 Promotion ........................................................................................................... 69
4.2.5.3 Process Chart .................................................................................................................... 70
4.2.6 Organizational Reassignment ............................................................................ 71
4.2.6.3 Process Chart .................................................................................................................... 72
4.2.7 Ex-Pakistan Leave ............................................................................................. 73
4.2.7.3 Process Chart ........................................................................................................................ 74
4.2.8 Transfer/Posting................................................................................................. 75
4.2.8.3 Process Chart .................................................................................................................... 76
4.2.9 Deputation Out .................................................................................................. 77
4.2.9.3 Process Chart .................................................................................................................... 79
4.2.10 Deputation In ................................................................................................... 80
4.2.10.1 Process Description ....................................................................................................... 80
4.2.10.1 Process Overview........................................................................................................... 80
4.2.10.3 Process Chart .................................................................................................................. 81
4.2.11 Contract Regularization .................................................................................... 82
4.2.11.3 Process Chart .................................................................................................................. 83
4.2.12 Exit from Company ........................................................................................... 84
4.2.11.3 Process Chart .................................................................................................................. 86
4.2.12 Absorption from other DISCO's ...................................................................... 87
4.2.12.3 Process Chart .................................................................................................................. 88
4.2.2 Penalties and Disciplinary Action Procedures .............................................................. 89
4.2.B Requirement Analysis ........................................................................................................... 89
4.2.2.1 Process Description ........................................................................................................... 89
4.2.2.2 Process Overview ............................................................................................................... 89
4.3 Integration ................................................................................................................... 91

4.3.1 Recruitment.............................................................................................................................. 91
4.3.2 Organizational Structure ........................................................................................................ 91
4.4 Value Additions ........................................................................................................... 91
4.5 RICEF ........................................................................................................................ 92

4.5.1 Reports....................................................................................................................................... 92
4.5.2 Interface .................................................................................................................................... 92
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4.5.3 Conversion................................................................................................................................ 92
4.5.4 Enhancement .......................................................................................................................... 92
4.5.5 Scripts & Forms ...................................................................................................................... 93
5 TIME MANAGEMENT .............................................................................................. 94


5.1.1 Info-Types: ............................................................................................................................... 95
5.1.2 Leaves-Types: .......................................................................................................................... 96
5.1.3 Calendar: ................................................................................................................................... 96
5.1.3.1 Holiday Calendar ................................................................................................................ 96
5.1.4 Overtime.................................................................................................................................... 97
5.2 SAP - enabled Business Processes ............................................................................. 98

5.2.A Requirement Analysis .......................................................................................................... 98
5.2.3 Attendance Recording ....................................................................................... 98
5.2.3.3 Process Chart .................................................................................................................... 99
5.2.4 Leave Processing................................................................................................. 100
9.1.4.3 Process Chart .................................................................................................................. 103
5.2.5 Shifts & Work Schedules ..................................................................................... 104
5.2.6 Shift Planning ...................................................................................................... 105
5.2.6.2 Process Overview ............................................................................................................. 105
5.2.6.3 Process Chart .................................................................................................................... 106
5.3 Integration ................................................................................................................. 107
5.4 Value Additions ......................................................................................................... 107
5.5 RICEF ....................................................................................................................... 108

5.5.1 Reports..................................................................................................................................... 108
5.5.2 Interface .................................................................................................................................. 108
5.5.3 Conversion.............................................................................................................................. 108
5.5.4 Enhancement ........................................................................................................................ 108
5.5.5 Scripts & Forms .................................................................................................................... 108
6 PAYROLL .................................................................................................................... 109

6.A Business Process Definition..................................................................................... 109
6.B Business Process Overview ...................................................................................... 109
6.C Payroll Integrations .................................................................................................. 109
6.D Retroactive Accounting ........................................................................................... 110
6.1 Master Data / Configuration Objects .....................................................................111

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6.1.1 Payroll Area: ........................................................................................................................... 111
6.1.2 Pay Scale Structure:.............................................................................................................. 111
6.1.3 Payroll Period: ....................................................................................................................... 112
6.1.4 Posting Date: ......................................................................................................................... 112
6.1.5 Info Types: ............................................................................................................................. 112
6.1.6 Wage Types: ........................................................................................................................... 113
6.1.7 Standard/Fixed Salary – Info type 0008: ....................................................................... 115
6.1.8 Recurring Payments – Info type 0014: ............................................................................ 117
6.1.9 Recurring Deductions – Info type 0014: ........................................................................ 120
6.1.10 Additional Payments / Deductions – Info type 0015: .............................................. 121
6.1.11 Loans Types ......................................................................................................................... 122
6.1.12 Loan Wage Type ................................................................................................................. 122
6.2 SAP - enabled Business Processes ............................................................................ 123

6.2.A Requirement Analysis ........................................................................................................ 123
6.2.1 Payroll Processing ............................................................................................... 123
6.2.1.3 Process Chart .................................................................................................................... 125
6.2.2 Loan and Advances ............................................................................................. 126
6.2.2.3 Process Chart .................................................................................................................... 127
6.2.3 Off-Cycle Payroll ................................................................................................. 128
6.3 Integration ................................................................................................................. 129
6.4 Value Additions ......................................................................................................... 129
6.5 RICEF ....................................................................................................................... 130

6.5.1 Reports..................................................................................................................................... 130
6.5.2 Interface .................................................................................................................................. 130
6.5.3 Conversion.............................................................................................................................. 130
6.5.4 Enhancement ........................................................................................................................ 130
6.5.5 Scripts & Forms .................................................................................................................... 130
7 POSTING TO ACCOUNTING (FINANCE) ........................................................... 131

7.1 Process Description ................................................................................................................. 131
7.2 Process Overview ..................................................................................................................... 131
7.3 Process Chart ............................................................................................................................ 132
8 FINAL SETTLEMENT ............................................................................................. 133

8.A Requirement Analysis ........................................................................................................... 133
8.1 Process Description ................................................................................................................ 133
8.2 Process Overview..................................................................................................................... 133
8.2 Integration ................................................................................................................. 136
8.3 RICEF ....................................................................................................................... 136

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8.3.1 Reports..................................................................................................................................... 136
8.3.2 Interface .................................................................................................................................. 136
8.3.3 Conversion.............................................................................................................................. 136
8.3.4 Enhancement ........................................................................................................................ 136
8.3.5 Scripts & Forms .................................................................................................................... 136
9 ANNEXURE ............................................................................................................... 137
9.2 FESCO Organization Structure ................................................................................ 137

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Legends
The following symbols have been used to describe the process maps:
Start Process Start SAP Process
Approved?
Manual Activity Decision
Document Database Update
Process Execute Document Filing
Reference Sub-Process
Process End Process End

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1. HUMAN CAPITAL MANAGEMENT
1.A Overview
Implementation of Human Capital Management will enable FESCO to efficiently manage
various processes and information relevant to its workforce. HCM supports all phases of the
employee life cycle, providing solutions that are integrated into planning and results. The
outcome is improved data collection, knowledge transformation and information delivery. It
helps attract, develop, retain and reward the right people who will drive bottom-line results.

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1.A.1 Purpose of the document
The purpose of this document is to provide the users an understanding of SAP-enabled Human
Capital Management business processes that are being implemented at FESCO. This document
will propose and explain business processes for FESCO; it also lays emphasis on integration
aspects by addressing and attending to cross-modular flow of data and information.
This document will serve as the basis on which the major configuration related activities will be
undertaken during realization phase of the SAP Implementation project at FESCO.
Finally, this document is intended as an invaluable reference to several of the value-additions that
FESCO will immediately begin to realize and take advantage of, after the implementation of
SAP. This includes, but is not limited to, plethora of standard SAP reports available in each
module for analysis and decision-making purposes.
1.A.2 Scope of implementation

Scope of implementation of Human Capital Management Module at FESCO comprises of the
following sub-modules/ functionalities:
 Organizational Management
 Recruitment
 Personnel Administration
 Time Management
 Payroll

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1.B Organizational Structure
The two main components of organizational structure which will be created at FESCO in HCM
Module are Enterprise Structure and Personnel Structure. Both structures are described below:
1.B.1 Enterprise Structure
Initial settings at FESCO which will enable the usage of HCM Module will start with the
definition of the Enterprise structure. The enterprise structure consists of the following:
1.B.1.1 Personnel Area
Personnel Area is an organizational unit. According to a personnel administration, time

management and payroll point of view, a Personnel Area represents a delimited enterprise area.
The personnel Area is only used in Personnel Administration and is unique within a client.
Personnel Areas are sub-divided into Personnel Subareas. Organizational data and guidelines on
how to assign it are stored on a Personnel Area and Personnel Subarea Level. The rules and
guidelines for its implementation will be determined by the legal, pay scale, collective agreement
and internal nature of FESCO’ s business setup. A personnel Area is assigned to a Company
Code which has the financial accounting values that are relevant for the Personnel Area. A Pay
Scale Area, a Pay Scale Type and a Public Holiday Calendar are precisely defined for a Personnel
Subarea.
(Client)
Company Code
Personnel Area
PM (1000)
PD
Construction
PD GSC
Pers. Subarea

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Proposed personnel area for FESCO:
Personnel
Description
Area
1000 Administration
1100 Project Management
1200 GSO Circle
1300 Material Management Stores
1400 Repair & Maintenance
1500 Workshop
1600 Faisalabad Circle 1
1700 Faisalabad Circle 2
1800 Jhang Circle
1900 Sargodha Circle
1.B.1.2 Personnel Subarea
A Personnel Subarea represents a subunit of the Personnel Area. The Personnel Subareas
contain the business characteristics. A Personnel Subarea is an organizational unit of Personnel
Administration that will represent a specific area of FESCO, organized according to certain
aspects of Personnel Administration, Time Management and Payroll. It is at this level that the
organizational control of Pay Scale Structures, Wage Type Structures and Work Schedules will
occur.
Proposed Personnel Subareas for FESCO:
Personnel Personnel
Description Description
Area Subarea
1001 FESCO Head Office
1002 Manager Internal Audit
1000 Administration
1003 Regional Training Center
1004 Civil Works 1 Faisalabad
1005 Civil Works 2 Faisalabad
1101 PMU
1100 Project Management 1102 PD Construction
1103 PD GSC
1201 P&I Faisalabad
1202 SS&T 1 Faisalabad
1200 GSO Circle 1203 SS&T 2 Faisalabad
1204 SS&T Sargodha
1205 SS&T Mianwali

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Personnel Personnel
Area Subarea
1301 Faisalabad
1302 Sargodha
Material Management
1300 1303 Jhang
Stores
1304 Mianwali
1305 Warehouse
1400 Technical Service 1401 Metering & Testing
1500 Workshop 1501 TRW
1601 Faisalabad 1 Circle Office
1602 Civil Line Revenue Office
1603 Civil Line Division Office
1604 Abdullah Pur Revenue Office
1605 Abdullah Pur Division Office
1606 Jaranwala Revenue Office
1607 Jaranwala Division Office
1600 Faisalabad Circle 1 1608 Chiniot Revenue office
1609 Chiniot Division Office
1610 Chak Jhumra Revenue Office
1611 Chak Jhumra Division Office
1612 Lalian Revenue Office
1613 Lalian Division Office
1614 Shiekhpura Road AM(CS) RO
1615 Shiekhpura Road Divn
1701 Faisalabad 2 Circle Office
1702 Nazimabad Revenue Office
1703 Nazimabad Division Office
Ghulam Muhammad Abad
1704
Revenue Office
Ghulam Muhammad Abad
1705
Division Office
1706 Samundri Revenue Office
1700 Faisalabad Circle 2 1707 Samundri Division Office
1708 Peoples Colony Revenue office
Peoples Colony Division
1709
Office
1710 Tandlian Wala Revenue Office
1711 Tandlian Wala Division Office
1712 Tandilianwala-II AM (CS) RO
1713 Tandilianwala-II Divn
1714 Gulberg AM(CS) RO
1801 Jhang Circle Office
1800 Jhang Circle 1802 Jhang I Revenue Office
1803 Jhang I Division Office
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Personnel Personnel
Area Subarea
Toba Taik Singh Revenue
1804
Office
Toba Taik Singh Division
1805
Office
1806 Gojra Revenue Office
1807 Gojra City Division Office
1808 Bhakkar Revenue Office
1809 Bhakkar Division Office
1810 Sultan Bahu Revenue Office
1811 Sultan bahu Division Office
1812 Kamalia Revenue Office
1813 Kamalia Division Office
1814 Jhang II Revenue Office
1815 Jhang II Division Office
1816 Darya Khan Revenue Office
1817 Darya Khan Division Office
1901 Sargodha Circle Office
1902 Sargodha - 1 Revenue Office
1903 Sargodha - 1 Division Office
1904 Sargodha - II Revenue Office
1905 Sargodha - II Division Office
1906 Sargodha - III Revenue Office
1907 Sargodha - III Division Office
1908 Bhalwal Revenue Office
1900 Sargodha Circle
1909 Bhalwal Division Office
1910 Johar Abad Revenue Office
1911 Johar Abad Division Office
1912 Mianwali Revenue Office
1913 Mianwali Diviison Office
2nd Division Mianwali AM(CS)
1914
RO
1915 2nd Division Mianwali Divn

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1.B.2 Personnel Structure
The personnel structure will represent each individual employee’s position at FESCO. It contains
employee group and subgroup.
1.B.2.1 Employee Group
The Employee Group is the primary subdivision of personnel and allows groupings that are
required for payroll and Time Processing. The employee group which an employee is assigned to
is generally based on the nature of their employment.
The employee group has the following organizational functions:

 Employee groups allow generation of data entry default values, for example, for the payroll
accounting area or an employee’s basic pay.
 Employee groups serve as selection criteria for reporting.
 Employee groups constitute an authorization check unit.
Employee
Group
Employee
Subgroup
Expatriat
Management e
Contract Trainee
Permanent

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At ESCO a distinction will be made between the following Employee Groups:
Sr.# Employee Group Description

1 R Regular
2 C Contract
3 D Deputation
4 W Daily Wages
5 P Work / Part Time
6 S Sports
7 L Contract Lump sum Pakg.
8 T Permanent. Teaching
9 Q Contract Teaching
In Customizing, each employee group will be defined with one-Character identification.
1.B.2.2 Employee Subgroup
Employee subgroups subdivide employee groups. Within the employee group for FESCO’s
Management employees, for example, a distinction will be made between the following employee
subgroups:
In customizing, the employee subgroup will be defined by a two-digit, numeric code.

(See Appendix C)
Employee Employee Sub

Group Group
01 BPS 1
02 BPS 2
03 BPS 3
04 BPS 4
05 BPS 5
06 BPS 6
07 BPS 7
08 BPS 8
R Regular
09 BPS 9
10 BPS 10
11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15
16 BPS 16

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Group Group
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
01 BPS 1
02 BPS 2
03 BPS 3
04 BPS 4
05 BPS 5
06 BPS 6
07 BPS 7
08 BPS 8
09 BPS 9
10 BPS 10
C Contract
11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15
16 BPS 16
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
01 BPS 1
02 BPS 2
03 BPS 3
04 BPS 4
05 BPS 5
06 BPS 6
07 BPS 7
D Deputation 08 BPS 8
09 BPS 9
10 BPS 10
11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15

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Group Group
16 BPS 16
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
W1 Unskilled
W Daily Wages W2 Semi-Skilled
W3 Skilled
Work T1 Work Charge
P Charge/Part
Time T2 Part Time
01 BPS 1
02 BPS 2
03 BPS 3
04 BPS 4
05 BPS 5
06 BPS 6
07 BPS 7
08 BPS 8
09 BPS 9
10 BPS 10
S Sports
11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15
16 BPS 16
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
Contract Lump Contract Lump
L S1
sum Pakg. sum Pakg.
01 BPS 1
02 BPS 2
03 BPS 3
Permanent
T 04 BPS 4
Teaching
05 BPS 5
06 BPS 6
07 BPS 7
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Group Group
08 BPS 8
09 BPS 9
10 BPS 10
11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15
16 BPS 16
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
01 BPS 1
02 BPS 2
03 BPS 3
04 BPS 4
05 BPS 5
06 BPS 6
07 BPS 7
08 BPS 8
09 BPS 9
Contract 10 BPS 10
Q
Teaching 11 BPS 11
12 BPS 12
13 BPS 13
14 BPS 14
15 BPS 15
16 BPS 16
17 BPS 17
18 BPS 18
19 BPS 19
20 BPS 20
All of the control features for the personnel structure will be defined at the employee subgroup
level. The most important control features are as follows:
 Grouping of employee subgroups will enable standardization or differentiation of how an

employee is dealt with for a personnel calculation rule. For example, this grouping will allow
control of whether an FESCO employee’s remuneration is calculated on a monthly.
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 Employee subgroup grouping for primary wage types will allow setting up permissibility of
different wage types for specific employee subgroups at FESCO.
 Employee subgroup grouping for collective agreement provision will enable restricting
eligibility of pay scale groups. This will mean that only certain pay scale groups will be valid
for specific employee subgroups.
 Employee subgroup grouping for work schedules will make it possible for certain work
schedules to be only permissible for specific employee subgroups.
 Employee Subgroup will enable definition of data entry values such as FESCO’s payroll area
or employee’s basic pay.
 The employee subgroup will be used as a selection criterion for evaluations.
 Employee subgroup will be an authorization check unit.

Business Blueprint
2 Organizational Management
2.A Business Process Definition
The Organizational Management component will be used to plan and map any kind of
organizational restructuring or reorganization of FESCO. All data will be created with a start and
end date. This will allow record keeping of all historical data and scheduling of any changes in
future.
2.B Business Process Overview
The hierarchical interrelationships that will exist between the organizational units will represent
the organizational structure of FESCO. An organizational structure will be created when
organizational units are added and a relationship is created between those organizational units. In
addition to organizational units, individual positions will also be created. The positions in an
organizational structure and their relationship will form FESCO’s reporting structure (chain of
command).
An unlimited number of plan versions of the organizational Structure can be maintained by

FESCO. One of the plan versions will represent the current organizational plan that can be
integrated with data from Personnel Administration. This plan version will be indicated as
FESCO’s active plan version.
An organizational plan is a complete model of the structural and personnel environment of an

enterprise. Hierarchies and report structures are clearly laid out. The organizational plan is the
foundation of Organizational Management. The organizational plan uses elements, called
objects. The most important objects are organizational units, jobs, and positions.
Organizational Unit
• Department
• Division, etc.
Jobs
• Manager
• Executive, etc.
Positions
• HR Manager
• Finance Manager, etc.
Cost center
• Controlling
• Production, etc.
Persons
• Employee (various type)

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2.1 Master Data / Configuration Objects
Master data by definition is data that remains unchanged over an extended period of time.
Master data contains information that is always used in the same way. The most important
objective of Master Data Administration in Human Capital Management is to enter employee
related data for administrative, time recording and payroll purposes.
Master Data related to Organizational Management is discussed below.
2.1.1 Organizational Unit:
This object will represent a functional unit of FESCO. According to how tasks are divided up
within FESCO, each department will be an organizational unit, for example Finance
Department. Organizational Units differ from other units in an enterprise such as Personnel
Areas, Company Codes, and Business Areas etc. These will be used to depict structures
(administration or accounting, for example) in the corresponding components.
To define characteristics of an Organizational Unit, time-specific data will be stored for the
following areas in the Organization and Staffing view:
 Basic Data
 Account Assignment
 Cost Distribution
 Address
2.1.2 Position:
This object will represent an organizational element within the organizational plan of FESCO.
Position summarizes the tasks, competencies, and responsibilities that can be expected from one
or more suitable employees. The personnel capacity (headcount) of an organizational unit will be
determined by positions. By representing the current status of an organizational unit and
foreseeable requirements, the basis of the Staff Assignments will be created. Once a position is
created, Persons or Users will be assigned and in so doing, the staff assignments will be
completed.
Positions can have the following statuses:
Position Status
Vacancy Open
Vacancy Occupied or put on hold
Obsolete
A position will be flagged as Chief position if held by a Department Head.

A position can be promotion based or Induction based.
A position can be technical or non-technical.

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To define characteristics of a position, time-specific data will be stored by HR users in the
following areas in the Organization and Staffing view:
 Basic Data
 Account assignments
 Address
 Cost distribution
2.1.3 Cost Center:
Cost centers will be used for allocation of FESCO Payroll costs among different departments or
any other Organizational unit level. Cost centers will be created in SAP Controlling module and
will set the integration between HCM and Accounting modules.
2.1.4 Job:
This object in SAP is a resource for creating positions. A Job is not concrete but rather the basis
for the creation of various positions with similar tasks and characteristics. Positions are concrete
and are held by persons at FESCO (Finance Manager, for example). Jobs, in contrast, are
classifications of functions (Manager, for example), which are defined by the assignment of
characteristics. Jobs serve as job descriptions that apply to several Positions with similar Tasks or
characteristics.
When a new position is created (Finance Manager, for example), it will be related to a job that
already exists (Manager, for example). The Position will then automatically inherit the tasks and
characteristics of the job.
If there is no corresponding Job, it will be created and tasks and characteristics will be assigned
to it. This will then be available when new Positions are added.
Jobs are created in order to simplify the procedure of creating Positions. The following job
related functions will be performed by FESCO’s HR users:
 Create jobs
 Display jobs
 Assign jobs
 Assign characteristics to jobs
2.1.5 Person
Person is an individual, who will be listed as an FESCO Employee in Personnel Administration.

