Solution Overview

Understanding of Barclays Requirements

The following table shows our understanding of Barclayss requirements.

Key Requirements Key Processes

Payroll Processing of monthly payroll split
between permanent and temporary staff.
Payroll Headcount reporting (based on
the following demographics/details;
employee name, surname, grade, gender,
date of joining, DOB, line manager details,
position title, org unit/department etc.).
Payroll adjustments irregular payments.
Calculation of deductions and pro rata
payments (including negative
adjustments).
Access to archived historical payroll files.
Payroll reports.
Easy to customise to local legislative
requirements
Time & Attendance Management Attendance (Leave).

Leave Management Leave management

Organisational Management Organisational Structures online/tool
(option to view org structures and
download, option to make amendments
(appointments, deletions, promotions etc.
to the structures).

Talent Management Talent Management

Employee file management Maintenance of master data (Personal
information and educational details).
Maintenance of employee historical data.

Reports Payroll reports.

Regulatory reports.
System and Application level audits
reports should be available.

Emplyee & Manageer Self Service
Employee Self Service and Manager Self
Service functionality which has got the
following capabilities:
Overtime management (application,
reports and authorisation).
Leave management (application, reports
and authorisation).
Claims (i.e. medical, reports, application
and authorisation etc.)
 Key Requirements Key Processes
Payslip viewing and archiving as a Self
Service option for the employee.

Perfomance Management Performance Management System

[Objective Setting , Continuous reviews
option, Employee and Manager
comments and appraisal options and
Rating Matrix]

Learning E-Learning/Training Solution [Option to

provide training modules and materials on
line, maintenance of training records,
costs and reporting]

Roles & Authorisations Segregation of roles.

Effective control on shared folders

Interfaces & Integrations Create a file to the core banking system

within the specifications of the Barclays
requirements

Proposed Solution

To meet the demands of today's knowledge-based economy, organizations such as Barclays must
maximize the potential and productivity of their employees. Maximizing the investment in the
organizations human capital is crucial to business success. This requires transforming the human
resource (HR) function from an administration department into a strategic contributor of human capital
management (HCM) strategies. HCM for business means integrating employee processes and
information with business processes and strategies to drive business results. More specifically, modern
HR departments must:
Improve workforce efficiency and productivity
Deliver best-in-class HR processes at the lowest possible cost
Plan future workforce needs and measure strategies
Find the right talent for today and develop the right talent for tomorrow
Educate the workforce to ensure each employee has the right skills to excel in their jobs
Align corporate strategies with team and individual goals

TTCS is proposing the SAP Human Capital Management (HCM) and Payroll to manage the HR and
Payroll requirements for Barclays. Companies that have robust tools to implement HCM strategies will be
able to maximize the contribution of their workforce. Those that will not find it difficult to compete in
today's dynamic marketplace. SAP ERP Human Capital Management (SAP ERP HCM) is a
comprehensive solution that enables your professionals, executives, and line managers to optimize your
investment in your most important resource: your employees.

The solution map below iterates the SAP components that are entailed;
Figure1:- Solution Map for Barclays

The solution map above covers the human resources business processes.

It enables real-time deliverables in as far as Barclayss HR business processes are concerned. The
Integrated nature of SAP HCM will increase efficiency, given that information is only entered once and
used by all modules within the SAP HR system. The fact that you get information real-time will enable
efficiency in as far as other related business processes in other modules are concerned. No one will be
delayed to deliver what they are expected to within stipulated times. The following is an overview of the
Human capital management component in SAP ERP.

Figure 2:- SAP Human Capital Management Overview

The following is the summary of each of the components of SAP Human Capital Management

Organizational Management: - It is the power of such modules as Organizational Management, which

sets up the tone of integration within HCM. All the organizational units are mapped in the manner required
by the specific organization. In order to carry out numerous business and human resources processes,
you need an organizational plan, that is, a functional structure representing your enterprise based on
tasks. Barclays can evaluate headcount, evaluations of unoccupied positions, current division of tasks,
reporting structures in their organization according to department or division, for example. Furthermore,
Barclays can plan possible new functional structures in Business Process (Re-) Engineering as well as
your personnel requirements. The Barclays organizational structure is also used as the basis of your
default values for personnel actions in Personnel Administration, which is completely integrated in the
Human Resource component of the SAP System.

Figure 3:- Organizational Structures as depicted within SAP HCM

Reporting Structure
Personnel Administration:-Personnel Administration component within SAP is the central data
repository centre for employee-related data within Barclays. It 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 due to its integrated nature. The information about employees is stored in Human Resources
Infotypes, which provides information with a structure to facilitate fast data entry. Time needed to enter
bulk data into the system is greatly reduced.

Employees file within SAP:

Actions overview.
Complete History is provided from inception to date at the employee level:

Complete history of Organizational Assignment:

Recruitment: - Basic personnel procedures such as hiring employees can be handled by the Recruitment
component. This has an entire range of powerful, flexible functions that are used to implement an
effective and largely automated recruitment strategy. The ability to meet the ideal personnel
requirements is key for every organization. It is particularly important for the development and success of
expanding enterprises that they have quick access to adequate and the right personnel. The dynamic
actions tool in Recruitment will enable Barclays to automate many of their recruitment processes.
Applicant Master Data in Recruitment

Personnel Development: - The HCM Personnel Development component can give Barclays the edge by
maximizing utility of their Human Capital. Barclays can easily plan and implement specific personnel and
training measures to promote the continuous professional development of their employees. Personnel
Development ensures that staff qualification requirements are met and planned. Furthermore, by taking
into account employees preferences and suitability, you can increase job satisfaction and motivation. It is
tools like Personnel appraisals, Career and Succession planning that are geared towards finding
someone to fill a specific post and SAP enables an automated process of these functions through
Personnel Development component.

