1. The University of Tennessee Human Resources Business Blueprint

2. Agenda Business Blueprint Executive Summary Goal of Business Blueprint
Tools Used
Enterprise Structure
Business Fit
Module Overview
Issues / Gaps
Change Management / Training Concerns

3. Business Blueprint Analysis Goal
Determine UT’s business process requirements
Achieve a common understanding of how UT intends to run its business within the framework of SAP R/3
Deliver a record of results gathered
Move into the next phase with enough information to complete baseline configuration
Bullet 1 – General Workshops
Bullet 2 – General and Detailed Workshops
Bullet 3 – Business Blueprint
Bullet 4 – Enterprise Document - (Appendix B – Enterprise Structure)
BPML - (Appendix A – BPML)
CIT’s - (Appendix D – CITs)
Conversion Documents - (Appendix K – Conversions)
Configuration Documents - (Appendix G – Configuration)

4. Business Blueprint Analysis Tools
Business Process Questions (by process)
Standard questions regarding UT’s organizational structure, processes and business needs
Detailed Workshops
Meetings with key users to discuss business processes and business needs
Customer Input Templates
high level summary of Processes
Business Process Transaction
Business Process Master List (BPML)
Bullet 1 – Generalized questions focused on
specific topics (i.e. Benefits, Payroll)
(Appendix C – Questions)
Bullet 2 – Detail meetings with key personnel
Bullet 3 – 10 to 12 questions concerning a
specific process
(Appendix D – CITs)
Bullet 4 – Configuration steps needed and
processes to be implemented
(Appendix A – BPML)

5. Human Resources Enterprise Structure
Definitions of some key elements that make-up part of the Enterprise Structure
Refer to Appendix B – Enterprise Structure

6. Human Resources Enterprise Structure
Personnel Area
Knoxville
Space Institute
Chattanooga
Martin
Memphis
Institute of Agriculture
Institute for Public Service
University Administration
Medical Center
Personnel Sub-Area
Knoxville
Space Institute
Chattanooga
Martin
Memphis
Clinical Knox
Clinical Chatt
Research Ctr
Family Pr Knox
Etc.
Categories that have been developed during the Blueprint phase

7. Human Resources Enterprise Structure
Employee Group
Regular
Term
Friends of the University
Employee Sub-Group
Faculty 9-month
Faculty 12-month
Other Academic
Non-Exempt Staff
Exempt Staff
Medical Intern/Resident
Student
Casual Labor
Special Appointment
Etc.
Categories that have been developed during the Blueprint phase
More categories in binders
Refer to Appendix B – Enterprise Structure

8. Human Resources Business Fit
In Scope
Enterprise Structure
Organizational Management
Personnel Administration
Recruitment
Benefits
Training & Events Management
Personnel Development
Compensation Management
Time Management
Payroll Accounting
Funds & Positions Management
Information System
Out of Scope
Manager’s Desktop
Shift Planning
Succession Planning
COBRA Administration
Pension Administration
Employee Performance Apprasials
Retirement Limits / Projections
Scaled Back
Training & Events Management
Personnel Development
Modules that have been identified
In Scope
Out of Scope
Scaled Back
Refer to Executive Summary
(page 5)

9. Organizational Management Module Overview
Forms the basis for the entire personnel planning and development application
Facilitates analysis of the organizational structure
Organizational customizing
Allows planning to develop actual and proposed personnel scenarios
High level overview of module
Refer to Executive Summary
(page 3)

10. Personnel Administration Module Overview
Establishes organizational hierarchies
Used to perform essential personnel administration tasks such as:
hiring employees
performing organizational reassignments
termination from the University
salary adjustments
Data stored in such a way that you can easily access and maintain at any time
High level overview of module
Refer to Executive Summary
(page 3)

11. Recruitment Module Overview
Functions you need for working through the entire recruitment process
Contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated – recruitment strategy such as:
Receipt of application via web access (ABAP programming required)
Issuance of recruitment requests
Selection process of applicant
Applicant pool administration
Notification to applicants
High level overview of module
Refer to Executive Summary
(page 3)