By assigning a person (employee) to a Position, it will be determined where a Person (employee)
is functionally assigned in FESCO and which tasks a Person (employee) will perform. Persons
(employees) can have Tasks assigned to them.
2.1.6 Task
Task is an activity, which is performed within an Organizational Unit. Using Tasks, the Task
profile of Organizational Units can be described by FESCO’s HR users in the Organization and
Staffing view. Tasks can be assigned to:
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 An organizational unit, if it is to apply to all subordinate positions
 A job, if it is to apply to all positions described by the job
 A position, if it is to apply to those persons(employees) or users who hold the position
 A person (employee), if it is to apply to this person
Tasks can be combined to form a Task Group.
2.1.7 Number ranges in Organizational Management Master Data
FESCO will use the following Internal Number ranges in organizational management:
Category Number Range

Organizational Unit 10000000 – 19999999
Position 20000000 – 29999999
Job 30000000 – 39999999
Tasks 80000000 – 89999999
Note: The Organization Structure (Department, Position, Jobs, and Tasks) and their relationship
will be maintain by the user. Also, the positions will be mapped by the user.
For FESCO existing Organization structure, see annexure 9.1
2.1.8 Information Types (Info-types)
An Information type is a collection of logically related data fields for maintenance of

Organizational Objects in SAP HR Module. FESCO can store all type of information about an
employee in Human Resources Info-types. They provide information with a structure, facilitate
data entry, and enable you to store data for specific periods. An Info-type has four digit codes i.e.
0000 to 9999
Information Type Range for FESCO
Info type Ranges Info type Categories

1000 to 1999 Organizational Management
Organizational Management Info types to be frequently used for FESCO
Info-type Number Descriptions

1000 Object
1001 Relationships
1002 Description
1003 Department/Staff
1007 Vacancy

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2.2 SAP-enabled Business Processes
2.2.1 Creation/Maintenance of Organizational Units
2.2.1.1 Process Description
The organizational structure will depict the hierarchy that exists between the various
organizational units at FESCO. The organizational structure will be formed when organizational
units are created and related to one another. An organogram maps the line structure in the
company. Any of the following can be an organizational unit:
 Company
 Division
 Department
 Section
 Unit
2.2.1.2 Process Overview
SAP transaction code for this process: PPOCE/PPOME
To initially create FESCO’s Organizational chart in SAP, FESCO will have to provide an
approved organogram. Once the organogram becomes available, the process of creating the
Organizational chart will begin. The organizational chart will be created as part of SAP
implementation, but with the passage of time it may need to be periodically updated. There may
be instances where new departments may be added to the chart, or existing departments may
become obsolete. The transaction code PPOME will allow user access to the Organization and
Staffing Interface to carry out necessary maintenance.
The following for creation of Organizational Units is suggested for FESCO after consultation
with the core team members.
I. HR Manager will review if addition of new Division/Sub Division to FESCO’s
Organizational structure.
II. APPROVAL AUTHORITY will give the approval.
III. On receiving notification after approval, end-user will execute the transaction code
PPOCE/PPOME to gain access to the Organization and Staffing interface.
IV. HR user will add the Organizational unit to Organizational chart.
V. To enter Organizational Data, information will be entered into the following info types:
 Object: FESCO specific names of Organizational objects will be maintained in
this Info type.
 Relationship: The interrelationships of Organizational Objects will be
maintained e.g. the reporting structure of various departments at FESCO.
 Description: The Job Descriptions and Job Specifications will be maintained in
this Info type.
 Department/Staff: The staff assignments within the reporting structure of
FESCO will be maintained.
 Account Assignment: In this info type the organizational units are assigned to
Personnel Areas and Personnel Sub Areas.
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2.2.1.3 Process Chart
Human Resources Process: Creation of Organizational Unit
Start
HR Manager will review if

newaddition of new Division/Sub
Division
II
APPROVAL
AUTHORITY
III
HR User will Execute
Organization &
Staffing Interface
IV
NO
HR User will add the
Org unit to the Org
Chart
HR User will enter

Organizational data
Process Ends

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2.2.2 Creation/Maintenance of Positions
Position represents a post, which can be occupied by a person (employee) in the staff
assignments of an organizational unit. Positions differ from jobs. Positions represent the
personnel capacity (headcount) of an organizational unit. Only when a position is created, can a
person be assigned and in so doing complete the staff assignments. Positions that are no longer
in use (not filled by a person) after a certain date would have to be delimited so that they would
not appear in the organizational chart.
SAP transaction code for this process: PPOME
During the implementation phase when FESCO’s Organizational Chart is created, positions will
be added to the Organizational Units. The positions will be the ones present in FESCO’s
approved organogram. After its initial setup, the organizational chart may need to be
periodically updated. There may be instances where new positions may be added, or existing
positions may become obsolete. The transaction code PPOME will allow the HR user access to
the Organization and Staffing Interface to carry out necessary maintenance.
The following business process for creation of Positions is suggested for FESCO after
consultation with the core team members.
I. HR Manager will review if addition of new Position to FESCO’s Organizational

structure.
III. On receiving instructions from HR Manager, HR users will execute the transaction code
PPOCE/PPOME to gain access to the Organization and Staffing interface.
IV. HR user will add the Position in respective organizational chart.
V. To enter Organizational Data for this Position, information will be entered into the
following info types:
 Object: FESCO specific names of Organizational objects will be maintained in
this Info type.
 Relationship: The interrelationships of Organizational Objects will be
maintained e.g. the reporting structure of various departments at FESCO.
 Description: The Job Descriptions and Job Specifications will be maintained in
this Info type.
 Department/Staff: The staff assignments within the reporting structure of
FESCO will be maintained.
 Vacancy: To identify if any of the positions is vacant or occupied by employee.
 Account Assignment: In this info type the organizational units will be assigned
to Personnel Areas and Personnel Sub Areas.

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Human Resources Process: Creation of Position
Start
Hr Manager will review if

addition of new Position
II
APPROVAL
AUTHORITY will give
the approval
YES
III
HR User will
Execute
Organization &
Staffing Interface
NO
IV
HR User will add
the Position to the
Org Chart
V
HR User will enter
Organizational
data
Process Ends

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2.2.3 Creation of Jobs
Jobs are a classification of functions in an enterprise, for example, secretary, defined by the tasks
and characteristics assigned to them. Job descriptions apply to different positions with similar
tasks and characteristics. For example the requirement profiles maintained at Job level can be
transferred automatically to the Positions created using this job.
During the implementation phase when FESCO’s Organizational Chart is created, jobs will be
created and assigned to positions. The jobs will be defined by FESCO. After its initial setup, the
organizational chart may need to be periodically updated. There may be instances where new
jobs may be added. The transaction code PPOME will allow the HR user access to the
Organization and Staffing Interface to carry out necessary maintenance.
The following business process for creation of Jobs is suggested for FESCO after consultation
I. HR Manager will review if addition of new Job to FESCO’s Organizational structure.
III. On receiving instructions from HR Manager, HR users will execute the transaction code
PPOME to gain access to the Organization and Staffing interface.
IV. HR user will create a new Job.
V. HR user will assign a Job to the relevant Position.

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Human Resources Process: Creation of Job
Start
HR Manager will review if

addition of new Job
YES
II
APPROVAL
AUTHORITY will
give the approval
III HR User will

Execute
Organization &
Staffing Interface
NO
IV
HR User will
create a new Job
V HR User will
assign Job to
relevant position
Process Ends

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2.2.4 Creation of Tasks
Tasks are activities performed within an organizational unit. Tasks can be assigned to
organizational units, jobs, positions and persons to describe their functions within the
organization.
During the implementation phase when FESCO’s Organizational Chart is created, Tasks will be
created and assigned to jobs/positions. The Tasks will be defined by FESCO. After its initial
setup, the organizational chart may need to be periodically updated. There may be instances
where new Tasks may be added. The transaction code PPOME will allow the HR user access to
the Organization and Staffing Interface to carry out necessary maintenance.
The following business process for creation of Tasks is suggested for FESCO after consultation
I. Addition of new Task to FESCO’s Organizational structure will be reviewed &

approved by the HR Manager.
II. APPROVAL AUTHORITY will give the approval if required.
III. On receiving instructions from HR Manager, HR users will execute the transaction
code PPOME to gain access to the Organization and Staffing interface.
IV. The new Task will be added by the HR end user.
V. HR end user will assign the task to the relevant Job/Position.

Business Blueprint
Human Resources Process: Creation of Task
Start
I
HR Manager will review &
approves addition of new
Task
YES
II
If APPROVAL
AUTHORITY s
approval is
required
III
HR User will
Execute
Organization &
Staffing Interface
NO
IV
HR User will add

the Task
V
HR User will
assign Task to
new position/job
Process Ends

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2.3 Integration
2.3.1 Personnel Administration
An employee will automatically be assigned to the Organization chart on execution of hiring

action in the Personnel Administration module.
2.3.2 Payroll
Cost Centre will be used for allocation of FESCO’s Payroll costs among different departments
or any other Organizational unit level. Cost Centers will be created in SAP controlling module
and will set the integration between HR and Accounting modules.
2.3.3 Recruitment
Vacant positions maintained in Organizational Management are immediately available in

recruitment.
2.4 Value Additions
 Implementation of Organizational Management will enable depiction of FESCO’s

Organizational and Reporting Structure in SAP.
 It will enable creation of additional organizational plans as planning scenarios in
order to simulate new structures in the context of business process re-engineering.
 It will enable creation of effective workflow management through access to the
reporting structure.
 Organizational Management will offer numerous reports with which all relevant data
will be accessed in order to efficiently manage FESCO’s Organizational Plan.
2.5 RICEF
2.5.1 Reports
Following are some of the reports available in SAP Organization Management.
Sr. # Report Name Availability

1 Existing Organizational Units S_AHR_61016491
2 Organizational Structure S_AHR_61016493
3 Organizational Structure with Positions S_AHR_61016494
4 Organizational Structure with Persons S_AHR_61016495
5 Existing Positions S_AHR_61016502
6 Staff Assignments S_AHR_61016503
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7 Position Description S_AHR_61016504
8 Vacant Positions S_AHR_61016509
9 Obsolete Positions S_AHR_61018831
10 Complete Position Description S_AHR_61016511
11 Job Index S_AHR_61016498
12 Job Description S_AHR_61016499
13 Task Description for Jobs S_AHR_61016500
14 Complete Job Description S_AHR_61016501
15 Structure Display/Maintenance S_AHR_61016528
2.5.2 Interface
Sr. # Interface Availability

N/A N/A
2.5.3 Conversion
Sr. # Conversion Availability

N/A N/A
2.5.4 Enhancement
Sr. # Enhancement Availability

N/A N/A
2.5.5 Scripts & Forms
Sr. # Scripts & Forms Availability

1 Employee Strength Variance Report To Be Developed

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3 Recruitment

Sap Recruitment has recruitment, planning instrument that will help your company to find new
employee, employ them in position that suit their capabilities, promote their professional
development, and retain them in long term.
Sap recruitment ensures that you drive up-to-date human resource management by proactively
maintaining contact with applicant, potential candidates, and subsequently, with your employees,
by setting up a talent pool. You ensures that you not only identify the best possible candidate for
a position from all potential candidates, but also that you are in a position to staff critical key
position in the long term and thus safeguard you company’s success in the future.

The ability to meet personnel requirements is a key for enterprises. The success of an enterprise
depends on such factors as the quality and availability of personnel. It is particularly important
for the development and success of expanding enterprises that they have quick access to
adequate personnel. This component has all the functions User need for working through the
entire recruitment procedure, from creating applicant data to filling vacant positions.
Vacancy
Hiring as Job
Employee Advertisement
Profile Applicant
Matchup Data

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3.C Module Specific Details
Recruitment module will facilitate entire Recruitment process of FESCO from the creation of a
Vacancy in Organizational Management Module to the appointment of the most suitable
candidate on the Position. It covers the following topics
 Integration with OM for Workforce Requirements

 Creation of Job Advertisements. Advertisement unique number.
 Recording of applicant data such as qualifications, family details, other personal
information, previous employment history etc.
 Archive applicant’s database, retrieval , search criteria
 Qualifications Catalogue
 Integration with Personnel Administration for Applicant Hiring
Master data objects are key variables that are relatively constant; e.g. vacancy, job, applicant etc.
These data objects may change, but they change infrequently.

Business Blueprint
3.C.1 Manpower Planning
At FESCO manpower planning would be used to identify the need for manpower. All the
requisitions are raised by the respective Department Managers and sent to the HR. The
requirement could be because of an employee leaving or a new position identified. The HR then
checks whether the Job description for the position exists or not. If the Job Description is not
available then a new JD has to be created and approved by the Department Head.
If it is a new position then it has to be created in the Organizational Management component of

SAP and assigned to an existing or a new job. If it is an old position then it has to be marked
‘vacant’ so that it can be free for recruitment process to progress.
3.C.2 Maintenance of Vacancies
A vacancy is a description of a position that must be staffed. The recruitment process is triggered
by the creation of a vacancy. Vacancies can be advertised newspapers. Recruitment is integrated
with Organizational Management and it is required to set a vacant flag in Organizational
Management (OM) for any position that needs to be filled. All positions marked "vacant" in
Organizational Management are automatically available in the Recruitment component.
At FESCO, the trigger for vacancies could be several, for example, termination/removal,
transfer, promotion and new position, etc. SAP provides a standard report for unfilled positions
which can be used as a basis for manpower planning. Manpower planning as such will be a
process outside of SAP. As a result of manpower planning, positions will be either created by the
OM Administrator or existing positions will be flagged as “vacant” to make them available for
Recruitment in SAP. (Refer OM BBP for Organization Management).
3.C.3 Applicant Structure
The applicant structure consists of the following in SAP:

 Applicant Group
 Applicant Range
 Vacancy
 Advertisement
 Medium
 Instrument
 Unsolicited Applicant Groups (Functional Search)
3.C.4 Applicant Group
The applicant group is used to classify applicants according to the type of employment contract,
for which they are applying.
Applicant Group Example:
Internal Applicants
External Applicants

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Internal or External Applicants
This classification is made on the basis, whether the applicant is an existing employee or not. For
the FESCO Company in scope recruitment would be carried out only for Internal and External
Applicants. The recruitment process will be through the out sourced testing agency and the
recruitment of deceased employee’s children will be directly. Without advertisement through
standing selection committee.
3.C.5 Applicant Range
The applicant range is used to classify applicants according to either hierarchical or functional
criteria, which will appear as a list in accordance with the Applicant group selected.
3.C.6 Vacancies
A company’s workforce requirements are presented in the recruitment by means of vacancies. A

vacancy is a position that must be staffed, either completely or partially. Vacancies are
maintained by Line Manager or Personnel officer.
3.C.7 Advertising
The advertisement process describes all the activities performed in connection with
advertisement vacancies. In addition, you carry out activities in the system that relate to selecting
recruitment, instruments and storing advertisement in the system, in this system, you record the
advertisement for the vacancies that you have publicized. You can also maintain the vacancy
assignment for the advertisement and store the advertisement text and to publication costs in the
system
3.C.8 Applicant Class
The applicant class is an attribute of the medium and indicates whether a medium is used to
attract internal or external applicants.
Examples of Medium
 Recruitment Media
 Newspapers
 Recruitment Agency
 Referrals
 Web Site

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3.C.9 Instrument
Channels of medium is called instrument. Every job advertisement is published in a recruitment

instrument. Recruitment instruments are classified according to the media used.
Examples of Instrument
Newspapers Dawn
Jang
The News
Recruitment agency Recruitment agency ABC
Recruitment agency XYZ
Recruitment agency123
Internet Website
3.C.10 Unsolicited Application Group
If a candidate applies without reference to an advertisement, he/she can be assigned to an

Unsolicited Applicant Group.

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3.1.1 Applicant Type and Number Ranges
The following number range will be generated internally by the system and defaulted in the
‘Applicant Number’ field at the time of ‘Initial Data Entry’ Action.
Applicant Number Ranges

Company Code Start of range End of range
1000 60000000 69999999
3.1.2 Information types (Info-types)
An Information type is a collection of logically related data fields for maintenance of Applicant
data in SAP HCM Recruitment Module.
FESCO can store all types of information about an Applicant in Human Resources Info-types.
These Info-types provide information with a structure, facilitate data entry, and enable storage of
data for specific periods. An Info-type has four digit codes i.e. 0000 to 9999. Some of the info-
types that will be maintained for FESCO Applicants are given hereunder:
Info-type Number Info-type Text Nature of Information

Organizational
0001 Assignment to structures
Assignment
0002 Personal Data Name, D.O.B, Gender etc.
0006 Address Permanent/Temporary Address
0022 Education Education
0023 Previous Employers Previous Employment Information
0024 Skills Qualifications/Special Skills
0105 Communication Email, cell, fax etc.
4000 Applicant Actions Applicant Action Records
4001 Applications Advertisement/Unsolicited
4002 Vacancy Assignment Vacancy Assignments of Applicant
4003 Applicant Activities Test, Interview, etc.
4004 Applicant Activity Status Planned/Completed Activity
Applicant’s Personnel
4005 For Internal Applicants
Number

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Sr. No Reason for Recruitment
01 Women Quota
02 Disable Person Quota
03 20% Employee Children Quota under Direct
Quota
Employee Children Quota (Cat-I, II & III)
04
(Cat-IV, V & VI)
05 Open Merit
06 Minority Quota
07 Sports
3.1.3 Applicant Actions
The applicant action transaction enables the user to perform system controlled operations
(applicant action types) which change the applicant’s overall status. Each operation can be
assigned a sequence of infotypes which are processed in sequence in the course of the action.
When the Applicant Actions transaction is carried out, a new record of the applicant is added to
infotype Applicant Actions. The type of action carried out along with the status reason is
recorded in the infotype. The applicant’s overall status (e.g. additional data, to be hired) is also
recorded here.
3.1.3.1 Initial Applicant Data Entry
This Applicant Action will be executed when an application is entered in the FESCO Applicant
Database. This step involves the entry of Applicant Information required for correspondence
and reporting purposes. Following Info-types will be maintained for this action in a single SAP
screen for facilitation of Applicant Data.

Organizational
0001 Assignment To Structures
Assignment
0002 Personal Data Name, D.O.B, Gender Etc.
0006 Address Permanent/ Temp Address
4001 Applications Advertisement/Unsolicited

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3.1.3.2 Additional Applicant Data Entry
This Applicant Action will be executed for only those applicants who will be of further interest
for FESCO. Following Info-types will be maintained for this action in a single SAP screen for
facilitation of Applicant Data.
Info type Number Info-type Text Nature of Information

0023 Previous Employers Previous Employment Info
0024 Skills Qualifications/Special Skills
4002 Vacancy Assignment Vacancy Assignments of App.
3.1.3.3 Putting an Applicant on Hold
An applicant is put on hold if he/she seems to be suitable for FESCO but at the moment,
Overqualified, under qualified, Degree Results Awaiting. By putting the applicant on hold.
3.1.3.4 Applicant Rejects
An applicant rejected if he/she seems to be not suitable for FESCO, failed in test, interview,
security ground and medical ground.
3.1.3.5 Invitation for Interview
This Applicant Action will be executed when an applicant has to be invited for Interview. The
Applicant Action Info-type will be maintained on execution of this Applicant Action.
3.1.3.6 Offer Letter
This action will be performed if the applicant passes the recruitment process and FESCO
decides to hire the applicant. The applicant will be informed at this stage that his appointment
will be subject to his passing the medical exam.
3.1.3.7 Reject Applicant
This Applicant Action will be executed when an applicant is rejected for all the FESCO
Positions and is of no interest for FESCO, the action to reject applicant will be carried out.
3.1.3.8 Prepare for Hiring
On acceptance of offer, this action will be performed. This will create an activity which will
enable the HR department to transfer the applicant data to Personnel Administration. At this
stage the applicant will also be asked to sign the appointment letter.
Note: The tow applicant actions cannot be performed on same date as per SAP standard.
If you run two applicant actions which change the employment status then the last record will be
overwritten by the new one.

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3.1.3.9 Applicant Status and Reasons
Following are the reason codes for applicant’s statuses;
Action's Status Status Reason

New Application
Disable Person Quota
Initial Applicant Data Entry In Process 20% Employee Children Quota
Employee children quota (Died during
service)
Keep in view
Putting an Applicant on Overqualified
On Hold
Hold Under qualified
Degree Results Awaiting
Initial rejection (before vacancy assignment
Rejection – Prescreening
Rejection – Failed in tests
Rejection – Failed in Technical Interview
Rejection – Failed in First Interview
Rejection – Failed in Second Interview
Applicant Rejects Rejected Rejection – Failed in HR Interview
Rejection – Failed in Management
Interview
Rejection – Security check not granted
Rejection – Non agreement on offer terms
Rejection – Failed medical/fingerprint test
Rejection – Non agreement on salary
Rejection – Fake Degree
Prescreening
Technical Interview
First Interview
Invitation for Interview Invite Second Interview
Management Interview
HR Interview
Test
Offer Letter Contract Offered Contract Offered
Reject Applicant Offer Rejected Rejected by applicant
Prepare for Hiring To be hired Pre hire activities

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3.1.4 Applicant Activity Types
Applicant Activities document the administrative steps through which an applicant passes during
the selection procedure. An activity is assigned uniquely to one applicant and to one of his/her
applications. Below is the list of activities that will be used for FESCO.
Applicant Activity Types

Activity Type Correspondance
NTS Test Manual
HR Interview Manual
Offer Letter Hard Copy out of SAP
Medical Test Manual
Issue Contract Hard Copy out of SAP
Transfer Applicant Data Applicable
Hire Applicant Applicable
3.1.15 Transfer of Applicant data to Personnel Administration
Once the applicant is selected, the data is transferred to the Personnel Administration
component of SAP. The info types that are maintained as part of the Recruitment module
are transferred to Personnel Administration. Additional info types that are not maintained
as part of the recruitment process have to be then maintained in Personnel Administration.

