SAP-HR

TICKETS

2008-03-20T04:00:00.000-07:00

Q: We are using the US HR/PAYROLL module. We are able to create the entry to credit the accrued payroll account. But our check writing process does not produce any accounting entries when we create a pay check or run our EFT
process(RFFOUS_T). Should RFFOUS_C produce an accounting entry to debit the payroll payable account and credit the cash account ?

A: RFFOCUS_C does not produce any accounting entries. During the FI/CO interface run , 559 wage types may be posted to your cash account

Q: We have approximately 10000 zip codes. We want to relate the eligibility group to the zip code. We do not want to create 20000 eligibility groups. Which is the best way to configure basing eligibility for HMO's on zip codes?

A: Try to group the zip codes by the HMO's they belong to. Then create benefit groups and programs for the unique combinations. You can create as many benefit groups as required and use the employee zipcode to select the benefit
group the employee is eligible for. You may also look at user exit 2.

Ticket

2008-03-20T03:43:00.000-07:00

Q: We have a requirement to calculate leave entitlement at the anniversary year not calendar year. The leaves have both paid and unpaid components. The paid component is based on time worked. The unpaid component is based on years of service. Leave taken is reduced from both entitlements depending on employee's request. We are using a Schema based on TM04 which calls Cycles TS15, TS10. What is the best way to handle this?
A: You can use field 'DAUER' for seniority based vacation entitlement in the VAC01->VAC99 features. Time
worked is not part of the feature structure (PME03). However you may create your own source code to make a decision on any field even if it does not belong to the feature structure. Check feature VAC01.

Q: We have multiple ORGs as we have many subsidiaries of our Parent company. These subsidiaries are defined as ORG and are assigned an ORG-ID. Within each ORG, we have Divisions (e.g. Human Resources, Finance, Materials etc.) and within each division we have Departments (e.g. Payroll, Labor Relations, etc.). We plan to use Personnel Development( PD). What is that we have to consider in this case?

A: You have to consider how the company wants to see its reports while designing the HR organizational structure in PD. You have address the question: for head count or regulatory reports to which level does the company need to report, to the division, department, group or team level. You have to design the SAP organizational structure to support the lowest level required. Lower the more levels of detail, the more maintenance required.

Q: How can we configure the options for the Assign Form. No. field on Infotype 210. It is the alternate formula to assign tax field and we have been unable to locate the table in the IMG to edit the options.

A: Options for the BSI Tax Formula can not be configured. Possible entries are available in BTXFORM, and they depend on the 'tax authority' ( BTXAUTH) and the 'tax type' (BTXTAXT). Use data dictionary to check existing entries. This data comes from BSI. Tax calculations are done in the BSI programs (via RFC from the
USTAX function in the payroll schema).

Q: We are using the PAI user exit in MP000800 screen 2000 to modify the BET01 field. After modifying the value, the value is not re displayed. However the updated value is saved on commit. Why the value is not displayed after modification?

A: Yes. It is True. You may have to apply OSS .

Ticket

2008-03-20T03:31:00.000-07:00

Q: We are in the service industry and have employees working in multiple cities on the same day. The system seems to allow one taxing authority per day. But the taxing authority needs to be picked up from the Service Order ideally . Can we achieve this?
A: You can create multiple infotypes 0208 (work tax area) for the same employee and the same day. Use the 'allocation percent' field . There is no integration however between time management and the work tax area.
You may copy infotype 0208 to IT 9208. Infotype 0208 may be used to store the default work tax area and IT 9208 may be used to store the multiple work tax area. Create IT 9208 based on data from your external time management system.

Q: We use clocking machine for recording employee clock-in/out . All the data is stored in a 'flat' file which is supposed to be uploaded into SAP. When tried to open and read the flat file using OPEN DATASET and READ DATASET
commands, the Sy-subrc value returned is 8 and the error message 'the specified file not found' is displayed. We checked the path and the file is in the correct location. What is missing?

A: Check the path once again. Check the upper and lower cases. Define you parameter file name like filename-fileextern. Depending on the place where the flat file resides, the procedure varies. OPEN DATASET is used for upload of file from the host system. If your flat (text) file is on the PC, you can use the functionWS_UPLOAD which will upload your text file into an internal table. This internal table data can be loaded into

SAP. The syntax is as follows:

CALL FUNCTION 'WS_UPLOAD'
EXPORTING
FILENAME = pcfile
IMPORTING
FILELENGTH = fileleng
TABLES
DATA_TAB = internal table name
Please note that you have to specify the pcfile of length 128.

Q: We want to make a copy of an organizational structure from one plan variant to another. This copy should include all assignments like purchasing groups to organizational units made in PFOM . Can we do this?

A: Make sure that the plan number is established through the IMG. (And that it is not the active plan.)

Go Human Resources -> Organizational Management Tools -> Plan version -> Copy.
It runs RHCOPL00. All or any portion of the plan maybe copied and manipulated and then copied back in to the active plan.

Complete Time Management Material & Project

2008-02-07T13:22:00.000-08:00

Enterprise Structure

In this section, you will learn how to portray the specific organizational structure of your business in the R/3 System.

To help you portray your company structure, different Accounting, Logistics and Human Resources organization units are provided.

First analyze the structures and procedures in your company, and then match them to the SAP structures. There are various organization elements defined as examples in the standard version. Normally these would not cover all your needs. Extend the elements as required.

During the clarification stage, work with the structures delivered by SAP. In order to obtain a high degree of indentification and acceptance from project members and user departments from the start, you may have to change some of SAP's terminology. You should limit the number of persons authorized to maintain organization elements.

Define the authorization profiles accordingly. As soon as your organization units are ready, access should be locked so that no other changes can be made.

Note

The definition of organization units is a fundamental step in your project. It is a critical factor in how the project will be structured.

You should not use more organization units than necessary. Only use new organization units if this is required by the existing data structures.

Once you have decided on an organizational structure it is not easy to change it.

Define company

In this step you can create companies. A company is an organizational unit in Accounting which represents a business organization according to the requirements of commercial law in a particular country.

You store basic data for each company in company definition. You only specify particular functions when you customize in Financial Accounting. Company G0000 is preset in all foreign key tables.

In the SAP system, consolidation functions in financial accounting are based on companies. A company can comprise one or more company codes.

When you create a company you should bear in mind the following points relating to group accounting:

If your organization uses several clients, the companies which only appear as group-internal business partners, and are not operational in each system, must be maintained in each client. This is a precondition for the account assignment of a group-internal trading partner.
Companies must be cataloged in a list of company IDs which is consistent across the group. The parent company usually provides this list of company IDs.
It is also acceptable to designate legally dependent branches 'companies' and join them together as a legal unit by consolidation.

Recommendation

SAP recommends that you keep the preset company ID G00000 if you only require one company. In this way you reduce the number of tables which you need to adjust.

Activities

Create your companies.

Further notes

All company codes for a company must work with the same operational chart of accounts and fiscal year. The currencies used can be different.

Edit, Copy, Delete, Check Company Code

In this activity you create your company codes. The company code is an organizational unit used in accounting. It is used to structure the business organization from a financial accounting perspective.

We recommend that you copy a company code from an existing company code. This has the advantage that you also copy the existing company code-specific parameters. If necessary, you can then change certain data in the relevant application. This is much less time-consuming than creating a new company code. See "Recommendations" for more details about copying a company code.

If you do not wish to copy an existing company code, you can create a new company code and make all the settings yourself. You define your company codes by specifying the following information:

Company code key

You can select a four-character alpha-numeric key as the company code key. This key identifies the company code and must be entered when

posting business transactions or creating company code-specific master data, for example.

Company code name

Address data

The address data is necessary for correspondence and is printed on reports, such as the advance return for tax on sales/purchases.

Country currency

Your accounts must be managed in the national currency. This currency is also known as the local currency or the company code currency.

Amounts that are posted in foreign currency are translated into local currency.

Country key

The country key specifies which country is to be seen as the home country; all other countries are interpreted as "abroad". This is significant for

business and payment transactions because different forms are used for foreign payment transactions. This setting also enables you to use

different address formatting for foreign correspondence.

Language key

The system uses the language key to determine text automatically in the language of the relevant country. This is necessary when creating

checks, for example.

You do not specify the functional characteristic of the company code until configuring the relevant application.

You can set up several company codes per client to manage the accounts of independent organizations simultaneously. At least one company code must be set up in each client.

To take full advantage of SAP system integration, you must link company codes to the organizational units of other applications. If, for example, you specify a CO account assignment (for example, cost center or internal order) when entering a document in FI, then the system must determine a controlling area to transfer this data to CO. You must specify how the system is to determine the appropriate controlling area.

The system derives the controlling area from the company code if you assign it directly to a company code. You can also assign several company codes to one controlling area.

Standard settings

Company code 0001 has already been created in clients 000 and 001 for the country DE (Germany). All country-specific information ("parameters") is preset in this company code, such as the payment methods, tax calculation procedures, and chart of accounts typical for this country.

If you want to create a company code for the USA and its legal requirements, you must first of all run the country installation program in client 001.

The country of company code 0001 is then set to "US" and all country-specific parameters related to it are set to the USA. For more information, see the Set Up Clients activity under "Basic Functions" in the Customizing menu.

Recommendation

You should keep the preset company code number 0001 if you only require one company code. This keeps to a minimum the number of tables you need to set up.

You can copy a company code using a special Customizing function. Company code-specific specifications are copied to your new company code. The target company code must not yet be defined, it is defined automatically during the copying procedure.

SAP recommends the following procedure when creating company codes:

1. Create the company code using the function "Copy Company Code".

2. Enter special company code data with the function "Edit Company Code Data".

You can also use the function "Edit Company Code Data" to create a company code. However, in this instance, the company code "global data" is not copied. If you create a company code using the "Copy" function, most of the "global data" is also copied.

Further notes

You should create a company code according to tax law, commercial law, and other financial accounting criteria. As a rule, a company code in the SAP system represents a legally independent company. The company code can also represent a legally dependent operating unit based abroad if there are external reporting requirements for this operating unit, which can also be in the relevant local currency.

For segment reporting according to Anglo-American accounting practices, you need to represent the regions in which the company has significant dealings. This reporting data can be generated entirely on the basis of company codes.

For processing company codes, there are extended functions that you can access with the function call "administer" or "Copy, delete, check company code". The entry in the company code table is processed in these functions as well as all dependent Customizing and system tables in which the plant is a key.

For more information on the extended functions, see Copy/Delete/Check/Process Project IMG.

In addition to these functions, there is also the "Replace" function. You use this function if you want to change a company code key. This is only possible if no postings have been made in the company code that is to be replaced. You should therefore only use this function for newly-created company codes.

Activities

1. Create your company codes based on the reference (company code 0001) delivered with the standard system. SAP recommends using the function "Copy Company Code" to create your company codes.

2. Go to the activity "Edit Company Code Data" and change the name, description, address, and currency. Maintain the company code data that has not been copied.

3. Use the project IMG view to postprocess data that is changed automatically. You can also carry out postprocessing at a later stage since the system keeps the generated project view.

Maintain Controlling Area

In this IMG activity you

create new controlling areas or
Copy existing ones.

The controlling area is an organizational unit in Accounting used to subdivide the business organization from a cost accounting standpoint.

The controlling area is embedded in the organizational structure as follows:

A controlling area may be assigned one or more company codes.

1:1 relationship

You carry out cost accounting on a cross-company code basis.

The internal and external accounting viewpoints are identical.

1:n relationship

In cross-company-code cost accounting, all data relevant to cost accounting appears in a common controlling area and is available for allocations and evaluations. The internal and external accounting goals diverge. This method is preferred when, for example, a corporation posesses several independent subsidiaries and undertakes centralized cost accounting for all.

If you implement the CO (Controlling) component, you must maintain basic data and control indicators in the for the controlling area. You make these settings in the Controlling IMG.

Recommendation

We recommend that you use the controlling area "0001" supplied by SAP "0001" or that you copy this controlling area to your own controlling area and then making adjustments to suit your needs. Preliminary settings such as the definition of number ranges are already maintained for this controlling area.

Activities

Copy Controlling Area "0001"

1. Adapt the default settings to your country.

a) To do this, choose Enterprise Structure -> Country-Specific Settings in Customizing.

b) Choose Change Country-Specific Settings and Country version.

2. Create your own controlling area with company code as a Copy of controlling area "0001" with company code "0001".

3. Adjust this copy to your requirements.

a) To do so, in the dialog box, choose Maintain controlling area.

b) Select your controlling area and change the settings.

Create Controlling Area

1. Choose Maintain controlling area

2. Choose New entries and enter the basic data.

3. Enter a key and a name for your company code.

4. Specify the allocation of company codes and controlling area.

5. Make the currency settings.

6. Speciy a chart of accounts for the controlling area.

7. Enter a fiscal year variant.

Delete controlling area

You can delete the controlling areas supplied by SAP if you:

Create all organizational units afresh.
Have created all organizational units using the SAP delivery data.

To do so, create your own controlling area with company code as a copy of the controlling area "0001" with company code "0001".

Now delete the controlling areas you no longer require.

To delete a controlling area supplied by SAP, proceed as follows:

1. In the dialog box, choose Delete SAP Delivery Data.

2. From the list, select the controlling areas you want to delete.

3. Choose Delete.

Note on deleting SAP delivery data

Further Notes

In cross-company code cost accounting, where a controlling area includes several company codes with differing currencies, assign the group currency as controlling area currency. The related company codes must all use the same operative chart of accounts .

During number assignment for organizational units in the controlling area ( cost center, profit center, etc.), keep the possible addition of other company codes in mind as you work.

All internal allocation transactions refer only to objects belonging to the same controlling area.

Personnel Areas

The personnel area is an organizational unit that represents a specific area of the enterprise and is organized according to aspects of personnel, time management and payroll. A personnel area is divided into several personnel subareas. Please note that the personnel subareas contain the business characteristics. To assign the business characteristics, you must have set up at least one personnel subarea for each of your personnel areas even if you do not use personnel subareas in your enterprise structure.

When you define the personnel areas, the setting up of the enterprise structure has begun. You assign characteristics to these personnel areas in subsequent IMG steps. These steps are dealt with in the IMG at the same time they are established in a business sense.

Example

Company X has three production plants in Germany: Hamburg, Cologne and Berlin. In the SAP System these would constitute three personnel areas.

Requirements

Familiarize yourself with your enterprise structure.

Standard settings

The standard SAP R/3 System contains several sample personnel areas.

Recommendation

Always create personnel areas with a four-character key.

When defining personnel areas, consider their effects on the areas mentioned above. If necessary, compare the definition of the personnel areas with the persons responsible for payroll and time management.

Further notes

Enhanced functions are available for editing personnel areas. You can call them up using the function call "Copy, delete, check personnel area". When you use this function, the entry in the personnel area table, as well as all the dependent customizing and system tables that contain the personnel area as a key are edited.

For additional information on these enhanced fucntions, refer to Copy / delete / check / edit project IMG.

Activities

1. Create your personnel area.

2. Copy the SAP template.

3. On the detail screen, maintain the address of the personnel area.

4. Delete the sample entries that you do not need.

5. Use the enhance functions to copy, delete, or check the environment data for a personnel area.

6. Use the project IMG view to review the data that was changed automatically. Because the project IMG view remains, you can carry out the review at a later date.

Personnel Subareas

A personnel subarea is an organizational unit that represents a specific area of the company organized according to certain aspects of personnel, time management and payroll. The following business subtasks belong to the personnel subarea:

Defining of pay scale and wage type structure
Defining planned working hours
Defining appraisal criteria

Example

The Berlin site of Company X is physically separated by a railroad line. This could mean that two different tax or employment offices are responsible for the respective areas. In this case, you would define a personnel area "Berlin" and two personnel subareas.

Requirements

Personnel areas must be created.

Standard settings

The standard SAP system contains the personnel subarea "blank" which you can use if you do not need any additional personnel area subdivisions.

Recommendation

If you do not use personnel subareas in your enterprise structure, you must still set up at least one personnel subarea (for example, "blank") for each personnel area so that you can assign the business characteristics to it.

Further notes

Additional functions exist to edit personnel subareas. You can access these functions by calling up the function "Copy, delete, check personnel subarea". When you use these functions, the entry in the personnel subarea table as well as all the dependent customizing and system tables where the personnel subarea is used as a key, are edited.

Here you will find information on the additional functions Copy / Delete / Check / Edit project IMG.

Activities

1. Create your personnel subareas.

2. Copy one of the templates contained in the standard SAP System.

3. Delete all the sample entries that you do not need.

4. Use the additional functions to copy, to delete or to check the environment data for the personnel subarea.

5. Use the project IMG view to postprocess data that was changed automatically. Because the project IMG view remains the same, you can carry out the postprocessing at a later date.

Employee Groups

The employee group allows you to divide your employees into groups and allows you to define their relationship to the enterprise. The following
essential organizational functions can be carried out using the employee group:

generating default values when entering data; for example, for the payroll accounting area or for the basic pay of the employee
generating a selection criterion for evaluations
generating a unit for the authorization check

Example

You want to distinguish your employees between persons actively employed, pensioners and early retirees.

Standard settings

The standard SAP system contains some samples of employee groups.

Recommendation

Transfer at least the employee groups 1 and 2.

Activities

1. Check the standard employee groups.
2. Create new employee groups if necessary.
3. Delete all sample entries not required.

Employee Subgroups

The employee subgroup represents a subdivision of the employee group. When you define employee subgroups, you are essentially begun to set up
your personnel structure. Features are allocated to this in later steps. These steps are dealt with at the spot where they are established in a
business sense.

The following business subtasks are provided among other things:

specification of processing in payroll accounting
specification of validity of primary wage types
specification of validity of work schedules
specification of validity of pay scale groups
specification of validity of time quota types

Example

Within the employee group Active, you want to distinguish between industrial workers, pay scale employees, trainees and executive employees. This
distinction enables you to do the following:

you can carry out evaluations for which certain employee subgroups can be included or excluded.
Certain personnel administrators should only be allowed to edit the data of certain employee subgroups.
Depending on the employee subgroup, you can generate different default values in master data processing (for example, executive employees
have entitlement to more leave than pay scale employees).

Requirements

You need to have created your employee groups. In addition, check which means of dinstinction you want to use for employees with regard to
evaluations, authorizations and business subtasks.

Standard settings

The SAP standard system contains some samples of employee subgroups.

Recommendation

When you define employee subgroups, bear in mind the effect they can have on the above-mentioned areas. If necessary, compare the employee
subgroups with the persons in charge of payroll accounting and time management.

Further notes

Additional functions exist for editing the employee subgroup. You can access these functions by calling up the function "Copy, delete, check employee
subgroup". When you use this function, the entry in the employee subgroup table as well as the entries in the dependent customizing and system
tables where the employee subgroup is used as a key, are edited. Here you find information on the additional functions Copy / Delete / Chekc / Edit
project IMG.

Activities

1. Check the standard employee subgroups.
2. Create your employee subgroups in the numeric area.
3. Use a reference subgroup from the SAP system.
4. Delete all the sample entries that you do not need.
5. Use the additional functions to copy, delete or to check the environment data for the employee subgroup.
6. Use the project IMG view to postprocess the data that was changed automatically. Because the project view always remains the same, you can carry out the postprocessing at a later date.

Assignment of Personnel Area to Company Code

In this step, you allocate each of your personnel areas to one company code. When you create a personnel number, the corresponding company code is allocated to it in the infotype Organizational allocation (0001), depending on the enterprise structure in which the employee is situated.

Example

The Hamburg, Cologne and Berlin sites of Company X all belong to one company code.

Requirements

If you do not implement the Financial accounting component, you must first of all Create the company codes.

A further requirement is that you need to have created the personnel areas. Get an overview of the legal structure of your company.

Activities

1. Allocate your personnel areas to their corresponding company code.

Note that personnel areas which are allocated to different country groupings cannot belong to the same company code.

2. Delete all sample entries not required.

Further notes

If at all possible, do not change the allocation of company code to personnel area once your system is productive. If this should still prove to be necessary, the organizational allocations of the employees involved must also be adjusted. Report RPUP0001 does this.

Assign employee subgroup to employee group

In this step, you assign your employee subgroups to their respective employee groups. In addition to this, you determine whether the employee
group/employee subgroup combinations are allowed for the country groupings.

Example

The employee subgroup for trainees ahould be assigned to the employee group active and not to the employee group pensioners.Requirements

You must have created the employee subgroups and employee groups.

Activities

1. Assign your employee subgroups to the relevant employee groups.

Familiarize yourself with the SAP sample entries.

2. Delete all the sample entries that you do not need.
3. Define the permitted country groupings for the employee group/subgroup combinations.

2008-02-07T13:13:00.000-08:00

Personnel Subareas

A personnel subarea is an organizational unit that represents a specific area of the company organized according to certain aspects of personnel, time management and payroll. The following business subtasks belong to the personnel subarea:

Defining of pay scale and wage type structure
Defining planned working hours
Defining appraisal criteria

Example

The Berlin site of Company X is physically separated by a railroad line. This could mean that two different tax or employment offices are responsible for the respective areas. In this case, you would define a personnel area "Berlin" and two personnel subareas.

Requirements

Personnel areas must be created.

Standard settings

The standard SAP system contains the personnel subarea "blank" which you can use if you do not need any additional personnel area subdivisions.

Recommendation

If you do not use personnel subareas in your enterprise structure, you must still set up at least one personnel subarea (for example, "blank") for each personnel area so that you can assign the business characteristics to it.

Further notes

Additional functions exist to edit personnel subareas. You can access these functions by calling up the function "Copy, delete, check personnel subarea". When you use these functions, the entry in the personnel subarea table as well as all the dependent customizing and system tables where the personnel subarea is used as a key, are edited.

Here you will find information on the additional functions Copy / Delete / Check / Edit project IMG.

Activities

1. Create your personnel subareas.

2. Copy one of the templates contained in the standard SAP System.

3. Delete all the sample entries that you do not need.

4. Use the additional functions to copy, to delete or to check the environment data for the personnel subarea.

5. Use the project IMG view to postprocess data that was changed automatically. Because the project IMG view remains the same, you can carry out the postprocessing at a later date.

2008-02-07T13:07:00.001-08:00

Personnel Areas

The personnel area is an organizational unit that represents a specific area of the enterprise and is organized according to aspects of personnel, time management and payroll. A personnel area is divided into several personnel subareas. Please note that the personnel subareas contain the business characteristics. To assign the business characteristics, you must have set up at least one personnel subarea for each of your personnel areas even if you do not use personnel subareas in your enterprise structure.

When you define the personnel areas, the setting up of the enterprise structure has begun. You assign characteristics to these personnel areas in subsequent IMG steps. These steps are dealt with in the IMG at the same time they are established in a business sense.

Example

Company X has three production plants in Germany: Hamburg, Cologne and Berlin. In the SAP System these would constitute three personnel areas.

Requirements

Familiarize yourself with your enterprise structure.

Standard settings

The standard SAP R/3 System contains several sample personnel areas.

Recommendation

Always create personnel areas with a four-character key.

When defining personnel areas, consider their effects on the areas mentioned above. If necessary, compare the definition of the personnel areas with the persons responsible for payroll and time management.

Further notes

Enhanced functions are available for editing personnel areas. You can call them up using the function call "Copy, delete, check personnel area". When you use this function, the entry in the personnel area table, as well as all the dependent customizing and system tables that contain the personnel area as a key are edited.

For additional information on these enhanced fucntions, refer to Copy / delete / check / edit project IMG.

Activities

1. Create your personnel area.

2. Copy the SAP template.

3. On the detail screen, maintain the address of the personnel area.

4. Delete the sample entries that you do not need.

5. Use the enhance functions to copy, delete, or check the environment data for a personnel area.

6. Use the project IMG view to review the data that was changed automatically. Because the project IMG view remains, you can carry out the review at a later date.

How to create a HR infotype?

2007-12-28T10:39:00.001-08:00

How to create a HR infotype?

1) Go to Transaction PM01.

2) Enter the custom Infotype number which you want to create (Should be a 4 digit number, start with 9).

3) Select the ‘Employee Infotype’ radio button.

4) Select the ‘PS Structure Infotype’.

5) Click on Create… A separate table maintenance window appears…

6) Create a PS structure with all the fields you want on the Infotype

7) Save and Activate the PS structure

8) Go back to the initial screen of PM01.

9) Click on ‘All’ push button. It takes a few moments.

10) Click on ‘Technical Characteristics’. Infotype list screen appears

11) Click on ‘Change’(pencil) button

12) Select your Infotype and click on ‘Detail’ (magnifying glass) button

13) Give ‘T591A’ as subtype table

14) Give ‘T591S’ as subtype txt tab

15) Give your subtype field as subtype field

16) Save and come back to PM01 initial screen

17) Click on ‘Infotype Characteristics’ … Infotype list screen appears

18) Click on ‘Change’ (pencil) button

19) Click on ‘New Entries’

20) Enter your Infotype number and short text

21) Here we have to set different Infotype Characteristics as per the requirement. (Better open another session with some standard Infotype’s infotype characteristics screen and use as the reference to fill yours)

22) Save your entries.

23) Now the Infotype is created and ready to use.

24) If you want to change the layout of the Infotype as per your requirement…

25) In the PM01 initial screen…Select ‘Screen’ radio button and give 2000 as the screen name, then click on edit.

26) In the next screen.. Select ‘Layout Editor’ and click ‘Change’.

27) Screen default layout appears…here you can design/modify the screen..change the attributes of the fields..etc.

28) Save and activate. (Don’t forget to ‘Activate at every level)

Config of One InfoType 0000

2007-12-28T09:27:00.000-08:00

Config of One InfoType 0000

Screenshot of config of one infotype 0000. I need to know what is the significance of Display and selection 1) select w/start , 2) select w/end ...

The screen shot, is to decide the 'attributes of the infotype' and your query is related to 'how infotype records are displayed' when you use TCode PA30. With this background, let us see the various options.

1) With start date (options in SPRO are 3 or 4): This is applicable if you are selecting 'display' in PA30, with only the 'start date' entered in the 'period' selection field.

a) Option 3: Only the record valid on the entered date will be displayed. Therefore, for IT0002 with time constraint 1, you will be able to see only one record. (you will not be able to use 'next record' or 'previous record' buttons).

b) Option 4: All records valid between the entered date and the CPU date will be displayed. (You will be able to use 'next record' or 'previous record' buttons to switch between records).

2) With end date (options in SPRO is 5): This is applicable if you are selecting 'display' in PA30, with both 'start date' and 'end date' entered in the 'period' selection field. Here, all records valid on at least one day in the selected period will be shown. (Please note that you will be able to see the record, even if the end date of the record is outside the selected period).

3) Without any date (options in SPRO is 1 or 2): This is applicable if you are selecting 'display' in PA30, without entering any date in the 'period' selection field.

a) Option 1: All valid records will be shown. (You will be able to use 'next record' or 'previous record' buttons).

b) Option 4: All records valid between the the CPU date and end date will be displayed.

2007-12-01T01:49:00.000-08:00

>>prvieous>>

SAP HR FAQ

SAP HR Frequently Asked Question

A: You can create multiple infotypes 0208 (work tax area) for the same employee and the same day. Use the 'allocation percent' field . There is no integration however between time management and the work tax area. You may copy infotype 0208 to IT 9208. Infotype 0208 may be used to store the default work tax area and IT 9208 may be used to store the multiple work tax area. Create IT 9208 based on data from your external time management system.

Q: We use clocking machine for recording employee clock-in/out . All the data is stored in a 'flat' file which is supposed to be uploaded into SAP. When tried to open and read the flat file using OPEN DATASET and READ DATASET commands, the Sy-subrc value returned is 8 and the error message 'the specified file not found' is displayed. We checked the path and the file is in the correct location. What is missing?

A: Check the path once again. Check the upper and lower cases. Define you parameter file name like filename-fileextern.

Depending on the place where the flat file resides, the procedure varies. OPEN DATASET is used for upload of file from the host system. If your flat (text) file is on the PC, you can use the function WS_UPLOAD which will upload your text file into an internal table. This internal table data can be loaded into SAP. The syntax is as follows:

CALL FUNCTION 'WS_UPLOAD'
EXPORTING
FILENAME = pcfile
IMPORTING
FILELENGTH = fileleng
TABLES
DATA_TAB = internal table name

Please note that you have to specify the pcfile of length 128.

Q: We want to make a copy of an organizational structure from one plan variant to another. This copy should include all assignments like purchasing groups to organizational units made in PFOM . Can we do this?

A: Make sure that the plan number is established through the IMG. (And that it is not the active plan.)

Go Human Resources -> Organizational Management Tools -> Plan version -> Copy.
It runs RHCOPL00. All or any portion of the plan maybe copied and manipulated and then copied back in to the active plan.

A: You can use field 'DAUER' for seniority based vacation entitlement in the VAC01->VAC99 features. Time worked is not part of the feature structure (PME03). However you may create your own source code to make a decision on any field even if it does not belong to the feature structure. Check feature VAC01.

Q: We have multiple ORGs as we have many subsidiaries of our Parent company. These subsidiaries are defined as ORG and are assigned an ORG-ID. Within each ORG, we have Divisions (e.g. Human Resources, Finance, Materials etc.) and within each division we have Departments (e.g. Payroll, Labor Relations, etc.). We plan to use Personnel Development(PD). What is that we have to consider in this case?

A: You have to consider how the company wants to see its reports while designing the HR organizational structure in PD. You have address the question: for headcount or regulatory reports to which level does the company need to report, to the division, department, group or team level. You have to design the SAP organizational structure to support the lowest level required. Lower the more levels of detail, the more maintenance required.

Q: How can we configure the options for the Assgn Form. No. field on Infotype 210. It is the alternate formula to assign tax field and we have been unable to locate the table in the IMG to edit the options.

A: Options for the BSI Tax Formula can not be configured. Possible entries are available in BTXFORM, and they depend on the 'tax authority' ( BTXAUTH) and the 'tax type' (BTXTAXT). Use data dictionary to check existing entries. This data comes from BSI. Tax calculations are done in the BSI programs (via RFC from the USTAX function in the payroll schema).

A: RFFOCUS_C does not produce any accounting entries. During the FI/CO interface run , 559 wage types may be posted to your cash account.

Q: We have approximately 10000 zip codes. We want to relate the eligibility group to the zip code. We do not want to create 20000 eligibility groups. Which is the best way to configure basing eligibility for HMO's on zip codes?

A: Try to group the zip codes by the HMO's they belong to. Then create benefit groups and programs for the unique combinations. You can create as many benefit groups as required and use the employee zipcode to select the benefit group the employee is eligible for. You may also look at user exit 2.

Q: We are using the PAI user exit in MP000800 screen 2000 to modify the BET01 field. After modifying the value, the valueis not re displayed. However the updated value is saved on commit. Why the value is not displayed after modification?

A: Yes. It is True. You may have to apply OSS .

>>NEXT>>

2007-10-21T12:19:00.000-07:00

Linking Employee Photos using SAP Archive Link

Linking employee photos (Assign Facsimiles in transaction PA30) using SAP Archive link functionality (not through ESS).

1) You'll find the customizing settings in :-

IMG - Personnel management - personnel administration - customizing user interfaces - change screen header.

Regarding the archiving part you better ask your basis admin to set that up for document type HRICOLFOTO.

2) Photo in the PA IT0002 In version 4.0B it worked

1. Define physical archives using transaction OAC0 Arx. ZZ

2. Assign objects types & document types to archive & documents tables for Obj PREL , doc.type HRIEMPFOTO, Arx. ZZ using transaction OAC3

3. Define number range using transaction OANR

4. Using transaction OAC2 define doc.typ & tech doc types for exmpl. HRIEMPFOTO - TIF

5. Create protocol for Archive link using transactions OAA3 for exmpl. Comm.prot.,version. Generate it will define application type from list and so on.

6. In the table 585O define relevant infotype for object and document type for exmpl. for it0002

7. Using transaction OAAD create link for PERNR with relevant infotype & files on the server, which described on the first step.

In addition to any infotype fields you can also include passport photos of your employees in the infotype header in Infotype Header Definition view (T588J).

In the System Table view (T77S0), determine the document type with which you want to enter the passport photos in the optical archive.

I have customized by seeing photos in PA20, PA30, ... but it doesn´t run correctly. When I execute the OAAD transaction the result is ok, but when I look at PA30 I can´t see the photo.

In PA30 if I look by "Extras-> display all facsimiles" the photo appears correctly, so the photo is assigned to the employee number.

Then my problem is in the initial screen in PA20, PA30,... (when the photo doesn´t appears. I have read in other topics that you have changed the table T588J, but I don´t know what to change.

You have to use PERNR PIC somewhere in the lay-out you use !

I have changed it but the photo doesn´t appears. There is something else wrong.

From an OSS message from SAP:

For using an employee picture in the PA20/PA30 please check that you have a correct customization for the infotype header.

For further information please have a look at the corresponding point in the customizing for 'Personnel Administration' - 'Define Dynpro header'.

You have to check the table T588J and T77S0 (define document type for pictures). Additionally, remember that the photo should be in JPG format."

You may find helpful note 353949.

T588J could look like:

00 1 60 0001 PERNR PIC

The problem is solved. It was a authoritation requirement.

2007-10-21T12:14:00.000-07:00

How to assign wage type to adjustment in compensation module?

I have some problem in assigning wage type to adjustment in compensation.
In IMG( Compenation management--> Adjustment--> Define wage type models for adjustment), I set wage types for adjustment, however, I cannot figure out how to integrate wage types with adjustment.

In "Define adjustment"(IMG) there is no column where I can set wage type.

You first select the model. For the model, define the wagetype (eg. CM01). You assign the model to the adjustment type. Then when you actually do the adjustment, the system will use the wage type in creating an IT 0380 and also update 0008.

2007-10-21T12:09:00.000-07:00

How to assign wage type to adjustment in compensation module?

2007-10-21T11:43:00.000-07:00

Some wage type questions

We are implementing Version 4.0B at a company in Dubai, just 'across the way' from you. I have been working on payroll in South Africa since the beginning of 1998 and this is my first implementation on the new international version, without a country-specific payroll to use as a base.

We have had some strange problems with odd HR policies and it has certainly added to the challenge of implementing payroll in the UAE.

Our mandate here as consultants is to implement SAP standard, so we are extremely limited when it comes to ABAPs or any such thing. We have used features to the best of our knowledge to do what we can, but there are a number of validations that the users wish to do, but are limited because of the project management rules on the mandate.

The ABAPs we have had approved are absolute necessities without which we would have only a half-baked implementation. I would like to if possible provide some solutions to the validation issues our client has.

I've heard through the SAP grapevine that one can use features to validate payroll master data for wage types. For example, the situation we have come across here is that the company would like to validate a number of different parts of master data for certain wage types that their employees do or don't get: For a wage type "Bachelor Allowance" (which refers to bachelor apartments - confusing!) they want to validate against the marital status of the employee. If he is single he gets X amount according to his grade, if he is married he gets Y amount according to his grade. So T510 alone is not enough. And the two wage types should be mutually exclusive,

i.e. if he gets one, he can't have the other on an additional IT0014 record.

Another example is validating the employee's basic salary against a table like T510N. The problem being that T510N validates against ANNUAL salary not monthly and I cannot find anywhere in the system where one can set it to look at the amount field for the basic salary wage type rather than the annual salary field. Also this is the only table I can find that allows for validation against a range per wage type per grade (payscale group).
We are currently looking at user exits to try and make a plan, but that's a bit limited for the complexity of this issue.

If there are any features that you perhaps know of that can be adjusted to validate certain payroll master data against wage types, I would be glad of your advice.

Now I've rattled on enough, but I'd be happy to share ideas and our experiences on this side if there is any way I can help.

Most of the work you are describing is outside of payroll. Much of this can be done through the benefits module or using IT0014 or IT0015. Some of these types of payments are just dynamically generated wage types that you will have to create based n the employee sub group or other parameters that exist. For example, we have transportation allowance based on where the employee lives and where he works. We will set up a separate IT0006 subtype for these and then read them in payroll and then make a decision on them. (We will also look at what other countries are using and use them as a model
to support our needs.)

We have only seen T510N used successfully in the USA with the US payroll. The same for benefits. We have chosen to set our country code to the US because our corporate model follows the USA patterns for payroll the closest. We still will have to write a lot of PCRs, etc.

Without writing a user exit we don't know how to use table t510n, except on an annual basis. We have tried to use it on a monthly basis also.

We have written SAP about that and they said we were the only other company outside of the USA that wanted that. Now, of course, you could let them know your problems, too. (SAP will deny that we asked them about this, unless you are very clear with them, that others are really interested in using this functionality.)

We want to run payrolls with 4 currencies. And SAP has problems with that also. Watch out for fake FX gains and losses.

We are now working with 4.5A.

We are going to have quite a few dynamically generated wage types, because of which employee group or subgroup or personnel area or sub area an employee is in. (These will not appear in any IT).

2007-10-21T11:11:00.000-07:00

Deleting personnel numbers in SAP HR

If you have some duplicated, personnel numbers on the system and the data is not complete.

You try to delete these and get the message "record cannot be deleted (time constraint 1)".

The fastest and simplest way to delete employees is to use program RPUDELPN.

Either that or from PA30, click to Utilities -> Delete Personnel Number.

Certain infotypes have the time constraint set so that you cannot delete them which is why it is giving you the message.

To avoid problems, use the above methods.

How to Delete the Personnel Numbers created in the Server?

For deleting a personnel number, please follow these steps:

1. Note down the position to which the employee belongs..Go to PO13 and delete the relationship of the position with the holder.

2. Now go to PU00, enter the personnel number and execute. In the next screen, select all infotypes using F7.

DO NOT select one by one infotype and try to delete. Once all infotypes are selected, use the trash can symbol to complete the delete process.

2007-10-21T10:58:00.000-07:00

Change of Employee Position

During the course of a person employment, the employee may changes positions, cost centers, or is moved to another subsidiary and the organizational assignment need to be change.

Do take note that you cannot change the employee’s payroll area for a period for which the employee’s payroll has already run. You can only change the payroll area at the end of the payroll period.

In Personnel Actions, PA40 :-

1. Input the Personnel Number

2. Select Organizational reassignment and click the execute button

3. Input the Start date for the reassignment

4. Click the save button and the Position Change screen will appear

5. Save your entries

2007-10-21T10:48:00.000-07:00

Recruitment and Joining Formalities

I would like to know that once the candidate's data has been key in, what we need to do at the time of his joining formalities. Can the data be directly transfered from the rect. module to PA module. In such a case what steps we need to follow.

If you like to transfer a candidate from the recruiting (PB) to the personnel administration (PA), you should use transaction code PA40 with action 'Hiring candidate'.

Infotype 0139 stores the PB-number of the new person.

I have completed all the entries in Rect. module. I have filled the applicant actions till "Prepare to hire", now what is to be done further in PB60. or if I am wrong, then can you explain me how it is to be done. If you can send me the flow chart that will be of great help.

Just understand that if you want to hire an applicant you can do so from PA Environment which is much advisable in case of External applicant. In case of internal applicant you can do so from both Rec. as well as PA. when the final status of applicant is "prepare to hire" you reached to final status in Recruitment and now you come down to PA environment and run the action from PA40 - Hire applicant or what ever customized action you have.

Most important is you have to have pass doors between Recruitment and Pers. Admn i.e. set integrations (here the Features needs to be activated i.e. PAPLI, PRELR, PRELI). If you have set right integrations than data can flow between Recruitment and PA. Data flow means, certain infotypes which are maintained during selection process in Recruitment will then automatically updated in PA i.e. Education, Personal details, address, Skills/Qualifications etc.

As Micheal has rightly told that Basic applicant details will be stored in infotype 0139.

Hope I addressed to your point. But I like to have one question here open for you, try to explore. "How does the system know that i am trying to hire an applicant i.e from Recruitment or directly without Recruitment process"? I put it in other way what is the difference between "Hire Employee" action and "Hire applicant" action. If you try to explore answers to these questions you will have more clarity on these sub modules.

2007-10-20T15:22:00.000-07:00

What Is The Difference Between PCR and CAP

Personnel Calculation Rule:(PCR)

It is the instructions to execute defined tasks in Time Management and Payroll. A Personnel Calculation Rules consist of one or more operations. It also contains one or more subarea. A personnel calculation rule is a frame of work instruction that is checked with the existing conditions and a resulting action is performed.

The Personnel Calculation rule allows one wage type to be processed in different ways in payroll accounting. The value of the standard pay wage type should be used as a basis of valuation for hourly wage earners. The value of the standard pay wage type should be divided by the planned working hours before being used as a basis of valuation for salaried employees.

1 – Hourly wage earner

2 – Monthly wage earner

3 – Salaried employee

Collective Agreement Provisions: (CAP)

A standard agreement designates the same pay scale groups and level for both hourly wage earners and salaried employees, however the user must still be able to enter hourly or monthly values in the pay scale table.

1 – Industrial workers / hourly wage

2 – Industrial workers / monthly wage

3 – Salaried employee

4 – Non Pay scale employees

5 – Public servant

2007-10-20T15:16:00.000-07:00

General Idea About UK, US, Indian Payroll

These are the differences among Indian, U.K and U.S payrolls:

Differnce between the US and Indian payroll can be broadly categoried on two basis :-

1. For Contract Employees

2. For Salaried Employees

For salaried employees, mostly the norms are same, but most of the employees are on contract basis Therefore their classification is mainly on two grounds W2 and 1099. In W2 company pay the taxes and in 1099 employee pay the taxes.

The contract employee fee is mainly based on hourly basis for which they are billed. But the vendor takes care of the contract employee salary. This means the company send a time sheet to the vendor and vendor then makes the payment to employee.

SAP has given country specific payrolls for more than 38 countries and periodically SAP is releasing the country versions for new countries Each country specific version is called country version. When sap says country version it includes country specific civil, tax laws, contributory and other tax laws (all these details are populated in the country specific info types).

Pay roll driver and Schema:

- For each Payroll country version there is a country-specific payroll driver with the technical name RPCALCx0 or HxxCALC0 .

- For programs with the technical name RPCALCx0 , the x is replaced with a country indicator, for example, Z for South Africa D for Germany, , or X for "Other countries".

- For programs with the technical name HxxCALC0, the xx is replaced with the ISO code of the respective country, for example MX for Mexico, or G.B for U.K.

Pay roll schema:

- The payroll schema contains calculation rules to be used by the payroll driver during payroll. SAP has developed country-specific schemas which are based on standard schema X000. When it is country specific ,the first character in the name refers to the country indicator (for example, G for U.K, F for France D for Germany etc.). When you run any country’s pay roll in the sap system some common info groups which are part of international pay roll and personnel administration.

Some of them are:

- Personnel data ( address-6, bank details97 personal data-2,challenges-4 etc..)

- Actions ( 0000 info type)

- Organizational data

- Contractual and contract agreements (Company Instructions info type 0035 , Corporate Function 0034 ) Etc.,

So when run a pay for a specific country, besides general information valid for the international pay roll, one needs to enter specific details in the particular info types for example if you are running U.K pay roll you need enter The National Insurance number (NI number) used by the Contributions Agency (CA) to uniquely identify an employee in the info type 0002-personal data and if its U S pay roll there is social security number and if its south Africa it some SARS code etc.. all these are available in personal data-national features.

Apart from these they are some country specific info types for each country pay roll. For U.K pay roll there are some specific info types:

- Tax Data Info type 0065—PAYE (Pay as you earn) details are stored.

- WFTC/DPTC Info type 0087- employees tax credit details are stored.

- National Insurance Info type 0069 National Insurance –Info type 0069.

- Pension Funds Info type -0071 .

- Court Orders/Student Loans (info type 0070) record for them with the appropriate court
order subtype.

- Court Orders/Student Loans (Info type 0070): to record and deduct student loan repayments as specified by the Inland Revenue.

- Company Cars- Info type 0442.

- Offshore Tax GB -Info type 0570.

This info type allows you to record an employee's tax details for Isle of Man, Jersey, or Guernsey and Alderney Offshore Social Security GB -Info type 0571 to record an employee's social security details for Jersey or Guernsey and Alderney.

Then there is SMP SSP details specific to U.K pay roll:

- SMP is Statutory Maternity pay.

- SMP is Statutory Sickness pay

- SAP -Statutory Adoption Pay and

- SPP- Statutory Paternity Pay.

The rates for SMP,SSP,SPP and SAP vary, so accordingly they need to be updated with the latest changes. Every year like Indian Tax rates , there in U.K also changes take place with regard to Tax slabs ( which needed to be reflected in PAYE.. Pay as you earn), civil and social and tax laws. In fact from Oct 2006 this year, there are going to be many changes in the various laws related to employees in U.K All this need to be populated in respective info types. Like wise U.S pay roll has got some specific info types which are large in number as it has a complex system in place.

This is general idea about U.K pay roll.

2007-10-20T15:07:00.000-07:00

Creating Customer Specific Functions for HR Payroll

During the execution of payroll, 'Personnel Calculation Schema' (created using Transaction: PE01) is used to calculate the employee's salary. The schema comprises of funtions (created using Transaction: PE04), inorder to incorporate cutomer specific calculation routines during execution of payroll, SAP allows you to create payroll functions in customer namspace (Starting from Y or Z).

Step by Step creation of SAP Payroll Funcitons:

1) Follow the menu path

HumanResources>>TimeManagement>>Administration>>Tools>>Funtions/Operations or transaction PE04. Enter a four digit name for e.g ZIABC, and press the create button, enter the description. On creation the system proposes the name of the routine use it, or enter a name of your choice by selecting the option 'Self-defined'.

2) During the execution of payroll some tables are filled with wage types and there amounts to make these tables available to your routine enter the name of the table for e.g (RT or CRT) in the input parameters, and to make the changes done to the data in the tables avaiable to the payroll enter the name of the table in the Output parameters as well.

Input Parameters
----------------

Ctry

Num

Object Name

RT
CRT

and same shall be done in the Output Paramters if required.

3) Create an include in the program PCBURZ990 (using Transaction: SE38), in which create a subroutine with the name supplied by SAP or the name selected by you during Funtion creation, in our case, it is FUZIABC.

Note: The program PCBURZ990 is in SAP Namespace, so an Access Key
will be required before you can proceed. But it will not be overwritten during any upgrade.


*Example of the subroutine
*-------------------------


  FORM FUZIABC.
*enter the code
  ENDFORM.

4) After this activate the program the Funtion and add it in the schema used for payroll processing.

2007-10-20T15:05:00.000-07:00

Question on Payroll Journal Report for Print Forma

Technical Question on Payroll Journal Report for Print Forma

I need to know how and where to find a Print Format Form

I'm executing Payroll Journal Report, there is a option of how to display the report which SAP call as Print Format. then you select form to display. it's not SAPSCRIPT ok.

Does anyone know where to find that form, and display.

Transaction PE51 (Form Editor).

-----

Payroll Journal - Totals Section

I would like to insert new wage types in the payroll journal. Since the forms for the details and totals section are different. I have inserted the new wage types in both the forms using PE51. However, the new wage types are only appearing in the details section and not the totals section. Is there any other configuration that I have to do?

You must cumulate yours wgtype in **** in order to have column with this certain wgtype in totals.

You must define this wgtype **** as cumuilation wgtype only on detail page level. On total page you just put wgtype that you going to see as normal.

Thanks for your help. Now, it's working. The wage type should be added in the cum. ID **** for both the forms namely details and totals.

-----

Unable to add wage type to the total display of Payroll Journal

I am not able to add a wage type to the total display of the payroll journal. there is a form in which I added this wage type for the display. But, it does not display on that journal. Can you please give me some ideas how to resolve this issue?

Have a look at V_512W_D and check the Evaluation Class (2) for your wage type.

If the value is blank, it will not be displayed in your form, even if the wage type is specifcally defined in your form. You need a non-blank value for your evaluation class (2) in order to print.

The Eval Class for that WT already has the value 3 (Earnings) in it. Can you please tell me what else to look for?

The Payroll Journal uses 4 separate forms for the print format

(1) Page Header

(2) Continuation Excerpt

(3) Employee Data Excerpt

(4) Totals Block

Did you add your new wage type to both (3) and (4) print formats?

Be aware that in the totals form, with the cummulation ID's, all wagetypes that you want to have cumulated are:

1) Assigned to a cumulation ID of choice and

2) also assigned to cumulation ID ****

2007-10-20T15:00:00.000-07:00

Sunday not being considered as a regular working day

The requirement for work schedules is that there are no Saturdays and Sundays, just a 6th day/Day-off and 7th day/Rest day. My employee's planned working time is from Sunday to Thursday, with Friday and Saturday as 6th and 7th day, respectively. However, when I test my employee for overtime rendered on a Sunday (which should be considered as a regular working day), there is no OT calculated for Sunday. The daily work schedule for Sunday can be seen in the employee's PSP table, but no OT time wage type is generated in the table ZL.

Is there something I am missing.

Will deeply appreciate any help that can be given to me.

You can check Day Type selection rule - perhaps it is ssuch that for Holiday class blank on a sunday, day type 1 is selected.

You can either change the day type selection rule, or for this particular employee, you can enter substitution record on a sunday as a day type "blank". Then Time Eval should calcluate OT as if it is a normal working day.

Another alternative is in the schema you can include a rule, which checks if employee is at work in Suunday and give the DAYPG as paid working day.
Essentially, I think it is because of the day type you are facing problems and there a re a few ways to solve this.

But I have configured the day type selection rule for Sunday which is the same for the weekdays and Saturday, that is all 1 for holiday class 1 to 9 and holiday class b is blank. If I fix the problem through the schema, where in the schema and what kind of a condition should I set up? I'm very familiar with PY schemas and rules, but I have to admit that I am not too knowledgeable about Time Mgt.

Iam sure hope that you can help me because this problem has been giving me a big headache for the past few days.

On a re-reading of your problem, I see that you have stated that the Wagetype is not being generated in the table ZL - Maybe you should relook at your wagetype selection rule table t510s. Here also you set the conditions of the day for which the wagetype is applicable - whether you have set that it is ok for wagetype to be generated on sunday?

Also check what you have set for the function DAYMO in schema TM00 - DAYMO has 4 parameters - the second and fourth are for Sundays - based on what you put here, schema will read corrsponding rule from table T510S. Is there a correspodning rule for Sunday in T510s????

I am giving below the place where the dws is changed iin the schema, but you can try that as a last resort if the above config is not working out.

----------------
BLOCK BEG Provide time data

IF NOT SIMF No simulation for future periods

PERT TD20 Evaluate errors from pair format

P2011 Provide time pairs and daily WS

ACTIO TD10 End if daily work schedule still

A2003 Process work center substitution

ACTIO TD60 AB Convert daily WS if RWH and leav

P2001 Provide absence data of the day

P2002 Provide attendance data of the d

PTIP TD80 GEN Process absence/attendance reaso

ACTIO TD90 Process generated locked records

P2005 * Provide overtime data of the day

PTIP TD40 GEN * Set PTYPE/TTYPE for overtime

ACTIO TD30 Dynamic DWS assignment: Clock-in

----------

I have pasted the xtract of TM00 above - Just after we have imported the planned working times and actual working times, there is the line ACTIO TD60 - please have a look at rule TD60 -

You can make a copy of this rule, with your own requirements - Rule TD60 checks if there is a leave and changes the DWS for that day. Pl look up the documentation for the operation DAYPG.

You are so good!!!!

It was the day grouping settings at the function DAYMO in the schema that did the trick. I copied the line and placed all 01 in the parameters. Finally, overtime wagetypes for Sunday are being generated and can be seen in the ZL table.

Thank you very, very much! You have saved me more sleepless nights!

2007-10-20T14:59:00.000-07:00

Day types

The client organisation works on 1st and 4th Satuarday of every month , and 2nd and 3rd satuarday are off. Please tell me how to create Period work schedule for this .

It's very simple. you should use the week number in period work schedule and declair this work
schedule 4 time one for each week.

2007-10-20T14:54:00.001-07:00

One payroll for two month

An option will be to run the payroll for November in December and then December in December. Then in February run for January and then February payroll.

Retro to December can be forced on the payroll run screen. You will find a field called "Forced Retro to"

It means you would have two payroll results and two DME files in December and then again in February.

You could try exiting November without running and then run December. You should find that it will detect that November has no results and auto retro to November. But need to ensure you have not been in corrections for November, otherwise the system will say employees in error (which you can change the status of the individuals - if not too many).

Another option is to delete the control record (if the above option doesn't work) and recreate to have next payroll in December but still with your original retro period.

You should test these in your user acceptance system to ensure there are no side effects.

2007-10-20T14:49:00.000-07:00

Posting The Payroll Results To FICO

For posting payroll results to Accounting, in IMG you can follow this :

1 ) First you need to create symbolic accounts. goto PAYROLL INDIA - REPORTING FOR POSTING PAYROLL RESULTS TO ACCOUNTING - ACTIVITIES IN THE HR SYSTEM - EMP GRP AND SYMBOLIC ACCOUNTS - DEFINE SYMBOLIC ACCOUNTS

2) DEFINE POSTING CHARACTERISTICS OF WT ( ASSIGN WT TO SYMBOLIC ACCOUNTS)

3) goto PAYROLL INDIA - REPORTING FOR POSTING PAYROLL RESULTS TO ACCOUNTING - ACTIVITIES IN THE AC SYSTEM - ASSIGNING ACCOUNTS - ASSIGN BALANCE SHEET A/C AND ASSIGN EXPENSE A/C

4) EASY ACCESS - HR - PAYROLL-INDIA - SUBSEQUENT ACTIVITIES - PER PAYROLL PERIOD- EVALUATION - POSTING TO A/C-EXECUTE RUN

The prerequisite for posting is -Enter posting information in Master data and run payroll. After doing that follow this posting process:-

a) Create a document

b) release document ( it asks do u want to release for posting-say post immediately)

c) post document

Though the t.code FB03 you can do completeness check of the document.

Now execute the posting run - a posting run can be performed as a test run without documents / a simulation run / a productive run.

In a simulation and production run the system checks all HR and FI tables and the posting info in master data to determine whether they exist.

In a test run the system checks only the balance of expenses and payables.

Now you chose execute run - next select release post run - now post post run - finally it generates index info.

I have to create a new wage type for additional payments. This has to look at a payroll constant and calculate the amount to be paid. What I would like to know is when I do this do I have to do anything so that the amount in this Wage Type will be posted to FI like create a G/L ? Or will this be posted automatically along with other wage types?

If you are copying wage type xxxx to create your new wage type for additional payment, there is a chance that your posting will take place similar to wage type xxxx.

Rest is pure config in payroll. There is a full section for it. Symbolic accounts...... G/Ls....Accrual A/Cs.... pretty involved stuff. Without a FI guru with you ...I won't advise proceeding forward.

That depends on how you create the wage type. The link is done in some T52E* table, which is for instance copied by PU30. If you create the wage type by creating it directly in T512W (via view V_512W_T), then you will have to do the link additionally. The standard way to create a wagetype is however to find a corresponding wage type, which has the same (or similar) functionality as the one you want to create and then use PU30 to copy this wage type to the new wage type.

Thereby a lot of tables (I think in the newest, 4.6C, it's around 95 tables) are checked and if needed the entries are copied. Amongst those tables you will also find the ones establishing the links to FI's G/L.

Following comments relate specifically to 3.1H. They may or may not apply to your system.

Normally a new wage type is created by copying an existing wage type, either a model wage type that has some standard attributes, or an existing actual wage type in production use.

Your config changes will need to set up the new wage type so that the amount is derived from your payroll constant. However, the posting to FI will have been copied from the wage type you copied. The posting is represented by processing class 32 and evaluation class 01 (of table T512W) for a payment wage type. Provided the new wage type is similar in its posting requirement to the one you have copied you only need to do two things now:

1. ensure that processing class 32 is the correct option for the type of posting you want.

2. ensure that the value in evaluation class 01, also known as a symbolic account, correctly represents the target account number in FI for this expense.

If you have to post to an existing account number, for which there is already a symbolic account allocated, you can set evaluation class 01 to that symbolic account.
If the payment is so different from existing payment types, that your accountants want it posted to a new account code, you need to

3. allocate a new symbolic account number (next available number in the range)

4. insert a new entry in table T030, "Posting of HR to FI/CO", linking the new symbolic account to the account number advised by your FI administrator.

It's actually easier to do than describe.

SAP Payroll Accounting

2007-10-20T14:47:00.000-07:00

SAP Payroll Accounting

This is the first time I am setting up system for UK payroll. We are using Citrix (Preconfigured version for UK)

To build a demo, an employee was hired effective 01.01.2001, A record for Org Assignment, Planned working time, Payroll Status and Basic Pay are existing (All effective 01.01.2001).

In It 0003, earliest pers RA date is 01.01.2001 and PDC recalculation date is 01.01.2001.

What sequence of activities should be used if I have to run the payroll till 01.06.2001.

Need a guidence on the above

You do not need to do something more than usual. If you change the control record of the payroll area of the employee (transaction pa03) to 06.2001, and run the payroll afterwards, the payroll automatically calculates all the payrolls from Jan to June.

i hope this will help.

2007-10-20T14:45:00.000-07:00

Personnel Area Change for Certain Employees

I have done it for US. The process is follows...........

Step1. Goto pa40-enter personal number and date-Action type(Inter company change)-create. Then it brings up 0000 action screen then enter reason for action-enter defalt position-Enter personal area .

No need to change EG and ESG. Then save.

Then you will get display 0002 , just bypass that screen.

Step2. Then 0001 screen-Enter Personal sub area(new one), Enter contract number(if you have), administrator name and superwiser name then save.

Then bypass all screens or else enter data depends on requirement.

Step3. Pa30-enter 0003 infotype-change-check the box for 'pers.no.lock'. Then save.

Step 4. Position information ;

Goto po13- maintain all relationships for new company like A002,A003,A007,A008,A011. Then maitain Infotype 1008(acc/assignment features). Here you can enter PA and PSA then save.

Then verify infotype 1013(EG/ESG) remains same like was before.

Step 5. Goto again PA30-enter 0003-change-then UNCHECK the box 'Pers no lock'

Then save it.

Then change all benifits cepends on the requirement.

Then finally you need to send a mail to people who has been transfered.

2007-10-20T14:43:00.000-07:00

SAP HR Personnel number check

I am trying to implement HR: Personnel number check to stop administrators changing their own data. I have set it up as indicated in SAP help, but cannot get it to work. Can anyone tell me the settings that need to be in place to implement - both in terms of the authorisation profile in PFCG and for master data.

1. ( sounds like you did it) set the P_PERNR flag to "on" Tcode OOAC in 4.6 prgram MSAUTHSW ( or somthing like this)

2. P_PERNR value 'E' ( no 'I') and proper infotype

3. Populate info type 0105 subtype 0001 with the user IDs ( links the userID with the personel record

4. populate t513a ( I do not recall how this is done authomatically may be report RHPROFL0)and may not be used in 4.6 I beleive it uses IT0105

Note also, depending on the version of SAP the P_PERNR does not work as documented... example if you want a user to change a specific Infotype of their own along with everyone elses you do not give P_PERNR at to that user for that info type...

You may need to play with P_PERNR. note also in 4.6 a '*' means something even though the documentation says it does not.

Thanks for those tips, I have done everything suggested apart from T513a, so I'll give that a try. Apart from that, when you say a '*' means something, can you be more specific?

If you are in VERSION 4.6 SAP checks for '*' in the 'Interpretation of assignment' and reacts differently dispite the documentation which says "The value '*' is not allowed in this context."
In version 4.5- the '*' in this field will cause it to work improperly when you want the user to have access to both 'E' and 'I', so you are better off not using the '*'

Number Range for Personnel Numbers

2007-10-20T14:42:00.000-07:00

Number Range for Personnel Numbers

You have Two options:

Internal number assignment which the SAP System assigns the personnel numbers.

External number assignment which the user assigns the personnel numbers.

To set the Personnel Numbers range :-

IMG - Personnel Management -> Personnel Administration -> Basic Settings

-> PA04 - Maintain number range intervals for personnel numbers

-> PE03 - Determine defaults for number ranges

For e.g.

01 - External
02 - Internal

2007-10-20T14:38:00.000-07:00

SAP HR - Hiring/Maintaing a new employee

SAP Menu -> Human Resources -> Personnel Management -> HR Master Data
-> PA40 - Enter Personnel Actions

To Enter a new Employee

1. Input the Personnel No.
2. Input the From date
3. Select the line Hiring by clicking the button
4. Click the Execute button

If an employee exists, sap will prompt you the message :-

Person already hired
Message no. PG 002

SAP Menu -> Human Resources -> Personnel Management -> HR Master Data
-> PA30 - Maintain HR Master Data (Employee Master Data)

Basic Personnel Tabstrips

Those with a Tick beside the line items means that information have been enter.

To change information, select the line items and click the Change button.

PA30 Tabstrips :-

Basic Personnel Data

.Actions

.Family/Related Person

.Organizational Assignment

.Challenge

.Personal Data

.Maternity Protection/Parental Leave

.Bank details

.Military Service

.Contract Data

.Leave Entitlement

Gross Net Payroll

.Basic pay

.Company Insurance

Net Payroll

Additional Payroll Data / Planning Data / Time

2007-10-20T14:36:00.000-07:00

Assign employee subgroup to employee group

IMG -> Enterprise Structure -> Assignment -> Human Resources Management
-> Assign employee subgroup to employee group

Double click on the line items

and

Tick the country to activate

2007-10-20T14:31:00.000-07:00

Assignment of Personnel Area to Company Code

IMG -> Enterprise Structure -> Assignment -> Human Resources Management
-> Assignment of Personnel Area to Company Code

Personnel Area		Company Code		City Group
SG01	Singapore	0001	CompanyDescription	25

2007-10-20T13:09:00.000-07:00

PA Personnel Administration Tables

TABLE	DESCRIPTION
PA0000	HR Master Record: Infotype 0000 (Actions)
PA0001	HR Master Record: Infotype 0001 (Org. Assignment)
PA0002	HR Master Record: Infotype 0002 (Personal Data)
PA0003	HR Master Record: Infotype 0003 (Payroll Status)
PA0004	HR Master Record: Infotype 0004 (Challenge)
PA0005	HR Master Record: Infotype 0005 (Leave Entitlement)
PA0006	HR Master Record: Infotype 0006 (Addresses)
PA0007	HR Master Record: Infotype 0007 (Planned Working Time)
PA0008	HR Master Record: Infotype 0008 (Basic Pay)
PA0009	HR Master Record: Infotype 0009 (Bank Details)
PA0010	HR Master Record: Infotype 0010 (Capital Formation)
PA0011	HR Master Record: Infotype 0011 (Ext.Bank Transfers)
PA0012	HR Master Record: Infotype 0012 (Fiscal Data - Germany)
PA0013	Infotype Social Insurance - Germany
PA0014	HR Master Record: Infotype 0014 (Recurr. Bens/Deducs)
PA0015	HR Master Record: Infotype 0015 (Additional Payments)
PA0016	HR Master Record: Infotype 0016 (Contract Elements)
PA0017	HR master record: Infotype 0017 (Travel Privileges)
PA0019	HR Master Record: Infotype 0019 (Monitoring of Dates)
PA0020	HR Master Record: Infotype 0020 (DUEVO)
PA0021	HR Master Record: Infotype 0021 (Family)
PA0022	HR Master Record: Infotype 0022 (Education)
PA0023	HR Master Record: Infotype 0023 (Previous Employment)
PA0024	HR Master Record: Infotype 0024 (Qualifications)
PA0025	HR Master Record: Infotype 0025 (Personal Appraisals)
PA0026	HR Master Record: Infotype 0026 (Company Pension Plan)
PA0027	HR Master Record: Infotype 0027 (Cost Distribution)
PA0028	HR Master Record: Infotype 0028 (Int. Medical Service)
PA0029	HR Master Record: Infotype 0029 (Workers' Compensation)
PA0030	HR Master Record: Infotype 0030 (Powers of Attorney)
PA0031	HR Master Record: Infotype 0031 (Reference Pers.Nos.)
PA0032	HR Master Record: Infotype 0032 (Internal Control)
PA0033	International Infotype 0033: Statistics Exceptions
PA0034	HR Master Record: Infotype 0034 (Corporate Functions)
PA0035	HR Master Record: Infotype 0035 (Comp.Instr.)
PA0036	HR Master Record: Infotype 0036 (Social Insurance CH)
PA0037	HR Master Record: Infotype 0037 (Insurance)
PA0038	HR Master Record: Infotype 0038 (Tax - CH)
PA0039	HR Master Record: Infotype 0039 (Add. Org. Assign. CH)
PA0040	HR Master Record: Infotype 0040 (Objects on Loan)
PA0041	HR Master Record: Infotype 0041 (Date Specifications)
PA0042	HR Master Record: Infotype 0042 (Tax - Austria)
PA0043	HR Master Record: Infotype 0043 (Family Allowance - A)
PA0044	HR Master Record: Infotype 0044 (Social Insurance - A)
PA0045	HR Master Record: Infotype 0045 (Company Loans)
PA0046	HR Master Record: Infotype 0046 (Pension Fund - CH)
PA0048	HR Master Record: Infotype 0048 (Residence Status - CH)
PA0049	HR Master Record: Infotype 0049 (Red.Hrs./Bad Weather)
PA0050	HR Master Record: Infotype 0050 (Time Recording)
PA0051	HR Master Record: Infotype 0051 (ASB/SPI Data)
PA0052	HR Master Record: Infotype 0052 (Wage Maintenance)
PA0053	HR Master Record: Infotype 0053 (Pension Reserves)
PA0054	HR Master Record: Infotype 0054 (Works Council Pay)
PA0055	HR Master Record: Infotype 0055 (Previous Employer - A)
PA0056	HR Master Record: Infotype 0056 (Sick Certificates-A)
PA0057	HR Master Record: Infotype 0057 (Membership Fees)
PA0058	HR Master Record: Infotype 0058 (Commuter Lump Sum A)
PA0059	HR Master Record: Infotype 0059 (Social Insurance - NL)
PA0060	HR Master Record: Infotype 0060 (Fiscal Data - Netherlands)
PA0061	HR Master Record: Infotype 0061 (Social Insurance - E)
PA0062	HR Master Record: Infotype 0062 (Tax - E)
PA0063	HR Master Record: Infotype 0063 (Social Ins. Funds NL)
PA0064	HR Master Record: Infotype 0064 (Social Insurance - F)
PA0065	HR Master Record: Infotype 0065 (Tax - GB)
PA0066	HR Master data infotype 0066 - Canadian garnishment: order
PA0067	HR master data infotype 0067 - Canadian garnishment: debt
PA0068	HR master data infotype 0068 - Canadian garnishment: adjust
PA0069	HR Master Record: Infotype 0069 (Nat. Insurance - GB)
PA0070	HR Master Record: Infotype 0070 (Court Orders - GB)
PA0071	HR Master Record: Infotype 0071 (Pension Funds - GB)
PA0072	HR Master Record: Infotype 0072 (Tax - DK)
PA0073	HR Master Record: Infotype 0073 (Private Pensions - DK)
PA0074	HR Master Record: Infotype 0074 (Vacation/SH DK)
PA0075	HR Master Record: Infotype 0075 (ATP Pension - DK)
PA0076	HR Master Record: Infotype 0076 (Workers Compensation NA)
PA0077	HR Master Record: Infotype 0077 (Additional Personal Data)
PA0078	HR Master Record: Infotype 0078 (Loan Payments)
PA0079	Infotype SI Additional Insurance - D
PA0080	HR Master Record: Infotype 0080 (Maternity Protection)
PA0081	HR Master Record: Infotype 0081 (Military Service)
PA0082	HR Master Record: Infotype 0082 (Additional Absence Data)
PA0083	HR Master Record: Infotype 0083 (Leave Compensation)
PA0084	HR Master Record: Infotype 0084 (Sickness Pay Control - GB)
PA0085	HR Master Record: Infotpye 0085 (Work Incapacity Periods GB)
PA0086	HR Master Record: Infotype 0086 (SSP/SMP Exclusions GB)
PA0088	HR Master Record: Infotype 0088 (SMP Record - GB)
PA0090	HR Master Record: Infotype 0090 (Various Payee Keys)
PA0092	HR Master Record: Infotype 0092 (Seniority - E)
PA0093	HR Master Record: Infotype 0093 (Previous Employer - D)
PA0094	HR Master Record: Infotype 0094 (Residence Status - NA)
PA0095	HR Master Record: Infotype 0095 (Tax Canada)
PA0096	HR Master Record: Infotype 0096 (Tax - USA)
PA0097	No longer used - will be deleted
PA0098	HR Master Record: Infotype 0098 (Profit Sharing - F)
PA0099	No longer used - will be deleted
PA0100	HR Master Record: Infotype 0100 (SI B)
PA0101	HR Master Record: Infotype 0101 (Tax B)
PA0102	HR Master Record: Infotype 0102 (Grievances NA)
PA0103	HR Master Record: Infotype 0103 (Bond Purchases NA)
PA0104	HR Master Record: Infotype 0104 (Bond Denominations NA)
PA0105	HR Master Record: Infotype 0105 (Communications)
PA0106	HR Master Record: Infotype 0106 (Related Persons NA)
PA0107	HR Master Record: Infotype 0107 (Work Schedule B)
PA0108	HR Master Record: Infotype 0108 (Personal Data B)
PA0109	HR Master Record: Infotype 0109 (Contract Elements B)
PA0110	HR Master Record: Infotype 0110 (Pensions NL)
PA0111	HR Master Record: Infotype 0111 (Garnishment Admin. D)
PA0112	HR Master Record: Infotype 0112 (Garn.Repaym. D)
PA0113	HR Master Record: Infotype 0113 (Garnishment Int. D)
PA0114	HR Master Record: Infotype 0114 (Garnishable Amount D)
PA0115	HR Master Record: Infotpye 0115 (Garnishment Wages D )
PA0116	HR Master Record: Infotpye 0116 (Garn.Transfer D)
PA0117	HR Master Record: Infotype 0117 (Garnishment Comp.)
PA0118	HR Master Record: Infotype 0118 (Child Allowance D)
PA0119	HR Master Record: Infotype 0119 (Annual Income CA D)
PA0120	HR Master Record: Infotype 0120 (Pension Fund Trans. CH)
PA0121	HR Master Record: Infotype 0121 (RefPerNo Priority)
PA0122	HR Master Record: Infotype 0122 (Child Allowance Bonus D)
PA0123	No longer used - will be deleted
PA0124	No longer used - will be deleted
PA0125	HR Master Record: Infotype 0125 (Garnishment B)
PA0126	Infotype: Supplementary Pension Germany
PA0127	HR Master Record: Infotype 0127 (Commuting NL)
PA0128	HR Master Record: Infotype 0128 (Notifications)
PA0129	HR Master Record: Infotype 0129 (Text Number Assign.)
PA0130	HR Master Record: Infotpye 0130 (Checking Procedures)
PA0131	HR Master Record: Infotype 0131 (Garn.Mgmt.Data A)
PA0132	HR Master Record: Infotpye 0132 (Garnishment A)
PA0133	HR Master Record: Infotype 0133 (Garnsh.Interest A)
PA0134	HR Master Record: Infotype 0134 (Garnishable Amount A)
PA0135	HR Master Record: Infotpye 0135 (Garn.Spec.Cond. A)
PA0136	HR Master Record: Infotype 0136 (Garnish.Trans A)
PA0137	HR Master Record: Infotype 0137 (Garnish.Comp. A)
PA0138	HR Master Record: Infotype 0138 (Family/Ref.Pers B)
PA0139	HR Master Record: Infotype 0139 (Employees Appl.No)
PA0140	HR Master Record: Infotype 0140 (SI Basic Data JP)
PA0141	HR Master Record: Infotype 0141 (SI Premium Data JP)
PA0142	HR Master Record: Infotype 0142 (Residence Tax JP)
PA0143	HR Master Record: Infotype 0143 (Life Insurance JP)
PA0144	HR Master Record: Infotype 0144 (Property Accum. JP)
PA0145	HR Master Record: Infotype 0145 (Personnel Tax Status JP)
PA0146	HR Master Record: Infotype 0146 (Y.E.A. Data JP)
PA0147	HR Master Record: Infotype 0147
PA0148	HR Master Record: Infotype 0148 (Family JP)
PA0149	HR Master Record Infotype 0149 (Tax Data South Africa)
PA0150	HR Master Record Infotype 0150 (Social Insurance SA)
PA0151	HR Master Record Infotype 0151 (Ext.Insurance South Africa)
PA0161	HR Master Record: Infotype 0161 (Limits IRS)
PA0162	HR Master Record: Infotype 0162 (Ins. Y.E.T.A Data JP)
PA0165	HR Master Record: Infotype 0165 (Limits Deductions)
PA0167	HR Master Record: Infotype 0167 (Health Care Plans)
PA0168	HR Master Record: Infotype 0168 (Insurance Plans)
PA0169	HR Master Record: Infotype 0169 (Savings Plans)
PA0170	HR Master Record: Infotype 0170 (Spending Accounts)
PA0171	HR Master Record: Infotype 0171 (General Benefits Data)
PA0172	HR Master Record: Infotype 0172 (Pension Insurance)
PA0177	HR Master Record: Infotype 0177 [Wet Allochtonenreg.] (NL)
PA0179	HR Master Record: Infotype 0179 (Tax SG)
PA0181	HR Master Record: Infotype 0181 [Add. Funds] (SG)
PA0182	HR Master Record: Infotype 0182 [Alternative Names] (SG)
PA0183	HR Master Record: Infotype 0183 [Awards] (SG)
PA0184	HR Master Record: Infotype 0184 [Resume text] (SG)
PA0185	HR Master Record: Infotype 0185 [Identification] (SG)
PA0186	HR Master Record: Infotype 0186 [Social Insurance] (SG)
PA0188	Tax (Australia)
PA0189	HR Master Record Infotype 0189 (Construction Industry Wages)
PA0190	HR Master Data Record Infotype 0190 (BuildingTradePrevERDat)
PA0191	HR Master Record Infotype 0191 (BuildingTradeReimbursExpens)
PA0192	Personnel Master Record Infotype 0192 (BuildingTrade Attrib)
PA0194	HR Master Record Infotype 0194 (Garnishment Document)
PA0195	HR Master Record Infotype 0195 (Garnishment Order)
PA0196	HR Master Record:Infotype 0196 (Employee Provident Fund MY)
PA0197	HR Master Record:Infotype 0197 (SOCSO Contributions MY)
PA0198	Sheduled Tax Deductuion Malaysia
PA0199	Tax deduction CP38 / Additional amt / Bonus - Malaysia
PA0200	HR Master Record, Infotype 0200 (Garnishments DK)
PA0201	Personnel master record infotype 0201 (basic pension amnts)
PA0204	HR Master Record, Infotype 0204 (DA/DS Statistics DK)
PA0207	HR Master Record: Infotype 0207 (Residence Tax Area)
PA0208	HR Master Record: Infotype 0208 (Work Tax Area - USA)
PA0209	HR Master Record: Infotype 0209 (Unemployment Insurance USA)
PA0210	HR Master Record: Infotype 0210 (W4 USA)
PA0211	HR Master Record: Infotype 0211 (COBRA Qual. Beneficiaries)
PA0212	HR Master Record: Infotpye 0212 (COBRA Health Plans)
PA0213	Additional family information - Malaysia
PA0215	Building Trade Transaction Data
PA0216	Garnishment Adjustment
PA0217	Infotype 0217 (INSEE code)
PA0218	Infotype 0218 (number of pension fund)
PA0219	HR Master Record: Infotype 0219 (External organisations)
PA0220	Superannuation (Australia)
PA0221	HR Master Record: Infotype 0221 (Manual Checks)
PA0222	HR Master Record for Infotype 0222 (Company Cars GB)
PA0224	Tax information - inf. 0224 - Canada
PA0225	HR Master Record for Infotype 0225 (Company Cars GB 2)
PA0227	Tax file number (Australia)
PA0230	HR Master Record: Infotype 0230 / View 0008 (PSG)
PA0231	HR Master Record: Infotype 0231 / View 0001 (PSG)
PA0232	Personal-master record infotype 0232 (Child Allowance) (D)
PA0233	HR-F master record infotype 0233 ('Bilan Social')
PA0234	HR Master Record Infotype 0234 (Add. Withh. Inform. - USA)
PA0235	HR Master Record: Infotype 0235 (Other Taxes - USA)
PA0236	HR Master Record: Infotype 0236 (Credit Plans)
PA0237	HR Master Record: Infotype 0237 / View for 0052 (PSG)
PA0241	Indonesian Tax Data
PA0242	JAMSOSTEK Details, Indonesia
PA0261	Leave Accrual Australia
PA0264
PA0265	HR Master Record: Infotype 0265 / Special Regulations (PSG)
PA0266	HR Master Record: Infotype 0266 / View 0027 (PSG)
PA0267	HR Master Record: Infotype 0267 (One time Payment off-cycle)
PA0268	HR Master Record Infortype view 0045 and 0268 (Loan JPN)
PA0269	HR Master Record: Infotype 0269 (ADP Information USA)
PA0270	HR Master Data Record: Infotype 0270 (COBRA Payments)
PA0272	HR master record - infotype 0272 (Garnishment F)
PA0273	HR Master Record: Infotype 0273 (Tax - SE)
PA0274	HR Master Record: Infotype 0274 (Insurance - SE)
PA0275	HR Master Record: Infotype 0275 (Garnishment - SE)
PA0276	HR Master Record: Infotype 0276 (OPIS - SE)
PA0277	HR Master Record: Infotype 0277 (Exceptions - SE)
PA0278	HR master record infotype 0278 (PF basic data [CH])
PA0279	HR master record infotype 0279 (Indiv.values for PF [CH])
PA0280	HR Master Record Infotype 0280/View for 0016
PA0281	HR Master Record Infotype 0281/View for 0045
PA0283	HR Master Record for Infotype 0283 (Archiving)
PA0288	HR CH: HR Master Record Infotype 0021 (Suppl. Switzerland)
PA0302	HR Master Record: Infotype 0302 (Additional Actions)
PA0303
PA0304	Basic pay - additional information
PA0309	IRD Number Infotype NZ
PA0310	Superannuation NZ
PA0311	Leave Adjustments - NZ
PA0312	Leave History Adjustments NZ
PA0313	Employee Taxation Detail Infotype NZ
PA0314	I0314: Days for Vacation Allow. and Sal.Deducs (DK/N)
PA0315	CATS: Sender Information
PA0317
PA0318	HR Master Record: Infotype Family data for Indonesia (0318)
PA0319	Indonesia Private Insurances
PA0341	HR - master record infotype 341 (DUEVO start)
PA0352	NHI for Family member (TW)
PA0353	Income Tax Taiwan
PA0354	Labor Insurance Taiwan
PA0355	National Health Insurance Taiwan
PA0356	Employment Stabilization Fund (TW)
PA0357	Saving Plan (TW)
PA0358	Employee Welfare Fund (TW)
PA0362	HR Master Record: Infotype Membership for Indonesia (0362)
PA0367	HR Master Record: Infotype 0367 (SI-Addit.Notif.Data A)
PA0369
PA0370
PA0371	HR Master Record: Infotype 0371 (Previous Job Tax)
PA0373	HR loan repayment plan JP(P0268)
PA0374	Infortype 0374: General Eligibility
PA0375	HR Master Data Record: Infotype 0375 (Add. Benefits Data)
PA0376	HR Master Data Record: Infotype 0376 (Medical Benefits Data)
PA0377	HR Master Data Record: Infotype 0377 (Misc. Plans)
PA0378	HR Master Data Record: Infotype 0378 (Benefits Events)
PA0380	Compensation History
PA0381	HR Master Record Infotype 0381
PA0382	HR Master Data Record Infotype 0382
PA0388	HR Master Record: Infotype 0388 (Union JP)
PA0395	HR Master Record: Infotype 0395 (External Org.Assignment)
PA0396	HR Master Record: Infotype 0396 (Expatriate Attributes)
PA0402	Accounting infotype
PA0403	HR Master Record for Infotype 0403
PA0404	HR Master Record: Infotype 0404 (Military Service Taiwan)
PA0405	Personnel master record infotype 0405 (absence events)
PA0408
PA0409
PA0467	Personnel master data Infotype 0467 (SI addit.notif. pl.c.A)
PA0900	HR Master Record: Infotype 0900 (Sales Data)
PA0901	HR master record info category 0901 (purch. data)
PA2001	HR Time Record: Infotype 2001 (Absences)
PA2002	HR Time Record: Infotype 2002 (Attendances)
PA2003	HR Time Record: Infotype 2003 (Substitutions)
PA2004	HR Time Record: Infotype 2004 (Availability)
PA2005	HR Time Record: Infotype 2005 (Overtime)
PA2006	HR Time Record: Infotype 2006 (Absence Quotas)
PA2007	HR Time Record: Infotype 2007 (Attendance Quotas)
PA2010	HR Time Record: Infotype 2010 (Employee Remuneration Info.)
PA2012	HR Time Record: Infotype 2012 (Time Transfer Specifications)
PA2013	HR Time Record: Infotype 2013 (Quota Corrections)
PAHI	History of system, DB and SAP parameter
PANNNN	HR Master Record: Infotype NNNN
PAPL	Applicant master data
PARAMVALUE	Run-time variables for platform-independent file names
PARCT	Receipt log table (Japan)
PAT00	Patch steps
PAT01	Patch status
PAT03	Patch directory
PAT04	Patch add-on ID (PAOID)
PAT05	SAP Patch Manager settings
PAT06	Component-specific patches
PATH	Definition of physical file paths for each syntax
PATHTEXT	Logical file path names
PATN	Partner number/organizational unit
PAYR	Payment transfer medium file
PAYRQ	Payment Requests
PA_SSTRCV1	Generated table for view PA_SSTRCV1
PA_SSTRCV2	Generated table for view PA_SSTRCV2
PA_SSTRCV3	Generated table for view PA_SSTRCV3
PA_SSTRCV4	Generated table for

2007-10-20T13:05:00.000-07:00

Employee Areas/SubAreas

Employe Group - The employee group subdivides employees into various categories
For e.g.

1. External

2. Active

3. Pensioner

Employee Subgroup - Employees are differentiated further within the employee group. Active employees are differentiated according to their status - trainee, hourly wage or salaried employee etc.

The employee subgroup grouping for the Personnel Calculation Rule allows you to define different payroll procedures for different employee subgroups,

for e.g. you can specify whether an employee pay should be accounted on an hourly or monthly basis.

IMG -> Enterprise Structure -> Definition -> Human Resources Management

-> Employee Groups

-> Employee Subgroups

Personnel Areas/SubAreas

2007-10-20T11:41:00.000-07:00

Personnel Areas/SubAreas

Personnel Areas

123 Groups

supportEmptyParas

1000-1

2000-1

3000-1

Personnel Areas

1000-Location-1

1100-Location-2

supportEmptyParas

3000-Location-1

3100-Location-2

A personnel area is a Personnel Administration specific unit and is the subunit of the company code. The individual personnel areas in a company code have four digit alphanumeric idetifiers. The pesonnel areas within a client must be clear.

The personnel area has the following functions :-

1. It allows you to generate default values for data entry, for e.g. for the payroll accounting area.

2. It is a selection criteria for reporting.

3. It constitutes a unit in authorization checks.

Personnel Subareas

123 Groups

1000-Country

2000-Country

3000-Country

1000-1

2000-1

3000-1

1000-Location-1

1100-Location-2

supportEmptyParas

3000-Location-1

3100-Location-2

Personnel SubAreas

supportEmptyParas

1101

1102

supportEmptyParas

3001

HeadOffice Production

Sales

The principal organizational aspects of human resources are controlled at this level, namely the pay scale and wage, type structures and the planning of work schedules.

The main organizational functions of the peronnel subarea are as follows:-

1. To specify the country grouping. Master data entry and the setting up and processing of wage types and pay scale groups in payroll depend on the country grouping. The grouping must be unique within a company code.

2. To assign a legal person which differentiates between companies in legal terms.

3. To set groupings for Time Mangement so that work schedules and substitution, absence and leave types can be set up for individual personnel subareas.

4. To generate a default pay scale type and area for an emplyee's basic pay.

5. To define a public holiday calendar.

6. To define subarea-specific wage types for each personnel area.

Personnel Structure

For administrative purposes, the employees in an enterprise are divided into two levels.

1. The highest level is an employee group, the second, employee subgroup.

2. These levels are subject to authorization checks, to define remuneration levels or different work schedules,

for e.g.

IMG -> Enterprise Structure -> Definition -> Human Resources Management

-> Personnel Areas

-> Personnel Subareas

2007-10-20T11:09:00.000-07:00

Structures in Human Resources

Enterprise Structure

- Company code, personnel area and personnel subarea

Personnel Structure

- Employee group, employee subgroup, payroll accounting area

Organization Structure

- Organizational units, jobs and positions

Employees

- Which position does the employee hold?

- What tasks does the employee have?

- Where does the employee work?

- Which public holidays apply to the employee?

- How will the employee be paid?

- What are the employee working hours?

- How much holiday does the emplyee get?

Most important is the allocation of employees to the structures in their enterprise as it is the first step in entering the personal data.

You assign employees in infotype 0001, Organizational Assignment which will include the employees in the

1. enterprise, personnel and organational structures,

2. company code, a personnel area and a payroll area,

3. positions, organizational unit, a job and a cost center.

The personnel area is used exclusively in Personnel Administration and is unique within a client. Each personnel area must be assigned to a company code. The final element of the company structure, also unique to Personnel Administration is the personnel subarea. Grouping are defined for personnel subareas to specify which entries from subsequent settings can be used for employees assigned to a particular company code or personnel area. These groupings directly or indirectly affect Time Management and Payroll Accounting.

Enterprise Structure

123 Groups

Client

Sub-1

Sub-2

Sub-3

Company Code

Location-1

Location-2

Location-3

Location-4

Peronnel Area

Headquater

Production

Personnel Subarea

The administrative personnel structure consists of the following elements:

1. Employee group

2. Employee subgroup

3. Payroll accounting area

4. Organizational key

The organizational personnel structure consists of the following elements:

1. Position

2. Job

3. Organizational unit

In Personnal Administration, you use the object manager to find employees whose data you want to display or edit. The object manager is connected to the following transactions:

- Display HR Master Data (PA20)

- Maintain HR Master Data (PA30)

- Personnel Actions (PA40)

Organizational Key

The organizational key improves the enterprise structure and the personnel structure. You can use an organizational key to carry out a further organizational assignment for employees.

The elements company code, personnel area and personnel subarea from the company structure, help to make up the organizational key.

The organizational key is a part of the authorization check.

2007-10-11T12:11:00.000-07:00

Structural Authorization vs Role Authorization

What is the difference between sturctural Authorization and Role Authorization. In what situation we need to maintain the Structural Authorization? For Role Authorization, we maintain it in PFCG. Where and how do we maintain Structural Authorization?

The role authorisation is used for regular authorisation. for example Transaction codes : PA20, PR20, CAT2,CADO, PPMDT, PR05 - It is done based on role assigned by Basis group.

The user id mentioned in IT 0105 is assigned to the TC PFCG

The structural authorisation is typically belongs to HR module. It has both benefits of positive and negative tests.

Steps to do Structural Authorisation:

Step1 : TC OOAC
Activate the Structural Authorisation switch

Step 2 : TC OOSP
Create Structural Authorisation profiles

Step 3 : Assign Structural Authorisation profile to user Id
TC : SE38 and assign report RHRPROFL0 enter object id for example ( Org unit )

Assign regular Role authorisation..

Role Authorization can be set on all Master Data Infotypes i.e. HR/Planning/Payroll/Tcode etc.

Structural Authorizations can be set for the administrator who is involved in different evaluations/accessing structures whether in OM/PD/TE etc. Ex ; Creating, Maintaining, delecting objects in structures. You have to run Report RHPROFL0 to generate Structural Authorizations and they are stored in PD Profile IT i.e. 1017.

If you are manually maintaning more than one S.Authorization profile for a position, you can use 1016 IT also.

For customization see IMG under OM-> Structural authorization. There are many criterias to be considered while creating Structural Authorization profile.

I noticed that in IT1016, we are assign the profile > at the position or org unit level while in PFCG, we assign it at the person level..the the user ID. Does that mean that in Structural Authorization, anyone that hold the position will have the same authorization? Can Structural Authorization stand alone without any role authorization?

Role authorisation is only for ITs access. Same way Structural authorization is only for Structures access..

Ex. An administrator who is supposed to access all employees in own department, role authorization will not help because Org Unit is an Object correct, so you need to use structural authorization...

Ex. If the same administrator is supposed to access all employees based on Ent.Strucutre/Pers.Stru. criterias, role authorization alone sufficient.

Ex. If the same administrator is supposed to access all employees in his own department but not managerial level, then you need both authorizations i.e. role and structural...

An administrator can be assigned both authorizations to access ITs and Objects...

Authorizations (both)can be assigned directly to the position (which is called Indrect Role Assignment) so that they will be assigned to the User automatically whoever occupies.. we donot need to generate each and everytime the user changes..

2007-10-11T12:09:00.000-07:00

Reporting on Infotypes limited by security

I have set up security so that you can only access certain subtypes in an infotype. When I view someones record from PA20 it only shows me the subtypes I have access to from security, but in ABAP query when I select these subtypes nothing comes back in the report. Is this because the report loops round the Infotype finds a subtype I can not access so refuses access, if so how can I get round this as you can see them in PA20 ?

If you are using "ABAP QUERY" you will need to reference the logical database which provides the same security checking...also look in the SU53 after the report execution to see if ther failure report says something of use... You may also have to debug the code in the QUERY, HR acts differently than other security

2007-10-10T17:20:00.000-07:00

Main HR Authorization Object for Security

Some of the main HR authorisation objects are:

Object: PLOG Personnel Planning

Fields: PLVAR Plan Version
OTYPE Object Type
INFOTYP Infotype
SUBTYP Subtype
ISTAT Planning Status
PPFCODE Function Code

Definition:
The present object is used by the authorization check for PD data.

Field Details:
PLVAR - Plan version This field defines which plan version(s) the user may access.

OTYPE - Object type This field defines which object types the user may access.

INFOTYP - Infotype This field defines, which infotypes, that is, attributes, of an object the users (generally) may access.

SUBTYP - Subtype This field determines which subtypes the user may access for given infotypes.

Relationships are special subtypes for infotype 1001. Consequently, the relationships for which a user should have access authorization can also be limited in this field.

ISTAT_D - Planning status This field determines in which planning status the user may access information.

OKCODE - Function code This field defines for which type of information processing (Display, Change ) the user is authorized.

The possible values are defined in table T77FC. This protection against unauthorized access is extended by the structural authorization check. Two types of function codes are distinguished in HR management. By marking the processing method Maintenance in table T77FC the function codes are indicated, with which objects may be maintained within the structure; Otherwise, only Display is allowed.

The function code has effects in connection with the structural authorization. In table T77PR, authorization profiles can be indicated which are to have maintenance authorization for the structure. Without this authorization, you can only display structures. Consequently, the overall authorization results from the intersection between basis authorization and structural authorization.

Object: P_ABAP HR: Reporting

Fields: REPID ABAP Program Name
COARS Degree of simplification for authorization check

Definition:

The authorization object HR reporting (P_ABAP) is used in many ways:

HR Reporting with HR Reporting are reports with the RE.SAPDBPNP logical database PNP .
Report: RPUAUD00 Logged changes in infotype data Processing person-related data using payment medium programs from Accounting.

To 1. You can use the relevant authorization for these objects to control how the objects

UO.P_ORGIN HR: Master data (P_ORGIN), UO.P_ORGXX HR: Master data - extended check (P_ORGXX) and CHAP.OHIX0010 structural authorization check are used in specified reports to check the authorization for INFTY HR infotypes . In this way, you can carry out a fine-tuned control on reports for infotype authorization.

This can be useful for functional reasons or to improve performance at runtime of the corresponding reports.

For this object, specify the report name(s) and the degree of simplification to be used for the authorization check.

Note:

Note that this object differs from the object UO.S_PROGRAM ABAP: Program run checks . The latter is used for general program authorization checks.

In HR reports, these checks are carried out in addition to the HR infotype authorization check.

HR: Reporting , however, overrides the HR infotype authorization check for selected reports, with the result that the authorization checks are weakened or completely switched off.

Examples:

In your company, the authorization for infotypes is, for example, independent of the authorization for specific organizational units (one administrator may be authorized to access address, personal and education data only for personnel area 0101 - but not for address data in personnel area 0101 and personal data in personnel area 0102). If you enter 1 in the Degree of simplification field, the above facts are taken into account in the specified report and the check is carried out more quickly for a user with this authorization.

If certain HR reports are not critical (telephone lists etc.) and authorization protection is not required, enter the report name and = * in the Degree of simplification field. The system then checks whether the person starting the report is authorized to do so (object - ABAP/4: Program run checks), but performs no other checks (object - HR: Master data).

In your company, one user may have access to all HR infotype data. For this user, enter * in the Report name and Degree of simplification fields. The system then only checks whether this user is authorized to start the report in question but not whether he/she is authorized to display the requested HR infotype data.

A time adminstrator should carry out time evaluations (report HR: Time - time evaluation (RPTIME00) for employees with the organizational key 0001TIMEXXX . For certain additional information that is needed internally (the program user either cannot see this, or can only partially see it), the Basic pay infotype (0008)must be imported, for example, to timeevaluation. To carry out time evaluation, the administrator must therefore have display authorization for the Basic pay infotype (0008).

If the administrator is not to have display authorization for this infotype, the read authorization for the Basic pay infotype can be restricted for individuals with the organizational key 0001TIMEXXX for the report HR: Time - Time evaluation (RPTIME00). For this, use the following authorization

Object HR: Master data (P_ORGIN) (two authorizations)

Infotype 0008 ' '
Subtype * ' '
Authorization level R ' '
Organizational key ' ' 0001TIMEXXX

Object HR: Reporting (P_ABAP)

Report name RPTIME00
Degree of simplification 1

In this way, a simple check is carried out for the authorization check infotype in conjunction with the report HR: Time - Time evaluation (RPTIME00): The infotype, subtype, level are checked, and then, independently, the organizational assignment (in the example, the Organizational key field) (according to degree of simplification 1 ). In report HR: Time - Time evaluation (RPTIME00), infotype Basic pay (0008) can also be read. However, if the check is not in conjunction with the report HR: Time – Time evaluation (RPTIME00), all fields of the object HR:

Master data (P_ORGIN) are checked together, but in this way there is no read access to the Basic pay infotype (0008). TO 2. Evaluations of the logged changes in infotype data are subject to infotype authorization checks. However, usually, someone, who starts such an evaluation, has extensive authorizations.

In this case, it is useful, in order to ensure improved performance, to do without the check of individual data and instead, grant the user global authorization for logging evaluations using the report Logged changes in the infotype data (RPUAUD00).

For this, use an authorization for the object, by specifying the value RPUAUD00 in the Report name field, and the value 2 in the Degree of Simplification field. To 3 The payment medium program of accounting processes, in particular, confidential personal data.

In addition the check to see whether the user is authorized to start the program, a check to see whether the corresponding authorization exists for the object is also carried out, as an additionl security measure : The name of the payment medium program must be entered in the Program name field, the value 2 (or * must be entered in the Degree of simplification field.

Field Details:

Report name
COARS Degree of simplification

Object: P_APPL HR: Applicants

Fields: INFTY Infotype
SUBTY Subtype
AUTHC Authorization level
PERSA Personnel Area
APGRP Applicant group
APTYP Applicant range
VDSK1 Organizational Key
RESRF Personnel officer responsible for application

Definition:

This object is used for the applicant data authorization check. This check is carried out when INFTY applicant infotypes are edited or read. When a transaction for editing applicant data is accessed, the system first checks whether the user has the minimum authorization. Depending on the transaction this may be write authorization or read authorization ( AUTHC_D authorization level = '*' or R). If the user has the minimum authorization, a further and more detailed authorization check is carried out within the transaction itself.

Field Details:

INFTY Infotype
SUBTY Subtype
AUTHC_D Authorization level
PERSA Personnel area
APGRP Applicant group
APTYP Applicant range
VDSK1 Organizational key
RESRF Personnel officer responsible for applicant

Object: P_ORGIN HR: Master Data

Fields: INFTY Infotype
SUBTY Subtype
AUTHC Authorization level
PERSA Personnel Area
PERSG Employee Group
PERSK Employee Subgroup
VDSK1 Organizational Key

Definition:

The object HR: Master data (P_ORGIN) is used for authorization checks of personal data. Checks are performed only when INFTY HR infotypes are edited or read.
When you call up a transaction for editing of personal data, the system checks that you at least have one read authorization ( AUTHC_D authorization level R). If you do, a more specific authorization check is carried out within the transaction. In HR reports that use the

Program run checks and UO.P_ABAP HR:

Reporting must also be taken into account.

Note that values specified for the individual fields do not generally contain other values. The value ' ' must therefore be specified explicitly. The value ' ' must always be used for the subtype field (reason: the field is initial if the infotype does not support any subtypes, or if the subtype has not been specified).

Field Details:

INFTY Infotype
SUBTY Subtype
AUTHC_D Authorization level
PERSA Personnel area
PERSG Employee group
PERSK Employee subgroup
VDSK1 Organizational key

Object: P_ORGXX HR: Master Data - Extended Check

Fields: INFTY Infotype
SUBTY Subtype
AUTHC Authorization level
SACHA Payroll Administrator
SACHP Administrator for HR Master Data
SACHZ Administrator for Time Recording
SBMOD Administrator Group

Definition:

The object HR: Master data - Extended check (P_ORGXX) can be used to check authorization for personal data INFTY (HR infotypes) This check is not active in the standard system. The program switch HR: Master data - Extended check (ORGXX) can be used to add this check in the standard system or set it as an alternative to UO.P_ORGIN HR: master data . The main switch settings can be processed using transaction HR: Authorization switch (OOAC)

Field Details:

Administrator for the person being processed (stored in the
organizational assignment infotype)
SACHA Payroll administrator
SACHZ Time data administrator
SACHP HR master data administrator
SBMOD Administrator group

View of data:

INFTY Infotype
SUBTY Subtype
AUTHC_D Authorization level (write, read, write with lock indicator, unlock).

Object: P_PCLX HR: Clusters

Fields: RELID Area identifier for cluster in tables PCLx
AUTHC Authorization level

Definition:

This object is used in the authorization check when accessing PCLx (x = 1, 2, 3,4) HR files using the PCLx buffer (interface supported by HR).

Field Details:

Cluster ID: enter the cluster name in this field. Authorization level: in this field you must specify the operation to be carried out on the cluster along with the cluster ID specified above.

The values which can be entered here are R (read), U (update database) and S (export data to PCLx buffer without database update).

2007-10-10T17:17:00.000-07:00

HR: v4.0b - Table PCL4

Can anyone explain what is the significance of table PCL4 (HR cluster 4)..? In particular, one of the key fields RELID..? How is this cluster updated..? And what are the possible values that RELID could have (LA, SA, etc..)..and what do they mean..? If someone could refer to a good document in SAP, that would be useful.

In 3.xx version, transparent table PCL4 stores the key to the cluster PCL4. This cluster stores the changes made to infotype documents for personnel and applicants.

This needs to be activated in the IMG. You can infact store field by field changes. Field RELID stores the LA - long term employee data and LB - long term applicant data. It could also have values of SA and SB, I've seen these used in the prenotification process of the payroll.

All the changes can be extracted and viewed using report RPUAUD00.

2007-10-10T17:16:00.001-07:00

Logged changes in infotype data

There is a program RPUAUD00 provided by SAP which allows us to see any changes that happens to data in an infotype through add / modify / delete. When you execute this this program and specify the employee code and infotype in the selection screen, it gives us details of when the data was changed, who changed the data and what data was changed in a particular infotype.

There are few standard infotypes like 0000, 0001, 0002 and few of your own created infotypes starting with 9 (9XXX) for which you are able to see the log through this program.

But there are certain other infotypes like 0008, 0581 for which this log is not coming.

There are some configuration or customising is to be done so that this log starts generating for these infotypes and RPUADU00 can read it.

The IMG menu path is:

Personnel Management > Personnel Administration > Tools > Revision > Set up change document

When you execute this node choose

'HR Documents - infotypes to be logged'

Add entries in this table to audit more infotypes.

Transaction class A is for HR master data, class B is for applicant data.

2007-10-10T17:07:00.000-07:00

Extracting Daily Changes from HR Infotypes

I am looking for recommendations for extracting daily changes from HR and Payroll Infotypes to populate outbound interfaces. We will have approximately 300,000 employees active and inactive implemented in our system.

We are currently reviewing a strategy to extract records based on the Updated Date from the header portion of an infotype. Our concern is performance. The Updated Date field is not part of the primary infotype key. We have considered putting a secondary index of that field to help with performance.

Another strategy is to use the audit function to create log entries each timefields have been changed on an infotype.

Has anyone used this functionality?
Has anyone implemented HR with at least 100,000 employees? How did you tackle
this issue? What types of performance problems were encountered? Which
strategy is the most efficient?

Any information you could provide would be helpful.
We are running SAP Version 3.1G, on SUN Hardware with Solaris Operating system
over an Oracle database residing in UNIX.

I have used the audit functionality in a couple of implementations, It

sounds like you can use for your requirements.

Here is what you need to do:

1. You need to configure three tables, T585A, T585B, and T585C (if you use SM31, enter table name, do customizing, it'll take to the place in the IMG in 3.0 versions)

2. you need to run the report RPUAUD00

There are some issues you need to think about before configuring the audit
log tables;

1. You have to analyze what you need to audit, do not audit all fields on
an infotype, and by no means audit all infotypes.

2. Depending on how much you want to audit, the log report could be
extremely big, hence putting a strain in the performance of your system

3. Frequency of the report

I hope this will help you.

2007-10-10T17:04:00.000-07:00

Table Names for Creating Basic Pay Infotype

How can one find which table we are updating when adding/updating an entry in IMG?

The first step of creating a basic pay infotype is

Payroll India - Basic Settings - Environment of Wage type Maintainence - Create Wage type Catalogue .

Here when you copy from MB10 and make a new wage type for your client you will find a list of tables displayed.

Attached is a screen shot for the same.

Module Variant for India is Inval and for rest of the world is PERZT. The table which in which module variants A,B,C,D are maintained is T511.

2007-10-10T17:03:00.000-07:00

Any Idea about Tcode OOOS

I want to try transaction OOOS . How actually does it works?

I have a entry like this

PA20 PD10 S RHRHAZ00 PA-REPORT-START_SKIP

What is PD10 where I can find this request code.

I'm not sure what you're asking but if you want the user menu path that will give you the same report:

HR -> OM -> Tools -> Database -> RE_RHRHAZ00 - Display DB records

and

Check out OSS note 87867 for some info related to OOOS.

Display all InfoTypes and their respective description

Is there a transaction that I can run to display all InfoTypes and their respective description?

You can run transaction PPCI and press F4 in the infotype field.

Create New InfoTypes

Why do we need to create new infotypes other than the existing SAP standard infotypes when SAP has already created so many, and what kind of enhancements are needed and for what reason.

We do need to create new infotypes if the client's requirement doesn't get fulfilled by SAP-standard infotypes. That's why they are termed as customer-specific infotypes. As per the enhancement goes, one can add new fields in the infotype, activate/deactivate certain fields, as per the requirement.

To create new infoytpes:

Start transaction PM01

- You access the Create Info type screen:

- In the Info type no. Field, enter the four-digit number of the info type you want to create. When you specify the info type number, please remember to enter any leading zeros.

- In the Sub-Objects group box, flag CI Include.

- Choose Create. The Dictionary: Initial Screen is displayed.

- Create the Cl include.

- Choose Activate.

- Return to the Create Info type screen.

- Choose Create All.

2007-10-10T17:00:00.000-07:00

Find out the transaction codes used for SAP HR

Execute the program RPDTRA00 to list all HR Transactions.

The followings are some useful SAP HR Tcodes:


PC00       Run Payroll
PC10       Payroll menu USA
PE00       Starts Transactions PE01,PE02,PE03
PE01       Schemas
PE02       Calculation Rules
PE03       Features
PE04       Create functions and operations
PE51       HR form editor
PRCA       Payroll calendar
PRCT       Current Settings
PRCU       Printing Checks USA
PRD1       Create DME
SM31       Maintain Tables
SM12       Locked Secessions
TSTC       Table lookup
SPR0       IMG
SE16       Data Browser (Table reports)
PP03       PD Tables
PP0M       Change Org Unit
P013       Maintain Positions
PO03       Maintain Jobs.

SE16 allows you to view data stored in different fields in tables ,structures etc . eg: absences stored for pernrs can be viewed in PA2001 also check out PA0000, PA0001, PA0002

SM30/31 would allow you to maintaining the values in these tables eg: absences to be configured can be done thru SM30

check out v_001p_all ; v_503_all ......etc

What the difference between the transaction codes SE16 & SE16N?

SE16 is a normal transaction.
SE16N is an Enjoy Transaction.

Enjoy Transaction is nothing but having some graphics and look is completely different with the normal transaction.

2007-10-10T16:58:00.000-07:00

SAP HR Transaction Codes

Master Data

PA10 - Personnel file
PA20 - Display HR Master Data
PA30 - Maintain HR Master Data
PA40 - Personnel Events
PA41 - Change Hiring Data
PA42 - Fast Data Entry for Events
PRMD - Maintain HR Master Data
PRMF - Travel Expenses : Feature TRVFD
PRML - Set Country Grouping via Popup
PRMM - Personnel Events
PRMO - Travel Expenses : Feature TRVCO
PRMP - Travel Expenses : Feature TRVPA
PRMS - Display HR Master Data
PRMT - Update Match code
PS03 - Info type Overview
PS04 - Individual Maintenance of Info types

Time Management

PA51 - Display Time Data
PA53 - Display Time Data
PA61 - Maintain Time Data
PA62 - List Entry of Additional Data
PA63 - Maintain Time Data
PA64 - Calendar Entry
PA70 - Fast Data Entry
PA71 - Fast Entry of Time Data
PBAB - Maintain Vacancy assignments
PT01 - Create Work Schedule
PT02 - Change Work Schedule
PT03 - Display Work Schedule

Payroll

PC00 - Run Payroll
PC10 - Payroll menu USA
PE00 - Starts Transactions PE01 PE02 PE03
PE01 - Schemas
PE02 - Calculation Rules
PE03 - Features
PE04 - Create functions and Operations
PE51 - HR form editor
PRCA - Payroll Calendar
PRCT - Current Settings
PRCU - Printing checks USA
PRD1 - Create DME
SM31 - Maintain Table
SM12 - Locked Secessions
TSTC - Table Look up
SPRO - IMG
SE16 - Data Browser (Table Reports)
PP03 - PD Tables
PPOM - Change Org Unit
PO13 - Maintain Positions
PO03 - Maintain Jobs

Benefits

PA85 - Benefits - Call RPLBEN11
PA86 - Benefits - Call RPLBEN07
PA87 - Benefits - Call RPLBEN09
PA89 - COBRA Administration
PA90 - Benefits Enrollment
PA91 - Benefits - Forms
PA92 - Benefits Tables - Maintain
PA93 - Benefits Tables - Display
PA94 - Benefits - Access Reporting Tree
PA95 - Benefits IMG - Jump to Views
PA96 - Benefits reporting
PA97 - Salary Administration - Matrix
PA98 - Salary Administration
PA99 - Compensation Admin - rel. Changes
PACP - HR-CH : Pension fund, interface

General Reporting

PM00 - Menu for HR Reports
PM01 - Dialogs in HR - Create Custom info types
PRFO - Standard Form
PSVT - Dynamic Tools Menu
PAR1 - Flexible Employee Data
PAR2 - Employee List

Organizational Management

PPOM - Change org Unit
PO03 - Maintain Jobs
P013 - Maintain Position
PO10 - Maintain Organizational Unit
PP01 - Maintain Plan Data (menu-guided)
PP02 - Maintain Plan Data (Open)
PP03 - Maintain Plan Data (Event-guided)
PP05 - Number Ranges
PP06 - Number Ranges Maintenance HR Data
PP07 - Tasks/Descriptions
PP69 - Choose Text for Organizational Unit
PP90 - Setup Organization
PP01 - Change Cost Center Assignment
PP02 - Display Cost Center Assignment
PP03 - Change Reporting Structure
PP04 - Display Reporting Structure
PP05 - Change Object indicators (O/S)
PP06 - Change Object indicators OS
PPOA - Display Menu Interface (with dyn.)
PPOC - Create Organizational Unit
PPOM - Maintain Organizational Plan
PPOS - Display Organizational Plan
PQ01 - Events for Work Center
PQ02 - Events for Training Program
PQ03 - Events for Job
PQ04 - Events for Business Event Type
PQ06 - Local Events
PQ07 - Resource Events
PQ08 - Events for External Person
PQ09 - Events for Business Event Group
PQ10 - Events for Organizational Unit
PQ11 - Events for Qualification
PQ12 - Resource Type Events
PQ13 - Events for Position
PQ14 - Events for Task
PQ15 - Events for Company
PSO5 - PD : Administration Tool
PSOA - Work Center Reporting
PSOC - Job Reporting
PSOG - Org Mgmt General Reporting
PSO1 - Tools Integration PA-PD
PSOO - Organizational Unit Reporting
PSOS - Position Reporting
PSOT - Task Reporting

Recruitment

PB10 - Initial Entry of applicant master data
PB20 - Display applicant master data
PB30 - Maintain applicant master data
PB40 - Applicant events
PB50 - Display applicant actions
PB60 - Maintain Applicant Actions
PB80 - Evaluate Vacancies
PBA0 - Evaluate Advertisements
PBA1 - Applicant Index
PBA2 - List of applications
PBA3 - Applicant vacancy assignment list
PBA4 - Receipt of application

2007-10-10T16:55:00.000-07:00

Finding the list of HR module Tables

Is anybody is having a complete list of HR module tables?

All personnel administration tables start with PA and the infotype number behind it.
All personnel development/OM tables start with HRP and infotype (e.g. 1000) behind it.
All recruitment tables start with PB and infotype number behind it.

There also are HR tables that start with HRA, HPD, HRT, etc. The easy way to get a list is to use SAP's 'Application Hierarchy', transaction SE81 (select all HR modes in the tree that you are want a list of tables for, click on the 'Information System' button, under Abap Dictionary --> Basic Objs, double click on 'database tables', increase your 'maximun no. of hits' and execute).

Use transaction se11...type in PA* do dropdown and enter, do the same for HRP* and you will have most of the HR transaparent Tables. To access them look for RP_read_* and RP_provide* in Table TRMAC to read a infotype or use the 'select' statement to access the Transparent table.

Transaction SE16 (data browser) is also useful. As mentioned above, the PA infotype tables all begin with PA and are followed by the infotype number e.g. PA0001 for the Org Man infotype.

PA* - PA infotype tables
PCL* - HR clusters
PB* - recruitment tables
PCERT - payroll posting runs

Another useful table is CATSDB for CATS, and PTEX2000 for the CATS transfer table for infotype 2001/2002.

The rest of the HR Tables are as follows:

DD01L Domains
DD02L SAP tables
DD03L Table Fields
DD03T DD: Texts for fields (language dependent)
DD04L Data elements
DD04T R/3 DD: Data element texts
DD05S Foreign key fields
DD06L Pool/cluster structures
DD20L Matchcode Ids
DD24S Fields of a matchcode ID
T000 Clients
T001 Company Codes
T001E Company code-dependent address data
T001P Personnel Areas/Subareas
T012 House banks
T012K House bank accounts
T012T House bank account names
T500L Personnel Country Grouping
T500P Personnel Areas
T500T Personnel Country Groupings
T501 Employee Group
T501T Employee Group Names
T502T Marital Status Designators
T503 Employee Groups / Subgroups
T503K Employee subgroup
T503T Employee Subgroup Names
T504A Benefits - Default Values (NA)
T504B Benefit Option Texts (North America)
T504C Benefit Type (NA)
T504D Benefit Credit Group Amount
T504E Benefit Amount
T504F Benefit Costs
T508A Work Schedule Rules
T508T Texts for Employee Subgroup Groupings for Work Schedules
T510 Pay Scale Groups
T510A Pay Scale Types
T510F Assign Pay Scale > Time Unit, Currency
T510G Pay Scale Areas
T510H Payroll Constants with Regard to Time Unit
T510I Standard Working Hours
T510J Constant Valuations
T510L Levels
T510M Valuation of pay scale groups acc. to hiring date
T510N Pay Scales for Annual Salaries (NA)
T510S Time Wage Type Selection Rule
T510U Pay Scale Groups
T510Y Special Rules for Wage Type Generation
T511 Wage Types
T512R Cumulation Wage Types in Forms
T512S Texts for Cumulation Wage Types in Forms
T512T Wage Type Texts
T512W Wage Type Valuation
T512Z Permissibility of Wage Types per Infotype
T513 Jobs
T514S Table Name Texts
T514T Field Name Texts
T51D2 Wage Type Classes
T51D3 Reduction Rules
T51D4 Cumulation Rules
T527X Organizational Units
T528B Positions - Work Centers
T528C Wage Type Catalog
T528T Position Texts
T529A Personnel Event
T529F Fast Data Entry for Events
T529T Personnel Event Texts
T52BT Texts For HR Objects
T52C0 Payroll Schemas
T52C1 Payroll Schemas
T52C2 Texts for Personnel Calculation Schemas
T52C3 Texts for Personnel Calculation Schemas
T52C5 Personnel Calculation Rules
T52CC Schema Directory
T52CD Schema Directory
T52CE Directory of Personnel Calculation Rules
T52CT Text Elements
T52CX Cross References via Generated Schemas
T52D1 Valid Processing Classes
T52D2 Valid Values for Processing Classes
T52D3 Valid Evaluation Classes
T52D4 Permitted Values for Evaluation Classes
T52D5 Wage Type Groups
T52D6 Wage Type Group Texts
T52D7 Assign Wage Types to Wage Type Groups
T52D8 Valid Processing Classes - Texts
T52D9 Valid Values for Processing Classes - Texts
T530 Reasons for Events
T530E Reasons for Changes
T530F Reasons for Changes
T530L Wage Types for Special Payments
T530T Event Reason Texts
T531 Deadline Types
T531S Deadline Type Texts
T533 Leave Types
T533T Leave Type Texts
T539A Default Wage Types for Basic Pay
T539J Base Wage Type Valuation
T539R Events for Standard Wage Maintenance
T539S Wage Types for Standard Wage Maintenance
T548 Date Types
T548S Date Conversion
T548T Date Types
T548Y Date Types
T549A Payroll Areas
T549B Company Features
T549C Decision Trees for Features (Customers)
T549D Feature Directory
T549L Date modifiers
T549M Monthly Assignment: Payroll Period
T549N Period Modifiers
T549O Text for date modifier
T549P Valid Time Units for Payroll Accounting
T549Q Payroll Periods
T549R Period Parameters
T549S Payroll date types
T549T Payroll Areas
T549M Monthly Assignment: Payroll Period
T549N Period Modifiers
T549O Text for date modifier
T549P Valid Time Units for Payroll Accounting
T549Q Payroll Periods
T549R Period Parameters
T549S Payroll date types
T549T Payroll Areas
T554S Absence and Attendance Types
T554T Absence and Attendance Texts
T554V Defaults for Absence Types
T554Y Time Constraints in HR TIME
T555A Time Types
T555B Time Type Designations
T559A Working Weeks
T559B Name of Working Week
T572F Event Texts
T572G Allowed Values for Events
T572H Event Value Texts
T582A Infotypes
T582B Infotypes Which Are Created Automatically
T582S Infotype Texts
T582V Assignment of Infotypes to Views
T582W Assigns Infotype View to Primary Infotype
T582Z Control Table for PA Time Management
T584A Checking Procedures - Infotype Assignment
T588A Transaction Codes
T588B Infotype Menus
T588C Infotype Menus/Info Groups
T588D Infogroups for Events
T588J Screen Header Definition
T588M Infotype Screen Control
T588N Screen Modification for Account Assignment Block
T588O Screen Modification for Assignment Data
T588Q Screen types for fast entry
T588R Selection Reports for Fast Data Entry
T588S Screen Types for Fast Entry
T588T Menu and Infogroup Designations
T588V Business object type
T588W Event types for infotype operations
T588X Cust. composite definition of event types for IT operations
T588Z Dynamic Events
T591A Subtype Characteristics
T591B Time Constraints for Wage Types
T591S Subtype Texts
T596F HR Subroutines
T596G Cumulation wage types
T596H _Cumulation wage type texts
T596I Calculation rule for cumulation wage types
T596U Conversion Table
T599B Report Classes
T599C Report Classes
T599D Report Categories
T599F Report Classes - Select Options
T777A Building Addresses
T777T Infotypes
T777Z Infotype Time Constraints
T778T Infotypes
T778U Subtypes

Error Messages tables

T100 Messages
T100A Message IDs for T100
T100C Control of messages by the user
T100O Assignment of message to object
T100S Configurable system messages
T100T Table T100A text
T100V Assignment of messages to tables/views
T100W Assign Messages to Workflow
T100X Error Messages: Supplements

2007-10-10T16:33:00.000-07:00

Integration of SD and HR

Is there any integration between SD module and HR module?

1) Primary Relationship : Enterprise Structure : the highest level of the HR module is Enterprise Structure and this is the base for every module.

While implementing SAP for the companies all the consultants of various modules sit together and identify the elements of enterprise structure from their point of view and form a common code for their various terminlogies.

Let us say Personnela Area ::::::: Human Resource
Plant ::::::: MM and PP
Sales organisation ::::::: SD

Like this for the same area we do address with several names from different SAP Modules.

For this Common Area we take a common code let us say 1000.

So the highest level of organisation after the company code is identified.

Next to this step Our responsibility is to identify "Personnel Sub Areas"

It is a division or Department below the level of personnel area.

From SD module below the sales organisation distibution channela and divisions will come. Also the sales Areas . these are all assigned to the Sales organisation. And we know sales organisation has to be assigned to the Company Code.

Meas From HR Personnel area = Sales Org in SD
Personnel Subar = Distibution channel , Division

To identify which is the common terminology for personnel subarea, we need to identify the reporting structure of the company and its accountability at each level .

THIS APPEARS TO SIMPLE BUT SO COMPLEX.

Like this maintaining the relationship at enterprise structure level shuold be done

2) Seconday Relationship (Indirect Relationships):

Sales areas are assigned to another sales areas. Here many to many relationships are maintained rather than many to one ( many Sales orgs to one company code) of primany relationships.

Here we should be very keen From H R point of view to identify personnel sub areas.

At the same time we should keep in mind the functionality of cost center also while framing the structure .

3) Employee relationships :

HR Point of view:

Once we identify the employee groups in the company like permanent, contracts, temporary , trainee etc., we do focus on Employee Sub Groups.

SD Point of view :

If the employee is at TRAINEE or PERMANENT or TEMPORARY has to be decided and accordingly should be assigned on recruitment at org assignemnt infotype 0001.

We aslo know that infotype 0900 may also be initiated for maintaining the master data of employee at PA 30 to assign sales
organisation,Sales Office, Sales Groups to each employee.

4) Recruitment : We at HR have to identify the position and declare it as vacancy then we can recruit as per our procedure as every body knows.

Other wise go to the transcation code PAL1 and creat sales representative and assign him to respective org div through 0001 infotype. PAL3,PAL4 also may be useful.

Like this at enterprise structure and employee structure HR and SD share common ideas.

2007-10-10T16:31:00.000-07:00

What Is ESS and MSS?

Explain briefly the process/functionality and the distinction between ESS and MSS.

ESS - Employee Self Service is an web enabled tool used to update their own datas by the employee itself.

MSS- Manager Self Service is an web enabled tool used for Managers to take report or update the datas of subordinate.

This will give you a comprehensive idea:

To implement LEAVE REQUEST &APPROVAKL, both ESS and MSS are not mandatory. But ESS is required.However this functionality is developed to be avaialable in MSS also if a client wants have both ESS and MSS. Without MSS, the business flow of Leave request would be in ESS is like this:

1. An employee wants to take two weeks of leave. He or she accesses the Leave Request Web application. He or she sees in the Team Calendar that other team members also have leave at the same time. Nonetheless, he or she requests leave for the planned period.
2. The leave requires approval. The system automatically determines the approver responsible and lists the name in the Web application. If required, the employee can overwrite the name of the approver.

1. The employee's request is stored in the database of leave requestswith the status Sent.

2. Once a day, the RPTARQEMAIL report (Leave Requests: Send E-Mails) is run in the background. The system sends an e-mail to the appropriate approver for the requests with status Sent that require approval. The e-mail notifies the approver of the steps required.

3. The approver accesses the Approve Leave Requests Web application from the Universal Work list.. The application provides the approver with a list of all the leave requests that require his or her approval.

4. The approver selects the employee's leave request. After checking the Team Calendar, the approver realizes that the employee's leave request cannot be approved since it would mean there would not be enough team members at work for the period in question.

5. The approver writes a note in which he or she states why the request has been rejected. He or she then rejects the request.

6. The RPTARQEMAIL report sends an e-mail to the employee notifying him or her that the request was rejected. The employee accesses the Leave Request Web application. He or she selects the request in the Absence Overview. He or she sees in the note the reason why the request was rejected.

7. The employee looks at the Team Calendar and finds a period in which no other team members are on vacation. He or she changes the period of the request. The employee specifies the change in period in the note.

8. The RPTARQEMAIL notifies the approver of the request by e-mail. This time the approver can approve the request.

9. The request receives the status Approved in the database. The RPTARQEMAIL report sends an e-mail to the employee notifying him or her that the request was approved.

10. The system processes the requests further according to their status:

11. The RPTARQPOST report (Leave Requests: Post) writes all requests in the database that have the status Approved to the Absences (2001) or Attendances (2002) infotype.

12. The system may not be able to post the requests to the infotypes if, for example, they collide with other infotype records. These requests are given the status With Errors.

13. The RPTARQEMAIL report sends an e-mail to the relevant time administrator to notify him or her that the requests were unable to be posted.

14. The time administrator accesses the RPTARQERR report (Leave Request: Process Posting Errors). It lists the requests with errors.

15. The time administrator analyzes the error situation in the backend system.

16. If he or she can solve the cause of the problem and save the data record in the infotype, he or she uses the RPTARQERR report to set the request to Posted.

17. If the problem cannot be solved, because the employee has other commitments at the time, for example, the time administrator rejects the request.

18. The RPTARQEMAIL report sends an e-mail to the employee notifying him or her of the change in status of the request (in ESS)

MSS: it is a web based application designed for the people who carry out management tasks. Here is the brief description.

This Manager Self Service is designed for all employees who perform management tasks at an operational level, for example:

i. Line managers

ii. Team leaders with project management tasks

iii. Department heads

In particular, the business package supports managers perform the following:

1 Tasks related to the personnel responsibility for their team

- Controlling tasks within their budgeting responsibilities
- Planning tasks
- Project management tasks

* Budget* -- Supports managers in fulfilling their cost and budget responsibilities, including annual budget planning, budget monitoring, cost analysis, and correction of postings. Managers can check critical variances, monitor travel expenses, and track budget consumption on projects.

*Staffing* -- Supports managers in their HR-related administrative and planning tasks. The application supports HR processes relevant to a manager's particular tasks -- from recruitment to the annual employee review and compensation planning. It allows a manager to display attendance information, as well as to change data for employees who have no access to PCs. SAP Manager Self-Service supports flexible reporting on data from different data sources, and a quota planning function enables managers to plan future staffing quotas.

In the latest release there some additional functionalities (iViews) are added.

ESS: Allows employees to create, display, and change their own data in the company's intranet. In Personnel Administration, for example, employees can use the Personal Data service to create and edit their own personal data. In this way, employees can keep their own data up-to-date, while simultaneously reducing the number of time-consuming and expensive activities performed by the Human Resources Department.

Employee Self-Service of mySAP ERP enables employees to create, display, and change their own HR-related data in the Enterprise Portal. It covers data from various business areas:

- Working Time
- Career and Job
- Employee Search
- Personal Data
- Benefits and Payment
- Travel Management
- Corporate Information
- Life and Work Events
- Training related details
- Qualifications
- Appraisals
- Participation in the Appraisal process* etc.

2007-10-10T16:24:00.000-07:00

Details About Time Types

What is the importance of time types in time evaluation?
How time evaluation creates time types?
What are the tables or the info required to create time types?

Time types play an importatant Part in Time Evaluation:

1) They help in creating the TIME ACCOUNTS for the employee
Once the Time evaluation is run we get time wage types which are set to payroll for calculation of rumuneration for the employee and also we get Time types which are used to show time accounts (with the help of Time balances) for the employee.

Time types store time balances.....

Let me give you an example:

Say time type-0002 (Periodic balance)

If a particular employee worked 10 hours. In a day that 10 hours is stored in ZES (Daily Balance) AND Total cumilation for the whole month say 200 hours in SALDO (Monthly Balance), the whole balances are Put in a Time Type.

V_T555A - used to view time types for a particular period.

These time types are stored in cluster B2

There is one more thing like, Time types and the Processing types are combined to form Pair which is used to calculate over time, form absence pair, attendence pair etc. You can see in detail if you go to T555Z (Time type determination)

2007-10-10T15:45:00.000-07:00

More SAP Human Resource Interviews

1. How can you create new objects in org. mgmt?

A. To create a new object go to OM -> Basic Settings -> Data Model enhancement - > Create Objects their relationship and TC.

2. Can you assign a job to another job, and a position to another position? Explain.

A. We have to assign Position to Job. Because Job is General (Eg: Manager) and Position is Specific (Manager -Hr). We can relate two Positions like Reports to, subordniate...

3. What do you mean by assigning priorities to positions in recruitment? In orgn. Mgmt.?

A. In which Priority the applicant can apply for Position.

4. What is meant by an enterprise structure? (I said it comprises of Company code, Personnel Area and Personnel Subarea, but the panelist says, he's not satisfied with the answers. Do I need to add anything else to this answer?)

A. You have to explain the full concept of Enterprise Structure and how it related to Employee Structure and where we assign this to Employees, and for what purpose we defining the Ent structure.

5. How many co.codes can you assign to a personnel area? How many pers. Areas can be assigned to a company code? Explain.

A. Co Code can contain any number of PA, but one PA must contain One Co Code. Because Co Code is the legal entity of the company, using which the FI people draw various statements like BS, PL account.

6. What is the IT to store educational establishment types? Why do you need them? Do educational certificates and branches of studies come under the same IT?

A. IT0022. To maintain the educational details of the employee.

7. What is the IT store employee's previous industry sector?

A. IT0023.

8. What are dynamic actions? Where do you configure them?

A. Dynamic Actions are automatically trigerred by the system when certain actions met. Eg: If you enter no of Child as 2 in IT0002, the system automically triggers the IT0021, subtype Child to enter the details, Otherwise it wont trigger the IT0021, if you didnt mention any value in no of child in IT0002. Same like that we can configure Dynamic Actions depends on our need using the path IMG->PM->PA-> Customizing Procedure -> Dyn Action. or by using Table T588Z.

9. What is meant by work schedule rules?

A. WSR is used to define your WS for a defined period. It Comprises your EE Subgroup,PWS, HC. We can default the WSR using the Feature SCHKZ for your grouping.

10. Today is a holiday, and is paid, where do I do specify such type of things?

A. Using Holiday Class and Day Type.

11. What is meant by counting classes?

A. Counting Classes are used to define your various Counting rules for your A/A types.

12. What is the feature used to create a personnel no. How do you create a personnel no.?

A. NUMKR. Using the Tcode PA40.

13. What are the features connected to Organizational Assignment?

A. ABKRS, VDSK1,PINCH.

14. What is the feature IGMOD used for?

A. It is used to define your Infogroup.

15. What is meant by valuating of base wage types?

A. USed to valuate your WT, if it depends on some % of other WT. Say HRA is some 20% of Basic.

16. What is meant by day types?

A. Day types used to determine the particular day is payment relevant or not. 0 - Work/Paid, 1 - TimeOff/Paid, 2 - TimeOff/Unpaid, 3 - TimeOff/Special.

17. What is meant by Applicant Status and what are the reasons? Why do you need them?

A. Applicant Status denotes the current status of the Applicant, say Screening, On Process, On hold, Rejection and we have to define various reasons for each and every Status. Say why the Applicant Status is OnHold.

18. In which IT do you assign an applicant to a vacancy. Where do you assign that status?

A.Status we can assign using the TCode PB40.

19. How do applicant actions differ from applicant activities?

A. Applicant Actions can same as above like Rejected, On hold, On process. Activites can be what are all the various activites perform for each activity for the Applicant.

20.What are the ways to transfer applicant data? What is the difference between them?

A. PBA7 and PBA8.

21. What is the difference between prebooking and booking?

A. Booking is the actual booking of Attendee for an event, Prebooking is used to check whether the Attendee already booked for the event.

22. Tell me something about the IT Payroll Status

A. IT0003 is used to define the current payroll status of the employee like released, exit. We can lock the personnel number using the IT0003.

2007-10-07T12:29:00.000-07:00

Time Management Queries

What is Attendance & Absences Quota?

Absence Quota:
An employee's entitlement to a certain absence. The quota has a limited validity period, and is reduced by each recorded absence. Attendance Quota: Determines an employee's time-restricted entitlement to certain attendances. One such example is overtime approval. Recording an attendance of this type reduces an employee's entitlement

What is Substitutions?

A substitution is employee working time that deviates from planned working time and/or is paid at a different rate because the employee works at an alternative position. Substitutions allow short-term deviations to personal work schedules, as well as different payment for an employee, to be recorded in the system. Substitutions can be set up regardless of whether the absent person is actually being replaced or substituted for temporarily.

What is Availability?

Description of when a service employee is or is not available.The resource planner uses availability as background information when scheduling a service employee.

What are Attendance & Absence Types?

Grouping together of employees' scheduled attendances and actual attendances according to the reason for the attenance. Attendances canalso be grouped for other personnel-related reasons, such as for employee time accounts and for valuation of personnel times.

How do we record a Overtime?

Overtime approvals can restrict the amount and the exact point in time when working time is recognized as "overtime." The type and amount of overtime compensation also depends upon this criteria. The normal working time of an employee is used to determine overtime. Normal working time can also be calculated according to the specific time periods used to perform weekly or monthly overtime calculation analyses.

What is Attendance & Absences Counting Rule?

Att Counting Rule:

Statement that determines deduction days/hours and payroll days/hours from attendance days/hours. An attendance counting rule is made up of several attendance counting rule items.

What is the difference among work schedule, daily work schedule and work schedule rule?

Work schedule: The work schedule define an organisation works timetable, and contains information on working and
break times for group of employees.

Daily Work Schedule: It defines the start and end of working time of the day.

Work Schedule Rule: WSR defines the period work schedule in more details. The Employee Subgroup, Personnel Subarea for workschedules and Public Holiday calener are taken into account.

What is counting rules?

Counting Rule for Abs/Attn. - Specifies conditions that must be fulfilled for counting rule to be chosen, and specifications that
decide how the attendances/absence are counted to determine the payroll days or hour.

What is time quotas?

Time Quotas. - It is related to absence and attendance.It is required at the time of grouping of 'Employee subgroup for Time
quota' and 'Personnel Subarea for Time quota'.

Is absence/attendence quotas are part of time quotas?

Yes.

What is TMW & what are its functions?

Time Manager's Workplace is the option for time administrators to enter the time datas, it is mainly for maintaining the time events in decentralized. Using intutive ID they will enter the time events and also absences, OT.

What is Rounding Rule?

It is a rule to round the absence and attendance hours which will be attached to Counting Rule and then assign to Deduction Rule.

What is Quota deduction?

Quota deduction is the deduction of employee's absence from the entitlement for any base period.

What is Quota Compensation?

Quota Compensation is how the quota is compensated either by off or by encashement.

2007-10-07T12:25:00.000-07:00

How to Start 'AS IS' Statement?

I am new to preperation of the 'AS IS' phase statement while implementing the SAP HR india pay roll project. Previously I worked on the configuration part only but I am never involved in preperation of 'AS IS' statement.

Presently in my company they are asking me to implement sap hr india payroll project in india, for that I need to start with 'AS IS' statement.

How to start doing the project in 'AS IS' ?

Are you working as a technical person or functional person?

This work is of a functional consultant.It involves understanding the complete functionality of the system.

It involves detailed understanding of how the HR department is functioning because based on that only you would provide a solution to them. Like suppose you are implementing SAP HR module for them then in the AS-IS and TO-BE phase, you need to prepare all the documents of the process flow (you can prepare them in word). Like suppose you are implementing for PA then you need to identify how many personnel areas you need to make, how many subareas you will make, employee groups, subgroups, based on what you are classifying them? This all will come in the master data document which has to be approved from the client whoever he is .

Like if the current system is on mainframe or for some specific applications like for recruitment the system is on mainframes and the client wants to keep that system as well then interfaces need to be identified which will be there because you will have to upload the data to sap system using bdc.

Like this for every process there will be a document.Even for actions like:

- Hiring
- Newly Hire
- Termination
- Transfer
- Layoff etc

You will have to see what all actions your client wants, like if there is an action transfer which is run for employee what all will be the reasons you will be configuring for that action. This will be told by the client which can come out after a series of meetings and after discussions you will have to come out with the document that these will be action types. These will be the action reasons, these will be the action codes for that. This will be in the TO BE process document.

After this phase is over complete configuration can be done.

Actually AS-IS process in summary involves a :

1) Series of meeting with the client.

2) Gathering complete information about the existing system.

3) Preparation of the blue print documents describing the complete AS-IS process ,i mean the existing system.

4) Flow charts should be included in the as-is blue print process flow document describing the complete process.

5) After this is finished u have to give the TO-BE process structure that will be implemented in SAP.

6) After that there will be some things which cannot be implemented in SAP so the gaps are to be identfied.

7) These gaps are to be documented in white paper for the client.

It is a lenghty process but not so difficult only the thing is that the functionality is to be understood properly.

2007-10-07T12:22:00.001-07:00

SAP Organizational Management Q and A

These are the answers for the following questions:

1 ) What is the Difference between "Evaluation Paths and relationships "
An evaluation path describes a relationship chain that exist in a hierarchical structure between the objects (eg: O-S-P ). Relationship(1001) is an infotype generally applicable between two objects.

2) How many cost centers can we assign to a org unit ?
Generally we can assign only one cost center. It always refers to parent cost center.

3) What is difference between - Simple maintainence and Expert Mode?
Both the interfaces are used to create Org structure. If the company needs to create a huge structure, we will use Simple maintenance, because it is user friendly that is it is easy to create a structure, the system automatically relationship between the objects. Using Infotypes we can create Objects in Expert mode and we have to use different transactions to create various types of objects.

4) What could be a possible structure of a org unit, exg - if a organisation has branches in 34 countries and head quarters being in london, and having a work center or branch in bangalore, how do we relate sitting in banglaore to London mother company?
This can be done by Enterprise structure that is Personnel Area and Various Personnel Sub areas.

5) How many Company codes can a company can have at a time?
Any number.

6) How can one know if a position is vacant or occupied in a company?
We can identify the vacancy position in IT1007.

7) Can a junior employee report to 4 different supervisors, if yes, how?
There will be only one supervisor for a employee to report. In case of concurrent employement the employee can report to corresponding Administrator.

8) What is the difference between " Job and Position"?
Job is not a concrete, it is General holding various task to perform.(Eg: Manager, GM).
Position is concrete and specific which are occupied by Persons. (Eg: Manager - Hr, GM - Hr).

9) What are the infotypes in OM - Please this is important
From 1000 to 1999.

10) What can a end user do in OM - if he can face a problem where can he face a problem ?? In regular intervals?
Creation of various objects like O,S,P,C,A. Creation of Org Structure.

11) How do you assign a single person for two roles, Can we assign or not?
Roles is the combination of transactions, reports and other files. We can assign any number of roles to a person.

12) How do you report level 4 person to level 1 person?
By creating relationship between the objects.

13) What do you mean my a Task and where do you assign and How?
Task are the work to be peroformed by the employee. We can assign task to job or position which finally inherit to the holder that is employee.

14) What is an Org's assignment and Org'l Plan, what is the diff between them?
Org assig defines the PA,PSA,EE group, EE subgroup, Cost Center, Payroll area all the default assignment of the person.
Org plan is the structure of the Org.

15) How many structures are there in OM?
Be specific, if you want to know the various structures in HR, it is Org Structure, Enterprise Struc., Personnel Structure. If it is OM, We can create Org structure by using Org and Staffing interface, Expert mode, Simple Maintenance. We can create General Structure, Matrix.

16) What do you mean by reporting Structure?
Reporting structure is to view the reporting objects, that is who is reporting to whom.

17) What is the difff between Simple Maintenance and Detailed Maintenance? and which one you used in your project?
As already explained. Usage depends on the Company.

18) What are the buliding blocks in OM and where do you assign them?
There are totally five objects in building blocks of OM, that is O,C,S,P and Cost center. Using relationship we can assign them.

19) What do you mean by work centre and Cost center? Where do you assign them. And how many Cost centres can we assign?
Cost center which controls and maintain the cost relevant activities of the company. It is controlled by FICO peoples. Work centers are the exact work location of the employee where the company doing the daily transactions.

20) How do you transfer Org'l Assignment from PA to PD (Answer for this is a bit diff, try it) you can maintain Org Assign using the IT0001.

21) What are the infotypes you used in OM?
As already explained from 1000 to 1999.

22) What is the Tcode to maintain the Standard roles?
Tcode: PFCG

23) What is the Tcode to Change the Standard roles?
Same Tcode : PFCG

24)What is the Tcode to Manintain the Org'l Plan.
It is depend on the interface you are using that is PPOME,PO10,PPOC_OLD, PP01.

2007-10-07T12:17:00.000-07:00

SAP HR FAQ

Q: We have this problem at work, on the org. side the new jobs are there but when we check in infotype 1 it does not pull through. We've tried doing the updates using the LSMW and also a programme but nothing helped. We've tried to run RHINTE30 but still it does not update infotype 1 record. The PLOGI ORGA switch is on. Where can we check or what can we do to fix this problem

A: Hope that is to facilitate the workflow process.That is if you need the flow either up ward only or downward only. Also it may be useful in ESS, MDT/MSSfor leave and attendance, appraisals, HR info of the employee and updation, etc.,see the switches if it is related to jobs on the switches not only orga textc,texto,texts switch on and try it it will come it wont work out onlywith orga

Q: Where can we see the integrations is switch on, is there a table?

A: Use T77s0 for PLOGI ORGA.

Q: Can u tell me how to find the UGR of an country?

A: To find User Group, Go to System -> User Profile -> > Own Data ->> Parameters -> UGR
IMG > Personnel Management > Personnel Admin > BasicSettings > User Parameters

Q: How can we give abscence quota's for a group of employees.

A: I known that by running the report RPTQTA00 we can give but what are the customizations we have to do in IMG

Q: Creation of wage type

A: See you can create wage type in> PM----PA----Payroll dat----basic> pay----wagetypes---create Wt catalogue./
Wage> type group>
For running a payroll you need to create a payroll areas and that you need to fine with client about his requirement.

Q: I want the T-code of that window where it asks for evaluation path. I want to generate the report in OM.

A: Transaction S_AHR_61016529 or program RHNAVIG0.

Q: How to find the UGR of an country?

A: An UGR would be only to users, as thename indicates is a User Group and is not related to a country.If you want to find the user group of a person, then you can go to:
System->User Profile->Own Data-> Parameters.Here you can find the UGR settings for the user.

Q: Do you want to know the country grouping (molga)

A: Then see "Mol" in *System->User Profile->Own Data-> Parameters screen
If you are looking for Usergroup then See UGR
An UGR would be only to users, as the name indicates is a User Group and is not related to a country.If you want to find the user group of a person, then you can go toSystem->User Profile->Own Data-> Parameters.Here you can find the UGR settings for the user.

Q: I have to create a root organisation unit in Development system. Now I want to transport the changes to Test and production system. The Transport settings in The IMG is 'X' that no transport request should be generated. So, is it advisable to change the settings to blank and then develop the transport request and arrange the settings back to normal once the transport request is generated for PPOCE.

A: If you only need to create one root object, it's simpler to do it manuallly in all three systems. Don't forget to check the range number in all the systems, though.

Q: Or is there any other way to transport the changes made in PPOCE or shall I do that manually in every system. I have to only create a Root organisational unit with same object Id in all the systems.

A: Just find with the basis consultant he will make it for you. Give sugestion becoz generally we release the transport request in dev. server from there the basis consutlant will transport to QAS and production server. There are so many transport request goes to system. So if it get jam. You can tell your basis consultant to restart server. Then it will be clear.

Q: I need to execute one scenario. "Coordinators will try to book one employee for one business event, but on that day he will be on leave", what should be the process incase I need to see that the person is not booked.

A: For checking whether the person is booked or not, go to transaction psv1

Q: Can somebody explain me with examples about the following terms?
- Staffing Status
- Staffing Percent
- Percentage Approved
- Percentage Reserved

A: This is reg your 4 terminologies staffing status is related to "position" in OM as vacancy, or no vacancy or obselete etcstaffing percentage is related to a particular personnel no . Its stored in Relationship table HRP1001. You can understand that some % of working time is spent in specified position.the other 3 terminologies "percentage approved and "percentage reserved" to be explored.

Q: First of all we wanna tell you what we are doing step by step. After logon process, we entered the transaction code PM01 to access "Create InfoType" screen. Then we selected the tab "SingleScrn" to generate new objects into existing infotype. To do this, we entered "0005" as infotype no and "YU" as infotype version for Serbia. And then we just clicked on the button "Generate Objects" which exists right hand side of the screen.We got the error message "HCMT_BSP_PA_YU_R0005 does not exist".

A: IT0005 is a standard IT and already exists, you cannot CREATE it. If you want to create a customer infotype, it has to start with 9*.

2007-10-07T11:54:00.000-07:00

Questions and Answers for SAP HR

What do you mean my a Task and where do you assign and How?

Task is a description of an activity in Organizational Management which is performed within an organizational unit.

one can assign an organizational unit, job, position, person (employee) or user a task in order to describe their function in an enterprise. A task which you assign, represents a characteristic of an object.

What is an Org's assignment and Org'l Plan, what is the difference between them?

Plan versions are scenarios in which one creates organizational plans.
In the plan version which you have flagged as the active plan version, you create your current valid organizational plan. This is also the integration plan version which will be used if integration with Personnel Administration is active.
As a rule, a plan version contains one organizational structure, that is, one root organizational unit. It is, however, possible to create more than one root organizational unit, that is more than one organizational structure in a plan version. Organizational assignment is assigning the persons i.e., employees to certain position according to organizational structure and plan.

How many structures are there in OM?

In the SAP System one can use several structures to represent the legal and organizational structure of your company. You can structure from the point of view of accounting, materials management, and sales and distribution. It is possible to combine these structures. The organizational structures form a framework in which all business transactions can be processed

What do you mean by reporting Structure?

Reporting structure is the organized hierarchical structure where the different positions (persons) will have to report to various positions according to your organizational structure.

What is the difff between Simple Maintenance and Detailed Maintenance? and which one you used in your project?

Simple Maintenance in Expert Mode is one of the methods you can use to develop and model organizational plans in the component Organizational Management with speed and efficiency. Besides mapping your current organizational and reporting structure, Simple Maintenance gives you flexible tools to plan and model future structural changes well in advance. SAP Business Workflow users do not need all the functions available in Organizational Management. For this reason, the original concept behind Simple Maintenance was to provide a tool that allows users to build and maintain organizational plans, with speed and simplicity. For Organizational Management users, Simple Maintenance is best used to establish the basic framework in organizational plan development.

Simple Maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, one can create ones organizational and reporting structures step by step.

What are the building blocks in OM and where do you assign them?

Organizational units, Positions Tasks, Persons , etc, are the building blocks of O&M. you create them as part of your organizational plan.

What do you mean by work centre and Cost center? Where do you assign them. And how many Cost centres can we assign?

Cost centre is an object used to refer to work centre activities are going on from cost point of view which is important from cost point of view. Work centers are the objects (physical locations) where actual work takes place

How do you transfer Org'l Assignment from PA to PD? (Answer for this is a bit diff, try it)

I think this can be done by editing your staff assignment. Here you can decide which positions belong to the organizational unit.

What are the info types you used in OM?

From 1000 to 1999

What are the infotypes used for time management?

2001 absenses

2002 attendances

2003 substitutes

2004 availability

2005 overtime

2006 absence quota

2007 attendance quota

2010 employee remuneration information

2011 time events

2012 time transfer specification

2013 quota correction

2050 annual calender

2051 monthly calender

2500 pesonnel work schedule time

2501 employee time and labour data

How do you create an evaluation path?

Evaluation paths are created in organizational management Customizing under basic settings. One or more relationships form the navigation paths for an evaluation. These enable us to report on and display structural information, for example, organizational structure or the reporting structure. We can create alphanumeric evaluation paths with a maximum of 8 characters starting with Z.

What is an infotype?

Well an infotype in short is a "type of information". It is a set of logical data grouped according to subject matter, eg. Addresses (organization assignment, personal data, addresses, planned working time, basic pay, bank details, etc.) infotype, contains name, first name, Address for correspondance, Permanant address, city ......so on. There are over 5000 infotypes exists. The infotypes can be created, changed, copy, delimit, deleted..

We can create infotypes useing the following path:

Org Mgt->expert mode->(Object) The Maintain(object) screen appears
In plan version and object fields enter data as required . In the infotype field , select the infotype you want to create,Using the tab pages select the status the new infotype record

Choose Edit->create infotype

Enter appropriate fields and save....

Explain the uses of the simple maintenance interface?

Simple Maintenance is used when Staff assignments and reporting structure are to be changed. There are three main areas in Simple Maintenance. Each area contains particular maintenance functions, depending on whether you want to edit organizational structure, staff assignments or task profiles. For Organizational Management users, Simple Maintenance is best used to establish the basic framework in organizational plan development. For complete, detailed editing of individual organizational objects in your organizational plan (editing particular positions or organizational units, for example), we recommend that you switch to Info-type Maintenance. Simple maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, we can create an organizational and reporting structures step by step.

What is the use of INFOGROUPS?

The infotype group (commonly known as infogroup) guarantees that during the personnel action, all information needed for the business processes is stored. The infogroup is processed when you perform a personnel action.

- An infogroup exists in the standard system for every personnel action type.

- In Customizing for Personnel Administration, you can tailor the make-up of the various infogroups to the requirements of your company.

- You can define infogroups as user-group dependent.

Infogroups are used in Personnel Actions to define a set of sequencial infotypes that you would be using while performing an action. For example, when you hire, you would want to use IT0000,0001,0002,0006,0007,0008 etc in a sequence- in a particular order. So define an Infogroup for this purpose which contains all these infotypes, their order of execution and the user groups it is applicable for. Then you assign this infogroup to the action that you had defined.

What is PROCESSING CLASS, where we do them and why?

Wage type characteristic that determines how processing is conducted during the payroll run.

What is EVALUTION PATH, where do we do it and why?

A chain of relationships between objects in a hierarchical structure.
for eg. O-S-P(Organization->Position->Person).

What is INTERNAL PAYROLL PROCESS?

Payroll process(program) is run at a specific point in time, not only to calculate an employee’s basic remuneration but also any special payments, overtime payments or bonuses that must be effected for the period in question.

2007-10-07T11:50:00.000-07:00

SAP Human Resources Frequently Asked Question

A: Check the path once again. Check the upper and lower cases. Define you parameter file name like filename-fileextern. Depending on the place where the flat file resides, the procedure varies. OPEN DATASET is used for upload of file from the host system. If your flat (text) file is on the PC, you can use the function WS_UPLOAD which will upload your text file into an internal table. This internal table data can be loaded into SAP. The syntax is as follows:

CALL FUNCTION 'WS_UPLOAD'
EXPORTING
FILENAME = pcfile
IMPORTING
FILELENGTH = fileleng
TABLES
DATA_TAB = internal table name
Please note that you have to specify the pcfile of length 128.

A: Make sure that the plan number is established through the IMG. (And that it is not the active plan.)
Go Human Resources -> Organizational Management Tools -> Plan version -> Copy.
It runs RHCOPL00. All or any portion of the plan maybe copied and manipulated and then copied back in to the active plan.

Q: We have multiple ORGs as we have many subsidiaries of our Parent company. These subsidiaries are defined as ORG and are assigned an ORG-ID. Within each ORG, we have Divisions (e.g. Human Resources, Finance, Materials etc.) and within each division we have Departments (e.g. Payroll, Labor Relations, etc.). We plan to use Personnel Development( PD). What is that we have to consider in this case?

A: Options for the BSI Tax Formula can not be configured.
Possible entries are available in BTXFORM, and they depend on the 'tax authority' ( BTXAUTH) and the 'tax type' (BTXTAXT). Use data dictionary to check existing entries. This data comes from BSI. Tax calculations are done in the
BSI programs (via RFC from the USTAX function in the payroll schema).

A: RFFOCUS_C does not produce any accounting entries. During the FI/CO interface run , 559 wage types may be posted to your cash account

Q: We are using the PAI user exit in MP000800 screen 2000 to modify the BET01 field. After modifying the value, the value is not re displayed. However the updated value is saved on commit. Why the value is not displayed after modification?

A: Yes. It is True. You may have to apply OSS.

2007-10-07T11:48:00.000-07:00

Human Resource Interview Questions

How do I change the hiring date which is wrongly entered without rehiring and changing personnel numbers?

There are Three Scenarios when you may need to change hiring date:

1) After payroll is run - when hiring date is before actual Hiring date.
2) After payroll is run when hiring date is after actual Hiring Date.
3) Before the payroll is run.

1) PA30 -- Copy actions infotype - action type - incorrect entry -- save and come out PA 30 copy actions infotype -- action type - correct entry - now correct your entries, save your date is changed.

2) PA30 - Utilities - change payroll status - delete accounted to feild, save and come out - then again utilities change entry leaving date - corrrect the hiring date - save and come out.

3) PA30 - Utilities change entry/leaving date change your date and save.

1. What is the use of IT 0003 ?
2. What is the differ. between App.Range and App.Group ?
3. What is the role of Enterprise structure and Personnel Structure in Time Management and Payroll?
4. I hired one employee, after three months he promoted as Manager, after one year again he promoted as GM, how many times will you upload this data by using LSMW ? and Explain in detail ?
5. What is the relation between IT 0007 and IT 0008 ?
6. What is the diff. between Job and Position in OM ? Can you asign Task direct to Position without Job ?
7. What have you done in Recruitment ?
8. What are the fields in IT 0007 ?

1. IT 0003- Infotype in which data on the Payroll status and Time Management status is stored. For example, the system stores the date of the last payroll run performed for the employee in the Payroll Status infotype (0003). The system automatically creates this infotype when the employee is hired. In general, the system updates the infotype and writes the changes to the payroll past.

2. Application range-It is used to classify applicants according to either hierarchical or functional criteria. Hierarchical classification involves classifications such as executive employees, salaried employees. Specialists. Functional groupings include corporate management, administration, production ......

Applicant group- It is used o classify applicants according to the type of employment contract for which they are applying. Exa- employees with a permanent contract, employees with a temporary contract and so on...........

3. Enterprise structure- It specifies groupings for Time Management. This enables to set up work schedules, substitution types, absence types, and leave types on the basis of a specific personnel sub area.

Personal structure- The employee subgroup grouping for the work schedule enables you to determine which work schedules are permissible for which employee subgroups. The employee subgroup grouping for time quotas enables you to specify which attendance and absence quote types are eligible for which employee subgroups

4. Relation between 0007 and 0008- The system takes the employment percentage and the average number of working hours from infotype 0007 and suggests them as default values for the capacity utilization level and working hours per period in infotype 0008.

5. Job Job is nothing but a general classification of sets of functions. A job describes a position. The position automatically inherits the tasks and and characteristics assigned to the job through a relationship.

Position-It can be occupied by holders at company. Each position occupied by a employee. Multiple assignment are possible. Position can be 100% filled, partially filled or vacant.

6. IT 0007 fields- Work schedule rule, Time management status, working week, employment percentage, Daily working hour, weekly working hour, monthly workinh hours, actual working hours, weekly workdays.

FAQs

2007-10-01T15:58:00.000-07:00

1) How to group employees for their allowances in payroll?

Go to basic salary of india in Payroll india and group the employee first depending on the allowances to be paid and this is
applied for even differantiating the employees into groups depending on their pay structures.

2) In OM, how to get the details for group of employees (ex.) group of Drivers in the organisation?

Drivers can be identified depending on their position at which they are working and you can have a different job codes for them who do you want to look into.

3) How is Time managment and payroll is integrated?

TM MGMT and Payroll are integrated in ways are time data is collected from the info type 0007 and these hours are taken in basic as Number of hours worked or utilizwed, and even with time evaluation and last with schemas integration.

X000 schema carries xt00 and these data can be transfered between other modlues.

4) What are the other modules integrated with OM?

OM contains all the modules to be integrated, depending client requirement it is done. As OM-PA, OM -RECT, OM-BENEFITS, OM-TRAINING & EVENT MGMT, OM - PD AND OTHERS.

CHECK THIS BY GOING TO IMG --> CTRL F AND GIVE INTEGRATION WITH OM )
CHECK ALL OF THEM , GO FOR PROGRAM

RHINTE00 PHINTE10 , PRHINTE20 , PHINTE30 AND 40 ALSO.

5) In TM, if group of employees get 10 days of annual leave, what will be the time evaluation status?

TIME evaluation shows the exact details maintained over to the employee through his 2006 and 2001. if they are all allowed to take leave it shows leave as paid or unpaid depending on the configuration done by the consultant for these situation. in
processing time data in payroll or even Time evaluation ( Valuation of absences ) also.

6) Find the scenario and give the result : A,B,C are employees, where A,B will get basic,HRA,DA. C gets Basic and DA. How to group for the allowances?.

Allowances are paid depending on his gradation and even wages are also paid on this criteria, if AB are paid bas, hra and DA then take three wage types ans assign to the ES Grouping and don't give HRA wage type to C.

Check basic salary of inda and ALlowances in indian payroll thorougly, bcos first of all v have to undestand this first and
then you have to decide the emp sub gtroupings.

FAQs

2007-10-01T15:53:00.000-07:00

SAP HR Interview Questions

1) What is internal recruitment ?

Internal recruitment is search for internal applicants. when you integrate with personal development, you can use profile match up which help to search for resources internally.

Also In recruitment it is represented by 'P' as Person and 'AP" as external person.

2) What are problems generally faced while posting result to FICO ?

Normally mismatching of amount get posted.

3) What is controlling area, what does it do, and how were is it assigned ?

Controlling area is under of FI person which helps to set for costing purposes also based on thses fiscal variant is set.

4) What is the purpose of creating symbolic a/c, what is transaction code for same ? Can we assign one symbolic a/c to multiple wage types ?

It depends upon your payrol requirement to create salary head like expense account etc.

5) What is REPORT VARIANT FOR OFF CYCLE ACTIVITIES, what do we do in this step ?

Variant is to save all input field parameters. once you saved as a variant , you can use the same for future purposes.

6) What all infotypes which has to be created at the time of hiring OR PA40 and cannot be maintained later with PA30 ?

Why you require creation of infotypes...

7) If we have to create multiple positions, what method OR tool we can use to avoid errors due to creating them manually.

You can create muliple position by LSMW or batch programs for the Tcode PP01 or PPOCE

8) What do is LANDSCAPE in SAP Project, I think its related to no. of servers used, Pls correct me if I am wrong, Or what it is ?

It is related to Basis

9) What is the role of a administrator in PA ?

To restrict access to Personnel administration based on PA/PSA.

Administrator: we come across for Personnel admininstration, Time management, and Payroll in sap .

Each admiinistrator is reponsible for each individual activity. You can get the name of the administrator in the pay slip so the employee for any clarification he can meet the responsible administrator (accessed through payslip)

This administrtor (is created in PA of PM) is responsible for recruitment.

10) What is golive actually ? What is the role of a functional consultant in it ?

Go live is transfering of data from Development server to Production server.

Development -----> Quality server

In Quality you need to Unit, Integration testing, Once it is OK in Qulaity server,

Then you need

Development ----> Production

HR Certification Experience

2007-10-01T15:51:00.000-07:00

My SAP HR Certification Experience

I went thru my HR Cerification in November. Examination is for 3 Hrs for 80 Questions.

There are 3 types of questions
1. Questions with one answer
2. Questions with multiple answer/morethan one answer
3. Questions with morethan one answer along with Yes/No option for each option

And the total exam is divided into diff. sections i.e, HR essentials, OM, PA, Payroall, TM, Reports, Authorizations etc.
It can't be expect that how many questions will come in each section.

Regarding type of questions, some of them are direct questions, but most of them are secnario based and logial. Need not to concentrate on Table Names and their used and Navigations and all.

Suggestion: Be care while reading the question, and read the question at least three times along with the options because
you will have plenty of time to answer the questions.

------------------------------------------------------------------------------

I have passed the SAP-HR certification exam. Here are my inputs for those who are interested in taking the exam..

There are 80 multiple choice questions.

There are 9 units and questions are asked on each unit according to the weigtage specified in the exam format like +,++
or+++ respectively. For example when I took the exam there were around 11 questions on the first unit marked as ++, around 20-21 questions on the units marked as +++ and around 6-8 questions on the units marked as + .

On the last two units i.e 8th unit and 9th unit only 6 questions were asked in all.

The basic format of the questions :
1. For most of the questions the general format : a statement will be given ( eg: Question :The criteria for personnes subareas are as follows.

Possible answers: There are 5 statements listed below with the option of true or false with more than one statement being true. Each statement has to be marked as true or false and each statement carries 20% weightage. Almost 65-70 questions based on this format and the remaining questions had only one possible answer.

Only 4-5 questions were scenario based questions..There will be ample time to answer the questions so one can take their time to answer the questions.

After taking the exam I felt that the test is on conceptual clarity . So if one is clear on the concepts then can clear the exam.

They DO NOT ASK THE IMG PATHS..so no need to memorise them..

Sample QuestionS

2007-10-01T15:42:00.000-07:00

Sample Question in SAP Human Resources

1) I am running Indian payroll, wage type /130 is not generated, while it should be populated during execution of Rule IN70. Can any body help me in solving the problem?

Ans) Check if the HRA, conveyance and other exemptions are being calculated in. The payroll run, they would move into this wage type and not your custom Wage types. The calculation of these exemptions depend on several other Settings

2) What are dynamic actions and how to configure it?

Ans) Dynamic actions are performed automatically by the system, depending on certain conditions. If maintaining one infotype has an effect on another infotype, the system automatically displays the second infotype for processing.

Dynamic actions can run in the background i.e. the user does not see the run on the screen.

A change in one field of an infotype might require, that certain other infotype be updated at the same time. The details can be specified as a dynamic event. It is automatically triggered by the system.

*Examples: *

The Personal Data infotype is newly created, and the Number of children field is filled. Once the record is saved, the system automatically displays the Family/Related Person (0021) infotype and the Child subtype (2) for processing. An employee is hired, and the probationary period is entered in infotype Contract Elements. Once this information is saved, the system automatically displays a record from the Monitoring of Dates (0019) infotype and the subtype Expiry of probation (1) for processing.

3) What are the Questions asked for PAYROLL in INTERVIEWS?

Ans) Please find the questions below:

1) What is the importance of offcycle payroll?

2) What role does the control record play in pay roll?

3) How do you calculate Retro accounting amounts?

4) What is symbolic account?

5) What is the difference between payroll area, payscale area and personnel area?

6) How do you identify a different wage types?

7) What features do you come across in payrolls employee attributes and CAP PCR. establish the relationship among them?

8) What are the infotypes required for a payroll process?

9) What is the difference between Indian and us payroll?

4) Can any body tell me, how to add the custom reports in Manager's?

Desktop (in SAP) about Manager's Desktop? I've tried to customize Manager's Desktop in IMG but it can't worked.

Ans) Are your reports based on the HR logical data base (LDB). If so then the customization is straightforward to pass the relevant data to the selection screens. Else you will need to pass this through a function for which you may need an ABAPer. You also need to look at the authorization issues for the reports in case it is not using a LDB

5) Is infotype 185 country specific, can it be maintained for India, and will it affect the payroll if it is maintained?

Ans) We maintain subtypes in table v_t591a. Goto tcode sm30 -> v_t591a ->
Select maintain -> it will ask you for infotype for which u want to maintain subtype in your case it is 0185.

6) We created an Appraisal Template now I want to assign it with one Employee or ESG. How I can do this integration and where. What is the next step after this?

Ans) Either you can establish the relationship between the position and the Appraisal Template. Otherwise can restrict the appraisal template based on PSA... However there is no standard setting for restricting the Appraisal template on ESG

7) What is knowledge transfer in sap hr module?

Ans) Knowledge Transfer is a general terminology. It means that you disseminate the knowledge what you have. Say you are teaching one module to other person. You are the giver and the other person is the receiver of knowledge. The process is Knowledge Transfer. You are transferring the subject what you know. KT is not specific to any module.

*OR*

KT in SAP is the knowledge transferred to a reliever who is to take over your responsibilities so that he/she knows what all you have done shouldering the same responsibility. It is done in order to minimize the knowledge gap between the two sides, and facilitate the reliever to carry on the baton from where his/her predecessor leaves. It might be in the form of transferring the soft copies, hard copies of the various documents, verbal one or a written one to make it more formal.

8) What would be basically my roles where I need to provide support or what kind of specs do I need to face. Pls give some examples.

Ans) You are working in Payroll and Benefits, your role can exactly defined after seeing what your Business is doing, are you processing payroll through SAP or you are processing through third party and down load through SAP. In payroll mostly you will get the issue of authorization, and check which all infotypes are going to effect while running the payroll. any issue occur, you need to check the infotypes and while downloading check the fields and verify the data , check the programme and wage types also , whether they are maintained properly etc.

9) Can anybody give some examples of tickets in OM, PA.? What are the tickets you will get in support project please provide me with solution?

Ans) If any issue, user raises the ticket. Suppose in OM, org tree is not visible and in PA updation of master records, wage type permissibility or any issue. Relating to the same. If you have any payroll down load happening, that gets affected due to this infotype. We need to look into as an urgent matter.

10) I am trying to assign an employee on the system to ESS user profile and the message I get is personnel number 00000001 does not exist. [When this employee has full record on the system and is an active employee] What am I doing wrong?

Ans) IT 0185 can be used for India payroll. This is for pan no, gratuity.

This will not affect payroll.

*OR*

We maintain subtypes in table v_t591a. Goto tcode sm30 -> v_t591a -> select maintain -> it will ask you for infotype for which u want to maintain subtype maintain -> in your case it is 0185.

*OR*

Check his Infotype 105 and see if there is a valid record for the employee.

11) I am facing problem in Infotype 0019/ Monitoring of task. Pls help me in doing IT 0019 working, the system is not giving the reminder on set date, is it require some other settings also. Pls let me know what all settings need to be done for this infotype?

Ans) In table V_T531 mention the Lead Follow-up Time and the Units. Like say you want to set the Reminder for 3 months or whatever from the Task Date. This setting will default the Reminder Date.

12) What is diff between simple maintenance and detailed maintenance?

13) What is an Export mode and how do you use it and what for?

14) How many structures are there?

15) What is an Task and how do you assign?

16) Can diff positions an be assign to one job?

17) What is the diff betwwe job and position?

18) What is tcode for org unit?

19) What is an org'l plan?

20) What is cost center and work center...and diff?

21) What is the diff between infogroup and infotype and how do you use and Where?

22) How can you create infotype?

23) What is personnel action?

24) What is Dynamic action and what for?

25) What is period parameter and modifier?

26) How do u config OM and PA?

27) What is Personnel area and can we create multiple personnel areas?

28) How do you activate an employee in IMG?