HR Headcount Report - Detailed Guide

BW Report Detailed Documentation: HR Headcount Report April 2011
BW Report Detailed Documentation: HR Headcount Report
Contents:
1. Overview What is the purpose of this report?
2. Access Who has access to this report?
3. Data Source Where does the data in this report come from?
4. Data Currency How often is this report updated?
5. Data Timeframe How far back does the report data go?
6. Data Scope Which employees are included in this report?
7. Report Results What do the report results mean and how are they calculated?
a. Average Number of Employees
b. Average FTE
c. Average Length of Service
d. Time Period Determination
8. Quick Start How do I run a report?
9. BW Report Basics How do I use the report?
10.Navigation Filters What filters are available in the report?

a. Displaying filter values as rows
b. Displaying filter values as columns
c. Selecting specific filter values
d. Navigational blocks and filter options
i. Time
ii. NiM/Geographic
iii. Sector
iv. Business Group
v. Function & Job Level
vi. Commonly Used Organizational Filters
vii. Other Organizational Filters
viii. Personal Attributes
ix. Standard Headcount Rule
x. Compensation
xi. Key Figures
Return to Table of Contents Page 1 of 27

1. Overview What is the purpose of this report?
The HR Headcount Report is meant to provide members of the HR community with

high and low-level visibility to basic data describing the employee population they
support. The primary measures offered through the report are two types of
headcount:
1. Number of Employees a count of the number of employees in which each

person counts as 1
2. FTE a summation of the number of full-time employees (FTEs) in which each

employee counts as a relative proportion of 1 based upon his/her employment
percent (e.g. a full-time employee counts as 1.0, a part-time employee
working at 50% counts as 0.5)
These basic headcount measures can be viewed at an aggregate level (e.g. for a
market) or at a detailed level (e.g. individual employee names). They can be
filtered to include or exclude specific named groups from the total results (e.g.
include managers only, exclude sales function employees). They can be grouped
by a specified variable in order to compare the results for different groups (e.g.
compare headcount of personnel subareas). They can be run for a single point in
time (e.g. year-end 2010), for multiple points in time (e.g. January 2010 and January
2011), or for a specified range of time (e.g. Q4 2010). The results for a range of
time can be viewed as an aggregate (e.g. average headcount for Q4 2010 is 500) or
as a monthly trend (e.g. headcount rose from 480 to 520 in Q4 2010).
The HR Headcount Report can help you easily answer the following types of
questions:
What was the average headcount for my market last year? What was the
exact headcount for my market last month?
How many employees within my market work for the Nutrition business? Has
that number gone up or down over the past two years? How does that
compare to the other globally managed businesses?
How many managers within the technical & production function in my market
are female? Can I see a list of those female managers by location?
How many managers within the finance function in my market are nearing
retirement age? Can I see a list of those who work for the Petcare business?

2. Access Who has access to this report?
This report is intended for members of Nestls HR community who need visibility to
basic data for the employees they support. Access is granted to a particular person
by assigning him/her the relevant variant of the HR-0999 security role. The
authorization objects for this security role are:
Employee Group Sector

Employee SubGroup Sub-Sector
Personnel Area Zone
Personnel SubArea Business Group
Below is a table showing common categories of HR users and their relevant security
variants. For each security variant, assume that authorization objects not appearing
in the chart are unrestricted (i.e. *).
Common User Can view all Authorizatio Example

Group employees in n Object
their.. Restricted
Market HR Business Market Personnel Brazil factory HR
Partner Area Manager:
Personnel Area = BR*
Market HR Center Market Personnel Indonesia Training
of Expertise (CoE) Area Manager:
Personnel Area = ID*
Market HR Center Market Personnel Iberian Region Payroll
of Scale (CoS) Area Mgr.:
Personnel Area = ES*,
PT*
Zone HR Zone Zone Zone AMS HR Manager:
Zone = AMS
Globally Managed GMB Sector Corp. Nutrition HR
Business (GMB) HR Manager:
Sector = Nutrition
Regionally RMB Region Sub-Sector NPP Europe HR Manager:
Managed Business Sub-Sector = NPP
(RMB) HR Europe
Strategic Business SBU Business Business Ice Cream SBU HR
Unit (SBU) Support Group Manager:
Business Group = Ice
Cream
Globe Center Zone Zone GC AOA Bus. Excellence

Mgr.:
Zone = AOA
Corporate HR All of Nestl None HR Leadership Team:
No restrictions
The most common security variant is for a report user to have visibility to all
employees in his/her market. To create this variant, the Personnel Area
authorization object is restricted with the ISO code (followed by an asterisk) for each
country within the relevant market.
3. Data Source Where does the data in this report come from?
This is a Business Warehouse (BW) report. By definition, a business warehouse is

a repository for data from one or more sources that facilitates data archiving and
reporting. Each month, BW is loaded with a snapshot of basic employee data from
GLOBE SAP (the HRIS for Nestl). Each monthly data load represents a snapshot as
of the last day of that month.
4. Data Currency How often is this report updated?
Each monthly data snapshot is extracted from GLOBE SAP HR and loaded into the
Business Warehouse (BW) one week after the month ends. This one-week delay
allows any transactions with effective dates in that month to be captured in GLOBE
SAP HR before the data is extracted. For example, unplanned terminations
occurring on the last few days of June may be processed just after the month ends.
By waiting until July 7 to extract the June data, those retroactive terminations are
reflected in the June data.
This delay is especially important because each monthly snapshot of data is only
loaded into BW a single time. This single load rule guarantees that reporting and
metrics remain consistent over time (i.e. the January headcount from 2009 will
always be reported as the same number regardless of when you run the report).
However, it means that the BW data may not perfectly match GLOBE SAP HR (the
source system) if retroactive actions or data corrections are processed more than
one week after a month ends. For example, if a termination with an effective date of
June 29 is processed on July 15 (more than one week after June ends), that
termination will not be reflected in the June data within the BW report. The same is
true if a Personnel Area data correction with an effective date in February is
processed on April 10. The employee whose Personnel Area was corrected

retroactively in GLOBE SAP HR would still show the incorrect Personnel Area for
February through April in the BW report.
It is likely that there will always be a small number of retroactive transactions and
data corrections processed in GLOBE SAP HR more than one week after the relevant
month ends. Accordingly, it is likely that the BW HR Headcount Report will always
be out of alignment with GLOBE SAP HR on a few points. Therefore, GLOBE SAP HR
always represents the official system of record for HR data. All basic data records or
lists of employee data requested for official legal or government purposes should be
pulled directly from GLOBE SAP HR. While the BW HR Headcount Report allows
you to create detailed lists of employee data (e.g. a list of female managers at a
specific location), its true strength lies in allowing you to easily slice and group
aggregate data (e.g. breaking down the number of female managers by location
and displaying this breakdown for each month of 2009).
5. Data Timeframe How far back does the report data go?
The Business Warehouse (BW) always retains 3 full calendar years of data plus the
current year-to-date data. All data older than this specified timeframe is discarded.
For example, as of 15 June 2011, BWs data coverage includes 2008, 2009, 2010,
and 2011 January through May. All 2008 data is discarded only after the 2011 year
ends so that 3 full calendar years of data remain (2009, 2010, and 2011). The BW
HR Headcount Report offers reporting capability on the full timeframe of data
available within BW.
6. Data Scope Which employees are included in this report?
The report includes the basic data for all Nestl employees whose markets are live
on GLOBE SAP HR. It also includes contractors who are paid via Nestl payroll by
markets that are live on GLOBE SAP HR.
By default, the following filters are applied to all report results in accordance with
the Nestl headcount definition:
SAP Object Includes Only

Employment 1 Inactive
Status 3 Active
Employee Group 1 Regular
3 CBE Inpat
5 HBE Inpat
6 Mission Expat

9 Temporary
C Regional Inpat
These default filters ensure that employees are never accidentally
double counted (i.e. employees on international assignments are only

counted in either their home market or their host market as specified)
included in the headcount after they leave Nestl (i.e. withdrawn and
retiree employees are excluded)
counted when theyre really external contractors (i.e. external workers are
excluded)
Although these Employment Status and Employee Group filters are applied by
default, they can be adjusted within the report if desired. For example, you can
adjust the Employee Group filter in order to count the number of External
workers.
7. Report Results What do the report results mean?
As mentioned in the Overview section of this document, the HR Headcount

Report is meant to provide members of the HR community with high and low-level
visibility to basic data describing the employee population they support. In BW
terminology, the measures calculated by the report (the numbers you see in the
report results) are called key figures. The HR Headcount Report offers two
primary key figures:
1. Average Number of Employees
2. Average FTE
Lets take a closer look at what each of these figures means and how it is calculated.
Average Number of Employees
Number of Employees is a count of the total number of employees working for

Nestl as of a particular date. Each month of data loaded into BW represents a
snapshot of the last day of that month. Therefore, the Number of Employees for
June 2009 indicates the total number of employees (with each person counting as 1)
as of 30 June 2009. Remember that the BW HR Headcount Report has specific
Employment Status and Employee Group filters set by default in accordance with
the official Nestl headcount definition. These default filters impact the Number of
Employees result.