Business Blueprint
3.2 SAP - enabled Business Processes
3.2.1 Requirement Analysis
In FESCO, applicants’ data maintenance is required for record purposes. And on the basis of
data captured in recruitment module of SAP, reports are required in order to meet company
needs.
 Recruitment of Applicants on different scales

 Quota-wise recruitment process segregation
 Integration with organizational Management and Personnel Administration
 Creation of Advertisement with or without reference to a vacant position
 Entry and efficient processing of Applicant Master Data in SAP from FESCO
website
 Applicant Selection through profile matchup
 Processing of various Applicant Actions and sending relevant correspondence to the
applicant
 Transfer of data of selected applicant to Personnel Administration
3.2.2 Applicants Process
FESCO uses its website for advertisement of new job openings & filling of forms as prescribed
by Federal Government. Technology is used at the minimal level mostly for drafting office
communication
There exists a conventional system for recruitment at the FESCO. As prescribed by the Federal
Government the process begins by job advertisement and receiving the applications against it.
The applicants are required to take the screening tests administered by the out sourced testing
agency. Applicant Long list is prepared, Applicant Short List is prepared, Interviews are
conducted and contract is offered to the successful applicants, waitlist is prepared during the
activity. If for some reason the contract is not signed, applicant from the waitlist is considered.
This process loops back until the vacant positions are filled.

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This overview documents the administrative steps through which an applicant passes during the
selection procedure. The processing of the applicants begins outside the system. They are
shortlisted and ranked, only then the applicants are entered into the SAP for further processing.
I. The recruitment module begins when an applicant sends in his application. This
application could be against a posted job or maybe an unsolicited job application. The
job can be announced using any given media like newspaper.
II. In response to the advertisement for the jobs, the management normally receives loads
of application. Data entry of every application received, calls for numerous resources.
FESCO will prepare a long list of the applicants. This action will be performed out of
SAP. All the received application will be included in this list.
III. The Long list will be screened based on the management predefined criteria. Applicants
not matching the criteria exit the Recruitment process. This screening considerably
reduces the applicants’ list size. This screening is performed outside the system.
IV. The shortlisted applicants’ data will be entered in the system. This is the first step when
an applicant’s information is entered in the SAP system. Pertinent information about the
applicants will be maintained in a customized info type. The details about the info type
are attached with this document. Please refer Section 6.1.
V. Assessment is the second stage screening. This screening is based on tests and interview.
The assessments will be conducted outside the system and ranked, however the
applicants’ status will be updated based on the screening results.
VI. The applicants who could not pass this screening will exit the recruitment processing.
VII. The applicants who reach this stage will be offered the contract.
VIII. In case an applicant does not accept the offer, he would exit the recruitment process.
Those applicants, who agree to employment terms, will be transferred to the next step.
Statuses will be updated in the SAP. All offers or other applicant letters will be
maintained out of SAP. The applicant who will be considered for hiring will then be
handled in the Personnel Administration Module.
IX. The statuses of all the applicants who were screened out the recruitment process will be
handled in this part of the processing.
X. Applicants, who pass the hiring pre requisites, will be put on the hiring course.
XI. Recruitment process will be completed in this step. Incoming employees will be assigned
a unique personnel Number, Seniority Number and organizational Assignment will also
be maintained.

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Following are the reason codes for applicant’s statuses;
Status Reasons
Status Status Reason
New Application
In Process
Shortlisted Application
Keep in view
Overqualified
On Hold
Under qualified
Degree Results Awaiting
Prescreening
Technical Interview
First Interview
Invite Second Interview
Management Interview
HR Interview
Test
To be hired Pre hire activities
Initial rejection (before vacancy assignment
Rejection – Prescreening
Rejection – Failed in tests
Rejection – Failed in Technical Interview
Rejection – Failed in First Interview
Rejection – Failed in Second Interview
Rejection – Failed in HR Interview
Rejected
Rejection – Failed in Management Interview
Rejection – Security check not granted
Rejection – Non agreement on offer terms
Rejection – Failed medical/fingerprint test
Rejection – Non agreement on salary
Rejection – Fake Degree
No response from applicant
Contract Offered Contract Offered
Offer Rejected Rejected by applicant

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3.2.3 Applicant Activities
Below is the list of activities that will be used during recruitment at FESCO:
3.2.3.1 Maintain Vacancy

Whenever an existing Position will be declared Vacant in Organizational Management Module or
a new Position will be created and declared Vacant, the information will become available for
staffing in the Recruitment Module. Based on this information the Management may decide to
initiate the Hiring. This action will be performed outside the system and the Job Requirements
will be announced using the conventional methods.
3.2.3.2 Maintain Shortlisted Applicants data

In response to the advertisement for the jobs, the management normally receives loads of
application. Data entry of every application received, calls for numerous resources. FESCO will
prepare a long list of the applicants. This action will be performed out of SAP. A Long List is
prepared for all the applications received. The Long list will be screened based on the
management predefined criteria. Then administration will prepare a shortlist of the applicants
outside the system.
3.2.3.3 Process Applicants
The shortlisted applicants’ data will be entered in the system. This is the first step when an
applicant’s information is entered in the SAP system. Pertinent information about the applicants
will be maintained in a customized info type with the following information.
3.2.3.4 Reject Applicants
All of this processing will be handled outside the system. However, the statuses of the applicants
will be updated in the system. Applicants who pass this check will move on to the next step.
3.2.3.5 Prepare for Hiring

Applicants, who pass the hiring pre requisites, will be put on the hiring course.
3.2.3.6 Terminator
If any reason, an applicant is rejected, the statuses will be updated in this area.
3.2.3.7 Offer Employment Contract

The applicants at this stage will be offered the contract. In case an applicant does not accept the
offer, applicant would exit the recruitment process but the applicant data will remain in database.
The record of the applicant that accepts the offer will be transferred to the next step. Statuses
will be updated in the SAP. All offers or other applicant letters will be maintained out of SAP.
The applicant who will be considered for hiring will then be handled in the Personnel
Administration Module.
3.2.3.8 Employee Hiring Complete
Recruitment process will be completed in this step. Incoming employees will be assigned a
unique personnel Number, Seniority Number and organizational Assignment will also be
maintained.

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3.3 Integration
This process is integrated with OM and PA Modules;
3.3.1 Organizational Management
Vacancies maintained in Organizational Management are automatically available in Recruitment.
3.3.2 Personnel Administration
The applicant data on selection of the applicant has to be transferred to the Personnel
Management component as employee master. Also, a requirement for a position can be fulfilled
internally. To enable this employee has to be transferred or promoted.
3.4 Value Additions
 The Recruitment component will offer several reports with which all relevant data will be
accessed in order to efficiently manage FESCO Applicant Master Data. Examples of
such reports are Ad-Hoc query and other reports that access data of applicants such as
qualifications.
 The Selection of Applicant component will help manage the complex selection
procedure. This can be done by making profile comparisons between the requirements
for a position and an applicant’s qualification to determine whether an applicant should
be assigned to a particular vacancy.
 Due to integration between Personnel Administration and Recruitment, the system
transfer’s the applicant data directly from the applicant database to the employee
database. This way applicant data that was entered at the time of initial entry or
additional data entry does not have to be reentered into Personnel Administration.

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3.5 RICEF
3.5.1 Reports
Following are some of the reports available in SAP Organization Management.

1 Variable Applicant List S_AHR_61015508
2 Applicants by Name S_AHR_61015509
3 Applicants by Action S_AHR_61015510
4 Applicants' Education and Training S_AHR_61015511
5 Applications S_AHR_61015512
6 Applicant Statistics S_AHR_61015513
7 Planned Activities S_AHR_61015514
8 Vacancy Assignments S_AHR_61015515
9 Vacancies S_AHR_61015516
10 Job Advertisements S_AHR_61015517
11 Recruitment Instruments S_AHR_61015518
3.5.2 Interface

N/A N/A
3.5.3 Conversion

Upload Program for successful candidates from third party To be developed
3.5.4 Enhancement

N/A N/A

N/A N/A

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4 Personnel Administration
Personnel Administration application component of SAP HCM is a highly effective tool to
manage all modern Personnel Administration tasks. It is an efficient and transparent
administration system for personnel data. The employee master data for FESCO will be created
and maintained in the Personnel Administration module. Personnel Administration will be
integrated to other SAP HCM modules like Time Management, Payroll and Organizational
Management etc. Integration will allow Employee Master Data maintained in Personnel
Administration module to be utilized in all HCM Modules.

Using this application component, you can enter and process employee-related data within your
company. Personnel Administration automatically checks all data as it is entered to ensure that it
is plausible. All employee-related data is logged with the exact date. Data remains transparent in
your time progression at all times, and creates the basis for sound personnel decisions.
The following personnel administration functions are available in Personnel Administration:
 You can store all types of information about an employee in Human

Resources Infotypes. They provide information with a structure, facilitate data entry, and
enable you to store data for specific periods.
 Basic personnel procedures within master data administration, such as hiring employees,
performing organizational reassignments, and entering the data required for employees
who leave the enterprise, are represented by separate personnel actions . Each personnel
action contains the infotypes for which data must be entered in regard to the action in
question, and displays them sequentially for you to process. You can use the personnel
action fast entry for specific personnel actions, thus making data entry even quicker.
When using the personnel action fast entry function, you are presented with a view in
which only the input fields where you must enter data for the selected personnel action
are displayed.

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4.1.1 Personnel Number Ranges:
FESCO will use SAP generated Personnel numbers when an employee is hired in the system.
FESCO specific employee codes will be maintained automatically by the System. The Personnel
Numbers that FESCO has previously used for its existing employees will also be uploaded in to
SAP for cross referencing under the category “Previous Personnel Number”.
FESCO will use the following Personnel Number ranges:
Category Personnel Number Range

Regular
Contract
Deputation
00000000-19999999
Sports
Permanent. Teaching
Contract Teaching
Daily Wages
20000000-29999999
Work / Part Time
Contract Lump sum Pakg. 30000000-39999999
4.1.2 Information Types (Info types)
FESCO can store all types of information about an employee in Human Capital Management
Info-types. These Info-types provide information with a structure, facilitate data entry, and
enable storage of data for specific periods. An Info-type has four digit codes i.e. 0000 to 9999.
Some of the info-types that will be maintained for FESCO’s personnel administration are given
hereunder:
Info-type
Info-type Text Nature of Information
Number
0000 Actions Service History Records
0001 Organizational Assignment Position, Department etc.
0002 Personal Data Name, D.O.B, Gender etc.
0003 Payroll Status Payroll status Information
0006 Address Permanent/Temp Address
0007 Planned Working Time Working days and timings
0008 Basic Pay All recurring Payments
0009 Bank Details Bank Key, Account No.

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Info-type
Info-type Text Nature of Information
Number
0014 Recurring Payments and Deductions All recurring Payments/deductions
0015 Additional Payments/deductions Non recurring Payments & Deductions

0016 Contract Elements Probation period etc.
0019 Monitoring of Task Monitoring expiry of probation etc.
0021 Family Member/Dependents Spouse, Children
0023 Previous Employers Previous Employment Information
0027 Cost Distribution Payroll Cost Allocation
0028 Internal Medical Service Blood groups
0032 Internal Data Previous Personnel No.
D.O Confirmation, Date of Joining, Date
0041 Date Specifications
of Promotion, Date of regularization etc.
0045 Loans Loans details
0105 Communication Email, Cell phone, Fax
0185 Personal IDs CNIC, passport, EOBI, Social Security

NTN
2001 Leave Leave
2006 Leave Entitlement Leave Entitlements
In addition to above, a few customized Info-types will be developed for FESCO to record
Income Tax related data.
4.1.3 Information Sub Types
Some Info-types are divided into different categories called the Information subtypes. Some of
the subtypes that will be used at FESCO are as follows:
Info-type Information Sub Types

Address  Permanent Address
 Current Address
 Next of Kin
Family Member/  Spouse 1
Dependents  Spouse 2
 Spouse 3
 Spouse 4
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 Son
 Daughter
 Father
 Mother
Bank Details  Main Bank
Education  Primary School
 Secondary School
 High School / College
 Technical Education
 Professional Education
 University
 Ph.D.
 Trainings for Officers
 Senior Management Course (SMC)
 Refresher Course for Superintending Engineers (SEs)
 Middle Management Course (MMC)
 Technical Refresher Course for Executive Engineers
(XENs)
 Junior Management Course (JMC)
 Sector Specific Course for Junior Engineers (SDOs)
 Technical Induction Course for Technical Categories
 Management Induction Course for Non Technical
Categories
 Trainings for Officials (Departmental Promotional Trainings)
 C-100
 C-200
 C-300
 C-400
 C-470
 S-100
 T-100
 T-300
 T-500
Communication  Cell phone #1
 Cell phone #2
 Telephone
 Email
 Fax
Leave Type  Medical Leave
 Casual Leave
 Annual Leaves

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 LPR
 R&R
 Disability (Half)
 Disability (Full)
 Leave Not Due (LND)
 Special Leave
 Maternity Leave
 Study Leave
 Earned Leave (Full)
 Earned Leave (Half)
 Extra ordinary Leave (EOL)
 Hajj Leaves
 Ex-Pakistan Leave
 Social Security leaves
Leave Title  Casual (25)
 Annual Leaves (4 per Month)
Loans  Construction/Repair of House
 Purchase of Plot
 Purchase of Car
 Purchase of Motorcycle
 EPF Advance
ID Data  CNIC
 Passport No.
 EPF No.
 NTN No.
 Domicile No.
 Domicile City
 Seniority No.
 Driving License
 Pseudo Code
 Free Supply Code
Objects on loan  Car for official use
 Laptop
 Mobile Phone
 Employee Card
Whenever an employee is hired, all relevant Master Data will be entered as part of HCM’s
through “Personnel Actions” transaction.

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4.2.A Requirement Analysis
FESCO users will utilize SAP-HCM for Personnel Administration. Following are the
requirements:
 Effective maintenance of Employee Master Data in SAP and Integration with

Organizational Management and Recruitment.
 Hiring of various categories of employees.
 Hiring of Contractual Employees and Renewal of Contract when previous contract ends.
 Promotions/Up gradations of FESCO’s employees based on recommendation of
concerned department head with HR department.
 Change in pay of employees.
 Resignation Process of Employees
 Termination of Employees
 Relevant reports availability in order to get up to date and comprehensive information
relevant to Employee Master Data
4.2.1 Personnel Actions
In the standard system, different types of employee data are stored in individual info-type.
Rather than accessing each info-type individually and entering data into them, the system can
group together the most important info-types into personnel actions and lead you through
processing the employee data.
Personnel procedures, such as hiring an employee, organizational reassignment, or an employee

leaving the enterprise are represented by individual personnel actions in Personnel
Administration. Each personnel action contains the info-types that you must maintain to record
the personnel action at hand. The info-types are retrieved in succession so that you can maintain
them.

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The FESCO will be use the following personnel procedures are represented as personnel
actions in the HR master data system:
 Hiring / Appointment
 Contract Renewal
 Up-Gradation
 Promotion
 Organizational Reassignment
 Ex-Pakistan Leave
 Transfer/Posting
 Deputation Out
 Deputation In
 Contract Regularization
 Exit from Company
 Absorption from other DISCO's
 Hire - Applicant
Note: The two actions cannot be performed on same date as per SAP standard.
If you run two actions which change the employment status then the last record will be
overwritten by the new one.

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4.2.2 Hiring / Appointment
Hiring can be performed in response to a new position getting created, restructuring or

expansion. An employee may also be hired as a replacement for another employee. When a new
employee is hired, data for the new employee has to be entered into SAP in various Info-types.
Hiring in SAP is performed using a transaction called Personnel Action. When Personnel Action
is performed, all relevant Info-types that need to be maintained are displayed sequentially.
SAP transaction code for this process: PA40 (Personnel Actions)
The following business process for Hiring is suggested for FESCO
I. After completes the recruitment process and applicant accepts a position or a candidate
is directly hired at FESCO, HR department will receive a signed copy of the employment
terms and conditions letter to proceed hiring action.
II. By executing the transaction code PA40, the user in Human Resources will initiate the
Hiring Action. Initial hiring date of an employee is cut over date.
III. Data will be maintained in the following Info-types:
Info-type
Info-type Text Subtype Subtype Text
Number
0000 Actions
Organizational
0001
Assignment
0002 Personal Data
0006 Address 01 Permanent Address
02 Current Address
0007 Planned Working Time
0009 Bank Details 0 Main Bank
0032 Internal Data
0002 Cell phone #1
0003 Cell phone #2
0105 Communication 0004 Telephone
0005 Email ID
0006 Emergency Contact
0185 ID Data 01 CNIC
05 Domicile No.
9109 Office Order Number

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Other information i.e., basic pay, recurring payments/deduction, Additional
Payments/deductions, Family data, Blood group etc., will be maintained through Employee
master data maintenance (PA30)
These Info types will be displayed by the sequence presented and user can cancel
entering any of these Info types based on the availability of data to be entered.
Sr. No Reason for Action

1 Aghaz-e-Haqooq-e-Baluchistan Quota
2 Women Quota
3 Disable Person Quota
4 20% Employee Children Quota under Direct
Quota
Employee Children Quota (Cat-I, II & III)
5
(Cat-IV, V & VI)
6 Open Merit
7 Minority Quota
8 Sports Quota

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Human Resources Process: Hiring
Recruitment Acceptance of HR Department

Appointment
Start
Hire Applicant Data

transfer to PA II
Acceptance of
BBP Ref No. 3.2 Appointment Terms &
Conditions
III
Personnel
Action are
Initiated
IV
Data will be
maintained in
various
Infotypes
Process Ends

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4.2.3 Contract Renewal
Contractual employees are hired for a specific length of time. At the end of the contract, the
employer may offer to renew the contract. The process carried out to process the renewal is
discussed here.
SAP transaction code for this process: PA40
If FESCO offers to renew the contract and the employee accepts, the following business process
is suggested for FESCO
I. HR checks for employees completing their contract terms.

II. HR user will contact the Head of concerned Department for feedback.
III. Head of Department provides feedback to HR user
IV. HR department receives feedback
V. HR sends contract renewal request to APPROVING AUTHORITY/ in
accordance to reporting channel of employee
VI. APPROVING AUTHORITY reviews and approves request for contract renewal
VII. Action updated
VIII. Following info-types are maintained in contract renewal action
IX. New contract letter will issue to employee.
Info-type Info-type Text

Number
0000 Action
0001 Organizational Assignment
0007 Planned working time
0016 Contract Elements

1 Expiry of Contract
2 Satisfactory Performance / Work & Conduct
3 Recommendations

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Human Resources Process: Contract Renewal
Approving Authority Human Resources Concerned Department
Start
I
HR user checks
which employees
are completing
contract
II
HR user Contacts
Dept. Head for
feedback
IV III
Dept. Head
Feedback received
provides feedback
from Dept. Head
to HR user
VI APPROVING
V
AUTHORITY HR user sends
receives request for request to
approval of Contract APPROVING
Renewal AUTHORITY
according to
employee
reporting channel
for approval
VII
Action
Updated
VIII
Infotypes in
action are
maintained
IX
New Contract
Letter sent to
concerned
employee
Process Ends

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4.2.4 Up-gradation
Based on DPT, DPE, length of service, prescribed period also include on their performance,
seniority or skills, employees are periodically upgraded to higher level positions.
The following business process for Up-graded is suggested for FESCO.
I. The Detail of employees eligible for time scale up gradation submitted to

competent authority for calling of Documents.
II. Letter for Documents issue
III. Pre-Requisites(ACRs/PER, DPE, DPT, No Inquiry/ Disciplinary case / NAB/
FIA/ Audit para, Pending certificates) obtain
IV. HR process the case for board / Committee
V. After Conducting Departmental Board, the recommendation of the Board is
submitted for Approval of Concerned authority
VI. On Approval from Concerned authority, the up gradation order is issued with copy
to all concerned
VII. Personnel Action will be initiated
VIII. Various Infotypes will be updated
IX. The following Info-types will be updated:
Info-type Number Info-type Text

0000 Action

1 Against Quota (Time Scale Up gradation)
2 Length of Service
3 Seniority Based
4 Department Promotion Training
5 Department Promotion Exam

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Human Resources Process: Up-gradation

Human
Concerned Dept.
Resources
Start
I
The Detail of employees
eligible for time scale
upgradation submitted to
competent authority for
VI
calling of Documents
On Approval from
II Concerned
authority, the
upgradation order
Letter for Documents is issued with copy
issue to all concerned
III VII
Personnel
Pre-Requisites(ACRs/PER, Action will be
DPE, DPT, No Inquiry/ initiated
Disciplinary case / NAB/
FIA/ Audit para, Pending
certificates) obtain VIII
IV Various Infotypes
will be updated
HR process the case
for board /
Committee
Process Ends
V
After Conducting
Departmental Board,
the recommendation
of the Board is
submitted for
Approval of
Concerned authority

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4.2.5 Promotion
Based on DPE, DPT, employee’s performance or skills, employees are periodically promoted to
higher level positions.
The following business process for Promotion is suggested for FESCO.
I. Availability of Post under promotion Quota examine by HR

II. List of senior most employees as per seniority of respective cadre submitted to
concerned authority for calling of document.
III. Pre-Requisites(ACRs/PER, DPE, DPT, No Inquiry/ Disciplinary case / NAB/
FIA/ Audit para, Pending certificates) obtain.
IV. HR process the case for board / Committee.
V. After Conducting Departmental Board, the recommendation of the Board is
submitted for Approval of Concerned authority.
VI. On Approval from Concerned authority, the Promotion order is issued with copy
to all concerned.
VII. Personnel Action will be initiated.
VIII. Various Info types will be updated.
IX. The following Info-types will be updated:

0000 Action
0008 Basic Pay

1 Subject to availability of Promotion Quota
2 Seniority Based
3 Accelerated Promotion (20%)
4 Department Promotion Training
5 Department Promotion Examination
6 Posting on Promotion

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Human Resources Process: Promotion
Concerned Dept. Human Resources
Start
Availability of Post under

promotion Quota examine
by HR
VI
On Approval from
II Concerned
List of Senior most authority, the
employees as per Promotion order is
seniority of respective issued with copy
cadre submitted to to all concerned
Concerned authority for
calling of document.
III VII
Pre-Requisites(ACRs/ Personnel
PER, DPE, DPT, No Action will
Inquiry/ Disciplinary be initiated
case / NAB/ FIA/ Audit
para, Pending
certificates) obtain VIII
Various
IV
Infotypes will be
updated
HR process the case
for board / Committee
Process Ends
V
After Conducting
Departmental Board,
the recommendation
of the Board is
submitted for
Approval of
Concerned authority

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4.2.6 Organizational Reassignment
Employees may get transferred to other positions for various reasons, such as:
 An employee leaves the company and a vacancy gets created. The vacant position
may be offered to another employee within the company.
 An employee may have updated his skills or qualifications that are better suited to
another position than his current one.
 An employee may get assigned to another position as a temporary replacement
for another employee.
HR Department may receive a request from the concerned department regarding the transfer of
an employee from one position to another. The following business process for Organizational
Reassignment is suggested for FESCO after consultation with the core team members.
I. Department Head will request a transfer.

