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  • 1. What is SAP?Systems, Applications, and Products in Data ProcessingSAP is the leading Enterprise Information and Management Package worldwide. Use of thispackage makes it possible to track and manage, in real-time, sales, production, financeaccounting and human resources in an enterprise.SAP is the third-largest software company in the world. Founded in 1972, The Company nowemploys more than 22,000 people in more than 50 countries. SAP global headquarters arelocated in Walldorf, Germany, and the company is listed on several stock exchanges, includingthe Frankfurt DAX and the New York Stock Exchange, under the symbol "SAP."SAP America is a subsidiary of SAP AG, the recognized leader in providing collaborative, inter-enterprise software and e-business solutions. A truly global software provider, SAP AG has morethan 1000 partners, 22 industry solutions and 10 million users at 30,000 installations around theworld. SAP America has contributed significantly to this leadership position and it is the foremostprovider of e-business and enterprise software in the United States.Why we use SAP?SAP software was developed to be modular, scaleable, open and flexible, allowing companies totailor it specifically to their needs. SAP calls this approach to implementing software "configure toorder" because each implementation will be different according to each customers needs.But SAP solutions dont stop there. Information integration is a major tenet of the SAP philosophy,and SAP places great emphasis on the creation of tools that facilitate it. SAP provides integrationtools and methods for linking legacy and distributed systems as well as a host of third partysoftware solutions, to get your information into the right hands, internally and externally.Solution from Traditional approachTraditional Information technology systems used by many business today have been developedto accomplish some specific task and provide reports and analysis of events that have alreadytaken place. Examples are accounting general ledger systems. Occasionally, some systemsoperate in a "real-time" mode that is, have up to date information in them and can be used toactually control events. A typical company has many separate systems to manage differentprocesses like production, sales and accounting. Each of these systems has its own databasesand seldom passes information to other systems in a timely manner.SAP takes a different approach. There is only one information system in an enterprise, SAP. Allapplications access common data. Real events in the business initiate transactions. Accounting isdone automatically by events in sales and production. Sales can see when products can bedelivered. Production schedules are driven by sales. The whole system is designed to be real-time and not historical.SAP structure embodies what are considered the "best business practices". A companyimplementing SAP adapts it operations to it to achieve its efficiencies and power.
  • 2. The process of adapting procedures to the SAP model involves "Business Process Re-engineering" which is a logical analysis of the events and relationships that exist in anenterprises operations.Multiple country implementation  Comprehensive multi-currency translation  Multiple language support  Customized reporting and document generation for individual countries  Multi-company support  Local support in most major industrialized countries  Country specific functionalityFlexibility  Customers can customize business modules to realize best business practices  System provides necessary interfaces to incorporate external software.  Scalability, accommodates acquisitions and growth  System can be configured the way you want to do business in the future  Allows customized screens processing and reports  System runs on multiple hardware platformsEnterprise-Wide IntegrationEnterprise-wide integration is the main functionality of SAP R/3 System. No other applicationsoftware offers the breadth of open systems, client/server functionality, functional links betweenprocesses that multiply the power of each persons work. The R/3 Systems components are fullyintegrated. Once you enter data, it resides in the central database shared by all R/3 components.Transaction-related process chains trigger the next activity as needed from engineering toproduction planning to sales and distribution. The R/3 Systems full integration pulls yourenterprise together, promoting data access, flexibility, and productivity.Real-Time InformationSAP provides up-to-the-minute, real-time information.ArchitectureSAP R/3 system is based on Client/Server architecture that is comprised of three tiers:Presentation server: Your local PC that has SAPGUI.Application server: The application server is used to run the business application programs inthe R/3 client/server concept. The application modules are loaded from the data base server tothe application server as required. Thus the application server requires only storage capacity toaccommodate UNIX, Swapping and the SAP runtime environment.Database server: The data base server stores the SAP application programs and data in the R/3client/server concept. It also handles the SAP update program and batch jobs.
  • 3. SAP GlossaryGUI (Graphic User Interface)A graphical interface used by SAP environment as part of the three tiers. Also known as frontend.IMG (Implementation Management Guide)It is a hierarchical structure that reflects the R/3 component hierarchy and contains everyconfiguration activity. Released from version 3.0 onwardsInstanceIt means application server and each one has its own set of work processes.SysIDA set of three letters or number that identify a system. Some sets are not allowed because theyare used by SAP. They are informed when the system is installed.ITS (Internet Transaction Server)It links the R/3 application server with one or more Web servers, thus enabling the R/3 tocommunicate with the Internet.OSS (Online Service System)SAPs Online Service System offers fast and effective help for R/3 System problems. It is also thebasic element of communications between customers, partners, and SAP.RFC (Remote Function Call)A way to implement communication between application programs via Abap/4 function call.IDoc (Intermediate Document)An IDoc is a data container for data exchange between SAP systems or between an SAP systemand an external system.Archiving – SAP’s terminology for the functionality that purges transactions and master datafrom the SAP database. The SAP literature states that archived data can be restored to theproduction system. For practical purposes however, this is not recommended.DART – An acronym for Data Archiving and Retention Tool. This is SAP functionality whichallows you to periodically extract and retain data from your R/3 system. The data is extracted intoa sequential file. DART provides tools for viewing the retained data in different ways.Legal Data – As used in this document, this refers to the requirements imposed by the IRS, State taxauthorities and other tax authorities for the long-term retention of business data to support taxes paid andother legal requirements.Operational Data – As used in this document, this refers to the requests from customers, vendors oremployees for business data.Management Data – As used in this document, this refers to data that is used by management for businessdecisions.
  • 4. ASAP Methodology
  • 5. HR - Personnel Administration (PA)PA involves administrating employee data, commonly referred to Master Data.Master Data contains all employee data used in HR processing. Master Data includes Personal(Eg. address), Organizational (Position description), Benefits (Insurance, Pension), Time &Payroll. More on Master Data...Master Data is stored in Infotypes. Infotypes are tables (for user Data entry screen) that containlogically related employee data. Data can be stored for specific periods, which includes currentand historical. More on Infotypes..Components of PA:  Recruitment  Organizational Structure  Compensation Management  Personnel DevelopmentCompany Structures in HR:  Enterprise Structure - Assigning employee to a geographical location (eg. San Francisco).  Personnel Structure - is used for functional grouping of employees (eg. salaried, hourly).Components of PA:  Personnel Area: represents a division of a company code into subunits. It is an organizational entity representing an area within an organization defined by specific aspects of personnel administration, time management and payroll. Personnel areas are subdivided into personnel subareas. Personnel area is specific to HR and is a four character alpanumeric identification. Eg. Personnel area 1000 is for employees in Texas, 2000 is for Louisiana.  Personnel Subarea: is a further subdivision of Personnel area. It may represent geographical locations. Functions include: 1. Set groupings for Time Management, so that work schedules, substitution and absence and leave types can be setup for individual personnel subareas. 2. Generate default pay scale type and area for an employees basic pay. 3. Define public holiday calendar.  Employee Groups: divides or groups employees into various categories. Eg. Active employees, Retired employees, Contractors. Employee groups are used to generate default values for payroll accounting area and basic pay.  Employee Subgroups: are further differentiated within the employee group. Eg. Salaried employees, Hourly employees, Unionized employees, Executives. The employee subgroup grouping for the payroll rule allows you to define different payroll procedures for different employee subgroups. For eg. you can specify whether an employees pay should be determined on hourly or monthly basis. The employee subgroup grouping for the work schedule defines the validity of work schedule, and the attendance or absence quota type determines the validity of time quotas.
  • 6. InfotypesDefinitionInfotypes are units of information in the Human Resource Management System.UseRecording employee data for administrative, time recording, and payroll purposes is of primaryimportance for master data administration in HR. In the SAP System, the information units usedto enter master data are called infotypes.Infotypes are used to group related data fields together. They provide information with a structure,facilitate data entry, and enable you to store data for specific periods.StructureInfotypes are characterized by the following:  Infotype Structure  Data Entry  Time-Dependent Storage of Infotype DataTime ConstraintsTime constraints guarantee that exactly the data the system needs to be able to correctly processthe employee data, handle personnel administration processes and run payroll for an employee isavailable in the system. Time constraints keep you from storing mutually incompatible data andprevent gaps from occurring in the data history.UseYou use time constraints to define the following: Whether an infotype record must exist for an employee in the system Whether further records of the same infotypes may exist Whether these records can overlap in the validity period.For certain infotypes, you can also assign different time constraints in relation to the infotype’ssubtype.When you enter infotypes, the system automatically checks if your input satisfies the timeconstraints’ conditions, and reacts by automatically delimiting data records or issuing errormessages.Structure Time Constraint 1 For the entire time that the employee works at the enterprise, exactly one valid infotype record must exist. The validity periods of the individual records must not overlap. When you create a new record, the system automatically uses the start date of the new record as the delimitation date of the old record. Gaps are only allowed between the employee’s entry date and the start date of the first record. Time constraint 1 must be used for all of the infotypes containing information that must be available at all times. This is particularly true of personal and organizational assignment data.
  • 7. An Organizational Assignment infotype record (0001) must exist for all active or inactive employees in the SAP System. The system needs the data stored in this infotype for all business processes. In addition, this data must be unique, in other words, the system must know precisely to which organizational units the employee belongs. That’s why only one record may exist at the same time. Time Constraint 2No more than one valid record can exist at any one time. Records with constraint 2 mustnot overlap. Their existence is not obligatory. When you create a new record, the systemdelimits the previous record, if one exists. If the system delimits a record because of timeconstraint 2, it issues an appropriate message. Time Constraint 3Any number of valid records can exist at any one time. The individual records do notconflict with each other. In the Powers of Attorney infotype (0030), you can store different powers of attorney. That’s why any number of records for this infotype can exist at the same time. Since not every employee in your company has powers of attorney, a record for this infotype does not have to exist in the system. Time Constraint AInfotypes with time constraint A must have no more than one record. The systemautomatically assigns the record a validity period from January 01, 1800 throughDecember 31, 9999. This validity period cannot be subdivided.Infotype records with time constraint A cannot be deleted. Time Constraint BInfotypes with time constraint B must have no more than one record. The systemautomatically assigns the record a validity period from January 01, 1800 throughDecember 31, 9999. This validity period cannot be subdivided.Infotype records with time constraint B can be deleted. Time Constraint TInfotype records with time constraint T depend on the subtype. For the Addresses infotype (0030), you can assign a different time constraint for each subtype. In this way, you can make sure that a main address always exists for the employee and you can also enter temporary residences, if necessary. Time Constraint ZThe infotypes you use for entering working and absence time have a special timeconstraint behavior. For more information, see Time Constraints in Time Management.
  • 8. Important Infotypes Comonly used Personnel Administration Infotypes Infotype Infotype Name 0000 Actions 0001 Organizational Assignment 0002 Personal Data 0003 Payroll Status 0006 Addresses 0007 Planned Working Time 0008 Basic Pay 0009 Bank Details 0011 Ext. Bank Transfers 0014 Recur. Payments/Deds. 0015 Additional Payments 0016 Contract Elements 0017 Travel Priviledges
  • 9. 0019 Monitoring of Dates0021 Family/Related Person0022 Education0023 Other/Previous ERs0024 Qualifications0025 Appraisals0027 Cost Distribution0028 Int. Medical Service0029 Workers Compensation0030 Power of Attorney0031 Reference Pers. Nos.0032 Internal Control0033 Statistics0034 Corporate Function0035 Company Instructions0037 Insurance0040 Objects on Loan0041 Date Specifications0045 Company Loans0050 Time Recording Info.0052 Wage Maintenance0054 Works Councils0057 Membership Fees0065 Tax Data - GB0069 National Insurance GB0070 Court Orders GB0071 Pension Funds GB0077 Additional Personal Data0078 Loan Payments0080 Maternity Protection/Parental Leave0081 Military Service0082 Additional Absence Data0083 Leave Compensation0084 SSP Control GB0085 SSP1(L) Form Data GB0086 SSP/SMP Exclusions GB0087 WFTC/DPTC GB (this infotype is no longer used - use 0757 instead)0088 Maternity GB
  • 10. 0094 Residence Status0105 Communication0121 RefPerNo Priority0128 Notifications0130 Test Procedures0131 Garnishment/Cession0139 EEs Applicant No.0165 Deduction Limits0167 Health Plans0168 Insurance Plans0169 Savings Plans0183 Awards0185 Teachers DfES Number0198 Schedular Deduction Tax0199 Addl. tax deduction0207 Residence Tax Area0208 Work Tax Area0209 Unemployment State0216 Garnish. Adjustment0302 Additional Actions0416 Quota Compensation Commonly used Organisation Management infotypes Infotype Infotype Name1000 Object1001 Relationships1002 Description1003 Department/Staff1008 Account assignment features1011 Work schedule1015 Cost planning1016 Standard profiles1017 PD profiles1027 Site-dependent information1028 Address1032 Mail address1037 Billing/allocation information
  • 11. 1039 Shift group1208 SAP organisational object Commonly used Time Management infotypes Infotype Infotype Name2001 Absences2002 Attendances2003 Substitutions2004 Availability2005 Overtime2006 Absence Quotas2007 Attendance Quotas2010 EE Remuneration Info2011 Time Events2012 Time Transfer Specifications2013 Quota Corrections2050 Annual Calendar2051 Monthly Calendar2052 Weekly Calendar Commonly used Recruitment infotypes Infotype Infotype Name4000 Applicant Actions4001 Applications4002 Vacancy Assignment4003 Applicant Activities4004 Status of Applicant Activity4005 Applicants Pers.No.
  • 12. =
  • 13. Enterprise Structure - "Client"In SAP, the client is often referred to in the enterprise structure as the top level in thehierarchy. Actually, the client is not much to do with the enterprise structure.The client is used to separate data within a SAP system; clients are always numbers.Usually the only time you will refer to a client is when you first log into SAP. Here wesee the login screen which asks for the client number:Configuration and data belong to the client. So if you log into client 200, you may seedifferent employees and customizing settings to those in say, client 300. Some projectswill use a different SAP system altogether for different data.The client numbers will be decided on your project. For example, client 200 may be aplay client, 300 for configuration and testing and 400 for training.Technically, you are actually logging into the same database. Behind the scenes SAPwill fetch the correct data and display it for you. The client is usually the primary key ofdatabase tables in SAP.
  • 14. Company CodeThe Company code is an independent company with its own accounting unit, that is, acompany that draws up its own balance sheet.A personnel are is a specific entity for Personnel Administration. It represents asubdivision of the company code.Personnel SubareaPersonnel subareas are subdivisions of personnel areas.The organization of the most important subareas in Personnel Administration, namelythe pay scale and wage type structures and work schedule planning, are controlled at
  • 15. this level. Four-character alphanumeric codes uniquely identify the personnel subarea.The control features of personnel subareas are country-specific.Employee GroupThe employee is used to classify employees in general terms. It defines the position of aperson within the companys workforce.Employee SubgroupEmployee groups are divided into employee subgroups. Employees in the active workforce aredistinguished according to their status - trainee, hourly-paid employee, salaried employee, etc.Country codes in HR - MOLGAS
  • 16. Here is the full list of country codes (MOLGAS) used in HR.01 Germany02 Switzerland03 Austria04 Spain05 Netherlands06 France07 Canada08 Great Britain09 Denmark10 USA24 Saudi Arabia25 Singapore40 IndiaThe Personnel Structure:The Personnel Structure is split by Company Code, Personnel Area and PersonnelSubareas. There are other structures including employee groups/subgroups and thepay scale structure, but in this section it’s Pers Areas and subareas which are the topicto be covered.An implementation with one company, in one country, with various factories/sites maylook like this:This is a typical example. The company code is easily defined, as it represents a legalentity so you have to set them up exactly as they are. This is a function of the Financeconfiguration and is not covered here.The Personnel AreaA Personnel Area is attached to a company code, so you will always have at least onearea per company code. Generally, it represents a high level of the business. Quiteoften it represents a country – as shown in the example above.
  • 17. Some points to consider for Personnel Areas· Can be used to generate defaults e.g. work schedules, pay scale· Selection criteria for reporting· Multiple Areas can be connected to one Company Code· Can be referred to in Authorization checks· Connected to one company code· Must contain at least one Personnel subareaThe Personnel Subarea/sOften a Personnel Subarea is used to show a geographic split of the Personnel Area.For example, if a UK company had 3 manufacturing plants, it would probably have 3personnel subareas representing them.If you have just one site, the personnel subarea may be used to represent different splitsof employee, maybe factory vs staff; but generally it represents a physical location.The public holiday calendar is attached to the personnel subarea, so if you have plantswith different holiday calendars, you must have different subareas for each.Some points to consider for Personnel Subareas:· A sub-division of Personnel Area· May be geographic or functional areas of the business· Provides groupings for wage types, absences, payroll, work schedules, etc· Can (indirectly) be used in authorization checks· Selection criteria for reporting
  • 18. Here we working on Config document,STEP1: SPRO>Enterprise Strucuture>Definition>Financial Accountin>Edit, Copy,Delete, Check Company CodeSelect the Second Option in Dialog box as shown in screen shot.Make sure your company code (4 Digits) doesn‟t exist in the table already and click onNew Entries shown below.
  • 19. Enter the company code details as shown in above, and also enter all the address detailsof company code as shown below.
  • 20. STEP2: SPRO>Enterprise Structure>Definition>Financial Accounting>Edit, Copy,Delete, Check Company Code > Copy, Delete, Check Company CodeWhen we go to this screen we will get a blank screen, Click on the copy option “ ” asshown below.Here we are coping our company code from SAP standard company code for US thestandard company code is 3000
  • 21. When we click above Ok, we will get the below information message click on Yes hereas highlighted.If we say Yes for below message we will get standard G/L accounts copied to our newcompany code from standard 3000Once we say Yes for Second Information Message system prompts one moreconfirmation, do u want to allocate different currency for a target company code, as weare coping from standard company code i.e., 3000 which already contained USD ascurrency we can say “No” here, which make ABCL company code to there USD.
  • 22. Please click on the “ ” to move further.Click again on the button to move further and keep on the clicking until you reach thebelow message
  • 23. Below are the Couple of FI/CO setting, these settings are not mandatory up to ECC 5.0and these steps become mandatory in ECC 6.0, if we wont perform the FI/CO settingimplication are as belowIf it is 4.7 – No Error message on hiring an employee in Infotype 0001If it is 5.0 –Error message on hiring an employee in Infotype 0001, but by pressing Enteryou can move further.If it is 6.0 –Error message on hiring an employee in Infotype 0001, You can‟t movefurther until you complete the below configuration.STEP3: SPRO> Financial Accounting> Financial Accounting Global Settings>Company Code> Enter Global Parameters.
  • 24. Enter the highlighted values, you can use the same values for your company code also,Here we are using Chart of Accounts as “CAUS” and Fisal Year Variant as “K4”.Chart of Account = Set of General Ledgers are nothing but chart of Accounts.Fiscal Year Variant K4 represents four quarter for the financial year.
  • 25. STEP4: In the step4 we have to perform 3 activities, Please go through the stepscarefully.Step 4.1: (Creating Controlling Area)SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area>Maintain Controlling AreaIn the Basic Data Navigation area we have to define Controlling area, In a realtimeproject these will be created by FI/CO Consultants.Once you enter in to the table click on New entries button as shown below, when youclick on new entries the following screen will appear.
  • 26. Click on Save button we will get the following information message, Please click on Yesbutton.
  • 27. By doing the above activity we created a Controlling area for our company code.Step 4.2: (Assignment of Company Code{S})SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area>Maintain Controlling Area> Assignment of Company Code(s)> New Entries > Enter yourcompany code and Click on Save as shown below.Then Click on new entries and your company code there as shown below.
  • 28. Step 4.3: (Activate components/Control Indicators)SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area>Maintain Controlling Area> Activate components/Control Indicators > New Entries >Enter the details and Click on Save as shown below.With this we are done with the mandatory FI/CO Configuration for ECC 6.0 Version.
  • 29. Step 5: DEFINE PERSONNEL AREASPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human ResourceManagement> Personnel Areas > Personnel Areas > New EntriesEnter the Unique 4 digits Alpha Numeric Key and Click on Icon to save thePersonnel Area as shown below
  • 30. Click on Create Request option and create your own transport, We just need to enter thedescription the transport like what we are trying to perform, System will automaticallygenerate the Transport number.Repeat the same activity for all your personnel areas.Step 6: DEFINE PERSONNEL SUB-AREASSPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human ResourceManagement> Personnel Sub areas > Create Personnel Subareas > New Entries
  • 31. Click on New entries and Make enter 4 digits (maximum) Alphanumeric key forPersonnel Subareas as belowStep 7: DEFINE EMPLOYEE GROUPSSPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human ResourceManagement> Employee Groups > New EntriesCreate Your Employee Group as mentioned above.
  • 32. Step 8: PATH TO DEFINE EMPLOYEE SUBGROUPSSPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human ResourceManagement> Employee Subgroups > Define Employee Subgroups> New EntriesMake the New entries as belowBy doing the above activities we are done with creation of Enterprise and PersonnelStructure, now we need to perform the assignment activity.
  • 33. Step 9: Assigning Personnel Area to Company CodeSPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > HumanResource Management> Assign Personnel Area to Company CodeSelect your Personnel Area, Assign your company code and Country Code for personnelArea, This Country grouping Controls the Master data maintenance and Wagetypes,Please refer the below screenshot for the same.Step 10: Assigning Employee Subgroup to Employee GroupSPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > HumanResource Management> Assignment of Employee Subgroup to Employee Group
  • 34. Once you execute this table, Click on New entries Option Select your employee Groupand Select your employee Subgroup and Assign relevant Country Grouping (MOLGA)for the same, Please refer the below screenshot for the same.Note: It is possible to assign more than one MOLGA for same Employee Group andEmployee Subgroup.Step 11: Path to set User ParametersSPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>Basic Setting> Maintain user Parameters (T-Code: SU3)
  • 35. Select the relevant Country Code as shown belowClick on , You will get message box as Parameters Created for USA. Click onand Make Sure Parameters Created as below highlighted.
  • 36. Step 12: Path to Setup Employee Number RangesSPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>Basic Settings> Maintain number range intervals for Personnel Numbers (T-Code:PA04) Check this Box if you want to have External number range, Else Leave it as blankClick on icon, Create number range intervals by clicking on , Enter your number as below. From Number is going to be First employeenumber,Finally Click on , Click on This number is going to be the return value of the Feature NUMKR
  • 37. Step 13: Path to Access NUMKRSPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>Basic Settings> Determine defaults for number ranges (T-Code:PE03 and EnterNUMKR)You can configure the feature by using Create button and you can call the decisionoperation based on the requirement, Finally you have to Assign a return value for thedecision operation (Ex: 06 in the Previous Screen) and Click on Activate Icon , Allthe features need to be activate, Features doesn‟t give any affect until activate them.Step 14: Path to Maintain Employee AttributesSPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>Organisation Data> Organisation Assignment > Define Employee Attributes (Table:V_503_C)
  • 38. In this table we have to maintain Activity Status, Employment Status and Training Statusfor all our EEs and ESGs, In the above 3 status Activity Status is mandatorySelect the MOLGA and Click on enterEnter the entries as belowPossible Entries under Activity Status
  • 39. Possible entries under Employment StatusPossible entries under Training StatusThe above mentioned Configuration is mandatory to hire an employee for Our ownCompany Code.With the above configuration you can hire an employee and Test whether everything is working fine or not for given company code.
  • 40. Step 14: Navigation Path to configure the Infotype MenusSPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>Customizing Procedures> Infotype Menus > Infotype MenuSelect the User group dependency on menus and Infogroups option as shown below
  • 41. Step 2:Now go back (F3) and Select the Infotype Menu option and Enter the Infotype Menuwhich was create in the above step i.e., A1, A2 and A3, Select the Infotype A1 and enterthe Infotypes under that menu, repeat the same activity for all other Infotype menus.
  • 42. Enter the required IT under the A1 menu. In the User Group column enter the user groupnumber as Reference user group, the both should be one and same. In the No ColumnEnter the Serial no of Infotypes. If we leave as blank in the Screen Column system willpick the Standard Screen. If there any custom screen number enter that number in thecolumn.
  • 43. Step 3:SPRO> Personnel Management > Personnel Administration > CustomizingProcedures> Infotype Menus> Determine choice of Infotype menus> User groupdependency on menus and Info groups > (F2)In this table we shouldn‟t create any new entries, In Simple we have to change thereference user group to our own user which was assigned in our user parameters for „01‟HR Master Data Menu.In the given example we are following „78‟ as reference user group, with this we changedthe reference group as „78‟ for „01‟ Menu as shown below.Step 4:In this Step we need to our Infotype Menus (A1, A2, A3) to „01‟ HR Master DataCatalog.SPRO> Personnel Management > Personnel Administration > CustomizingProcedures> Infotype Menus> Determine choice of Infotype menus> InfotypeMenus> (F2)
  • 44. Click on “New Entries” (F5), Enter the Inputs as below.Note: Before making entries please make sure about the S.No. Just Check how manyS.No are used under the reference user group, If there are preexisting entries under thatUser group, we have continue with a different S.No, else we will get a error message as“An entry already existed with same Key”Step 5:Goto User Profile (SU3 is T-code) and change the UGR as „78‟ instead of „10‟ andsave, as shown below and click onExpected Out Put:Goto PA30 and check the customer specific infotype menus got created or not.
  • 45. Navigation Path to configure the Personnel ActionsIn Order to Define the Personnel Actions, First we have to identify what all the actiontype the customer is performing on their employees. Once We Identify the action wehave to determine are there any action which falls under same Infogroup. By doing theabove exercise we can come out with a list of Infogroups required for the client.Here we will configure Hiring action and configuration is steps are same for all the otheraction types.Step1: Define the Infogroups for actionSPRO> Personnel Management > Personnel Administration > CustomizingProcedures> Actions> Define Infogroups> User group dependency on menus andInfo groups > (F2)> Click on “NEW ENTRY”In the above mentioned table we have to create the relevant Infogroups for actions, wemay have 1:1 or 1:many combination for Infogroups vs Action. In the above example Icreated different Infogroups for each actionStep2: Add the Infotypes to Infogroup with relevant operationSPRO> Personnel Management > Personnel Administration > CustomizingProcedures> Actions> Define Infogroups> Info group > (F2)> Giveyour Infogroup which was defined in the previous table as shown below
  • 46. Click on “New Entry” and enter the Infotype as belowUSER GROUP = REFERENCE USER GROUPNo = Serial NoOperation = Standard SAP delivered certain operation to control the behaviour ofinfotypes, Operation as below
  • 47. As we are creating Hiring action, Meaning we don‟t have any data relevant to thatemployee in our system. So we have to create all the data for the PERNR. That is thereason we have to “INS” operation for Hiring.In the same way we have to create the Infogroups for Change of Position or Separation.For Change of Position we can call relevant Infotypes we can user Operation as “COP”or “MOD”For Separation action we can use LIS9 or DIS operations.Step3: Create the Personnel ActionsTable: T529ASPRO> Personnel Management > Personnel Administration > CustomizingProcedures> Actions> Setup Personnel Actions> Personnel Action types > (F2)>In the T529A, SAP delivered some standard personnel action, We can select thoseactions which are relevant for us as shown below.
  • 48. Click on Copy Icon ( ) and Change Action Code and Description along with our ownInfogroups, as shown below and click on Icon
  • 49. Configuration Work Area for Personnel AdministrationInfotype 0001:Below configuration is important for Infotype 0001, If we need any changes to the abovehighlighted fields input in IT -0001 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.
  • 50. Work area in SPRO: Personnel Management > Personnel Administration >Organizational Data > Organizational Assignment.Infotype 0002: (Personal Data)
  • 51. Below configuration is important for Infotype 0002, If we need any changes to the abovehighlighted fields input in IT -0002 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Personal Data > Personal Data.Infotype 0003: (Payroll Status)This infotype will be created internally by SAP, we don‟t require any configuration forthis infotype,
  • 52. Infotype 0006: (Address)Below configuration is important for Infotype 0006, If we need any changes to the abovehighlighted fields input in IT -0006 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Personal Data > Addresses.
  • 53. Infotype 0009: (Bank Details)Below configuration is important for Infotype 0009, If we need any changes to the abovehighlighted fields input in IT -0009 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Personal Data > Bank Details
  • 54. Infotype 0021: (Family Details)Below configuration is important for Infotype 0021, If we need any changes to the abovehighlighted fields input in IT -0021 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Personal Data > Family
  • 55. Infotype 0185: (Personnel IDs)Below configuration is important for Infotype 0185, If we need any changes to the abovehighlighted fields input in IT -0185 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Personal Data > Identification > Maintain types of Identification
  • 56. Infotype 0016: (Contract Elements)Below configuration is important for Infotype 0016, If we need any changes to the abovehighlighted fields input in IT -0016 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Contractual and Corporate Agreements > Contract Elements
  • 57. Infotype 0040: (Objects on Loan)Below configuration is important for Infotype 0040, If we need any changes to the abovehighlighted fields input in IT -0040 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Contractual and Corporate Agreements > Objects on Loan
  • 58. Infotype 0019: (Monitoring of Tasks)Below configuration is important for Infotype 0019, If we need any changes to the abovehighlighted fields input in IT -0019 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Evaluation Basis > Monitoring of Tasks
  • 59. Infotype 0041: (Date Specifications)Below configuration is important for Infotype 0041, If we need any changes to the abovehighlighted fields input in IT -0041 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Note: This Important is very important; This Infotype can be used for calculation in theBenefits, Compensation, ECM and Payroll Calculation also. In the below node we cancreate new Date Types and we can modify DATAR feature.Work area in SPRO: Personnel Management > Personnel Administration >Evaluation Basis > Date Specifications
  • 60. Infotype 0022: (Education and Training)Below configuration is important for Infotype 0022, If we need any changes to the abovehighlighted fields input in IT -0022 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Employee Qualifications > Education and Training
  • 61. Infotype 0023: (Other/Previous Employers)Below configuration is important for Infotype 0023, If we need any changes to the abovehighlighted fields input in IT -0023 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Employee Qualifications > Other/Previous Employers
  • 62. Infotype 0105: (Communication)Below configuration is important for Infotype 0105, If we need any changes to the abovehighlighted fields input in IT-0105 screen, the below is the work area in SPRO. Thehighlighted box is important in all nodes.Work area in SPRO: Personnel Management > Personnel Administration >Communication > Create Communication typesNote: Though IT 0007, IT 0008, IT 0014, IT 0015 required configuration under PA,we are going to talk about them under respective modules.
  • 63. Organisation Management
  • 64. Relationships
  • 65. A position can be held by more than one person or user and a person can hold more thanone position. However, a one-to-one ratio is the ideal.