The actual key figure in the report is Average Number of Employees. This key
figure represents an average of the Number of Employees figure for each month
you choose to include in the report results:
Average Number of Employees = Number of Employees / Number of

months included in report
Lets say you want the Average Number of Employees for your location for 2010
Q1. You select January 2010 through March 2010 as your desired date range for the
report.
Month Number of
Employees
January 2010 137 people
February 2010 137 people
March 2010 138 people
Your Average Number of Employees for these 3 months would be calculated as

follows:
Average Number of Employees = (137 + 137 + 138) / 3 = 137.33
Note that the Average Number of Employees for any individual month is exactly
equal to the Number of Employees for that single month (since monthly data is a
snapshot as of the last day of the month).
Note that there is one adjustment being performed behind the scenes to prevent
doule counting of employees who hold multiple positions. There is a hidden key
figure called No of employees with several positions. Globally, all but a handful
(fewer than 10) employees being counted by this key figure hold exactly 2 positions.
Without some intervention, BW would double count these employees in the

headcount figure. The calculation being performed is:
Number of Employees = Count of employees No of employees with several

positions
The only situation for which this method does not work properly is when an
employee holds more than two positions (which applies to fewer than 10 employees
globally).
Average FTE
FTE is a summation of Full Time Employees (FTE) in which each employee counts
as a relative proportion of 1 based upon his/her IT0007 (Planned Working Time)
Employment Percentage as of a particular date (e.g. a full-time employee counts
as 1, a part-time employee working at 50% counts as 0.5). Each month of data
loaded into BW represents a snapshot of the last day of that month. Therefore, the
FTE for June 2009 indicates the equivalent number of Full-Time Employees
comprised by the employee workforce as of 30 June 2009. Remember that the BW
HR Headcount Report has specific Employment Status and Employee Group
filters set by default in accordance with the official Nestl headcount definition.
These default filters impact the FTE result.
The actual key figure in the report is Average FTE. This key figure represents an
average of the FTE figure for each month you choose to include in the report
results:
Average FTE = FTE / Number of months included in report
Lets say you want the Average FTE for your location for 2010 Q1. You select
January 2010 through March 2010 as your desired date range for the report.
Month FTE
January 2010 107 FTE
February 2010 107 FTE
March 2010 108 FTE
Your Average FTE for these 3 months would be calculated as follows:

Average FTE = (107 + 107 + 108) / 3 = 107.33
Note that the Average FTE for any individual month is exactly equal to the FTE for
that single month (since monthly data is a snapshot as of the last day of the month).
Average Length of Service
The report has an additional key figure for your use called Average Length of
Service. This key figure is not displayed in the report results by default, but you can
choose to display it by selecting it from the Key Figures navigational block of
filters.
Length of Service represents the number of years that an employee has been
working for Nestl. It is calculated by measuring the span of time between an
employees Technical Entry Date and the specified report period end date (i.e. the
last day of the selected report end date month).
Note that Technical Entry Date is equal to Hire Date for any employees who have
worked continuously for Nestl. For those employees who have had a service
disruption (e.g. exited Nestl and then were rehired), Technical Entry Date is a
calculated date designed to give credit for time worked before the break in service.
The actual key figure in the report is Average Length of Service. This key figure
represents an average of the Years of Service figure for each month you choose to
include in the report results:
Average Length of Service = Years of Service / Number of months

included in report

Lets say you want the Average Length of Service for your 3-person department as
of 31 December 2010.
Employee Years of Service

Employee #1 5.00
Employee #2 1.50
Employee #3 2.50
Your Average Length of Service for the department would be calculated as follows:
Average Length of Service = (5.00 + 1.50 + 2.50) / 3 = 3.00 years of service
Lets say you want the Average Length of Service for your 3-person department for
Q4 2010.
Years of Service
Employee Oct. Nov. Dec. Q4
2010 2010 2010 Average
Employee #1 4.83 4.92 5.00 4.92
Employee #2 1.33 1.42 1.50 1.42
Employee #3 2.33 2.42 2.50 2.42
Your Average Length of Service for the department would be calculated as follows:
Average Length of Service = (4.92 + 1.42 + 2.42) / 3 = 2.92 years of service