II. On receiving a request for transfer, HR user will check to confirm that there is a
vacant position. If there is no vacancy, then HR will follow process mentioned in
organization management blueprint document for creation of organization unit,
position, job and tasks.
III. If there is a vacant position, HR user will initiate the Personnel Action for
Organizational Reassignment.
IV. The following info-types will be updated:

0000 Action

1 Additional Responsibility to look after
2 Acting charge
3 Additional / Dual Charge
4 Current Charge

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Human Resources Process: Organizational Reassignment
II
HR will check
Start to see if
position is
vacant
Vacancy
Dept Head will

request a transfer
Yes
III
Personnel
Action will
be initiated
No
IV
Various
Infotypes will be
updated
Process Ends

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4.2.7 Ex-Pakistan Leave
Employees may get leave for various reasons, such as:
HR Department may receive a request from the concerned department regarding the Ex-
Pakistan leave of an employee. The following business process for Ex-Pakistan is suggested for
FESCO after consultation with the core team members.
I. Department Head will request to give Ex-Pakistan Leave.

II. On receiving a request for Ex-Pakistan leave, HR user will maintain the Ex-
Pakistan leave.
III. HR user will initiate the Personnel Action.

0000 Action
2001 Leave

1 Higher Studies
2 Personal Visit
3 Hajj
4 Umrah
5 Medical Treatment

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Human Resources Process: Ex-Pakistan Leave
II
HR User
maintain the
Start Ex-Pakistan
leave
Yes
III
Personnel
Action will
be initiated
I
Dept Head give
approval for an
Employee for Ex-
Pakistan Leave
IV
Various
Infotypes will be
updated
Process Ends

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4.2.8 Transfer/Posting
Employees may get posted to other positions for various reasons, such as:
 An employee has reached maximum years of service at the current location.

 An employee wishes to work at another location
 An employee may be posted to another location if the result of inquiry has been
negative.
HR Department may receive a request from the concerned department regarding the transfer of
an employee from one position to another. The following business process for Transfer/Posting
is suggested for FESCO after consultation with the core team members.
I. Department Head will request a transfer posting through share point.

II. On receiving a request for posting, HR user will check to confirm that there is a
vacant position. If there is no vacancy, then HR will follow process mentioned in
III. HR user will initiate the Personnel Action for Transfer /Posting.

0000 Action

1 Interest of FESCO/Company
2 Administrative grounds
3 Own Request of employee
4 Attachment basis

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Human Resources Process: Transfer Posting
Concerned Dept./
Human Resources
Sharepoint
Start
I
Dept. Head or
individual will
request a Posting
for employee
through
Sharepoint
SRS Reference: 1.1

II
Personnel
Action will
be initiated
III
Various
Infotypes will be
updated
Process Ends

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4.2.9 Deputation Out
Employees may request to go on Deputation for a certain period of time for gaining more
experience from another industry or Company within or outside Pakistan.
The following business process for Deputation Out is suggested for FESCO.
I. HR will receive business case for Deputation from head of concerned department or
Employee.
II. HR user will run the Deputation In and update info-type 0000 by entering the
employee’s new position.
III. The following Info-types will be updated:

0000 Action

1 On the request of the employee
On the demand of other
2
Department/organization
3 GEPCO
4 HESCO
5 SEPCO
6 IESCO
7 LESCO
8 MEPCO
9 PESCO
10 QESCO
11 TESCO
12 GENCOs
13 NTDC

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On the demand of other
2
Department/organization
3 GEPCO
4 HESCO
5 SEPCO
6 IESCO
7 LESCO
8 MEPCO
9 PESCO
10 QESCO
11 TESCO
12 GENCOs
13 NTDC
14 Abroad

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Human Resources Process: Deputation Out
II HR Will review
prerequisites and
send
Start recommendation
to APPROVING
AUTHORITY
III
Approval by
APPROVING
AUTHORITY
I
APPROVING
AUTHORITY will
recommend employee
for deputation
Yes
Personnel
IV Action will
be initiated
V
Various
Infotypes will be
updated
Process Ends

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4.2.10 Deputation In
The request for adjustment of employee in FESCO on deputation received from concerned
department along with terms & condition of deputation. The employee comes on deputation in
FESCO hiring process will apply in the system as employee with the employee group as deputation.

The following business process for Deputation is suggested for FESCO.
I. HR will receive information on resuming duties after deputation from head of

concerned department.
II. HR department will analyse the information and send to APPROVING

AUTHORITY for approval.
III. Approval by APPROVING AUTHORITY

IV. HR user will run the Deputation in Action and update info-type 0000 by entering the
employee’s new position.
V. The following Info-types will be updated:

0000 Action

2 On the demand of FESCO
3 GEPCO
4 HESCO
5 SEPCO
6 IESCO
7 LESCO
8 MEPCO
9 PESCO
10 QESCO
11 TESCO
12 GENCOs
13 NTDC

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Human Resources Process: Deputation In

II HR Will review
prerequisites and
send
recommendation
Start to APPROVING
AUTHORITY
I
APPROVING
III
AUTHORITY will
recommend Approval by
Deputation In APPROVING
AUTHORITY
Yes
IV
Personnel
Action will
be initiated
V
Various
Infotypes will be
updated
Process Ends

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4.2.11 Contract Regularization
Contractual employees are hired for a specific length of time. On recommendation from the
Head of department and approval from concerned authorities the contract can be regularized.
The process carried out to regularize an employee is discussed here.
If FESCO offers to regularize the contract and the employee accepts, the following business
process is suggested for FESCO.
I. HR checks for employees original contract terms

II. HR user contacts head of concerned department for feedback
III. Head of concerned department provides feedback to HR user
IV. HR department receives feedback
V. HR sends contract regularization request to APPROVING AUTHORITY/ in
accordance to reporting channel of employee
VI. APPROVING AUTHORITY reviews and approves request for contract renewal
VII. Action updated
VIII. Following info-types are maintained in contract renewal action
IX. New contract letter sent to employee

0000 Action
0007 Planned working time

1 Service length completed

Business Blueprint
Human Resources Process: Contract Regularization

Approving Authority Human Resources Concerned Department
Start
I
HR user checks
which employees
are completing
contract
II
HR user Contacts
Dept. Head for
feedback
IV III
Dept. Head
Feedback received
provides feedback
from Dept. Head
to HR user
VI APPROVING
V
AUTHORITY HR user sends
receives request for request to
approval of Contract APPROVING
Regularization AUTHORITY
according to
employee
reporting channel
for approval
VII
Action
Updated
VIII
Infotypes in
action are
maintained
IX
New Contract
Letter sent to
concerned
employee
Process Ends

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4.2.12 Exit from Company
Employees leave a company for various reasons. The causes can be voluntary, such as,
resignation, or involuntary, such as following reasons.
For termination or resignation, certain processes have to be initially carried out which fall outside
the scope of SAP. For example, in case of resignation HR interviews the employee to determine
the cause of resignation, and in case of termination, HR investigates to see if termination is
justified. Once these procedures have been completed, HR will initiate the Exit from Company
Process making use of personnel action.
The following business process for Leaving is suggested for FESCO.
I. HR department/Head of concerned department will receive employee resignation.

In case resignation is received by later. The concerned department sends
resignation to HR department.
II. HR council’s employee to learn grievances/reason for resignation

III. HR sends resignation to concerned department head
IV. Concerned department head approves resignation
V. HR receives approved resignation from head of concerned department and sends it
for APPROVING AUTHORITY approval
VI. APPROVING AUTHORITY receives resignation for approval

VII. HR department receives approved resignation from APPROVING AUTHORITY,
determines notification period and sends clearance certificate to employee during
notification period
VIII. HR receives signed off clearance certificate from employee

IX. HR user initiates personnel action
X. Various info-types are updated

0000 Action
0003 Payroll Status

Business Blueprint
2006 Leave Title
0040 Object on loans (Belongings)

1 Resignation
2 Dismissal
3 Removal
4 Compulsory Retirement
5 Retirement
6 Death
7 Absorption in Other Department
8 Permanently Disabled
9 On Medical Ground
10 Out of Company Transfer

Business Blueprint
Human Resources Process: Exit from Company
Approving Authority HR Dept Concerned Dept
I
Head of department
Start
receives resignation
I HR receives
resignation from
employee/concerned
head of Department
II IV
HR councils employee
to learn employee Head of department
grievances/reason receives resignation for
approval
HR sends resignation
to head of concerned
department for
approval
III
VI
HR receives approved
APPROVING resignation from head
AUTHORITY of department and
receives sends it to
resignation for APPROVING
approval V AUTHORITY for
approval
HR receives approved VII

resignation, determines
notification period and
sends clearance
certificate to employee
during notification period
VIII
HR receives signed off

clearance certificate from
employee
IX
HR user initiates
Personnel Action
Various infotypes
X
maintained
XI Process Ends

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4.2.12 Absorption from other DISCO's
Employees permanently transfer in FESCO.
HR Department may receive a request from the concerned department regarding the transfer in
of an employee from position. The following business process for Transfer in is suggested for
FESCO after consultation with the core team members.
I. Department Head will request a post.

II. On receiving a request for Transfer in, HR user will check to confirm that there is
a vacant position. If there is no vacancy, then HR will follow process mentioned in
III. If there is a vacant position, HR user will initiate the Personnel Action for
Absorption from other DISCO's

0000 Action

1 Inter Company Transfer
2 GEPCO
3 HESCO
4 SEPCO
5 IESCO
6 LESCO
7 MEPCO
8 PESCO
9 QESCO
10 TESCO
11 GENCOs
12 NTDC
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Human Resources Process: Absorption from other DISCO's
II
HR will check
to see if
Start position is
vacant
Vacancy
I
Dept Head or
individual will
request To
Transfer IN
Yes
III
Personnel
Action will
be initiated
No
IV
Various
Infotypes will be
updated
Process Ends

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4.2.2 Penalties and Disciplinary Action Procedures
4.2.B Requirement Analysis
In FESCO, Penalties are an integral part of personnel administration. Penalties are charged
against employees who are found involved in corruption & other embezzlements. Penalties are
divided into major & minor categories according to nature of offense. Following are
requirements of FESCO regarding Penalties:
 Proper data maintenance of penalties in employee profile

 Recording of Penalties cases in SAP according to nature of offence
 Proper tracking & updating of disciplinary cases in SAP system according to action taken
by competent authority.
 Reporting purpose for no. of disciplinary cases reported in each category for higher
management & competent authorities
The process will start when a disciplinary case is reported & presented for hearing before
competent authorities. The employee’s case will be updated with each hearing & final decision /
outcome of competent authority.
 A disciplinary case is reported

 The case is investigated by the disciplinary committee.
 If employee is really found guilty, the case is scheduled for hearing by competent
authorities
 The competent authority listens to the entire case, examines proofs & reasoning by both
sides & summons its final decision
If employee is found guilty, its proper penalty record shall be maintained in SAP.
 Penalties are charged against employees as a result of Disciplinary actions.
 There are two main kinds of penalties & further divided into subtypes
according to severity & level of offence which are as following:
Sr.# Penalties Subtypes

1 Minor Penalties
2 Major Penalties

Business Blueprint
List of penalties subtype:
Sr.# Penalties Subtypes List

Censure
Withholding of increment
1 Minor Penalties
Withholding of Promotion
Recovery
Reduction to lower time scale
Reduction to lower post
2 Major Penalties Compulsory retirement from service
Removal from service
Dismissal from service

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4.3 Integration
4.3.1 Recruitment
It will allow easy transfer of applicant data from Recruitment to Personnel Administration once
an applicant is hired. If an internal applicant (employee) applies for a job, it will also enable
transfer of data from personnel administration to recruitment.
4.3.2 Organizational Structure
While running the hiring action in Personnel Administration, new employees will automatically
get incorporated into FESCO’s Organizational Chart in SAP.
4.4 Value Additions
 Personnel Administration will offer numerous reports with which all relevant data
will be accessed in order to efficiently manage FESCO’s Employee Master Data.
Examples of such reports are Date Monitoring and data of employees joining and
leaving.
 Personnel Administration will relieve FESCO’s HR user from many of the daily
routine activities which are time consuming. Basic personnel procedures such as
hiring, organizational reassignments, and leaving of employees will be easily
managed through Personnel Actions. Personnel Actions will allow FESCO’s HR
users to maintain employee data in various info-types which will be sequentially
displayed during data entry.
 Whenever any employee data at FESCO will be updated, the use of Info-types in
personnel administration will allow storage of both old and new data. The old data
will be automatically delimited. This way the historical data will not be lost and will
always be available for evaluation.

Business Blueprint
4.5 RICEF
4.5.1 Reports
Following are some of the reports available in SAP Personnel Administration.

1 EEs Entered and Left S_PH9_46000223
2 Family Members S_PH9_46000222
3 Flexible Employee Data S_AHR_61016362
4 Employee List S_AHR_61016369
5 Date Monitoring S_PH0_48000450
6 Birthday List S_PH9_46000221
7 Employee List S_AHR_61016369
8 HR Master Data Sheet S_AHR_61016360
9 Time Spent in Each Pay Scale Area/Type/Group/Level S_AHR_61016356
10 Headcount Changes S_L9C_94000095
11 Flexible Employee Data S_AHR_61016362
12 Ad hoc Query S_PHO_48000510
4.5.2 Interface

N/A N/A
4.5.3 Conversion

N/A N/A
4.5.4 Enhancement

1 Office Order Number – Info-type To be Developed
2 Medical Reimbursement – Info-type To be Developed
3 Funeral Charges / Marriage Grand – Info-type To be Developed
4 Service Book – Info-type To be Developed

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4 Certificate Issuance – Info-type To be Developed
5 Penalties – Info-type To be Developed

1 Penalties - Report To be Developed
2 Retirement & Seniority - Report To be Developed

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5 Time Management
The Personnel Time Management component offers support in performing all human resources
processes involving recording, evaluation and absence data of employees. Integration with
Payroll of Personnel Time Management enables determination of the gross wage.

Time Management allows capturing of employee’s work schedule, Leave accrual and entitlement.
There is a clear picture of Employee’s Leave balance, employee’s overtime.
Time Management has user-oriented interfaces that support centralized and decentralized entry
and administration of time and labor data. Data is processed centrally by administrators in the
HR Department or else in individual departments by the designated Time Administrators such as
supervisors and superiors.
The Time Management component is closely integrated to the organizational structure of an

organization. Hence it is essential that certain employee master data infotypes be maintained.
One of the most important infotypes is Org Assignment (0001), which contains data on the
org units to which the employee is assigned within the enterprise structure (personnel area,
employee subgroup, and so on). The leave rules are defined at this level.
SAP HCM Time Management will be used to implement business processes concerning the
Maintenance of employee work schedules, recording of attendance / absences and
deviations from the work schedule, maintenance of leave quotas and processing of recorded
times and deviations for Payroll purposes.
SAP Time Management is integrated with Personnel Administration and Payroll, for
processing of time related payments for each employee. Data is restricted through
authorizations in order to prevent unauthorized changes. Depending on how the master data
is organized and depending on how the access should be controlled, authorization profiles
can be created. These authorization profiles are attached to the users depending on the
access level.

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For Time Management the scope of implementation at FESCO includes:
 Attendance / Leaves
 Leave title
 Integration to payroll accounting
As per management decision, negative time management will be applicable for FESCO
employees.
FESCO will use info-types of Absence Entitlements/Title (Info-type 2006), Absence deductions
(Info-type 2001 Leaves), Attendance (info-type 2002) and Time events (info-type 2011),
Overtime Payment in Payroll for the relevant employees in the organization. Through Personnel
Time Management the HR user will:
 Manage leave and illness times

 Plan workforce requirements
 Overtime or CPL (Compensatory leave) will be entered manually through upload
program or employee master data maintenance.
5.1.1 Info-Types:
An Info-type is a collection of logically related data fields for maintenance of employee data in
SAP HR Module. Info-types have four digits. FESCO will use the following range of info-types
for Time Management:
Info Type Range Info Type Category

2000 To 2999 Time Management
The following Info-types are relevant to Time Management:

0007 Planned Working Time Working Days and Timings
0050 Time Recording information Time recording information
2001 Leaves Leave
2002 Attendance Attendance
2006 Leave Title/Quota Leave entitlements
2010 Employee Remuneration Over Time
2011 Time events Time events

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5.1.2 Leaves-Types:
Some Info-types can be divided into various categories using subtypes. The following subtypes
will be used for leaves at FESCO:
Info type 2001 Subtypes

Earned Leave
Casual Leave
Leave Preparatory to Retirement (LPR)
Recreation Leave
Hajj Leave
Special Leave
Leave Maternity leave
Disability Leave
Extra Ordinary Leave (LWP)
Ex-Pakistan Leave
Study Abroad/within Pakistan Leave
Medical Leave
Half Pay Leave
5.1.3 Calendar:
5.1.3.1 Holiday Calendar
Holiday calendar for all FESCO personnel areas are same.

The public holiday calendar will play a central role in the scheduling process. It will be used to
generate monthly work schedules of FESCO employees. There are two categories of Holidays
that will be defined, fixed holidays and movable holidays.
Fixed holidays
These holidays have fixed dates in the calendar. Examples of fixed holidays are:
Description Date
Kashmir Day 5th February
Pakistan Day 23rd March
Labor Day 1st May
Independence Day 14th August
Quaid-e-Azam’s Birthday 25th December
Movable Holidays for Muslims

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These holidays are dependent on lunar cycle. These holidays will be defined in SAP but without
specific dates. The dates will be entered every year once they are confirmed. Examples of
moveable holidays are:
Description Date
Eid-ul-Fitr 1st Day Floating
Eid-ul-Fitr 2nd Day Floating
Eid-ul-Fitr 3rd Day Floating
Eid-ul-Azha 1st Day Floating
Eid-ul-Azha 2nd Day Floating
Eid-ul-Azha 3rd Day Floating
Eid Milad-un-Nabi Floating
9th Moharram Floating
10th Moharram (Ashura) Floating
Unplanned holiday will be catered at the time of announcement.
5.1.4 Overtime
In FESCO overtime is applicable to employees who work in excess of their planned working
time and overtime amount paid to employee’s (overtime rate * no of hours) on the basis of
following overtime calculation practice.
 All the Overtime types for FESCO employees through SAP HR Payroll will be
maintained in Employee Remuneration Information Info type (2010)
 Overtime hours will be entered manually Fast Entry or employee master data
maintenance into the system due to the differential for overtime rules
Formula:
Normal:
Overtime rate = Basic Pay
----------------------------- / (8 * Hours Worked)
Calendar days
Conditions:
Maximum Basic Pay = Rs. 18,000/- (For non-gazetted officials)
Admissible to officials = BPS-1 to 15.
Off Days:
Overtime rate = Basic Pay
----------------------------- * (No. Of Claim Days)
Calendar days

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The attendance of FESCO employees is manually marked in attendance register. Later on ad-hoc
basis, time administrator (user) can mark employee attendance manually in the system.
5.2.3 Attendance Recording
FESCO users will utilize SAP-HCM for Time Management. Following are the requirements:
 Integration of Time Machines installed by a 3rd Party vendor with SAP.

 Work schedules to be generated in SAP.
 Leave title to be defined for employees in SAP according to FESCO’s policies.
 Employee leave to be granted and adjusted against the allowed leave title.
 Scheduling to be managed for employees working in shifts.
 Forced time out entry will be made for the employees whom time out will be
missing.
 Availability of various reports in order to get up to date and comprehensive
information relevant to Time Management.
SAP transaction codes for this process: PA61-Maintain Time Data,

PA71-Fast Entry of Time Data
The following business process for Attendance Recording is suggested for FESCO after
I. The attendance data of the employees will be uploaded or direct transfer from time
machine to SAP Time Management System using time machine interface.
II. The attendance data of the employees will be maintain online form (If time
machine is not installed for specific location) and data will be saved in to SAP
Time Management System.
III. Data consistency will be checked by HR / Admin department using time reports.
IV. In case of inconsistent time pairs, the HR department will manually maintain the
employee attendance data in the system by using transaction code PA 61.

