This course teaches you how HR master data is set up in an R/3 System. At the conclusion of this course, you will be able to set up HR master data to meet your requirements and reproduce your entire enterprise and personnel structure in the R/3 System.

1. HR305 Configuration of Master Data
HR305
R/3 System Release 46C 05/02/2001
0

3. HR305 Configuration of Master Data...............................................................................................................................1
Copyright.......................................................................................................................................................................2
The R/3 Integration Model.........................................................................................................................................3
Human Resources (1).................................................................................................................................................4
Human Resources 4.6 (2)..........................................................................................................................................5
Course Prerequisites...................................................................................................................................................6
Target Group..............................................................................................................................................................7
Introduction: Contents...................................................................................................................................................1
Course Goals 1...........................................................................................................................................................2
Course Goals 2...........................................................................................................................................................3
Table of Contents I.....................................................................................................................................................4
Contents.....................................................................................................................................................................5
Main Business Scenario.............................................................................................................................................6
Administrator at the Caliber A Bicycle Company.........................................................................................................1
Administrator at the Caliber A Bicycle Company: Unit Objectives..........................................................................2
Administrator at the Caliber A Bicycle Company: Business Scenario......................................................................3
You are the Human Resources Administrator at the Caliber A Bicycle Company ................................................4
Enterprise Structure of the Caliber A Bicycle Company...........................................................................................5
The Caliber A Bicycle Company's List of Employees..............................................................................................6
SAP Components Implemented.................................................................................................................................7
Personnel Data at the Caliber A Bicycle Company...................................................................................................8
A New Employee's HR Master Data Sheet (1)..........................................................................................................9
A New Employee's HR Master Data Sheet (2)........................................................................................................10
Using a Personnel Action to Hire an Employee......................................................................................................11
Entry Screens for Hiring Employees.......................................................................................................................12
Administrator at the Caliber 'A' Bicycle Company: Summary................................................................................13
Buying a Bicycle Production Company.........................................................................................................................1
Buying a Bicycle Production Company: Unit Objectives........................................................................................2
Buying a Bicycle Production Company: Business Scenario.....................................................................................3
Caliber A Bicycle Company's New Structure............................................................................................................4
CAB Company's New List of Employees..................................................................................................................5
Project Steps Needed to Depict the New Enterprise Structure in the SAP System...................................................6
SAP Tools - The Implementation Guide...................................................................................................................7
Implementation Guide (IMG)....................................................................................................................................8
Implementation Guide / IMG.....................................................................................................................................9
Implementation Guides............................................................................................................................................10
How to Create a Project IMG (1).............................................................................................................................11
How to Create a Project IMG (2).............................................................................................................................13
How to Create a Project IMG (3).............................................................................................................................14

4. Folder Structure in SAPOffice.................................................................................................................................15
Links Between Master Data and Customizing Tables.............................................................................................16
Customizing Tables: Key and Function Fields........................................................................................................17
Customizing Tables: Create - Copy.........................................................................................................................18
Customizing Tables: Delete - Save..........................................................................................................................19
Customizing Tables: Delimit...................................................................................................................................20
Customizing Settings from the Application (1).......................................................................................................21
Customizing Settings from the Application (2).......................................................................................................22
Buying a Bicycle Production Company: Summary.................................................................................................23
Enterprise Structure.......................................................................................................................................................1
Enterprise Structure: Unit Objectives........................................................................................................................2
Enterprise Structure: Business Scenario....................................................................................................................3
Overview - Enterprise Structure................................................................................................................................4
Depicting the Enterprise Structure in the SAP System..............................................................................................5
Overview: SAP Enterprise Structure.........................................................................................................................6
Enterprise Structure - Client......................................................................................................................................7
Enterprise Structure - Company Code.......................................................................................................................8
Enterprise Structure - Personnel Area........................................................................................................................9
Enterprise Structure - Personnel Subarea................................................................................................................10
Indicators Set Using Personnel Subareas.................................................................................................................11
Enterprise Structure for CAB Company..................................................................................................................12
Personnel Structure - Employee Group...................................................................................................................13
Personnel Structure - Employee Subgroup..............................................................................................................14
Control Indicators Defined By Employee Subgroups.............................................................................................15
The Caliber A Bicycle Company Personnel Structure............................................................................................16
Enterprise Structure Copy Function (1)...................................................................................................................17
Enterprise Structure Copy Function (2)...................................................................................................................18
Enterprise Structure Copy Function (3)...................................................................................................................19
Personnel Subarea IMG Activities (1).....................................................................................................................20
Personnel Subarea IMG Activities (2).....................................................................................................................21
Personnel Subarea IMG Activities (Germany) (3)..................................................................................................22
Employee Subgroup IMG Activities.......................................................................................................................24
Assignments.............................................................................................................................................................26
Enterprise Structure: Summary................................................................................................................................27
Organizational Structure................................................................................................................................................1
Organizational Structure: Unit Objectives.................................................................................................................2
Organizational Structure: Business Scenario.............................................................................................................3
Organizational Plan....................................................................................................................................................4
Organizational Units..................................................................................................................................................5

5. Jobs............................................................................................................................................................................6
Positions.....................................................................................................................................................................7
CAB Company Organizational Structure (1).............................................................................................................8
CAB Company Organizational Structure (2).............................................................................................................9
Integration between Organizational Management and Personnel Administration..................................................10
Entering the Position in the Actions Infotype..........................................................................................................11
Values from Organizational Management...............................................................................................................12
Defining Default Values..........................................................................................................................................13
Cost Center Assignment..........................................................................................................................................14
Setting Up Integration Between Personnel Management and Organizational Management...................................15
Organizational Structure: Summary........................................................................................................................16
Additional Organizational Assignment..........................................................................................................................1
Additional Organizational Assignment: Unit Objectives..........................................................................................2
Additional Organizational Assignment: Business Scenario......................................................................................3
An Employee's Additional Organizational Assignment............................................................................................4
Depicting the Organization of Payroll in theSAP System.........................................................................................5
Payroll Areas..............................................................................................................................................................6
Payroll Control Record..............................................................................................................................................7
Organizational Key for Additional Authorization Checks........................................................................................8
Administrator Responsible for Personnel Administration.........................................................................................9
Administrator Assignment.......................................................................................................................................10
Employee Attributes................................................................................................................................................11
Additional Organizational Assignment: Summary..................................................................................................12
Define Default Values - Features...................................................................................................................................1
Define Default Values - Features: Unit Objectives...................................................................................................2
Define Default Values - Features: Business Scenario...............................................................................................3
Default Values...........................................................................................................................................................4
Maintaining Features.................................................................................................................................................5
Default Values for Payroll Accounting Area.............................................................................................................6
Define Administrator Groups....................................................................................................................................7
Personnel Number Assignment - Feature NUMKR..................................................................................................8
Maintaining Features (1)............................................................................................................................................9
Maintaining Features (2)..........................................................................................................................................10
Maintaining Features...............................................................................................................................................11
Define Default Values - Features: Summary...........................................................................................................12
Personal Data.................................................................................................................................................................1
Personal Data: Unit Objectives..................................................................................................................................2
Personal Data: Business Scenario..............................................................................................................................3
Personal Data.............................................................................................................................................................4

6. Addresses...................................................................................................................................................................5
Bank Details...............................................................................................................................................................6
Personal Data: Summary............................................................................................................................................7
Links Between Planned Working Time and Basic Pay.................................................................................................1
Links Between Planned Working Time and Basic Pay: Unit Objectives..................................................................2
Links Between Planned Working Time and Basic Pay: Business Scenario..............................................................3
Employee Working Time...........................................................................................................................................4
Planned Working Time..............................................................................................................................................5
Connection between Planned Working Time and Basic Pay.....................................................................................6
Employee Subgroup Grouping for Personnel Calculation Rule................................................................................7
Links Between Planned Working Time and Basic Pay: Summary............................................................................8
Pay Scale Structure........................................................................................................................................................1
Pay Scale Structure: Unit Objectives.........................................................................................................................2
Pay Scale Structure: Business Scenario.....................................................................................................................3
Overview - Pay Scale Structure.................................................................................................................................4
Pay Scale Data Stored in Basic Pay...........................................................................................................................5
Depicting Pay Scale Data in the SAP System...........................................................................................................6
Employee Subgroup Grouping for Collective Agreement Provision........................................................................7
Define Pay Scale Type and Area...............................................................................................................................8
Assign Pay Scale Type/Area to Personnel Subarea...................................................................................................9
Default Pay Scale Data using Feature TARIF.........................................................................................................10
Pay Scale Groups and Levels...................................................................................................................................11
Storing Periods Other Than Months........................................................................................................................12
Pay Scale Structure: Summary.................................................................................................................................13
Wage Type Structure.....................................................................................................................................................1
Wage Type Structure: Unit Objectives......................................................................................................................2
Wage Type Structure: Business Scenario..................................................................................................................3
Employees' Payments and Deductions.......................................................................................................................4
Setting Up Wage Types.............................................................................................................................................5
The Payment Structure's Dialog Characteristics in the SAP System.........................................................................6
Overview - Dialog Characteristics.............................................................................................................................7
SAP - Model Wage Type Catalog.............................................................................................................................8
Creating a Wage Type Catalog..................................................................................................................................9
Checking the Individual Steps of the Copy Procedure............................................................................................10
Using Wage Type Groups (Example)......................................................................................................................11
Defining Wage Type Permissibility for Infotypes...................................................................................................12
Wage Type Permissibility for Several Infotypes.....................................................................................................13
Input Frequency for Wage Types in Infotypes........................................................................................................14
Checking Wage Type Characteristics......................................................................................................................15

7. Employee Grouping for Primary Wage Types........................................................................................................16
Personnel Subarea Groupings for Primary Wage Types.........................................................................................17
Wage Type Permissibility for each Personnel Subarea and Employee Subgroup...................................................18
Valuation of Wage Types........................................................................................................................................19
Indirect Valuation Using the Rule for Wage Type Characteristics.........................................................................20
Module for Wage Type Characteristics (Indirect Valuation)..................................................................................21
Indirect Valuation Using Pay Scale Data - Module: TARIF...................................................................................22
Indirect Valuation Using the TARIF Module..........................................................................................................23
Indirect Valuation for Calculating a Percentage......................................................................................................24
Base Wage Type Valuation.....................................................................................................................................25
Indirect Valuation Using the PRZNT Module.........................................................................................................26
Indirect Valuation Using the SUMME Module.......................................................................................................27
Individual Weekly Working Times Using SUMME Module..................................................................................28
Indirect Valuation Using Positions - Module: ARBPL...........................................................................................29
Indirect Valuation: Additional Attributes................................................................................................................30
Default Wage Types for Basic Pay..........................................................................................................................32
Define Wage Type Models......................................................................................................................................33
Define Default Wage Types.....................................................................................................................................34
Wage Type Structure: Summary..............................................................................................................................35
Routine Personnel Tasks................................................................................................................................................1
Routine Personnel Tasks: Unit Objectives................................................................................................................2
Routine Personnel Tasks: BusinessScenario.............................................................................................................3
Overview: Pay Scale Reclassification.......................................................................................................................4
Pay Scale Reclassification Based on Master Data.....................................................................................................5
Performing a Pay Scale Reclassification Based on Master Data...............................................................................6
Batch Input Processing..............................................................................................................................................7
Pay Scale Reclassification Based on Hours Worked.................................................................................................9
Standard Pay Increases............................................................................................................................................10
Performing a Simple Pay Increase...........................................................................................................................11
Performing an Extended Pay Increase.....................................................................................................................12
Dynamic Pay Increase..............................................................................................................................................13
Example: Increase by a Difference (Variant D)......................................................................................................14
Example: Replace Wage Type with Another (Variant R).......................................................................................15
Employee Leaves the Company...............................................................................................................................16
Employee Reenters the Company............................................................................................................................18
Retiree with Company Pension................................................................................................................................19
Retiree Working as a Night Shift Security Guard...................................................................................................20
Routine Personnel Tasks: Summary........................................................................................................................21
Appendix........................................................................................................................................................................1

8. Menu Paths for HR305..............................................................................................................................................2
Absence (Personnel Time Management).................................................................................................................11

9. 0
© SAP AG 1999
HR305 Configuration of Master Data
© SAP AG
HR305HR305
Configuration of Master
Data
Configuration of Master
Data
 R/3 System
 Release 4.6B
 April 2000
 50036172

10. 0.2
© SAP AG 1999
Copyright
Copyright 1999 SAP AG. Alle Rechte vorbehalten.
Weitergabe und Vervielfältigung dieses Handbuchs oder von
Teilen daraus sind, zu welchem Zweck und in welcher Form
auch immer, ohne die ausdrückliche schriftliche Genehmigung
durch SAP AG nicht gestattet. In diesem Handbuch enthaltene
Informationen können ohne vorherige Ankündigung geändert
und ergänzt werden.
Alle Rechte vorbehalten. All rights reserved.
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Corporation.

11. 0.3
© SAP AG 1999
R/3R/3
Client / ServerClient / Server
ABAP/4ABAP/4
COCO
ControllingControlling
AMAM
Asset MgmtAsset Mgmt
PSPS
ProjectProject
SystemSystem
WFWF
WorkflowWorkflow
ISIS
IndustryIndustry
SolutionsSolutions
HRHR
HumanHuman
ResourcesResources
SDSD
SalesSales &&
DistributionDistribution
PPPP
ProductionProduction
PlanningPlanning
QMQM
QualityQuality
MgmtMgmt
FIFI
FinancialFinancial
AccountingAccounting
PMPM
Plant MainPlant Main--
tenancetenance
MMMM
MaterialsMaterials
MgmtMgmt
The R/3 Integration Model
 The SAP R/3 System continues to set new standards for universal standard software. Based on
progressive development techniques, the SAP R/3 System allows comprehensive integration of
business administration and data processing.
 The SAP R/3 System components are characterized by comprehensive business functions with
the most modern technology. The integration of the applications ensures that all the functions
are directly available in the system and thus in the enterprise.