A detailed profile for an employee/applicant:

An employees career planning:

Training and Event Management:-They can also contain more general measures to impart qualifications
so that employees retain or further their professional skills and abilities through HCM Training and Event
Management. The Training and Event Management component has a wide range of powerful functions to
enable Barclays to plan and manage all kinds of business events from training events to conventions
simply and efficiently.

A Business Event/Training Data Screen:

Time Management: - The scheduling system within Time Management will then offer support to run
events without clashing and give availabilities of attendees and instructors. The support Time
Management offers to all Human Capital Management processes is invaluable in as far as planning,
recording, and valuation of internal and external employees work performed and absence times is
concerned. Time Management has user-oriented interfaces that support centralized and decentralized
entry and administration of time and labor data. It allows you to represent all company agreements,
collective agreement stipulations and legal requirements.

Manager Self Service: - SAP Manager Self-Service enables BARCLAYS managers to identify, retain,
and reward top performers; recruit the right people; and make smarter decisions based on financial and
logistics information all without having to turn to the HR, purchasing, and finance departments for help.
The intuitive, easy-to-use self-service functions can pull data from disparate sources so your business
teams can get the most out of their staff. The application supports efficient and proactive management of
employees, budgets, and inventory.

Employee Self Service: - Employee Self-Service (ESS) enables BARCLAYS employees to create,
display, and change their own data in the intranet used at their enterprise. By enabling employees to
access their own data, HR processes are standardized and simplified. As a result, employees in the
Human Resources Department can concentrate on other tasks of greater strategic importance.

Employee time data:

Employee Quota Overview: Displays an employees leave data including accumulations per month,
absence quota for all quota types.

Payroll: - SAP Payroll consolidates operating entities within a single payroll platform with real-time HR
and financials integration delivering best-in-class accuracy, compliance and workforce insight. The
following is the overview of the SAP Payroll solution:
SAP Payroll Process Steps

Transfer to
Financials

E-Recruitment: E-Recruiting has recruitment and succession planning instruments that will help Barclays
in finding new employees, employ them in positions that suit their capabilities, promote their professional
development, and retain them in the long term.

As well as enabling Barclays to handle your companys applicant tracking activities, SAP E-Recruiting
ensures that you drive up-to-date human resources management, by proactively maintaining contact with
applicants, potential candidates, and consequently, with your employees. By setting up a talent pool, you
ensure 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 positions in the long term and thus safeguard your
companys success in the future.

The application handles almost the entire process chain, from planning and budgeting, through attracting,
hiring, and retaining employees. The diversity of functions, such as electronic screening, filtering, sorting,
ranking and so on, optimizes the work of your succession planners and recruiters. Sophisticated
technical mechanisms ensure that you can control costs and profitability throughout the entire process.
Thus, the application links recruitment and succession planning with your internal HR infrastructure.

Moreover, Barclays can integrate workflows to automate information flow and multiple processes, such as
the approval process or e-mail dispatch. Currently this is only possible for recruitment processes.
SAP E-Recruiting accelerates and drives your control of HR management processes. The application
provides innovative access to Talent Relationship Management and promotes companywide
collaboration. Web-based user interfaces, which can be configured to suit specific roles, countries,
branches, and so on, enable easy access for candidates, line managers, recruiters, and succession
planners to the information and services they require to perform their tasks or roles.
The Reports component will be used by the relevant departments, sections, and executives for,
operations and Workforce reporting.The SAP HCM module comes with standard reports and allows for
the development of customized reports according to specified requirements. The following are some of
the reports that can be extracted.
Organizational Management Reports:

Personnel Administration Reports:

Recruitment Reports:
Personnel Development Reports:

Time Management Reports:

In addition to the components stated, Business Workflow is being proposed.

Workflow helps get the right tasks (e.g. approvals) to the right people and gives people the means to
complete their tasks on time and with the best results. Organizations can co-ordinate, monitor, and adapt
automated process flows across and within business components.

SAP Netweaver: - The SAP NetWeaver platform provides increased adaptability, openness, cost
efficiency, and is the technological foundation of all SAP solutions. It unifies technology components into a
single platform, allowing Barclays to reduce IT complexity and obtain more business value from its IT
investments. It provides the best way to integrate all systems running SAP or non-SAP softwares.

The following diagram depicts the SAP Netweaver platform.

Mobile Analytics Workflow Adobe Microsoft
Office

SAP NetWeaver

SAP Business Non-SAP

software Processes software

SAP NetWeaver Process Integration, a component of SAP NetWeaver, provides open integration
technologies that support process-centric collaboration among SAP and non-SAP applications, both
within and beyond enterprise boundaries. This will allow Barclays to integrate to systems such as the core
banking system.