Business Blueprint
Human Resources PROCESS: Attendance Recording

Time Machine Online Form Human Resources
Time Machine
Start
II
Online Form III
Call in Attendance
info type
IV
Enter attendance
data
Attendance
Recorded
Process Ends

Business Blueprint
5.2.4 Leave Processing
FESCO allows its employees to avail several categories of leaves. Each type of leave either has a
maximum accrual per year or fixed number of days. In SAP, various types of leaves for FESCO
will be configured and leave title will be generated based on predefined policies.
Leave Leave Type

Conditions Allowance Deducted
Type Description
2001 Earned leave Balance deducted from Earned leave, 1. Conveyance Allowance
4 days per month and yearly 48 days 2. Head Quarter
(Accumulated). Allowance
3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2002 Casual Leave Balance deducted from Casual No Deduction
Leave.
25 days annual (Accumulated).
2003 Leave Preparatory to Balance deducted from Earned leave Only granted when
Retirement (LPR) and maximum 365 days will allow. employee is retiring.
1. Conveyance Allowance
2. Head Quarter
Allowance
3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2004 Recreation Leave CL Balance Deducted from Casual leave No Deduction
(leave availed 15 days but balance
deducted only 10 days). Allow only
once in a calendar year.
2005 Hajj Leave Hajj leaves for 45 days. Balance 1. Conveyance Allowance
deducted from earned leave. 2. Head Quarter
Allowance
3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2006 Special Leave Granted to female this leave shall 1. Conveyance Allowance
not be debited to her leave account 2. Head Quarter
and not exceeding 130 days. Allowance
On death of her husband 3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2007 Maternity leave On full pay for a period which may 1. Conveyance Allowance
extend up to the end of 90 days and 2. Head Quarter
Business Blueprint
Leave Leave Type
Type Description
not be debited to leave account. Allowance
Leave not be granted for more than 3. PMU Allowance
three times in the entire service. 4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2008 Disability Leave Disability Leave may be granted 1. Conveyance Allowance
outside the leave account, up to a 2. Head Quarter
maximum of 720 days on such Allowance
medical advice. The leave salary 3. PMU Allowance
during disability leave shall be equal 4. Risk Allowance
to full pay for the first 180 days and 5. ERP Allowance
on half pay for the remaining period. 6. Shift Allowance
2009 Extra Ordinary Leave Balance not deducted Full Salary Deduction
(Leave Without Pay)
2010 Leave not due Leave sanctioned on future earned 1. Conveyance Allowance
basis. Allow 365 days in the entire 2. Head Quarter
period of service, subject to the Allowance
condition that serving the first five 3. PMU Allowance
years of service; it shall not exceed 4. Risk Allowance
90 days in all. 5. ERP Allowance
6. Shift Allowance
2011 Ex-Pakistan Leave Balance deducted from Earned leave, 1. Conveyance Allowance
120 days full pay and remaining will 2. Head Quarter
half pay. Allowance
3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2012 Study Leave Study Leaves (Max up to 2 years, For 1. Conveyance Allowance
Abroad/within M.Phil, PhD 4 and half years) 2. Head Quarter
Pakistan deducted from Earned leave Allowance
3. PMU Allowance
FCPS allow maximum period for 3 4. Risk Allowance
years and balance deducted from 5. ERP Allowance
Earned leave 6. Shift Allowance
2013 Medical Leave Balance deducted from earned leave 1. Conveyance Allowance
up to 30 days 2. Head Quarter
Allowance
3. PMU Allowance
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance
2014 Earned leave on Half Balance deducted from Earned leave, 1. Conveyance Allowance
Pay 120 days. 2. Head Quarter
4 entitled each month if earned leave Allowance
not availed 3. PMU Allowance
Business Blueprint
Leave Leave Type
Type Description
4. Risk Allowance
5. ERP Allowance
6. Shift Allowance

Business Blueprint
SAP transaction code for this process: PA30 - Maintain HR Master Data
Employee’s leave is approved through manual leaves application, the following business process
is suggested for FESCO in consultation with the core team members.
I. Employee’s Leave request is approved through online (SharePoint) application
II. Employee’s Leave request is approved through manual (If network issue)
III. Employee’s leave record will be entered in SAP by the user. To check the leave record
for an employee, info-type 2001 (Leave) can be accessed using transaction code PA30.
Human Resources PROCESS: Leave Processing
Share Point Human Resources
Start
SRS Reference: 1.9

I
Leave Approved
from Share Point II
Leave Request is
processed manually
III
Employee s leave
record is created
in SAP
Process Ends

Business Blueprint
5.2.5 Shifts & Work Schedules
SAP transaction code for this process: PT01
Employee work schedules at FESCO are based on the following shifts and general duty.
Weekly
Employee Shift Working Weekly Off Weekly
Working Timing
Group Category Day Days Hours
Days
General 0800 to
Mon to Fri 5 Sat & Sun 40
Shift 1600
After 3 week
0600 to
Morning Mon to Sun 7 ,4th week will 56
1400
be off
All
After 3 week
1400 to
Evening Mon to Sun 7 ,4th week will 56
2200
be off
After 3 week
2200 to
Night Mon to Sun 7 ,4th week will 56
0600
be off

Business Blueprint
5.2.6 Shift Planning
At FESCO, employees work in various shifts. These shifts will be configured in SAP using the
shift planning component to reflect the correct time schedules of such employees. Consequently,
the system will be able to correctly identify any absences.
SAP transaction code for this process: PP61-Change Shift Plan
In order to schedule shifts for employees, the following business process is suggested for
FESCO after consultation with the core team members:
I. User will initiate Transaction code PP61.
II. User will select the current plan version.
III. User will select the organizational unit.
IV. User will select the ID of the shift plan.
V. The Time Period will be selected for the shift plan.
VI. The employees will be selected that will be included in the shift plan.

Business Blueprint
Human Resources PROCESS: Shift Planning
Start
I
User will initiate
Transaction code
PP61
II
User will select
current plan
version
III
User will select
the organizational
unit
IV
User will select
the shift plan
User will enter the

time period
VI
User will select

the employees
Process Ends

Business Blueprint
5.3 Integration
Payroll
Integration between Payroll and Time Management enables determination of gross wage.
5.4 Value Additions
 Time Management in HCM module will offer various reports with which all relevant
data will be accessed in order to efficiently manage FESCO’s Time Management
process.
 Shift planning component will allow HR users to easily assign work schedules of
employees that do not work regular shifts.
 Integration between FESCO’s time machines and SAP will allow easy maintenance
and record keeping of employee attendance data.
 Title defined in SAP will prevent employees from taking unauthorized leaves.

Business Blueprint
5.5 RICEF
5.5.1 Reports

1 Absence Quota PT_QTA10
2 Generate quota leave PT_QTA00
3 Quota overview PT50
4 Attendance/Absence data overview PT64
5 Attendance/Absence data overview Graphic PT65
6 Attendance Register To be Developed
5.5.2 Interface

1 Leave / Salary deduction Program To be Developed
5.5.3 Conversion

1 Overtime Upload To be Developed
5.5.4 Enhancement

N/A N/A

N/A N/A

Business Blueprint
6 Payroll
This component enables the running of the payroll for all employees in line with business
requirements. This module component integrates with other SAP HCM module such as
Personnel Administration and Personnel Time Management. It has interface to financial
accounting and controlling for posting the payroll results to respective GL accounts.
The SAP payroll calculates all payments and deduction for an employee. SAP payroll offer a
number of standard reports used in payroll, leave and advance payments.
SAP payroll supports retroactive accounting. This function automatically recalculates payroll in
the event of changes to master data and time data in periods for which payroll has already been
completed.

Payroll demands the highest degree of accuracy and flexibility possible. Reliability, flexibility and
quality performance are trademarks of SAP HCM payroll.
SAP HCM payroll system provides and effective and reliable payroll solution. Lock mechanism
ensures that data relevant to payroll run will not be changed during the run and at the same time
they Allowance us to enter and edit data relevant for future runs. With SAP HCM Payroll’s
comprehensive security and check mechanisms, one can and confident of accurate results every
time. One will quickly and efficiently correct errors in master data or time data. The system
automatically organizes and includes retroactive accounting changes. Integrated security
mechanisms prevent the SAP system from inadvertently remunerating for gross payroll, net
payroll and final payroll for all aspect of international payroll.
6.C Payroll Integrations

The main purpose of this module is to administer payments and statutory deductions, loans,
advances; third party deductions etc. in terms of various wage elements and define taxability on
various wage elements to achieve ultimate net pay.
To determine the wages and salaries and to prepare various types of payroll results & various
statutory forms

Business Blueprint
6.D Retroactive Accounting
In payroll programs, it often occurs that you have to run payroll functions for periods in the
past, which have already had payroll calculated. In this case, special wage types must be created
to process the differences.
An employee at your company receives a basic pay raise in payroll period 02 that is backdated to
the middle of period 01. This means that the amount in period 01 must be recalculated in a
retroactive accounting run. In addition, another employee receives another basic pay raise in
payroll period 03 that is backdated to payroll period 01. This increase in basic pay comes into
force in the first payroll period as well as at a later date in the payroll period.

Business Blueprint
The Payroll component in HCM will be used to calculate the remuneration for work done for
each FESCO employee. However, Payroll does not just involve the calculation of remuneration.
It also encompasses various other processes.
After implementation at FESCO the payroll system will generate an exact, up to date payroll run.
This payroll run can be easily corrected if overtime payments or increases in wages/salaries are
to be taken into account.
The Following Payroll Master Data for employees will be maintained:
6.1.1 Payroll Area:
Payroll areas will be setup during customizing. This will allow grouping together of employees
for whom payroll is run at the same time. Payroll areas will also be used to set the dates for the
payroll period.
The following Payroll Areas have been suggested for FESCO:
Payroll Areas Payroll Area Text

Z1 FESCO Monthly PR
Z2 FESCO DW/PT PR
Z3 FESCO Non-Payroll
Based on organizational assignment criteria, all of the employees who are accounted
simultaneously in the payroll will be assigned to the same payroll area. Personnel numbers will be
assigned to payroll areas in the Organizational Assignment info-type (0001). FESCO follows
payroll cycle based on calendar months.
6.1.2 Pay Scale Structure:
The pay scale structure covers regional, industry specific, financial and time related aspects. It
takes into account the payroll differences between the various categories of employees. An
employee will get assigned to a pay scale structure when the basic pay info-type (0008) will be
maintained.
The following four components of Pay Scale Structure will be configured in SAP for FESCO.
 Pay Scale Type:

This represents the pay scale regulations or collective agreement according to which FESCO
employees will be paid. The following Pay Scale Type has been suggested for FESCO:
Pay Scale Type Pay Scale Type Text

99 FESCO Employee

Business Blueprint
 Pay Scale Area:
This component usually refers to the geographical location to which a pay scale or collective
agreement applies. Based on FESCO’s requirements, the following pay scale areas have been
suggested:
Pay Scale Area Pay Scale Area Text

M Officers (17-20)
NM Official (1-16)
W Daily Wages/PT
S Sports (1-20)
T Teaching (1-20)
 Pay Scale Group & Level:
Pay scale group and level is different for FESCO as per pay structure of the FESCO
employees.
6.1.3 Payroll Period:
A Payroll Period will be the date interval for which the employee is compensated in a Payroll
run. The Payroll Period for FESCO will be consisting of 28/29/30/31 days as Payroll will be run
on monthly basis. Monthly payroll cut-off date will be end of date of every month.
6.1.4 Posting Date:
The Accounting components determine the posting period that is posted to, from the posting
date. The Posting Date for FESCO will be consisting 8th of the next month.
6.1.5 Info Types:
Info type is an integration data base between Personnel Administration, Payroll and Time
Management. Standardized data retention enables the user master data and other payroll relevant
data from Personnel Administration.
Info Types Info Types Text Description

Facilitates to lock personnel
number from payroll, can set
0003 Payroll Status
retroactive accounting dates,
Earliest master data change
Pay scale type, Pay scale area, Pay
0008 Basic Pay scale group, Pay scale level, All
salary component as Wage types
Recurring Payment / Payment / Deduction which tends
0014
Deductions to repeat for a period of time, Start

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Info Types Info Types Text Description
date and end date.
0015 Additional Payments One time Payments

Employee Remuneration One time payments related to
2010
Information Overtime
6.1.6 Wage Types:
Wage types are the key element in the Payroll System. Wage types will be used to assign
payments and deductions and to control the payroll program. Payments will include basic pay as
well as special payments like overtime, awards, or recurring payments. Deductions will include
both voluntary and involuntary elements such as Income Tax deductions and Loan repayments,
etc. Characteristics are used to distinguish the individual wage types.
 Primary Wage Types:
Each wage type will be a four digit numeric key. The wage types representing all of FESCO’s
Payroll Payments and Deductions will be called Primary Wage Types. FESCO will use the
following ranges of Wage Types for different Payroll Payments and Deductions.
Description All employees
Standard Payments Info type 8 0001-0999
Common Payments Info Type 14 1000-1999
Common Deductions Info Type 14 2000-2999
Other Payment Info Type 15 3000-3999
Other Deductions Info Type 15 4000-4999

Business Blueprint
 Secondary Wage Types:
Some Wage Types will automatically be created by SAP during the actual Payroll run for
accumulation of several Primary wage types like employee Gross Pay and Net Bank Transfer
etc. These will be called the Secondary Wage Types
Some of the Examples of Secondary wage types are:
Wage Types Description
/550 Statutory net

/551 Retro calculation difference
/552 Difference prev. Period
/553 Recalc.diff.to last payroll.
/559 Payment
/560 Amount to be paid
/561 Claim
/562 Amount of balance paid
/563 Claim from prev. period
/565 Carry-over for next period.
/566 Carry-over from prev. period.

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6.1.7 Standard/Fixed Salary – Info type 0008:
All the Standard/Fixed monthly payments to FESCO employees will be maintained in Basic
Salary Info type (0008)
Permissibility Permissibility
Wage Allowance Amount Mode of
for Personnel for Employee Taxable
Type Name Fix/Variable Processing
Subarea subgroup
FESCO
Open
0001 Basic Pay FESCO Employees from Pay roll Yes
(as per BPS) Employees BPS-01 to 20
When the basic pay of
an employee extents
up to a maximum level FESCO
0002 Personal FESCO
of relevant pay scale in Employees from Pay roll Yes
Pay Employees
pay chart. The next BPS-01 to 20
increments will be paid
as Personal pay.
Special Pay / Special Allowance will
0003 Allowance be admissible @ Rs.
10,000/- all officers
BPS-17 & Above
subject to the FESCO
FESCO
condition that they Employees from Payroll Yes
Employees
possess prescribed BPS-17 to 20
qualification for
induction in respective
cadre as per relevant
Service Rules.
Adhoc Relief ARA 2016 @ 10%
0004 2016 shall stand frozen at
the level of its
admissibility as on 30-
06-2017
It shall be also FESCO
FESCO
admissible to the new Employees from Payroll Yes
Employees
entrance @ 10% of BPS-01 to 20
minimum of relevant
RBPS-2016stand
frozen at the level of
its admissibility as on
30-06-2017
Adhoc Relief It shall be admible @ FESCO
0005 2017 FESCO
10% on the running Employees from Pay roll Yes
Employees
basic pay. BPS-01 to 20

Business Blueprint
Subarea subgroup
a. 45% of Initial Basic
0006 House Rent Pay of RBPS-2008 in
Faisalabad & Sargodha
b.30% of Initial Basis
Pay of BPS-2008 in FESCO
other cities. FESCO Employees
Payroll Yes
c. The officers residing Employees from BPS-01 to
in FESCO / WAPDA 20
accommodation are
not entitled for grant
of House Rent
Allowance
BPS-01 to 10 Rs.1785
0007 FESCO
Conveyance BPS-11 to 15 Rs. 2856 FESCO
Employees from Payroll Yes
Allowance BPS 16 & above Rs. Employees
BPS-01 to 20
5000
Working at HQ (HQ
FESCO, CFO Office,
PMU Office, P&D
Office, RTC & Civil FESCO
FESCO
0008 HQ Allowance Works Division No. Employees from Payroll Yes
Employees
01) @ 20% of basic BPS-01 to 20
pay subject to
maximum limit of Rs.
6,000/-
Un-skilled @ Rs.558/-
Salary Daily Semi-Skilled @ FESCO Only Daily
0009 Payroll
Wage Staff Rs.581/- Employees Wages
Skilled @ Rs.634/-

Business Blueprint
6.1.8 Recurring Payments – Info type 0014:
Wage Allowance Mode of
Amount Fix/Variable for Personnel for Employee Taxable
Type Name Processing
Subarea subgroup
Qualification Rates of Qualification
1001 Pay pay are as under:
SAS / PFA @ Rs.
1200/- per month
ICMA / ICWA (Part-3)
@ Rs. 1200/- per
month
ICAM / ICWA /CIMA
FESCO
/ ACCA @ Rs. 3150/-
Employees
per month FESCO
from BPS-16 to Payroll Yes
Chartered Accountant Employees
20
@ Rs. 3450/- per
month
Staff College / NMC
/NDC @ Rs. 3000/-
per month
NIPA Advance / SMC
@ Rs. 100/- per month
Mid carrier / MMC @
Rs. 750/- per month
ERP Allowance @ Rs.
3,000/- (BPS-16 &
Above) will be
admissible to the
officers who Job related
FESCO
with ERP System 17 &
ERP FESCO Employees
Above subject to the Pay roll Yes
1002 Allowance Employees from BPS-01 to
condition that they
20
possess prescribed
qualification for
induction in respective
cadre as per relevant
Service Rules.
Sr. Post Allowance will

be admissible to the
officers working at the FESCO
Sr. Post FESCO
1003 post of Grade-20 & Employees Payroll Yes
Allowance Employees
Above from BPS-20
BPS-20 @ Rs. 1250/-
BPS-21 @ Rs. 1350/-

Business Blueprint
Subarea subgroup
Sr. Post Allowance will
be admissible to the FESCO
Appointment FESCO
1004 officers working at the Employees Payroll Yes
Allowance Employees
post of Grade-20 @ Rs. from BPS-20
10,000/-
Orderly Allowance
FESCO
Orderly admissible to the officer FESCO
1005 Employees Payroll Yes
Allowance holding the BPS-20 @ Employees
from BPS-20
Rs. 14000/- per month
Transport Subsidy
Allowance will be
admissible to the officer
holding the post BPS-20 FESCO
Transports FESCO
1006 @ Rs. 16,000/- and Employees Payroll Yes
Subsidy Employees
Officer holding the post from BPS-20
of G.M / CEO @ Rs.
25,000/- in lieu of
option-1 Car
Entrainment Allowance
FESCO
allowed to the officers
Entrainment FESCO Employees
1007 BPS-19 &20 Payroll Yes
Allowance Employees from BPS-19 to
BPS-19 @ Rs. 500
20
BPS-20 @ Rs. 600
PMU BPS-17 @ Rs. 2000/- FESCO FESCO
1008 BPS-18 @ Rs. 2500/- Employees Payroll Yes
Allowance Employees
BPS-19
BPS-17 @ @ Rs.
Rs. 4000/-
2000/- fromFESCO
BPS-17 to
P&D BPS-18 @ Rs. 2500/- FESCO 20
Employees
1009 Payroll Yes
Allowance BPS-19 @ Rs. 4000/- Employees from BPS-17 to
BPS-20 @ Rs. 5000/- 20
10% of Frozen Level of
drawn pay on 30-06-
2015 FESCO
DCC and It shall be also FESCO Employees
1010 Payroll Yes
Allowance admissible to the new Employees from BPS-17 to
entrance @ 10% of 20
minimum of relevant
RBPS-2011

Business Blueprint
Subarea subgroup
25% of Frozen Level of
drawn pay on 30-06-
2015 FESCO
CPC and It shall be also FESCO Employees
1011 Payroll Yes
Allowance admissible to the new Employees from BPS-17 to
entrance @ 25% of 20
minimum of relevant
RBPS-2011
FESCO
20% of basic pay subject
Instruction FESCO Employees
1012 to maximum limit of Payroll Yes
Rs. 3,000/-
20
FESCO
Medical FESCO Employees
1013 Rs. 1500/- Payroll Yes
16
FESCO
Wapda Rs .10000 Officer FESCO Employees
1014 Payroll Yes
Allowance Rs.200 to Official Employees from BPS-01 to
16 & 17 to 20
FESCO
Rs.75000 working as a FESCO
1015 C. F. O All. Employees Payroll Yes
CFO Employees
from BPS- 20
FESCO
FESCO
1016 Shift All Employees Payroll Yes
Employees
from BPS-
FESCO
FESCO Employees
1017 Integ. All Rs .450 Payroll Yes
Employees from BPS- 01
to 04
FESCO
Senior Post FESCO
1018 Open + Rs. 1250/- Employees only Payroll Yes
Allowance Employees
BPS-20
FESCO
Other FESCO
1019 Employees only Payroll Yes
Allowance Employees
BPS-01 to 20

Business Blueprint
6.1.9 Recurring Deductions – Info type 0014:
Subarea subgroup
Deduction was made FESCO
Group Life Employees
2001 as per schedule issued BPS-01 to 20 Payroll
Insurance
by Director Insurance
Employee Employees
Provident Fund
by Director Fund
Deduction Rs.20/- FESCO
from BPS-1 to 04 Employees
2003 Union Fund BPS-01 to 16 Payroll
& Deduction Rs.50/-
from BPS-05 to 16
Wapda Welfare Employees
Fund
by Director Fund
Employee Deduction Rs.20/- FESCO
Medical from BPS-16 to 20 Employees
2005 BPS-01 to 20 Payroll
Benevolent & Deduction Rs.10/-
Fund from BPS-01 to 15
According to Tax able FESCO
2006 Income Tax Employees BPS-01 to 21 Payroll
Income
Advance taken as per instalment Employees
against EPF mentioned in one's
advance letter.
FESCO
Residential Deduction of 5% of Employees
accommodation Basic Pay
Deduction Rs.15/- FESCO
from BPS-1 to 18 Employees
2009 Water Charges BPS-01 to 20 Payroll
& Deduction Rs.20/-
from BPS-19 to 20
FESCO
Pensionary Deduction in case of
2010 Employees BPS-17 to 20 Payroll
contribution contractual officer
5% of B.S Of FESCO
2011 House Rent Employees BPS 01 TO 20 Payroll
Employee
Other FESCO
2012 Employees BPS 01 TO 20 Payroll
Deduction
GP Fund FESCO
2013 Employees BPS 01 TO 20 Payroll
Deduction
Business Blueprint
6.1.10 Additional Payments / Deductions – Info type 0015:
All the Additional Payments / Deductions for FESCO employees through SAP HR Payroll will
be maintained in Additional Payments/Deductions Info type (0015)
Wage Permissibility for

Allowance Permissibility for Mode of
Type Amount Employee Taxable
Name Personnel Subarea Processing
# subgroup
3001 T A bills FESCO Employees

FESCO Employees Payroll
from BPS-01 to 20
Miscellaneous FESCO Employees
3002 FESCO Employees Payroll YES
Payment from BPS-01 to 20
Miscellaneous FESCO Employees
3003 FESCO Employees Payroll
Deduction from BPS-01 to 20
Leave Calculating FESCO Employees
3004 on Final FESCO Employees Payroll YES
Encashment from BPS-01 to 20
Settlement
Calculating
FESCO Employees
3005 Gratuity on Final FESCO Employees Payroll YES
from BPS-01 to 20
settlement
Calculating
3006 FESCO Employees
Pension on Final FESCO Employees Payroll YES
from BPS-01 to 20
settlement
Note: All types of allowance/benefits/deduction which are based on

position/department/qualification will be based on approval. System will provide the required
information whether the employee does fulfill the requirements for certain allowance or not and
the HR user will enter the allowance in the system for processing.

Business Blueprint
6.1.11 Loans Types
Amount
Loan Type
Loan Types / Permissibility Max Limit
Text
Variable
Purchase of FESCO Permanent
Z100 Open
House Employees BPS 01 to 20
Z200 Open
Plot Employees BPS 01 to 20
FESCO Permanent
Z300 Purchase of Car Open
Employees BPS 01 to 20
Z400 Open
Motorcycle Employees BPS 01 to 20
House FESCO Permanent
Z500 Open
Construction Employees BPS 01 to 20
FESCO Permanent
Z600 EPF Advance Open
Employees BPS 01 to 20
6.1.12 Loan Wage Type
Wage Permissibility for Permissibility for

Mode of
Type Allowance Name Personnel Employee
Processing
# Subarea subgroup
Loan Installment FESCO FESCO Employees
Payroll
Y1RP Purchase of House Employees from BPS-01 to 20
Y2RP Payroll
Purchase of Plot Employees from BPS-01 to 20
Y3RP Payroll
Purchase of Car Employees from BPS-01 to 20
Y4RP Payroll
Purchase M cycle Employees from BPS-01 to 20
Y5RP Payroll
House Construction Employees from BPS-01 to 20
Installment of EPF FESCO FESCO Employees
Y6RP Payroll
Advance Employees from BPS-01 to 20

Business Blueprint
FESCO users will utilize SAP-HCM for Payroll Processing. Following are the requirements:
 Calculation of remuneration for each employee (as per employee categories

mentioned in SAP HCM Personnel Administration blue print document) on
FESCO’s payroll.
 Separate payroll areas will be setup for FESCO Office
 Configuration in SAP of all elements will be carried out that relate to Employee’s
Pay such as Basic Salary, House Rent Allowance, and Medical Allowance and other
allowances and deduction.
 Integration with FI/CO to allow posting of Payroll data to accounting for financial
reporting and cost accounting purposes.
 Setting up of Final Settlement Processes.
 Relevant reports availability in order to get up to date and comprehensive
information relevant to Payroll.
6.2.1 Payroll Processing
The Payroll program is run at a specific point in time, not only to calculate an employee’s basic
remuneration but also to process any special payments or bonuses.
Payroll for FESCO will be run on monthly basis. The following business process for Payroll is
suggested for FESCO after consultation with the core team members.

Business Blueprint
SAP transaction codes for this process: PC00_M99_CALC_SIMU,

PC00_M99_PA03_RELEA,
PC00_M99_CALC,
PC00_M99_PA03_CHECK,
PC00_M99_PA03_CORR,
PC00_M99_PA03_END
I. The first step in Payroll processing is simulation. The transaction code for this
process is PC00_M99_CALC_SIMU. Simulation will be run for each payroll area
to confirm that no errors will be encountered when the actual payroll is run.
II. If errors are found during payroll simulation, Master Data will be maintained to
remove the errors.
III. To run the actual Payroll process, transaction code, PC00_M99_PA03_RELEA,

will release the Payroll Area for processing. When releasing the Payroll Run, the
relevant Payroll Area will be selected. One or several Payroll Areas can be
released simultaneously. The system will increase the period number in the
Payroll Control Record of the respective Payroll Area by one. The master and
time data for the personnel numbers belonging to this Payroll Area cannot be
changed for Payroll past or present. Changes affecting the future will still be
possible.
IV. Transaction code, PC00_M99_CALC (start payroll) will run payroll in live mode.
The system will determine the current Payroll Period from the Payroll Control
Record and perform Payroll using the values that were entered in the Payroll
program.
V. PC00_M99_PA03_CHECK will be used to check payroll results. If errors are

found during payroll processing they will be displayed.
VI. Transaction code PC00_M99_PA03_CORR, will be used to make corrections to

master or time data for personnel numbers which contain errors, and which the
Payroll program could not process. During the Payroll run, the system will flag
the Payroll Correction field in the Payroll Status Info-type (0003) for all rejected
personnel numbers. These personnel numbers are grouped together in a list
under Match code W (Payroll Correction Run). In a Payroll correction run, that is a
Payroll run with Match code W; Payroll will only run for the corrected personnel
numbers. After corrections, Payroll will be released again. Payroll Period will not
change this time.
VII. Payroll will be run again only for the personnel numbers that were previously
rejected.

Business Blueprint
VIII. Transaction code PC00_M99_PA03_END will be used to exit Payroll when the
Payroll Process has run successfully for all personnel numbers in the selected
Payroll Area.
Human Resources PROCESS: Payroll Processing
Payroll Department Finance
Start
I Payroll Posted to
Finance
Simulate Payroll
Run
II
Maintain End Process

Yes Errors
Master Data
No
III
Release
Payroll
IV
Start Payroll
Check Results
Data updated
without error Yes
No
VII VI
VIII
Maintain
Corrections
Master Data Exit Payroll

Business Blueprint
6.2.2 Loan and Advances
Various types of loans and advances are made available by the employer will be called Loan types
and store as subtype of Loan info type 0045. Employees can avail these loans if they meet certain
requirements. Once the loan is granted, Loan amount will be paid through Finance or monthly
payroll processing. A process has to be followed for the recovery of the loan will be made
through monthly payroll processing. The process for granting and recovery of the loan is
discussed here.
Info type 0045 – Loan is used to enter all the loan data. This info type contains information on
basic data, condition, payments and re-payments. The following Loan type will use in FESCO.
After the employee’s loan request is reviewed and approved through online (Share point), the
following business process is suggested for FESCO after consultation with the core team
members:
I. Admin will notify the approved loan amount of employees to the Finance
Department.
II. Finance Department will issue a cheque for the loan amount to the employee or
Loan Amount will have to be paid through monthly payroll.
III. After approval on online loan schedule automatically created in SAP HCM
system. Or Admin User will initiate Transaction code PA30. After entering
employee’s personnel number, the user will access Info-type 0045 (Loans).
IV. A new record will be created in Info-type 0045 and the approved amount and
number of instalments will be entered. This will trigger the process of recovery of
loan from the employee’s monthly pay check.

Business Blueprint
Human Resources PROCESS: Loan Processing
Share Point Admin Directorate Finance
Start
SRS Reference: 1.11
I
Loan Request
Approve on Online HR user will initiate
infotype 45
HR user will enter

II the amount of the
loan and the
number of
installments for
Repayment
IV
III
Finance will issue a check

Admin will notify Finance
to the employee
Process Ends

Business Blueprint
6.2.3 Off-Cycle Payroll
This process will be used to complete processing of employee Off-cycle payments. The Off-
Cycle payroll will be used for payments including Final Settlement payment, claim voucher or
other one-time payments.
I. Approved payments for Off Cycle execution will be sent to the Payroll department.
II. HR administrator will enter the approved amount in relevant heads.
III. Off cycle payroll will be executed by the payroll department in specific conditions e.g.
Final Settlement, Grants, Bonuses etc.
Off-Cycle payroll simulation will be executed along with the parameters e.g. reason,
payment date etc.
IV. If there are no error in the simulation, Live Off-Cycle payroll run will be executed with
the same parameters.
V. Off-Cycle payroll results will be posted to finance after successful execution through
standard posting to finance program.

Business Blueprint
6.3 Integration
Finance/CO
Integration between Payroll and FI/CO enables posting of Payroll results to Accounting, all
posting information from the payroll results is selected, summarized, formatted, and posted to
the Accounting components.
Time Management
Integration with Time Management will Allowance determination of overtime hours the
employee has worked and its impact on Gross Pay
6.4 Value Additions

 The Payroll module will offer numerous reports with which all relevant data will be
accessed in order to efficiently manage FESCO’s Payroll process.
 Before execution of live payroll, there is possibility to run payroll on simulation.
 Before posting the payroll document, there is possibility to run payroll posting on
simulation.
 Income Tax determination will be customized according to Pakistan’s tax laws

Business Blueprint
6.5 RICEF
6.5.1 Reports

1 Wage Reporter PC00_M99_CWTR
2 Display Payroll Results PC_PAYRESULTS
3 Loan Report S_AHR_61016210
4 Salary Sheet To be Developed
5 Income Tax Report (Upload format for FBR) To be Developed
6.5.2 Interface

N/A N/A
6.5.3 Conversion

1 Increment Upload To be Developed
6.5.4 Enhancement

1 Income Tax Program To be Developed
2 Provident Fund - Infotype To be Developed

1 Salary Slip - Officer To be Developed
2 Pay Slip To be Developed
3 Pay bill Register To be Developed
4 Deduction Statement To be Developed
5 Department wise Cost Variance Report To be Developed
6 Bank Advice To be Developed
Business Blueprint
7 Provident Fund Register To be Developed
8 Annual Tax Deduction Certificate To be Developed
7 Posting to Accounting (Finance)

7.1 Process Description
Payroll results contain information that has relevance for financial accounting purposes. The
process to transfer this data from HCM to accounting after payroll run every month is discussed
here.
7.2 Process Overview
SAP transaction code for this process: PC00_M99_CIPE
The function in SAP “Posting to accounting” is an interface between the Human Resources and
Accounting systems. After payroll is run every month, the cost has to be booked in the relevant
accounts in financial accounting. This process will create a posting document that will be
transferred to Financial Accounting (FI), and the information will get posted to a document in
the FI module. The following business process for posting is suggested for FESCO after
I. Transaction code, PC00_M99_CIPE, will create a posting run. Initially the

posting run will be created in simulation mode to confirm that there are no
errors. General Ledger accounts will not get posted to, in simulation.
II. All errors displayed in the simulation document will to be rectified.
III. The posting document will be released.
IV. Transaction code, PC00_M99_CIPE, will be run again to create a live posting
run. The accompanying posting documents will have the "Posted" status. If
unsuccessful: The posting run will have the "Not posted" status.
V. The user will check the completeness of the Run. In case the Run is not
complete, the user will reverse the Run and repeat the whole process.
VI. The General Ledger accounts in Financial Accounting and Cost Centres in
controlling modules will be updated.

Business Blueprint
7.3 Process Chart
Human Resources PROCESS: Posting to Accounting
Start
I
Create posting
run with
simulation
documents
II
Check
Errors are
payroll user Yes
displayed
operation
No
III
Release
Posting
Document
IV
Perform
Posting Run
V
Reverse the
Errors are run and
Yes
displayed remove
errors
No
VI
GL Accounts
updated

Business Blueprint
8 Final Settlement
8.A Requirement Analysis
In FESCO, Employee needs to be clear his/her dues at the time of leaving/retirement, for the
calculations of the pending dues and adjustments a process is required for the Final settlement of
the employee as per policy.
8.1 Process Description
The process will be used to calculate and pay the Final dues i.e. last salary, Leave encashment,
Commutation, monthly pension and any other dues or recovery of employees after clearance in
the organization at the time of Leaving as per policy.
8.2 Process Overview
I. The process starts after the HR administration initiation of the Acceptance of the
Resignation, Termination, Retirement or Contract expiry information etc.
II. The relevant HR administrator execute Leaving Action (The detailed process explained in
the Personnel Administration Business Blue Print)
III. Clearance will be done by the administration department outside the system.
IV. Off-Cycle payroll run will be executed to calculate the final payments as per the policy; the
final settlement program will be executed with the payroll driver and update relevant info
types.
V. Details final settlement sheet will be fetched in the form of report/form.
VI. Posting to finance program will post the result to the relevant GL accounts and the
payments will be made through the Finance.
VII. In preparation of Final Settlement, following items are considered:
 Leave Encashment Notification issued by HR

 Salary of last month to be paid to employee
 GP Funds details from Wapda House, Lahore for retiring employee
 Gratuity is paid as 35 % of gross pension to retiring employee at time of
retirement
 Monthly drawing pension is paid as 65 % of gross pension to retiring
employee as his / her monthly pension amount.

Business Blueprint
Final Settlement for Employees on lump sum contract:
 Gratuity is equal to 70 % of one month pay for all completed years of service
is payable to the employees on lump sum contract. If an employee on lump
sum contract has served for less than 6 months, he shall not be eligible for
gratuity.
 If an employee has served for more than 6 month will be eligible for gratuity.
 For contractual employees, leave payout is also considered along with last
month salary to be paid to employee.
There are four kinds of retirement as following:

1. Compulsory retirement, superannuation
2. Premature retirement (On disciplinary or miscellaneous grounds)
3. Family pension (Death during service)
4. Invalid Retirement (Retirement on basis of disability during service / medical
grounds)
 There is a chart of commuted rates for calculation of pension on basis of number of
purchased years. Restoration year for an employee is determined by adding retirement
date to commuted rate.
Pension is calculated by following formula:
Basic Pay * 70 % * (Qualified Service / 30) = Gross amount to be paid to employee as
pension
 Gross amount of pension to be paid to employee is divided into two portions i.e.
Gratuity Portion (25 % for family pension & 35 % for all other types) & Monthly
Drawing Pension (75 % for family pension & 65 % for all other types)
 Gratuity Portion (35 %):
 The gratuity portion to be paid to retired employee is further extracted by below
formula:
Gross gratuity portion amount * Commuted Rate * 12
 Monthly Drawing Pension (65 %):
 Monthly drawing portion is paid to retiring employee by following formula:
Gross monthly drawing pension amount * 15 % (w.e.f 01.07.2011) * 7.5 % (w.e.f.
01.07.2015) * 10 % (w.e.f. 01.07.2016) * 10 % ( w.e.f. 01.07.2017)

Business Blueprint
Leave Encashment:
In FESCO, employee is paid leave encashment at time of retirement, maximum encashment paid
to an employee is of 365 days. If he has earned leaves less than 365 days, then he / she shall be
eligible for number of earned leaves.
Formula:
(Basic Pay + Personal Pay + Qualification pay + Special pay + Senior post allowance) = Gross
Gross Pay
------------------------ * (365 or Less)
Calendar days

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8.2 Integration
This process is integrated with FI.
8.3 RICEF
8.3.1 Reports

1 Wage Reporter PC00_M99_CWTR
2 Display Payroll Results PC_PAYRESULTS
3 Wages G/L assignment report PC00_M99_DKON
8.3.2 Interface

N/A N/A
8.3.3 Conversion

N/A N/A
8.3.4 Enhancement

1 Full & Final Settlement –Infotype To be Developed

1 Full & Final Settlement - Form To be Developed

Business Blueprint
9 Annexure
9.2 FESCO Organization Structure
Sr.# Main Office Divisions Sub Divisions Sections Grid Stations

Costing / Pricing
Section-FD
Budget Planning
Section-FD
Loan Management
Section-FD
System
implementation & Post
Audit Secti
Administration
Section-FD
Banking Section-FD
Imprest Section-FD
Pension & Funds
Section-FD
Finance
Directorate Establishment & Pre -
Audit-FD
Inter Office
Transactions
Reconciliation
FESCO Head
1 Administration Assets Management
Office
Section-FD
Accounts
Consolidation Section-
FD
Receivables &
Payables Section-FD
Tax Cell-FD
Cash Office-FD
General Cost Poll-FD

Marketing
Department-CEO
Human Resource
Department-CEO
Chief Executive Planning &
Office Development (P & D)-
CEO
Customer Services
Department
(Commercial

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Transportations
Department-CEO
Safety Department-
CEO
Distribution Control
Centre-CEO
Judicial Magistrate
Directorate-CEO
Legal Department-
CEO
Surveillance
Department-CEO
Vigilance Department-
CEO
Public Relation
Department-CEO
Property Management
Cell-CEO
Sports Department-
CEO
Security Department-
CEO
General Cost Poll-
CEO
Chief Engineer
Operation-CEO
Manager Material
Manager Material Management
Management Director Material
Disposal FESCO
MIS FSD
MIS Faisalabad MIS Jhang
MIS Sargodha
Manager Manager Internal
Chief Internal Auditor
Internal Audit Audit
RTC FSD
Regional Regional
CTC Jhang
Training Center Training Center
CTC Sargodha
Manager project
financing
Project Chief Engineer
2 PMU Manager procurement
Management Development
Manager PS&C

Business Blueprint
ERP-Directorate, CE
(DEV)
XEN Const Division
Sargodha
SDO Const Div
Sargodha
Construction
SDO Const Div
Division
Khoshab
Sargodha
SDO Const Div
Mianwali
ELR 4 Const Div
Sargodha
Manager Project Manager Project
Construction Construction
XEN Const Division
FSD
SDO 1 Const. Div FSD
SDO 2 Const. Div FSD

Construction
PD Construction Division SDO 3 Const. Div FSD
Faisalabad
ELR 1 FSD (Const.
Div FSD)
ELR 2 FSD (Const.
Div FSD)
SDO (Const. Div
Chiniot)
XEN Const Division
Jhang
SDO Const Div Jhang
SDO Const Div TT

Construction
Division Jhang SDO Const Div Athara
Hazari
SDO Const Div
Bhakkar
ELR 3 Const Div
Jhang
GSC Directorate
XEN T&G Division
PD GSC GSC Directorate SDO GSC 1
SDO GSC 2
SDO TLC

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SDO T&I
SDO Civil
(Construction) Sub
Division
XEN Civil Works-I
FSD
SDO Civil Sub div
Civil Works 1 XEN Civil Works Head Quarter
Faisalabad 1 Faisalabad SDO Civil Sub div 2nd
Circle FSD
SDO Civil Sub div
Sargodha Circle
XEN Civil Works-II
Civil Works 2 XEN Civil Works
Faisalabad 2 Faisalabad
SDO Civil Works GSO
P&I FSD
P&I Sub Div 1 FSD

Protection &
P&I Faisalabad Instrument P&ISub Div 2 FSD
Faisalabad
P&I Sub Div Sargodha
P&I Sub Div Mianwali
XEN SS&T No.1
GSO Circle Office
132KV BANDALA
132KV CHAK
3 GSO Circle
JHUMRA
132KV CHAK
103/R.B
132KV GARAH
SS&T 1 XEN SS&T 1 FATEH SHAH
Faisalabad Faisalabad 132KV
SDO SS&T JARANWALA
Nishatabad 132KV
KHURRIANWALA
132KV KHANUANA
132KV
LUNDIANWALA
132KV
NISHATABAD NEW
132KV SCARP
COLONY

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132KV SATIANA
132KV SMALL
INDUSTRIAL
132KV
TANDLIANWALA
132KV VAC
132KV SPS
C-TYPE STORE
NISHATABAD
132KV BARANA
132KV BHOWANA
132KV CHINIOT
INDUSTRIAL
132KV KHEWA
132KV KAMAL PUR

SDO SS&T Chiniot
132KV LALIAN
132KV M-3
INDUSTRIAL
ESTATE
132KV MILLAT
ROAD
132KV CHENAB
NAGAR
66KV SHAMMAS
MILLS
SDO SS&T 1 FSD
Maintenance Divi
132KV GRID
Resident Engineer STATION OTP
132KV Grid Stat Old
Th 66KV GRID
STATION OTP
Resident Engineer 132KV GRID
132KV Grid Stat STATION AGRI:
Agriculture UNIVERSITY
Resident Engineer 132KV GRID
132KV Grid Stat STATION CHINIOT
Chiniot ROAD
XEN SS&T No. 2
132KV Grid Station
SS&T 2 XEN SS&T 2
Jhang Road
Faisalabad Faisalabad SS&TJaranwala Road Faisalabad
Sub Div
132KV Grid Station
Factory Area

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Faisalabad
132KV Grid Station

Narwala Road
Faisalabad
132KV Grid Station
Manjla Bagh
132KV Grid Station
Sammundri
132KV Grid Station
Thekriwala
132 KV Grid Station
Nia Lahore
132KV Grid Station
Jhang City
132KV Grid Station
Jhang -II
132KV Grid Station
H.B.Shah
132 KV Grid Station
SS&TJhang Sub Div
A.P. Sial
132 KV Grid Station
G.M.Raja
132 KV Grid Station
18-Hazari
66 KV Grid Station
Ashiana
132KV Grid Station
T.T.Singh
132KV Grid Station
Pir Mohal
132KV Grid Station
Shorkot Road
132KV Grid Station
SS&T.T Sing Sub Div
Kamalia
132KV Grid Station
Muridwala
132KV Grid Station
Shorkot City
132KV Grid Station
Mamun Kanjan
SDO SS&T 2 FSD
Maintenance Divi
Resident Engineer 132 KV Grid Station
SS&T Samundri Road Samundri Road
Resident Engineer 132 KV Grid Station
SS&T Gojra Gojra
XEN SS&T Sargodha
XEN SS&T
SS&T Sargodha
Sargodha 132 KV Grid Station
SS&T Sargodha 1
Jauharabad

