Tag: py-us

  • 10 most critical factors of SAP payroll: Year-end processing

    Year-end processingYear-end processing encompasses several areas already discussed or will be discussed in the next post of the 10 most critical factors of SP payroll series.

    The year-end process should not begin in October, but should start immediately after annual tax reporting is complete for the previous year. The initial tasks should be a lessons learned document and business process documentation updates. This documentation will help us to not forget what we just went through in getting the previous year done.

    Nailing down an exact schedule of the year-end project can be determined by looking up the tentative release schedule of HRSPs and CLCs on the SAP customer portal. We can then incorporate overlapping projects impacts and staff vacation scheduling. We want to have a detailed project plan just like any other project because year-end requires significant amounts of resources from payroll and other areas to apply updates, configure, etc. Luckily, the year-end project plan will look similar year after year so creating the detailed project plan will occur only once and then only tweaked from year to year.

    Create a periodic process to run year-end reports and review to reduce the surge at year-end. Ongoing review will make it easier at year-end, but may also identify an issue earlier in the year and configuration or processes may be adjusted with less impact. Communications to employees confirming information such as addresses, marital status, and exemptions will also reduce year-end workload.

    Please join us for our next blog post where we’ll discuss Overpayments and claims as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • 10 most critical factors of SAP payroll: Troubleshooting

    TroubleshootingIn this post we will cover troubleshooting as part of the series 10 most critical factors of SAP payroll. As we have discussed in previous posts in the series, payroll is greatly influenced by and processes the combined data from several sources.

    Troubleshooting requires a good deal of diligence of keeping track of what is going outside of just payroll. Many of the areas we’ve previously covered can impact payroll such as

    • updates have been recently applied – Stacks, HRSPs, CLCs
    • new or updated configuration or customization has been recently applied
    • new divisions or groups of employees recently hired or brought on SAP
    • process changes – HR, time capture, etc.

    SAP does provide some reporting tools to assist in the troubleshooting effort such as the Payroll Log. However, the payroll log can be a little daunting because it looks like code and the messages are not always easily understandable. Understanding the Payroll Log will help you better understand how the schemas, functions, rules, and operations work. Gaining this understanding will better your troubleshooting skills and ability to identify ways to improve payroll itself.

    After you access the Payroll Driver (PC00_MC10_CALC or PC00_M10_CALC_SIMU), check the ‘Display log’ option on the selection screen. Since the ‘Display log’ option does slow down the payroll process, it is a good idea to narrow down the number of employees you process to a small range or individual personnel number.

    display payroll log

    Here we can see a successful Payroll log. In this example, an employee processes through payroll without an error. By breaking down the Payroll log, we can see the employee processed through four period, three of which were retroactive.

    payroll log retro

    Now let’s throw in a twist. We set Infotype 0207 Residence Tax Authority to IN (Indiana), a state that has not been configured for this company. When we run payroll, this will result in an error for the employee.

    payroll log error

    When an error like this is received, we need to review the employee paperwork to make sure the Residence Tax Authority should actually be IN. If IN was a typo, change Infotype 0207 to the correct tax authority and process payroll for the personnel number.

    If the employee paperwork shows it should actually be IN, then we need to request an EIN for IN and setup the configuration to allow IN to process through payroll without an error. We will need to add the configuration to the appropriate tax company in table V_T5UTI keeping in mind that the error states only tax type 01, but there may be additional tax types to configure.
    payroll log error

    Implementing the use of proactive audits where possible will reduce the need for reactive error resolution. Here are a few examples of proactive audits that can be put in place:

    • Check that employees have cost centers
    • User exits to validate during time entry
    • Tax infotypes only contain tax authorities set up for the company

    With some patience, willingness to learn, and due diligence, the troubleshooting process can be learned. Keeping in mind the different areas providing input and implementing proactive audits will greatly reduce how much troubleshooting needs to occur.

    Please join us for our next blog post where we’ll discuss Year-end processing as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • 10 most critical factors of SAP payroll: Tax reporting and auditing

    Tax reporting and auditingWe have covered 6 of the 10 most critical factors of SAP payroll in this blog post series. The next area we’ll cover is Tax reporting and auditing.

    Over the years, SAP has developed many payroll reports to make tax reporting and audit simpler process. However, these monthly, quarterly, and annual rituals can consume significant amounts of time and energy from payroll departments depending on the level of understanding of what SAP provides. Hopefully, you are already aware of the following reports you can use to audit your payrolls throughout the year.

    Wage Type Reporter (tcode PC00_M99_CWTR)

    • Data is pulled from the RT and WPBP tables of payroll results selected
    • The report has several organizational structure object options to evaluate the results
    • Unfortunately, tax authority is not available for this report

    Payroll Journal (tcode PC00_M10_CLJN)

    • Payroll results are pulled and displayed in this this easy to use report
    • Selection criteria are very limited and the underlying layout is configured
    • Changes to the layout require the transport process

    Cost Center Report (tcode PC00_MNA_CC_ADM)

    • Managers of cost centers like this report’s availability
    • Detailed payroll charges can be seen and reconciled against FICO reports
    • Unfortunately, there are many HR objects not available for this report

    Payroll Reconciliation Report (tcode PC00_M10_REC)

    • There is a great deal of flexibility in this report, but that flexibility can be confusing
    • Validation of both Tax Reporter and amounts posted to FI are great applications of this report
    • Wage types can be configured as part of a Wage Type Application, which will combine the wage types in display
    • Retro activity in payroll can be easily displayed and tweaked for more informative output
    • The report can be run for specific types of payrolls making for easy identification of Voided checks or specific types of Off-Cycles during a period

    reconciliation report

    • Finally, individuals can create and save the ALV layout of their liking

    Flexible Employee Data Report (tcode S_AHR_61016362)

    • You’ll see this report often used for Birthday lists
    • However, it can provide a great deal of information about the employee population and make year-end validation easier
    • Flexible means you get to pick up to 20 fields to display in the output

    flexible employee data report

    Withholding Allowances Report (tcode S_PH9_46000361)

    • Provides a reconciliation between what an employee has claimed for exemptions in Infotype 0210 W-4 and what is allowed for a tax authority

    Exemption Expiration Report (tcode S_PH9_46000360)

    • Provides information about Infotype 0210 W-4 records that will expire

    Tax Infotype Summary (tcode S_AHR_61016142)

    • Provides tax infotypes information that can be sent to employees for validation

    Tax Reporter (tcode PU19)

    • After validating employee master data and payroll results data, running the tax reporter to validate is the next step
    • If you are using a third-party for tax filing, this is a great way to validate against the data they have
    • Keep in mind you’ll need to configure Tax Reporter in addition to maintaining the third-party programs and tables
    • Review the Log Manager to see if any warnings or errors exist
    • Compare the output of data against the Payroll Reconciliation Report

    pu19

    Using the reports SAP has developed and provided should allow for complete and accurate tax reporting and auditing. Understanding what and how each report works and where it fits in the overall process is very important.

    Please join us for our next blog post where we’ll discuss Troubleshooting as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • 10 most critical factors of SAP payroll: Time management

    We have finished five of the 10 most critical factors of SAP payroll and will explore time management in this post. Time Management includes the collection of time-related data, absences and attendances, and may include evaluation of the raw data all within SAP. SAP delivers several Infotypes to collect data with the most common being:

    • 2001 Absences
    • 2002 Attendances
    • 2006 Absence Quotas
    • 2010 Employee Remuneration Info
    • 2013 Quota Correction
    • 0416 Time Quota Compensation

    These infotypes may be maintained directly, through the use of Cross-Application Time Sheets (CATS), or interfaces from third-party time collection systems. SAP time evaluation is very powerful and flexible, but requires gaining a thorough understanding of business requirements and what SAP time evaluation can do. Time evaluation uses a variety of data elements for processing and generation of output including the aforementioned Infotypes, configuration tables, and schemas and rules that provide the instructions. Once time evaluation is implemented, it is fairly simple to perform.

    Table configuration may be completed by following the steps in the IMG and keep in mind that not all nodes in the IMG are required if specific functionality will not be used, such as Incentive Wages.
    time management configuration

    Work schedules are required for all employees, even those with a fixed working time such as salaried employees. Through configuration working days, working hours, break time, etc. are all defaulted. Flexibility is provided by having groupings based on Personnel area/subarea combinations. In our example, all personnel subareas are set to the same PS grouping 10 since they have the same work schedule conditions.
    work schedules

    Daily work schedules define the planned working time taking into account normal working hours and break schedules. Tolerances may be defined before and after the normal working schedule. In our example, we have defined five daily work schedules and we will look at SFT1 and SFT2 in more detail.
    daily work schedule

    The two daily work schedules are nearly identical with the differences being with the Normal working start time and the Work break schedule.
    daily work schedule

    Period work schedules are the sequence of daily work schedules for a specific number of weeks. Basically, the period work schedule combines daily work schedules into a structure. Period work schedule SFT1 is defined for a one week period and is in the red box. The daily work schedule SFT1 created in the previous step is set for Monday through Friday and daily work schedule FREE is set for Saturday and Sunday.

    Period work schedule SFT6 is defined for a two week period. Week 1 has daily work schedule SFT5 set for Monday through Friday and daily work schedule FREE is set for Saturday and Sunday. Week 1 mirrors the Shift 1 period work schedule, except for the daily work schedule setting. Where things become different is SFT6 has week 2 where Monday is set to a daily work schedule of FREE and the rest of the week is as usual. What this tell us is that the employee associated with this period work schedule will alternate two and three day weekends.
    period work schedule

    Work schedule rules are grouped by Employee Subgroup Groupings, Holiday Calendar, Personnel Subgroup Grouping and defines the options available in Infotype 0007 Planned Working Time. Double-clicking on the record will take you to more details information about the work schedule rule.
    work schedule rule

    During configuration use the dropdowns to select the ES grouping, Holiday Calendar ID, PS grouping, Period work schedule, and rule for day types. You’ll need to manually define the Working time section, which will default fields in Infotype 0007. Under the Work schedule generation section, the Start point in PWS is the week number. In our period work schedule examples we had SFT1 with only one week and SFT6 with two weeks. The Start point in PWS will be 001 when we are setting are using SFT1 as seen below, but could use 001 or 002 if we are using SFT6.
    work schedule rule detail

    Time management has several Infotypes, configuration tables, and uses schemas and rules. All these together are powerful and can provide a great deal of flexibility. Knowing what options are available and using them to the potential has the ability to streamline the payroll process through efficiencies and lessen manual entry. Even if you don’t use SAP delivered time evaluation, the basic time management configuration is necessary for payroll to process.

    Please join us for our next blog post where we’ll discuss Tax reporting and auditing as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • 10 most critical factors of SAP payroll: Unit and parallel testing

    Unit and Parallel TestingUnit and parallel testing is the fifth factor in the 10 most critical factors of SAP Payroll. We covered Data integrity, Integration, Configuration and Customization, and HRSP and legal changes in the first four blog posts.

    Testing is a building process where we look at individual functionality and see how it fits in the big picture. We can then identify how the process changes when moving from another system or by changes to the SAP system. How do are the differing levels of testing defined and what should levels should we go through?

    Unit testing is the validation of individual functionality. Unit tests are typically performed by the technical or functional support team. Those team members should understand the business process.

    If your support is outsourced, the outsourced team members should have an understanding of your specific business processes because general knowledge will not provide a specific enough understanding to your business processes and requirements. Many times, outsource team members are viewed as only technical or configuration, but their understanding will impact the effectiveness of functionality.

    Integration testing is the validation of aggregate functionality by combining individual functionality. Integration testing is best performed by a mix of the support team and business users.

    Parallel testing is the validation of data through concurrently testing functionality. Similar to integration testing a mix of support team and business team members is best.

    Finally, we have User Acceptance testing where our Subject Matter Experts along with key users should review the functionality and validate that it will support the business processes and meet their requirements. The SMEs and business users should be able to perform all of the processes and identify breakdowns.

    All stages of testing should be performed to provide a complete testing methodology. Unfortunately, when timelines are short it is not uncommon for testing to be shortchanged. The short-term gain may likely be outweighed when fallout is found in production and the result is incorrect employee remunerations. The best run projects will keep testing scopes intact and provide sufficient time and resources to verify business processes and requirements are met.

    Please join us for our next blog post where we’ll discuss Time management as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • 10 most critical factors of SAP payroll: HRSP and legal changes

    HRSP and legal changes

    This is the fourth of 10 most critical factors of SAP payroll. We covered Data integrity, Integration, and Configuration and Customization in the first three and in this post we will cover Human Resources Support Packages and Country Legal Changes.

    Human Resources Support Packages (HRSPs) were put in place by SAP many years ago to reduce the impact of updates towards year-end to HR and HR submodules. HRSPs are released approximately every month and contain individual SAP Notes and other legal and correction updates.

    Country Legal Changes (CLCs) are similar to HRSPs, but contain a subset of the HRSP SAP Notes. SAP started creating CLCs in the last few years to provides for lesser disruption and risk to the SAP environment as a whole, HR and HR submodules, and payroll. CLCs are released periodically and contain individual SAP Notes and other legal and correction updates relevant to payroll for a specific country or countries. CLCs do require a specific synchronization HRSP so HRSPs are still required.

    Synchronization HRSPs are typically released in May and November. You may apply the HRSP released in May and then the CLC for U.S. payroll released towards year-end and be able to complete year-end processing for the U.S. Many organizations now take this approach to limit testing towards year-end to U.S. payroll.

    We are able to identify the minimum HRSP and CLC needed to be applied prior to year-end using the enhancement pack and HRSP currently in place and using SAP Service Marketplace.

    • Access https://service.sap.com (requires login credentials)
    • Follow path Products > ERP > SAP ERP Human Capital Management > HR Support Packages > Schedule

    HRSPs and CLCs are a fact of life and can be very difficult for support organizations and the business to accept. However, we need to make sure all parties impacted understand HRSPs and CLCs contain required legislative compliance updates along with bug fixes. HRSPs and CLCs are not an option, but a requirement for payroll to run successfully. The following items are examples of what are included.

    • Tax Reporter form layouts
    • 401k or other benefit limits
    • New functionality required for the next year, such as employer paid benefits
    • Processes may change or underlying program logic changes

    With all these changes, a thorough testing plan should be put in place that is repeatable. Repeatable allows us to slightly tweak the data from one testing project/year to the next.

    Through our due diligence of what is included in the HRSPs and CLCs being applied, we need to define the impact and expectations for support and business areas outside of the HR module. The HRSPs may require Basis to apply a kernel update or our interface points may be impacted.

    Developing a plan early in the year and monitoring the SAP Service Marketplace for release dates and side effects can make for a smooth process to keep payroll up-to-date by applying HRSPs and CLCs.

    Please join us for our next blog post where we’ll discuss Unit and parallel testing as another critical factor in SAP payroll.

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • HR2015 Photo Update: Day 2

    If you’ve been keeping up with ICG on Twitter, Facebook or LinkedIn, you’ll know that through the rest of the week I’ll be attending the HR2015 Conference in Las Vegas.

    I have already spoken at my five sessions and was an expert at Ask-the-Experts. I look forward to a more relaxed couple of days at the conference. Check out some pictures from HR2015 Day 2:

     

    Check back later this week for more photos and updates from HR2015. And in the mean time, for more updates about the conference and ICG, check in with us on Twitter, Facebook, and LinkedIn.

  • HR 2015 Las Vegas | March 4

    Yesterday was fun at HR2015! Catch these afternoon sessions today on Day 2.

    Managing payroll claims, garnishments, month-end accruals, and more: Lessons from the trenches

    Mike Timm, ICG
    Time: Wednesday, March 4 1:00 PM Pacific
    Room: Raphael 3

    Through detailed screenshots and system demos, this session provides critical guidance based on real-world experience for ensuring accurate and timely processing of overpayments, garnishments, retroactive calculations, and month-end accruals. By attending, you will learn how to:

    • Configure wage types to support claims forgiveness, repayment, and deduction recovery
    • Reconcile claims from a user, functional, and technical perspective, including insight into the impact of IRS regulations related to claim processing and the different taxing rules that apply
    • Avoid common pitfalls associated with posting retroactive calculations and month-end accruals
    • Ensure the accuracy of garnishment configuration and administration, including tips to manage effective garnishment dates and track and monitor their activity

    Panel discussion: Payroll Q&A with SAP customers and experts

    Mike Timm, ICG
    Linda Crosby, United Launch Alliance
    Steve Bogner, Insight Consulting Partners
    W. Eric Sauerhoefer-Thompson, The Walt Disney Company
    Time: Wednesday, March 4 2:30 PM Pacific
    Room: Tower Ballroom 8

    This no-holds-barred exchange of ideas with peers and experts tackles your most pressing payroll challenges. Join this panel to:

    • Learn how your peers are streamlining and increasing the consistency of their regular payroll runs
    • Examine how others are reducing the time spent making payroll adjustments through proactive analysis and error correction
    • Hear about best practices to adopt (and worst practices to avoid!) to ensure the accuracy and timeliness of payroll results

    A comprehensive guide to US taxes and their impact on payroll operations

    Mike Timm, ICG
    Time: Wednesday, March 4 4:45 PM Pacific
    Room: Tower Ballroom 8

    This session examines key factors essential in avoiding costly tax-related pitfalls, including a thorough review of US tax regulations and associated reporting and auditing requirements. By attending, you will:

    • Master tax configuration in SAP ERP HCM, including lessons to avoid or overcome challenges associated with setting up key tax models and wage types
    • Get critical guidance to comply with state and federal tax regulations and auditing requirements
    • Explore how to use Tax Reporter to run multi-worksite, SUI, and W2s, including how to reconcile between Tax Reporter and payroll results
    • Obtain best practices for managing and tracking BSI Tax Update Bulletin (TUBs), and get an overview of new and enhanced functions delivered in the latest version of BSI TaxFactory

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • HR 2015 Las Vegas | March 3

    If you are attending HR2015 today, make sure to catch these sessions!

    Field-tested strategies to avoid or overcome the most common and costly payroll and time-related challenges

    Mike Timm, ICG
    Time: Tuesday, March 3 11:15 AM Pacific
    Room: Raphael 3

    This session tackles some of the most common payroll and time-related pitfalls and offers proven techniques for identifying, troubleshooting, and resolving them, including lessons to:

    • Identify the object master data, configuration, or systemic issue causing the payroll error, and determine the best approach for resolution
    • Overcome technical complexities associated with setting up and customizing process models, schemas, and rules
    • Manage common challenges associated with mergers and acquisitions (M&A) and get tips to accelerate the acceptance of a new payroll system
    • Leverage CATS and the time schema to more easily process complex time rules and avoid time-related discrepancies

    Integrating payroll with accounting (FI/CO) and benefits: Configuration guidelines and best practices to reduce complexity

    Mike Timm, ICG
    Time: Tuesday, March 3 4:30 PM Pacific
    Room: Raphael 3

    This session examines key process decisions and technical considerations for integrating SAP payroll with accounting (FI/CO) and benefits applications and processes. By attending this session, you will:

    • Examine the integration points between payroll and key accounting (FI/CO) applications like GL, treasury, cost accounting, and accounts payable and get tips for optimizing data flows
    • Discover payroll interface design techniques that help drive streamlined integration
    • Understand what’s required to process benefits in conjunction with payroll in SAP ERP HCM, including an overview of required configuration and integration

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.

  • HR2015 Las Vegas | March 3-6 Recommended Schedule

    HR2015 is right around the corner and the Agenda Builder has been released. There are many options at each time slot and choosing can be difficult. Below is the recommended schedule we put together to get the most out of the conference.

    March 3, 2015

    9:00 AM – Tower Ballroom 2
    How moving your HR to the Cloud is like the game “Snakes and Ladders”
    Mike Ettling, SAP

    Keynote panel: Cloud: What, why, and how
    David Ludlow, SAP
    Roland Cloutier, ADP
    Tony Coyle, Capgemini

    11:15 AM – Raphael 3
    Field-tested strategies to avoid or overcome the most common and costly payroll and time-related challenges
    Mike Timm, Integrated Consulting Group

    1:30 PM – Tower Ballroom 8
    Case study: Hindsight is 20/20: A look back at United Launch Alliance’s initial SAP payroll and time installation – What they would have done differently if they knew then what they know now!
    Linda Crosby, United Launch Alliance
    Marty Schmoker, United Launch Alliance

    3:00 PM – Tower Ballroom 8
    Latest enhancements in SAP ERP HCM self-services: HR Renewal, SAP Fiori, and SAPUI5
    Jeremy Masters, Worklogix

    4:30 PM – Raphael 3
    Integrating payroll with accounting (FI/CO) and benefits: Configuration guidelines and best practices to reduce complexity
    Mike Timm, Integrated Consulting Group

     

    March 4, 2014

    8:30 AM – Da Vinci 3
    Field-tested techniques to ensure an effective compensation model
    Jeremy Masters, Worklogix

    10:30 AM – Tower Ballroom 8
    An A-to-Z guide to streamlining HR processes across desktop and mobile devices with SAP Fiori
    Martin Gillet, Cogilius bvba

    1:00 PM – Raphael 3
    Managing payroll claims, garnishments, month-end accruals, and more: Lessons from the trenches
    Mike Timm, Integrated Consulting Group

    2:30 PM – Tower Ballroom 8
    Panel discussion: Payroll Q&A with SAP customers and experts
    Moderator: Mike Timm, Integrated Consulting Group
    Panelists: Steve Bogner, Insight Consulting Partners; Linda Crosby, United Launch Alliance; Eric Sauerhoefer-Thompson, The Walt Disney Company

    4:45 PM – Tower Ballroom 8
    A comprehensive guide to US taxes and their impact on payroll operations
    Mike Timm, Integrated Consulting Group

     

    March 5, 2015

    8:30 AM – Da Vinci 3
    Advanced customizations for savings plans with SAP
    Clay Molinari, C&C Savant

    10:30 AM – Tower Ballroom 8
    Panel discussion: Answers to FAQs about SuccessFactors Employee Central
    Moderator: Steve Bogner, Insight Consulting Partners
    Panelists: Jyoti Sharma, HRIZONS; Becky Murray, hyperCision; Luke Marson, Hula Partners; Joachim Foerderer, SAP SE

    1:00 PM – Raphael 1
    Payroll and benefits integration exposed
    Clay Molinari, C&C Savant

    3:00 PM – Da Vinci 2
    Case study: Lessons learned from HR Focal Point’s implementation of Employee Central Payroll
    Graham Wong, HR Focal Point

    4:30 PM – Raphael 3
    Introducing the SAP Payroll control center add-on: Lessons for enhancing payroll operations with the real-time capabilities of SAP HANA
    Ralf Wagner, SAP SE

     

    March 6, 2015

    8:30 AM – Raphael 1
    HR transformation: Options, considerations, and benefits
    Martin Gillet, Cogilius bvba
    10:00 AM – Raphael 3
    Tackling taxability setup and BSI TaxFactory 10.0
    Aditya Aggarwal, Terra Information Group11:30 AM – Da Vinci 2
    SAP and Concur travel solutions: An overview
    Hendrik Vordenbaeumen, SAP SE

    Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn.