repaso de conocimientos hr

8/3/2019 Repaso de Conocimientos Hr

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ENTREVISTA PARA REPASAR LOS CONCEPTOS DE SAP HR

SAP Overview

1. Explain the structure of the client/server framework.

Project Implementation Tools

1. What is the IMG?

2. What is a project IMG?

Basics of Human Resources

1. What are the most important processes supported in Human Resources (HR)?

2. What are the most important structures in HR?

3. What is meant by Employee Self-Service?

4. What ways are there to select an Infotype?

5. How do you hire a new employee?

6. Which steps make up the payroll process?

7. Why is there a cross-application time sheet? What are the possible target components?

8. What is the purpose of time evaluation?

9. Which reporting tools do you know of?

10. How is the recruitment component integrated with the other HR components?

11. What is an applicant action?

12. What is the difference between qualifications and requirements?

13. What is the difference between career planning and succession planning? What is a

development plan?

14. Describe the day-to-day activities in Training and Event Management.

15. What is the appraisal system component used for?

16. What are the main functions of Compensation Management?

17. What personnel cost planning methods are there in SAP HR?

18. Which Infotypes do you need to implement Travel Management?


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Organizational Management

1. What are plan versions used for?

2. What are the basic object types?

3. What is the difference between a job and a position?

4. What is the difference between an organizational unit and a work center?

5. Where can you maintain relationships between objects?

6. What are the main areas of the Organization and Staffing user interfaces?

7. What is Expert Mode used for?

8. Can you create cost centers in Expert Mode?

9. Can you assign people to jobs in Expert Mode?

10. Can you use the organizational structure to create a matrix organization?

11. In general structure maintenance, is it possible to represent the legal entity of organizational

units?

12. What is the Object Infotype (1000) used for?

13. What is the Relationships Infotype (1001) used for?

14. Which status can Infotypes in the Organizational Management component have?

15. What is an evaluation path?

16. What is Managers Desktop used for?

17. Is it possible to set up new evaluation paths in Customizing?

18. Which situations require new evaluation paths?

19. How do you set up integration between Personnel Administration and Organizational

Management?

Master Data

1. Which elements make up the enterprise structure?

2. Which elements make up the personnel structure?

3. Which elements make up the organizational structure?

4. Which criteria play a role in establishing these structures?


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5. Which control features are controlled using the personnel subarea?

6. Which control features are controlled using the employee subgroup?

7. What is a payroll area?

8. What is an Infotype?

9. Which criteria determine payroll areas?

10. What is the organizational key used for?

11. In which Infotype are administrators defined?

12. Why are administrators defined?

13. What can features be used for?

14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype

8)?

15. Which ways are there to define default values for the pay scale area and pay scale type?

16. What is the employee subgroup grouping for collective agreement provisions used for?

17. Where are pay scale groups and pay scale levels defined?

18. How are wage types created in the SAP R/3 system?

19. Can all wage types be entered into all Infotypes?

20. What does the input permissibility of a wage type depend upon?

21. What is the personnel subarea grouping for primary wage types used for?

22. What is the employee subgroup grouping for primary wage types used for?

23. What ways are there to valuate wage types? Where are wage type valuations defined?

24. How can you evaluate wage types indirectly?

25. How can you define default wage types for the Basic Pay Infotype?

26. What ways are there to perform pay scale reassignments?

27. What ways are there to perform standard pay increases?

28. What is the difference between the simple and extended pay increases?

29. Can several personnel actions be performed on the same day?

30. What is the Additional Actions Infotype used for?

31. If an employee leaves the enterprise, are all Infotypes delimited?


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32. Which control options do you have for Customizing when configuring Infotypes?

33. Can a screen in HR data consist of several Infotypes?

34. Which ways are there to modify screens in Customizing?

35. What is an Infotype menu and what is its purpose?

36. What is an info group? What is a personnel action?

37. How can a personnel action change the status feature of an employee in Infotype 0000?

38. How are personnel actions and dynamic actions linked?

Authorizations

1. What is a role and what is it made up of?

2. How are the authorizations in a role maintained?

3. Are authorization objects or profiles assigned to users?

4. Which authorization object can you use to control an employees access to his or her own

personal data?

5. What are the main advantages of the Profile Generator?

6. Can roles and their authorization profiles be assigned to a user for a limited time period?

7. How do you create structural profiles?

Payroll

1. How does the system know when to trigger retroactive accounting for a particular employee?

2. How is the earliest retroactive accounting date determined for an employee?

3. What is the payroll control record used for?

4. Is the exact date of the payroll period for an employee determined by the payroll area or thepayroll control record?

5. What activities are possible when the payroll control record is set to Released for Payroll?

6. Is it possible to branch directly from the payroll log to master data and time data maintenance?

7. What is Matchcode W used for?

8. What effect does grouping employee subgroups have on personnel calculation rules?


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9. Can you evaluate payroll results using SAP Query/Ad Hoc Query?

10. What steps are required to post payroll results to Accounting?

11. Can a posting run be deleted?

12. Where do you specify whether an employee is paid in cash or whether the money istransferred to a bank account?

Time Data

1. What are the basic concepts for recording time data?

2. What steps are required to set up work schedules?

3. Can you define your own public holidays?

4. How do you define which public holiday calendar is valid for an employee?

5. Which characteristics does a public holiday class blank have?

6. Is there an employee subgroup grouping for daily work schedules?

7. What is a variant of a daily work schedule?

8. Is there an employee subgroup grouping for time quotas?

9. What ways are there to define breaks within a break schedule?

10. Which characteristics does a daily work schedule with daily work schedule class 1 have?

11. Which elements make up a period work schedule?

12. Which characteristic does a day with day type 1 have?

13. Which ways are there of representing part-time work in the SAP R/3 system?

14. Which ways are there of representing substitutions in the SAP R/3 system?

15. What is the difference between absences (Infotype 2001) and attendances (Infotype 2002)?

16. What is an absence quota? Give examples.

17. What is the difference between a validity interval and a deduction interval for time quotas?

18. You need to deduct an absence from a quota. Which Customizing settings are required?

19. Should a quota be assigned directly to an absence?

20. What is the remuneration Infotype used for?

21. What are counting rules used for?


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22. Can you set up default values to create absence quotas?

23. Can you generate absence quotas?

24. What is the schema TQTA used for?

25. What ways are there of entering information for Controlling when recording time data in theTime Management Infotypes?

Reporting in Human Resources Management

1. Which reporting tools are available in Human Resources Management?

2. Is the Business Information Warehouse part of the SAP R/3 system?

3. What is HIS?

4. Where do you find standard reports in HR?

5. Can you also evaluate cross-client data with standard reports?

6. Can customer-specific reports be incorporated in the Managers Desktop?

7. What is a logical database used for?

8. Which logical databases exist in HR?

9. What is a user group, what is an infoset and how are the two related?

10. What is a field group? Give examples from HR.

11. What are selection and output fields?

12. What can an Ad Hoc Query be used for?

13. What are the steps for configuring an SAP Query?

14. What are payroll Infotypes used for?

1. What is a payroll area?

2. What is an Infotype?

3. Which criteria determine payroll areas?

4. What is the organizational key used for?

5. In which Infotype are administrators defined?

6. Why are administrators defined?

7. What can features be used for?


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8. Which elements make up the enterprise structure?

9. Which elements make up the personnel structure?

10. Which elements make up the organizational structure?

11. Which criteria play a role in establishing these structures?

12. Which control features are controlled using the personnel subarea?

13. Which control features are controlled using the employee subgroup?

14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype

8)?

15. Which ways are there to define default values for the pay scale area and pay scale type?

16. What is the employee subgroup grouping for collective agreement provisions used for?

17. Where are pay scale groups and pay scale levels defined?

18. How are wage types created in the SAP R/3 system?

19. Can all wage types be entered into all Infotypes?

20. What does the input permissibility of a wage type depend upon?

21. What is the personnel subarea grouping for primary wage types used for?

22. What is the employee subgroup grouping for primary wage types used for?

23. What ways are there to valuate wage types? Where are wage type valuations defined?

24. How can you evaluate wage types indirectly?

25. How can you define default wage types for the Basic Pay Infotype?

26. What ways are there to perform pay scale reassignments?

27. What ways are there to perform standard pay increases?

28. What is the difference between the simple and extended pay increases?

29. Can several personnel actions be performed on the same day?

30. What is the Additional Actions Infotype used for?

31. If an employee leaves the enterprise, are all Infotypes delimited?

32. Which control options do you have for Customizing when configuring Infotypes?

33. Can a screen in HR data consist of several Infotypes?

34. Which ways are there to modify screens in Customizing?


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35. What is an Infotype menu and what is its purpose?

36. What is an info group? What is a personnel action?

37. How can a personnel action change the status feature of an employee in Infotype 0000?

38. How are personnel actions and dynamic actions linked?

39. What is meant by Exempt/Non-exempt employees?

40. What is the difference between PCR and CAP?

41. What is a payroll program?

42. What is account assignment feature?

43. What is retroactive accounting.?

44. What is Deep Structure in SAP-HR Payroll ?

45. How to assign the infogroup to personal action ?

46. In infotype, when you will go to new entries of infotype, you will find general attributes,

retroactive accounting trigger. What is the use of these field. Explain in details ?

47. In change view wage-type-dependent retroactive accounting trigger how to enter data in

wage type and text. Why these field are usually deactivated first. What process involves to

activates it.

48. Are cost center assignments hierarchical? Where do you assign these in OM?

49. What do you mean by planned times? Where are these stored for an employee?

50. What do you mean by actual times? Where are these stored for an employee?

51. What do you mean by deviations? Where are these stored for an employee?

52. What is time management status 7? What is it used for?

53. What is RPTQTA00? What does it do? What is RPTIME00?

54. What are the info type attributes?

55. Where do I assign the IG (infogroup) to the personnel action type? Are infogroups user group

dependable?

56. What do you mean by negative time and positive time? Where do you use time evaluation?

57. When we are copying the wage types what are the errors we might encounter?

58. When we are running the payroll what are the errors we might encounter?


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SAP HR - Check your basics-Answers-1

updated May 3, 2011 11:34 pm | 97,061 views

Contents [Hide TOC]

1INTRODUCTION 2INFOTYPES 3INFOTYPES CATEGORISED 4DATA AND AUTHORIZATIONS 4.1ORGANIZATONAL KEY IN AUTHORIZATIONS 4.2TRANSITION OF DATA TO INTELLIGENT DATA 5LOGICAL DATABASES 6UNDERSTANDING CUSTOMER REQUIREMENTS 6.1PROJECT SCOPING 7QUESTIONS AND ANSWERS 7.1INFOTYPES 7.2PERSONNEL ACTIONS& HIRING ACTION 7.3IMG & PROJECT IMG 7.4ENTERPRISE & PERSONNEL STRUCTURE 7.5HR MASTER DATA & ORGANIZATION MANAGEMENT 7.6FEATURES 7.7PAYROLL 7.8KEEPING FIT-MUST FOR SAP CONSULTANTS 7.9PAY INCREASE IN SAP HR 7.10INFOTYPE ATTRIBUTES 7.11DESIGN 7.12CHANGING HR DATA AND IMPACT 7.13BACK AGAIN TO INFOTYPES 7.14PHOTO IN HR MASTER DATA 7.15TCLAS-THE CONCEPT 7.16UNDERSTAND SAP AND DONT CRAM TABLES 7.17UGR,INFOTYPE MENUS & INFOGROUPS 7.18RETRENCHMENT OF EMPLOYEES 7.19TIME MANAGEMENT 7.19.1INFOTYPES IN TIME MANAGEMENT 7.19.2PLANNED WORKING TIME(INFOTYPE 0007) 7.19.3ACTUAL TIMES 7.19.4DEVIATIONS IN TIME MANAGEMENT 7.19.5NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT 7.20TIME EVALUATION 7.21END & THANK YOU 8PROJECT MANAGEMENT & ASAP METHODOLOGY 8.1CRITICAL SUCCESS FACTORS

[edit]

INTRODUCTION

PS: I amtrying to changethe lookand feel ofthiswiki and i hopeyouenjoythistransition which issomething similarto craning your

neck,widening youreyesandreading fromthewallsofa caveto letssayan ECC-6.0 portal. Don'task formore. I ama SAP consultant--> got it folks. Enjoy Reading.

Anotherrequest isthoseediting thiswiki do itattheend by copying and notmaking changestotheexisting answers. Sriinivas

I hopethatmanyyoung SAP HR consultants havetriedanswering thesequestions.I would liketodiscussthesequestionsandwouldbegin first bydiscussing what SAP HR isall about. SAP HR orSAP Human Capital Management (HCM) isoneofthe largestmodules in the SAP R/3 systemwhich consistsofmanysubmodules like

1. Organizational Management


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2. Personnel Administration3. Recruitment4. Time Management5. Payroll6. Benefits7. Compensation Management8. Personnel Cost Planning9. Budget Management

10. Personnel Development

11. Training & Event Management12. Travel Management13. Environmental Health & Safety (underthe SAP HR node in SAP Easy Access)

Manyofthesesub modulesare furthersub divided intomany components foreg Time Management is furtherdivided into TimeAdministration, Shift Planning, Incentive Wagesand Time Sheet. Environment Health & Safety is furtherdivided into OccupationalHealth & Industrial Hygiene & Safety.

With theadventofmySAP, SAP HR wasthen calledmySAP HR. What gotaddedwith "mySAP" (markthisword) wasthewebservices like ESS (Employee Self-Service) andthe MSS (Manager's Self Service) which gaveempowermenttotheemployeesandmanagers - employeesto bettermanagetheirown dataandmanagersto bettermanagetheirown departments/divisions. Thisbecametheturning point forSAP HR toshift from being adatarepositorytoastrategic tool wherethe HR departments now focusedmoreofstrategic tasksthan administrativeoneswhich were nowoffloadedtotheemployeesandmanagersusing theseselfservices.

Looking backattheearlierdays, when the HR Headrequireda headcountreport fromall hisdivisions, itwouldmean asking foreachdivision toprovidedataandthan receiving thisdataatthe HR Headquarters. Compiling thesameandproviding ittothemanagement couldpossiblytakea fewdaystomaybeweekswherethedataaccuracy could bequestioned, data could beredundantetc. Thiswasduetothe factthatthe HR datawould besitting across in differentsystems in different locationsandthe IT practicesbeing followeddifferently (if not HR) atthesedifferent locations.Ifone could not getan accurate HR reportone couldwondertrying toget information of HR integratedtootherfunctions like Logisticsetc would havemade lifesodifficult foran HR consultant.

With theadventof SAP , andthe SAP HR module , all the HR information foran organization/company got collatedatoneplace in averystructuredmanner.To findaspecific information foran employee (onewho ison thepayroll oftheorganization) orapplicant(onewho intendto beon thepayroll ofan organization), all one neededtodo isuseatransaction like "PA20" which is Display HR masterdata( notethis isso important becausethis isthe basisofan SAP system ie it isatransactional system) andenterthe 4 digit infotypenumberto viewan infotype.

Toseetheaddressofan employeeusethetransaction "PA20" and gothe Display HR masterdatascreen, entertheunique 8 digitemployee number(this istheprimarykeytoall employee information ), type infotype 0006forthatemployeeandseethe current

information orhistory (using the list view)storedthere.

[edit]INFOTYPES

Infotypesarealso called information typesandarepre-definedtemplatestoentersensiblerelated information foran employeeor

applicant. foreg an address infotypewould have fields likestreet & house no, city, pin code.This infotype isuniqueand isrepresented byan infotype numbereg address has infotype no 0006. Thereotherinfotypes like

1. 0000 - Actions (to captureemployeemovement info in theorgnization)2. 0001 - Organizational Assignment (to captureemployeepositioning in theorganization)3. 0002 - Personal Data

4. 0006 - Address5. 0007 - Planned Working Time (Storeplannedworking hours fortheemployee.)6. 0008 - Basic Salary7. 0009 - Bank Details8. 0014 - Recurring Payment

9. 0015 - Additional payment10. 0016 - Contract Elements11. 2006 - Absence Quotas

Theabove infotypestogetherin thesamesequence formapartofthe Hiring Action.Tomakeyouunderstandthis betterjusttryandrecollectthe contentsofyourofferletterwhich yourorganization might have given you. Itwouldpossiblyread "Wearedelightedto


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offeryoutheposition (IT 0001) of ______. Youwill belong to ______department (IT 0001). Yourjoining datewill be______(IT0000)andyouwill bepaidasalaryof ______ (IT 0008). Youwill bepaidmonthlyallowances ______ (IT 0008 orIT 0014)andwearealsooffering youa joining bonusof ______ (IT 0015). Youwill beeligible forannual leaveof ______days (IT 2006) andsick leaveof ______ (IT 2006).Youwill beon aprobation forsixmonths fromthedateof joining (probation date & confirmation datein IT0016). Yourworking hourswill be from ____ hrsto ____ hrs beginning Mondayto Friday (IT 0007) andwe look forwardtoyourpresenceon date ______(IT 0016)......

I hopethis givesyousome ideaofwhatan infotype is.

Thismust haveraisedaquestion in manymindsthat "Hey ! I gottheofferduring myrecruitmentso how comethis is beingreferredtoafterhiring?" Well thatssimple - this is becauseall yourrelevantdatathatwas capturedduring recruitmentwastransferredtothethemaster (called HR masterdata)during the hiring process.

So howwas it captured in recruitment?

Well, thiswas capturedusing recruitmentactions likeshortlist candidate, forinterview, makeoffer, offeracceptedtill you join theorganization andsign the joining letterwhen yourdataactually getstransferred fromthe Recruitmentmoduletothe PersonnelAdministration module.Again thisdatawas captured in recruitment infotypes.

Sowe can now getan ideathat in SAP HR ,all data is captured in infotypes.

[edit]

INFOTYPES CATEGORISED

Infotype 0000-0999 - Personal Administration Infotype 1000-1999 - PD objects (forOM) Infotype 2000-2999 - Time Management Infotype 4000-4999 - Recruitment Infotype 9000-9999 - ForCustom Development

Ifyou closelyobservethatmanyoftherecruitment infotypesare clonesofpersonnel administration infotypes.I hopethis givesyou

some ideaofwhatan infotype is. Lets lookatwhatwemean bysubtypes. A subtype issub-categorization ofan infotype. Notallinfotypesaresub-categorizedand henceonlysomerequired infotypeswould havesubtypes. Letstakethe caseof Address Infotype(IT 0006). Nowwewould liketousethesamescreen templatetostore ifferenttypesofaddresses like Permanent,Temporary, Officeetc.This is becausewewould be capturing thesametypeof information which wouldrequirethesame fields like Street No, City,Country, Pin Codeetc to capturedifferentaddresstypes information.SAP handlesthis byusing subtypes forthe Address Infotype (IT0006). Sotostoreany Address Information wewould needtospecify both the infotypeandsubtype. Certain otherinfotypeswithsubtypesare Dependents (0021), ID Data (0185) etc.

[edit]DATA AND AUTHORIZATIONS

When it comestodatathesearethethingsthatwe can doto it

1> createdata ( in sap hrwedothis by creating newrecords ) 2> viewdata ( by viewing therecords created) 3> maintain data ( by changing/deleting records)

To beabletodooneorthreeoftheabove , thesap hruserneedsto beauthorizedtodoso . This isapartofdatasecurity handledbysapusing what isknown asauthorizations. Authorizations in sap hrare handledthrough roles ( such aspayroll administrator,training administrator, timeadministratorwheretheserolesare given create/maintain/viewauthorizations forcombination of hr

objects/hr infotypes& subtypes /hrtransactions/hrreports/hrclusters)calledrole basedauthorizationsora combination ofrole basedauthorizationsandthe hrstructures (likeorganization structure, training calendaretc) calledstructural authorizations. Theserolesandstructural authorizationsareassignedtothesap hruserbasedon his job profile.Datasecurity isthekeyandits importantto

knowthatyouwouldsee,createandmaintain data basedpurelyon thetasksyouperform in yourorganization asasapuser.Sodonot getupset ifyourcolleague can seemorethan youanddoes notdivulge information astheauthorizationswould be basedonhis/herjob profileandrememberthat company confidentiality & professional ethicsarethemost importantqualification foranysapuser.

Coming backtoauthorizations (this is forthe configurators) , I mentionedearlierthatauthorizations can bepurelyrole basedoracombination ofrole basedandstructural authorizations . Lotof hrconsultantsstatethatwedo not needstructural authorizationsaswe can usetheorganizational key ( a fieldused forauthorizationsavailableonly in IT 0001-Organizational Assignment).


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However, onemust clearly notethat furtherauthorizationsusing role basedauthorizations can beprovided byusing organizationalkey fieldandthattheorganization keydoes notreplacethe hrstructures

[edit]ORGANIZATONAL KEY IN AUTHORIZATIONS

Theorganizational key isa 14 charactercodewhich isrestrictedtoa combination of certain fieldsoftheorganizational assignmentinfotype -0001 likeorganization unit, personal area, personal subarea, etc. Organization unit isapartof IT0001 and it isoften usedasapartoftheorganization key. Formostorganizations, theorganization keysuffices. However, when complexauthorizationrequirementsarisethan organizationswith sap hropt forstructural authorizations. Ifyouwantan employeeto haveauthorizationstocertain employeedataof 5 sub-ordinateorganization unitsyouwouldprobably havetomaintain all thefiveorganizational keys in theroleassignedtotheemployeewhich meansmoremaintenance. This increasesauthorization rolemaintenanceandauthorizationerrors ( ifthere isdata inconsistency),which isrealized byorganizationswhoare implementing orin aprocessof implementing

structural authorizations.

Ifyouwanttorestrictthesap hruseraccesson the basisoftraining calendarorotherhrstructuresthen youwould needtousestructural authorizationsand cannotuserole basedauthorizationsunlessyoudosome customdevelopment( which is notrecommended, when you havestandardsapmeeting yourrequirements). I would give full creditto SAP forhaving understoodthatmanyorganizationsdeviate fromthe normal practicesand havetheirown specific practices forwhich whereverappropriate,BusinessAdd-Insalsoknown as BADIs have been providedto handlesuch scenarios.

Formoredetailed information andwheneverin doubt, alwaysrefertoyourexperiencedsap hrcolleagues forguidanceand help.

Refertoappropriatesapdocumentation provided bysaporitsauthorizededucation partners/vendorssuch as forex. [1]. Please notethatthiswiki ispurelyadiscussion and notan education guideora for formal sap hrtraining. Theassumption here isthatall readingthiswiki areyoung sap hrconsultantswhoare looking foradviceora forumtosharetheirskillsandknowledge.

[edit]TRANSITION OF DATA TO INTELLIGENT DATA

Coming backtothediscussion on data ( i would be visiting thistimeandagain) one needstounderstandthetransition ofdatawith

theadventandadvancementof information technology.Datastartedasdrawingsduring stoneagetimes , then camethepaperandwe havetext,numbersand languageandwith computerswe hadthedatabasesystemsstoring data in structered formatorwe can

call itstructureddata. Wi th theerpsystemssuch assapweadvancedto Logical dataandwith the BusinessWarehousewe furtheradvancedtostrategic data. Then came business intellegenceandweare now in aquest forintelligentdata.Its importantto notethetransition ofdata from needdriven to businessdriven anda continuousquestto improvedata.Companieswhospendand invest in ITneedtomovewith timesand SAP hasreally helped countlessorganizationsachievethistransition. Companiesarerealising thatgood IT systemsmeansenhanced businessreturns, staying above competition andopportunities forgrowth. Of course forthisweneed Human Resources ( i still do not liketheword human capital , i wouldpreferitto be called Human Talent)

[edit]LOGICAL DATABASES

Foreverysap hrconsultant it is importanttounderstand HR logical databases in sap hr. A layerabovethephysical database liesthe

hrlogical databases called PNP, PCH and PAP. Logical databases contain datatables fromsub-modulesofsap hr. PNP logical database contain datatables (HR MasterData & Time Data)

infotypes 0000-0999 and 2000 to 2999)

PAP logical database containsdatatablesof Recruitment (4000-4999) PCH logical databasedependsupon whethertheobjecttype isspecifiedornot.

Iftheobjecttype isspecified , itwould contain all infotypes forthatobjecttypeandthose infotypesofobjectsrelatedtothatobject

type., However, if notspecified itwould contain all infotypes.

Note : Youshouldknowwhen to choose between the PNP andthe PCH logical databaseswhen building yourreportorqueryandthekey iswhetheryouwanttheprimarykey forselection to bethepersonnel numberortheobjecttype.Iftheprimarykey isto bethe


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PERNR ( personnel number) then youshouldselectthe PNP logical databaseand ifyouwant itto beanyobjecttype like O orgunit, S- position, C- job ,L- Business Event Group, D- Business Event Type E- Business Event.etc)

Thismeans ifyouwanttoquery byemployeethe businesseventsattended, you choose PNP, and ifyouwanttoknow forcertainspecific businesseventswhoaretheattendees, you choose PCH logical databaseto buildyourquery,programorreports.Toconclude,we can saythatto buildan sap hrquery ,user& standardsapprogramsorreportsthepreferredoption andsapstandardtoo, weuse logical databases. I haveusedthewordpreferredand nottheonlyoption becausequering alsoallowsyoutodirectlyreferencethephysical tableswithoutusing logical databases butthis is neverrecommended bysapduetoproblemsthat it creates in

hrauthorizationsandwouldoverlookerrorhandling provided bysap forthe infotypes. All sap hrqueries, programs & reportsshouldusethe logical databases.Hence ifan sapuserdoes not haveauthorizations forthatobjectorinfotypewhich theprogram, queryorreportreferences, then itwouldthrowan error fortheuser.Pleaserefertotheexhaustivesap helpdocumentation formoreinformation on sap hr logical databases, infosets , reporting andquering.

[edit]UNDERSTANDING CUSTOMER REQUIREMENTS

Deviating fromthequestion andanswers, I would liketo highlightastory fromthe Indian mythology. A teacherteaching hisstudent

archersaskedthemall toshootan arrowata clay birdperchedon thetopofatreeand hittheeyeofthe bird.All thearchersshotatthe bird butonlyoneofthemmanagedto hittheeyeofthe bird. When theteacheraskedall thestudentarcherswhatdidtheyseewhentheyshotthe clay bird,somesaidtheysawthe birdon atree,somesaidtheysawthe birdperchedon the branch. Thearcherwhoshotthe birdwasquiet. When hewasasked bytheteacherastowhat hesaw , prompt came hisreply I sawtheeyeofthe

bird.What I amtrying to highlight here isthat it is very important foran SAP HR consultanttounderstandwhatthe customerrequirementsareand be focusedon thoserequirementsonly.[edit]

PROJECT SCOPING

All projectsaretimedefined basedupon agreed businessrequirements. Delivering what has been agreedupon iswhattheconsultants needto focusupon. Do nottrytodeviate fromwhat isdefinedunlessagreedupon bythe customerandtheprojectteam.Savethe frills, fanciesandanything extra fortheenhancements.SAP projects costa lotofmoneyandtheestimation is basedonworkto bedone. A project'ssuccessdependson meeting theobjectives, goalsandrequirements forwhattheprojectendeavorwascarriedoutwithin thedefinedtime lines. Iftheprojectdeviates in cost, qualityandtime , it indicatesthatwhatwasdefinedasrequiredbythe customeris not being met. Deviationstoprojectsmakestheprojectteam loosemotivation and interest, disturbes humanresourceplanning forotherprojectswhen theyareto bereleased fromtheexisting projectsand begin workon theotherprojects. Inshort it createsa chaos besides financial losses.Manyofusare in consulting andwe needtounderstandthe bottomline- time ismoney. Ifyourprojectsmakeprofit, yourcompanymakesprofitandyoutooprofit. Thisshould beyourmotto.

Sorememberanddrill this in yourmindthatrequirements foran sap hrprojectaretomeetthe companys goalsandobjectives ininitiating theprojectand clearly notwhatthesap hruseroreven forthatmatterthesap configurator fanciesorwants.Thesuccessofthesap hrproject isonlywhen theprojectsponsorstatesthat it isasuccess.

[edit]QUESTIONS AND ANSWERS

[edit]INFOTYPES

I havedecidedtoanswerall thequestionsdirectlyto begin with nowthatyou havesome fundamentalsexplainedandthen goahead

with morediscussions

1.Whatare infotypes ?

Infotypes, known as information typesareunitsof human resources information formed by grouping relateddata fieldstogether.

Thesearerepresented in thesap hrsystem byaunique 4 digit numbereg. Personal Data (0002), Address (0006) etc. All customerinfotypes fall in the numberrange from 9000 to 9999. The fields in the infotypewould vary basedon the country grouping foreg. ifanyemployee belongsto country grouping 10 then hewould havethe SSN no field in the Personal Data infotypewhich would not beseen in same infotype forcountry grouping 99.

*Infotype noSAP HR sub module


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1. 0000-0999 Personal Administration (HR MasterData)2. 1000-1999 PD Infotypes ( OM etc)3. 2000-2999 Time Infotypes4. 4000-4999 Recruitment Infotypes

[edit]

PERSONNEL ACTIONS& HIRING ACTION

2.Whatarepersonnel actions? What isthetransaction forexecuting personnel actions? Personnel Actionsaretheeventsofanemployeesemployment historywithin theorganization beginning from hiring an employeetotermination oftheemployee.Each oftheseevents needspecific information to be captured. This isachieved in sap hrby grouping togetherinfotypes calledas infogroupwhich appearoneafteranotherin sequenceto capture/change information in the infotypeswheneverthepersonnel action isexecuted. Personnel Actionsareexecuted bytransaction pa40.3.Whatarethe important infotypes fora hiring action? The important infotypes forexecuting a hiring action are.

1. 0000- Actions2. 0001- Organizational Assignment3. 0002- Personal Data4. 0003- Payroll Status ( this isautomaticallymaintained bythesapsystemand notrequiredto bemaintained in the info group for

hiring)5. 0006-Address6. 0007-Planned Working Time ( Thisshouldalways bemaintained before infotype 0008 Basic Pay)7. 0008- Basic Pay

8. 0009- Bank Details9. 0016-Contract Elements10. 0041- Date Specifications11. 2006- ( Forannual leave & sick leave)

Notethat it isthe hiring action thatallowsyoutoassign an employeetothe hrstructures.

[edit]

IMG & PROJECT IMG

4.5 & 6 What is IMG? What is its importance? Whatarethe functionsyou can executeusing IMG? What is customizing? Whatdoescustomizing support? Howdoyou createa Project IMG? Whatareproject views?IMG meansthe implementation guide. The configuratorswould customizethesap hrsystemasperthe customerrequirements in theimg. In the img you can createproject imgswhich limitthe customizing nodestotherequirementoftheprojectsand foreach projectimg you can createmultiple views like MM,SD,HR etc to getmorespecific. To gotothe implementation guideorimg fromthesapeasyaccessmenu ,you havetoentertransaction spro in the command line.

[edit]

ENTERPRISE & PERSONNEL STRUCTURE

5.What isan enterprisestructure?Theenterprisestructure isoneofthe HR structures. The HR enterprisestructure composition dependsupon the hradministrative,timeandpayroll functions forthat company. It comprisesthe client, company code, personal area, personnel subareaandtheorganization key. The hiring action assign an employee via infotype 0001- Organizational Assignmenttotheenterprisestructure. Theenterprisestructure istheenterpriseperspectiveofan employee.

6.What isapersonnel structure?

Theorganizational personnel structuredescribes howtheemployee ispositioned in theorganization. This isan individualperspectiveofan employee in an organization. It comprisesoftheemployee group, theemployeesub groupandtheorganizationplan (org unit, position, job) forthatemployee. The hiring action assignsan employee via infotype 0001- Organizational Assignment

tothepersonnel structure.

7.What isthe highest level oftheenterprisestructure?


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The client isthe highest level oftheenterprisestructure.

8.What is company code? Is itdefined in HR? If notwhere is itdefined?

The company code isan organization unit(this isdifferent fromthe hrorganization unit. Differentmodules like SD, MM, etc havetheirown organization structureswith theirown organization units) which has itsown balancesheetandprofitand lossaccountand isdefined in the FI module.

9.Whatarepersonnel areasand its functions?

Personnel (( Please notethespelling -> its Personnel (groupofpeople)and not Personal(Individual)) Area isthesub division(understandthesetwowords) ofthe company codeand can representa functional areaorgeographical location.Theseplaya veryimportantrole in thetimeandpayroll configurations. Each personnel area isuniquetoa company code (markthesewords) and isrepresented bya 4 charactercode.

10.Whatarepersonnel sub areasand its functions?

The furtherdivisions (understandthisword) ofapersonnel areaaredefinedaspersonnel subareas. The functionsaresimilartothepersonnel area. Each personnel subareatoo isuniquetoapersonal area (markthesewords) and isrepresented bya 4 charactercode.

Hi everyone, i would be continuing with theanswerstotherestofthequestionsasan when i getthetimeandtrytokeepthis going

till completion.

11.How isan employee in the HR Masterdata linkedtoa companytowhich he belongs?

EMPLOYEE--->PERSONNEL AREA--->COMPANY CODE--->COUNTRY GROUPING-->CLIENT

12.Can apersonnel area beassignedtomany company codes?

No. A Personnel Area can beonlyassignedtoone company code. Manypersonnel areas can beassignedtothesame companycode butthe vice versa is nottrue.

13.Whatarethe indicatorsdefined bypersonnel sub areas?

The indicatorsareall personnel sub area groupings forhr, time, payroll which are very critical tothesap hr implementation. Theyare

alsousedtolimit HR authorizations.

14.Howdoyou categorizetheemployee groups?

Employee groupsare categorized basedon employee/staffregulationsofworkandpaysuch as

1. Active2. Retiree/Pensioner.. andsoon.

Thesearealsousedto limit HR authorizations.

15.Whatareemployeesubgroupsandwhatarethe indicatorssetupusing employeesubgroups?

Furtherdivision oftheemployee groupsare calledtheemployeesubgroupssuch asunderemployee group 1-Activeyou could have

employeesubgroupssuch as AAHourlywageearner, AHSalaried Employee. Andsoon.The indicatorsareall employeesubarea groupings forhr, time, payroll which are very critical tothesap hrimplementation. Theyarealsousedto limit HR authorizations.

16.Employee groupsaretwo characterandemployeesubgrouparetwo characterrepresentations in the IMG. Doyousupportthisstatement?

False. Employee groupsareone characterandemployeesubgroupsaretwo characterrepresentations.

17.In the HR Masterdatawhereareplannedworking times foran employeeseen?


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IT 0007- Planned Working Timeusing transaction pa51 Displaytimedata

18.Do I needto give countryassignmenttopersonnel sub areas in customizing? Iftruesupportthestatementand if notwhatstrue?

No. Youdo not needto give countryassignmenttopersonnel sub areas. You needto give countryassignmentstotheemployeesubgroupson assigning toemployee groups in theenterprisestructure.

[edit]HR MASTER DATA & ORGANIZATION MANAGEMENT

19.Whatarethe variousobjects in an organizational plan?. Howdoesany companyusean organizational plan?1. Tasks2. Job3. Position4. Organizational unit

5. Cost Centeretc

The companyorganization structureandreporting structure isrepresentedthrough theorganization plan. Theactiveplan version is

the currentplan version andtheotherplan versionsare consideredas variousplanning stages.Used formanpowerplanning.Normallyplan version"01" isalwaysmadetheactiveplan version.

12.Howdoyou integrate OM and PA? If integration isactivewhat happenswhen aposition isentered in IT 0000.? Whatelsedoesthesystemdefault? Can these values be changed? What isthis called?

Integration of OM and PA ispossiblethrough the integration switch setting in table T770S which is PLOGI ORGA 1. Ifthe integrationisactiveandtheposition isentered in IT0000 during a hiring action , than in IT0001 the following areautomaticallydefaulted

1. Percentage2. Job Key3. Org. Unit.

These valuesare greyedoutand cannot be changed. This is calledaccountassignment.

13.Are cost centerassignments hierarchical? Wheredoyouassign these in OM?

Cost centerassignmentsare hierarchical. Youassign these in theaccountassignment forOM objects. Ifyourorg unit in the lowerhierarchydoes not havea cost centerassignment , than itwill beassignedthe cost centeroftheupperhierarchical org unittill one isfound. Foraposition, ifthe cost center is notassigned, itwill beassignedthe cost centeroftheorg unittowhich theposition belongs

and if not found here, than itwill beassignedthe cost centreoftheupperhierarchical org unittill one is found. Theseassignmentscan beoverridden bythe costdistribution (IT 0027).

14.Whatareattributesofobjects? Is vacancya common attribute forall objects?

Attributesofan objectarethepropertiesoftheobject bywhich it isdescribed. The OM objects havesome common attributes likeDescription, Relationship, Account Assignment , Work Scheduleetc andsomeuniqueattributes like Vacancyassignmentwhich isonly forthe OM objectposition.

15.Whataretheotheradditional organizational assignments?

Theotheradditional organizational assignmentsareassigning theemployeetoadministrators in org assignment infotype 0001.

16..Namethethreeadministrators? Howdoyoudefaultthese in IT0001?.

Thethreeadministratorsare

1. Personnel Administrator2. Payroll Administrator3. Time Administrator. Besidesthesetheemployee can also beassignedto


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4. Group Administrator5. A Supervisor.

Thesearedefaultedthrough the featurePINCH.

17.What isorganizational key? Howmany bytes/charactersdoes itconstitute? How can it bedefined? What is itmainlyused for?

An Organization key isa 14 charactercodethat could be formed bythe combination ofparts/wholeof certain field values in theorgassignment infotype (0001) eg employee group, subgroup, personnel area, sub area, org unitetc. It isused forauthorizations.

18.Whatareemployeeattributesand howarethey classified?

Theemployeeattributesareall the information pertaining tothatemployee. Theyaretypically classifiedaccording tothe HRstructurestowhich theemployee belongssuch asorganization structure, paystructure, andarestored in formofwell definedandrelated information called infotypes.

[edit]FEATURES

19.Whatare features? What isthetransaction forfeatures?Featuresareobjectsthosethatdefault values byquering differententerprise, personnel ordatastructure fields. Thetransaction codeforfeaturesarepe03.

20.Whatarethe featurestodefaultand in which infotype ?

1. Work Schedule Rule2. Pay Scale Data3. Wage Type Model

4. AdministratorgroupsWork Schedule Rule SCHKZ - IT0007

Pay Scale Data TARIF - IT0008

Wage Type Model LGMST - IT0008

Administratorgroups PINCH - IT0001

21. NumberRange Intervals

NumberRange Intervals NUMKR( which infotype??Youtryandanswerthisone)

22. What is ABKRS?

ABKRS isthe featurethatdefaultspayroll area

23. Whatarethetwowaysofmaintaining features?)

Thetwowaysofmaintaining featuresareuseusing thetablemethodorthetreemethod.Theexperiencedsap hrconsultantspreferthetablemethodof configuring a featurewhereasthosewhoworkedon 4.6 and laterpreferthetreemethod.

24.What isthe infotypetostorepersonal data foran employee?

Infotype 0002 Personal Data isusedtostorepersonal information ofan employee. In some countriesyou coulduse infotype 0077-Additional Personal Data.

25.Wherearethedefault values forworking hoursperperiodtaken from in IT 0008?


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Taken from Infotype 0007- Planned Working Time. (Tryandanswer fromwhich field???)

26.Maintaining a featureoritsstructure

In the Development(DEV) Client, usetransaction PE03 to changea feature'sdecision table. You can useeitheratreestructure vieworatable view. Fora beginnerthe firstone iseasiertounderstand.

A featureprovidesareturn value basedon thedecision treeusing the valuesatthetimeofexecution. It issimilartoa PCR (ora

payroll calc rule) oradecision tablewhich manypeoplewould be familiarwith. A featureusesadatastructurewhich ispopulated bytheprogram before calling the feature. A featuremayuseall orsomeofthe

fields in itsstructure. You can seewhich fields can beusedwhen you goto change/maintain a featureandthen navigatetothestructure. The feature / structurescreen showstheusable fields highlighted. Ifyou needtousea field notused currently, thenhighlightorselect it. Then save itandregenerate. Then the feature'sdecision table can be changedtousethe new field/s.

Thesameapplies ifyouwanttouseadifferentstructure. Theprogramthatusesorcallsthe featurewill fill the newstructure,providedthedata isavailable in theprogram / module / function / routine.

Afterchanging thedecision tableandsaving it in atransport, generatethe feature. Generating the feature isrequiredwhen youchange itmanually. Then movethetransportto Quality Assurance(QA) orUserAcceptance(UAT), Production andotherclients.Moving transportstoanothersystem/clientwill automaticallyresult in generating the feature in thetarget client. In olderSAP versionslike R/3 3.0 itwasrequiredto generateaftertransport.

In TestorProdsystem, sometimesthe featuremay not have been generated;thiswill result in incorrectprocessing. This can becorrected byre-generating the feature in therelevant client.

Some featuresuseanotherfeature. This is indicated in the function part having 'FLDID=xxxx'; herexxxwould bethesecondaryfeature being called bytheprimary feature.With such features, it ispossiblethatthesubfeature is copied from client 000 when themain feature is generated. Ifyouwish to forcethe featuretousetheone fromthe config client, atrick isto changetheone in the config clientwith an insignificant change, save it

andthen regeneratethemain feature.

Feature isa clientdependentobjectthough it generatesaprogramand clientdependent customizing transports (notworkbenchtransports) areused.Forexample, ifyou havea Development Systemwith separate Dev clients fordifferent companies, then it needsto bemaintained inthedevelopment client forthat company.Onedevelopmentsystem isused forCompany A client 100 and Company B client 110. Then the features needto beseparatelymaintained in therelevantsystemandtransportedtothe corresponding QA & Prod clients.

In many customerinstallations, therearemultiple clients fora Developmentsystem - e.g., 010 forDev (ABAP objects), 100 forconfig, 200 forDev Test. Ifyou haveseparate client foremployee/org data, then in the Test clientyou needto copythetransportfromthe conifig clientwith SCC1 transaction, then generatethe feature.

Generating a featurewill result in generating asubroutinepool member. Thissubroutine is called bythe calling program in real time.Forexample, LGMST featurewill result in /1PAPA/FEATnnnLGMST, where nnn isthesystem client number.

[edit]PAYROLL

26.Why isemployeesubgroup grouping forpcrsignificant forpayroll? 27.Whatdoes collectiveagreementprovision determine? Howdoyoudepictdifferentpayments in thesystem 28.Whatdoesemployeesubgroup grouping forCAP allowyoutoassign?The Personnel Calculation ruleallowsonewagetypeto beprocessed in differentways in payroll andthesedifferentwaysarethrough the ESG forPCR and ESG forCAP. The ESG forPCR classifieswhich employeesareto bepaidon an hourlyormonthlybasis. The ESG forCAP furtherclassifiestheseemployees basedon theirCollective Agreement Provision as industrial workersorsalariedworkers (basedon theirworker/union agreements.)Tryandunderstandtheesg grouping forpcrandesg grouping forcapand how basic pay infotype behaves forthese hourly, periodic andmonthlyagreements.

29.What ispayscaletypeandpayscalearea?

Theseareusedtoassign the collectiveagreementtypesandareastoan employee via infotype 0008- Basic Pay. Eg payscaletype01 -> Metal Industryandpayscaletype 01 -> North Region

30.Youassign payscaletypesandareasto

1. Company code2. Payroll area3. Employeesubgroup

4. Personnel subarea

Youassign payscaletypesandareastopersonnel subareasunderthe node in the img Check Assignmentof Pay Scale StructuretoEnterprise Structure


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Happyand Prosperous 2008.

[edit]PAY INCREASE IN SAP HR

Welcome backand lets get backtoanswering therestofthequestions fortheremaining posts i make before i closethiswiki frommyendand letyouall takeoverbyadding morequestionsandanswersand carrythis forward.43.Brieflyexplain thetwodifferentwaystoperformpay increase? In dynamic pay increasewhatare variants A, G, D, E, T , C and R?

Thetwowaysare

1. Simplepayscale increaseusing report RPU51000 which increasesthewagetypes in customizing2. Standardpayscale increasewherethewagetypesentered in IT0008 can beautomatically increasedandthe historyofthewage

types in IT0008 arealsoupdated.

Variant A ->Increasesawagetype in IT0008 toan absoluteamount

Variant G->Increasetotal pay in IT0008 toan absoluteamount

Variant D->Increase byadifference by valueorpercentage.

Variant E->Valuateaccording toanotherpayscale group

Variant T->Adda newwagetypeto IT0008

Variant C->Delimitan existing wagetype in IT0008

Variant R->Replaceonewagetype byanotherin IT0008

Onlyone variant can bedefined forawagetype. You needtomaintain table V_T510D in the customizing andrun theprogramRPITRF00 to carryoutthestandardpayscale increase.

Makesurethatyoutestyourconfiguration andtheexecution ofthereport RPITRF00 only in thetestsystem, run payroll test casesandtakeuseracceptance beforetransporting these changestothe Production. It is highlyrecommendedthatyoualwaysdothis inthesupervision ofaseniorconsultantwith goodsappayroll experience.

[edit]INFOTYPE ATTRIBUTES

Helloonceagain.Moving tothe nextquestion on infotypeattributes.

44.Whatarethe infotypeattributes?

Theattributesofthe infotypeare

The Textdescribing the infotype The fieldsthatmakeupthe infotype Thesubtype forthe infotypewhethermandatorywhen creating the infotype Thetime constraint forthe infotype Theretroactiveaccounting triggers fortimeandpayroll Entries in thepayroll pastarepermissibleornot Org assignment(IT0001) check fortheemployeerequiredornot.


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him forthisachievement.Justto letpeopleknowthatthe carwassomething this legendwantedto buildthemoment hesawa largefamilysitting on ascooterwith small children.A question toyou folks before i say bye fornow Didtheproject 'Nano happen dueto 1> Technological Advance 2> EnvironmentalReasons 3> Social Causesor> Others?

If i was in India now i would nowwonderwhatto buy, a computerorNano. Irrespectiveof itall it isthedesign ofthe Nanowhich hasevoked interesteverywhere. I wasreading somematerial on design and its very interesting to notethattherearerecommended

standardson web design. However, whatmyopinion isthatwhateverstandardsareappliedtosoftware, youknowyourdesign isasuccess in all aspects ifyou havemanyusers viewing/creating maximumdata in theshortestspan oftime.This indicatesthattheusers liketousethesystemtimeandagain becausethedesign featuresare liked bythemandmeetthererequirements,thesystemiseasytounderstandandusewithout complicationsandtheoutput created/viewed bythem (data in this case) meetsthererequirements.

Till wemeetagain.

Coming backtotheansweron DYNPRO, you can nowrealisethatthemajoradvantageofthisdesign isthat itseparatestheapplication fromthedatabase. Thereareerrorchecks built in theapplication level which do notpermitsyntatically incorrectdataenteriesandtryandkeepthedata in thedatabaseas clean aspossible. That iswhywheneverwe loaddatatothesapsystemthrough BDC programs in these BDC programsthe ABAP consultant firstrecordsthescreens fordata captureandmakessurethatthedata is loadedthrough thescreen/modulepool programsand nevertriesandwritesdirectlytothedatabase. Then whydowealways findsap hrdataas incorrectand notmeeting therequirements? In myanalysisthe hrdata isalways changing foreveryemployee in theorganization andthisdata hasto correctlyreflect in thesap hrsystemswhich is not happening oris getting delayed.Oneoftheprimary causes is becausetheemployee is not being given theownershipof hisorherown datatomaintain andthe

processof gathering thisdata fromtheemployee has not fullyevolved in manyorganizations. SAP realisedthisearlyand has comeupwith the Employee Self Service interface. Butthis is notenough. Forstrategic HRdatawe needto integratethesap hrsystemwiththeothersapmodules/systemsand givemore valuetothe hrdata.

[edit]CHANGING HR DATA AND IMPACT

Somequestionsyouaskyourself? How good isthe HR administration in yourorganization? Doyou considerHR asaserviceindustry? How come it felt bymanythat HR folks comeacrossasarrogantandrude? Isthisdueto lackofproperprocesses,

information andsystems, lackofmanpowerorlackof initiative?Myanswertothequestion isthat it isa combination ofall factorsand companiesarepaying attention toall butthe last factorand

that is initiative.Do not companiespaythesalespersonnel huge bonus/incentives forachieving theirtargets?Are nottheemployeesin financepaid incentives forclosing theyearbalancesheetson time? Than why isthere no bonus/incentive forthe HR folks fordoing a good job such asmeeting recruitmenttargets, managing retention andan evergrowing requirementsofemployeesdoublingtheircounteveryyearandmuch more?This needsdeepthinking ? Afterall HR folksare human too. Butthan again as HR folks letstryandkeepourcool and not letourstressand frustrationsrub on theemployees. Letstryand giveourbestand hope forthe best.

Mywarning tothe companies is ifyoudo not givethe HR folkswhattheytrulydeserve, youwould loosestudents choosing the

streamof HR and looking attherequirementsof HR which areeverincreasing with timesthesepredictdangeroustimesahead.

[edit]BACK AGAIN TO INFOTYPES

Welcome backand nowweare in the fasttrackmode.61.What naming conventionsarethe infotypessubjectto? 62.Wherearethe infotypesrelevanttoretroactiveaccounting forpayrollandtimemanagementdefined? 63.Whatarethesignificanceof fieldtriggers in retroactiveaccounting?

Infotypesaredefined by 4 digit numbersand followthe following naming convention

0000-0999 -> PA Infotypes 1000-1999->PD infotypes ( which includes OM) 2000-2999-> Time Infotypes


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4000-4999-> Recruitment Infotypes 9000-9999-> Customerdefined infotypes

Sowheneveryouaresearching fora customerdefined infotypemakesureyoursearch isrestricted between 9000 -9999.The

infotypesrelevanttoretroactiveaccounting forpayroll andtime infotypesaredefined in theIMG . Personnel Administration-->Customizing Procedures-->Infotypes-->Define fieldsrelevant forretroactiveaccounting-->Retroactiveaccounting relevance forpayroll andtimeperIT

Underthis nodeyoudefine foreach infotypethe following:- 1.Check if noorganizational assignmentexists fortheemployee inIT0001-Organizational Assignmentandthrowan error, warning ornomessage.

2.Maintenanceofthis infotype ispermissible, permissiblewith warning, ornotpermissibleaftertheemployee has lefttheorganization (employee in inactivestatus).

3.Entries in payroll pastarepermissible, notpermissibleorcheck forentries in thepayroll pastare infotypespecific.

4.Infotype is notrelevant forretroactiveaccounting, change in the infotypetriggersretroactiveaccounting orretroactiveaccounting isfield-dependentaccording totable T588G wherethe fieldswhose change in valuesshouldtriggerretroactiveaccounting aredefined.Henceyou can seethesignificanceof fieldtriggers in retroactiveaccounting whereretroactiveaccounting fora given infotype can be

restrictedto changes in thepastto certain fieldsofthe infotype.

64.Whatdoyou needtodo in the IMG tospecify certain infotypes forcertain countriesonly?

SPRO-->Personnel Administration-->Customizing Procedures--> Assign infotypesto countries

[edit]PHOTO IN HR MASTER DATA

65.Where can youstoreapassportphotoofan employee? Wheredoyoudothesettings in the IMG?You can storepassportphotosofyouremployees in the infotype headerin infotype HeaderDefinition view (T588J).In the SystemTable view T77S0),determinethedocumenttypewith which youwanttoenterthepassportphotos in theoptical archive. Thesettingscan bedoneat SPRO--> Personnel Administration--> Customizing UserInterfaces--> Change Screen Header

Again folksdo nottrythison yourown butunderthe guidanceofan seniorHR consultantandtestthisthoroughly in yourtestsystems beforemoving tothe livesystem.

[edit]TCLAS-THE CONCEPT

66.What is TCLAS = A and TCLAS = B? TCLAS=A -->Transaction Class forMasterData (Personnel Administration) TCLAS=B-->Transaction class forApplicant Data (Recruitment)

Thistransaction class has confuseda lotof functional consultantsandyou just needtounderstandthatwheneveryouwriteadynamic action, ifyouarewriting one forMasterdatathen use TCLAS=A and if forRecruitmentuse TCLAS= B beforeyou beginwriting the code forthedynamic action. Letus comparethe Personnel Administration infotypesand Recruitment Infotypes.

Personnel Administration : IT0000 Personnel Actions IT0001- Organizational Assignment IT0002-Personal Dataandsoon Recruitment


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IT4000- Applicant Actions IT0001- Organizational Assignment IT0002-Personal Data.. andso no

Ifyou can seeabove both thepersonnel administration andtherecruitmentmodulesusea lotofthesimilarinfotypestostoredata .

You can verifythis by going tothe PA infotypethrough pa20 , choosing IT0001 and choosing any fieldandthatpresskey toviewtechnical detailsandyoudothesamewhen you gotodisplayapplicantmasterdataundertransaction datathrough pb20 whereyou chooseanyapplicant , selectand view infotype Organizational Assignment (IT0001) andthan presskey to viewtechnical

details.

In both the casesyouwill seethesametech specs forIT0001 of Personnel Administration and IT0001 forRecruitment. So howshouldyourdynamic action, BADI oranyprogramknowwhich infotype 0001 to choose , whetherPersonnel Administration orRecruitment. That iswhere TCLAS comes in use.

When you choose TCLAS= A youarereferring toall infotypetables PA0001, PA0002 , PA* Andwhen you choose TCAS = B youarereferring toall infotypestables PB0001,PB0002, PB*

Nowmy friends I amsureyou folkswill neverforgetwhat TCLAS isall about. Sometimeswhen lost in deepthought, it helpsscratching you head)mightactivateyourgrey cells)

[edit]UNDERSTAND SAP AND DONT CRAM TABLES

There isanotherstory I would liketotell youandmostofmy Indian readerswould be familiarwith this.Wheneveramothercomplainedabout herschool going child (typically boyssince girlsarekindofmoresincereatthatage) thatthe child is notstudyingandonlyplaying. The father(whomay not havedonetowell in hisstudies) will askthe childforhisexammarksandwhat he has gotin Maths. Theson replies 70 on a 100 andthedadasks hisson aquestion on Mathstablessuch as Whats 11 * 12 equal toandtheson istaken aback forawhileand fumbleswhilereplying.The fatherconcludeswith athundering voice Youare notstudying atallsinceyoudo notknowyourMaths Tables .Wesurely havea fixation of learning things by heartanda greaterfixation fortablesandthis carrieswith us forlife, buttrustmewhatsmore important isunderstanding whatyou learn. Thiseven goes forsapas I have given interviews forsome big companiesandmorethan wanting toknowwhat I understoodaboutthe business, therewasmore interest in knowing howmanysaptables Icouldrattleoff. To giveyouan example,if I askyouabout howan absencequota is configured, atypical replywould be gotospronodesoandsoandthereyou can doabsencequota configuration. What I feel ismore important iswhatattributes I could

configure like I would firstdefineaquotatype foraquota, than define itsquota valuesandassign ittoadeduction rulewhich isapartofthe counting rulewhich would beassignedtoan absenceandsoon.

Even ifyouspent 15 mins in thesprounderHR youwould beableto locatethe nodeunderTime Management.Therefore, its notsoimportant in making itapointto forcefullyremembersap hrtablesorimg nodes. Wi th projectsandexperience, theywould be

remembered byyouwithoutany force.Whatsmost important iswhat can youdeliverin sap hrandeven ifyoudo not have immediateanswersyou needtositan explore likearesearch scientistandthis neverends. Everytimeyou lookatthesapsystem , youmayjustdiscoverorlearn something new.

[edit]UGR,INFOTYPE MENUS & INFOGROUPS

Welcome backand lets continue. I think i coveredquestion 67 beforeand i amskipping to 68.

Q 68.Whatare infotypemenusorinfomenus? Aretheyusergroupdependable?. Q 69.Whatsetting do i needtomake fora SAPusertoseethat he hastherelevant infotypemenus?

Infotypemenusaremenusthatyouseewhen you

1. Display HR MasterData (transaction pa20)2. Maintain HR MasterData (transaction pa30)


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Infotypemenusareusergroupdependableandyou can havedifferent infotypeenus fordifferentusergroups.Tomakesurethatauser isabletoseetheappropriate infotypemenuyou needtomakesurethat in theuserparametersofthesap hruser(usetransaction su3), youmaintain theuserparameterUGR=. Typically in mostofthe implementationsyoumayseethatthe UGR ==, howeverthere is no hardand fastrule forthatstatesthatthisapplieseverywhere.

Thereare fourstepsthatyou needtounderstand here

Step 1: Hereyou needtoassign thedefinethe infotypemenus fordifferentusergroups. The node forthis is PersonnelAdministration--> Customizing Procedures--> Infotype Menus-->Usergroupdependencyon menusand info groups

Step 2: Hereyou needtoassign the infotypestothe infotypemenus fordifferentusergroups. The node forthis is PersonnelAdministration--Customizing Procedures-->Infotype Menus-->Infotypemenu

Step 3: The Main infotypemenusaredefinedandassignedtoareferenceusergroup. A referenceusergroup isthat UGRparametervaluethatshould bereferencedorconsidered if UGR is notmaintained forthesap hruser.

Personnel Administration-->Customizing Procedures-->Infotype Menus-->Determine choiceof infotypemenus-->Usergroupdependencyon menusand info groups.Herethe Main Infotypemenu 01-Personnel Administration would beusedtoassign theinfotypemenus forDisplay/Maintain HR MasterData.

Step 4: In thisstepyouwouldassign the infotypemenusdefined byyoutothemain menu foraparticularusergroup. In ordertodefinewhich infotypemenuswouldyou choose forthedisplay/maintain HR masterdatayou needtoassign those infotypemenusto

themain menu 01-Personnel Administration.

This isdoneunderthe node

Personnel Administration-->Customizing Procedures-->Infotype Menus-->Determine choiceof infotypemenus-->Infotypemenus

Tomake itmoresimpler, thesapuser1 mayseedifferent infotypes in display /maintain masterdatathan sapuser2, ortosimplify itfurtherlets considerweare having a global implementation and forcountries like Germany( country grouping/usergroup value 01)and USA (country grouping/usergroup value 10). We could havesame/different infotypemenuswith ame/different infotypesrequiredto beaccessedandmaintained byasap hruser in Germanythan asap hruserfrom USA. In thiswewill assign UGR=01 tothesaphruser from Germanyand UGR=10 tothesap hruser from USA.

As functional hrconsultants, wheneversap hrrolesandauthorizationsareassignedtosap hrsuperusers, coordinatewith the basisteamtoensuretheseparametersareassigned beforeyouaskthesuperuserstostarttesting orgo live in production. You couldmakeamention ofthis in thesap hrusermanual andtrain thesap hruserson setting theusergroupparameters.

[edit]RETRENCHMENT OF EMPLOYEES

Hi, friends, maybe i spoketoearlyaboutsome companies notretrenching butthatwasascenariothatexisted before. Jobswith

goodorganizationsmeantstabilityandsecurity fortheemployeeand his family. Lifewaspeaceful andpeopleweresmiling moreoften. Businessran and nooneevergot fired foranyreason unless itwasan ethical issue. Todaysworld isdifferent. Youwalk in theofficeandyou just hopeyoudo notseeapink folderon yourdesk. Profitsruletheworldandthen any individual. Myadvicetoyoungsap consultants isthatsave fortherainyday. Take good insurance coveragesto coverforyourhealth andyour families. Keep fitandlearn tosay "NO" when askedtowork forindecent noofworking hours because it isthesesameorganizationswho can throwyouatthedropofa hat forbeing physically incapabletowork. Finallykeepupdating yourskillstomeetthemarketrequirements.Tocompaniesandthe Bosseswhorule, do not forgetyou guysare human anddealing with humans. Mypersonal opinion isthatretrenchment is nottheanswer . In biggerorganizationswith somany locationsanddepartments, relocation in job function,departmentand location is verymuch possibleandshould be given asan option totheemployee beforedeciding toshow him/herthedoor.

[edit]TIME MANAGEMENT


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Hi folkswelcome back. I decided i would liketokeeptrying posting tothiswiki irrespectiveoftime constraints (the non working hoursbusywith the IPL cricketmatches fornow), howeverthesepostswould not beatregularintervals. Time Management in SAPHR/HCM isall aboutrecording all oftheemployeestimes, working and non working relevanttotheorganization , specific unionagreementswhich decidetheworking hoursoftheemployees, theirbreaks, theiroffdays , theirholidays , theirovertimes , theircompensatoryoffs, their leaveentitlementsand leavesetc. In atypical factoryenvironmentwhich hasthousandsofemployees, youcan pictureemployees coming in shifts, swiping theirsmart cardsorpunching buttons intosophisticatedelectronic clocksystemsortheolderclocksystemswith punch cardstorecordtheireverymovementwhen theyentertheplantorleave it. You gotatimeofficewhich monitorsthesetimesandanalyzesthesetimestomakesurethattheemployees followthetimerulesandregulationsasper

theirunion agreementsorcontracts. In many countriestimerecordsarestoredasarchives foradecadeormoretosettle labour

disputeswhen theserecords needto beproduced in the labourdepartmentorthe lawofficesomakesurethatyou havea correctarchivestrategy forall oldtimerecordsanddontdisposethemaway.Before i end fortoday , i would liketo commentthat SAP Time Management isan ocean in itselfand i do notthinkthatthere couldpossiblyexistanytimemanagementpackagethat coulddeliversomuch thatthisdoeswith itsseamless integration toalmostallareasofsap. It isabsolutely flexibleandmeetstherequirementsofall possiblescenariosthatexistwith organizationswhich iswhy iam fascinatedwith thissub moduleofsap hcm/hr. When wemeetthe nexttime i will talkaboutwhat SAP Time Managementcontainsandthan goaboutanswering thequestions.

Before i get intomoredetailsofsaptimemanagement i wantedtodescribethetodaysscenariooftimemanagement.PictureaMaintenance Engineerworking in aserviceorganization andperforming maintenancetasks fordifferent customers carrying a PDA oramobilephone. Once heorshe completesthetask immediately chargestheworking timesthrough thesemodern deviceswith heclickofa few buttons. Thesetimesare integratedwith the invoices/orders chargedtothe customers forpayment in sap .

Ifthework in done foranotherdepartment in thesameorganization towhich themaintenanceengineerbelongs, then through

internal ordersetc.

He/she is hasadentistsappointmentwhich they havemanagedto getwith greatdifficulty for2 hours. The leave isappliedagain

through thisdevice, reachesthe bosses PDA orcomputerforapproval, which oncedone getrecorded intothesap hrsystemasanabsence.

Yestimesare changing fast, so isthetechnologysoyou betterchangetoo.

Todaydevices likemobilesetc with newerversionsandtechnologyare coming intothemarketatthespeedofat leastoneperyearpermanufacturer. Like i said beforeand i repeat HR/HCM consultants cannot claim notto betechnosavvyanymore. HR/HCM needsto betightly integratedtootherverticals. In facttheyshouldactuallypush formoreandmore integration oncethe base HR/HCMsystemsareup, settledandrunning andtake notethatthetechnologies forintegration are becoming moresophisticated, betterandfaster.

Makesureyouspendtimekeeping abreastofwhich newtechnology is becoming apartofsap, at leastwhat can beapplicabletothe

HR/HCM module. You however, do not needtoworryaboutthetechnical specificationsofthesedevicesunlessyou get intoaprojectusing these.

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INFOTYPES IN TIME MANAGEMENT

Time Management in SAP HR ismainly categorized into

1>Negative Time 2>Positive Time . A> Personnel Time Events B> Plant Data Collection (Incentive Wages) 3> Shift Planning 4> Cross Application Time Sheet (CATS) 5> Time Managers Workplace 6> Time Workflowsthrough ESS & MSS 7> Time Integration to OtherComponents

Before I come backtotothisdiscussion I would liketoexplain the basic infotypesused in Time Managementwhich are

Planned Employee Times


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0007-Planned Working Time ( Themost important infotype)

Actual Employee Times

2011- Time Events (Automatic recording through timerecording machines) 2002-Attendances (Manual Entries)

Positive Time Infotypes

0050-Time Recording Info 2002-Attendances 2011-Time Events 2012- Time TransferSpecifications 2013 -Quota Corrections

Deviationsto Employee Times

2001- Absences 2002-Attendances 2003-Substitution

2004-Availibility 2005-Overtime

Entitlements

2006-Absence Quotas 2007-Attendance Quotas

Time Related Payments

0416- Time Quota Compensation 2010- Employee Remuneration Info

Justtryandreadaboutthese infotypesandthe nexttime I will explain thatssospecial about infotype 0007 (Planned Working

Time).

Hi Welcome back. I hopeyou folksoutthereareenjoying the Euro Cupandmanaging tostayawakeatwork( justkidding !).

Whatdowemean byplanning orplanned?

Sounds verysimple buttrydeciphering itandyourealize its notthatsimpletoexplain. The nearestthat I felt I could getwas Buildinga framework (plan) ofwhat isto bedone in the futureusing resourcesoveraperiodofmeasure (such astime).

A plan could beasequenceof instructions, adrawing, amapetc.

People, Infrastructure, Machines & Capital could broadlyqualifyasresources.

Planning isdone by individuals, teams, departments, organizations, nationsandeven groupsof nations.

What isdone now could bean execution ofaplan ofthepast. What isdone in thepast is history. What could bepossiblydone in thefuture isa forecast.

What isthemannerin which theexecution oftheplan is heading considering, thepast, presentandthe future isatrendandthis isverysignificant foranyorganization forstrategic planning whetheritsthesales, production, employeeretention orcosts.

To beabletodefineatrend its very importantto haveaccuratedata forthepastandpresentand forthisagain we need goodinformation technologysystemsofwhich HR Information systemssuch as SAP HR playa very importantrole.


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PLANNED WORKING TIME(INFOTYPE 0007)

Sowhatdowemean byplannedworking time? Splitthewordsas planned and working time I amsureyouwill be now beabletocomeupwith thisanswer.

Planned Working Timesareworking timeswhich areplanned foran employee in advancesuch astheshiftstheemployee istowork,

the breakstheemployee getsduring theseshifts, theoffdays (such asweeklyoffdays) andthe holidaysapplicabletotheemployee.Theseplannedtimesarestoredasworkscheduleswhich are generatedthrough what isknown astheworkschedulerulewhich

includesall therecipeorrules forgenerating theseplannedtimes. Theworkschedulerule isassignedtotheemployee in infotypeIT0007(Planned Working Time) ordefaultedusing the featureSCHKZ. Therecipe includes

1>Thedailyworking times(including flexitimes) with breaktimesstored in the Daily WorkSchedule 2> Thepattern ofdailyworkschedulesto be followedrepeatedlyoveraperiodoftimesuch asdaysormonthsstored in the Period

Work Schedule

3> The Holidaysthat fall on thosedayswhich theemployee iseligibledueto his/herunion orcollectiveagreementstored in theHoliday Calendar. These holidays can bemovableorfixed. The Holiday Calendar isassignedtothepersonnel subarea grouping towhich theemployee belongs.

4> The Daytypeandtheselection rule (orrecipemaking rule). Thedaytype indicateswhattypeofday isthatemployeesdailyworkschedule i.e

0regularworking dayandpaidtowork 1 A weeklyoffdayandpaid forthatoffday 2An Off Dayand notpaid forthisoffday. 3 A special day

Theselection rule XX helpsyouto buildarulesuch asyouwantall days from Mondayto Friday beofdaytype 0 andall Saturdaysand Sundaysdeclaredasofdaytype 1 when youare generating theworkschedule foraworkschedulerulethat includesthisselection rule XX.

Onceall theabovearedefinedandassignedtotheworkschedulerule( therecipe), generation oftheworkschedule (the final dish )is carriedout . This could be foraperiodofmonthsoryears . Normallyworkschedulesare generated fora fewyears in advance.

Toknowmoreaboutshiftsrefertothewikipediawhich givessome good information aboutwhatshiftsare, theirhistoryetc.

Formoredetailson the configuration ofworkschedulesrefertosap help

http://help.sap.com/saphelp_46c/helpdata/en/22/72369adc56d11195100060b03c6b76/frameset.htm

Beforeweendthediscussion on plannedworking timesandworkschedules, anotherquestion toaskourselves is

Dowe generatetheworkschedules forindividual employees?

Theanswer istypically No. Theworkschedulesare generated fortheemployeesub group grouping andpersonnel sub areagrouping forworkschedules. These groupingsandtheassignmentareapartofthe img. However, there could bean exceptionalcaseofonlyoneemployee belonging tooneemployeesubgroupandonepersonnel sub area (naturally) which could beagaingrouped intoonly intooneemployeesubgroup grouping andonepersonnel sub area grouping.

Anotherfewquestions forwhich I will notprovidetheanswers but foryoutoderive?

1.Can weassign the common workschedulestodifferentemployeesub grouping

andpersonnel sub area grouping? Thinkreal hard.

2.Is italrightto createthe Basic Pay infotype (IT0008) before creating(IT0007) Planned Working Time ? Doesyourpayroll run forthatemployee?

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ACTUAL TIMES

Whatdoyoumean byactual times? Wherearethesestored foran employee? Actual timesmeans real timesortimesthatarerecordedastrue.


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In sap hrtheactual timesarerecorded in the infotype (IT 2011) called Time Events.Marktheword Eventsincethis is importanttoidentifymovementortheemployee in theorganization such aswhen didtheemployee come in (called clock in) and left forlunch(startof break) , came back from lunch(endof break) and left fortheday(clockout) . In casetheemployeeapplies forabsenceatthetimerecording terminal than he/shewouldselectan absence/attendancereason linkedtoan absenceorattendance. If I didnot havetheeventsandonlythetimeswouldthatmakeanysensetome? Actual timesarealsorecordedas numberof hours in theAttendances Infotype(IT 2002).

I would be continuing thissection in parallel tothe newoneon projectmanagementsothis isdefinitely nottheend forthequestion

andanswers fromme.

Hi i thoughtofsaying something urgentsince i mentionedtechnological advance. Ifyouarethepilotdriving yourprojectthroughSOLMAN (Solution Manager) asincererequest ispleasedo notsleepover30,000 ftofdocuments in the cockpit.

Do notsleepoveratechnological advance butwhatsmore important forheavenssake isdon"tsleepwith it.

Sleeping in the cockpit became headlinesandwho isto blame isthequestion? Buttheanswer isdowe haveto blamesomeone?There could bea lotofquestions likewhydidthe cockpit not beprogrammedtosounda buzzer30 mins beforedestination isreached? Wasthisa failureofdesign? Did fatigue haveto be carriedtothe cockpit? I thinkthereareanswersto itall which canensurethattheseproblemsdo notoccurin futureratherthan playing the blame game. In theabove casetheobjectwould havecontinuedto Timbuktutill fuel endedsinceautopilot isa veryproven technological advance.

Lets be honestweare humansandwemakemistakesso ittimetosayok itwasamistake, letsplug itandmoveon.

Welcome backand coming right backtothequestion andanswers, wesawthatactual timesarerecordedeitherin infotype 2011(Time Events )orin the Attendances infotype (2002).

When dowedecidewhich infotypeshouldwe chooseto capturetheactual times?

Theanswer is itdependsupon whetheryouwantto capturetheactual clock in and clockouttimes fortheemployeesandusethemforprocessing in timeorpayroll ,then you can use infotype 2011.

Ifyouare integrating yourtimerecording terminalstothesapsystem, then you needto have CC1 certifiedtimerecording systemswhich can talktosap .Datasuch aspersonnel timeeventsandemployeeexpendituresarepassed fromsaptotheseterminalsandvice versathrough the CC1 interface (Communication Channel One Interface). CC1 interface isan sap certified interfaceandallvendortimerecording systems claiming to integratewith thesapsystem needto be CC1 certified. Thesesystemstransferdatatothesapsystemsand vice versathrough theansynchronous ALE transferin formof IDOC'sorrealtimeusing BAPI's.

Thesap certified interfacesare CC1- HR (Human Resources) CC2 PP (Production Planning) CC3-PM (Plant Maintenance) CC4-PS(Project Systems) CC5-PP-KAN ( Used forMaterial Planning using KANBAN)

What happenswhen you havetimerecording systems but not CC1 certifiedandyouwantto integratetosap ?

Well providedthattheseare notpunch cardsystems, andareelectronic timerecording systemsthatrecordthetimeevents intoa

computerdatabase/filesuch asaccessdatabaseorexcel, then these can beperiodicallyuploadedthrough batch jobs intothesaptimeevents infotype 2011 using an abap conversion programto convertthedatatosuitthesapsystem.

I will stopthediscussion on the communication channels hereand not complicatematters. However, I feltthe needtodiscussthissincewhen you visualizeasolution youshould beabletoseeendtoend.

Ifyouare notreallyworriedaboutprocessing the clock in clockouttimesandaremore interested in gathering the numberof hoursthattheemployee hasspentatwork , hisovertime hoursandotherattendancesthen infotype 2002 (Attendances) isused.

Sowhat happens in an employee isabsentoron training ?

Wewill takethisupthe nexttime.

Sriinivas

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DEVIATIONS IN TIME MANAGEMENT

Whatdoyoumean bydeviations? Wherearethesestored foran employee?


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A deviation in simple English means doing different fromwhatsplanned . Youpromiseyourspouseamovieandourbosswhosemarried foragesandprobablydoes notwatch moviesandonlythinksworkmakesyousit late. You deviate yourplansandyouchangeyourplanstodinnerin a fancyrestaurant (if its nottheendofthemonth) ormaybetheroadside foodstallswith awalkon thebeach.

Similarly, when youaredeviating fromyourplannedworking times( defined in IT0007) such as going fortraining orsimply beingabsent ( you called in sick) oryou gotup in themorning and justdid not havetheenergyto gotoworkoryour in lawsareto bepickedup fromtheairport ( youtooka casual leave/half-day leaveandyourboss isshaken but notstirred ( Bond I apologise) .You

storeall ofthese in time infotypes ( training attendance infotype (2002) , casual andsick leave absence infotype(2001),Substitutions-- infotype (2003))

Thesedeviation times getsuperimposedon theplannedtimesoftheemployeeand become his/herpersonal workschedules.Substitutionsaretypicallyshiftsubstitutionsorposition substitutionswherethedifferential payment could bemadetothatemployeeworking on thatshiftorposition.

With this background I will talkabout negativetimeandpositivetime. I am honesttoadmitthatthis isthemostridiculouswordscoined fortimemanagementand I prefertoavoidusing thisandusetimeevaluation ornotimeevaluation instead. Wewill talkaboutthisthe nexttime.

Till than, havea greatweekendanddontdeviate . (Bosses havea heart folks)

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NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT

Hi, Welcome back.

Before I moveto negativeandpositivetime letmeaskyoua coupleofquestions?

1>Is Overtime (recorded in IT2002/IT 2005) adeviation? When doyourecordovertime in IT 2005? 2>Letssaythatyou haverecordedthe clocktimesofan employeeusing timerecording systemsand he/she has comeand goneas

perplannedtimes forthatdayofworkthan doyousuperimposethesetimeson theplannedtimes?

Think hardand I will giveyoutheanswers nexttime.

Coming backtopositiveand negativetime, letmeaskyouanotherquestion. This is forthosewhowould be implementing timemanagement in sap.Areyou going tousetimerecording systemstorecordemployee clocktimesanduploadtosap(IT 2011 TimeEvents) ? I hearan equal numberofayesand nays

Thosewhosayayes. Thesearethe folks implementing positivetimerecording (orso calledpositivetimemanagement). Thosewhosay nays. Thesearethe folks implementing negativetimerecording (orso called negativetimemanagement).

Sowhatspositiveornegativeaboutthetimemanagement ?? Theayesand nays..

Theanswerthat lookatthetimemanagementstatus = 0 fornegativetimerecording is notexactlyaccurate. Whatdowethan sayabouttimemanagementstatus = 7 or9?? wheretimemanagementstatus TMSTA ismaintained in infotype 0007 (Planned WorkingTime) . Theseemployeeswho havetimemanagementstatus 7 or9 still assumethattheirplannedtimes in IT0007 aretheirworkingtimes (besidesthedeviations) anddo not havetheirclock in clockouttimesrecorded in IT 2011 but however, theyusetimeevaluation to generateabsencequotasorshiftdifferential wagetypes, overtimewagetypesetc.

In otherwordsyoustill have negativetimerecording butyouusetimeevaluation.

Thatswhy I prefertosticktodifferentiateemployeesasthosethat havetimeevaluation andtheothersthatdonttomake lifesimple.

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TIME EVALUATION

Coming backtothosetwoquestionstheanswersare 1> Overtime isadeviation since it is notapartofyourregularworking hours. IT2005 isusedtorecordapprovedovertimes. 2> Theanswer isdoes itreallymattersince both timesarethesamesoyouwouldcompare(markthisword very carefully) theserecordedtimeswith yourplannedworking hours forthatemployeeon thatdayandsay"Hey, there is nodifference. Lets leavethingsastheyare" This comparison istheprincipleoftimeevaluation. Ifthetimes godifferent

on comparison ( recordedtimes being moreorlessthan plannedtimes) youwanttoknowthe following 1> Whataretheredifferenttimes? Ans : Lessormorethan theplannedtimes. 2> Howdo i processthese normal anddifferenttimes? Ans : Less - Absence


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More - Overtime 3> Howdo i valuatethese normal anddifferenttimes? Ans : Absence - PayorNotto Pay? Overtime -> Atwhatratetopay forwhat hoursofovertime 4> Do i storeall thesetimes forhistorical information? Ans : Time clusters.

Todoall theseyou needto build in processing and valuation rules in timemanagementandpayroll. foreg . Ifthe Overtime hoursareworkedon aweekday - than pay 1.5 timestheregularhourlypayrate ifthe Overtime hoursareworkedon a holiday - than pay 2timestheregularhourlypayrate Ifthe Overtime hoursareworkedon aweekend - than givetimeoff credits ( viaabsencequota) ifthe Overtime hoursareworkedon a holidayandweekend - than pay 2 timesoftheregularhourlypayrateand givetimeoff creditstooand if no Overtimeworkedandemployee notabsent - payregularrate ifemployeeabsent ... andsoon

You buildtheserules in the customizing tablesaswell aspayroll andtimeschemaswhich call functionswhich in turn call pcrsorpersonnel calculation rules. Thepersonal calculation rules buildtheprocessing logic using operationsandoperators.

Theschemasare called bydriverprograms ( payroll driverprograms forpayroll which are countryspecific and RPTIME00 fortimeevaluation). Timeevalution programsarerun beforerunning payroll sothatthetime creditsandtimewagetypes createdwhich theseget valuated in thepayroll run.

When the TMSTA status = 0 in IT0007, thismeans notimeevalution ispermitted. When the TMSTA status = 1 in IT0007, thismeanstimeevalution isto be carriedout. When the TMSTA status = 7 in IT0007 , than timeevaluation isused just forabsencequota generation. Thisstatus issimilarto

TMSTA = 0 , theonlydifference being thattimeevalution ispermitted forabsencequota generation.

ThereareotherTMSTA status buttheaboveonesarethesignificantones.

Thetypical timeevaluation schemasare

TM00 Time Evaluation with Personnel Time Events ( usedwith TMSTA = 1) TM01 Time Evaluation forWorkSchedule Deviations ( usedwith TMSTA = 9) TM02 Time Evaluation forExternal Services Management ( usedwith TMSTA = 8) TM04 Time Evaluation Without Clock Times (usedwith TMSTA = 1 when timesarerecorded in IT2002) TQTA - Generate Absence Quotas( usedwith TMSTA = 7)

Timeevaluation isasubjecton itsown andthis forum is forbeginnerssowedo notwanttoaddmore complications here.

This is foryourinformation

Forhelpon payroll andtimeschemasrefertransaction code : pdsy in thesapr/3 system

Forschemas - transaction codepe01 ForPCR's - transaction codepe02 Forfunctionsandoperations - transaction codepe04 Those interested can refertosap helpwebsitewhich ishttp://www.help.sap.com

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END & THANK YOU

I wouldonceagain adviseyoung consultantsreading thiswiki thatthis is nota formal education on sap hr/hcm. Toobtain formaleducation in sap hr/hcmandrecognition forthesame , you coulddoyourcourseand certification from SAP andtheireducationpartnerswhoaretheonlyauthorisedprofessional bodiestoprovide formal education basedon yourunderstanding ofthe HRbusinessprocess, yourbudgetandthemarketrequirements (which shouldplaya very important factor in yourdecisions).

Thankyou forbearing me folks. I endmy contribution tothiswiki andenjoyedwriting it. I know i could havewritten a book instead ,but i wantedtosharemythoughtsand learning in a veryunconventional way, besidesmoneywas neverthe criterion here. Itwas

triggered byamessagesenttomeasking formore clarity in thesap hcm/hrfundamentalsand i rememberedmyearlydayswhen istruggledtoo.

A special thanksto ittoolbox, who have given IT consultantsan opportunitytosharetheirknowledgeexperiences, thoughtsandviews. I wrotethiswiki in partsasandwhen thoughtsemergedand i couldpen them by just logging into ittoolboxandkeying away.The nexttime i plan towriteon my culnaryskills( mywife has burstout laughing).

Just letmeend bysaying whatthe famous Indian cricketerVijay Merchantsaid

"Endyourcontributionswhen the goingsare good"


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and i alsodistinctlyrememberhis famouswordswhen hesaideveryweekattheendofeveryprogram called -Cricketwith VijayMerchant

I neversay goodbye but "aurevoir", till wemeetagain. Thankyou.

Sriinivas

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PROJECT MANAGEMENT & ASAP METHODOLOGY

I am going tokeepon writing on projectandprojectmanagement because had i learntthissubjectearlier, I am honesttoadmit, that

my careerdecisionswouldprobably have been morematureanddifferent. This is becausethis learning hasenhancedmyunderstanding and viewpointofwhataproject isandthe high stakes involved foreveryone involved in theproject .

Beforeweunderstandwhatsall this hypeaboutasapmethodology , we needtounderstandthesetermswhich arethe customerorclient, the vendor , theprojectsponsortheprojectmanager, theprojectteamandthestakeholders in relation toaproject. When wetalkabouta customer, thosewho have hadapartoftheircareerin saleswould havealways heardthese famouswords fromyoursalesmanagerwhich is The customer istheking. A vendor/contractor/sub contractorisonewho isproviding aproduct (orproducts)orservice(orservices) ataprice. Theonewho is buying thisproductorservice bypaying aprice isthe customer.

Whatsaproject?

A project isadefiniteendeavorwhich hasadefinite beginning andendandwhoseendresult isaproductorserviceofthe highestqualitytosatisfyandmeetthe customersrequirementsandobjectives forwhatthisendeavorwastaken. Everyproject hasa logicalconclusion ofeitherasuccessora failurethereasonsofwhich areusuallydebatable.

A project could betheresu

repaso de conocimientos hr

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