12. 0.4
© SAP AG
R
Human Resources (1)
Level 3
HR315 3 days
Recruitment
AC270 3 days
Travel Management
HR540 3 days
Compensation
HR325 2 days
Benefits Administration
HR550 2 days
Human Resources &
Business Workflow
(see
HR2)
HR505 3 days
Organizational
Management
HR310/311 4 days
Time Evaluation
HR307 2 days
Configuration of HR
Administration &
Security
HR520 2 days
Shift- and Workforce
Planning
Training and Event
Management
HR510 2 days
HR515 3 days
Personnel Development
Level 2
HR050 5 days
Human Resources
CA500 2 days
CATS Cross-Application
Time Sheets
HR350 5 days
Programming in HR
HR530 3 days
Technical Topics in HR
HR306 2 days
Configuration of
Time Recording
HR305 3 days
Configuration of
Master Data

13. 0.5
© SAP AG 1999
(Germany-
specific)
Level 2
HR050 5 days
Human Resources
HR801 2 days
Special Aspects of
German Payroll
Level 3Level 3
HR400 5 days
Payroll
Fundamentals
HR390 2 days
Introduction to
Payroll
HR700/HR7xx 3 days
Payroll Reporting
Country xx
HR490 4 days
Incentive Wages
HR4xx 3 days
Payroll in
Country xx
HR305 3 days
Configuration of HR
Master Data
Human Resources 4.6 (2)

14. 0.6
© SAP AG 1999
Course Prerequisites
 HR050 Human Resource Management

15. 0.7
© SAP AG 1999
Target Group
© SAP AG
 Participants:
 Project team
 Consultants
 Duration: 3 days
Notes to the user
 The training materials are not teach-yourself programs. They complement the course
instructor's explanations. Your material includes space for noting down this additional
information.
 There may not be enough time to do all the exercises during the course. The exercises are
intended to be additional examples that are dealt with during the course. Participants can also
use them to deepen their knowledge after the course.

16. 1
© SAP AG
R
Introduction: Contents
Course goal
Course objectives
Course content
Main business scenario
(C) SAP AG HR305 1

17. 1.2
© SAP AG
R
Course Goals 1
This course teaches you
How HR master data is set up in an R/3 System
At the conclusion of this course, you will be
able to
Set up HR master data to meet your
requirements
Reproduce your entire enterprise and
personnel structure in the R/3 System
(C) SAP AG HR305 2

18. 1.3
© SAP AG
R
Course Goals 2
To reproduce your pay scale structure and standard
pay increases, and perform pay scale reclassifications
To build up your own wage type structure, which
determines the prerequisites for payroll accounting
To use the R/3 System to establish efficient work
processes in the human resource department
(C) SAP AG HR305 3

19. 1.4
© SAP AG 1999
Table of Contents I
Unit 1
Unit 2
Unit 3
Unit 4
Unit 5
Unit 6
Preface
Course Overview
Administrator at the Caliber A Bicycle Company
Buying a Bicycle Production Company
Enterprise Structure
Organizational Structure
Additional Organizational Assignment
(C) SAP AG HR305 4

20. 1.5
© SAP AG
R
Contents
Unit 10 Wage Type Structure
Unit 11 Routine Personnel Tasks
Exercises
Solutions
Appendix
(C) SAP AG HR305 5

21. 1.6
© SAP AG
R
Main Business Scenario
The Caliber ‘A’ Bicycle Company sells bikes
and bike accessories.
You have been the personnel administrator
at the company for several years now.
Working in close cooperation with your
colleagues in the HR Department and
various user departments, you are
responsible for setting up the SAP System
according to company requirements. You
must also support and take part in day-to-
day work activities in the HR Department,
irrespective of whether such activities
are performed on a regular or
irregular basis.
(C) SAP AG HR305 6

22. 2
© SAP AG 1999
 Enterprise Structure
 SAP Products Implemented
 Special Human Resource Management Features
Contents:
Administrator at the Caliber A Bicycle Company
(C) SAP AG HR305 1

23. 2.2
© SAP AG 1999
Administrator at the Caliber A Bicycle Company:
Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe the special Human Resource
Management features at the Caliber A
Bicycle Company and the enterprise structure
 Hire an employee
(C) SAP AG HR305 2

24. 2.3
© SAP AG 1999
Administrator at the Caliber A Bicycle Company:
Business Scenario
 You are an administrator at the Caliber A
Bicycle company. The company has
implemented a variety of SAP products.
You are responsible for the Personnel
Management component.
 Up until now, you have just been using the
SAP Personnel Management component.
In the future, you want to get involved in
setting up the Human Resource Management
system.
(C) SAP AG HR305 3

25. 2.4
© SAP AG 1999
You are the Human Resources Administrator at the
Caliber A Bicycle Company ....
CAB Co.
 The Caliber A Bicycle Company sells bicycles and accessories. The company's head office,
administration department and two sales departments are located in the same place. There is
also another sales department in a neighbouring country.
 A year ago, the company decided to restructure the existing IT systems. The company decided
to replace the old system with the SAP R/3 System. All components were implemented at the
same time.
 You have been a human resources administrator at the Caliber A Bicycle Company for a
number of years. This means that you are responsible for any tasks assigned to the Human
Resources Department. Up until now, you have not had a significant involvement in setting up
the system. You would like to gain the required knowledge for this over the next few days.
(C) SAP AG HR305 4

26. 2.5
© SAP AG 1999
Enterprise Structure of the Caliber A Bicycle
Company
Head OfficeHead Office
andand
AdminAdmin
SalesSales II SalesSalesIIII
SalesSales
Country BCountry B
CAB Co.
 The above is the Caliber A Bicycle Company's enterprise structure.
 The company is made up of a head office, an administration department and sales departments
in different locations. There is also another sales department located in a neighbouring country.
(C) SAP AG HR305 5

27. 2.6
© SAP AG 1999
The Caliber A Bicycle Company's List of Employees
1 Managing Director
3 Sales directors, one per location
18 External sales persons (to be hired)
5 Internal sales persons
5 Purchasers
10 Administrative assistants, 5 full-time, 5 part-time (50%)
1 Full-time administrator in the Accounting Department
1 Full-time administrator in the Human Resources
Department
1 Part-time administrator in both the Accounts and
Human Resources Departments (both 50% part-time)
4 System administrators with rotating shifts
1 Gardener for tending the grounds
1 Caretaker
4 Security personnel working rotating shifts
CAB Co.
 Above is the company's list of employees.
(C) SAP AG HR305 6

28. 2.7
© SAP AG 1999
SAP Components Implemented
Payroll
FI / CO
CAB Co.CAB Co.
Organ-
izational
Mana
gement
Personnel
administra-
tion
Time
Management
 Your enterprise phased the old system out last year. The SAP R/3 system was implemented as a
replacement. The implementation took place with the support of consultants. At present, only
the above areas have been mapped by SAP R/3.
(C) SAP AG HR305 7

29. 2.8
© SAP AG 1999
Personnel Data at the Caliber A Bicycle Company
Anna Other
21 Payne Lane
Surbiton
Surrey
Resume
 In the area of Human Resources, the following components are productive at the Caliber A
Bicycle Company: Personnel Administration, Time Management, Payroll and Organizational
Management.
(C) SAP AG HR305 8

30. 2.9
© SAP AG 1999
A New Employee's HR Master Data Sheet (1)
HR Master Data Sheet
Date
Personnel number
Name Date of birth
Place of birth
Address
Mar.St. NationalitySince
Bank Details
Bank code Bank Account number
Tim Taylor 08.11.1965 254 Fifth Avenue
New York 19190
New York
Married American05.01.85
1st of current month
67270003 Mellon Bank 34566566
 If you want to keep a new employee's hiring data, you can take it from the employee's files.
You can use a hiring action to transfer this data into the SAP System. The above is an example
of a HR master data sheet. In addition to the employee's personal data, the HR master data
sheet also includes the employee's organizational assignment, workplace and data on the
employee's family.
(C) SAP AG HR305 9

31. 2.10
© SAP AG 1999
A New Employee's HR Master Data Sheet (2)
Entry Employed as Work center
Working time/Schedule
Payroll area
1st of current
month
External sales employee
(Salaried employee)
Headquarters
Pay scale group/Basic pay Bonuses
Group/LevelSince Since Amount Type
1st of the
month
G00A
Flextime 40 hours per week
XX
 Here you can see the employee's working time data and information concerning how and when
the employee is paid.
(C) SAP AG HR305 10

32. 2.11
© SAP AG
R
Using a Personnel Action to Hire an Employee
Personal Data
Org. Assignment
Action
Hiring
Org. reassign
Leaving
Personnel ActionPersonnel Action
 A personnel action is used to transfer the employee's data into the SAP System. To run an
action, access the personnel actions via the Personnel administration menu. Access the hiring
action and enter the new employee's data. This function automatically takes you through all
the screens that you need to hire an employee. Once you have entered all the relevant data for
that particular infotype and saved your entries, the system takes you to the next infotype
record. On completing the hiring action, the system takes you back to the initial personnel
action screen.
(C) SAP AG HR305 11

33. 2.12
© SAP AG 1999
Entry Screens for Hiring Employees
 Actions
(Infotype 0000)
 Organizational Assignment
(Infotype 0001)
 Personal Data (Infotype 0002)
 Addresses
(Infotype 0006)
 Planned Working Time (infotype 0007)
 Basic Pay (infotype 0008)
 Bank Details
(Infotype 0009)
 Absence Quotas
(Infotype 2006)
Europe
Australia
Latin
America
Africa
Asia
North
America
When you are hiring an employee, you should
create the following entry screens
Country-specific infotypes
 e.g. Tax Data
 Note: these are the most important infotypes when you hire an employee. On the left hand
side are the international entry screens.
 In addition to these, there are a number of country-specific infotypes, for example, tax data.
(C) SAP AG HR305 12

34. 2.13
© SAP AG 1999
Administrator at the Caliber 'A' Bicycle Company:
Summary
 You can describe the company structure of the
Caliber A Bicycle Company and the
SAP products implemented.
 You know how to create personnel data in the
SAP System by performing a personnel action.
(C) SAP AG HR305 13

35. 3
© SAP AG 1999
Buying a Bicycle Production
Company
 Updating the Caliber A Bicycle Company's Enterprise
Structure
 Project Steps Needed to Depict the New
Enterprise Structure
 SAP Tools: The Implementation Guide
 How to Create an Implementation Project
 Links Between Master Data and Customizing Tables
 Creating and Deleting Entries in Customizing Tables
Contents:
(C) SAP AG HR305 1

36. 3.2
© SAP AG 1999
Buying a Bicycle Production Company:
Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe the Caliber A Bicycle Company's
new structure.
 Use the implementation guide and
create an implementation project.
 Create and delete entries in Customizing tables.
(C) SAP AG HR305 2

37. 3.3
© SAP AG 1999
Buying a Bicycle Production Company: Business
Scenario
 The Caliber A Bicycle Company has bought
a production company.
 You must now depict the new enterprise
structure and all the changes in the system.
 SAP provides tools that will help you map the
new company requirements when working
through the project steps.
(C) SAP AG HR305 3

38. 3.4
© SAP AG 1999
Caliber A Bicycle Company's New Structure
Head OfficeHead Office
andand
AdminAdmin
SalesSales II SalesSales IIII
SalesSales
Country BCountry B
ProductionProduction
plantplant -- NewNew
locationlocation
CAB Co.
 In the last few years, the Caliber A Bicycle Company has effectively managed its resources. The
management has decided to branch into manufacturing bikes in addition to just selling them.
The company has therefore bought a production plant in a new location.
 SAP must now be implemented at the production plant location. To do this, the existing system
will have to be customized.
(C) SAP AG HR305 4