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66 KV Grid Station
Adhi Kot
66 KV Grid Station
Nowshera
132 KV Grid Station
Shahpur
132 KV Grid Station
ABC Grout
132 KV Grid Station
Bhamb
132 KV Grid Station
Kudlathi
132 KV Grid Station
Sargodha City
132 KV Grid Station
Sargodha-II
SS&T Sargodha 2
132 KV Grid Station
Kirana
132 KV Grid Station
Chak NO.126 S.B
66 KV Grid Station
Jahania Shah
132 KV Grid Station
PAF Mushaf
132 KV Grid Station
S.P Noon
132 KV Grid Station
Bhalwal
132 KV Grid Station
SS&T Bhalwal
Bhera Industrial
66 KV Grid Station
Patha Kot
66 KV Grid Station
Bhabra
SDO SS&T SGD
Maintenance Divi
Resident Engineer
132 KV Grid Station
132KV Grid Stat
Quaidabad
Quaid
Resident Engineer
132 KV Grid Station
132KV Grid Station
Ludewala
Lud
Resident Engineer
132 KV Grid Station
132KV Grid Stat Head
Head Faqirian
F
XEN SS&T Mianwali
XEN SS&T 132 KV G/S
SS&T Mianwali
Mianwali SDO SS&T Mianwali MIANWALI
1 132 KV G/S RAKH
DAGRAN

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132 KV G/S FAZIL
66 KV G/S BHEL
66 KV G/S
MANKERA
66 KV G/S
HYERDERABAD
THAL
132 KV G/S NPP 1
132 KV G/S CNPP
132 KV G/S C2
132 KV C-3 & C-4

132 KV G/S
CHASHMA
132 KV G/S WAN
BHACHRAN
132 KV G/S
CHASHMA
132 KV G/S
KALABAUGH
SDO SS&T Mianwali 66 KV G/S
2 MARKERWAL
66 KV G/S TRUG
66 KV G/S
CHASHMA
132 KV G/S MLCF
OLD
132 KV G/S MLCF
NEW
SDO SS&T Mianwali
Maintenance Divi
Resident Engineer
132 KV G/S
132KV Grid Stat Daud
DAUDKHEL
KHEL
Resident Engineer
132KV Grid Station 132 KV G/S PIPLAN
Pi
132 KV G/S
Resident Engineer BHAKKAR
132KV Grid Station
Bh 66 KV G/S
BHAKKAR
Regional Store
Material Faisalabad
Regional Store
4 Management Faisalabad
Faisalabad
Stores Field Store - FSD

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Field Store -
Construction-FESCO
Field Store - Samundri
Field Store - Chiniot

Regional Store
Sargodha
Regional Store
Sargodha Field Store Bhalwal
Sargodha
Field Store Johar
Abad.
Regional Store Jhang
Regional Store
Jhang Field Store Bhakkar
Jhang
Field Store Toba Tek
Singh
Regional Store Regional Store
Mianwali
Mianwali Mianwali
Warehouse XEN (Store) Ware
Warehouse
Nishatabad House
Manager Technical
Services
M&T FSD 1
Manager M&T FSD 2

Repair & Metering &
5 Technical
Maintanence Testing
Services M&T Sargodha
M&T Mianwali
M&T Jhang
Transformer
Recalamation
6 Workshop TRW TRW
Workshop
(TRW)
Faisalabad 1 Faisalabad 1
Circle Office FSD 1
Circle Office Circle Office
Civil Line Civil Line Civil Line Revenue
Revenue Office Revenue Office Office
Civil Line Civil Line Division
Faisalabad Division Office Office
7
Circle 1 Faisalabad City Sub
Civil Line Division
Division Office Faisalabad City
FSD City SDO-CS
Sub Division
FSD City SDO-MRS

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FSD City SDO-MS
FSD City SDO-DRS

Faisalabad Civil Line
Sub Division
FSD Civi Lines SDO-
CS
Faisalabad Civil
FSD Civi Lines SDO-
Line Sub
MRS
Division
FSD Civi Lines SDO-
MS
FSD Civi Lines SDO-
DRS
Islampura Civil Line
Sub Division
Islam Pura SDO-CS
Islampura Civil
Line Sub Islam Pura SDO-MRS
Division
Islam Pura SDO-MS
Islam Pura SDO-DRS

Tariqabad Sub
Division
Tariq Abad SDO-CS
Tariqabad Sub
Tariq Abad SDO-MRS
Division
Tariq Abad SDO-MS
Tariq Abad SDO-DRS

Sargodha Road Sub
Division
Sargodha Road SDO-
CS
Sargodha Road Sargodha Road SDO-
Sub Division MRS
Sargodha Road SDO-
MS
Sargodha Road SDO-
DRS
Hajiabad Sub Division
Hajiabad Sub
Haji Abad SDO-CS
Division
Haji Abad SDO-MRS

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Haji Abad SDO-MS
Haji Abad SDO-DRS

Milat Road Sub
Division
Millat Road SDO-CS
Milat Road Sub Millat Road SDO-
Division MRS
Millat Road SDO-MS
Millat Road SDO-DRS

Muslim Town Sub
Division
Muslim Town SDO-
CS
Muslim Town Muslim Town SDO-
Sub Division MRS
Muslim Town SDO-
MS
Muslim Town SDO-
DRS
Abdullah Pur Abdullah Pur Abdullah Pur Revenue
Abdullah Pur Abdullah Pur Division
Division Office Office
Madina Town Sub
Division Office
Madina Town SDO-
CS
Madina Town
Madina Town SDO-
Sub Division
MRS
Office
Madina Town SDO-
MS
Madina Town SDO-
Abdullah Pur DRS
Division Office Mansoorabad Sub
Division Office
Mansoor Abad SDO-
CS
Mansoorabad
Mansoor Abad SDO-
Sub Division
MRS
Office
Mansoor Abad SDO-
MS
Mansoor Abad SDO-
DRS
Gutwala Sub Gutwala Sub Division

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Gatwala SDO-CS
Gatwala SDO-MRS
Gatwala SDO-MS
Gatwala SDO-DRS
Manawala Sub
Division Office
Manawala SDO-CS
Manawala Sub
Manawala SDO-MRS
Division Office
Manawala SDO-MS
Manawala SDO-DRS
Jaranwala Road Sub
Division Office
Jaranwala Road SDO-
CS
Jaranwala Road
Jaranwala Road SDO-
Sub Division
MRS
Office
Jaranwala Road SDO-
MS
Jaranwala Road SDO-
DRS
Nemat Colony
S/Divn
Jaranwala Jaranwala Jaranwala Revenue
Jaranwala Jaranwala Division
Jaranwala City Sub
Division Office
City SDO Jaranwala-
CS
Jaranwala City
City SDO Jaranwala-
Sub Division
MRS
Office
Jaranwala City SDO Jaranwala-
Division Office MS
City SDO Jaranwala-
DRS
Lahore Road Sub
Division Office
Lahore Road Sub
Lahore Road SDO-CS
Division Office
Lahore Road SDO-
MRS

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Lahore Road SDO-MS

Lahore Road SDO-
DRS
Faisalabad Road Sub
Division Office
Faisalaba Road SDO-
CS
Faisalabad Road
Faisalaba Road SDO-
Sub Division
MRS
Office
Faisalaba Road SDO-
MS
Faisalaba Road SDO-
DRS
Satiana Sub Division
Office
Satiana SDO-CS
Satiana Sub
Satiana SDO-MRS
Division Office
Satiana SDO-MS
Satiana SDO-DRS
Khanuana Sub
Division Office
Khanuana SDO-CS
Khanuana Sub
Khanuana SDO-MRS
Division Office
Khanuana SDO-MS
Khanuana SDO-DRS
Sarwar Shaheed Sub
Division Office
Sarwar Shaheed SDO-
CS
Sarwar Shaheed
Sarwar Shaheed SDO-
Sub Division
MRS
Office
Sarwar Shaheed SDO-
MS
Sarwar Shaheed SDO-
DRS
Awagat S/Divn
Chiniot Chiniot Revenue Chiniot Revenue
Revenue office office Office
Chiniot Division Chiniot Division Chiniot Division
Office Office Office

Business Blueprint
Chiniot 1 Sub Division
Office
Chiniot I SDO-CS
Chiniot 1 Sub
Chiniot I SDO-MRS
Division Office
Chiniot I SDO-MS
Chiniot I SDO-DRS
Chiniot II Sub Division
Office
Chiniot II SDO-CS
Chiniot II Sub
Chiniot II SDO-MRS
Division Office
Chiniot II SDO-MS
Chiniot II SDO-DRS
Chiniot III Sub
Division Office
Chiniot III SDO-CS
Chiniot III Sub
Chiniot III SDO-MRS
Division Office
Chiniot III SDO-MS
Chiniot III SDO-DRS

Bhawana Sub Division
Office
Bhawana SDO-CS
Bhawana Sub
Bhawana SDO-MRS
Division Office
Bhawana SDO-MS
Bhawana SDO-DRS
Bukharian
Sub/Division
Bukharian SDO-CS
Bukharian Sub
Bukharian SDO-MRS
Division Office
Bukharian SDO-MS
Bukharian SDO-DRS

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Chak Jhumra Chak Jhumra Chak Jhumra Revenue
Chak Jhumra Chak Jhumra Division
Chak Jhumra I Sub
Division Office
Chak Jhumra I SDO-
CS
Chak Jhumra I
Chak Jhumra I SDO-
Sub Division
MRS
Office
Chak Jhumra I SDO-
MS
Chak Jhumra I SDO-
DRS
Chak Jhumra II Sub
Division Office
Chak Jhumra II SDO-
CS
Chak Jhumra II
Chak Jhumra II SDO-
Sub Division
MRS
Office
Chak Jhumra II SDO-
MS
Chak Jhumra Chak Jhumra II SDO-
Division Office DRS
Khurrianwala Sub
Division Office
Khurrianwala SDO-CS
Khurrianwala
Khurrianwala SDO-
Sub Division
MRS
Office
Khurrianwala SDO-
MS
Khurrianwala SDO-
DRS
Bandala Sub Division
Office
Bandala SDO-CS
Bandala Sub
Bandala SDO-MRS
Division Office
Bandala SDO-MS
Bandala SDO-DRS
Lalian Revenue Lalian Revenue
Lalian Revenue Office
Office Office
Lalian Division
Lalian Division
Lalian Division Office
Office Chanab Nagar Chanab Nagar Sub
Sub Division Division Office

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Office Chenab Nagar SDO-
CS
Chenab Nagar SDO-
MRS
Chenab Nagar SDO-
MS
Chenab Nagar SDO-
DRS
Lalian Urban Sub
Division Office
Lalian Urban SDO-CS
Lalian Urban Sub Lalian Urban SDO-
Division Office MRS
Lalian Urban SDO-MS
Lalian Urban SDO-
DRS
Lalian Rural Sub
Division Office
Lalian Roral SDO-CS
Lalian Rural Sub Lalian Roral SDO-
Division Office MRS
Lalian Roral SDO-MS
Lalian Roral SDO-
DRS
Shiekhpura
Road AM(CS)
RO
Shiekhpura
Road Divn
Faisalabad 2 Faisalabad 2 Faisalabad 2 Circle
Circle Office Circle Office Office
Nazimabad Nazimabad Nazimabad Revenue
Nazimabad Nazimabad Division
Nazimabad Sub
Division Office
Faisalabad
8 Nazim Abad SDO-CS
Circle 2
Nazimabad Nazimabad Sub Nazim Abad SDO-
Division Office Division Office MRS
Nazim Abad SDO-MS
Nazim Abad SDO-
DRS
Samanabad Sub Samanabad Sub
Division Office Division Office

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Saman Abad SDO-CS

Saman Abad SDO-
MRS
Saman Abad SDO-MS
Saman Abad SDO-
DRS
Factory Area Sub
Division Office
Factory Area SDO-CS
Factory Area Sub Factory Area SDO-
Division Office MRS
Factory Area SDO-MS
Factory Area SDO-
DRS
Bakkar Mandi Sub
Division Office
Bakkar Mandi SDO-
CS
Bakkar Mandi
Bakkar Mandi SDO-
Sub Division
MRS
Office
Bakkar Mandi SDO-
MS
Bakkar Mandi SDO-
DRS
Jhang Road Faisalabad
Sub Division
Jhang Road FSD SDO-
CS
Jhang Road
Jhang Road FSD SDO-
Faisalabad Sub
MRS
Division Offic
Jhang Road FSD SDO-
MS
Jhang Road FSD SDO-
DRS
Thekriwala Sub
Division Office
Thekri Wala SDO-CS
Thekriwala Sub Thekri Wala SDO-
Division Office MRS
Thekri Wala SDO-MS
Thekri Wala SDO-
DRS
Ghulam Ghulam
G.M Abad Revenue
Muhammad Muhammad
Office
Abad Revenue Abad Revenue

Business Blueprint
Office Office
Ghulam
Muhammad G.M Abad Division
Abad Division Office
Office
Ghulam Muhammad
Abad Sub Division
G.M Abad SDO-CS
Ghulam
Muhammad
G.M Abad SDO-MRS
Abad Sub
Division Office
G.M Abad SDO-MS
G.M Abad SDO-DRS

Faizabad Sub Division
Office
Faizabad SDO-CS
Faizabad Sub
Faizabad SDO-MRS
Division Office
Faizabad SDO-MS
Ghulam Faizabad SDO-DRS

Muhammad
Abad Division Gulberg Sub Division
Office Office
Gulberg SDO-CS
Gulberg Sub
Gulberg SDO-MRS
Division Office
Gulberg SDO-MS
Gulberg SDO-DRS
Raza Abad Sub
Division Office
Raza Abad SDO-CS
Raza Abad Sub
Raza Abad SDO-MRS
Division Office
Raza Abad SDO-MS
Raza Abad SDO-DRS

Narwala Sub Division
Narwala Sub Office
Division Office
Narwala SDO-CS

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Narwala SDO-MRS
Narwala SDO-MS
Narwala SDO-DRS
Sadar Bazar Sub
Division Office
Sadar Bazar Sub
Division Office-CS
Sadar Bazar Sub Sadar Bazar Sub
Div Office Division Office-MRS
Sadar Bazar Sub
Division Office-MS
Sadar Bazar Sub
Division Office-DRS
Rehmat Town Sub
Division Office
Rehmat Town Sub
Division Office-CS
Rehmat Town
Rehmat Town Sub
Sub Division
Division Office-MRS
Office
Rehmat Town Sub
Division Office-MS
Rehmat Town Sub
Division Office-DRS
Madina Abad S Div Of
Madina Abad Sub
Division Office-CS
Madina Abad
Madina Abad Sub
Sub Division
Division Office-MRS
Office
Madina Abad Sub
Division Office-MS
Madina Abad Sub
Division Office-DRS
Samundri Samundri Samundari Revenue
Samundri Samundari Division
Samundri City Sub
Division Office
Samundri City SDO-
Samundri CS
Division Office Samundri City
Samundri City SDO-
Sub Division
MRS
Office
Samundri City SDO-
MS
Samundri City SDO-
DRS

Business Blueprint
Samundri Rural Sub
Division Office
Samundri Rural SDO-
CS
Samundri Rural
Samundri Rural SDO-
Sub Division
MRS
Office
Samundri Rural SDO-
MS
Samundri Rural SDO-
DRS
Murid Wala Sub
Division Office
Murid Wala SDO-CS
Murid Wala Sub Murid Wala SDO-
Division Office MRS
Murid Wala SDO-MS
Murid Wala SDO-DRS

Gojra Road Sub
Division Office
Gojra Road SDO-CS
Gojra Road Sub
Gojra Road SDO-MRS
Division Office
Gojra Road SDO-MS
Gojra Road SDO-DRS

Peoples Colony Peoples Colony Peoples Colony
Revenue office Revenue office Revenue Office
Peoples Colony Peoples Colony
Peoples Colony Sub
Division Office
Peoples Colony SDO-
CS
Peoples Colony
Peoples Colony SDO-
Sub Division
MRS
Office
Peoples Colony Peoples Colony SDO-
Division Office MS
Peoples Colony SDO-
DRS
Samundri Road Sub
Division Office
Samundri Road
Samundri Road SDO-
Sub Division
CS
Office
Samundri Road SDO-
MRS

Business Blueprint
Samundri Road SDO-
MS
Samundri Road SDO-
DRS
Batala Colony Sub
Division Office
Batala Colony SDO-
CS
Batala Colony
Batala Colony SDO-
Sub Division
MRS
Office
Batala Colony SDO-
MS
Batala Colony SDO-
DRS
Alama Iqbal Colony
Sub Division Office
Allama Iqbal Colony
SDO-CS
Alama Iqbal
Allama Iqbal Colony
Colony Sub
SDO-MRS
Division Office
Allama Iqbal Colony
SDO-MS
Allama Iqbal Colony
SDO-DRS
Garden Colony Sub
Division Office
Garden Colony SDO-
CS
Garden Colony
Garden Colony SDO-
Sub Division
MRS
Office
Garden Colony SDO-
MS
Garden Colony SDO-
DRS
Dijkot Sub Division
Office
Dijkot SDO-CS
Dijkot Sub
Dijkot SDO-MRS
Division Office
Dijkot SDO-MS
Dijkot SDO-DRS
Kareem Town Sub
Division Office
Kareem Town
Kareem Town Sub
Sub Division
Division Office-CS
Office
Kareem Town Sub
Division Office-MRS

Business Blueprint
Kareem Town Sub
Division Office-MS
Kareem Town Sub
Division Office-DRS
Tandlian Wala Tandlian Wala Tandlian Wala
Revenue Office Revenue Office Revenue Office
Tandlian Wala Tandlian Wala
Rahmay Shah Sub
Division Office
Rehmay Shah SDO-CS
Rahmay Shah
Rehmay Shah SDO-
Sub Division
MRS
Office
Rehmay Shah SDO-
MS
Rehmay Shah SDO-
DRS
Tandianwala City Sub
Division Office
Tandianwala SDO-CS
Tandlian Wala
Tandianwala SDO-
Sub Division
MRS
Office
Tandianwala SDO-MS
Tandianwala SDO-
Tandlian Wala DRS
Division Office Tandianwala Rural
Sub Division Office
Tandianwala II SDO-
CS
Tandlian Wala II
Tandianwala II SDO-
Sub Division
MRS
Office
Tandianwala II SDO-
MS
Tandianwala II SDO-
DRS
Killianwala Sub
Division Office
Killianwala SDO-CS
Killianwala Sub
Killianwala SDO-MRS
Division Office
Killianwala SDO-MS
Killianwala SDO-DRS
Mamu Kanjan Mamu Kanjan Sub
Sub Division Division Office

Business Blueprint
Office
Mamukanjan SDO-CS
Mamukanjan SDO-
MRS
Mamukanjan SDO-MS
Mamukanjan SDO-
DRS
Tandilianwala-
II AM (CS) RO
Tandilianwala-
II Divn
Gulberg
AM(CS) RO
Gulberg Divn
Jhang Circle Jhang Circle
Jhang Circle Office
Office Office
Jhang I Revenue Jhang I Revenue Jhang I Revenue
Jhang I Division
Jhang I Division Office
Office
Jhang Rural Sub
Division Office
Jhang City SDO-CS
Jhang Rural Sub
Jhang City SDO-MRS
Division Office
Jhang City SDO-MS
Jhang City SDO-DRS

9 Jhang Circle
Khewa Sub Division
Jhang I Office
Division Office
Khewa SDO-CS
Khewa Sub
Khewa SDO-MRS
Division Office
Khewa SDO-MS
Khewa SDO-DRS
Civil Line S/Baho Sub
Division Office
Civil Line
Civil Line S/Baho
S/Baho Sub
SDO-CS
Division Office
Civil Line S/Baho
SDO-MRS

Business Blueprint
Civil Line S/Baho
SDO-MS
Civil Line S/Baho
SDO-DRS
Ashraf Shaheed Sub
Division Office
Ashraf Shaheed SDO-
CS
Ashraf Shaheed
Ashraf Shaheed SDO-
Sub Division
MRS
Office
Ashraf Shaheed SDO-
MS
Ashraf Shaheed SDO-
DRS
Maghiana Sub
Division Office
Meghiana SDO-CS
Maghiana Sub
Meghiana SDO-MRS
Division Office
Meghiana SDO-MS
Meghiana SDO-DRS
Satellite Town Sub
Division Office
Satellite Town SDO-
CS
Satellite Town
Satellite Town SDO-
Sub Division
MRS
Office
Satellite Town SDO-
MS
Satellite Town SDO-
DRS
Toba Taik
Toba Taik Singh T.T Singh Revenue
Singh Revenue
Revenue Office Office
Office
Toba Taik Singh T.T Singh Division
Toba Taik Singh City
Sub Division Office
T.T Sing City SDO-CS
Toba Taik Toba Taik Singh
T.T Sing City SDO-
Singh Division City Sub Division
MRS
Office Office
T.T Sing City SDO-
MS
T.T Sing City SDO-
DRS
Toba Taik Singh Toba Taik Singh Rural
Rural Sub Sub Division Offic

Business Blueprint
Division Offic T.T Sing Rural SDO-
CS
T.T Sing Rural SDO-
MRS
T.T Sing Rural SDO-
MS
T.T Sing Rural SDO-
DRS
Rajana Sub Division
Offic
Rajana SDO-CS
Rajana Sub
Rajana SDO-MRS
Division Offic
Rajana SDO-MS
Rajana SDO-DRS
Shorkot Cantt Sub
Division Office
Shorkot Cantt SDO-CS
Shorkot Cantt
Shorkot Cantt SDO-
Sub Division
MRS
Office
Shorkot Cantt SDO-
MS
Shorkot Cantt SDO-
DRS
Civil Line T.T
Singh S/Divn
Gojra Revenue Gojra Revenue Gojra City Revenue
Gojra Division
Gojra Division Office
Office
Gojra City Sub
Division Office
Gojra City SDO-CS
Gojra City Sub
Gojra City SDO-MRS
Division Office
Gojra City
Gojra City SDO-MS
Division Office
Gojra City SDO-DRS
Gojra Rural Sub
Division Office
Gojra Rural Sub
Gojra Rural SDO-CS
Division Office
Gojra Rural SDO-
MRS