12. Benefits Module Overview
Comprehensive method of administering employee benefits such as:
Health (medical and dental)
Insurance (Life)
Savings (Retirement)
Spending Accounts (Medical and Dependent Care)
Encompasses the key concepts and processes you need to manage extensive and highly individual benefits packages for your employees
Open Enrollment
Employee Life-cycle Events (e.g. Marriage, Child, and Separation)
High level overview of module
Refer to Executive Summary
(page 4)

13. Training & Events Management Module Overview
Enables you to plan and manage business events
Training
Conferences
Interfaces with other R/3 components
Basis for extending and updating employee’s skills and knowledge
Flexible Reporting
Appraisal functions
Provide important decision support feedback to ensure the business events offered are both high quality and effective
High level overview of module
Refer to Executive Summary
(page 4)

14. Personnel Development Module Overview
Helps compare current or future work requirements with employees’ qualifications, preferences and aspirations
Can contain general measures to impart qualifications so that employees retain or further their professional skills and keep track with technological developments
Converts training proposals directly into bookings for employees with qualification deficits or needs
High level overview of module
Refer to Executive Summary
(page 4)

15. Compensation Management Module Overview
Toolset for strategic remuneration planning
Empowers managers to offer competitive and motivating remuneration
Fixed pay
Variable pay
Merit increases
Promotion
Includes Personnel Cost Planning
Allows experimenting with future projected costs
High level overview of module
Refer to Executive Summary
(page 4)

16. Time Management Module Overview
Enables flexible representation of all personnel procedures involved in recording and evaluating employee time data
Infrastructure for time data recording
Work schedules
Record of planned attendance and absences
Recording of attendance and absence
Annual and Sick Leave accrual
Time evaluation
Ability to transfer absence and attendance data to other SAP applications
High level overview of module
Refer to Executive Summary
(page 4)

17. Payroll Accounting Module Overview
Ability to process payroll for employees using data from SAP Personnel Administration, Benefits, and Time Management
Payroll run (regular and off-cycle)
Payroll corrections
Payments
Remuneration Statements
Posting to Financial Accounting
Third Party Remittance
Offers a number of standard payroll reports
Tax Reporter component allows you to generate all required state and federal tax forms, such as SUI reports and W-2s
High level overview of module
Refer to Executive Summary
(page 4)

18. HR Funds & Position Management Module Overview
Finance employees for specific periods of time
Determine the funds required for financing employees
Default values from tables
Simulating a payroll accounting run
Generate fund encumbrances
Relieve encumbrances by actual payroll data
High level overview of module
Refer to Executive Summary
(page 5)

19. Information System Module Overview
Broad range of reporting functions for all areas of Personnel Management (Standard Reports)
Capability to define your own reports efficiently and quickly (Ad Hoc Query)
Note: Evaluation of Mission Critical reports by module is currently underway.
High level overview of module
Refer to Executive Summary
(page 5)

20. Human Resources Major Identified Issues
Moving to one (1) Payroll Cycle
Longevity Payroll Re-calculation
Payment of Overtime Distribution
Holiday Pay for Term Employees
Compensatory Time Banking
Leave accrual for employees with multiple positions
One definition of FTE for The University
Limitations on account assignment in Personnel Cost Planning
Establishment of approval process for adding positions during budget process
Accrual of salary for nine (9) month faculty (9/12)
Decentralization / Centralization of functions
Identified in the Q&A database – High priority only
See Appendix H – Steering Committee Issue
See Appendix I - Issues and Gaps

21. Human Resources Gaps Assignment of employees to multiple positions
Sick Leave Bank
Retirement Projections
Tax Deferred Limits
Non-resident Aliens Processing
Common Pay Master
HMO Benefit Eligibility
Etc.
Note: Workarounds are currently being identified to address these gaps
Identified in Q&A database
See Appendix I – Issues and Gaps

22. Change Management / Training Concerns
Decentralization of some functions down to the departmental level
Approvals / Workflow
Terminology
Works schedule concept
Time being recorded daily
Procedures being enforced consistently
Enterprise Structure concept
Positions vs. Employees
Organization Structure vs. Accounting Structure
Standardization of forms
Longevity payment
Overtime calculation
Pay cycle decision
Immediate integration of data
Concerns for Change Management and Training
Refer to Scope Summary Document

23. Human Resources Business Blueprint
Questions ?
Conclusion of presentation
Open for addition questions or discussions