Referenzen

Kollektivvertrag für Angestellte und Lehrlinge in Handelsbetrieben. abgeschlossen am November zwischen der Wirtschaftskammer Österreich, Sparte Handel, Wien, Wiedner Hauptstraße 63, und der Gewerkschaft der Privatangestellten, Druck, Journalismus, Papier, Wirtschaftsbereich Handel, Wien, Alfred Dallinger-Platz 1.

Cookies This website uses cookies for analysis. Auf die Urlaubsbeihilfe sind die bereits bisher aus Anlass des Urlaubes oder der Erholung gewährten besonderen Zuwendungen einzurechnen. Die Beurteilungen wenden sich an spekulativ eingestellte Privatanleger, aber auch institutionelle Anleger und professionelle Anleger. Bei Bekanntwerden von entsprechenden Rechtsverletzungen werden wir diese Inhalte umgehend entfernen.

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Wir haben in diesem Ratgeber die Nutzung von Fadenköpfen bei Motorsensen sowie deren Vorteile bereits hinreichend beschrieben. Mit ihren biegsamen Trimmfäden bietet dir eine Fadenspule genügend Flexibilität, um auch in Ecken, an Hauswänden und schwer zugänglichen Stellen den .

Hier können auch nur geringe Auftragsvolumen erhebliche Auswirkungen auf die Kurse haben. First Marketing, deren Mitarbeiter oder Gesellschafter sowie Personen bzw.

Unternehmen die an der Erstellung der Veröffentlichungen beteiligt sind können zum Zeitpunkt der Veröffentlichung direkt oder indirekt Aktien an dem Unternehmen über welche im Rahmen der Internetangebote berichtet wird. Dies begründet ebenfalls eine Interessenkollision. Solche Beteiligungen können erhöht oder verkauft werden, wobei insbesondere von einer erhöhten Handelsliquidität profitiert werden würde.

Ein Kurszuwachs der Aktien der vorgestellten Unternehmen kann zu einem Vermögenszuwachs bei diesen Personen führen. Ein Interessenkonflikt wird insbesondere vermutet, wenn das die Analyse erstellende Unternehmen. Das analysierte Unternehmen hat für die Erstellung dieser Studie aktiv Informationen bereitgestellt. Diese Studie wurde vor Verteilung dem analysierten Unternehmen zugeleitet und im Anschluss daran wurden Änderungen vorgenommen.

Dem analysierten Unternehmen wurde dabei kein Research-Bericht oder -Entwurf zugeleitet, der bereits eine Anlageempfehlung oder ein Kursziel enthielt. Wesentliche Informationsquellen, Hinweis auf zugrunde gelegte Angaben und Prognosecharakter. Bei der Erstellung der Informationen verwendet First Marketing unterschiedliche Quellen, insbesondere auch die Angaben der Unternehmen, andere öffentlich zugängliche Informationen in- und ausländische Medien, Zeitungen, Finanzmeldungen etc.

First Marketing verwendet nur Quellen, die zum Zeitpunkt der Erstellung für zuverlässig und vertrauenswürdig gehalten worden sind. Prognosen und Einschätzungen werden entsprechend gekennzeichnet und formuliert. Die Bewertung der Unternehmen beruht auf der Grundlage einer quantitativen Auswertung von Unternehmensberichten und Veröffentlichungen zu dem Unternehmen sowie qualitativer Informationen, die für eine Einschätzung als relevant angesehen werden können.

Bei börsennotierten Unternehmen wird bei der Beurteilung auch die sogenannte technische Analyse berücksichtigt. Der Zeitpunkt der Erstellung wird in der Veröffentlichung angegeben. Eine Pflicht zur Aktualisierung wird nicht übernommen. Sie stellen ausdrücklich keine Empfehlung zum Kauf oder Verkauf eines Wertpapiers dar. Ein Interessent sollte sich auch über andere Quellen über das Unternehmen informieren.

Insbesondere stellen die Veröffentlichungen keine individuelle Empfehlung in Bezug auf den Leser dar. Weder durch den Bezug der Veröffentlichungen, noch durch ausgesprochene Empfehlungen oder wiedergegebenen Meinungen soll eine Finanzdienstleistung des Lesers, insbesondere ein Anlageberatungs- oder Anlagevermittlungsvertrag, mit der First Marketing oder dem jeweiligen Verfasser begründet werden.

Die Beurteilungen wenden sich an spekulativ eingestellte Privatanleger, aber auch institutionelle Anleger und professionelle Anleger. Leser sollten über ein entsprechendes Risikokapital und zusätzliche Vermögenswerte sowie einen Anlagehorizont von über fünf Jahren verfügen. First Marketing übernimmt keine Gewähr für die Richtigkeit der von ihr veröffentlichten Meinung und Einschätzung zu bestimmten Unternehmen. Sie schuldet auch insbesondere keinen Erfolg sofern ein Leser aufgrund einer veröffentlichten Einschätzung eine Anlageentscheidung treffen sollte.

Ein Leser sollte grundsätzlich nur Risikokapital in Aktien, die durch First Marketing vorgestellt werden, investieren, also Kapital mit dem er sich bei einem negativen Verlauf einen Totalverlust leisten kann.

Bei der Erstellung der Informationen verwendet First Marketing unterschiedliche Quellen, insbesondere auch die Angaben der Unternehmen, andere öffentlich zugängliche Informationen aber auch andere Quellen. Die von uns verwendeten Quellen erachten wir als zuverlässig, es kann hier aber auch zu falschen Informationen und auch unzutreffende Bewertung von Informationen oder Daten kommen. Die Richtigkeit und Vollständigkeit der uns zur Verfügung gestellten Daten und Informationen und unsere Einschätzung und Meinung wird durch uns aber nicht garantiert oder sonst gewährleistet.

Leser sollten daher die gemachten Informationen immer selbst bewerten und eigene Sorgfalt anwenden. Sie sollten auch weitere Quellen und Berater benutzen. Sie können ohne weitere Ankündigung geändert werden und müssen nicht unbedingt in zukünftigen Publikationen oder anderswo nachgedruckt werden.

Verpflichtungen zur Entfernung oder Sperrung der Nutzung von Informationen nach den allgemeinen Gesetzen bleiben hiervon unberührt. Eine diesbezügliche Haftung ist jedoch erst ab dem Zeitpunkt der Kenntnis einer konkreten Rechtsverletzung möglich.

Bei Bekanntwerden von entsprechenden Rechtsverletzungen werden wir diese Inhalte umgehend entfernen. Wir übernehmen für diese fremden Inhalte daher auch keine Gewähr. Für die Inhalte solcher verlinkten Seiten ist nur der jeweilige Anbieter oder Betreiber verantwortlich.

Vor einer Aufnahme einer Verlinkung werden die verlinkten Seiten im Hinblick auf mögliche Rechtsverletzung durchgesehen. Zu diesem Zeitpunkt waren rechtswidrige Inhalte dort nicht ersichtlich. Wir führen aber ohne konkrete Anhaltspunkt keine fortwährende Kontrolle solcher Seiten durch. Die Veröffentlichungen der First Marketing sind nicht an Personen aus oder mit Wohnsitz in den Vereinigten Staaten von Amerika, Kanada, Australien oder Japan gerichtet und dürfen auch nicht an diese weitergegeben werden.

Unsere Kaufempfehlung in 7 Punkten! Signifikante Standortvorteile durch extrem niedrige Stromkosten der Mining-Datencenter! Sensationelles KGV von 1,43, einzigartig in der Branche! Management mit über 15 Jahren Erfahrung im Computertechnologie Bereich. Diversifikation des Unternehmens durch eigene Blockchain Software-Entwicklung geplant. Unser Service für Sie.

Strong Buy Kursziel mittelfristig: Verpassen Sie daher nicht die Gelegenheit, bei dieser einmaligen Story von Beginn an mit dabei zu sein. Signifikante Standortvorteile des Miningstandortes Um einen erfolgreichen und rentablen Betrieb eines Blockchain Mining Datencenters zu gewährleisten, sind spezielle Voraussetzungen an den gewählten Standort unabdingbar.

Hohes Ebitda bereits für erwartet — Extrem günstige Marktkapitalisierung im Vergleich zur Konkurrenz! Bitcoin Hype schon am Ende? Was genau ist die Blockchain-Technologie. Da sich das alles sehr abstrakt anhört, wollen wir Ihnen anhand einiger Praxisbeispiele aus einer Studie der Wirtschaftsprüfungsgesellschaft Deloitte die sehr eindrucksvollen Einsatzmöglichkeiten der Blockchaintechnologie und das enorme Zukunftspotential der Blockchainanwendungen verdeutlichen: Notenbanken, Geschäftsbanken, aber auch führende Technologie-Unternehmen wie Apple und Amazon erforschen derzeit intensiv die Möglichkeiten von Kryptowährungssystemen, die auf der Blockchain-Technologie basieren.

Ein sicherer Geldtransfer nach Kanada gelang binnen Minuten, wobei über die traditionellen Überweisungswege der Banken so etwas 6 Werktage benötigt werden! Intelligente Gegenstände werden unseren Alltag zunehmend bestimmen. Zusammenfassend lässt sich sagen: CAD gerechnet 26 Mio. Unternehmensdaten Handelsplätze und Symbole: Vergütung und Hinweis auf mögliche und bestehende Interessenskonflikte: Übersicht über die bisherigen Anlageempfehlungen 12 Monate: Sensitivität der Bewertungsparameter — Änderungsmöglichkeit Die Veröffentlichungen geben nur die Einschätzung und Meinung zum Zeitpunkt der Erstellung an.

Im Rahmen der Veröffentlichungen bedeuten: Börsenanlagen und Anlagen in Unternehmen Aktien sind immer spekulativ und beinhalten das Risiko des Totalverlustes.

This eliminates the time-consuming task of searching complex directory trees. ERPb seline ensures that employees will quickly familiarize with the new application. To provide a clear overview, but also to support legal reporting, analyses can be generated at the touch of a button. Our best references are our satisfied clients. We are proud to serve numerous customers, from medium enterprises to multinational conglomerates.

Sulzer creates reliable and sustainable solutions for ist markets oil and gas, power, water, and the general industry. As we are exclusively specialized in Human Capital Management SAP HCM and SuccessFactors , we engage in our client projects in a positive and cooperative manner with other consulting companies, such as.

Leading software provider for ERP software We are: Furthermore, it is one of the biggest software developers worldwide. Together with their implementation partners, SAP is specialized on making the switch to the Cloud, as comfortable as possible.

While doing so, providing secure SAP data centres is one of their key objectives. SAP as a software company, only employs few consultants and is focused on sales.

The division of tasks between SAP and their partners ensures that customers are provided with highly competent service, to achieve the best possible results. An overview of all modules is provided in the graphics below:. The left half of the graphics includes all modules of the classic On Premise solution. For a better overview, these are sorted into categories of Workforce Processes , Talent Management and Analytics. These interfaces provide a multitude of possibilities to give SAP a modern and user-friendly design, to further user acceptance.

Therefore, customers save costs for purchasing and maintenance of hardware. Furthermore, cloud tools are constantly revised and developed, so customers are regularly provided with new functions at no extra cost. For analyzing HR data we recommend using Workforce Analytics. This has lead SAP to become a frontrunner in many countries worldwide.

In SAP bought an American company SuccessFactors, the leading provider of cloud based talent management solutions, and has since then integrated their own services. As SuccessFactors is cloud based, customers are provided with quarterly updates that include new functions or improvements of existing features, without extra maintenance.

Legal changes are automatically adapted into the suite as well, to ensure customers are always up-to-date. Data centres are guarded at all times, with additional control at access locks. Biometrical scans protect sensitive areas. In case of power outage, the centres have back up batteries and diesel engines, which can operate the centres self-sufficiently.

The buildings are earthquake-resistant and to prevent worst case scenarios, each data centre has a locally separate back-up centre, that can take over seamlessly for the primary centre. Of course, each back-up centre has the same security standards as the primary centres. Data exchange with customers is encrypted and tap-proof, as well as all data back-ups. Do you have any questions, or want to inquire about something specifically?

We look forward to hear from you:. Employee Profile is a limited variant of Employee Central , which comes with every SuccessFactors installation regardless of the licensed model. Employee Profile is the data base for all SuccessFactors modules. It offers you basic management options and self-service functions regarding your HR master data in the cloud.

Data that is stored in the employee profile can be displayed and changed via different authorization roles. In addition to the standard fields in Employee Profile you have the option to define up to 15 additional fields according to your needs.

Apart from the Master Data Management, Employee Profile also offers you a simple organizational chart and an employee directory, which you can make available to your employees via the web and mobile apps.

With Employee Central, your personnel administrators can easily digitalize documents as well as generate documents directly from the system, achieving a high degree of digitalization in your HR department. Employee Central offers numerous country-specific functionalities.

Using Employee Central, you can manage all HR master data in a central location, thereby avoiding double data storage and the resulting extra costs. That way all your investments keep their value.

Employee Central offers you numerous pre-defined reports, including more than KPIs, benchmarking as well as trend and drill-down analyses. To get even more meaningful analyses, you can combine and analyze the HR data with data from the FI and other areas. Like all other SuccessFactors modules, Employee Central is available via both the browser and the SuccessFactors app for smartphones. That way your employees and managers can access SuccessFactors from anywhere, anytime.

SAP combines the reliability of the most well-known payroll solution with the user-friendliness of a cloud solution, thus offering customers the best of both worlds.

It allows you to do your payroll in more than 40 different countries, in accordance with local regulations and laws. Another way to take advantage of the advanced interface in Employee Central Payroll, is implementing the Payroll Control Center in your company.

That way it is possible to manage your existing on-premise SAP HCM Payroll via an intuitive web interface while account data is being processed on your serves in the background.

It is also possible to link your existing on-premise Payroll solution with Employee Central so that master data can be managed in SuccessFactors while accounting is still managed on your local servers.

It serves as the central point of contact for all employees with HR-related questions. Employees can access the Service Center from anywhere in SuccessFactors. Through the Service Center your employees can also start a chat with a personnel administrator to get informal help. For HR service representatives the Employee Central Service Center provides extensive functions for solving tickets efficiently and quickly, such as an overview of similar ticket in the system, numerous, mail templates and checklists, ensuring that an employee is getting the level of support needed.

The Employee Central Service Center features an intuitive user interface, making it as easy as possible for your employees to contact the relevant specialist department and thus promoting employee satisfaction. SuccessFactors Workforce Planning provides you with the tools for optimizing your HR planning on the basis of your business planning. That way you can counter mid- and long-term talent shortages as well as overcapacities in your company.

Based on these analyses, you can make faster, sounder and more efficient decisions in the future. You optimize your short- and long-term HR planning, by, for example, preparing your company for an expansion, retirements or sales fluctuations, and make important decisions about training needs and employee development. Workforce Planning identifies possible future quality gaps early and enables you to react in time by training your employees or hiring new employees.

SAP JAM is an advanced communications platform, connecting your employees, customers and partners and making collaboration and content distribution more efficient.

You can create groups according to different interests, where users exchange views with each other and experts, provide current information, facilitate discussions about open questions and overall enhance the flow of information, thus positively affecting company success. SAP JAM gives you many options of displaying and sharing information, such as chats, forums, blogs, wikis, videos, voice memos or traditional documents.

SAP JAM supports you in many areas of HR Management, for example, in Recruiting with additional communication, in Onboarding with complementary contents and mentoring groups or in Learning with additional materials and learning groups.

SuccessFactors Recruiting provides your company with a tool which optimally supports all steps in the recruiting process. You can create requirement profiles for open positions, structure the application process accordingly, create actual job offers and post them directly from SuccessFactors to job platforms, get your applications from different sources social media, staff consultants, online-applications, … and manage job interviews with your integrated outlook calendar.

SuccessFactors Recruiting offers more than just application management, using its patented methodology to sure that you reach the right candidate at the right time and with the right message. That way you build long-term relationships with interesting candidates and can always resort to an applicant pool to fill open positions.

Using state-of-the-art technology, the integrated marketing platform allows for employer branding to attract talented candidates to your company. That way you also capture the interest of passive candidates and attract them to your company and can plan extensive recruitment campaigns to attract new talents.

Using comprehensive assessments, you can at all times monitor which channels and strategies yield the best results and thus optimally use your recruiting budget. In the modern working world, staff retention and the planning of efficient staff assignments start before the actual hiring.

It is crucial to integrate new employees into your company, already before and of course after they are hired. The SuccessFactors module Onboarding supports you in this process, providing you with all the tools necessary to reach your goal. SuccessFactors Onboarding allows you to implement an ongoing onboarding process, including your HR department, the managers in charge and the new employee.

In addition, rapid deployment of new staff saves you a lot of money. SuccessFactors Learning allows you to continue to train your employees and manage all trainings in one central location. You can create online trainings, face-to-face trainings or blended learning trainings and offer them in the online catalogs. After a training, you have the option of administering tests. If they pass, employees can directly print their certificates. Training participants get to fill out evaluations, providing you with a good overview of your trainings so that you can quickly see what needs to change or be improved.

Using curricula and programs you create more comprehensive trainings, assigning them to your employees to make them familiar with more complex topics. Using their own interfaces trainers can keep attendance in their courses and also make comments about individual participants. Managers can assign necessary courses to their employees and can view and also evaluate training data.

Besides your employees, you can also add external users, such as your customers or partners, to SuccessFactors Learning and have them attend special trainings for new products, uses of marketing materials, etc. Course participants get invited to specific JAM groups, where they can talk about the course and get extra materials. That way you can make product or safety trainings available to your customers and partners and also by selling trainings, increase company sales.

Our partner Bookboon, the leading ebook provider in education and training, offers a comprehensive ebook library, which you can make available to your employees in SuccessFactors, integrated with other HR platforms or as a stand-alone solution.

SuccessFactors Goal Management supports you in defining company goals and cascading them to individual employees. That way employees get a better understanding of how their work affects the company as a whole. As a result they identify with the company more strongly, which directly affects their motivation. Monitoring your goals via dashboards and evaluations allows you to take timely measures if goal achievement is jeopardized.

You can create interfaces between defined goals and trainings in SuccessFactors Learning to support your employees in achieving their goals. SuccessFactors Performance Management provides you with modern tools for ongoing evaluation. Ongoing feedback lets your employees know where they stand and how they can improve. Meetings with employees are supported by workflows with the people involved submitting evaluations.

This happens via prepared text modules, an immediate scan checking the suitability of your own texts and an easy user interface allowing you to make entries directly into the system while the meeting is still going on. If you are also using Compensation Management , you can make premium payments conditional on goal achievement, promoting a success-oriented corporate culture. This includes superiors and colleagues but also suppliers, partners and customers.

These different perspectives can give you and your employees a better more comprehensive view, which can then be used for defining goals and creating trainings. In nearly all companies employee salaries are major cost items. Using SuccessFactors Compensation Management you ensure that these expenses optimally affect your company. Compensation Management allows you to pay your employees according to their performance motivating everyone to give their best.

Through an integrated testing device, the system ensures that you can view your costs at all times and comply with your compensation budget. Ongoing bonus models can be adapted to company success facilitating accessible bonus reports for your managers and employees. That way calculations get easier for everyone involved. Basic salary raises can be automatically calculated and shared workflowbased in relation to various factors such as performance evaluation, awards, rank or wage group.

Via SuccessFactors Career Planning you can encourage your employees to realize their full potential, displaying career paths they could take.

Based on their competencies employees can determine suitable positions and figure out which competencies they still need to develop for the next step in their career. You create development goals for your employees integrating company needs and employee preferences to ensure optimal further development. The defined goals can be linked to courses in SuccessFactors Learning so that your employees can take concrete steps towards reaching their goals.

Due to demographic changes, it is becoming increasingly difficult to have employees with the right qualifications available at the right moment. SuccessFactors Succession Management supports you in promoting and developing employee potential in a targeted way so as to prevent shortages in qualified employees.

Via Succession Management you determine the qualifications necessary for key positions in your company, search for suitable internal successors and promote suitable candidates to prepare them for the new tasks. You add suitable employees to talent pools and then promote them with special offers to optimally develop your future executives. With your employees you figure out a plan paving their way to the position they desire. Via a special successions organization chart you can view all developments along the organizational structure at all times.

SuccessFactors Analytics allows you to make all important business decisions based on strong facts. You get quick and sound answers to all relevant HR questions and using detailed analyses, find solutions to complex problems. Every day modern business software generates loads of data that can serve as the basis for complex analyses.

Interpreting the data and making it usable can be very difficult. With sound, fact-based analyses taking too long, many decisions are still based on intuition and assumptions. With SuccessFactors Analytics all that changes as it provides you with complex analyses in real time. Once you have an overview, you can then use Drill-Down techniques to jump to detailed analyses in order to analyze and examine critical areas more thoroughly.

All data can be presented graphically. You can also save the most important results to your homepage and when you get online, immediately view your most current and important data. And all that without a single click. Integrating your data with data from Financial Accounting and CRM gives you an even more comprehensive insight into your company. While via SuccessFactors Employee Central and Employee Central Payroll the entire HR management environment can be represented as its own system in the cloud, many companies have already invested a lot of money in existing OnPremise solutions by SAP or other providers and want to keep using them.

For you to protect these investments and use them with SuccessFactors, SAP offers numerous options to integrate them with SAP systems and also solutions from other providers. Using middleware enables integration in real time, while with an integration via data transfer, data needs to be synchronized cyclically. Using modern web standards and open file formats for both integration variants allows for integrating both SAP systems and systems from other providers with SAP cloud solutions.

In a hybrid environment where one system is responsible for central data storage and management usually your OnPremise system reliable integration and data synchronizing are crucial. When using different systems, it is important to make the experience user-friendly and as smooth as possible. SAP Organizational Management facilitates producing, collecting and managing all data pertaining to the organizational structure in a single, centralized location. Other modules use this database for numerous functions, such as defining workflows, assigning roles and permissions in the organization or assigning superiors.

In SAP Organizational Management, you manage your organizational units, positions and people, assign management positions and transfer persons from one organizational unit to another. In SAP Organizational Management, for planning and optimizing further restructuring, you can create and analyze various notional organizational structures in addition to the actual organizational structure.

SAP HR master data management allows you to collect all relevant HR data in a centralized location and provide it to other modules. With HR master data management, you can manage your international employees and expats as well as staff deployment activities. The integration with payroll ensures that you run expatriate payrolls correctly and prevents the double counting of taxes and other duties.

SAP SuccessFactors allows you to make master data available to your employees so that they can view and analyze it. Being able to access data at all times, employees and especially managers can thus make better decisions. Budget drafts at all levels of the company are necessary to be well prepared for the coming periods and to be alerted in time if planning is too far removed from reality.

HR Cost Planning allows for interfacing with all important SAP modules, such as Financial Accounting, Controlling or Payroll , so that you can retrieve the most current data at all times. In addition, you can manage on-call duty arrangements and assign employees to specific task forces and working groups, such as relieve and repair crews.

SAP Shift Planning allows you to both analyze, manage and optimize current workforce deployment and monitor as well as simulate future HR needs so that you are well prepared to react to changes. If shift planning is integrated in SAP Employee Self Services SAP ESS , your employees can view their current schedules and request changes based on their personal availability and preferences, which will then be sent to the responsible manager for approval.

Eliminating the need for many time-consuming interviews and discussions, this automatism greatly unburdens managers and shift leaders. SAP Time Management includes all the functions your company needs to record and analyze working time. In addition, you can manage employee attendances and absences and make the data available to other modules, especially SAP Payroll.

SAP Time Management supports both positive recording all attendances and absences and negative recording deviations from the work schedule time management and enables you to create shift schedules based on your specific needs and according to legal regulations.

In SAP Time Management, you can create different absence and attendance types for your employees, such as vacation or professional development time, and automatically assign them to eligible employees. Since business trips can be expensive, companies strive to minimize travel expenses, especially in economically strained times. SAP Travel Management enables your company to manage all the processes involved in handling trips, including requesting and planning the trip, approval prior to the trip, cost approval and reimbursement of expenses.

As is the case with many SAP components, there are many country-specific versions of SAP Travel Management, mapping national characteristics relating to expenses or daily allowances, for example, in SAP in conformity with the law.

Concur can be integrated with other SAP modules and used on its own and thus is also of use to companies without SAP system. The SAP Benefits component allows you to create and manage customized service packages for your employees. After creating a selection of benefits and organizing them in different packages, you then assign these packages to employees and, using a comprehensive set of integrated analysis tools, can monitor the use and costs of the packages at all times.

One of the most important parts of human resources is the payroll department. Because of the many legal regulations and various special cases occurring among employees, payroll can be very complex. SAP Payroll is available in many country-specific versions, which include local legal regulations and are adapted to legal changes yearly. This keeps you up to date on legislation, ensuring correct payroll accounting.

Integration with HR master data ensures that it is smoothly integrated into your calculations. When, for example, a child is born, the correct allowances are generated automatically, without the need for manual HR intervention. Integration with HR Time Management means that you can run payroll for your employees, accurate to the hour and including hours, allowances, absences and periods of sickness.

Ongoing payroll data storage ensures high data quality. In case revisions are necessary, the needed data is readily available at all times. SAP supports the following forms of payment: Incentive wages can be used for both individual employees and groups, for example a production line.

In order to collect the data needed for calculating the incentive wage, it is necessary to create an interface between the SAP Logistic module and the PDC Plant Data Collection terminals.

We look forward to hear from you: SAP E-Recruiting offers your company all the tools necessary for selecting, placing, developing and retaining new employees. Entirely web-based, E-Recruiting can be accessed at any time.

SAP E-Recruiting allows you to manage applications, keep in touch with candidates and build talent pools to choose possible employees from. Talent pools also ensure that potential successors for key positions are available, thus helping to keep your company running smoothly.

Application data is transferred to SAP and made available to those responsible. They can automatically screen applications and use the tool to directly contact suitable applicants. If your company is also using SAP Organizational Management , vacant positions listed there can be directly added to the recruiting process. SAP Event Management supports our company planning, organizing and managing any kind of event, such as trainings, exhibitions or parties.

SAP Event Management helps you with planning events, reserving the resources needed, keeping track of the costs and signing employees up for dates. After determining the prerequisites for participation, you can automatically check whether participants are keeping to these conditions. SAP Event Management is integrated with many other modules. For example, it is possible to transfer attendances directly into HR Time Management or request needed resources directly from Materials Management.

The integration with SAP Employee Self Services makes it possible for your employees to independently view and register for current events. In addition, they can view, change or cancel existing registrations. To meet these challenges, SAP offers the Learning Solution component providing support with any tasks related to learning management.

SAP Learning Solution offers a learning management system to create and manage trainings, a content management system to store and manage learning content and tests and a learning portal allowing your employees to access all contents.

On the learning portal, employees can search the trainings that are being offered and register for them. Via integration with the SAP Qualification Management , employees can compare their qualifications with those of the positions being offered and thus chose and register for relevant trainings. SAP Succession Planning allows you to create job profiles and succession plans, ensuring that critical key positions can be staffed at all times.

Succession Planning is based on the concept of jobs and positions and only realizes its added value in combination with SAP Organizational Management , which it complements.

If new positions are created in Organizational Management, Succession Planning facilitates a timely response, thus ensuring that you find the ideal candidate. Via integration with SAP Qualification Management , you can match positions with potential successors in regard to qualification requirements and profiles and assign employees to trainings in SAP Learning Solution in order for them to develop the necessary qualifications in time.

SAP Qualification Management facilitates creating and managing a qualifications catalog suitable for your company. Individual qualifications can be fine-tuned by means of proficiency scales, thus allowing you to define specific levels of mastery. Qualifications Management allows you to look for employees with specific qualifications, compare different employees and thus find the ideal candidate for a specific task.

SAP Compensation Management allows you to plan and manage your remuneration strategy, thus staying ahead of the competition when it comes to finding the best employees.