Time Period Determination
As mentioned above, each monthly data load represents a snapshot as of the last
day of that month. If an employee meets the headcount criteria (Employment
Status and Employee Group) as of the last day of a month, he/she will be counted
in both headcount key figures for that month.
This rule sounds straightforward, but it can sometimes be confusing if an employee

undergoes an employment action at the very end or very beginning of a month. For
example, lets say that an employees last day working for Nestl is August 31.
Should he/she be counted in the headcount key figures for the month of August? To
determine the answer, always ask yourself the following question:
Was the employee still working on the last day of the month?
Only if the answer is yes should the employee be counted in the headcount for
that month. In our example of the employee whose last working day was August
31, the answer is yes, the employee worked on the last day of the month and
should therefore be counted in the August headcount. (Note that the start date
for the End Employment action indicates the first day on which an individual is no
longer employed with Nestl. The End Employment start date for our example
would be September 1 since this employees last working day was August 31.)
Below are some specific examples of how employment action dates at the very end
or beginning of a month impact in which month(s) an employee should be included
in the headcount.
Effective Date Count in Count in

Action (SAP Start Aug. 2010 Sept. 2010
Date) Headcount Headcount
Hire (new to Nestl) 31 Aug. 2010 Yes Yes
Hire (new to Nestl) 1 Sept. 2010 No Yes
Transfer (from Dept. A to 31 Aug. 2010 Dept. A = No Dept. A = No
Dept. B) Dept. B = Yes Dept. B =
Yes
Transfer (from Dept. A to 1 Sept. 2010 Dept. A = Yes Dept. A = No
Dept. B) Dept. B = No Dept. B =
Yes
End Employment (exit 31 Aug. 2010 No No
Nestl)

End Employment (exit 1 Sept. 2010 Yes No

Nestl)

8. Quick Start How do I run a report?
To run the HR Headcount Report, follow these basic steps:
1) Launch the HR Headcount Report from within your SAP GLOBE portal.
2) Indicate your desired date range on the Variable Screen. The default date
selection is the most current month of data available. If you want to select a
different point in time, update both the start and end dates to that specific
month. If you want to select a range of time, update the start and end dates to
reflect that range. You may also further limit the employee population within the
report results by selecting specific Personnel Areas on this screen. If you do not
select any specific Personnel Areas, your report results will include all Personnel
Areas that you have security rights to view.
3) Select any Navigation Filters as desired to further limit the employee population
reflected within the report results. By default, the only two navigational filters
that are automatically applied are Employment Status and Employee Group (in
accordance with the global headcount definition).
4) Display Navigation Filters as rows or as columns in order to arrange the report

results as desired. By default, the two primary key figures are displayed as
columns with no filters displayed as rows.
Important Tip #1: As you select a Navigation Filter to display as rows, youll
experience a brief data processing wait for the rows to appear. The duration of this
wait is directly proportional to the number of rows to be displayed. As a best
practice, always filter down the size of the relevant employee population to a
manageable number (e.g. several thousand at the largest) before displaying
Employee or Position as rows.
Important Tip #2: As a best practice, limit which Navigation Filters you choose to
display as columns to those filters with fewer than 12 values. Otherwise youll have
to repeatedly scroll left and right in order to view all columns displayed.
9. BW Report Basics How do I use the report?
When running the HR Headcount Report, an important first step is to determine

what question(s) you are trying to answer. For example, you may want to know the
names of all female managers within the Technical & Production function within your
market. You may instead want to know whether the number of female managers
within the Technical & Production function has increased within your market over the

past 3 years. Knowing what question youre trying to answer will help you
determine the most useful way to run your report.
Note: Remember that although the HR Headcount Report allows you to drill all the
way down to specific details like employee name, it offers more powerful insight
when used to display trends and comparisons at the aggregate level.
10. Navigation Filters What filters are available in the report?
A filter is a variable that you can use to:
1. Restrict the pool of employees included in your report results
Examples:
Only employees in my business
Only employees in my department
Only Finance & Control employees
-- AND / OR --
2. Compare the report results for different groups
Examples:
Compare all businesses within my market
Compare all department within my market
Compare all functions within my department

Here is how you activate filters within a BW report:
Note that you can stop displaying a filter as rows or columns by clicking the same
button a second time. You can deactivate your filter selections by clicking the
garbage can icon.
Click here to deactivate filter selection
Here are the default HR Headcount Report results for January 2011:
Now lets look at some examples of how you can impact these results by using
filters.

