sap_hr_145

8/9/2019 sap_hr_145

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employee information *$ type infotype 3334 for that employee and see the current information or history )using the list view* stored there.

Infotypes are also called information types and are pre+defined templates to enter sensiblerelated information for an employee or applicant. 5or e.g. an address infotype would have fieldslike street ' house no$ city$ pin code. #his infotype is unique and is represented by an infotypenumber e.g. address has infotype no 3334. #here other infotypes like

1. - Actions to ca*ture em*lo$ee moement in'o in t0e organization2. 1 - Organizational Assignment to ca*ture em*lo$ee *ositioning in t0e

organization. 2 - Personal Data!. % - Address#. ( - Planned 5or6ing "ime Store *lanned 4or6ing 0ours 'or t0e em*lo$ee.%. + - &asic Salar$(. , - &an6 Details+. 1! - Recurring Pa$ment,. 1# - Additional *a$ment1. 1% - )ontract Elements11. 2% - A7sence 8uotas

#he above infotypes together in the same sequence form a part of the Hiring Action. #o makeyou understand this better 6ust try and recollect the contents of your offer letter which yourorgani/ation might have given you. It would possibly read

35e are delig0ted to o''er $ou t0e *osition 9" 1 o' ::::::. ;ou 4ill 7elong to :::::: de*artment 9" 1. ;our <oining date 4ill 7e:::::: 9" and $ou 4ill 7e *aid asalar$ o' :::::: 9" +. ;ou 4ill 7e *aid mont0l$ allo4ances :::::: 9" + or 9"1! and 4e are also o''ering $ou a <oining 7onus o' :::::: 9" 1#. ;ou 4ill 7eeligi7le 'or annual leae o' :::::: da$s 9" 2% and sic6 leae o' :::::: 9" 2%. ;ou4ill 7e on *ro7ation 'or si= mont0s 'rom t0e date o' <oining *ro7ation date /con'irmation date in 9" 1%. ;our 4or6ing 0ours 4ill 7e 'rom :::: 0rs to :::: 0rs7eginning Monda$ to >rida$ 9" ( and 4e loo6 'or4ard to $our *resence on date

:::::: 9" 1%......

I hope this gives you some idea of what an infotype is.

#his must have raised a question in many minds that 0Hey7 I got the offer during my recruitmentso how come this is being referred to after hiring80 %ell that9s simple + this is because all your relevant data that was captured during recruitment was transferred to the master )called HRmaster data* during the hiring process.

So how was it captured in recruitment8 %ell$ this was captured using recruitment actions likeshortlist candidate$ call for interview$ make offer$ offer accepted till you 6oin the organi/ation andsign the 6oining letter when your data actually gets transferred from the recruitment module tothe Personnel Administration module. Again this data was captured in recruitment infotypes.

So we can now get an idea that in SAP HR $ all data is captured in infotypes:

← 9n'ot$*e -,,, - Personal Administration

← 9n'ot$*e 1-1,,, - PD o7<ects 'or OM

← 9n'ot$*e 2-2,,, - "ime Management

← 9n'ot$*e !-!,,, - Recruitment

← 9n'ot$*e ,-,,,, - >or )ustom Deelo*ment

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If you closely observe that many of the recruitment infotypes are clones of personneladministration infotypes.I hope this gives you some idea of what an infotype is. -et9s look atwhat we mean by subtypes. A subtype is sub+ categori/ation of an infotype. ;ot all infotypes aresub+categori/ed and hence only some required infotypes would have subtypes. -et9s take thecase of Address Infotype )I# 3334*. ;ow we would like to use the same screen template tostore different types of addresses like Permanent$ #emporary$ and (ffice etc. #his is becausewe would be capturing the same type of information which would require the same fields likeStreet ;o$ ity$ ountry$ Pin ode etc to capture different address type9s information. SAPhandles this by using subtypes for the Address Infotype )I# 3334*. So to store any AddressInformation we would need to specify both the infotype and subtype. ertain other infotypeswith subtypes are <ependents )33=>*$ I< <ata )3>2?* etc.

%hen it comes to data there are the things that we can do to it

← 1? create data in sa* 0r 4e do t0is 7$ creating ne4 records

← 2? ie4 data 7$ ie4ing t0e records created

← ? maintain data 7$ c0anging@deleting records

#o be able to do one or three of the above$ the sap hr user needs to be authori/ed to do so.#his is a part of data security handled by sap using what is known as authori/ations.

