Whitaker-Taylor Insights

Jamaal Gillison

Jamaal Gillison is a SAP analyst working for Whitaker-Taylor. He graduated from Kennesaw State University in Georgia, with a bachelor in Information Systems. Jamaal’s areas of expertise are Personal Administration, Organizational Management, and Benefits. He currently operates out of Atlanta, Georgia.

Recent Posts

Five Signs of an Inefficient SAP HCM Payroll Process

Nov 8, 2018 10:04:00 AM / by Jamaal Gillison posted in SuccessFactors, CPM, Performance and Goals, SAP, Payroll, SAP HCM

Performing SAP HCM Payroll is a multi-step process which can span the duration of a regular eight hour working day. There are many steps involved in the standard payroll process, not including any custom reports that can be used for data validation or uploads. With the many steps involved in payroll, it is easy to fall into the trap of using inefficient methods to finish payroll. Understandably, the priority is to get your employees paid on time, but certain methods can prove to be inefficient over time.

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Dealing with Pre-booking Errors in SAP Personnel Administration

Jan 20, 2017 12:30:00 PM / by Jamaal Gillison posted in SAP HCM, SuccessFactors

When you maintain employee master data in SAP, you may encounter an error that reads Pre-booking exists for personnel number. We will show you how to solve this problem in a few minutes, even if it involves a large number of records. We will also show you how to prevent it from happening again.

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The Fundamentals of Daily Work Schedules in SAP Time Management

Dec 28, 2016 12:30:00 PM / by Jamaal Gillison posted in SuccessFactors

For most employees, scheduling is simple. What happens during work time is so routine or so fluid there is no need to define it in detail. Many small businesses manage schedules by scribbling names on a wall calendar.

 

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The Benefits of Globalizing Pay Structures in SAP

Jun 6, 2016 1:13:11 PM / by Jamaal Gillison posted in SAP

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As your company grows, often the number of jobs, positions and pay scales grows exponentially. When you have employees in different cities, the HR structure of the company is so important. If you create separate pay scales for each job in various locations, then chances are you soon will find it to be an inefficient system. Here’s why—if you need to make a mass change in regards to pay scales to your job structure, you would need to individually maintain each job’s planned compensation. This process can be tedious and time consuming, especially if you are a large organization.

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