Example of displaying filer values as rows:
Example of displaying filter values as columns:
Example of selecting specific filter values:

The filters available within the HR Headcount Report are arranged into categories
called navigational blocks. Below is an overview of each navigational block and the
filters it contains.
Time Allows you to select a single point in time, multiple points in time, or a
continuous range of time
Default Example Value
Filter Name Data Source Displ Sorting Key Text
(Key) ay
Describes monthly time periods available for inclusion in report
Cal. year / month BW Key Ascending by 01.201 JAN 2011
Key 1
NiM/Geographic Includes 4 hierarchical filters that describe where an employee works

from a geographic perspective (i.e. Where do you work?)
(Key) ay
Describes which of Nestls 3 geographic Zones an employee belongs to
(derived from the first 2 letters of his/her Company Code)
Zone (NiM/Geo) SDR Geography (DS Text Ascending by 01 Europe
245 joint Finance Text
& HR)
Describes which of Nestls geographic Sub-Zones an employee belongs
to (derived from the first 2 letters of his/her Company Code)
Sub-Zone
SDR Geography (DS Text Ascending by 0101 Western
(NiM/Geo)
245 joint Finance Text Europe
& HR)
Describes which of Nestls NiM Markets an employee belongs to
(derived from the first 2 letters of his/her Company Code)
Market (NiM/Geo) SDR Geography (DS Text Ascending by 010105 Nordic Region
245 joint Finance Text
& HR)
Describes which Country an employee belongs to (derived from the first
2 letters of his/her Company Code)
Country (NiM/Geo) SDR Geography (DS Key & Ascending by DK Denmark
245 joint Finance Text Text
& HR)

Sector Includes 6 hierarchical filters that describe in which part of Nestl an

employee works
(i.e. For whom do you work?)
(Key) ay
Describes which Globally, Regionally, or Locally Managed Business
(GMB/RMB/LMB) an employee works for (derived from Business
Sector Location)
SAP HRP1000- Text Ascending by 900010 Sector Food
OTYPE=2B Text 02
Describes 2nd level of which Globally, Regionally, or Locally Managed
Business (GMB/RMB/LMB) an employee works for (derived from Business
Location)generally combines the Sector value with a geographic
Sub Sector
classification such as Zone
SAP HRP1000- Text Ascending by 900020 Food EUR
OTYPE=2C Text 02
Describes 3nd level of which Globally, Regionally, or Locally Managed
Location)generally further clarifies the geographic classification of the
Region Sub Sector
SAP HRP1000- Text Ascending by 910200 Poland &
OTYPE=2D Text 31 Baltic States
Region
Describes 4th level of which Globally, Regionally, or Locally Managed
Location)generally further clarifies the geographic classification of the
Market
Region
SAP HRP1000- Text Ascending by 910301 FOOD Baltics
OTYPE=2E Text 68
Describes 5th level of which Globally, Regionally, or Locally Managed
Location)generally further clarifies the business or the geographic
Sub Market
classification of the Market, but may not be relevant for all Markets
SAP HRP1000- Text Ascending by 900201 Latvia Sub
OTYPE=2F Text 05 market
Describes the business location where an employee works (generally
represents a combination of a location type or business and a city/town)
Business Location
SAP HRP1000- Text Ascending by 900361 FOOD Riga
OTYPE=2G Text 08