Authori/ations in sap hr are handled through roles )such as payroll administrator$ trainingadministrator$ time administrator where these roles are given createmaintainviewauthori/ations for combination of hr ob6ectshr infotypes' subtypes hr transactionshr reportshr clusters* called role based authori/ations or a combination of role based authori/ations and thehr structures )like organi/ation structure$ training calendar etc* called structural authori/ations.#hese roles and structural authori/ations are assigned to the sap hr user based on his 6obprofile. <ata security is the key and it is important to know that you would see$ create andmaintain data based purely on the tasks you perform in your organi/ation as a sap user. So donot get upset if your colleague can see more than you and does not divulge information as theauthori/ations would be based on hisher 6ob profile and remember that company confidentiality' professional ethics are the most important qualification for any sap user.

oming back to authori/ations )this is for the configurators*@ I mentioned earlier that

authori/ations can be purely role based or a combination of role based and structuralauthori/ations. -ot of hr consultant9s state that we do not need structural authori/ations as wecan use the organi/ational key )a field used for authori/ations available only in I# 333>+(rgani/ational Assignment*.

However$ one must clearly note that further authori/ations using role based authori/ations canbe provided by using organi/ational key field and that the organi/ation key does not replace thehr structures

#he organi/ational key is a >1 character code which is restricted to a combination of certainfields of the organi/ational assignment infotype +333> like organi/ation unit$ personal area$personal subarea$ etc. (rgani/ation unit is a part of I#333> and it is often used as a part of theorgani/ation key. 5or most organi/ations$ the organi/ation key suffices however$ when compleauthori/ation requirements arise than organi/ations with sap hr opt for structural authori/ations.

If you want an employee to have authori/ations to certain employee data of ? sub+ordinateorgani/ation units you would probably have to maintain all the five organi/ational keys in therole assigned to the employee which means more maintenance. #his increase authori/ationrole maintenance and authori/ation errors )if there is data inconsistency*$ which is reali/ed byorgani/ations who are implementing or in a process of implementing structural authori/ations.

If you want to restrict the sap hr user access on the basis of training calendar or other hr structures that you would need to use structural authori/ations and cannot use role basedauthori/ations unless you do some custom development) which is not recommended$ when you

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have standard sap meeting your requirements*. I would give full credit to SAP for havingunderstood that many organi/ations deviate from the normal practices and have their ownspecific practices for which wherever appropriate$ Business Add+Ins also known as BA<I9s havebeen provided to handle such scenarios. 5or more detailed information and whenever in doubt$always refer to your eperienced sap hr colleagues for guidance and help. Refer to appropriatesap documentation provided by sap or its authori/ed education partnersvendors such as for e.http:help.sap.com. Please note that this wiki is purely a discussion and not an education guideor a replacement for formal sap hr training. #he assumption here is that all reading this wiki areyoung sap hr consultants who are looking for advice or a forum to share their skills andknowledge.

oming back to the discussion on data )I would be visiting this time and again* one needs tounderstand the transition of data with the advent and advancement of information technology.<ata started as drawings during stone age times $ than came the paper and we have tet$numbers and language and with computers we had the database systems storing data instructured format or we can call it structured data. %ith the &RP systems such as sap weadvanced to logical data and with the Business %arehouse we further advanced to strategicdata. #han came business intelligence and we are now in a quest for intelligent data. It9simportant to note the transition of data from need driven to business driven and a continuousquest to improve data. ompanies who spend and invest in I# need to move with times and

SAP has really helped countless organi/ations achieve this transition. ompanies are reali/ingthat good I# systems mean enhanced business returns$ staying above competition andopportunities for growth. (f course for this we need Human Resources )I still do not like theword human capital$ I would prefer it to be called Human #alent* for every sap hr consultant it isimportant to understand hr logical databases in sap hr. A layer about the physical database laysthe hr logical databases called P;P$ PH and PAP. -ogical databases contain data tables fromsub+modules of sap hr.

← P;P logical database contain data tables )HR "aster <ata ' #ime <ata* )infotypes 3333+

3CCC and =333 to =CCC*

← PAP logical database contains data tables of Recruitment )1333+1CCC*

← PH logical database depends upon whether the ob6ect type is specified or not.

If the ob6ect type is specified$ it would contain all infotypes for that ob6ect type and thoseinfotypes of ob6ects related to that ob6ect type. However$ if not specified it would contain allinfotypes. ;ote: Dou should know when to choose between the P;P and the PH logicaldatabases when building your report or query and the key is whether you want the primary keyfor selection to be the personnel number or the ob6ect type. If the primary key is to be theP&R;R ) personnel number* than you should select the P;P logical database and if you want itto be any ob6ect type like )( E org unit$ S+ position$ + 6ob $ -+ Business &vent Froup$ <+Business &vent #ype &+ Business &vent G.etc* #his means if you want to query by employeethe business events attended$ you choose P;P$ and if you want to know for certain specificbusiness events who are the attendees$ you choose PH logical database to build your query$program or reports. #o conclude$ we can say that to build a sap hr query$ user ' standard sapprograms or reports the preferred option and sap standard too$ we use logical databases. Ihave used the word preferred and not the only option because querying also allows you to

directly reference the physical tables without using logical databases but this is never recommended by sap due to problems that it creates in hr authori/ations and would overlookerror handling provided by sap for the infotypes. All sap hr queries$ programs ' reports shoulduse the logical databases. Hence if an sap user does not have authori/ations for that ob6ect or infotype which the program. uery or report references$ than it would throw an error for theuser. Please refer to the ehaustive sap help documentation for more information on sap hr logical databases$ infosets$ reporting and querying.

<eviating from the question and answers$ I would like to highlight a story from the Indianmythology. A teacher teaching his student archers asked them all to shoot an arrow at a clay

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. 50at are t0e im*ortant in'o t$*es 'or a 0iring action

#he important infotypes for eecuting a hiring action are>.

1. - Actions2. 1 - Organizational Assignment. 2 - Personal Data

!. - Pa$roll Status t0is is automaticall$ maintained 7$ t0e sa* s$stem and notreCuired to 7e maintained in t0e in'o grou* 'or 0iring

#. % - Address%. ( - Planned 5or6ing "ime "0is s0ould al4a$s 7e maintained 7e'ore in'ot$*e

+ &asic Pa$(. + - &asic Pa$+. , - &an6 Details,. 1% - )ontract Elements1. !1 - Date S*eci'ications11. 2% - >or annual leae / sic6 leae

;ote that it is the hiring action that allows you to assign an employee to the hr structures.

!. # / % 40at is 9M 50at is its im*ortance 50at are t0e 'unctions $ou can executeusing IMG? What is customizing? What does customizing support? How do $ou

create a Pro<ect 9M 50at are *ro<ect ie4s

I"F means the implementation guide. #he configurators would customi/e the sap hr system asper the customer requirements in the img. In the img you can create pro6ect img9s which limitthe customi/ing nodes to the requirement of the pro6ects and for each pro6ect img you cancreate multiple views like ""$ S<$ HR etc to get more specific. #o go to the implementationguide or I"F from the sap easy access menu$ you have to enter transaction SPR( in thecommand line.

#. 50at is an enter*rise structure

#he enterprise structure is one of the HR structures. #he HR enterprise structure composition

depends upon the hr administrative$ time and payroll functions for that company. It comprisesthe client$ company code$ personal area$ personnel subarea and the organi/ation key. #hehiring action assigns an employee via infotype 333>+ (rgani/ational Assignment to theenterprise structure. #he enterprise structure is the enterprise perspective of an employee.

%. 50at is a *ersonnel structure

#he organi/ational personnel structure describes how the employee is positioned in theorgani/ation. #his is an individual perspective of an employee in an organi/ation. It comprisesof the employee group$ the employee sub group and the organi/ation plan )org unit$ position$and 6ob* for that employee. #he hiring action assigns an employee via infotype 333>+(rgani/ational Assignment to the personnel structure.

(. 50at is t0e 0ig0est leel o' t0e enter*rise structure

#he client is the highest level of the enterprise structure.

+. 50at is com*an$ code 9s it de'ined in HR 9' not 40ere is it de'ined

#he company code is an organi/ation unit )this is different from the hr organi/ation unit.<ifferent modules like S<$ ""$ etc have their own organi/ation structures with their ownorgani/ation units* which has its own balance sheet and profit and loss account and is definedin the 5I module.

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,. 50at are *ersonnel areas and its 'unctions

Personnel )Please note the spelling +K its Personnel )group of people*and notPersonal)Individual** Area is the sub division )understand these two words* of the companycode and can represent a functional area or geographical location. #hese play a very importantrole in the time and payroll configurations. &ach personnel area is unique to a company code)mark these words* and is represented by a 1 character code.

1. 50at are *ersonnel su7 areas and its 'unctions

#he further divisions )understand this word* of a personnel area are defined as personnelsubareas. #he functions are similar to the personnel area. &ach personnel subarea too isunique to a personal area )mark these words* and is represented by a 1 character code.

Hi everyone$ i would be continuing with the answers to the rest of the questions as an when Iget the time and try to keep this going till completion.

11. Ho4 is an em*lo$ee in t0e HR Master data lin6ed to a com*an$ to 40ic0 0e 7elongs

&"P-(D&&+++KP&RS(;;&- AR&A+++K("PA;D (<&+++K(L;#RD FR(LPI;F++K-I&;#

12. )an a *ersonnel area 7e assigned too man$ com*an$ codes

;o. A Personnel Area can be only assigned to one company code. "any personnel areas canbe assigned to the same company code but the vice versa is not true.

1. 50at are t0e indicators de'ined 7$ *ersonnel su7 areas

#he indicators are all personnel sub area groupings for hr$ time$ payroll which are very critical tothe SAP HR implementation. #hey are also used to limit HR authori/ations.

1!. Ho4 do $ou categorize t0e em*lo$ee grou*s

&mployee groups are categori/ed based on employeestaff regulations of work and pay suchas:

>. Active=. RetireePensioner G.. And so on.

#hese are also used to limit HR authori/ations.

1#. 50at are em*lo$ee su7grou*s and 40at are t0e indicators set u* using em*lo$eesu7grou*s

5urther division of the employee groups are called the employee subgroups such as under employee group >+ Active you could have employee subgroups such as AA E Hourly wageearner $ AH E Salaried &mployee G. And so on. #he indicators are all employee sub areagroupings for hr$ time$ payroll which are very critical to the sap hr implementation. #hey are alsoused to limit HR authori/ations.

1%. Em*lo$ee grou*s are t4o c0aracters and em*lo$ee su7grou*s are t4o c0aracter re*resentations in t0e 9M. Do $ou su**ort t0is statement

5alse. &mployee groups are one character and employee subgroups are two character representations.

1(. 9n t0e HR Master data 40ere are *lanned 4or6ing times 'or an em*lo$ee seen

I# 333M+ Planned %orking #ime using transaction PA?> E <isplay time data

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1+. Do 9 need to gie countr$ assignment to *ersonnel su7 areas in customizing 9' truesu**ort t0e statement and i' not 40atFs true

;o. Dou do not need to give country assignment to personnel sub areas. Dou need to givecountry assignments to the employee subgroups on assigning to employee groups in theenterprise structure.

1,. 50at are t0e arious o7<ects in an organizational *lan Ho4 does an$ com*an$ usean organizational *lan

1. "as6s2. Go7. Position!. Organizational unit#. )ost )enter etc

#he company organi/ation structure and reporting structure is represented through theorgani/ation plan. #he active plan version is the current plan version and the other planversions are considered as various planning stages. Lsed for manpower planning. ;ormallyplan version03>0 is always made the active plan version.

12. Ho4 do $ou integrate OM and PA 9' integration is actie 40at 0a**ens 40en a*osition is entered in 9" 50at else does t0e s$stem de'ault )an t0ese alues 7ec0anged 50at is t0is called

Integration of (" and PA is possible through the integration switch setting in table #MM3S whichis P-(FI (RFA >. If the integration is active and the position is entered in I#3333 during ahiring action$ than in I#333> the following are automatically defaulted aK Percentage bKNob OeycK(rg. Lnit. #hese values are greyed out and cannot be changed. #his is called accountassignment.

1. Are cost center assignments 0ierarc0ical 50ere do $ou assign t0ese in OM

ost center assignments are hierarchical. Dou assign these in the account assignment for ("ob6ects. If your org unit in the lower hierarchy does not have a cost center assignment$ than it

will be assigned the cost center of the upper hierarchical org unit till one is found. 5or a position$if the cost center is not assigned$ it will be assigned the cost center of the org unit to which theposition belongs and if not found here$ than it will be assigned the cost centre of the upper hierarchical org unit till one is found. #hese assignments can be overridden by the costdistribution )I# 33=M*

1!. 50at are attri7utes o' o7<ects 9s acanc$ a common attri7ute 'or all o7<ects

Attributes of an ob6ect are the properties of the ob6ect by which it is described. #he (" ob6ectshave some common attributes like <escription$ Relationship$ Account Assignment$ %orkSchedule etc and some unique attributes like acancy assignment which is only for the ("ob6ect position.

1#. 50at are t0e ot0er additional organizational assignments

#he other additional organi/ational assignments are assigning the employee to administratorsin org assignment infotype 333>.

1%. ame t0e t0ree administrators Ho4 do $ou de'ault t0ese in 9"1

#he three administrators are >K Personnel Administrator =K Payroll Administrator !K#ime Administrator. Besides these the employee can also be assigned to 1K A Froup Administrator and ?KA Supervisor. #hese are defaulted through the feature PI;H.

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1(. 50at is organizational 6e$ Ho4 man$ 7$tes@c0aracters does it constitute Ho4 canit 7e de'ined 50at is it mainl$ used 'or

An (rgani/ation key is a >1 character code that could be formed by the combination of partswhole of certain field values in the org assignment infotype )333>* e.g. employee group$subgroup$ personnel area$ sub area$ org unit etc. It is used for authori/ations.

1+. 50at are em*lo$ee attri7utes and 0o4 are t0e$ classi'ied

#he employee attributes are all the information pertaining to that employee. #hey are typicallyclassified according to the HR structures to which the employee belongs such as organi/ationstructure$ pay structure$ and are stored in form of well defined and related information calledinfotypes.

1,. 50at are 'eatures 50at is t0e transaction 'or 'eatures

5eatures are ob6ects those that default values by querying different enterprise$ personnel or data structure fields. #he transaction code for features is PE .

2. 50at are t0e 'eatures to de'ault and in 40ic0 in'o t$*e

>. %ork Schedule Rule

=. Pay Scale <ata!. %age #ype "odel1. Administrator groups

21. um7er Range 9nterals 22. 50at is A&IRS 2. 50at are t0e t4o 4a$s o' maintaining 'eatures

>. %ork Schedule Rule SHOQ+ I#333M=. Pay Scale <ata #ARI5+I#3332!. %age #ype "odel -F"S#+I#33321. Administrator groups PI;H+I#333>?. ;umber Range Intervals ;L"OR )which infotype88Dou try and answer this one*

A&IRS is t0e 'eature t0at de'aults *a$roll area.

#he two ways of maintaining features are use #code + PE or go via I"F steps.

2!. 50at is t0e in'o t$*e to store *ersonal data 'or an em*lo$ee

Infotype 333= E Personal <ata is used to store personal information of an employee. In somecountries you could use infotype 33MM+ Additional Personal <ata.

2#. 50ere are t0e de'ault alues 'or 4or6ing 0ours *er *eriod ta6en 'rom in 9" +

#aken from Info type 333M+ Planned %orking #ime. try and answer from which

2%. 50$ is em*lo$ee su7grou* grou*ing 'or *cr signi'icant 'or *a$roll

2(. 50at does collectie agreement *roision determine Ho4 do $ou de*ict di''erent*a$ments in t0e s$stem

2+. 50at does em*lo$ee su7grou* grou*ing 'or )AP allo4s $ou to assign

#he Personnel alculation rule allows one wage type to be processed in different ways inpayroll and these different ways are through the &SF for PR and &SF for AP. #he &SF for PR classifies which employees are to be paid on an hourly or monthly basis. #he &SF for AP further classifies these employees based on their ollective Agreement Provision asindustrial workers or salaried workers )based on their workerunion agreements*. #ry and

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understand the esg grouping for pcr and esg grouping for cap and how basic pay infotypebehaves for these hourly$ periodic and monthly agreements.

2,. 50at is *a$ scale t$*e and *a$ scale area

#hese are used to assign the collective agreement types and areas to an employee via infotype 3332+ Basic Pay. &.g. pay scale type 3>J +K "etal Industry and pay scale type 3>J +K

;orth Region

. ;ou assign *a$ scale t$*es and areas to

1. )om*an$ code2. Pa$roll area. Em*lo$ee su7grou*!. Personnel su7area

30. Dou assign pay scale types and areas to personnel subareas under the node in the I"F

heck Assignment of Pay Scale Structure to &nterprise Structure

1. 50at are 4age t$*es Ho4 4age t$*es are 7roadl$ classi'ied

%age types are used for payments ' deductions. #hey are classified as primary dialoguewage types ' secondary technical wage types.

2. Ho4 do $ou set u* 4age t$*es

It is set up in I"F.

. 50at are slas0 4age t$*es

%age types are technical or secondary wage types.

!. 50$ is 4age t$*e grou*s used ie some e=am*les o' 4age t$*e grou*s.

%age types with similar characteristics are grouped together$ for eample monthly salary$monthly bonus$ monthly allowance are categori/ed as basic pay + I#3332.

#. 50at is transaction *u,#

%. 50ere in t0e 9M do 9 ensure t0at t0e 4age t$*es are associated 4it0 t0e enter*riseand *ersonnel structure

(. 50ere are all 4age t$*es stored

+. Are all 4age t$*es *ermissi7le 'or all in'o t$*es

If Des or ;( support statement8 ;(. ertain wage types like bonus should be permissible to

I#3332 or I#333>?. #his should be set in I"F.

,. 50at are t0e 4age t$*e c0aracteristics t0at can 7e de'ined

%age type permissibility$ validity$ input combination ' indirect valuation.

!. Ho4 do $ou aluate 4age t$*es 50ere do $ou con'igure t0is in t0e 9M

!1. 50at are module name and module ariant

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#hese are used for different indirect valuation tables.

!2. E=*lain signi'icance o' "AR9> SUMME and PRJ" in regards to indirect aluation

%age types are payroll ob6ects used to store payroll components which include the amount$number and rate. SAP has standard model wage types for different country versions anddepending upon your payroll implementation you should copy model wage types from the

correct country versions only. #he wage types are broadly classified into dialog and technical or slash wage types. <ialog wage types are those in which you can store values in the wage typesthrough the permissible payroll infotypes. #he technical or slash wage types are those wagetypes that are create during the payroll run only e.g. >3> E #otal gross amount$ ??3 E Statutory;et$ ??C E Bank <etails. %age types are permitted to be stored in payroll infotypes only if these are added to the wage type groups. &.g. Basic Pay I#3332 has wage type group 3332.Please note that not always do Infotype no wage type group. #ransaction puC? is used to editwage type groups. Dou need to assign the wage types to the respective employee sub groupgroupings and personnel sub area groupings wherever configuration permits for the wage typesto be associated with the enterprise and personnel structure. All wage types are not permissiblefor all infotypes )refer wage type groups concept*. #he wage type characteristics are attributesof the wage type as to what is permissible and not permissible$ what are the maimum andminimum limits $ what are the units permissible$ whether they are to be valuated directly

) values entered* or indirectly ) values as a reference to other wage type values*. Dou valuatewage types directly or using indirect valuation. Dou configure these in the wage typecharacteristics and the corresponding indirect valuation tables where the corresponding wagetypes from where the indirect values are figured out. )#hese need to eist*. "odule names arenames given to different types of modules that valuate wage types according to certain criteriae.g. #ARI5$ PRQ;# etc. ariations in the module valuation process are further provided by thespecific module variants. 5or e.g. for #ARI5 module the variants could be A$ B$ and <. #ARI5provides valuation according to pay scale group orand level$ SL""& ' PRQ;# are valuationusing the basic pay )I#3332* wage types. #he ,SL""&, module corresponds to the ,PRQ;#,module ecept that the value of the wage type to be valuated indirectly is always the entirebasic pay.

#he answer to my non sap question is ... arnegie "ellon Professor Scott &. 5ahlman was theinventor of the smiley

oming back to the story )I cannot confirm if this is true since it has been told to me * there isthis &( cum owner of one of the biggest private corporations in India ) I will call him &( *who had gone overseas for some round of negotiations to formali/e a contract worth severalmillion dollars. #he &( of the company that was tendering the contract )%e shall call him &(D* was there too and he made &( walk across the plant and climb a few stairs which left theIndian &( sweating and panting for breath. ;ow came the moment of signing the contract and&( D took &( aside and told him in private that he was signing the contract mainly due tothe business acumen of &( but was really in two minds of taking that risk looking at thefitness of &( . &( immediately reali/ed that not only was this contract at stake but evenhis company was at stake due to his fitness. He promised to get in shape in a few months andfulfilled his promise to become one of the fittest &(9s of the Indian corporate world.

I was also reading the other day and I quote Food -ooking People Fet "ore 5requent

PromotionsJ or something similar like that. I would like to replace the Food -ooking with thewords 5itterJ ' %ell FroomedJ.

#his story applies very much to sap consultants too who are under constant pressures to meetdeadlines and have abnormal times of brunches$ lunches and dinners coupled with odd hoursof sleep. &ercising in some form or the other to keep fit is a must$ whether it is laughter therapy$ simple old fashioned walking or a hitting the gym for a si pack. If you are hitting thegym for the first time make sure you are eercising under the able guidance of a fitness epert.

It not all about sap that makes one a sap consultant folks.

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