Business Blueprint
Gojra Rural SDO-MS
Gojra Rural SDO-DRS

Samundri Road Sub
Division Office
Samundri Road SDO-
CS
Samundri Road
Samundri Road SDO-
Sub Division
MRS
Office
Samundri Road SDO-
MS
Samundri Road SDO-
DRS
Naya Lahore Sub
Division Office
Nia Lahore SDO-CS
Naya Lahore Sub
Nia Lahore SDO-MRS
Division Office
Nia Lahore SDO-MS
Nia Lahore SDO-DRS

Gojra Pensra Road Sub
Division Office
Gojra Pensra Road
SDO-CS
Gojra Pensra
Gojra Pensra Road
Road Sub
SDO-MRS
Division Office
Gojra Pensra Road
SDO-MS
Gojra Pensra Road
SDO-DRS
Toba Road Gojra
S/Divn
Jhang Road Gojra
S/Divn
Nia Lahore-2
S/Divn
Bhakkar Bhakkar Revenue Bhakkar Revenue
Revenue Office Office Office
Bhakkar Division Bhakkar Division
Office Office
Bhakkar City Sub
Bhakkar Division Office
Division Office Bhakkar City Sub
Bhakkar City SDO-CS
Division Office
Bhakkar City SDO-
MRS

Business Blueprint
Bhakkar City SDO-MS

Bhakkar City SDO-
DRS
Behal Road Bhakkar
Sub Division Office
Behal Road Bhakar
SDO-CS
Behal Road
Behal Road Bhakar
Bhakkar Sub
SDO-MRS
Division Office
Behal Road Bhakar
SDO-MS
Behal Road Bhakar
SDO-DRS
Darya Khan Urban Sub
Division Office
Darya Khan Urban
SDO-CS
Darya Khan
Darya Khan Urban
Urban Sub
SDO-MRS
Division Office
Darya Khan Urban
SDO-MS
Darya Khan Urban
SDO-DRS
Darya Khan Rural Sub
Division Office
Darya Khan Rural
SDO-CS
Darya Khan
Darya Khan Rural
Rural Sub
SDO-MRS
Division Office
Darya Khan Rural
SDO-MS
Darya Khan Rural
SDO-DRS
Kaloor kot Sub
Division Office
Kaloor Kot SDO-CS
Kaloor kot Sub
Kaloor Kot SDO-MRS
Division Office
Kaloor Kot SDO-MS
Kaloor Kot SDO-DRS

Jhang Road Bhakkar
Sub Division Office
Jhang Road
Jhang Road Bhakkar
Bhakkar Sub
SDO-CS
Division Office
Jhang Road Bhakkar
SDO-MRS

Business Blueprint
Jhang Road Bhakkar
SDO-MS
Jhang Road Bhakkar
SDO-DRS
Mankera Sub Division
Office
Office-CS
Mankera Sub Mankera Sub Division
Division Office Office-MRS
Office-MS
Office-DRS
Bhakkar Rural Sub
Division Office
Bhakkar Rural Sub
Division Office-CS
Bhakkar Rural
Bhakkar Rural Sub
Sub Division
Division Office-MRS
Office
Bhakkar Rural Sub
Division Office-MS
Bhakkar Rural Sub
Division Office-DRS
Bhakkar Rural
S/Divn
Sultan Bahu Sultan Bahu Sultan Bahu Revenue
Sultan bahu Sultan bahu Division
Shorkot Rural Sub
Division Office
Shorkot Rural SDO-
CS
Shorkot Rural
Shorkot Rural SDO-
Sub Division
MRS
Office
Shorkot Rural SDO-
MS
Sultan bahu Shorkot Rural SDO-
Division Office DRS
Jhang Civil Sub
Division Office
Jhang Civil SDO-CS
Jhang Civil Sub
Jhang Civil SDO-MRS
Division Office
Jhang Civil SDO-MS
Jhang Civil SDO-DRS

Business Blueprint
18 Hazari Jhang Sub
Division Office
18-Hazari Jhang SDO-
CS
18 Hazari Jhang
Sub Division
MRS
Office
MS
DRS
Garh Maharajah Sub
Division Office
Garh Mahraja SDO-CS
Garh Maharajah
Garh Mahraja SDO-
Sub Division
MRS
Office
Garh Mahraja SDO-
MS
Garh Mahraja SDO-
DRS
Shorkot City Sub
Division Office
Shorkot City SDO-CS
Shorkot City Sub Shorkot City SDO-
Division Office MRS
Shorkot City SDO-MS
Shorkot City SDO-
DRS
Ahmad Pur Sial Sub
Division Office
Ahmad Pur Sial SDO-
CS
Ahmad Pur Sial
Ahmad Pur Sial SDO-
Sub Division
MRS
Office
Ahmad Pur Sial SDO-
MS
Ahmad Pur Sial SDO-
DRS
Kamalia Kamalia Revenue Kamalia Revenue
Kamalia Division Kamalia Division
Office Office
Kamalia City Sub
Kamalia Division Office
Division Office Kamalia City Sub
Kamalia City SDO-CS
Division Office
Kamalia City SDO-
MRS

Business Blueprint
Kamalia City SDO-MS

Kamalia City SDO-
DRS
Kamalia Rural Sub
Division Office
Kamalia Rural SDO-
CS
Kamalia Rural
Kamalia Rural SDO-
Sub Division
MRS
Office
Kamalia Rural SDO-
MS
Kamalia Rural SDO-
DRS
Pir Mahal City Sub
Division Office
Pir Mahal City SDO-
CS
Pir Mahal City
Pir Mahal City SDO-
Sub Division
MRS
Office
Pir Mahal City SDO-
MS
Pir Mahal City SDO-
DRS
Pir Mahal Rural Sub
Division Office
Pir Mahal Rural SDO-
CS
Pir Mahal Rural
Sub Division
MRS
Office
MS
DRS
Kamalia 3rd
S/Divn
Jhang II Jhang II Revenue Jhang II Revenue
Jhang II Division Jhang II Division
Office Office
Jhang Sadar Sub
Division Office
Jhang Sadar SDO-CS
Jhang II
Division Office Jhang Sadar Sub Jhang Sadar SDO-
Division Office MRS
Jhang Sadar SDO-MS
Jhang Sadar SDO-DRS

Business Blueprint
Shah Jewana Sub
Division Office
Shah Jewana Sub
Disvision-CS
Shah Jewana Sub Shah Jewana Sub
Division Office Disvision-MRS
Shah Jewana Sub
Disvision-MS
Shah Jewana Sub
Disvision-DRS
Akrianwala Sub
Division Office
Akrianwala SDO-CS
Akrianwala Sub
Akrianwala SDO-MRS
Division Office
Akrianwala SDO-MS
Akrianwala SDO-DRS
Jhang City Sub
Division Office
Jhang City SDO-CS
Jhang City Sub
Jhang City SDO-MRS
Division Office
Jhang City SDO-MS
Jhang City SDO-DRS

Sargodha Road Sub
Division Office
Sargodha Road SDO-
CS
Sargodha Road
Sargodha Road SDO-
Sub Division
MRS
Office
Sargodha Road SDO-
MS
Sargodha Road SDO-
DRS
18-Hazari Sub Divn
Office Jhang II
18-Hazari Sub Div
SDO-CS Jhang II
18-Hazari Sub 18-Hazari Sub Div
Division SDO-MRS Jhang II
18-Hazari Sub Div
SDO-MS Jhang II
18-Hazari Sub Div
SDO-DRS Jhang II

Business Blueprint
Darya Khan Darya Khan Darya Khan Revenue
Darya Khan Darya Khan Division
Division Office
Division Office-CS
Darya Khan
Urban Sub
Division Office-MRS
Division Office
Division Office-MS
Division Office-DRS
Division Office
Division Office-CS
Darya Khan
Rural Sub
Division Office-MRS
Division Office
Division Office-MS
Division Office-DRS
Kallur Kot Sub
Darya Khan Division Office
Division Office Kallur Kot Sub
Division Office-CS
Kallur Kot Sub Kallur Kot Sub
Division Office Division Office-MRS
Kallur Kot Sub
Division Office-MS
Kallur Kot Sub
Division Office-DRS
Jandan Wala Sub
Division Office
Jandan Wala Sub
Division Office-CS
Jandan Wala Sub Jandan Wala Sub
Division Office Division Office-MRS
Jandan Wala Sub
Division Office-MS
Jandan Wala Sub
Division Office-DRS
Dullay Wala Sub
Division Office
Dullay Wala Sub Dullay Wala Sub
Division Office Division Office-CS
Dullay Wala Sub
Division Office-MRS

Business Blueprint
Dullay Wala Sub
Division Office-MS
Dullay Wala Sub
Division Office-DRS
Sargodha Circle Sargodha Circle
Sargodha Circle Office
Office Office
Sargodha - 1 Sargodha - 1 Sargodha - 1 Revenue
Sargodha - 1 Sargodha - 1 Division
Sargodha City Sub
Division Office
Sargodha City SDO-
CS
Sargodha City
Sargodha City SDO-
Sub Division
MRS
Office
Sargodha City SDO-
MS
Sargodha City SDO-
DRS
Sargodha Rural Sub
Division Office
Sargodha Rural SDO-
CS
Sargodha Rural
Sargodha Rural SDO-
Sub Division
MRS
Office
Sargodha Sargodha Rural SDO-
10
Circle MS
Sargodha - 1 Sargodha Rural SDO-
Division Office DRS
Tariqabad Sub
Division Office
Tariqabad SDO-CS
Tariqabad Sub
Tariqabad SDO-MRS
Division Office
Tariqabad SDO-MS
Tariqabad SDO-DRS
Aziz Bhatti Town Sub
Division Office
Aziz Bhatti Town
SDO-CS
Aziz Bhatti Town
Aziz Bhatti Town
Sub Division
SDO-MRS
Office
Aziz Bhatti Town
SDO-MS
Aziz Bhatti Town
SDO-DRS

Business Blueprint
Nishtarabad Sub
Division Office
Nishtarabad SDO-CS
Nishtarabad Sub Nishtarabad SDO-
Division Office MRS
Nishtarabad SDO-MS
Nishtarabad SDO-DRS
Sial More S/Divn

Sargodha - II Sargodha - II Sargodha - II Revenue
Sargodha - II Sargodha - II Division
Islampura (Sargodha)
Sub Division Office
Islam Pura SDO-CS
Islampura
(Sargodha) Sub Islam Pura SDO-MRS
Division Office
Islam Pura SDO-MS
Islam Pura SDO-DRS

Kot Farid Sub Division
Office
Kot Farid SDO-CS
Kot Farid Sub
Kot Farid SDO-MRS
Sargodha - II Division Office
Division Office
Kot Farid SDO-MS
Kot Farid SDO-DRS

Satellite Town Sub
Division Office
Satellite Town SDO-
CS
Satellite Town
Satellite Town SDO-
Sub Division
MRS
Office
Satellite Town SDO-
MS
Satellite Town SDO-
DRS
Bhagtan Wala -I Sub
Bhagtan Wala -I Division Office
Sub Division
Office Bhagtan Wala-I SDO-
CS

Business Blueprint
Bhagtan Wala-I SDO-
MRS
Bhagtan Wala-I SDO-
MS
Bhagtan Wala-I SDO-
DRS
Bhagtan Wala -II Sub
Division Office
Bhagtan Wala-II SDO-
CS
Bhagtan Wala -II
Sub Division
MRS
Office
MS
DRS
New Satellite Town
Sub Division Office
New Satellite Town
SDO-CS
New Satellite
New Satellite Town
Town Sub
SDO-MRS
Division Office
New Satellite Town
SDO-MS
New Satellite Town
SDO-DRS
Sargodha - III Sargodha - III Sargodha - III Revenue
Sargodha - III Sargodha - III Division
Civil Line
(Sargodha)Sub
Division
Civil Line SDO-CS
Civil Line
(Sargodha)Sub Civil Line SDO-MRS
Division Office
Civil Line SDO-MS
Sargodha - III
Division Office Civil Line SDO-DRS
Sillanwali Sub
Division Office
Sillanwali SDO-CS
Sillanwali Sub
Sillanwali SDO-MRS
Division Office
Sillanwali SDO-MS
Sillanwali SDO-DRS

Business Blueprint
Sahiwal Sub Division
Office
Sahiwal SDO-CS
Sahiwal Sub
Sahiwal SDO-MRS
Division Office
Sahiwal SDO-MS
Sahiwal SDO-DRS
Sahiwal II Sub
Division Office
Sahiwal-2 SDO-CS
Sahiwal II Sub
Sahiwal-2 SDO-MRS
Division Office
Sahiwal-2 SDO-MS
Sahiwal-2 SDO-DRS
Shah Pur Sub Division
Office
Shah Pur SDO-CS
Shah Pur Sub
Shah Pur SDO-MRS
Division Office
Shah Pur SDO-MS
Shah Pur SDO-DRS

Jhawarian Sub
Division Office
Jhawarian SDO-CS
Jhawarian Sub
Jhawarian SDO-MRS
Division Office
Jhawarian SDO-MS
Jhawarian SDO-DRS
Sahiwal # 3
S/Divn
Bhalwal Bhalwal Revenue Bhalwal Revenue
Bhalwal Division Bhalwal Division
Office Office
Bhalwal Bhalwal Sub Division
Division Office Bhalwal Sub Office
Division Office
Bhalwal SDO-CS

Business Blueprint
Bhalwal SDO-MRS
Bhalwal SDO-MS
Bhalwal SDO-DRS
Bhera Sub Division
Office
Bhera SDO-CS
Bhera Sub
Bhera SDO-MRS
Division Office
Bhera SDO-MS
Bhera SDO-DRS
Kot Moman Sub
Division Office
Kot Moman SDO-CS
Kot Moman Sub Kot Moman SDO-
Division Office MRS
Kot Moman SDO-MS
Kot Moman SDO-DRS

Phularwan Sub
Division Office
Phularwan SDO-CS
Phularwan Sub
Phularwan SDO-MRS
Division Office
Phularwan SDO-MS
Phularwan SDO-DRS
Purna Bhalwal Sub
Division Office
Purana Bhalwal SDO-
CS
Purana Bhalwal
Purana Bhalwal SDO-
Sub Division
MRS
Office
Purana Bhalwal SDO-
MS
Purana Bhalwal SDO-
DRS
Sardar Pur Noon Sub
Sardar Pur Noon Division Office
Sub Division
Office Sardar Pur Noon SDO-
CS

Business Blueprint
Sardar Pur Noon SDO-
MRS
MS
DRS
Bhabra Sub Division
Office
Bhabra SDO-CS
Bhabra Sub
Bhabra SDO-MRS
Division Office
Bhabra SDO-MS
Bhabra SDO-DRS
Johar Abad Johar Abad Joharabad Revenue
Johar Abad Johar Abad Division
Joharabad Sub
Division Office
Joharabad SDO-CS
Johar Abad Sub
Joharabad SDO-MRS
Division Office
Joharabad SDO-MS
Joharabad SDO-DRS
Khushab-I Sub
Division Office
Khushab-I SDO-CS
Johar Abad
Division Office Khushab-I Sub
Khushab-I SDO-MRS
Division Office
Khushab-I SDO-MS
Khushab-I SDO-DRS
Quaidabad Sub
Division Office
Quaidabad SDO-CS
Quaidabad Sub
Quaidabad SDO-MRS
Division Office
Quaidabad SDO-MS
Quaidabad SDO-DRS

Business Blueprint
Nushehra Sub Division
Office
Nushehra SDO-CS
Nushehra Sub
Nushehra SDO-MRS
Division Office
Nushehra SDO-MS
Nushehra SDO-DRS
Khushab-II Sub
Division Office
Khushab-II SDO-CS
Khushab-II Sub
Khushab-II SDO-MRS
Division Office
Khushab-II SDO-MS
Khushab-II SDO-DRS
Jauharabad Rural Sub
Division Office
Jauharabad Rural
SDO-CS
Jauharabad Rural
Jauharabad Rural
Sub Division
SDO-MRS
Office
Jauharabad Rural
SDO-MS
Jauharabad Rural
SDO-DRS
Noorpur Thal Sub
Division Office
Noorpur Thal SDO-CS
Noorpur Thal
Noorpur Thal SDO-
Sub Division
MRS
Office
Noorpur Thal SDO-
MS
Noorpur Thal SDO-
DRS
Khushab Rural
S/Divn
Mianwali Mianwali Mianwali Revenue
Mianwali Mianwali Diviison
Diviison Office Office
Mianwali Mianwali Urban Sub
Diviison Office Mianwali Urban Diviison Office
Sub Diviison
Office Mianwali Urban SDO-
CS

Business Blueprint
Mianwali Urban SDO-
MRS
Mianwali Urban SDO-
MS
Mianwali Urban SDO-
DRS
Mianwali Rural Sub
Diviison Office
Mianwali Rural SDO-
CS
Mianwali Rural
Mianwali Rural SDO-
Sub Diviison
MRS
Office
Mianwali Rural SDO-
MS
Mianwali Rural SDO-
DRS
Kala Bagh Sub
Diviison Office
Kala Bagh SDO-CS
Kala Bagh Sub
Kala Bagh SDO-MRS
Diviison Office
Kala Bagh SDO-MS
Kala Bagh SDO-DRS

Liaqatabad Sub
Diviison Office
Liaqatabad SDO-CS
Liaqatabad Sub
Liaqatabad SDO-MRS
Diviison Office
Liaqatabad SDO-MS
Liaqatabad SDO-DRS
Isa Khel Sub Diviison
Office
Isa Khel SDO-CS
Isa Khel Sub
Isa Khel SDO-MRS
Diviison Office
Isa Khel SDO-MS
Isa Khel SDO-DRS

Khundian Sub
Khundian Sub Diviison Office
Diviison Office
Kundian SDO-CS

Business Blueprint
Kundian SDO-MRS
Kundian SDO-MS
Kundian SDO-DRS
Wan Bhacharan Sub
Diviison Office
Wan Bhacharan SDO-
CS
Wan Bhacharan
Wan Bhacharan SDO-
Sub Diviison
MRS
Office
Wan Bhacharan SDO-
MS
Wan Bhacharan SDO-
DRS
Urban Mianwali-
2 S/Divn
2nd Division
Mianwali
AM(CS) RO
2nd Division
Mianwali Divn

Business Blueprint

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Business Blueprint Document

Human Capital Management (HCM)

20th Dec, 2017

Copyright © 2017 AbacusConsulting. All rights reserved.

Revision # Revision Date Summary of Changes Updated by

LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 2 of 177

V1 3.2.2.3 09.01.2018 Recruitment Process Chart -Grades Syed Aijlal Jillani

V1 3.5.3 09.01.2018 Upload for recruitment Syed Aijlal Jillani

V1 4.1.3 09.01.2018 Information Sub Types (Family Syed Aijlal Jillani

V1 4.1.3 09.01.2018 Information Sub Types (Education) Syed Aijlal Jillani

V1 4.1.3 09.01.2018 Information Sub Types (Objects on Syed Aijlal Jillani

V1 4.5 09.01.2018 Retirement & Seniority Report Syed Aijlal Jillani

V1 5.1.4 09.01.2018 Overtime Syed Aijlal Jillani

V1 5.2.4 09.01.2018 Leave Processing (Deductions type) Syed Aijlal Jillani

V1 5.5 09.01.2018 Leave / Salary deduction Program Syed Aijlal Jillani

V1 6.1.11 09.01.2018 Loan Types Syed Aijlal Jillani

V1 6.1.12 09.01.2018 Loan Wage Type Syed Aijlal Jillani

V1 6.5 09.01.2018 RICEF Syed Aijlal Jillani

V1 9.1 09.01.2018 Annexure: FESCO Organiztional Syed Aijlal Jillani

LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 3 of 177

1.A Overview ..................................................................................................................... 12

1.A.1 Purpose of the document ......................................................................................... 13

1.A.2 Scope of implementation ......................................................................................... 13

1.B Organizational Structure ............................................................................................ 14

2.1 Master Data / Configuration Objects ..................................................................... 25

2.2 SAP-enabled Business Processes ............................................................................ 28

LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 4 of 177

2.4 Value Additions .......................................................................................................... 36

2.5 RICEF ........................................................................................................................ 36

3.C Module Specific Details ............................................................................................ 39

3.1 Master Data / Configuration Objects ..................................................................... 43

3.2 SAP - enabled Business Processes........................................................................... 48

LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 5 of 177

3.3 Integration .................................................................................................................. 53

3.4 Value Additions .......................................................................................................... 53

3.5 RICEF ........................................................................................................................ 54

4 PERSONNEL ADMINISTRATION .......................................................................... 55

4.1 Master Data / Configuration Objects ..................................................................... 56

4.2 SAP - enabled Business Processes ............................................................................. 60

LAST SAVED - 09/01/2018 04:39:00 Business Blueprint Page 6 of 177

4.3 Integration ................................................................................................................... 91

4.4 Value Additions ........................................................................................................... 91

4.5 RICEF ........................................................................................................................ 92

5 TIME MANAGEMENT .............................................................................................. 94

5.1 Master Data / Configuration Objects ..................................................................... 95

5.2 SAP - enabled Business Processes ............................................................................. 98

5.3 Integration ................................................................................................................. 107

5.4 Value Additions ......................................................................................................... 107

5.5 RICEF ....................................................................................................................... 108

6 PAYROLL .................................................................................................................... 109

6.C Payroll Integrations .................................................................................................. 109

6.D Retroactive Accounting ........................................................................................... 110

6.1 Master Data / Configuration Objects .....................................................................111

6.2 SAP - enabled Business Processes ............................................................................ 123

6.3 Integration ................................................................................................................. 129