Business Group Includes 3 hierarchical filters that describe in what Strategic Business
Unit (SBU) or department an employee works (i.e. For what business or
department do you work?)
(Key) ay
Broadly distinguishes between employees working for Businesses (profit
centers) and those working for Support Functions (cost centers)
Business
SAP HRP1000- Text Ascending by 190000 Business
OTYPE=2L Text 50
Provides a high-level Strategic Business Unit (SBU) view of the
organization
Business Group
SAP HRP1000- Text Ascending by 902000 BUS Dairy
OTYPE=2I Text 52
Provides a locally-defined departmental view of the organization
Business Sub primarily only relevant within a Market
Group SAP HRP1000- Text Ascending by 190002 Chilled Dairy
OTYPE=2J Text 10
Function and Derived from the globally standardized list of jobs to which every
Job Level position in Nestl is mapped, it measures what type of job an employee
performs (i.e. job function) and at what level that job exists (e.g.
manager vs. non-manager, white collar vs. blue collar), regardless of
which business the employee works for or who he/she reports up to
(Key) ay
Broadly distinguishes job function (derived from Job)
Job Family SAP HRP1000- Text Ascending by 810011 Technical &
OTYPE=1B Text 54 Production
Distinguishes job sub-function, a more granular functional classification
within the broader Job Family (derived from Job)
Job Sub Family
SAP HRP1000- Text Ascending by 810021 Environment
OTYPE=1C Text 43 & Safety
Distinguishes the globally defined job that an employee performs
defined by the assignment of similar job responsibilities, activities, and
Job tasks
SAP HRP1000- Text Ascending by 800004 Safety
OTYPE=C Key 48 Specialist
Job Grouping Distinguishes job level in categories that are more granular than the 4
official Job Level categories but that are not entirely hierarchical
(derived from Job)
SAP HRP1000- Text Ascending by 800000 Specialist

OTYPE=1D Text 06
Broadly distinguishes hierarchical job level in 4 categories (derived from
Job)
Job Level
SAP HRP1000- Text Ascending by 190001 Professional
OTYPE=1E Key 02
You can select specific combinations of Job Level filter values to distinguish
Manager vs. Non-Manager and White Collar vs. Blue Collar.
Job Grouping Job Level Manager vs. White Collar vs.

Non-Manager Blue Collar
Senior Executive
Executive
Executive
Senior Manager Manager
Manager Manager
Supervisor White Collar
Expert
Specialist
Professional
Office Assistant
Non-Manager
Trainee
Operator
Operator Blue Collar
Assistant
Commonly Used Includes 8 commonly used filters that describe employees or their place
Organizational within in the organizational structureincludes the 2 deepest drill
Filters down filters of Employee and Position
(Key) ay
Identifies an individuals name and unique employee identification
number (an Employee is defined as a person who contributes to the
creation of goods and services within the enterprise on the basis of a
work contract or a contract for services)
SAP HR IT0001 Key & Ascending by 1106659 Smith John
Employee Personnel Number Text Key 0 (first and last
(P0001-PERNR) names are
also broken
out separately
after full
name)
Position Identifies a position title and unique position identification number

SAP HR IT0001 Text Ascending by 7100682 Forklift Driver

Position (P0001- Key 5
PLANS)

Identifies an organizational unit (grouping of positions that all report up

to a common manager)
Organizational
SAP HR IT0001 Key & Ascending by 6185324 Hygiene
Unit
Organizational Unit Text Text 2
(P0001-ORGEH)
Identifies the main cost center
Information Key & Ascending by 0088/ Coffee BU CM
Master Cost
Pending Text Key 0859875 (Person
Center
11 responsible is
also listed)
Identifies the country-specific recognized legal entities through which
Nestl conducts businessrepresents the smallest organizational unit
for which a complete self-contained set of accounts can be drawn up for
Company Code purposes of external reporting
SAP HR IT0001 Key & Ascending by CM10 Nestle
Company Code Text Key Cameroun
(P0001-BUKRS)
Identifies locally defined business entities (generally reflects all Nestl
operations within a specific country or a particular Nestl business
within a specific countryan exception is the USA where it acts instead
as an indicator of location)defined by specific aspects of personnel
Personnel area
administration, time management, and payroll
SAP HR IT0001 Key & Ascending by ECA5 CPW Ecuador
Personnel Area Text Key
(P0001-WERKS)
Identifies locally defined business locations within a specific Personnel
Area (except in the USA where it instead distinguishes tax companies)
a subdivision of Personnel Area characterized by personnel
Personnel
administration, time management, and payroll criteria
subarea
SAP HR IT0001 Key & Ascending by 0047 Tendales
Personnel Subarea Text Key
(P0001-BTRTL)
A subdivision of Employee Group identifying locally-defined
employment classifications that are often significant for working time
and payroll purposesmay also indicate locally-defined job levels
Employee
SAP HR IT0001 Text Ascending by LQ BOR Worker
subgroup
Employee Text
Subgroup (P0001-
PERSK)
Other Includes 3 less commonly used unrelated filters that may be

Organizational occasionally useful
Filters


(Key) ay
Classifies a country-specific work agreement with an employee or
contractor according to its intended validity period and legal status
Contract Type SAP HR IT0016 Text Ascending by E1 CE Permanent
Contract type Key
(P0016-CTTYP)
Indicates the SAP MOLGA country code that was used to identify
countries before the change was made to use ISO codes to identify
countrieslikely not relevant for most reporting
Country Grouping
SAP HR IT8015 Text Ascending by 03 Austria
Country Grouping Text
(P8015-MOLGA_X)
Distinguishes whether an employee is marked as part-time in IT0007
(Planned Working Time), indicating a long-term shortened working time
that remains constant
Part Time
SAP HR IT0007 Text Ascending by X X
Employee
Checkbox for Part- Key (X indicates
Time Employee part time
(P0007-TEILK) employee)
Personal Includes 4 filters that describe personal attributes (age, gender, length
Attributes of service with Nestl) of employees
(Key) ay
Indicates in which age range of 10-year increments an employee falls
(see complete list of age ranges below this table)
Age Range Calculated by BW Text Ascending by 2 20 to 29
from SAP HR Date Key
of Birth
Indicates an employees gender (male, female)
SAP HR IT0002 Text Ascending by 1 Male
Gender
Gender Key (P0002- Key
GESCH)
Indicates in which length of service range of 5-year increments an
employee falls (see complete list of length of service ranges below this
table)
Length of Service
Calculated by BW Text Ascending by 15 10 to <15
from SAP Technical Key years
Entry Date

Offers granular view of employees first five years with Nestl by

indicating in which length of service range of 1-year increments an
employee falls (see complete list of new hire length of service ranges
Length of Service
below this table)
(New Hires)
Calculated by BW Text Ascending by 1 0 to <1 year
from SAP Technical Key
Entry Date
Age Range Length of Service Length of Service

(New Hires)
0 to 19 0 to <5 years 0 to <1 year
20 to 29 5 to <10 years 1 to <2 years
60 to 69 25 years or more 5 years or more
70 and Above
Standard Includes the only 2 filters that have default settings applied in
Headcount Rule accordance with the Nestl headcount definition
(Key) ay
Describes the position status of an individuals employment with Nestl
(Regular employee, on International or Regional assignment, Temporary,
External, or Retired)
Employee group
SAP HR IT0001 Text Ascending by 3 CBE Inpat
Employee Group Text
(P0001-PERSG)
Describes the status of an individuals employment with Nestl
(Withdrawn, Active, Retiree, Inactive)
Employment
SAP HR IT0000 Text Ascending by 3 Active
status
Employment Status Key
(P0000-STAT2)
As explained in the Data Scope section of this guide, default settings are applied to
the Employee Group and Employment Status filters in order to ensure that
employees are never accidentally
double counted (i.e. employees on international assignments are only
counted in either their home market or their host market as specified)
included in the headcount after they leave Nestl (i.e. withdrawn and
retiree employees are excluded)
counted when theyre really external contractors (i.e. external workers are
excluded)
The following default filter settings are applied in accordance with the Nestl
headcount definition:
SAP Object Includes Only

Employment 1 Inactive
Status 3 Active
Employee Group 1 Regular
3 CBE Inpat
5 HBE Inpat
6 Mission Expat
9 Temporary
C Regional Inpat
Although these Employment Status and Employee Group filters are applied by
default, they can be adjusted within the report if desired. For example, you can
adjust the Employee Group filter in order to count the number of External
workers.
Compensation Includes 8 filters that describe the pay grade and pay scale
compensation classifications (Pay Grades are generally used to define
compensation for management and some white collar employees while
Pay Scales are generally used to define compensation in collective
bargaining situations)
(Key) ay
Groups similar jobs for employee compensation (a Pay Grade is
defined by the country, pay grade type, and pay grade areacan be
divided into several pay grade levels)
Pay Grade
SAP HR IT0710 Key Ascending by 14 Not applicable
Pay Grade (P0710- Key
SLGRP)

Distinguishes local regions within a salary structureregions can be

either geographical (e.g. province, state, country) or user defined
organizational subdivisions (e.g. subsidiary, department)
Pay Grade Area
SAP HR IT0710 Key & Ascending by 07/A1 Canada
Pay Grade Area Text Key
(P0710-SLREG)
Defines the salary range within the pay gradeeach level has a
minimum and a maximum amount
Pay Grade Level SAP HR IT0710 Text Ascending by 00 Not applicable
Pay Grade Level Key
(P0710-SLLVL)
Distinguishes between the different types of pay grade structures (e.g.
management, non-management)
Pay Grade Type SAP HR IT0710 Key & Ascending by 07/A1 Salaried
Pay Grade Type Text Key
(P0710-SLTYP)
Identifies criterion used for grading job evaluation with Pay Scale
Group divided up into several pay scale levels
Pay Scale Group SAP HR IT0510 Key Ascending by HOURLY Not applicable
Pay Scale Group Key
(P0510-TRFGR)
Identifies the locally-defined area in which a pay scale is valid
SAP HR IT0510 Key & Ascending by 07/A1 Canada
Pay Scale Area
Pay Scale Area Text Key
(P0510-TRFGB)
Serves as criterion for job evaluation within the pay scale group
SAP HR IT0510 Key Ascending by 01 Not applicable
Pay Scale Level
Pay Scale Level Key
(P0510-TRFST)
Identifies locally-defined type of pay scales (e.g. management, union,
non-union)
Pay Scale Type SAP HR IT0510 Key & Ascending by 07/A2 Casual
Pay Scale Type Text Key
(P0510-TRFAR)

Key Figures Includes the 3 key figures available within this report
(Key) ay
Describes the 3 measurements available to be displayed within the
report (Average Number of Employees, Average FTE, and Average
Key Figures Length of Service)
Calculated by BW Value As defined by 350.00 Not applicable
from SAP HR report

HR Headcount Report - Detailed Guide

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HR Headcount Report - Detailed Guide

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BW Report Detailed Documentation: HR Headcount Report April 2011

BW Report Detailed Documentation: HR Headcount Report

1. Overview What is the purpose of this report?

2. Access Who has access to this report?

4. Data Currency How often is this report updated?

6. Data Scope Which employees are included in this report?

8. Quick Start How do I run a report?

9. BW Report Basics How do I use the report?

10.Navigation Filters What filters are available in the report?

Return to Table of Contents Page 1 of 27

1. Overview What is the purpose of this report?

The HR Headcount Report is meant to provide members of the HR community with

1. Number of Employees a count of the number of employees in which each

2. FTE a summation of the number of full-time employees (FTEs) in which each

Return to Table of Contents Page 2 of 27

2. Access Who has access to this report?

Employee Group Sector

Common User Can view all Authorizatio Example

Return to Table of Contents Page 3 of 27

This is a Business Warehouse (BW) report. By definition, a business warehouse is

4. Data Currency How often is this report updated?

Return to Table of Contents Page 4 of 27

6. Data Scope Which employees are included in this report?

SAP Object Includes Only

Return to Table of Contents Page 5 of 27

These default filters ensure that employees are never accidentally

double counted (i.e. employees on international assignments are only

7. Report Results What do the report results mean?

As mentioned in the Overview section of this document, the HR Headcount

1. Average Number of Employees

Average Number of Employees

Number of Employees is a count of the total number of employees working for

Return to Table of Contents Page 6 of 27

Average Number of Employees = Number of Employees / Number of

Your Average Number of Employees for these 3 months would be calculated as

Average Number of Employees = (137 + 137 + 138) / 3 = 137.33

Without some intervention, BW would double count these employees in the

Number of Employees = Count of employees No of employees with several

Average FTE = FTE / Number of months included in report

Your Average FTE for these 3 months would be calculated as follows:

Return to Table of Contents Page 8 of 27

Average FTE = (107 + 107 + 108) / 3 = 107.33

Average Length of Service

Average Length of Service = Years of Service / Number of months

Return to Table of Contents Page 9 of 27

Employee Years of Service

Average Length of Service = (5.00 + 1.50 + 2.50) / 3 = 3.00 years of service

Average Length of Service = (4.92 + 1.42 + 2.42) / 3 = 2.92 years of service

Return to Table of Contents Page 10 of 27

Time Period Determination

This rule sounds straightforward, but it can sometimes be confusing if an employee

Effective Date Count in Count in

Return to Table of Contents Page 11 of 27

End Employment (exit 1 Sept. 2010 Yes No

Return to Table of Contents Page 12 of 27

8. Quick Start How do I run a report?

To run the HR Headcount Report, follow these basic steps:

4) Display Navigation Filters as rows or as columns in order to arrange the report

9. BW Report Basics How do I use the report?

When running the HR Headcount Report, an important first step is to determine

Return to Table of Contents Page 13 of 27

10. Navigation Filters What filters are available in the report?

A filter is a variable that you can use to: