HCM certification prep.docx

HCM Certification Preparation Topic Areas A Human Resources Essentials Structs in HR- The structs of an enterprise are subdivided into org structs based on an org plan and administrative structs based on the enterprise and per structs An org plan provides you with a complete model of the structural and per environment of your enterprise Hierarchies and report structs are clearly laid out The org plan is the foundation of Org Mgmt The org plan uses elements called objects The most important objects are org units jobs and posns You assign employees in infotype Org Assignment In doing this you include employees in the enterprise per and org structs Info on the org assignment of employees is of great importance for authorization checks for the entry of addl data and for Time Mgmt and Payroll Accounting When you enter data for an employee in infotype Org Assignment the employee is assigned to a company code a per area and a payroll area You also assign employees to posns This results in the employee s assignment to an org unit a job The enterprise struct for per Admin is determined by the fol elements Client Companycode Per area Per subarea A client can either be valid for a company code at the smallest level or for the entire corporate group The company code is defined in accounting Legally required financial statements such as balance sheets and profit and loss statements are created at the company code level The per area is used exclusively in Per Admin and is unique within a client Each per area must be assigned to a company code The final element of the company struct also unique to Per Admin is the per subarea Groupings are defined for per subareas to specify which entries from subsequent settings can cost center be used for employees assigned to a particular company code or per area These groupings directly or indirectly affect Time Mgmt and Payroll There is usually no exchange of data between clients If an employee changes clients you have to create the per number again A per area is assigned to a company code in Per Admin The individual per areas in a company code have four-digit alphanumeric identifiers Per subareas represent a further subdivision of the per area The principal org aspects of human resources are controlled at this level namely the pay scale and wage type structs and the planning of work schedules The per subarea is assigned a four-character alphanumeric identifier The control features are stored according to the country For administrative purposes the employees in an enterprise are divided into two levels The highest level is an employee group the second an employee subgroup These levels are subject to authorization checks to define remuneration levels or different work schedules Employee group is a general division of employees The employee group defines the relationship between an employee and a company in that the employee makes a certain contribution to the company in terms of work Active employees pensioners and early retirees make up the main employee groups in Per Admin The fol are the principal functions of the employee group Default values can be generated for the payroll accounting area or for basic pay The employee group is used as a selection criterion for reporting The employee group is one unit of the authorization check You can generally use the standard catalog to set up employee groups It can however also be extended to suit individual customer requirements The employee subgroup is a fine division of employee groups according to the posn of employees Wage earners salaried employees and non pay scale employees are all examples of subgroups within the employee group active All control features of the per struct are defined at employee subgroup level The most important features are described below The employee subgroup grouping for the Per Calculation Rule allows you to define different payroll procedures for different employee subgroups for example you can specify whether an employee s pay should be accounted on an hourly or monthly basis The employee subgroup grouping for primary wage types controls the validity of wage types on an employee subgroup level whereas the grouping for collective agreement provisions restricts the validity of pay scale groups to certain employee groups When entering data you can define default values using the employee subgroup for example for the payroll accounting area The payroll area represents an org unit used for running payroll All employees who have payroll run for them at the same time and for the same period are assigned to the same payroll area Payroll accounting is generally performed for each payroll accounting area The payroll accounting area provides the payroll driver with two pieces of info the number of employees to be accounted and the dates of the payroll period The number of employees to be accounted is determined using the Org Assignment infotype which stores the payroll accounting area Hint An employee may only change payroll accounting areas at the end of a period If an employee changes status from wage earner to salaried employee in the middle of the month and the payroll area is different for both you should not enter the new payroll area until the start of the fol month You must relate org units with one another in an org plan The hierarchical interrelationships that exist between the org units represents the org struct of your enterprise Each job represents a unique classification of responsibilities in your organization When you create jobs you should consider what specific tasks and requirements are associated with the individual jobs Jobs are used in the fol application comps Shift Planning Per Cost Planning Per Development A posn inherits a job s tasks However you can also define addl tasks that refer specifically to one posn Posns can be filled partially filled or vacant Cost centers are maintained in Controlling and can be linked to either org units or posns Cost center assignments are inherited along the org unit struct Persons generally represent employees in your company Persons hold posns in the org struct which is governed by Org Mgmt Infotypes for persons are maintained in Per Admin and are linked to an org plan through their posn assignment Other defaults in Per Admin employee maintenance can be derived from Org Mgmt data such as the Employee Group Subgroup Infotype Objects consist of parts The first part Object infotype includes the ID number a short and long text and the validity period The second part Relationships infotype contains the relationship s between this and other objects The third part other infotypes form the object characteristics All the data of an object existence relationships addl characteristics are created as infotypes You can define particular characteristics for an object in each infotype Some infotypes can be maintained for all object types for example the object and relationship infotypes Others are only relevant for particular object types such as the vacancy infotype which is only relevant for posns Not all infotypes are absolutely nec However they can provide important info on objects You can maintain an unlimited number of plan versions One of your plan versions represents your current org plan that can be integrated with data from Per Admin This plan version is indicated as the active plan version All plan versions are completely independent of one another Examples of org struct scenarios Restructuring Downsizing scenario Org plans are defined in Org Mgmt This can be done in Organization and Staffing or the Expert Mode In Organization and Staffing you can Maintain the basic data for your org plan Maintain the reporting struct hierarchy of posns that exists between the posns in your org plan Maintain cost center assignments Maintain certain infotypes You must assign a validity period to all the infotype records that you create In this way you can see all the changes that occur in your company You receive a dynamic view of your company Building Org Plan Create root org unit Create subordinate org units Createjobs Create posns Assign cost centers Assign persons Maintain other object attributes Evaluations in Org Mgmt always need a start object and an evaluation path The evaluation path determines which relationships the system should use to reach a different object If you cannot find a suitable evaluation path in the standard system you can create your own evaluation paths in Customizing If Per Admin and Organization Mgmt are integrated you can enter the posn in the Actions infotype You cannot overwrite the fields job org unit or cost center They specify the relationships to the posn Default values can be supplied for the per area per subarea business area employee group and employee subgroup fields Per Admin- - The R Human Resources system stores an employee s data in infotype records Each infotype record has a validity This is generally a validity interval or a key date There are different ways of processing infotype records single screen maintenance per actions or fast entry Fast entry enables you to maintain an infotype for more than one per number simultaneously The Concurrent Employment Model in SAP HR describes the relationship between employee and employer The most important concepts in the Mgmt of Global Employees are as follows Each employee can have multiple per assignments each of which in a different country Each per assignment is linked to the person The person ID enables you to track the global employee in the whole enterprise for the duration of his or her assignment The person ID is stored in the Person ID infotype A per assignment describes the tasks the person has to perform the country of the global assignment and other infotypes In SAP HR a per number is therefore assigned to each per assignment One infotype can be included in more than one menu In the R HR system infotypes that are most frequently used are grouped together by subject matter and assigned to static menus Data fields are grouped into data groups or info units according to their content In Human Resources these info units are called info types or infotypes for short HR data is therefore stored in groups that logically belong together according to content For example place of residence street and house number make up an employee s address and are consequently stored together with addl data in the Addresses infotype Infotypes have names and -digit keys The Addresses infotype for example has the key Infosubtypes or subtypes for short subdivide an infotypes data records You may want to subdivide such info to make it easier to manage or because you want to assign different control features such as time constraints to the various subtypes of an infotype You can also create separate histories for each subtype Example in the Family Member Dependents infotype you enter different family members in the subtypes Spouse subtype Child subtype The entry screens for the various subtypes may be different You can assign access authorizations for each subtype When you update an infotype the old data is not lost Instead it remains in the system so that you can perform historical evaluations Each infotype record is stored with a specific validity period This means that the system can contain more than one record of the same infotype at the same time even if their validity periods coincide If you enter and save new info in an infotype the system checks whether a record already exists for this infotype If this is the case the system reacts based on rules or time constraints set up for that particular infotype or subtype The processing options for infotype records include Create Edit Copy Delimit Delete If you create a new record when a previous record already exists the system reacts in one of the fol ways it delimits extends divides or deletes the record The system s reaction depends on the time constraint The time constraint is a characteristic of infotypes and subtypes In Master Data we differentiate between different time constraints and Infotypes or subtypes with time constraint must be unique meaning that only one valid record can exist for any given period There can be no gaps between records here When you add a new record to an infotype with time constraint the system delimits the overlapping infotype record on the key date and adds the new record This happens with the Basic Pay infotype for example If you delete a record that must exist at all times the previous record is auto extended There can be no gaps between records here Infotypes or subtypes with time constraint can only have at most one record for a given time period There can be no gaps between records If records overlap the system adapts the previous record accordingly by deleting dividing or delimiting it An example of an infotype with time constraint is the Family Member Dependents infotype subtype Spouse Infotypes or subtypes with time constraint can have gaps between records or overlapping records If records overlap here the system does not react at all Examples of infotypes with this time constraint are Monitoring of Tasks and Objects on Loan The Actions infotype is the first of the per action infotypes This infotype logs the per action In this infotype you can also specify a reason for the action In addition you can assign a reference per number if the person to be hired has more than one type of employment relationship in the company several per numbers The status indicators are assigned by the system and cannot be maintained by you The Actions infotype is a prerequisite to the Org Assignment infotype You must save the Actions infotype The values stored in this infotype are copied to the Org Assignment infotype You cannot maintain the values there except for the Posn field Dynamic actions are performed auto by the system depending on certain conditions If maintaining one infotype has an effect on another infotype the system auto displays the second infotype for processing Dynamic actions can run in the background meaning that the user does not see the run on the screen If you did not enter the posn in the Actions infotype you can do so here in the Org Assignment infotype If you need to run more than one per action on the same day you can use the Addl Actions infotype It enables you to log all of the per actions that you perform for one employee on the same day The log includes all of the action types and their action reasons that you performed for an employee on specific dates This means that you can save more than one data record per day for this infotype You should not store per actions that you only use to process more than one infotype in a single info group in the Actions infotype SAP recommends that you use the Addl Actions infotype to log such per actions An example of this type of per action is Change in Pay All of the programs that interpret an employee s status evaluate the Actions infotype only The Actions infotype has time constraint which means that a single infotype record must exist for the entire time that the employee works at your company Time Mgmt- - Evaluating work performed by employees and determining employee availability are essential elements within an enterprise for a human resources system This info is also relevant for other areas such as Controlling and Logistics and is a factor that influences enterprise-wide decisions R Time Mgmt allows you to display and record working times flexibly Info on working times is used to calculate gross wages in Payroll Several options are available for recording working times including Time Manager s Workplace a central time sheet online menus time recording systems and Employee Self-Service ESS applications You can manage time accounts such as leave flextime manually or auto Working times can be used for activity allocation in Controlling Costs generated by the working times can be assigned according to their source in Controlling Info from Time Mgmt is used in Logistics to determine employees availability for capacity requirements planning You can determine work requirements for the enterprise and plan employee shifts Employee planned working time is assigned in the Planned Working Time infotype using work schedule rules Info on working time specific to a particular employee is represented in his or her personal work schedule The personal work schedule contains the deviations from and exceptions to an employee s working time that have been recorded To record employee times in R Time Mgmt such as hours worked business trips leave or substitutions you can use a variety of systems and methods such as Online by time administrators Separate time recording systems Cross-Application Time Sheet CATS Employee Self-Service ESS applications such as Internet applications Workflow forms or touch-screen systems Customer systems with an interface to the R System Time data such as listed above is stored in infotypes A per or time administrator records this data in various ways TimeManager sWorkplace administer data for a group of employees Maintain individual infotypes record and change data through infotype screens Fast entry enter data for one infotype for multiple employees simultaneously The central element in Time Mgmt is the employee s work schedule The work schedule contains planned specifications for the employee's working time The standard R system already contains public holiday calendars Regional holidays are included in the public holiday calendar You can change existing and define new public holidays in the public holiday list In addition you can change existing or define new public holiday calendars You assign a public holiday calendar to a per subarea Public holidays are taken into account when determining bonuses or calculating leave for example An employee s planned working time is represented in a work schedule The work schedule is generated from a period work schedule and a public holiday calendar The period work schedule comprises a set sequence of daily work schedules The daily work schedule contains info on a day s working time including breaks The sequence can reflect regular and variable working times The period work schedule is applied to the calendar The work schedule rule encompasses all the specifications required to define the work schedule The work schedule is used as the basis for time data evaluation The work schedule shows how many hours salaried employees must work to be entitled to their full salary Depending on the specifications defined for the individual employee any addl hours worked are identified as overtime in Time Evaluation If you only record deviations to the work schedule planned working time is used as the basis for time evaluation You assign a work schedule to an employee in the Planned Working Time infotype using work schedule rules You can branch from the Planned Working Time infotype to the personal work schedule You can use two different methods to record employee time data in theSAP System Record only deviations from the work schedule In this method you record time data for employees only when their working times deviate from those assigned in their work schedules You can record the latest employee data such as an employee illness schedule and record substitutions and enter an employee s standard annual leave Record all actual times Recording all actual times In this method you record all actual times that is all types of occurrences such as the hours an employee actually worked absences and so on There are two ways to record actual times a Automatic Recording You can record actual times using separate time recording systems The data is then uploaded to the R System where it is processed in Time Evaluation b Manual Recording You can also record employees working times manually using the Attendances infotype Recording Time Data In R Time Mgmt there are certain master data infotype records that you must create for every employee Time Mgmt data is stored in the same master data records used by other HR areas such as Payroll or Per Planning and Development The fol master data infotypes are required for negative time Mgmt Org Assignment Personal Data Planned Working Time Absence Quotas You record deviations from or exceptions to an employee s work schedule in the Time Manager s Workplace This info is then stored in the appropriate infotypes Employee attendances can be business trips participation in seminars hours worked or teaching a training course Attendances are entered in the Time Manager s Workplace using the relevant time data IDs The info is stored in the Attendances infotype which Is subdivided into various attendance types subtypes Overtime - that is the time an employee works over and above the planned working time stipulated in the daily work schedule - is also entered in the Time Manager s Workplaces as an attendance R Time Evaluation calculates overtime auto on the basis of the complete actual times An employee s absences may include leave or illness Absences are calculated on the basis of an employee s personal work schedule Absence are stored in the Absences infotype which is subdivided into various absence types subtypes Attendances and absences can be partial-day full-day or for several days You determine this in Customizing Attendances and absences can be deducted from entitlements or quotas as they are known Examples of this are the standard annual leave overtime approvals or entitlements to further training Some attendances and absences can influence an employee s remuneration others have a purely statistical function You can set up a different payment in various time Mgmt infotypes such as Attendances Absences Availability to stipulate the fol types of compensation Bonus premium as supplemental remuneration A different payment by assigning a rate deviating from the employee s regular rate Remuneration with info about the posn specific payment for a certain posn Bonus or deduction of concrete amounts using the extra pay indicator and the valuation basis Actual per costs can be allocated either to the employee s main cost center or to another one through an order You can customize which info can be entered with the time data Activities performed in an enterprise can be allocated internally Activities to be allocated internally include employees time data for example when employees work for another department If these times activities are to be allocated between cost centers you enter a receiver cost center as well as an activity type for valuating the activity performed The activity type allows you to valuate the activity with an internal allocation rate in Controlling The sender cost center usually the employee s master cost center is credited and the receiver cost center is debited The Time Data Maintenance and Message Processing tasks are delivered in the Time Manager sWorkplace in the standard system The TimeManager sWorkplace is a task-oriented interface for maintaining time data and processing evaluation messages This interface is specifically designed to meet the needs of time administrators in decentralized departments When recording time data data records frequently overlap one another These overlappings are called collisions in the SAP System When you enter a new time data record the system checks whether other records have been entered for the employee for the same time period Collision checks prevent data records that conflict with one another from co-existing in the system When collisions occur the system reacts by issuing a warning or error message or by delimiting the old record The fol master data infotypes are required for Time Mgmt Org Assignment Personal Data Planned Working Time Time recording info In the SAP HR system the term time evaluation is used to describe the evaluation of employees attendances and absences using a report Time administrators can display and if nec change the recorded time data or maintain it using the Time Manager s Workplace or the Time Events infotype Time evaluation is performed by the time evaluation driver RPTIME It evaluates employees time data that has been recorded either at the time recording terminals or in the time Mgmt infotypes The time evaluation report can also be run for future periods A future evaluation can be useful in the fol situations You want time evaluation to determine an employee s anticipated absence entitlements when absence quotas are generated auto You want to evaluate planned times in shift planning while taking anticipated overtime income into account for example The time evaluation driver RPTIME compares the recorded actual times in this case time events P and P with the planned specification from the Planned Working Time infotype The overtime is then posted to a time account You can also use the time statement to inform employees of their current balances time credits daily attendance times and so on All time Mgmt data is represented in the shift plan in the form of shift abbreviations Data from the personal work schedule is used as the basis for shift planning as well as the shift group of each org unit Shifts can be grouped together into shift groups Shift groups can then be assigned to entry object types such as a department or a work center Cross-Application Time Sheet CATS The Cross-Application Time Sheet CATS is another form of Employee Self-Service You can use it to record the actual working times of individual employees The Cross-Application Time Sheet offers the fol advantages Cross-application standard screens for entering working times Ease of use for all users Default values and data entry templates Integrated approval process Support for corrections SAP enhancements for incd flexibility in the definition of authorization checks plausibility checks and default values CATS regular offers a similar data entry screen and comparable functions to CATS classic However this user interface has been optimized for use as an Employee Self-Service ESS application in a Web browser CATS notebook is designed for use with notebooks and is particularly suited to employees who have to travel a lot and cannot always have a connection to the SAP R system to record their working times CATS instant is an iView and runs in an enterprise portal It enables you to enter your current tasks or working times as you go along CATS instant is aimed primarily at users who have to record billable tasks Such users may need to record the time they have spent on individual tasks accurately and at several times during the day The process in the Cross-Application Time Sheet consists of the fol steps Entry of time data in the time sheet Release of time data Approval of time data also using a Workflow Transfer of time data to the target comp The prerequisites for working with the Cross-Application Time Sheet are Data entry profile for the entry of employee-related data The profile defines which fields are available for data entry and the target applications to which data is to be transferred for example HR mini-master per number and personal data of the employees for whom data is to be entered You can store various employee-specific default values for CATS in the Time Sheet Defaults infotype Applicable authorizations for working with the time sheet Reporting and Analysis Tools- - RPL Lists RPS Statistics RPC Payroll reports RPU Utility reports RPT Time Mgmt reports RPAPL Applicant data reports RPI Reports for creating batch input sessions RH Reports for per planning The matchcode function on the selection screen allows you to select the employees for which you want the report run If you want to reuse selection values that you have set for a report save them as a variant Ad-Hoc-Query enables you to create reports As of C Ad Hoc Query is integrated into SAP Query Although it is called InfoSet Query in other R comps it remains Ad Hoc Query within the Human Resources comp You can access standard reports from the SAP Easy Access Menu or using general report selection The Human Resources Info System HIS makes it easy for you to request and start all HR reports within Structural Graphics Manager s Desktop is a tool specifically for managers in which they can evaluate and change data The Business Warehouse is an independent system in which analyses can be performed SAP delivers business contents in the form of Business Content Recruitment- - You can use the Recruitment comp to complete the entire recruitment process from initial data entry through to filling vacant posns The SAP system supports you in identifying workforce requirements creating job advertisements screening applicants and managing applicant correspondence When you hire an applicant you can transfer the applicant data recorded in Recruitment to Per Admin as employee data Line managers can use the Manager s Desktop to map their decisions on applicants and to trigger further Admin in the HR department efficiently and cost-effectively External applicants can use the Web application and employees the Employee Self-Service solution You can create vacant posns in Org Mgmt In Per Development you can create requirements of the posn or qualifications profiles for applicants in sub profiles You can perform profile matchups and compare applicants with the vacancy assigned to them You can search for qualifications and include applicants in the search in Per Development You can transfer applicant data recorded in Recruitment to Per Admin infotypes You can also include applicants in Career and Succession Planning in Per Development Vacancies shown in Recruitment represent a company s workforce requirements Vacancies are posns that need to be filled either completely or partially To include these posns in the recruitment process you must flag them as vacant If your organization has integrated Recruitment with Org Mgmt you create vacancies in the detail maintenance function of Org Mgmt This creates a record of the Vacancy infotype with all the required info Hint When you create the vacancy you can also enter the abbreviation for the per officer responsible This simplifies data selection in subsequent steps You create advertisements in Recruitment You can enter text assign one or more vacant posns and record the publication date advertising end date and publication costs for each advertisement You can evaluate this info to monitor the effectiveness of your advertising You can link advertisements to applications This enables applicants to apply in response to specific advertisements you can convert all currencies to euro using the conversion report Conversion of Job Advertisement Costs to Euro RPAPLEUR The two-level concept of data recording enables you to classify applicant data in terms of time and organization An applicant s basic data is sufficient for the data transfer to Per Admin After initial data entry the system organizes applicants by Internal external applicants Applicant group Applicant range Applicants who submit unsolicited applications those who reply to an advertisement The system uses the applicant group to classify applicants according to the type of employment contract for which they are applying for example employees with a permanent contract employees with a temporary contract freelancers and so on The applicant range is used to classify applicants according to either hierarchical or functional criteria Hierarchical classification involves classifications such as executive employees salaried employees specialists and so on Functional groupings include corporate Mgmt Admin production and so on The system recorded applications are recorded as either unsolicited applications or as advertisement-relevant applications For multiple applicants the system branches to the Further Application applicant action The system simultaneously imports any data stored in the system for the applicant If the applicant is identified as a former employee the Initial Entry of Basic Data action remains on screen and the system imports any existing data for this person You can overwrite this data if nec The Applicant Actions infotype serves as a record of all applicant actions carried out for an applicant These applicant actions might be Data entry procedures such as Initial entry of basic data Enter addl data Procedures which change the applicant s overall status such as Reject applicant Put applicant on hold The most important piece of info contained in this infotype is the applicant s overall status such as Processing On hold Rejected The overall status depends on the last action performed for the applicant If for example the Put applicant on hold action is performed the applicant is assigned the overall status On hold In the standard SAP system a new record is created in the Applicant Actions infotype for every action performed for an applicant Applicant actions can trigger applicant activities In line with the two types of selection procedure there are also two type of status Overall status This indicates the applicant s current status such as Processing On hold Invite in the global selection procedure for the company Status of Vacancy Assignment in Manager s Desktop Assignment Status Refers to the actual status of an applicant for a particular vacancy The system assigns the overall status during initial entry of applicant data Initial entry of basic data action From then on each applicant must have an overall status at all times The overall status relates to the global selection process for an applicant The vacancy assignment relates to the selection process for one vacancy for an applicant The overall status indicates whether an applicant is currently taking part in at least one selection procedure overall status Processing On hold Invite for example or whether all selection procedures are already completed for the applicant Rejected or To be hired An applicant is assigned a vacancy assignment status when he or she is assigned to a vacancy If the applicant has more than one vacancy assignment each of these has its own vacancy assignment status A selection procedure is complete when the system has assigned either the Rejected or To be hired status to all applicants included in it The fol Recruitment transactions are linked to the object manager Display maintain applicant master data Applicant actions Display maintain applicant activities To be able to use the functions specific to Recruitment in the Manager s Desktop you do not have to make any special system settings However you must ensure that the fol prerequisites are met in Recruitment You must assign each applicant to a vacancy in the Vacancy Assignment infotype An administrator must assign the line manager as the person responsible for the vacancy in the maintenance function of the relevant vacancy The system displays in Manager s Desktop the applicants assigned to the manager provided they have the status In Process Invite or On hold Activities carried out for an applicant within a selection procedure are entered logged and planned using applicant activities Applicant activities are administrative stages through which an applicant passes during the course of the application procedure such as mail confirmation of receipt mail invitation to interview You can link applicant activities to standard texts When you create an applicant activity the system can auto print a standard letter for applicant correspondence The system creates applicant activities auto for an applicant when you perform an applicant action For example if you invite an applicant for a job interview the system auto creates the applicant activity Mail invitation to interview You use this activity to print a letter of invitation for the applicant In the standard system the system delivers standard texts in Microsoft Word and in SAPscript for applicant correspondence Adding Infotypes in Recruitment you can use all the data stored in these infotypes as mail merge fields for contract generation Planned Working Time infotype Basic Pay infotype Recurring Payments Deductions infotype Addl Payments infotype Contract Elements infotype When you hire an applicant you can transfer the applicant data to Per Admin You transfer the applicant data directly from the applicant database to the employee database All data you enter in the Recruitment infotypes is adopted as default values in Per Admin after the data transfer This means that you can continue to use the data you have created for applicants when they become employees but you can also change the data This results in a significant reduction in the amount of processing required In integrated systems data transfer takes place either directly in Recruitment or directly in Per Admin You can add addl data such as info on working times and salary at a later time in Per Admin The most important aspect of master data Admin in a human resources system is the entry of employee data for per Admin time recording and payroll You can also hire an employee independently of Recruitment You do so in Per Admin using a per action Internet application comp Employment Opportunities assists companies in recruiting applicants by allowing users to Display their company s job vacancies and Apply for posns External and internal applicants can send scanned-in application documents also with photograph to the HR department together with their online application This function is enabled through integ with the archiving comp SAP ArchiveLink E-Recruiting The main processes of recruitment are planning the workforce requirement and publishing the vacancies to hiring applicants and building long-term relationships with candidates The main focus of this solution is the Talent Warehouse and Recruiter functions as well as numerous evaluation options These functions are enhanced by portal and collaboration technology The fol procedures are implemented in a process-supported and workflow-supported environment Planning perform per planning post jobs Attraction generate interest in the enterprise Sourcing search for applicants Qualifying Applicant selection Closing select final applicants and negotiate contracts Retaining develop long-term links between candidates and enterprise using the Talent Pool The Talent Warehouse aims to establish long-term relationships with applicants It delivers the central database for internal and external applicants The info on qualified applicants for whom there are currently no posns in the enterprise can be especially useful for future recruitment processes The candidates can register themselves in the talent database and store the required info on their qualifications interests and career plans The planned integ with analysis tools and Accounting for example with SAP Business Info Warehouse and mySAP Financials enables you to evaluate the most efficient recruiting channels and to keep in mind enterprise goals and budget planning E-Recruiting contains functions that enable cooperation between all persons involved in the recruiting process in the enterprise and outside of the enterprise The fol tasks are included for example Support cooperation with professional service providers Integrate E-Recruiting activities with back-end systems of SAP and other providers for Human Resources Financial Accounting and Controlling Promote cooperation with service provider partners such as external recruitment agencies and recruitment consultants Share Talent Pools with other providers Development and Training- - Posns have specific requirements that must be met and employees have certain qualifications Requirements and qualifications are stored in profiles which are compared with one another Per Development sets out to ensure that an organization has all the qualifications and skills it needs in all fields This is achieved by drawing up qualification potentials You can group qualifying actions such as training courses or job rotation into development plans for example a trainee program for sales staff Such development plans are referred to as general development plans You can praise employee performance and conduct You can perform objective setting with SAP R Enterprise The appraisal results can provide input for planning an employee s further career development Integ with Org Mgmt enables you to access objects within the org struct If you want to use Per Development effectively you should also implement Org Mgmt Integ with Training and Event Mgmt means that the system can generate training proposals and that you can make direct bookings onto business events and create prebookings for business event types Integ with Per Admin means that you can use HR master data for per development planning If this is the case you manage qualifications and appraisals in Per Development Special integ switches are available for integrating qualifications and appraisals If Per Development is integrated with Recruitment then you manage applicant qualifications in Per Development only This allows you to perform standardized appraisals for applicants and employees alike It is possible to make the results of per appraisals available to the Compensation Mgmt comp If integ with Shift Planning is active you can include qualitative aspects when planning per placements for example you can specify qualifications that are needed In Logistics Service Mgmt for example Production Planning and so on you can store work center requirements or requirements for orders for example This means that you can find suitable employees during the shift planning process by matching requirements with qualifications You can assign qualifications to employees and posns for example When related with employees we refer to them as qualifications when related with posns we refer to them as requirements All qualifications and requirements are stored centrally in a catalog Both refer to the same object but from a different perspective You edit the qualifications catalog in Customizing for Per Development qualifications object type Q Qualification groups have object type QK It is not possible to assign qualification groups to persons Qualifications can also contain further qualifications Qualifications are related with persons jobs and posns You can create your own quality scales to rate the proficiencies of qualifications Compensation Mgmt and Per Cost Planning- - Heads of department determine the inc for individual employees during the salary review This can be done directly in SAP R or using MSS The Compensation Mgmt comp controls and manages remuneration policy at an enterprise It provides a central overview of remuneration policy and a control mechanism for implementing this policy It also facilitates compensation planning and Bdtng and decentralized compensation Admin Compensation Mgmt comprises four areas You can perform job pricing within Compensation Mgmt You can save the results of external job evaluation systems and salary surveys Using these results you can generate salary structs to which you can assign jobs and posns at your enterprise In this way you can determine the internal value of jobs and posns at our enterprise to ensure that you remain competitive Bdtng enables you to plan and control exp for compensation adjustments You can assign budgets to org units Furthermore you can create budgets centrally and decentrally You can also roll up budgets using org units You use Compensation Admin to distribute salary inc shares and so on to employees in accordance with remuneration policy at the enterprise You can manage long-term incentives awards The org struct and job or posn data from the Org Mgmt comp are a basic necessity Compensation Mgmt reads data on employee payments from the Per Admin comp The system changes salary data as a result of compensation Admin Compensation Mgmt can update the Basic Pay infotype and the Addl Payments infotype from Per Admin and further infotypes User exits also allow you to update customer-specific infotypes The system auto writes changes to employees salary data to Payroll Compensation Mgmt can use info stored in the Per Development appraisal system MSS allows a line manager to perform salary-related tasks such as salary inc or bonus payments Integ with Per Cost Planning allows you to generate budgets from per cost plans in Compensation Mgmt What is more you can derive planning data for per costs from guidelines in Compensation Mgmt Job pricing enables you to do the fol Use survey data for example To do this you use the Survey Results infotype to relate your jobs or posns with the external market value of jobs Using this info you can set up your pay grade struct You can depict your own compensation policy by using the Planned Compensation infotype to provide your jobs and posns with planned compensation The results of a job evaluation within a job evaluation scheme can be stored in the Job Evaluation Results infotype for jobs and posns You can group jobs and or posns together to form evaluation groups You can depict and generate pay grade structs You can relate job evaluation data with a job or posn You can specify the relative value of a job posn using evaluation points You can specify that a job posn is a benchmark job integ with Hay PayNet The Planned Compensation infotype enables you to relate the pay grade struct with jobs The Planned Compensation infotype provides the Basic Pay infotype with default values for employee master data The Survey Results infotype enables you to assign an internal job to info on a job from a salary survey The infotype displays the average base salary and the average bonus typically paid for this job according to a specific survey Subtypes enable you to save the results of several surveys such as job evaluations from various salary survey providers The Planned Compensation infotype enables you to use one of types of planned compensation Salary You can store data from the pay grade struct such as the pay grade pay grade level pay grade type and pay grade area On the basis of your entries the system displays the min and max amount and the internal reference salary for the job or posn Pay scale You store data from the pay scale struct on the level of jobs or posns Such data includes the pay scale group level type and area The system then suggests the min and max salary wage for this job or posn Direct You use this planned compensation type if there is no pay grade or pay scale struct You simply enter the min and max amount to be paid for the job or posn You can only create one record of the Planned Compensation infotype for each posn On the level of jobs however you can create as many planned compensation records as required The info system included in the Compensation Mgmt comp enables you to execute a report that compares an employee s actual base salary that is the salary determined by the Basic Pay infotype with the projected pay determined by the Planned Compensation infotype A budget defines the total of financial resources used to finance org units You create a budget struct that consists of one or more budget units You must always create a budget struct in planned status The relationships between budget units and org units allow one budget unit to finance one or more org units You assign financial resources to each budget unit You can generate and integrate these resource assignments from the new Per Cost Planning comp You can update budget structs that you have already released that is the system extends the validity period of these structs Compensation comps are created and assigned to compensation categories The compensation category determines which infotype records are created when you activate an adjustment or grant an award SAP delivers the compensation categories fixed variable and long-term incentives as standard Fixed compensation adjustments create a record in the Compensation Adjustment infotype and the Basic Pay infotype is updated Examples basic payments are fixed compensation comps Variable compensation adjustments create a record of Compensation Adjustment infotype Depending on how you have set up your variable compensation comps either the Basic Pay infotype is updated or a record of the Addl Payment infotype is created Examples bonus payments are variable compensation comps Long-term incentives create a record of the Compensation Adjustment infotype and a record of the Awards infotype Examples stock options An adjustment reason can include one or more adjustment types The annual salary review for example could consist of a salary inc and a bonus You can assign a budget type for each adjustment type You assign guidelines and eligibility rules on the level of adjustment types The compensation category is indirectly assigned to the adjustment type via the compensation comp defined for this Guidelines enable you to determine the salary inc bonus payment or stock options your employees are to receive There are types of guideline fixed matrix and user-defined Fixed guidelines specify a default value that is identical for all employees This could be a fixed amount percentage or number Matrix guidelines use up to dimensional matrices to determine the criteria for which the adjustment is to be calculated A merit bonus for example could be based on two criteria the result of an employee appraisal and the compa-ratio User-defined guidelines facilitate the use of customer-specific criteria as the basis for calculating the amount of an adjustment e g a compensation adjustment could be based on data from external systems Guidelines are optional Depending on the employee grouping guidelines may have different characteristics for the same compensation type Matrix guidelines determine the salary inc bonus payment or stock options your employees are to receive You can define a max of dimensions in a matrix After you have defined all dimension segments you must assign a default value or percentage for compensation to every possible combination of dimensions If a compensation adjustment is subject to qualification criteria such as a -month length of service a rule must be defined When you define a compensation adjustment you enter a series of data the effective date of the adjustment the calculation base of the compensation adjustment and the wage types and guidelines used in the calculation When you specify a calculation base for the compensation adjustment you enter the wage type that is used as the calculation base in the standard SAP System The wage type used as a calculation base can consist of one or several wage types Example you want to provide your employees with a percentage adjustment that is based on the salary wage type There are various ways of awarding employees with compensation adjustments in Compensation Mgmt Individual Maintenance This method allows you to award individual employees salary adjustments Mass Maintenance This method enables you to use an Excel table to award a whole group of employees with several compensation adjustments Manager s Desktop This method enables Mgmt to use an intuitive graphical user interface in R not however in the Compensation Mgmt comp to change salaries and award performance-based inc and bonuses MSS In Enterprise Portal line managers can award their employees with compensation adjustments decentrally Mass maintenance enables you to use functions for eligibility percentage adjustments and guidelines If the HR administrator activates the compensation adjustment the system creates a new record of the Basic Pay infotype and the Addl Payments infotype for the appropriate employees The system also creates a record of the Compensation Adjustment infotype for each employee and adjustment type as a history of the compensation adjustment so that you can track the compensation received by an employee You can also display this history in MSS The Compensation Mgmt comp supports five different types of long-term incentive Incentive stock options Nonqualified stock options Performance shares Performance units Restricted stock Each organization uses vesting rules and schedules to determine when an employee can exercise his or her right to receive an award and the amount of this award that the employee can exercise Change events are reasons to change subscribed options They affect the option price Example a stock split agreed upon by the Executive Board Individual employees or the enterprise itself trigger life events Examples of life events include business merger marriage death or retirement Life events usually change the vesting schedule An ESS service enables employees to use the intranet to exercise share options that they have been granted and which have been vested This ESS service triggers a workflow that informs the HR administrator of the fact that an employee has exercised his or her options As of SAP R Enterprise you can use the Admin of long-term incentives function in conjunction with the Payroll comp You can now choose whether the exercise price is valid for the grant date or the exercise date You now have the choice as to whether awards can be granted again or not Events such as leaving or retirement HR can be linked with the LTI module In the event of a termination for example a check is performed auto to determine whether shares have been granted to the employee This enables the nec steps to be initiated Payroll integ When an employee has exercised his or her entitlement to awards Payroll calculates the correct taxation of the imputed income Interface to Accounting Data on allocated awards is transferred to Accounting where the relevant provisions are created You can determine exercise windows for the time of exercising The time of exercising refers to periods during which your employees can exercise allocated and vested awards You can now map a stock split in your sys using report RHCMPLTI STOCKSPLIT When an employee has exercised his or her entitlement to awards Payroll calculates the correct taxation of the imputed income What is more as part of the employee s payroll it withholds the price of exercised awards and pays the revenue of shares that have been sold immediately The system provides two standard workflows for managing long-term incentives Activities subsequent to exercising This workflow enables you to inform the per administrator that an employee has exercised an award so that the administrator can perform all of the nec steps such as buying shares for the employee Expiration of an award This workflow enables you to send your employees a reminder two months before their stock options expire The HR department does not perform planning centrally Instead the manager responsible perform planning decentrally After the manager has completed the planning process he or she submits the compensation adjustment salary inc bonus stock options to the next higher-level supervisor The system depicts the subsequent approval procedure entirely using an SAP standard workflow In addition to comprehensive employee data the system displays addl data such as the enterprise-internal planned compensation for the relevant job or posn the compa-ratio and the posn in the salary range You can use any salary survey providers with the SAP R System Currently PayNetSm an online service for market salaries of the Hay Group is the only Web-based service of this type available An HR administrator can generate and print several total compensation overviews The administrator can then send the overviews to employees Travel Mgmt- - You have booked your employee on an external business event Since the employee must travel to attend the event he or she must enter a trip request the responsible travel assistant will then book the needed resources and have the trip approved by the approving manager so that the employee can be reimbursed The trip is then settled The employee will receive a statement and the exp incurred will be reimbursed SAP Travel Mgmt contains the complete range of procedures from entering a travel request and approving it to posting the actual travel exp and carrying out possible revisions and retroactive accounting There are different org forms for entering trip data Central entry via department Partly decentralized entry for example via department offices Decentralized entry as traveler using Self-Service Depending on the org form used you specify who carries out which functions entering changing approving trip data or who is allowed to assign which status request open trip completed You can control the relevant authorizations using authorization object P TRAVL for travel exp reports and F TRAVL for travel planning SAP Travel Mgmt is also linked to the SAP Business Info Warehouse Each employee must have at least the fol Infotypes before going on a business trip Org Assignment Personal Data Travel Privileges The per action Hiring TE Mini Master contains exactly the infotypes nec for Travel Mgmt In addition the Infotypes Addresses and Bank Details are nec if you want to generate vendor master records in FI for the corresponding per numbers in HR auto to Utilize a form of data medium exchange DME The infotype Cost Distribution offers you the option to distribute the total costs of a trip to different cost centers The Infotypes Actions and Settlement Status are auto created when an employee is first hired If you want to use Travel Planning the traveler can also enter personal preferences in the infotypes Flight Preference Hotel Preference Car Rental Preference and Rail Preference In the Customer program infotype You can use the Travel Profile infotype to assign employees to a certain set of travel policies You can request trips with the travel manager You can enter general data cost distributions to CO objects and estimated costs In the travel request you can request advances and trigger payment by approval if the estimated costs have to be calculated more exactly before the trip for example including expected per diems you can also use the Travel Exp Manager for requests and approvals In the Travel Manager the employee has a complete overview of all his trips travel requests travel plans and travel exp reports A travel plan can be created by either an internal travel center or the relevant employee The user does not have to enter his per number for trip data entry if it has already been assigned to him in the Communication infotype subtype The general concept of Travel Planning is based on two things Reproduction of enterprise-specific travel policy in the Customizing of Travel Planning Specification of employee-specific data in the Infotypes of the SAP HR module Travel policies are company-specific regulations about using travel service providers stored in the Customizing of SAP Travel Planning Travel preferences are company-specific specifications about using travel service providers stored in the Customizing of SAP Travel Planning Any advances entered in the travel request are auto transferred to the travel exp statement for each trip and are deducted from the payment amounts in the settlement of exp When settling travel exp you can allocate and distribute costs according to cause percentage or absolute amounts The travel exp can be linked to SAP costs objects when they are entered in the system The Receipt Wizard helps you to divide the receipts into various sub-receipt types Per diems flat-rates are stored in the system and are determined auto Travel Calendar used to enter and change several domestic trips for an employee at the same time However you cannot create or change international trips The weekly report is designed for entering individual receipts It should therefore only be used in countries and industry sectors which do not calculate meals or accommodation per diem Receipts are entered under a freely-definable travel exp type which is stored in the system Credit card clearing simplifies the entry of receipts considerably and can be used for all entry types except fast entry Using the IMG activity Field Control for Addl Receipt Info you can define which addl info can or must be entered for each receipt type For example The names of guests in the case of entertainment receipts You can assign an addl destination a different cost assignment than the one assigned to the trip destination You can use various scenarios with SAP Travel Mgmt Corporate Card walking card Settlement using employee account Corporate Card walking card Settlement using company account Split payments card runs on the employee account but the company reimburses certain exp directly to the credit card company Central travel center card BTA card ghost card If receipts from credit card clearing have been paid the amount exchange rate and currency can no longer be changed You can define the keys for the credit card companies for credit card clearing yourself in Customizing even for non-certified companies The employee s local currency must correspond with the settlement currency used for their credit cards The Receipt Wizard is available in the travel manager and the travel exp manager The Wizard ensures that no unwanted changes are made to the original data for example for credit card clearing and or for receipts paid by the company A Business Add-In is available for the country-specific configuration of the Receipt Wizard If you choose to use general cost assignment per employee you distribute the total costs of all trips per employee to company code cost center or company code funds center fund For this purpose you assign each employee an Employee travel exp assignment guideline in HR master data according to which the total costs of the employee s trips are distributed The employee travel exp assignment guidelines are determined via a decision tree made up of the fol infotypes Cost Distribution subtype Travel Privileges Org Assignment The priorities are set as follows cost distribution according to the Cost Distribution infotype subtype applies first then the account assignment in the Travel Privileges infotype and last the cost center in the Org Assignment infotype Cost assignment within a trip to a cost accounting receiver cost center order WBS element network and so on You can override the general cost assignment for all trips per employee with a cost assignment within a trip The Travel Calendar allows you to enter several domestic trips on the same screen simultaneously Since the trip country or region can not be entered using travel calendar this entry type is not suitable for entering international trips When your entries are saved the system sets the approval status that you have stored in feature TRVPA and sets the default accounting status to be accounted This status can however be changed later In the weekly report you can record employees Trips by the week In the weekly calendar you enter each day s destination the miles kms traveled and the individual receipts for incurred costs With this entry type travel costs are settled by flat rate With this scenario it is not possible to perform per diem reimbursement of addl costs for meals and accommodations or miles kms distribution of travel costs All trips with the status approved to be settled are settled using the settlement program RPRTEC For test purposes you can select individual trips and settle these using the dialogue transactions The end of the trip may not fall in a future payroll period On the basis of the trip data entered the settlement program determines settlement results especially the reimbursement amounts for trips for specific payroll periods and stores them in the PCL file The trips must end before the end date of the payroll period in order to be settled If the status of the control record period in Payroll is New per control record or Exit payroll the next higher control record period is used as the payroll period When you print out trip costs statements you can choose between the Standard Form Summarized Form and Summarized Form RPRTEF RPRTEF RPRTEF You can forward the settlement results to Financial Accounting FI to HR Payroll or to non-SAP systems for payment Payment by means of data medium exchange is also possible The standard system contains more than reports and SAP Queries The InfoCubes and InfoSources required to extract Travel Mgmt data from the R system and transfer it to BW are supplied in the standard system In the standard system the BW Business Content contains the predefined adjustable role Travel Manager which contains the BW Queries B Master Data Project Mgmt and Work on Project- - You create new projects in project Mgmt Here you also change the struct of existing Project IMGs scope planning data of project and so on If you want to use an existing Project IMG or the SAP Reference IMG to make Customizing settings you use project editing You create the Project IMG by selecting countries and application comps based on the SAP Reference IMG You can use the project IMG to process Customizing steps project documentation and project info To make the project IMG even easier to use you can create project views You can also use project views to process Customizing steps project documentation and project info You can use the attributes mandatory optional critical non-critical as a basis for the views or you can define your own views You can enter your project documentation for each customizing step You can store your documentation either as project-specific or project-independent documentation SAP gives each customizing step specific attributes Attributes are grouped as follows Mandatory Activities Optional Activities Non-Required Activities Critical Activities Non-Critical Activities You store employee data in infotypes All the entries that require specific texts come from tables that you can set up when you customize the system An entry in a Customizing table is made up of key fields and function fields Key fields identify a specific unique entry whereas function fields describe this entry There is always only one table entry with the same key fields You can use two methods to make entries in Customizing tables New entries Copy If an entry is no longer valid as of a certain date choose Delimit and enter the delimitation date The system auto creates a new record and you can overwrite the function fields The old table entry is kept for the history Enterprise Struct- - The Enterprise Struct is modified using the entity copier Every employee has an org assignment that is he or she is unique in the enterprise struct and in the per struct You assign an employee to the enterprise struct in master data by means of the Org Assignment infotype In the SAP system the company s struct consists of the enterprise struct and the per struct You must add the org units jobs and posns to the org struct The fol elements define the SAP enterprise struct for Per Admin Client Company code Per area Per subarea A client can either be valid for a company code at the smallest level or the entire corporate group The per area which is only used in Per Admin is unique in each client You must assign each per area to a company code You also use the per subarea only in Per Admin and it is the smallest element of the enterprise struct You link the groupings that define the entries to be used for employees of a particular company code per area to the per subarea Client contains the original SAP system and you cannot change it Client is also delivered to customers Both systems are identical when they are delivered The fol are defined as client-independent Data structs such as field definitions table structs and file structs client independent tables transactions programs standard evaluations authorization objects help documentation and user-defined programs The fol are defined as client-specific Client-specific tables you must copy these from the original client HR master record user master records and authorization profiles The company code represents the highest level of the enterprise struct within a client You define all the most important control info at the per subarea level anyway You define the country grouping at the per area level but each country grouping must be unique within the company code You must assign the same country grouping to all per areas within a company code The country groupings control master data entry and the setting up and processing of wage types and pay scale groups in Payroll on a country-specific basis The per area has the fol functions The per area is a selection criterion for evaluations The per area is an entity for authorization checks You can use the per area to generate default values for data entry for example for the payroll area You must add to the company code any financial accounting data relevant to the per area Per areas are divided into per subareas You define the regulations for employees at the per area and per subarea level These may be legal contractual or company-specific regulations You must define one pay scale area one pay scale type and one holiday calendar for each per subarea The fol indicators are defined by the per subarea Default values for pay scale area and pay scale type Assignment of per subarea to a public holiday calendar legal person and statistics group Grouping of per subareas for vacation work schedule attendance and absence types substitution and availability types attendance and absence counting time recording time quota and premiums Per subarea grouping for permissibility of primary wage types Grouping of per subareas for appraisals Nationality for example for Germany in T D P Assignment of tax relevant corporate features church tax area tax office number tax number DUEVO check Miner s and mine-employee s insurance company number You can use the employee subgroup to set the fol indicators The employee subgroup grouping for the work schedule allows you to define which work schedules are valid for which employees The employee subgroup grouping for primary wage types controls the validity of wage types at the employee subgroup level The employee subgroup grouping for the per calculation rule controls how the system processes an employee s payroll for example whether an employee is to be paid on an hourly or monthly basis The grouping for collective agreement provision restricts the validity of pay scale groups to specific employee subgroups You can also assign employee characteristics such as the activity status employment status and level of education training for statistical purposes Per Struct- The per struct displays the posn of individual people in the enterprise as a whole The employee group has the fol important org functions You can use it to generate default values for data entry for example for the payroll accounting area or an employee s basic pay You can use it as a selection criterion for reporting You can use it as an entity for authorization checks As a rule you can use the standard entries in the system for setting up employee groups If nec you can also add to these entries An employee group consists of a number of employee subgroups For example the fol employee subgroups make up the active employee group Hourly wage earners Monthlywageearners Pay scale employees Non-pay scale employees You define each employee subgroup in Customizing assigning a two character alphanumeric identifier to each The employee subgroup grouping for time quotas allows you to specify which attendance and absence quota types are valid for which employee subgroups The employee subgroup grouping for appraisals allows you to define appraisal criteria for each employee subgroup The employee subgroup allows you to define default values for data entry for example for the payroll area or basic pay Default values for social insurance Your per area is assigned to a company code When you create a per number the system assigns a relevant company code in the Org Assignment infotype depending on which enterprise struct you have assigned the employee In addition you assign the country grouping to a per area in this table Make sure that you assign all per areas in one company code to the same country grouping Assign your employee subgroups to the relevant employee group You can also define permissible employee group employee subgroup combinations for your country groupings For example you should assign the employee subgroup Trainee to the employee group Active and not to the employee group Retiree Org Struct- - The default values are stored in Org Mgmt on a posn They then appear in Per Admin when a new employee is hired in the relevant fields The corresponding posn is displayed in Customizing in the IMG for which you can activate or deactivate integ Data stored on the posn should be proposed from the org Mgmt in per Admin when integ has started The org plan depicts the org struct A company uses an org plan to represent the relationships between individual departments and work groups The SAP system uses org units for this The Purchasing department or org unit employs secretary manager and purchasers The department has posns Persons or employees carry out activities Persons are a fundamental part of the org struct Org units could be departments teams groups and so on Posns describe concrete areas in an enterprise that need to be covered by available per such as European Manager for example Jobs however are a general classification of tasks within the enterprise such as Manager for example You can further define these jobs by assigning characteristics In this way you create job descriptions valid for several posns with similar tasks and characteristics When you create a new posn such as European Manager you can link it to an existing job Administrator This ensures that the new posn auto inherits the tasks and characteristics assigned to the existing job You assign the employees in your company to posns This ensures that the employees are included in the org struct you can also map the reporting struct of your company You can also link pay to posns for example You maintain the data for valuating a posn in the Wage Type Struct unit in the Basic Pay unit This applies if you have employees whose pay is based on the value of a posn Ex you have employees you assigned to a posn in the Org Assignment infotype The pay for this posn is x EURO The employee is to be remunerated with the value for this posn module ARBPL If you integrate Per Admin and Org Mgmt you can enter a posn in the Actions infotype By doing this the system proposes the values stored in Org Mgmt for employee group employee subgroup per area and per subarea as default values The system also defaults the values for job org unit and cost center but you cannot overwrite these entries in the Org Assignment infotype fixed assignment To depict your enterprise s Cost Center hierarchy in the system you link the Cost Centers to the Org Unit You can also link the cost centers to jobs and posns If you integrate Per Admin and Org Mgmt you can enter the posn in the Actions infotype when you run a hiring action By entering the posn the system propagates the data stored in Org Mgmt into the fields in the Actions infotype The system takes the default values for the employee group and subgroup from the data stored on the posn in the Employee Group Subgroup infotype which you can maintain on the Working Time tab page The system takes the default values for the business area and the per subarea from the data stored on the posn or the org unit in the Account Assignment Features infotype which you can maintain in the Account Assignment tab page If the Per Admin and Org Mgmt comps are not integrated you must manually enter the values for the cost center posn job and org unit in the Org Assignment infotype However if Org Mgmt is integrated you cannot maintain these fields in the Org Assignment infotype Org Mgmt fills these fields auto Use the switch PLOGI ORGA to determine whether integ with the Org Assignment infotype takes place You can use feature PLOGI in conjunction with the org assignment employee subgroup per area and so on to specify which groups of employees can participate in integ You can activate integ in one of several ways This depends on the system you use in the company You have implemented Per Admin and would like to re-customize Org Mgmt In this instance the system converts the entries in the relevant Per Admin tables for the per planning objects You have implemented Org Mgmt and would like to re-customize Per Admin You can auto copy and transfer the existing entries from the Org Assignment infotype You want to implement both comps again You do not have to manually enter the data in Per Admin as the data that was entered when the systems were previously integrated will be maintained in the Org Mgmt comp Customizing Master Data Infotypes- You can change the screen header that is you can customize the first lines Up to and including Release you can display data from the fol infotypes Org Assignment Personal Data Planned Working Time and Basic Pay In addition to any infotype fields you can also include passport photos of your employees in Infotype Header Definition view Determine the document type in the system table T S with which you want to create passport photographs in the visual archive The field type controls how the fields are formatted when used in the infotype headers PAPAXX HDR mmmnnc reports are generated Where mmm is the client nn is the header modifier and c is the transaction class The screen modification procedure is the same for both employees and applicants In order to define the screen view you need to know the name of the infotype module pool and the screen number The modification is determined by feature Pnnnn nnnn infotype number If you do not enter a return value of the feature in the decision tree the entry for which the variable key is empty in other words the basic entry basic screen is auto valid If no feature is available for the infotype in question you must create it Infotype Menus You can select the required infotype for certain per number from an infotype list and process it You can change the menu sequence as follows Defining user group-specific menus Changing the menu struct Inserting new menu options If you do not define your menu as user group dependent you can only maintain the infotype sequence for the user group This is valid for all users that select this menu If you do not want to modify the selection menu HR Master Data and you want to create your own selection menu yourself you must enter your menu in the Transaction Characteristics table T A Default Values Functionality- - Function and Advantages of Features Maintaining features which define default values for Payroll area Administrator group Number range intervals Per administrators do not have to enter all the master data manually you can define default values that are then auto proposed by the system For example the feature ABKRS determines default values for the payroll area The system determines the payroll area by data found in the employee s Org Assignment info type record An addl example is feature LGMST This feature defaults the wage types permitted for an employee in the Basic Pay infotype There are two ways to maintain features You can access the feature decision tree from the Payroll or Time Mgmt IMG implementation guide and then make your changes You can also use the feature maintenance transaction PE The Features Initial Screen appears Decision trees can be simple or very complex This depends on their function and on the number of fields operations and decision criteria they contain Report RPUMKG activates features Features are objects that query different per or data struct fields to determine a certain return code or result The system uses this value to define defaults and to control certain system processes Features can therefore enhance system flexibility You can use features for different purposes The most important applications are Features that define default values The system often uses features to determine default values The system suggests these values when you maintain infotypes that affect employee master data The feature either delivers a default value directly - this is then written to the relevant infotype field for example feature ABKRS - Org Assignment infotype or the feature delivers a key entry as a return code which the system can use to read one or more tables The system takes the stored default values from these tables and enters them in the relevant infotype for example Feature LGMST - Basic Pay infotype The system always reads these default values when you create an infotype Feature Pnnnn nnnn stands for the infotype number controls the sequence in which the system displays country-specific screens when you maintain or display master data infotypes Some features auto generates mail messages when you change certain master data fields for example the various administrators in infotype Org Assignment Example feature M Feature ABKRS Here you can define default values for payroll areas for your employees The system defaults the payroll area when you maintain the master data in the Org Assignment infotype In the standard SAP system the payroll area depends on the country grouping as well as on the employee group and employee subgroup The system stores this data combination as a feature This feature depicts a rule in a decision tree The system arranges the decision rule in the feature according to the fol org data Transaction class for data storage TCLAS A Admin B Recruitment Country grouping MOLGA Employeesubgroup PERSK For example the feature would suggest payroll area for employee subgroup DZ This applies to the country grouping Germany The system suggests this value as a default value in infotype Feature Return code Feature PINCH In reality one administrator is often responsible for several per areas employee groups or subgroups You can use the administrator group feature PINCH to specify these requirements You can assign administrators to an administrator group as follows Store the return code of the feature in the Group field Assign a -character ID to each administrator Determine your administrator s name form of address telephone number and user name mail system If the return value of feature PINCH is four asterisks the system uses the name of the per area to which the employee is assigned in the Org Assignment infotype as the name of the administrator group Feature NUMKR You can also use a feature NUMKR to assign per numbers This is also based on the org assignment There are two ways to assign a number range Internal number assignment In this instance the SAP system assigns the per numbers External number assignment In this instance the user assigns the per numbers Match codes can use any criteria to search HR master records and for this reason you do not need meaningful Per numbers This is also advantageous when you transfer or promote employees as it means that any meaning you may have assigned to a per number cannot be lost You can have several number range intervals Remuneration Struct- - Remuneration Types In the Basic Pay infotype you can set the remuneration types to pay scale or salary using the Change Remuneration Type option in the Edit menu The remuneration type can also be defaulted using the TARIF feature If you want to evaluate wage types indirectly you must build a pay scale struct Table T The remuneration struct includes info on regional geographic aspects as well as data on specific industries times and finances However you must make a differentiation between pay scale employees and salaried employees You assign an employee to a remuneration struct when you initially create the Basic Pay infotype You store an employee s pay scale data in the Basic Pay infotype Even if you do not have collective agreement provisions at your company and employees negotiate their pay when you hire them you must still define a pay scale type and area an employee subgroup grouping for collective agreement provision and a pay scale group You must make an entry in these fields in infotype and there must be at least one entry in the relevant tables At your company employees pay is regulated by a number of collective agreement provisions The differences are based on location pay scale areas The collective agreement provisions determine how much you pay the employees You use the pay scale groups and levels to depict the different payments in the system The employee subgroup grouping for the collective agreement provision allows you to assign different employees to different pay scale groups You can use the Customizing functions to group employee subgroups The SAP System contains the fol groupings as standard Industrial worker hourly wage earner Indicator Industrial worker hourly wage earner Indicator Salaried Worker Indicator Non-pay scale employee Indicator Pay Scale Type The pay scale types are two-character keys defined for each region You must maintain the pay scale types when you set up your system Pay Scale Area The pay scale area represents the geographical region to which a pay scale or collective agreement applies The pay scale areas are stored in the SAP system per country as two character keys You maintain pay scale areas when you set up your system You assign pay scale types and areas to individual per subareas You must define one pay scale area one pay scale type and one holiday calendar for each per subarea You can define default values using the pay scale type area assigned to the per subarea or with a decision rule You can define different pay scale types and area defaults in the Basic Pay infotype for employees with different org assignment data You must enter the return value in the fol format xx yy z where xx represents the pay scale type y stands for the pay scale area and z describes the type of planned remuneration Org Mgmt infotype - By specifying the type of planned remuneration you can record info on salary and remuneration structs In this way the system can propose data for the pay scale type and area by using the posn currently occupied by the employee The enterprise and per struct determine which pay scale group and level view appears in infotype You define pay scale groups and levels for each country grouping pay scale type pay scale area and employee subgroup grouping for collective agreement provision Pay scale groups are used for job evaluations and indirect valuation Pay scale groups are divided into pay scale levels Wage Type Struct- - Selected wage types are copied using the wage type copier The wage types are then customized to be permitted for particular infotypes and employees Wage types are the key element in the wage type struct Wage type is the most important concept in Human Resources You use wage types to assign payments and deductions as well as to control the Payroll program You use wage characteristics to distinguish the individual wage types In the Human Resources system you need wage types to pay employees In the SAP there are two main categories Primary or dialog wage types Secondary or technical wage types Each individual company defines the primary or dialog wage types so that they can depict the company s specific payroll requirements The SAP system contains examples of primary dialog wage types in a sample wage type catalog For example MA - standard pay The characteristics are generally pre-defined for model wage types The standard system also contains secondary or technical wage types You can recognize these as they have a slash as the first character Wage type characteristics have not been defined for technical wage types as the system defines their value during payroll processing SAP uses the wage type group concept to group wage types that have similar characteristics with regard to payroll Examples of wage type groups - Basic Pay - Addl Payments - Remuneration Info Technical wage types are not part of the employee s master data You must assign all wage types to a wage type group This is also true for user-defined wage types You can only use the IMG to maintain wage types that have been assigned to wage type groups In addition you can use transaction PU Edit wage type groups and logical views and report RP LGA Wage Type Usage country to get an overview of wage type valuation To ensure that the employees in your company receive the correct payment you need to define different wage types You must create wage types before an employee s pay can be calculated Wage types have the fol functions Permissibility check for wage and salary types For each per area and per subarea For each employee group and employee subgroup For each infotype if an infotype has a subtype that is a wage type the time constraint determines how often a wage type can be available at any one time The operation indicator controls whether a wage type is a payment or a deduction The input combination controls which of the fields must be filled when you enter a wage type amount number unit of time measurement A wage type can be valuated indirectly if you enter a module name module variant and a rounding indicator The system then auto reads the amount from the corresponding tables and you do not need to enter and store it in the Basic Pay infotype The SAP system contains sample wage types These sample wage types meet some of your company s requirements You can use the wage type copier to copy the SAP sample wage types You then use these copies as your wage types and can modify them so that they meet your specific requirements All model wage types start with a letter Your own wage types in other words the copies of model wage types must start with a number When you copy the wage types make sure that you copy the model wage type characteristics that determine how the wage types behave in dialog as well as the characteristics that determine how the wage types behave in payroll You can check and modify the characteristics relevant for payroll when you carry out the payroll Customizing activities The wage types that you create via the copy method are included in all of the wage type groups and tables as the original wage type from which you copied You can use the log to check what was copied In the IMG you can determine which wage types can be entered in the different infotypes The user can set up the system so that only certain wage types are permissible for infotypes If you could select all wage types in all infotypes this would result in incorrect input data and mean that you are constantly searching for the correct wage type If you copy a wage type for an infotype using Create wage type catalog the system copies all the characteristics belonging to the wage type you are copying This also applies to the wage type permissibility for an infotype If you want to use a wage type in several infotypes then you must enter it in the permissibility tables of the respective infotypes When you simply configure a wage type you can determine whether it can be entered once or more than once per payroll period You can use per subarea groupings for primary wage types to define wage type permissibility for a specific enterprise struct or employee subgroup groupings for primary wage types to define wage type permissibility for a per struct Defining employee subgroups for primary wage types means that you group your employee subgroups You can use these groups to determine which wage types can be entered for which employees You can now also group your per subareas This enables you to control the wage type permissibility for each per subarea You can use both employee subgroups and per subareas as the grouping basis or you can limit yourself to one of the options You specify whether a wage type is permissible for your per subarea grouping and your employee subgroup grouping Wage Type Characteristics You can define the fol wage type characteristics Validity period Operation indicator Min and max wage type amount Whether or not the wage type amount should be included in the basic pay total Default units of time measurement min and max number Input combinations for number and amount Indirect valuation and its characteristics If you intend to implement the HR Per Time Mgmt comp you must also define the wage type as a bonus or a basic hourly pay wage type Direct valuation The amount that is to be used to valuate the wage type is entered in the infotype manually Indirect valuation The system auto calculates the wage type amount and enters it in the infotype In this case the system imports and calculates the wage type amount from the table and you do not have to enter it manually If the valuation table changes the system auto changes the HR master data record in accordance with the start or end date This avoids mass data changes The system can perform indirect valuation for the fol infotypes Basic Pay Recurring Payments Deductions Addl Payments You can indirectly valuate a wage type by specifying a module name and variant Indirect valuation means that the system reads the amount from a table and you do not have to enter it manually in the infotype You define the valuation rule centrally which means that you do not have to change master data records when you change the valuation Different modules read different valuation tables You can use the fol tools Indirect Valuation Modules table T V M Here you can define your own customer-specific module Business Add-In BAdI HR Indirect Valuation of Wage Types HR INDVAL This BAdI creates or changes the calculation guideline for an indirect valuation module TARIF Module When you enter a wage type in an infotype the system reads the valuation module and variant assigned to it in the Wage Type Characteristics table The TARIF module uses pay scale data that it takes from the pay scale groups and levels you entered in the Basic Pay infotype You can use a conversion procedure to change this amount Module variants control the type of table access that is which table fields the system reads The module TARIF has four variants A - D which have the fol meaning A Valuation is based on the pay scale group and level B Valuation is based on pay scale group level and specific wage type C Valuation does not depend on pay scale level D Valuation does not depend on pay scale group or level PRZNT and SUMME Module You can use two modules for indirect valuation Both of these modules are based on how you set up the Base Wage Type Valuation table SUMME Example The amount for wage type should consist of of wage type of wage type and of wage type PRZNT The amount for wage type should now consist of of wage type of wage type and of wage type In addition the system should also multiply this amount by a percentage you enter in the Basic Pay infotype in this case The system calculates certain wage types as a percentage of other wage types You can link the wage type to be valuated with several base wage types in the Base Wage Type Valuation table In Define Valuation of Base Wage Types you must specify which wage types the system is to use to calculate the percentage bonus PRZNT A distinction is made between direct and indirect variants In the direct variant you must enter the wage types the system is to use as a valuation basis in the infotype otherwise the system does not consider them Furthermore the amount of the wage type to be valuated is dependent on how high the amounts of the base wage type in the Basic Pay infotype are This is because you can also overwrite the default amounts for indirectly valuated base wage types In the indirect variant the relevant wage types must not be in the infotype The system determines the value internally and uses it as the basis for addl calculations This means that the base wage types must be valuated indirectly so that the system can read amounts from a pay scale table for example You must define which wage types the system is to use to calculate the percentage bonus SUMME A distinction is also made between direct and indirect variants Unlike the PRZNT module you enter the percentage value in the SUMME module in the table as a fixed value and it is therefore linked to the wage type You can use the SUMME module for indirect valuation in other infotypes Recurring Payments Deductions infotype helps determine how much vacation allowance an employee should receive In this case you use the SUMME module and module variant B You must also store the type of calculation in the Basic WageType Valuation table Wagetypes and are both coded with feature TARIF in the wage type characteristics This allows the system to access the pay scale table from where it reads these wage types with the data already assigned to the employee The system reads each of these wage types differently Wage type is encoded with variant A while wage type is encoded with variant B This means that the system will look in the pay scale table for the entry for wage type that does not have a maintained wage type On the other hand it will also look in the same table for the entry for wage type that has this wage type in the Wage type column Wage type should consist of base wage types and The Base Wage Type Valuation table determines the percentage rates of the two base wage types used to make up wage type The amounts depend on the variant used For variant I indirect the base wage types must be valuated indirectly In other words the system reads the amounts from the pay scale table for example For variant D direct however the system reads the amounts for base wage types from the Basic Pay infotype In other words the amount for wage type is dependent on any amounts that have been recorded for base wage types in this infotype ARBPL posn Module The indirect valuation module ARBPL uses the object type and the posn number entered in infotype to calculate the wage type amount If module ARBPL is used with variant S posn to valuate the system bases its calculations on the posn entered in the Org Assignment infotype and the country grouping in the Posn table You can enter a payment for the posn in this table In addition to the module name and defining module variants you can enter addl attributes For example Reduction method The values are defined as follows Blank or No reduction Reduction using the capacity utilization level stored in infotype BP Reduction in accordance with the relationship between the individual standard weekly working time and the standard weekly working time Reduction based on the relationship between the individual hours per week taken from infotype PWT and the individual standard weekly working time Reduction in accordance with the relationship between the individual weekly working time minus the standard weekly working time and the standard weekly working time Reduction based on the relationship between the hours per week taken from infotype minus the standard weekly working time and the individual standard weekly working time Rounding type A amount is rounded down B amount is rounded up down C amount is rounded up Rounding divisor Values - For example means that the amount should be rounded up to a whole dollar DM and so on Default Wage Types Wage types should be auto proposed in the Basic Pay infotype by the system Set wage types as defaults for an employee with the help of feature LGMST and a wage type model depending on the enterprise and per struct You should set up the system with Customizing settings so that wage types are auto proposed in the Basic Pay infotype when hiring an employee If you want the system to suggest a default wage type for basic pay this wage type must be included in a wage type model The system suggests a wage type model based on an employee s org assignment For example Companycode Per area Employeegroup Employeesubgroup The system uses this info to define a default for a wage type model Feature LGMST To reduce the amount of routine work involved in creating a Basic Pay infotype record the system displays the default wage types for the administrator either as required or optional entries You can use the Default Wage Types for Basic Pay table to define default wage types for the Basic Pay infotype An entry is accessed by processing a decision tree The feature is called LGMST Feature LGMST has two return values firstly the max number of enterable wage types in the Basic Pay infotype and secondly the wage type model the system is to use When you display or maintain a decision tree in the feature editor you can use the Structural Graphics function to display the tree as a graphic In the wage type model you define the sequence of the defaulted wage types and whether you can overwrite the defaulted wage type in the Mode field The IMG activity to do this is called Revise Default Wage Types Infotype Controls- - Info type Attributes You want to find out about the possibilities of configuring infotype attributes There are different levels of user control The first level of control of the controlling view is what the user sees on the screen and menus and what info is readily and easily available for the user to view Addlly there are controls for what info may be appropriate for data entry for certain employees for example country specific infotypes A second level of control is authorizations Controlling access -and finally the third level of control Track changes involves tracking what changes are made or what reports are run Infotype A set of data grouped together into areas with similar content for example personal data planned working time org assignment basic pay From a technical point of view the struct of infotypes reflects a data grouping and can be identified by a four-digit key Infotypes are also carriers of system control features for example time constraints retroactive accounting relevance and so on Screen view The users see infotypes as input templates with which they can maintain the infotype records A screen or DYNamic PROgram consists of a screen and the accompanying process logic The main elements of a screen are Attributes for example screen number fol screen Layout the arrangement of texts fields and other elements Field attributes definition of the properties of individual fields Flow logic calls the relevant ABAP modules In the SAP system a specific screen may consist of data from one two or several info types Data fields per master data time Mgmt data and applicant data is grouped together for creating infotypes Infotypes are subject to the fol naming conventions Infotypes to for per master data and certain applicant data Infotypes to for Human Resources planning data Infotypes to for time Mgmt data Infotypes to for applicant-only data Infotypes to are reserved for customers You can assign the system response for each individual infotype Info on dialog control sort sequence header layout etc can be specified for each info type The SAP standard system contains all infotypes and their default settings This system is fully executable If you adapt the system to meet your specific requirements you must make a distinction between customer parts that you may customize and SAP parts that you may not change under any circumstances You can define the retroactive accounting relevance of infotypes for Payroll and Time Mgmt Relevant infotypes are defined for retroactive accounting for payroll and time Mgmt in the customizing step Define Fields Relevant for Retroactive Accounting in the fol ways You can make the settings for Payroll and Time Mgmt entirely independent of one another If you set an infotype as relevant for field-dependent retroactive accounting you must list the fields of the infotype in the Field-Dependent Retroactive Accounting Recognition view An infotype can be defined in terms of a field as relevant for retroactive accounting with the Field-Specific Retroactive Accounting Attributes You can indicate infotypes or infotype fields as being relevant for retroactive accounting Fields T can be indicated as being relevant for retroactive accounting Fields relevant for retroactive accounting - if the relevance for retroactive accounting for the payroll field was set to T field-dependent you must list the fields in the Field-Dependent Retroactive Accounting view which trigger the retroactive run for payroll Enter the value for these fields in the Type field If the Retroactive accounting relevance for PDC time evaluation field is set to T field-dependent you must list the fields which trigger retroactive accounting of time data in the V T G view Enter the value for these fields in the Type field You can choose the setting Cannot be changed in the payroll past for certain fields Such a setting could for example be used for transfer data since a retroactive change for such data would not make any sense You can specify the permissibility of infotypes for countries If the country dependent subtypes indicator is set for the infotype you can also specify the permissibility of subtypes for an infotype for countries Currently this indicator can only be reported for infotypes whose subtypes are defined in the Info-subtype attributes view In the transactions Display Per Master Data PA and Maintain Per Master Data PA the infotypes with a country grouping of per numbers are checked This means that only the infotypes and subtypes are displayed which are approved for the country groupings in the Infotypes - Country-Specific Settings view Infotype Menus You can select the required infotype for a certain per number from an infotype list and process it Per Actions- - In your company your employees receive a euro allowance when they have a child You want to set up a per action for this which contains the relevant info types Actions facilitate the editing of complex per processes The system displays all relevant info types in a sequence that has already been defined so that you can maintain the nec data DFINF-This feature controls the calculation of field values when you copy a record Default values from the previous record are usually copied However I n some cases values should be recalculated using the Customizing settings For example this is possible for the fol infotypes Org Assignment - Default value for payroll area Planned Working Time - Default value for work schedule rule SCHKZ Basic Pay - Default values for pay scale type and area also default values for capacity utilization level and working hours per period from infotype Setting up a New Per Action Through configuration you can Change the sequence of the infotypes in existing actions Create new actions Determining Infogroup User-group dependency on infogroups In this step you define the infogroups processed when actions are executed This is preparation for the next activity You must determine the worklist for each per action that is to be completed namely the infogroup The infogroups can be defined depending on the user group user parameter You can also specify that the infogroup is dependent on an employee s org data for example the company code per area employee group and employee subgroup by maintaining feature IGMO Infogroup modifier activity In the Operation field you can specify which operation is executed with the infotype When you perform an action and create infotype records the system checks to see whether an infotype record already exists In this case the system switches from Create to Change Therefore it generally only makes sense to use the operation Create INS with an entry action For all other actions you should use the Copy COP function code When you copy infotype records the system suggests the start date of the action for the existing records If no records exist for the infotype the system switches to Create If a new record is to be created independently of existing records choose the operation Create for Actions INSS In this case the system will not switch to the Change operation MOD Determining Per Action Types To create an action Assign a unique number and define a name for your per action Use a function character to distinguish hiring actions from all other actions Choose the function character for an initial hiring for an initial hiring with data transfer from Recruitment and for all other actions You can maintain the customer-specific employment and special payment statuses using the status indicator You can only use certain actions to change the org assignment of an employee In this case you can set the indicators for the posn per area employee group and employee subgroup to represent these as ready for input in the Per Actions initial screen YoucanusetheDate field to define whether the date entered on the initial screen of the per action should be the start date of new records or the end date of old records this is particularly useful for leaving actions Specify whether your new action should create a new Actions infotype record Use the indicator U to determine whether the per action type will be stored in the Addl Actions infotype Per Actions Change Status Indicators The status indicators in the Actions infotype are auto maintained by the system if you execute an action The status indicators have the fol meaning Customer-specific status - you can determine your own specific employee status with this indicator Employment status Value - The employee has left the company and should no longer be included in the payroll run An individual retroactive run is permitted for him or her in the system Value - The employee belongs to the company but is granted leave for military service maternity or other absence reasons In reality most inactive contracts are not entered in the system as status changes but as absences Payroll is run for inactive employees but their pay can be reduced according to special factoring rules Value - The employee is retired If this person is entitled to a company pension the system still includes this employee in the payroll run If not the system assigns specification to this employee Value - The employee belongs to the company and is active Checking Status Indicators When Running Actions When you run a new action the system checks whether the attributes of the new action match those of the previous action This check is controlled by the feature MSN forleaving MSN for hiring MSN for early retirement retirement These features check the old actions against the new proposed action This takes place for example if you want to process an action to retire an employee The action checks feature MSN If the old action has STAT there is an error because the employee has already left the company STAT there is an error because the employee is already retired STAT the processing continues because the employee is active Defining Reasons for Per Action Types The action reason indicates why the action was triggered You can use this info to evaluate why employees leave or why they are transferred You must always enter at least one reason for each action even if the entry is blank Changing Action Menu You need to include the per action that you have just defined in the Per Actions menu You can also define this menu so that it is dependent on a user group user parameter UGR If there is no entry in the table for your user s user group or if you have not maintained your user group the system displays the menu for the reference user group User-group dependency of action menu Specify whether menu should be dependent on the user group for the per actions Specify how the system reacts if the user has not maintained the user group or a reference user group so that the menu can be created Actions in the action menu Enter the new action for the user group and define where the action will appear in the menu field No Addl Actions Infotype The Addl Actions infotype allows you to log all per actions that you execute for an employee on the same day The log records all the action types and the corresponding action reasons run for the employee according to a key date All programs that interpret an employee s status evaluate the Actions infotype exclusively This has the time constraint which means that for any one time only one valid infotype record Actions can exist in the system for the employee s activity in the company Ensure that only one per action is saved in the Actions infotype per day In Customizing you can specify which action type should be stored that is which should be kept for an employee per day if more than one per action was run for the employee on the same day Usually you should choose per actions whose status is changing such as the Leaving per action which causes a status change from active to withdrawn The other action s are stored in IT Only action types and action reasons are saved in the Addl Actions infotype You can not execute two different status changing per actions for one employee on the same day For example you cannot run a leaving action and an early retirement retirement action on the same day In this case one action would overwrite the other Activating Addl Actions If you want to use the Addl Actions infotype use report RPUEVSUP to make the nec entries In table T S the value of the semantic abbreviation EVSUP is set to for the ADMIN group This activates the Addl Actions infotype In table T A the indicator U is set for all per action types The log in the Addl Actions infotype records all the per action types and the corresponding action reasons completed for an employee according to a key date A data record is created by the system in the Actions infotype according to a key date for each data record in the Addl Actions infotype Employee Leaves the Company When an employee leaves the company you cannot change certain infotypes because the system needs them to create a history However you must delimit some infotypes when an employee leaves the company When an employee leaves the company his her per number cannot be deleted When an employee leaves the company a new Actions infotype record is created for the leaving action This infotype record stores the leaving date and the reason for leaving You must enter the reason for leaving for statistics and reporting purposes When an employee leaves the company the system auto changes the employment status accordingly Upon leaving the company the employee has employment status Payroll recognizes this status and does not select this employee for inclusion in the subsequent payroll period The system also does not select employees with status for several other evaluations You must leave org data personal data addresses and basic payroll data in the system You cannot delimit the data records as the employee may still receive payments for overtime or leave compensation for example or may still have to be contacted after the last payroll has been run In addition to this this data is also used for reporting purposes You cannot delimit the Basic Pay infotype If you delimit this infotype the system cannot perform retroactive accounting correctly If you do want to compensate an employee once he or she has left then you can use either of the fol infotypes Recurring Payments Deductions or Addl Payments Employee Reenters the Company The SAP system uses the term Reentry to mean an employee who has left the company and then re-enters the same company The system uses the previous per number for such a per action The system sets the employment status to for active in the Actions infotype when you run the per reentry action The system creates new infotype records for all infotypes delimited when the employee originally left the company In the new records the system uses the re-entry date as the start date Retiree with Company Pension If one of your active employees retires or goes into early retirement you need to run the relevant per action The system auto sets the status field in the Actions infotype to for retiree You must assign the employees to employee group Retiree and to employee subgroup Retiree To pay the pension simply enter the corresponding wage type in the Basic Pay infotype If an employee who left the company years ago is now entitled to a company pension you must first run a reentry action followed by the retirement action Retiree Working as a Night Shift Security Guard If an employee entitled to a company pension works as a night shift security guard for example you must hire him or her with a new per number This ensures the employee receives employment status active with the second per number and that the system assigns the employee to the Active group and the Night shift security guard employee subgroup To refer to the previous per number use the Reference per number field in the Org Assignment infotype This field is available when you perform a hiring action You need to create a second per number because the money earned as a night shift security guard is taxed according to different tax guidelines Dynamic Actions- - This unit demonstrates how a particular event auto calls addl infotypes or sends an e-mail Dynamic actions can trigger the fol actions Maintaining addl infotypes Sendingamail Your Per Department would like automatic actions to occur in the system When an employee s marital status changes from single to married the Family Related Person infotype should appear auto When an administrator s area of responsibility changes he she should be informed auto via R office mail The HR administrators would like to be reminded to ask an employee who has borrowed a laptop to return it one month before the employee should return it Dynamic Actions So that a certain action can be carried out by the system you must determine when whether the action is initiated using Change Insert and or Delete of the infotype The system can also be set up so that it recognizes and OR situations The values for Change Create or Delete can be added The value of maintenance operation thus means that an activity is carried out if the current record is changed or if it is expanded change create In the function part of the table you can enter plausibility checks for activities for example old and new field values Finally you can formulate standard values for a record that has been added If you also use Recruitment you must make sure that the system calls up the dynamic actions for the correct application To ensure this you must first ask for the transaction class PSPAR-TCLAS A for Per Admin PSPAR-TCLAS A for Recruitment Dynamic Actions - Maintenance of Other Info types You can control what actions are called when maintaining an infotype record using dynamic actions This can be the maintenance of an addl infotype record sending R Office mail or performing a routine When you have changed an infotype record you can use the dynamic action mail function in SAP office to auto inform others of this change Example You have changed an employee s Org Assignment infotype Certain system users for example the employee s administrator or head of department need to be informed of these changes Before you can use the dynamic action function you must fulfill several preconditions To begin with you must enter the name of the administrator in the Org Assignment infotype who is responsible for maintaining the infotype records of this employee You must also assign an SAP user name to this administrator This user name is accessed by a feature and the user then auto receives a message informing him or her of the changes Define Administrators and Administrator Groups You have different input options as the per administrator in the Org Assignment infotype Pers Admin Time Evaluation Payroll A link to these administrators can be created in the dynamic actions so that they auto receive an email via SAPoffice if certain changes are made in the employee records of an administrator The SAP R system has a dynamic action whereby if an administrator changes in the IT record of an employee both the new and old administrator is informed via SAPoffice mail Hint This is not one of the workflow s functions since no action must be executed It solely