39. 3.5
© SAP AG 1999
CAB Company's New List of Employees
1 Managing Director
3 Sales directors, one per location
18 External sales persons (to be hired)
5 Internal sales persons
5 Purchasers
10 Administrative assistants, 5 full-time, 5 part-time (50%)
1 Full-time administrator in the Accounting Department
1 Full-time administrator in the HR Department
1 Part-time administrator in both the Accounts and
HR Departments (both 50% part-time)
4 System administrators with rotating shifts
1 Gardener for tending the grounds
1 Caretaker
4 Security personnel working rotating shifts
CAB Co.
Workers at the new production plant
1 Managing Director 5 Lathe Operators (hourly wage)
1 Head of Production 5 Welders (hourly wage)
1 Warehouse Supervisor 5 Metalworkers (hourly wage)
5 Warehouse workers (hourly paid)
5 Fitters/packers
18 Production workers (hourly wage)
1 MRP controller for work scheduling
1 Work controller for work scheduling
 The above shows Caliber A Bicycle Company's new list of employees.
 There are many employees at the production plant that need to be added to the SAP System.
 A lot of changes need to be made to the existing system.
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40. 3.6
© SAP AG 1999
Project Steps Needed to Depict the New Enterprise
Structure in the SAP System
Define organizational
structure
Adjust to meet company
specifications
Possible enhancement and
adjustment for additional
functions
II
IIII
IIIIII
 The project team will make the changes to the SAP System to meet the requirements of the
new production plant. You are a member of the project team that is customizing the system to
meet the Human Resource requirements.
 Together with the project team members from other applications, you must first define the new
enterprise structure. Then you must make these changes in the system so that it meets the
production plant's requirements.
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41. 3.7
© SAP AG
R
SAP Tools - The Implementation Guide
Display Structure: SAP Reference IMG
Structure System HelpEdit Goto Information Utilities Standard settings
Expand/collapse What other projects?
Personnel Management
Global Settings for Personnel Management
Organizational Management
Personnel Development
Personnel Administration
Recruitment
Benefits
Compensation Management
Travel Management
Room Reservations Planning
Personnel Time Management
Work Schedules
Time Data Recording and Administration
Personnel Time Events
Plant Data Collection
Time Evaluation
Shift Planning
Incentive Wages
Authorization Administration
Payroll Accounting
Payroll: Australia
Payroll: Canada
Payroll: Switzerland
Payroll: Germany
Payroll: France
Payroll: United Kingdom
Payroll: USA
 To make sure that you carry out all the project steps required, SAP provides you with a tool –
the Implementation Guide – to help you with the implementation and customizing.
 You can use the Implementation Guide to store your customer-specific requirements in the
system (Customizing).
 Customizing is a method that supports the following situations:
 Implementing the SAP R/3 System
 Enhancing the SAP R/3 System
 Upgrading to a different release
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42. 3.8
© SAP AG 1999
Implementation Guide (IMG)
SAP documentation
Concept
Recommendations
Prerequisites
Activities
HTML/SAPScript
for text display.
Activities
Call up Customizing
transactions
Project management
Status management
Scheduling
Resources
Links to MS-Project
Project
documentation
Clearly structured
according to areas
Editing with
Microsoft Word
Global settings
Currencies
Calendar
The IMG contains documentation on
each activity.
You can carry out the activities directly
Functions are available for project
management and project
documentation
IMG
Countries
 Use the Implementation Guide to set up the system. You can use the Implementation Guide to
implement all the SAP R/3 components.
 The Implementation Guide is divided into application areas. The activities are then listed in the
order they need to be carried out within these application areas.
 The Implementation Guide is created as a hierarchical structure. You can execute the following
functions for each title by using the icons:
 Call up SAP documentation
Here you will find all the information you need to perform the activity.
 Call up Customizing transactions
Here you can access the settings in the system that can be customized.
 Call up project management
You can call up the project management for each Customizing step. Here you can enter the
status, the deadline, degree of processing and the resources.
 Call up project documentation
You can create your own project documentation for each Customizing step. You can store
your documentation either as project-specific or project independent documentation.
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43. 3.9
© SAP AG 1999
Implementation Guide / IMG
Critical/
non-critical
Mandatory/optional/
Countries
USA
Germany
France
...
IMGIMG
...
...
Personnel subarea
Human Resources
You can use the IMG to process the
individual Customizing activities
IMG activities are classified according
to several criteria
 SAP gives each Customizing step specific attributes. The attributes are as follows:
 Mandatory Activities
These are activities for which SAP cannot deliver default settings (for example, organizational
structure). You must store your own customer-specific requirements for activities that are
classified as mandatory.
 Optional Activities
SAP delivers default settings for these activities. You can use these settings if they meet your
requirements.
 Non-Required Activities
SAP delivers complete default settings for these activities. Only in exceptional cases, do you
need to adapt these settings (for example, if you need country-specific settings).
 In addition to this, Customizing steps have the following attributes:
 Critical Activities
You must proceed with great care when carrying out critical activities as any errors made
here can have far-reaching consequences.
 Non-Critical Activities
You must also proceed with care when you carry out these activities, but the consequences
of any errors are less far-reaching.
 You can also determine for which country the Customizing step is necessary during each step.
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44. 3.10
© SAP AG 1999
Implementation Guides
SAP Reference IMG
Project IMG
Project 001
Project 002
View for
project 002:
Mandatory
activities
PSPS ..........
PPPP
COCO
FIFI
HRHR
MMMM
SDSD
OMOM
FIFI
HRHR
PSPS
MMMM
PAPA
 In your delivery system, you will find an SAP Reference IMG. This IMG contains all the
Customizing settings for all the R/3 components and for all countries.
 The Project IMG is created by selecting countries and application components based on your
Enterprise IMG. You can use the project IMG to process Customizing steps, project
documentation and project information.
 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 information.
You can create project views based on criteria, for example, you could have a project view for
mandatory activities, one for optional activities, one for critical activities and so on. By using
views you can reduce the number of Customizing steps.
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45. 3.11
© SAP AG
R
Project name
How to Create a Project IMG (1)
SystemEdit Goto HelpProject data Utilities
Project: Header data
Project number
Name
Project language
Project manager
Start date End date
Dynamic where-used list
Where-used list/mail notification: relevant projects
Create projectCreate project
Framework
date for
implementation
project
When a customizing activity is
carried out, the processor receives a
mail informing them that this
activity belongs to the project
specified.
Name of the
person responsible
for the project
Project-specific
documenation
will be created
in this
language
 Generate a project IMG for each of your customizing projects. You can reduce the number of
customizing steps by creating a project IMG for certain countries or limiting it to certain
functions.
 To generate a project IMG, proceed as follows:
 In the customizing menu, choose Project management.
 Create an implementation project.
 Generate the project IMG and define the scope of the project.
 The implementation guide is stored as a hierarchical structure in the SAP R/3 System. This
structure is made up of nodes and structure titles that are linked to a document.
 There is detailed documentation for each structure title and/or node. This documentation
contains all the information you will need to carry out the activity and also provides
explanation on the functionality.
 You can perform the following activities:
 Start customizing transactions
 Maintain status information
 Maintain project documentation
 Read the documentation
 Note: Dynamic where-used list:
This additional function provides information on the notes and resources and facilitates
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46. coordination with other project groups. The What other projects? function informs you which
other projects are affected.
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47. 3.12
© SAP AG
R
Assign statuses
How to Create a Project IMG (2)
Create projectCreate project
SystemEdit Goto HelpProject data Utilities
By defining different degrees of processing statuses, you can
control the project’s progress by running a project evaluation
report.
You can use the
selection fields to
define the evaluation
criteria that you want
to use to control the
project.
Project Management
Yes
No Assign selection fields
Assign resources
Assign mail recipients
Employees that are
responsible for
carrying out an
activity.
 You can use Project Management to administer your project. Project Management provides
you with a number of evaluation reports.
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48. 3.13
© SAP AG
R
Assign note types
How to Create a Project IMG (3)
Create projectCreate project
SystemEdit Goto HelpProject data Utilities
Project documentation
Yes
No
Use this to structure your
documenation for the
individual customizing steps.
Generate Project IMG Manually extend Project IMG
Creates a project IMG
complete with all the
required customizing
steps
Specific customizing steps are
added to the project IMG
 The project documentation functions allow you to structure the notes that you create for the
individual customizing steps.
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49. 3.14
© SAP AG
R
R/3 R/3 Implementation
GENERAL Documentation Applicable to all Components
PROJECT-022 Documentation for IMG Project 022
PROJECT-047 Documentation for IMG Project 047
PROJECT-299 Documentation for IMG Project 299
PROJECT-475 Documentation for IMG Project 475
COMPONENTS Component-Specific Documentation
AC General Accounting
BC Basis
CA Cross-Application Components
CO Controlling
EC Enterprise Controlling
FI Financial Accounting
IM Investment Management
LO General Logistics
MM Materials Management
PA Personnel Administration and Payroll Accounting
PA-APP Recruitment
PA-BEN Benefits
PA-INW Incentive Wages
PA-PAD Personnel Administration
PA-PAY Payroll Accounting
PA-TIM Time Management
PA-TRV Travel
Folder Structure in SAPOffice
 When you generate your enterprise IMG, the system automatically creates a folder structure in
SAPoffice based on the components selected.
 Use the component-related folders to store text documents on the R/3 implementation's
functions and processes that are relevant for all projects.
 Each time you generate a project IMG, the system creates a non-component-related folder
structure in SAPoffice in additon to the component-related structure.
 The system automatically creates a folder structure for storing project-specific information for
each project. This enables you to store information such as:
 Status reports
 Logs
 Project standards
 Problems and errors in the system
 Lists of interfaces and system enhancements
 Open questions
 User handbooks .......
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50. 3.15
© SAP AG 1999
Links Between Master Data and Customizing
Tables
Personal Data (Infotype 0002)Personal Data (Infotype 0002)
SystemEdit Goto HelpHR master data Utilities
Name
F.o.add.
Last name
First name
Name prefix
Formatting
Title
Name at birth
Initials
Name affix
Birth data
Date of birth
Language
Nationality
Place of birth
Country of birth
Add. nationality
Marital status/religion
Marital status
No. child.
Religion
IMG: CAB Company Project
R/3 Customizing Implementation Guide
Personnel Management
Personnel Administration
Personal Data
Personal Data
Create Forms of
Address
Create Name
Affixes
Create Marital Status
Create Religious
Denomination
–
–
–
–
–
 You store employee data in infotypes. All the entries that require specific texts come from
tables that can be set up when you customize the system. The possible entries (F4) are a
section of the IMG and enable you to see what data is stored in the corresponding table.
 You need to enter data in the Customizing tables in order to be able to use your company's
data (e.g. company structure or new pay scale groups) in master data.
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51. 3.16
© SAP AG 1999
Customizing Tables: Key and Function Fields
Pay Scale Groups
Grpg PS group Lv Wage ty Start End Amount Curr.
01.01.791 WW 1010 31.12.9999 6.500,00
01.01.922 AT 31.12.9999 7.750,00
3 AT 01.01.79 31.12.9999 4.000,00
Position...
Fields that are white
describe a unique table
entry.
Fields that are gray identify a unique table entry. There is
always only one entry that has the same key field. If you overwrite
the key field, the system creates a copy of the entry.
 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.
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© SAP AG 1999
Customizing Tables: Create - Copy
Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview
SystemEdit Goto HelpObject Utilities
Var. List
Pay scale type
Pay scale area
Grpg PS group Lv Wage ty Start End Amount Curr.
01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00
01.01.922 AT 31.12.9999 7.750,00
3 G01A 01.01.79 31.12.9999 4.000,00
Create: You receive an empty
input template,in which you have
to enter both the key
and the function fields.
Exp. <-> Coll New entries Delimit
Copy:
Select an entry that is similar to the entry you
want to create and overwrite at least one key
field, and possibly the function fields on the
subsequent screen.
 There are two ways to make entries in Customizing tables:
 New Entries:
The system displays an empty input template and you must enter key and function fields.
 Copy:
You select an entry that you want to copy and overwrite the entries in the key and, if
necessary, the function fields on the subsequent screen.
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53. 3.18
© SAP AG 1999
Customizing Tables: Delete - Save
Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview
SystemEdit Goto HelpObject Utilities
Pay scale type
Pay scale area
Grpg PS group Lv Wage ty Start End Amount
01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00
01.01.922 AT 31.12.9999 7.750,00
3 G01A 01.01.79 31.12.9999 4.000,00
Save:
All changes made to the entries have to
be saved
Exp. <-> Coll New entries Delimit
Delete:
Select one or more entries and
choose delete.
 To delete entries in Customizing tables, select the entries that you want to delete and then
choose Delete.
 You must save all the changes you make to Customizing tables.
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54. 3.19
© SAP AG 1999
Customizing Tables: Delimit
Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview
SystemEdit Goto HelpObject Utilities
Grpg PS group Lv Wage typeStart End Amount Curr.
01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00
01.01.922 AT 31.12.9999 7.750,00
3 AT 01.01.79 31.12.9999 4.000,00
Define Validity: EntryDefine Validity: Entry
Position... Entry 1 of 1
Valid from 01.01.1998
If an entry is no longer valid as of a
certain date, choose "Delimit" and enter the
delimitation date. The system automatically
creates a new record and you can overwrite
the function fields.
In time-dependent tables, the system displays
the record that is currently valid. Use the
"Expand-Collapse" function to display the other
records.
 If an entry is no longer valid as of a certain date, choose "Delimit" and enter the
delimitation date. The system automatically creates a new record and you can overwrite the
function
fields.
 In time-dependent tables, the system displays the record that is currently valid. Use the
"Expand-Collapse" function to display the other records.
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55. 3.20
© SAP AG 1999
Customizing Settings from the Application (1)
PersNo.
Name
Validity
Enterprise Structure
SAP AG
International
CoCode 0001
0001Pers. area
Cost ctr.
01.11.1995 - 31.12.9999
Personnel structure
Active employee
Salaried employee
EE group 1
DUEE subgroup
Pay.area
Contract
Organizational Structure
Position
Supervisor
50000836
Administrators
Group
Human Resources
Time Recording
Payroll
0001
Job 0
Org. unit
Org. key
50000827
0001
Percentage 100
No values selected.
Would you
like to maintain the entries?
Maintain Query EntriesMaintain Query Entries
?
CANCELYes No
 If there are no entries for a field in master data, the appropriate dialog box appears. You can
then go directly to the relevant IMG step from this dialog box. You can then maintain the
necessary entries.
 This functionality is not active in the productive system.
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56. 3.21
© SAP AG 1999
Customizing Settings from the Application (2)
PersNo
Validity
Pay scale
Baden-Württemberg
Pay scale type 40
01Pay scale area
PS group
01.11.1995 - 31.12.9999
Metal
G01
Name
Pay scale groups/levelsPay scale groups/levels
Country Grouping
Pay scale type
Pay scale area
ESG for CAP
01
40
01
3
PSGrp
G01A
G01B
G01C
Lv Wage type
1020
Start
01.04.1991
01.04.1991
01.04.1991
End
31.12.1999
31.12.9999
31.12.9999
Amount
4.000,00
6.000,00
7.000,00
Customizing ActivitiesCustomizing Activities
Pay scale groups and levels
Personnel Administration
Create values
F5
 Use F5 (click right mouse button), to go directly from master data to the relevant Customizing
activity in the IMG, and then maintain the entries.
 This functionality is not active in the productive system.
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57. 3.22
© SAP AG 1999
Buying a Bicycle Production Company: Summary
 You have been introduced to the Implementation
Guide as a project support tool.
 You know what the Implementation Guide
can be used for and how you can also generate
your own project.
 You can describe the link between master
data and the individual Customizing steps.
 You can create and delete entries in
Customizing tables.
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58. 4
© SAP AG 1999
Enterprise Structure
 Overview
 Client
 Company code
 Personnel area
 Personnel subarea
 Employee group
 Employee subgroup
Contents:
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59. 4.2
© SAP AG 1999
Enterprise Structure: Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe the different elements of the
enterprise and personnel structures.
 Set up an enterprise and a personnel
structure using the IMG.
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60. 4.3
© SAP AG 1999
Enterprise Structure: Business Scenario
 The company has just bought a
production plant and as a result,
you need to modify the existing enterprise
structure in the SAP System.
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61. 4.4
© SAP AG 1999
Overview - Enterprise Structure
Personnel
structure
Enterprise
structure
e.g. Hourly paid employee
e.g. Salaried employee
 Every employee has an organizational assignment, that is, he/she is unique in the enterprise
structure and in the personnel structure. In other words, the employee belongs to a specific
place of work and has a specific status (for example, salaried employee or industrial worker).
 You assign an employee to the enterprise structure in master data by means of the
'Organizational Assignment' infotype (0001).
 In the SAP R/3 System, the company's structure is made up of the enterprise structure and the
personnel structure.
 The enterprise and personnel structure are set up using the Customizing functions.
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62. 4.5
© SAP AG 1999
Depicting the Enterprise Structure in the SAP
System
Enterprise Structure
Personnel Structure
Organizational Structure
Active
employee
Enterprise Structure
Definition
 
 
Financial Accounting
Define, Copy, Delete, Check
Company Code
Controlling
Maintain Controlling Area
Human Resource Management
Personnel Areas
Personnel Subareas
Employee Groups
Employee Subgroups
Assignment - Human Resources
Organizational Structure
Personnel Management -> Organizational
Management -> Edit Organizational
Plan
 Because the Caliber A Bicycle Company structure has changed, you need to modify the
structure that is currently in the system. The purchase of the production plant must be depicted
in the enterprise structure.
 In addition to these changes, the manufacturing plant contains employees that do not exist in
the Caliber A Bicycle Company, for example, hourly-paid employees.
 The organizational units, jobs and positions must be added to the organizational structure.
 An overview of the necessary Customizing steps is displayed on the right.
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63. 4.6
© SAP AG 1999
Overview: SAP Enterprise Structure
ClientClient
Personnel areaPersonnel area
PersonnelPersonnel
subareasubarea
PersonnelPersonnel
subareasubarea
PersonnelPersonnel
subareasubarea
PersonnelPersonnel
subareasubarea
Company codeCompany codeCompany codeCompany code Company codeCompany code
Personnel areaPersonnel area Personnel areaPersonnel area
 The following elements define the SAP enterprise structure for Personnel Administration:
 Client
 Company code
 Personnel area
 Personnel subarea
A client can either be valid for a company code at the smallest level, or the entire corporate
group. The company code is defined in Financial Accounting. The balance sheet and profit and
loss statements are drawn up at the company code level. The personnel area, which is only
used in Personnel Administration, is unique in each client. Each personnel area must be
assigned to a company code. The personnel subarea is also used only in Personnel
Administration and is the smallest element of the company structure. The groupings that define
the entries to be used for employees of a particular company code/personnel area are linked to
the personnel subarea.
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64. 4.7
© SAP AG 1999
Enterprise Structure - Client
Client 000Client 000
The client is an independent legal and organizational unit of the system
(e.g. group).
A three-character alphanumeric code uniquely identifies the different clients
within a system.
. . .
Client 001Client 001 TestTest TrainingTraining
 No access to employee data in other clients
 No cross-client evaluations or access authorizations
 No data exchange between clients
 An employee who changes from one client to another
must be assigned a new personnel number
 Client 000 contains the standard SAP System, and cannot be changed. Client 001 is delivered
with client 000. Both systems are identical when they are delivered.
 The system contains both client-independent and client-specific elements.
 Elements that SAP describes as client-independent are used in all clients. Client specific
elements, however, are only used in certain special clients.
 The following are defined as client-independent:
 Data structures like field definitions, table structures and file structures, client-independent
tables, transactions, programs, standard evaluations, authorization objects, help
documentation and user defined programs.
 The following are defined as client-specific:
 Client-specific tables: these have to be copied from the original client, HR master records,
user master records and authorization profiles.
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© SAP AG 1999
Enterprise Structure - Company Code
ClientClient
Company codeCompany code Company code
The company code is an independent company with
its own accounting unit, that is, a company that draws
up its own balance sheet.
 The company code represents the highest level of the enterprise structure within a client. If you
use the Controlling, Financial Accounting, Materials Management or Sales and Distribution
components and the Personnel Administration component, you must coordinate the company
code setup with the other components. This does not impose any restrictions in the Human
Resources areas as the most important control information is defined at the personnel subarea
level anyway.
 Country groupings are assigned to the 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 country grouping must be unique within a company code.
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66. 4.9
© SAP AG 1999
Enterprise Structure - Personnel Area
Personnel area
0001
0002 0003
Company code Company code Company code
ClientClient
A personnel area is a specific entity for Personnel
Administration. It represents a subdivision of the
company code.
 The personnel area has the following functions:
 The personnel area is a selection criterion for evaluations.
 The personnel area is an entity for authorization checks.
 Personnel areas must be uniquely assigned to company codes.
 You can use the personnel area to generate default values for data entry, for example, for the
payroll area.
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67. 4.10
© SAP AG 1999
Enterprise Structure - Personnel Subarea
Company code
ClientClient
Company code Company code Company code
Personnel subarea Personnel subarea Personnel subarea
0002 0003
Personnel area
0001
Personnel subareas are subdivisions of personnel areas.
The organization of the most important subareas in Personnel Administration,
namely the pay scaleand wage type structures and work schedule planning,
are controlled at this level. Four-character alphanumeric codes uniquely
identify the personnel subarea. The control features of personnel subareas
are country-specific.
 The following are the most important personnel subarea organizational functions:
 It defines the legal person, which in turn differentiates between the individual companies
according to legal aspects.
 It defines groupings for Time Management. These groupings can be used to create work
schedules, substitution types, absence types and leave types for each subarea.
 It generates the default values for pay scale type and area for an employee's basic pay.
 It defines the public holiday calendar.
 It defines personnel subarea specific definitions for each personnel area.
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68. 4.11
© SAP AG 1999
Indicators Set Using Personnel Subareas
Default Values for
Basic Pay
Infotype (0008)
Tax number,
tax office number
Tax OfficeTax Office
Legal person
§
Personnel subareaPublic holiday
calendar
Groupings for Time Management
Permissible
primary wage
types
20002000
The following indicators are defined by the personnel subarea:
 International
 Default values for pay scale area and pay scale type
 Assignment of personnel subarea to a public holiday calendar, legal person and statistics
group
 Grouping of personnel subareas for vacation, work schedule, attendance and absence types,
substitution and availability types, attendance and absence counting, time recording, time
quota and premiums.
 Grouping of personnel subareas for primary wage types
 Grouping of personnel subareas for appraisals
 National (Germany)
 Assignment of tax relevant corporate features
(church tax area, tax office number, tax number)
 Flat-rate church tax
 Data communications regulation check (DEUEV - Germany)
 Miner's and mine-employee's insurance company number
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69. 4.12
© SAP AG 1999
Enterprise Structure for CAB Company
CAB Co.
CAB Co.
Subsidiary company
Caliber A Bicycle Co.
Country A
Subsidiary company
Caliber A Bicycle
Country B
Sales
dept
CAB Co.
Sales
dept. I
Sales
dept. II
Production
plant
Personnel
subarea
Company
code
Personnel
area
Client
Head office
and
Admin.
 The Caliber A Bicycle Company structure must be depicted in the SAP System. The above slide
shows the Caliber A Bicycle Company's enterprise structure, which can be used as an example
of how to depict an enterprise structure in the SAP System.
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70. 4.13
© SAP AG 1999
Personnel Structure - Employee Group
Active employee
External
Retiree
The employee group is used to classify employees in general terms.
It defines the position of a person within the company's workforce.
 The employee group has the following important organizational functions:
 It can be used to generate default values for data entry, for example, for the payroll area or
an employee's basic pay.
 It is used as a selection criterion for reporting.
 It is used as an entity for authorization checks.
 As a rule, you can use the standard entries in the system for setting up employee groups. If
necessary, you can also add to these entries so that they meet your requirements.
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Personnel Structure - Employee Subgroup
ActiveActive
employeeemployee
Trainee
Hourly wage
earner
Non-pay scale
employee
Salaried
employee
Employee groups are divided into employee subgroups. Employees in the
active workforce are distinguished according to their status - trainee,
hourly-paid employee, salaried employee, etc.
 The employee subgroup grouping for the personnel calculation rule controls how an
employee's payroll is processed, for example, whether an employee is to be paid on an hourly
or monthly basis.
 The grouping for the primary wage types controls the validity of wage types at the employee
subgroup level. The grouping for the collective agreement restricts the validity of pay scale
groups to specific employee subgroups.
 The employee subgroup grouping for the work schedule defines which work schedules,
attendance/absence types and time quotas are valid for which employees.
 The type of salaried employee is relevant in Germany for evaluations at the State Statistical
Office.
 The employee subgroup allows you to define default values for data entry, for example, for the
payroll area or basic pay.
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Control Indicators Defined By Employee Subgroups
Employee subgroups
Permissible
primary wage
types
Payroll
Statistical
evaluations
Assignment to
pay scale groups
xxxx
Work schedule
 The employee subgroup can be used to set the following indicators:
 International
 Employee subgroup grouping for personnel calculation rule and collective agreement
provision; activity, employment and training status and statistics; work schedule; time quotas;
appraisals; primary wage types.
 National
 Default values for social insurance
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The Caliber A Bicycle Company Personnel
Structure
CAB Co.
Active employee
Retiree
Temporary
personnel
Hourly wage
earner
Non-pay
scale employee
Salaried
employee
Retiree
 You need to depict the changes to the Caliber A Bicycle Company's personnel structure in the
SAP System.
 The above slide shows the Caliber A Bicycle Company's personnel structure, which you can use
as an example of how to depict a personnel structure in the SAP System.
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Enterprise Structure Copy Function (1)
Copy functions
Copy, Delete, Check Company Code
Copy, Delete, Check Personnel Area
Copy, Delete, Check Personnel Subarea
Copy, Delete, Check Employee Subgroup
 A number of control indicators are connected to elements of the company structure. These can
then be accessed on subsequent screens.
 So that you do not have to call up the subsequent tables individually, there is a copy function
available that enables you to create new elements quickly and easily.
 You can use the copy function to copy, delete and check company codes, personnel
areas/subareas and employee subareas. You can also create and editr IMG views.
 Copy
 Delete
 Check
 Create and edit IMG views
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Enterprise Structure Copy Function (2)
Organizational Object Personnel SubareaOrganizational Object Personnel Subarea
Organizational object Edit Goto Extras Utilities Settings System
CopyCopy
From pers. subarea ?
To pers. subarea ?
StructureIMG
When you copy enterprise parts, the entries
in the enterprise structure tables will be
copied to all the Customizing and system
tables in which the enterprise parts appear
as a key.
 Copy
Use this function if you want to create a new organizational unit and use the existing settings
as a template.
If you have already carried out the system settings for the organizational unit that you have just
created, you can still use the copy function. In this case, the system will only duplicate the
entries that are missing. Existing entries remain unchanged. The result of this copy action is a
project IMG view that contains all the objects that were changed by the copy action. This
means that you can postprocess the entries that have been copied.
 Delete:
Use this function if you want to delete an existing organizational unit and all its dependent
entries.
 Check
Use this function to check the settings of existing organizational units.
The check is carried out in two steps:
 In the first step, the system checks to see whether there is an entry in all the tables in which
the organizational unit specified is entered as a table key.
 In the second step, the system checks to see whether there is an entry in the dependent
tables that are validated against the table key.
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Enterprise Structure Copy Function (3)
Organizational Object Personnel SubareaOrganizational Object Personnel Subarea
Edit Goto Extras Utilities Settings SystemOrganizational objectOrganizational object
Display <-> change Ctrl + F
Copy org. object F6
Replace org. object F7
Delete org. object Shift + F2
Check org. object F8
Transport org. object
IMG ActivitiesIMG Activities F5F5
End Shift + F3
 Project IMG
You can use this function to create a new view for a Customizing project. This view contains all
the steps that are required to edit the organizational unit within the framework of the
Customizing project. Before you can use this function, you must have already created a
Customizing project.
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Personnel Subarea IMG Activities (1)
Display Structure: Activities for Organizational Unit Personnel Subarea
Structure System HelpEdit Goto Information Utilities Default settings
Expand/collapse What other projects
R/3 Customizing Implementation Guide
Personnel Management
Personnel Administration
Payroll Data
Basic Pay
Assign pay scale type/area to personnel area
Wage Types (this step exists for all payroll-relevant
infotypes)
Define personnel subarea grouping for primary
wage types
Employee Remuneration Information
Group personnel subareas for premiums
Appraisals
Group personnel areas for appraisals
 Above are the steps needed to define and/or check a new personnel area.
 For example, this is where you assign a pay scale type and area.
 The personnel subarea grouping for primary wage types can be used to define personnel
subareas for primary wage types, that is, you group personnel subareas that have already been
defined. You can then use these groups to determine which wages types are permissible for
which personnel areas.
 Example:
The wage type "Profit Sharing" is permissible for the personnel areas "Head office" and
"Production". Both personnel areas are given the grouping "9".
 You do not have to group your personnel areas for primary wage types. If you decide not to,
you cannot then restrict the entry of wage types to specific personnel areas.
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Personnel Subarea IMG Activities (2)
Display Structure: Activities for Organizational Unit Personnel Subarea
Structure System HelpEdit Goto Information Utilities Default settings
Expand/collapse What other projects?
Personnel Time Management
Work Schedules
Personnel Subarea Groupings
Define groupings for the work schedule
Work Schedule Rules and Monthly Work Schedules
Set groupings for the public holiday calendar
Time Data Recording and Administratioin
Substitutions
Define personnel subarea groupings
Absences
Absence Catalog
Group personnel subareas for absences/attendances
Absence Counting
Group personnel subareas for absence counting
Availability
Group personnel subareas for availability types
Quotas
Absence Quotas
General Absence Quotas
Group personnel subareas for time quotas
Leave Quotas
Group personnel subareas for leave quotas
Time Evaluation
Settings for Time Evaluation
Group personnel subareas for time recording
 You can use the groupings in Time Management to group and control the personnel subareas.
Example: Personnel subarea "0001" and personnel subarea "0002" should work the same work
schedule rule and therefore, are assigned the grouping "01". Personnel subarea "0003"
however, has totally different work schedule rule requirements and is assigned grouping "02".
You can use groupings to reduce the amount of data you have to enter and make accessing
subsequent tables easier.
 You can use the grouping for the public holiday calendar to assign a unique public holiday
calendar to your personnel subareas.
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Personnel Subarea IMG Activities (Germany) (3)
Display Structures: Activities for Organizational Unit Personnel Subarea
Structure System HelpEdit Goto Information Utilities Default settings
Expand/collapse What other projects?
Payroll Accounting
Payroll: Germany
Basic Settings
Maintain assignment of corporate features
Define assignment of legal entity to personnel areas
Tax
Environment
Assign tax relevant company features
Flat-rate Church Tax
Assign rules for flat-rate church tax
DUEVO
Master Data
Assign DUEVO check to personnel area
Reporting and Statistics
Social Insurance Procedure Reporting / Data Carrier
Assign company number
 When you assign the corporate features, you store the company number (provided by the
employment office), the west/east indicator for health insurance calculations, the federal state
and the municipality number.
 Use the legal person to assign your personnel subarea to a legally independent company. If an
employee changes companies, it has the following effects on social insurance and DUEVO: The
income threshold deficit for social insurance is not transferred which could effect how
contributions are calculated for non-recurring payments. DUEVO creates a deregistration for
the period of employment at the old company and a registration for the new company.
 Use the tax relevant company features to assign the tax relevant company features to
employment tax places of work, resulting from their location. You can enter the relevant church
tax area, the number of the relevant tax office. The valid church tax area is defaulted in the Tax
Data infotype. The tax office appears on the employment tax notification and the employment
tax statement. You use the rules for flat-rate church tax to assign the procedure for levying flat-
rate church taxes (that is, church tax from flat-rate employment tax). By assigning DUEVO
checks you can determine whether you want to use DUEVO checks when you enter DUEVO-
relevant data. For example, when you enter a name you can use the DUEVO checks to see if the
name meets the DUEVO guidelines.
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Employee Subgroup IMG Activities
Display Structure: Activities for Organizational Unit Employee Subgroup
Structure System HelpEdit Goto Information Utilities Default settings
Expand/collapse What other projects?
Personnel Administration
Organizational Data
Organizational Assignment
Define employee attributes
Payroll Data
Basic Pay (example)
Define EE subgroup grouping for PCR and coll.agrmt prov.
Wage Types
Define employee subgroup grouping for primary wage types
Personnel Time Management
Work Schedules
Work Schedule Rules and Monthly Work Schedules
Define employee subgroup groupings
Time Data Recording and Administration
Absence Quotas
General Absence Quotas
Group employee subgroups for time quotas
Attendance Quotas
Group employee subgroups for time quotas
 These are the customizing steps required to define and/or check a new employee subgroup.
 You can use the employee attributes to define the indicators for national and international
evaluations and for depicting national plausibilities.
 The employee subgroup grouping for personnel calculation rules is required by payroll
accounting. The employee subgroup grouping for the collecctive agreement provision is used
for the indirect valuation of wage types on the Basic Pay infotype (0008).
 Use the employee subgroup grouping for primary wage types to define employee subgroups
for primary wage types. This means that you group your employee subgroups and you can
then use these groups to determine which wage types can be entered for which employee
subgroups.
Example:
The wage type "Bonus" can only be entered for the employee subgroups "Managing directors"
and "Executives". Both of these employee subgroups have the grouping "9".
 You can use the employee subgroup grouping for work schedules to group employee
subgroups that are assigned to the same work schedules.
 The employee subgroup grouping for time quota types groups employee subgroups that have
the same absence/attendance quota types.
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Assignments
Personnel Area - Company Code
Pers.area Personnel area text Company code Name of company Country grpg
AT01 Personnel Area AT01 AT01 Country Template AT 03
AV01 Australian Personnel AV01 Country Template AV 13
BE01 Personnel area BE01 BE01 Country Template BE 12
CA01 Personnel area CA01 CA01 Country Template BE 07
EE Grp EE Grp name EESub EE Subgp name
1 Active employee DA Trainee ind.
1 Active employee DB Trainee comm.
EE group
EE subgroup
1
DA
Active employee
Trainee ind.
Ld. Description Allowed
Germany
Switzerland
Austria
The country grouping classifies
countries according to human
resource focal points.

Employee Group - Employee Subgroup
 The relationship between organizational units is defined here.
 Your personnel area is assigned to a company code. When you create a personnel number, the
system will assign relevant company code in the Organizational Assignment infotype (0001),
depending on which enterprise structure the employee has been assigned to.
 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: The employee subgroup "Trainee" should be assigned to the employee group
"Active" and not to the employee group "Retiree".
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Enterprise Structure: Summary
 You are able depict your enterprise's
organizational and personnel structure
in the SAP System.
 You can now identify the Customizing
steps needed to set up your enterprise
and personnel structures.
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Organizational Structure
 Caliber A Bicycle Company Organizational
Structure
 Elements of the SAP Organizational Structure
 Link between Organizational Management
and the Enterprise Structure
Contents:
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Organizational Structure: Unit Objectives
 Describe the Caliber A Bicycle Company's
Organizational Structure, and how
to depict it in the SAP System.
 Set up the link between the Organizational
Structure, Enterprise Structure, and
Personnel Structure.
At the conclusion of this unit, you will be able to:
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Organizational Structure: Business Scenario
 Buying a production plant has also
caused your reporting and cost center structure
to change.
 In addition, there are also a lot of new
employees that need to be included in the
Caliber A Bicycle Company's organizational
plan.
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Organizational Plan
Organizational
unit
Position
Job
Work center
Employee
 An organizational plan is used to depict the organizational structure. An organizational plan is
used by a company to represent the relationships between individual departments and work
groups. The SAP system uses organizational units to do this. For example, in an enterprise's
"Purchasing" department there is a secretary, a purchasing manager and 10 purchasers. In
other words, there are 12 positions in thedepartment.
 Activities are carried out by persons. Individual persons are a significant part of the
organizational structure. By assigning a person to a work center, you can determine where an
activity is carried out.
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Organizational Units
Executive Board
AccountingHuman Resources
BenefitsPayroll Accounts
Payable
Accounts
Receivable
Audit
Examples:
by department
by region
by business process
Organizational units
describe the different
departments in the
enterprise.
Many organizational units
build an organizational
structure.
 Organizational units can be divided generally (according to regional aspects), or more
precisely (according to project group). The set up is based on the company-specific
requirements.
 Organizational units could be departments, teams, groups, etc.
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Jobs
Consultant
Purchaser Manager
A job is the general
classification for a set
of tasks in an
enterprise.
 Can be performed by
one or more than one
person(s)
 Examples: manager,
administrator,
purchaser
 Each job is a unique classification or title of "roles" in your company.
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Positions
Manager
Manager - Asia
Manager - USA
Manager - Europe
Positions represent a specific job entity
and are occupied by people.
 The employees in your company are assigned to positions. This means that these employees
are then represented in the enterprise structure. You can use additional information (such as
relationships) to depict the report structure of your enterprise, for example.
 You can, for example, link payment data to the relevant positions. You maintain the data for
valuating a position in the "Basic Pay" section of the "Wage Type Structure" unit. This applies if
you have employees whose pay is based on the value of a position.
Example: You have an employee who is assigned to a position in the Organizational
Assignment infotype (0001). The pay for this position is x UNI. You therefore want your
employee to be paid the value of the position.
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CAB Company Organizational Structure (1)
Organizational Units
CAB Co.
CAB Co. Executive Board
--- Admin Frankfurt
-> HR dept.
-> Finance/Accounting
-> EDP dept.
-> Real Estate management
--- Central Purchasing Frankfurt
--- Central Sales Frankfurt
-> Internal
-> External
--- Sales Department I
--- Sales Department II
--- Sales Department III
--- Storage and Production
-> Storage
-> Production
° Work Scheduling
° Fitting/Packing
Jobs
Directors
Sales people
Purchasers
Secretaries
Administrators
Temporary personnel
System administrators
Real Estate managers
Production workers
Warehouse worker
Work schedulers
 Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an
example of how to depict an organizational structure in the SAP System.
 The different departments and subdivisions are defined as organizational units. This reflects the
company's cost center hierarchy.
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CAB Company Organizational Structure (2)
1 Managing Director
3 Sales directors, one per location
18 External sales persons (to be hired)
5 Internal sales persons
5 Purchasers
10 Administrative assistants, 5 full-time, 5 part-time (50%)
1 Full-time administrator in the Accounting Department
1 Full-time administrator in the HR Department
1 Part-time administrator in both the Accounts and
HR Departments (both 50% part-time)
4 System administrators
1 Gardener for tending the grounds
1 Caretaker
4 Security personnel working rotating shifts
New Production Plant Positions
1 Managing Director 5 Lathe operators (hourly wage)
1 Head of Production 5 Welders (hourly wage)
1 Warehouse Supervisor 5 Metalworkers (hourly wage)
5 Warehouse workers
5 Fitters/packers
18 Production workers
1 MRP controller for work scheduling
1 Work controller for work scheduling
CAB Co.
Positions
 Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an
example of how to depict an organizational structure in the SAP System.
 The individual positions are filled by employees.
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Integration between Organizational Management
and Personnel Administration
occupies Job
Cost center
Position
Fixed assignment
Employee groupEmployee group
Employee subgroupEmployee subgroup
Personnel Administration
Personnel areaPersonnel area
Personnel subareaPersonnel subarea
Default values
Employee
Org. unit
Organizational Management
 If the Personnel Administration component and the Organizational Management component
are integrated, you can enter a position in the Actions infotype (0000). By doing this, the
employee group, employee subgroup, personnel area and personnel subarea are suggested as
default values.
 The values for job, organizational unit and cost center are also defaulted but these entries
cannot be overwritten (fixed assignment).
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Entering the Position in the Actions Infotype
PersNo
Validity 01.11.1995
Name
- 31.12.9999
Organizational Assignment
Pers. area
Acct.assignment features
(Infotype 1008)
EE group/subgroup
(Infotype 1013)
Position 50015306
Employee group
Employee sbgp
0001
1
XX
 If Personnel Administration and Organizational Management are integrated, you can enter the
position in the Actions infotype (0000) when you run a hiring action. By entering the position,
the data that is stored in Organizational Management is then defaulted into the fields
mentioned above.
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Values from Organizational Management
PersNo.
Enterprise structure
CAB Co.
CAB Co.
CoCode 0001
Pers.area
Cost ctr
Leg.person
Subarea
Bus.area
Organizational Assignment (0001)Organizational Assignment (0001)
Name
Valid 01.11.1995
0001
Active
Salaried employee
EE group
EESubgroup XX
Organizational structure
Position
Job
Org.unit
50000836
50000873
50000827
Not ready for input
- 31.12.9999
0001
0001 Acct.Assgnmt
Feature
(Infotype 1008)
Personnel structure
1
1000
 The default values for the personnel area are taken from the data stored on either the
organizational unit or the position in the Account Assignment Features infotype (1008).
 The default values for the employee group and subgroup are taken from the data stored on
the position in the Employee Group/Subgroup infotype (1013).
 The default values for the business ara and the personnel subarea are taken from the data
stored on the position in the Account Assignment Features infotype (1008).
 If the Personnel Administration and Organizational Management components are not
integrated, then you enter the values for the cost center, position, job and organizational unit
in infotype 0001.
 If Organizational Management is active, however, entries cannot be made in these fields in the
Organizational Assignment infotype (0001). Organizational Management will fill these fields.
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Defining Default Values
Maintain Position
Human Resources Organizational Management Expert Mode Position
Aspect
Plan variant
Position
Abbr.
Validity
01
50000367
Headquarters
01.01.1998
Current plan
Secretary - purchasing
to 31.12.9999
Infotypes
Acct.assignment features
EE group/subgroup


Infotype 1008 Account Assignment Features
Acct.assignment features
Company code
Pers. area
Pers.subarea
EE group/subgroup
Bus. area
EE group
EE subgroup
Infotype 1013 Employee Group/Subgroup
 The slide above shows you how the relationships between the position and the enterprise
structure in Personnel Administration are stored in the system.
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Cost Center Assignment
Organizational unit Purchasing
01.10.1998 to 31.12.9999
Organizational unit - Purchasing
Cost center
Controlling area
9999
0001
Validity 01.10.1998 31.12.9999
Human Resources Org. Management Expert Mode Simple Maintenance
Change Account Assignment
Assign Cost Center
 To depict your enterprise's cost center hierarchy in the system, you link the cost centers to the
organizational units.
 You can also link the cost centers to jobs and positions.
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Setting Up Integration Between Personnel
Management and Organizational Management
Integration Tools
Integration to Personnel Management
PLOGI
Integration switch for
organizational assignment
XORGA
PersNo. Validity -
Enterprise Structure
...
Cost center
Organizational Structure
Job
Position
Org. unit
Organizational Assignment (0001)
 The relationship between Personnel Management and Organizational Management is stored in
Customizing.
 Use the switch PLOGI ORGA to determine whether integration to the Organizational
Assignment infotype (0001) takes place.
 You can use feature PLOGI in conjunction with the organizational assignment (employee
subgroup, personnel area …) to specify which groups of employees can participate in
integration.
You can determine whether or not integration is active for each case. To do this, you must use
one of the following three situations in your enterprise:
 You are implementing Personnel Management and would like to re-customize
Organizational Management. In this instance, the entries will be converted in the relevant
Personnel Management tables for the Personnel Planning Objects.
 You are implementing Organizational Management and want to re-customize Personnel
Management. You can automatically copy the existing entries into the Organizational
Assignment infotype (0001).
 You want to implement both components again. You do not have to manually enter the data
in Personnel Management as the data that was entered when the systems were previously
integrated, will be maintained in the Organizational Management component.
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Organizational Structure: Summary
 You are able depict your enterprise's
organizational structure in the SAP System.
 You can also create the relationship between
organizational units and positions within
Personnel Management, so that data is
automatically transferred to the Personnel
Management component.
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Additional Organizational
Assignment
 Payroll Area
Payroll Control Record
 Organizational Key
 Administrator Responsible
 Employee Attributes
Contents:
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Additional Organizational Assignment:
Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe an employee's additional
organizational assignment.
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Additional Organizational Assignment: Business
Scenario
 In addition to the organizational elements
that you have already created, there are
additional indicators that you can use to
make the employee's assignment unique.
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An Employee's Additional Organizational
Assignment
Organizational Structure
Position
Supervisor
50000836
Administrators
Group
Human Resources
Payroll
0001
Job 50000064
Org. unit
Org. key
50000827
10000001
Percentage 100
PersNo. Name
Validity
Enterprise Structure
CAB Co.
Germany
CoCode 0001
0001Pers. area
Cost ctr.
LegPerson 0001
Frankfurt0001Subarea
01.01.1998 - 31.12.9999
Bus. area
Personnel structure
Active employee
Salaried employee
EE group 1
XXEE subgroup
Pay.area
Contract
XX HR-D: Salaried EE
1000 0001 Frankfurt
Time Recording
Organizational Assignment (0001)
Determines
when a payroll
is run
Determines the
administrator
responsibleAdditional
authorization
check
 You already know most of the indicators on the Organizational Assignment infotype (0001).
This unit will discuss the remaining indicators, such as the indicators for authorization checks or
those that control payroll.
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Depicting the Organization of Payroll in the
SAP System
Personnel Management
Create Payroll Area
Personnel Administration
Organizational Data
Organizational Assignment
 
 
 
 
Check Default
Payroll Area
Create Control Record
Payroll
Payroll International
Environment
Payroll Organization
 
 
 
 
Generate Payroll Periods
CAB Co.
Payroll is run at
the end of the month.
CAB Co.
Payroll is run on the 10th
of the subsequent month.
 The SAP HR System uses the Payroll Areas to group together employees that should be
processed by payroll on the same day, and to determine the precise date of the payroll.
Employees belonging to different employee subgroups can belong to the same payroll area.
 For example, if the Caliber A Bicycle Company pays all its salaried employees at the end of the
month, and all its hourly-paid employees on the tenth of the following month, then it would
need at least two payroll areas.
 On the right, you can see the Customizing steps that you need to set up payroll areas, control
records, and payroll periods.
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Payroll Areas
Run payroll for previous
month on 10th of the month
previous month
Run payroll for current
month on 28th of the month
1st Jan. 1st Feb. 1st Jan.
Payroll area YYPayroll area XX
1st Feb.
 The payroll area is an organizational entity that groups employees according to organizational
assignment criteria. Payroll is run on the same day for all employees in the same payroll area.
 The payroll area has two functions that are required for payroll:
 It groups the personnel numbers that are to be accounted in the same period.
 It defines the exact date of the payroll period.
 Employees for whom payroll is run on the same day for the same period are grouped in one
payroll area.
 Personnel numbers are assigned to payroll areas in the Organizational Assignment infotype
(0001). The default value that appears in the 'Payr. Area' field depends on the personnel area
and employee group/subgroup assigned to the employee. (see the Define Default Values -
Features unit for more detailed information).
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Payroll Control Record
Simulation
Payroll areaPayroll area XX salaried employeeXX salaried employee
Control record typeControl record type 01 Payroll01 Payroll
Released for payroll
Released for corrections
Exit payroll
Check payroll results
Incorrect personnel no.
payroll area
Payroll status
XX monthly
The different phases
within payroll
International
Payroll
Release payroll
Start payroll
Check results
Corrections
Exit payroll
Payroll
 You must create a control record for each payroll area.
 The control record controls the individual payroll stages.
 The control record has the following functions:
 It determines the exact date of the current payroll period.
 If defines the payroll past for retroactive payroll.
 It locks master data and time data during the payroll run to prevent changes from being
made. This lock is set for past payrolls and for the current one. Payroll data in the future can
still be changed.
 It defines the earliest retroactive accounting period for the payroll area.
 The individual payroll stages are in the payroll menu option. You can release, start, check,
correct and exit payroll from this menu option.
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Organizational Key for Additional Authorization
Checks
Organizational key
10001200
Personnel subarea
1300
Cost center
1000
Organizational key
10001300
Personnel subarea
1200
Cost center
1000
 You can use the organizational key to enhance the authorization checks as required.
 The organizational key is a 14-character field in the Organizational Assignment infotype (0001)
that you can structure according to your own requirements. It can be set up using specific
control and rule tables. The organizational key should not be confused with the organizational
unit.
 For more information, refer to the course: Configuration of Processes and Authorizations
(HR307)
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Administrator Responsible for Personnel
Administration
Error list in Time
Management
Automatic mail
when infotypes are
changed
Reporting/
evaluations
Contact person on
remuneration statements
Authorization
check
Administrators
 In the Organizational Assignment infotype (0001), you can enter three different administrators:
one for personnel administrator, one for time management and one for payroll.
 Standard SAP reports (for example, error list for time recording) can use the administrator as a
selection criteria (in this instance, the time administrator).
 As a result, the person responsible for time recording will only get a list of his/her employees.
You can print the administrator on the remuneration statement so that employees know who
to contact in case of queries.
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Administrator Assignment
Group Admin. Name of administrator F.o.add. Tel.no. SAP Name
0001
0001
0001
0001
0001
001
002
003
CA
NDP
Joanne Henderson
Edward Carter
Robert Bell
Chris Appleman
Nicola Davenport
Ms
Mr
Mr
Ms
Ms
4711
5541
1239
6665
9848
HENDERSONJ
CARTER
BELLR
APPLEMAN
DAVENPORTN
Org. Assignment (0001)
Administrator group,
personnel, time recording,
payroll
View: Change Administrator
 During Customizing, you enter the administrator for each administrator group; these are the
administrators that you want to enter in the Organizational Assignment infotype.
 The administrator table centrally stores the administrator's name, form of address and
telephone number. In addition to this, you can enter the SAP names (the administrator's SAP
user). You can use this name to trigger an automatic message (mail) that is sent to the
administrator responsible when changes are made to infotype records.
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Employee Attributes
Employee subgroup
Activity status
Employment status
Training status
1
1
2
Industrial worker
Salaried employee
Statistical evaluations
Activity status
Employment status
Training status
1
2
2
 You have defined your employee groups and subgroups in your enterprise structure. You must
now assign a status to them. This can be an activity status, an employment status, training
status or employee type.
 Below are possible entries for activity status:
1 = Active
2 = Retiree/pensioner
3 = Early retiree
9 = Other
 Below are possible entries for employment status:
1 = Industrial worker
2 = Salaried employee
3 = Civil servant
9 = Other
 Below are possible entries for training status:
1 = Trainee/apprentice
2 = Trained employee
9 = Other
 These statuses are used in national and international evaluations to select and/or summarize
personal data or to represent national features.
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Additional Organizational Assignment: Summary
 You can depict additional organizational
assignments for your employees in the
SAP System.
 You can now discuss the Customizing
steps for setting up the Organizational
Assignment infotype (0001).
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113. 7
© SAP AG 1999
Define Default Values - Features
 Maintaining features
 Default payroll areas, administrator groups, number range
intervals
Contents:
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114. 7.2
© SAP AG 1999
Define Default Values - Features:
Unit Objectives
At the conclusion of this unit, you will be able to:
 Discuss how to control default values
using features.
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© SAP AG 1999
Define Default Values - Features:
Business Scenario
 So that personnel administrators do not have
to enter all the master data by hand, you can
define default values that are automatically
suggested by the system.
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© SAP AG 1999
Default Values
Name of feature
(5-character) Decision tree is read
Create infotypes
Value set as default
in the infotype
Value determined
 Features are often used to determine default values. These values are suggested by the system
when infotypes that affect employee master data are maintained.
 For example, the feature ABKRS determines default values for the payroll area. The payroll area
is determined by data found in the employee's Organizational Assignment infotype record.
Another example of this is the feature LGMST. This feature uses the Basic Pay infotype (0008) to
propose the wage and salary types that are permissible for an employee.
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Maintaining Features
Sub-objects
Feature ABKRS ABKRS Default values for
payroll area
Create
Decision tree
Structure
Persons responsible/status
Assign country/component
Documentation
Display Change
Features: Initial Screen (Transaction PE03)
Queries personnel and data
structure fields
to determine the return code
Feature's
administrative data
Information on the structure
and the functions
Countries for which the
feature is valid
Containing one or
more fields that can
be queried in a
decision tree
 Use transaction PE03 to maintain features.
 Features are made up of the following elements.You must maintain them in the order specified
below when you create a feature:
 Person responsible for the feature
 Documentation on the feature
 Country/component assignments for the feature
 Structure of feature
 Decision tree of the feature
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© SAP AG
R
Default Values for Payroll Accounting Area
StructuralStructural
graphicgraphic
SystemEdit Goto HelpFeature Utilities
Edit Feature ABKRS : Decision TreeEdit Feature ABKRS : Decision Tree
Error text
*
* **
* 01
* 01 **
* 01 DN
* 01 DZ
B
D
D
D
TCLAS
MOLGA
&ABKRS=D2,
PERSK
&ABKRS=D2,
&ABKRS=D1,
&ABKRS=99,
&ABKRS=99,
Variable key F D Operations
Default Values for Payroll Area
PME04 Field string for feature
TCLAS
*
MOLGA
**
01
PERSK
**
&ABKRS=D2,
BUKRS Company code
MOLGA Country group
PERSG Employee group
PERSK Employee subgroup
TCLAS Transaction class for data
storage
ABKRS
 You can define default values for payroll accounting areas for your employee.
The payroll accounting area will then be defaulted when you maitain the Organizational
Assignment infotype (0001).
 In the SAP R/3 System, the payroll area depends on the country grouping, and the employee
group and employee subgroup. This data combination is stored in the system as a feature. In
this feature, a rule is depicted in the decision tree.
 The decision rule in the feature is set up according to the following organizational data:
 Transaction class for data storage (TCLAS)
A = Administration
B = Recruitment
 Country grouping (MOLGA)
 Employee subgroup (PERSK)
 For example, the feature would suggest payroll area 99 for employee subgroup DZ.
This applies to country grouping 01 (Germany). This value will then be suggested as a default
value in infotype 0001.
 The default value appears as &Feature=Returncode.
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Define Administrator Groups
PINCH PINCH Administrator Group
TCLAS Transaction Class for Data Storage
B Applicant Data
Otherwise
 
APPL
****
Status: active
Group Admin. Name of Administrator F.o.add. Tel.no. SAP Name
0001
0001
0001
0001
0001
001
002
003
CA
NDP
Joanne Henderson
Edward Carter
Robert Bell
Chris Appleman
Nicola Davenport
Ms
Mr
Mr
Ms
Ms
4711
5541
1239
6665
9848
HENDERSONJ
CARTER
BELLR
APPLEMAN
DAVENPORTN
Org. Assignment (0001)
Administrator group,
personnel, time recording,
payroll
 
 
View: Change Administrator
 In reality, one administrator is often responsible for several personnel areas or employee
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 returncode of the feature in the 'Group' field.
 Assign a three-character ID to each administrator.
 Determine your administrator's name, form of address, telephone number and user name
(mail system).
 If the return code of feature PINCH is "****", the description for the administrator group is the
same as the personnel area to which the employee is assigned in the "Organizational
Assignment" infotype (0001).
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Personnel Number Assignment - Feature NUMKR
Intervals
No. From number
01
02
00000001
90000001
To number
90000000
99999999
Current number
4711
Ext
X
Feature NUMKR
External
number
assignment
Internal
number
assignment
Decision tree
 You can also use a feature (NUMKR) to assign personnel numbers. This is also based on the
organizational assignment.
 There are two ways to assign a number range:
 Internal number assignment: In this instance, the SAP R/3 System assigns the personnel
numbers.
 External number assignment: In this instance, the user assigns the personnel number.
 SAP recommends that you use the internal number assignment function.
Matchcodes can use any criteria to search HR master records and for this reason you do not
need "meaningful" personnel numbers. This is also advantageous when you transfer or
promote employees as it means that the "meaningful" characteristics of a personnel number
are not lost.
 You can have several number range intervals.
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Maintaining Features (1)
LGMST LGMST Planned Payment Specification
MOLGA Country Grouping
01 Germany
PERSG Employee group
 
 
 
1 Active employee
PERSK Employee subgroup
 
DE Trainee - Industrial
DF Trainee - Commercial
DI Hourly wage earner
20/ 1DI
 
 
 
DN Monthly Wage Earner
DS Senior Staff
DT Non-pay scale employee
20/ 1DU
 
 
 
DU Salaried employee 
 
Feature Edit Goto Utilities View System Help
Decision operation
Decision field value
Status: active
Return code
View: Change Administrator
 Features are objects that query different personnel or data structure fields to determine a
certain returncode or result. This value is used to define defaults and control certain system
processes. Features can therefore enhance system flexibility.
 Features can be used for different purposes. The most important applications are:
 Features that define default values
Features are often used to determine default values. These values are suggested by the
system when infotypes that affect employee master data are maintained. The feature either
delivers a default value directly - this is then written to the relevant infotype field e.g. feature
ABKRS -> Organizational Assignment (infotype 0001), or the feature delivers a key entry as a
return code for reading one or more tables. The stored default values are taken from these
tables and entered in the relevant infotype, e.g. Feature LGMST -> Basic Pay (infotype 0008).
Note: These default values are always read when an infotype record is created.
 Features that control system processes
Feature Pnnnn (nnnn stands for the infotype number) controls the sequence in which
country-specific screens are displayed in master data infotype maintenance and display.
 Features that automatically generate mail messages
Some features automatically generate mail messages when certain master data fields are
changed e.g. the various administrators in Organizational Assignment infotype (0001).
Example: feature M0001.
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Maintaining Features (2)
Sub-objects
Feature LGMST Planned Payment
Specification
Decision tree
Structure
Persons responsible/status
Country/component assignment
Documentation
Display Change
LGMST LGMST Planned Payment Specification
MOLGA Country Grouping
01 Germany
SUBTY
 
 
02 Switzerland
10 USA
Subtype
1
 
02/ 1
 
Otherwise
PERSG Employee group
 
1 Active employee
 
PE03
 
 
 
Enterprise Structure for Wage
Type Model
Features: Initial Screen Process Feature LGMST: Decision Tree
 There are two ways to maintain features:
 You can call up the feature decision tree from the Payroll or Time Management IMG
(implementation guide), and then make your changes. The system always displays the feature
that is assigned to the IMG module.
 You can use the feature maintenance transaction, PE03. 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.
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R
Maintaining Features
555
The Continuation indicatorContinuation indicator is called by the NEXTRNEXTR
(next rule) operation. It defines where processing should continue for
the same variable key.
666
The Rule typeRule type defines the type of processing:
D Decision operations. The answers to these are stored in the
variable key.
Normal processing line
* Deactivation indicator
777
At present the following OperationsOperations aare supported:
Feature Assigns values &ABKRS=
Decision Queries different criteria WERKS
Jump Jumps to subfeatures FLDID=
Continuation NEXTR
Other Debugging tool, BREAK
error handling ERROR
 Rule type D: Calls decision operations.
Rule type blank: Calls other operations.
Rule type *: Inserts a command line.
 Operations control processing within decision trees. The different types of operation are:
Feature operations: Transfer the returncode to the feature. Feature operations must always
be preceeded by an "&". (Structure: &<Feature>=<Returncode>; for example: &ABKRS=D2)
Decision operations: Defines the variable key. The value in the variable key refers to the
field that is queried in the decision tree.
Continuation operation: If you need more than one line for an operation, you can use the
NEXTR operation to store other operations to the next line.
Jump operation: FLDID calls a subobject where processing can be continued.
Debugging operation: BREAK changes to the debugging mode. You must enter
BREAK<user name>.
Error operation: Does not transfer a returncode but generates an error message if the
decision tree structure is incorrect.
 For detailed information, refer to the R/3 library
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Define Default Values - Features: Summary
 In this unit, you have learned how to define
default values, and you can now understand
decision operations in features.
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125. 8
© SAP AG 1999
Personal Data
 Personal Data
 Addresses
 Bank Details
Contents:
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126. 8.2
© SAP AG 1999
Personal Data: Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe the overview of an employee's
personal data.
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Personal Data: Business Scenario
 An employee's personal data is stored in
pre-defined infotypes. You can adapt these
infotypes to meet your company-specific
requirements.
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Personal Data
Personal Data (Infotype 0002)Personal Data (Infotype 0002)
SystemEdit Goto HelpHR master data Utilities
Name
F.o.add.
Last name
First name
Name prefix
Formatting
Title
Name at birth
Initials
Name affix
Birth data
Date of birth
Language
Nationality
Place of birth
Country of birth
Add. nationality
Marital status/religion
Marital status
No. child.
Religion
IMG: CAB Company Project
Implementation Guide for R/3 Customizing
Personnel Management
Personnel Administration
Personal Data
Personal Data
Create Forms of
Address
Create Name
Affixes
Create Marital Status
Create Religious
Denomination
–
–
–
–
–
 In the first data group, enter all the data that defines the employee's name. This includes forms
of address, first and last names, in some instances a second name or name at birth, as well as
the main first name and initials. You will also find details on any academic titles, prefixes and
affixes.
 Birth data: this data group consists of the employee's date and place of birth, nationality and
language.
 Marital status / religion: the third data group contains data such as the number of children,
employee's marital status and in some countries the employee's religion.
 The employee's family members do not have to be entered in the system, therefore, the system
does not check to see that the number of children entered in the Personal Data infotype is the
same as the actual number entered in the Family infotype (0021).
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Addresses
AddressesAddresses (Infotype 0006)(Infotype 0006)
SystemEdit Goto HelpHR master data Utilities
Addresses
c/o
Country I
Select Country KeySelect Country Key
Foreign address
Street/house number
Postal code/City
District
Country key
Telephone number
Other data
Distance in kilometers
Company housing
IMG: CAB Company Project
Implementation Guide for R/3 Customizing
Personnel Management
Personnel Administration
Personal Data
Addresses
Create Address Types
Zip Codes
Enter Communication
Types
–
–
–
–
–
 Foreign addresses: the different country versions have their own entry screens for the Addresses
infotype (0006). When you create an address, the system chooses the country entry screen that
corresponds to the country assigned to the employee via the personnel area in the
Organizational Assignment infotype (0001). If you want a different country screen to that
suggested by the system, use the foreign address function to choose a different screen. This
function can be found on the entry screen for the Addresses infotype (0006)
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Bank Details
Bank Details (Infotype 0009)Bank Details (Infotype 0009)
SystemEdit Goto HelpHR master data Utilities
Bank details type 0
Bank Details
Payee Rosa Lee
Postal code/City 67071 New York
Bank country US USA
Bank key 67292200
Bank account 2645654656
Payment method T
Purpose CAB Salary
Currency
Rosa Lee 1476
10 Queen Street
Anywhere, Canada
Pay
The Toronto-Dominion Bank
Address
Memo   123   :123 1   |1234: 0123  123456789   |
CheckTransfer
IMG: HRMS - Stand Alone
Implementation Guide for R/3 Customizing
Financial Accounting
General Ledger Accounting
Business Transactions
Integration
Payroll
Define Income Statement
Accounts
–
–
–
–
–
–
Define Balance Sheet
Accounts
Bank Accounting–
Bank Accounts–
Define House Banks
Check Post Office Bank
Branch Numbers
Personnel Management–
Personnel Administration–
Personal Data–
Bank Details–
Create Bank Connection
Types
Define Payment Method
Define Default Payment
Method
 "Stand Alone" means that Human Resouces is implemented, but Financial Accounting is not. If
you generate a project view that is based on this enterprise IMG, you will automatically get the
customizing steps that are usually carried out when you implement Financial Accounting.
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Personal Data: Summary
 You can now outline which infotypes contain
the employee's personal data, and you know
which Customizing steps you need in order to adapt
these infotypes to meet your company's
requirements.
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Links Between Planned
Working Time and Basic Pay
 Planned working time
 Connection to basic pay
 Consequences for payroll
Contents:
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133. 9.2
© SAP AG 1999
Links Between Planned Working Time and Basic
Pay: Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe how the working time stored
in the Planned Working Time infotype (0007)
is related to the payroll-relevant data stored in
the Basic Pay infotype (0008).
 Determine how relevant this information is
for payroll.
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Links Between Planned Working Time and Basic
Pay: Business Scenario
 Employees at the Caliber A Bicycle Company
have specific working times. Absence and
attendance can be calculated using these as a basis.
 Working times also play an important role
in an employee's pay. Here we make the
distinction between payment on an hourly
basis and payment for a specified period
(for example, monthly).
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Employee Working Time
Working time
Attendance/absence calculation
Payment
 Each employee is assigned to a work schedule. The working time stored for this work schedule
is important for the employee's pay and for counting attendances and absences.
 In the first step, depict the working time information in the Planned Working Time and Basic
Pay infotypes.
 In the second step, attendance/absence calculation and payroll access this information.
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136. 9.5
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R
Planned Working Time
100,00
7,20
36,00
156,48
1879,20
5,00
Planned Working Time (Infotype 0007)
Edit GotoHR master data Utilities
FLEX
Default values of the
average no. of working
hours taken from the
work schedule
Part-time employee Flex
25
Flex
26
Flex
27
Flex
28
Flex
29
Off
30
Off
31
Flex
18
Flex
11
Flex
04
Flex
19
Flex
20
Flex
21
Flex
22
Off
23
Off
24
Flex
12
Flex
13
Flex
14
Flex
15
Off
16
Off
17
Flex
05
Flex
06
Flex
07
Flex
08
Off
09
Off
10
Off
03
Off
02
Flex
01
B
B
B
B
B
Wk Mo Tu We Th Fr Sa Su
Monthly work sch. rule
Work schedule rule
Time Mgmt status
Working week
Work schedule rule
Employment percentage
Daily working hours
Weekly working hours
Monthly working hours
Annual working hours
Weekly workdays
Working time
 An employee's working time is stored as a work schedule rule in the Planned Working Time
infotype (0007). The average working hours are also stored here. The monthly work schedule
rule stores the actual number of hours worked by an employee per month.
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R
Connection between Planned Working Time and
Basic Pay
Work schedule rule
Time Mgmt status
Part-time employee
Planned Working Time (Infotype 0007)
SystemEdit Goto HelpHR master data Utilities
Basic Pay (Infotype 0008)
SystemEdit Goto HelpHR master data Utilities
Object ID
Capacity util. level
Work hours/period
Next increase
Annual salary
monthly
100,00
156,48
FLEX
Monthly work schedule
Work schedule rule
100,00
7,20
36,00
156,48
1879,20
5,00
Employment percentage
Daily working hours
Weekly working hours
Monthly working hours
Annual working hours
Weekly workdays
Working time
 The average number of working hours is taken from iinfotype 0007 and suggested as a default
value for the capacity utilization level and the work hours/period in infotype 0008.
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Employee Subgroup Grouping for Personnel
Calculation Rule
Hourly
wage
earners
Salaried
employees
Grouping for personnel
calculation rule 1
Grouping for personnel
calculation rule 3
Payment based on the
number of hours worked
per period taken from
infotype 0008 (Basic Pay)
Basis is the average
working hours
Payment on hourly basis
accordingto personal work
schedule
Actual working hours
used asthe basis
 The distinction is made between employees that are paid on an hourly basis and employees
whose pay is based on the number of hours they work per period (for example, salaried).
 To realize this difference in the system, you can set up employee subgroup groupings for
personnel calculation rules and as a result, the employees are treated differently in payroll
accounting. The meaning of each grouping is set, and cannot be deleted. (such as Hourly wage
earners - 1, Salaried employees - 3)
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Links Between Planned Working Time and Basic
Pay: Summary
 You can now discuss the connection
between Planned Working Time and Basic Pay.
 You can now describe why the employee
subgroup grouping for personnel calculation
rules is relevant for payroll.
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140. 10
© SAP AG 1999
Pay Scale Structure
 Pay Scale Structure
 Pay scale Groups and Levels
Contents:
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141. 10.2
© SAP AG 1999
Pay Scale Structure: Unit Objectives
At the conclusion of this unit, you will be able to:
 Create the regional, industry-specific,
financial and time-related aspects of the
pay scale structure.
 Define control parameters that are dependent
on the employee subgroup and the
personnel subgroup.
 Define default values for pay scale data.
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Pay Scale Structure: Business Scenario
 At the Caliber A Bicycle Company, a number of
collective agreement provisions are in force.
The differences are based on location (pay scale area).
 The collective agreement provision determines how
much the employees are paid.
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Overview - Pay Scale Structure
Coll.Agrmnt
xxxxDEUTSCH E
MARK
DEUTSCHE
MARK
12
9
6
3
11 1
7 5
8 4
210
 The pay scale structure covers regional, industry-specific, financial and time-related aspects. It
also takes into account the differences between industrial workers and salaried employees and
circumstances related to pay scale changes.
 You can assign an employee to a pay scale structure when you maintain the Basic Pay infotype
(0008).
 Pay scale structure:
 Industry classification
 Geographic classification
 Functional classification
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Pay Scale Data Stored in Basic Pay
Pay scale
Contract type
PS type
PS area
PS group
Reason
0
40
01
K5
Basic contract
Retail
CAB Co.
Level 01
Object ID
Capacity util. level
Working hrs period
Next increase
Annual salary
100.00
156.48
K5
monthly
Wage types
1010 Standard pay 3.874,00 I
I APER Number Unit
1030 Standard bonus (%) I
IndVal. 01.01.1997 - 31.12.9999 3.874,00 ++ Entry 1 of 2
Basic Pay (infotype 0008)
 Store an employee's pay scale data on the Basic Pay infotype (0008).
 Even if you do not have collective agreement provisions at your company, and employees
negotiate their pay when they are hired, you must still enter a pay scale type and area, an
employee subgroup grouping for collective agreement provision, and a pay scale group. These
fields are required entry fields in infotype 0008 and there must be at least one entry in the
relevant tables.
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Depicting Pay Scale Data in the SAP System
Personnel Management
Personnel Administration
Payroll Data
 
 
Define EE Subgroup Grouping for PCR
and Coll.Agrmt Prov.
Basic Pay
 
 
Pay Scale Conversion for Basic Pay
Define Reason for Change
Check Pay Scale Type
Check Assignment of Pay Scale
Structure to Enterprise Structure
Determine Defaults for Pay Scale Data
Revise Pay Scale Groups and Levels
Define Pay Scale Salary Ranges
Specify Working Hours Fixed by
Collective Agreement
Coll.Agrmnt
PS groups for
salaried employees
and hourly wage
earners
PS Types are metal,
retail and inhouse
Pay scale areas
Agreed working time
38.5 hours
 At the Caliber A Bicycle Company, a number of collective agreement provisions
are in force. The differences are based on location (pay scale area).
 The collective agreement provision determines how much the employees are
paid.
 Pay scale groups and levels are used to depict the different payments in the system.
 The individual IMG steps for setting up the pay scale structure in the SAP R/3 System are
displayed on the right.
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Employee Subgroup Grouping for Collective
Agreement Provision
Hourly wage
earner (1)
Temporary
employees (1)
Salaried
employees (3)
Trainees (3)
Pay scale groups for hourly wage
earners
1
1
1
G01
G02
G03
PS groupESG grouping
for collective
agreement
provision
Level Wage type Start End Amount
20
15
10
Pay scale groups for salaried
employees
3
3
3
A01
A02
A03
PS groupESG grouping
for collective
agreement
provision
Level Wage type Start End Amount
3000
2000
1000
 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 R/3 System contains the following groupings:
 1. Industrial worker/hourly wage earner-> ID 1
 2. Industrial worker/monthly wage earner -> ID 2
 3. Salaried employee -> ID 3
 4. Non-pay scale employee -> ID 4
 The most important function of the employee subgroup grouping for the collective agreement
provision is:
 Define pay scale groups and levels within the grouping for each pay scale type and area.
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Define Pay Scale Type and Area
Pay scale areaPay scale type
 Pay scale type
The pay scale type represents the pay scale regulations or collective agreement according to
which employees are paid.
 Example: Chemical/metal industry
 In the SAP R/3 System, pay scale types are two-character keys that are defined for each
region. Pay scale types are maintained 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.
 In the SAP R/3 System, pay scale areas are two-character keys that are defined for each region.
Pay scale areas are maintained when you set up your system.
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Assign Pay Scale Type/Area to Personnel Subarea
Pay scale area II
Personnel subarea IIPersonnel subarea I
RetailPS area I Metal
 The individual personnel subareas are assigned to the relevant pay scale types and pay scale
areas.
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Default Pay Scale Data using Feature TARIF
Hourly wage
earner
Non-pay scale
employee
Salaried
employee
Coll.Agrmnt
Pay scale type:
Metal
PS area I
Coll.Agrmnt
Pay scale type:
Inhouse
PS area I
Coll.Agrmnt
Pay scale type:
Retail
PS area I
 You can define default values based on the pay scale type/area assigned to the personnel
subarea or using a decision rule.
 You can define different pay scale types and area defaults in the Basic Pay infotype (0008) for
employees with different organizational assignment data. (Feature TARIF)
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Pay Scale Groups and Levels
ESG grouping
for collective
agreement
provision
PS group Level Wage
type
Start End Amount
1
1
3
3
G01
G02
A01
A01 01
10
20
1000
1500
Entries for Country grouping
Pay scale type
Pay scale area
Continue
 The enterprise and personnel structure determine which pay scale group view is displayed in
infotype 0008.
 Pay scale groups and levels are defined 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 evaluation and indirect valuation.
 Pay scale groups are divided into pay scale levels.
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R
Storing Periods Other Than Months
Planned Working Time (Infotype 0007)
SystemEdit Goto HelpHR master data Utilities
Basic Pay (Infotype 0008)
SystemEdit Goto HelpHR master data Utilities
Object ID
Capacity util. level
Working hours/period
Next increase
Annual salary
100,00
Period parameters
01 monthly
02 semi monthly
03 weekly
04 every 2 weeks
05 every 4 weeks
06 annually
10 every quarter
Monthly work schedule
Work schedule rule
Time Mgmt status
Part-time employee
FLEX
Work schedule rule
100,00
7,20
36,00
156,48
1879,20
5,00
Employment percentage
Daily working hours
Weekly working hours
Monthly working hours
Annual working hours
Weekly workdays
Working time
 On the Basic Pay infotype (0008), the default value for the working hours per period is taken
from the Planned Working Time infotype (0007). It is always assumed that this is the monthly
working hours, meaning that the period is a month.
 Sometimes, you might need to enter an amount that is valid for another period. For example,
for a weekly wage earner. In this case, the system needs to suggest a more appropriate period.
 You only need to set up periods for collective agreements if the monthly payroll period
does not apply to all employees.
Example: Some employees are paid on a weekly basis and others on a monthly basis. The
correct number of hours per period needs to be suggested for all employees on the Basic
Pay infotype (0008).
 In the SAP R/3 System the period is always a month. The table "Assign Pay Scales -> Period
Parameters" is empty. An entry that is not available is always interpreted to be "monthly". If
you have other payroll periods, you can use a customizing report to fill this table. This is done
per pay scale type and area and per employee subgroup grouping for collective agreement
provision.
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Pay Scale Structure: Summary
 In this unit, you learned how to depict the
pay scale structure in the SAP R/3 System.
 You can now set up a wage type structure
using the Customizing steps.
 You can now define default values so that
the pay scale type and area are suggested
as defaults by the system on the Basic Pay
record depending on the employee's
organizational assignment.
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Wage Type Structure
 Wage type catalog
 Employee subgroup and personnel subgroup groupings
 Permissibility of wage types
 Wage type characteristics
 Default wage types
 Indirect valuation
Contents:
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Wage Type Structure: Unit Objectives
At the conclusion of this unit, you will be able to:
 Describe the payment structure and set
up dialog wage types in the SAP System.
 Outline the control indicators that are used
to determine who the wage type can be
assigned to, when it can be assigned
and how often.
 Define the feature that is used to default the
wage types on the Basic Pay infotype based
on the employee's organizational assignment.
 Set up different types of indirect valuation.
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Wage Type Structure: Business Scenario
 To ensure that the employees at the Caliber A
Bicycle Company receive the correct payment,
you need to set up different wage types.
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Employees' Payments and Deductions
Additional Payments
Recurring Payments
and Deductions
Wage types
Basic Pay
Payroll
 Wage types are the key element in the wage type structure. Wage types are the most
important concept in Human Resources. Wage types are used to assign payments and
deductions and they control the payroll program. Characteristics are used to distinguish the
individual wage types.
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1st step
2nd step
Setting Up Wage Types
Dialog characteristics
 How wage types behave when they are entered
into infotypes.
 Modifications required to meet customer specific
requirements.
Wage type valuation
 Processing in payroll.
 Modifications required to meet customer specific
requirements.
Payroll
 Wage types are processed according to a set of rules
assigned to the wage type valuation.
 The Payroll Driver is told how to process the
wage type based on the characteristics assigned to it.
 In the Human Resources system you need wage types to pay employees.
 In the SAP system there are two main categories:
 Primary or dialog wage types
 Technical wage types
 Primary or dialog wage types are defined by each individual company so that they can depict
the company's specific payroll requirements.
 The SAP R/3 System contains examples of primary/dialog wage types in a sample wage type
catalog. For example MA10, standard pay.
 These example wage types are called Model Wage Types
 The SAP R/3 System also contains technical wage types. These can be identified easily as they
have a "/" as the first character.
 Wage type characteristics for technical wage types do not require any additional
maintenance as the system defines their value during payroll processing.
 Technical wage types are not included in an employee's master data.
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The Payment Structure's Dialog Characteristics in
the SAP System
Personnel Management
Personnel Administration
Payroll Data
Basic Pay (Example)
 
 
 
 
Wage Types 
List of wage types:
 Standard pay and
bonus pay
 Standard pay
 Non-pay scale
salary
 Vacation allowance
 Christmas bonus
 Special payments
Additional wage types
for the production plant
in Hamburg
 Hourly wage and bonus
 Bonus related to work
center
 Overtime 50%
 Clothing
allowance
 Dirty work
bonus
Creating a Wage Type Catalog
Check Wage Type Group 'Basic Pay'
Employee Subgroups for Primary
Wage Type
Personnel Subareas for Primary
Wage Type
Define Wage Type Permissiblity for
each PS and ESG
Enterprise Structure for Wage
Type Model
Revise Default Wage Types
Define Valuation of Base Wage Types
Determine Indirect Valuation for
Positions/Work Centers
Check Wage Type Catalog
 To ensure that the employees at the Caliber A Bicycle Company receive the correct payment,
you need to set up different wage types.
 The IMG steps that need to be carried out to define dialog wage types are displayed on the
right, using the ones required for basic pay as an example.
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Overview - Dialog Characteristics
Wage types
To whom?
Industrial workers/
salaried EEs?
How?
Direct/indirect
valuation?
Where?
Basic pay/ EE
remun. info.
How often?
Once/more
than once?
 Before an employee's pay can be calculated, wage types must be created.
 Wage types have the following functions:
 Check permissibility of wage and salary types
 for each company code and personnel area
 for each employee group and subgroup
 for each infotype
 In infotypes that have wage types as subtypes, the time constraint defines how often a wage
type may exist at a certain point in 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 amount is then automatically read from the corresponding tables and
does not need to be entered and stored in the Basic Pay infotype (0008).
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SAP - Model Wage Type Catalog
SAP standard system Productive system
Copy
to
...
 Catalog containing
model wage types
to be used as
examples by
customers
 Start with letters
(MXXX, MYYY ....)
 Customer wage types
with company-specific
characteristics
 Must always start with
a number
(1010, 1020, 1030 ....)
 The SAP R/3 System contains model wage types. These sample wage types will 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.
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Creating a Wage Type Catalog
Copy - sample wage types to customer wage types
Delete - customer wage types
Choose a maintenance method:
Completeness check - do they exist in wage type valuation?
Wage type group 0008 Basic Pay
Sample
Wage type
MXXX
MYYY
MZZZ
Wage type text
Standard pay
Standard bonus
Standard bonus (%)
Customer
Wage type
1010
1020
1030
Wage type text
Standard pay customer
Bonus customer
Bonus (%) customer
Wage type group
Assignment of wage type to wage type text
Wage type Wage type text
MXXX
MYYY
MZZZ
1010
1020
1030
Standard pay
Standard bonus
Bonus (%)
Standard pay customer
Bonus customer
Bonus (%) customer
Wage type characteristics
Wage type Wage type text
MXXX
MYYY
MZZZ
1010
1020
1030
Standard pay
Standard bonus
Bonus (%)
Standard pay customer
Bonus customer
Bonus (%) customer
Permissibility of wage types
Wage type Wage type text
MXXX
MYYY
MZZZ
1010
1020
1030
Standard pay
Standard bonus
Bonus (%)
Standard pay customer
Bonus customer
Bonus (%) customer
 All sample wage types start with a letter. Your own wage types, that is the copies of the sample
wage types, must start with a number.
 Make sure that you copy the sample wage type characteristics that determine how the wage
types behave in dialog, and the characteristics that determine how the wage types behave in
payroll when you copy the wage types.
 You can check and modify the characteristics that are relevant for payroll when you carry out
the payroll Customizing activities.
 The wage types that you copy are included in all the wage type groups. They are also included
in the tables from which the wage types were copied. You can use the log to check what was
copied.
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Checking the Individual Steps of the Copy
Procedure
Table
Table
Table
Table
Table
Table
Table
Table
Table
Table
Table
Table
Table
Table
Use Customizing to check the
wage types that have been copied
 The wage types have now been copied. You now need to check the individual tables to which
the customer wage types were copied. Detailed information on the individual steps follows.
 You can check and modify the dialog characteristics in the subsequent Customizing steps.
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Using Wage Type Groups (Example)
Wage type group
Assignment of wage type to wage type groups
0008 Basic Pay
Wage type Wage type text
1010
1020
Standard pay
Standard bonus
.
.
.
.
Wage type group
Assignment of wage type to wage type groups
0210 EE renum. info
Wage type Wage type text
Wage type valuationWage type valuation
Logical view for
processing classes
Assignment to valuation
basis
01 Wage type is included in valuation basis1
Create logical view for
valuation basis
remove
Valuation basis 01
1st Derived wage type
Valuation basis 01
2nd Derived wage type
Valuation basis
Statement
wage type
2010
2020
%
%
%
2010
2020
Overtime
Overtime Sunday
.
.
.
.
100
50
 SAP uses the wage type group concept to group wage types that have similar characteristics in
regards to payroll.
 Example wage type groups:
0008- Basic Pay
0015- Additional Payments
0202- Absences
0210- Employee Remuneration Info
 All wage types, including user-defined wage types, must be assigned to a wage type group.
ghggh Otherwise, you cannot work with the Implementation Guide. In the IMG, wage type
maintenance is only performed for the wage types required in that particular section. These
wage types are selected according to wage type group. This means that you can only use the
implementation guide to maintain wage types that have been assigned to a wage type groups.
 If the wage types have not been assigned to a wage type group then they will not appear in the
wage type maintenance in the IMG.
 Use transaction PU95 (Edit wage type groups and logical views) and report RP*LGA20 (Wage
Type Usage * = country) to get an overview.
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Defining Wage Type Permissibility for Infotypes
Membership Fees
(0057)
EE Remuneration
Info
(2010)
Basic Pay
(0008)
Leave
Compensation
(0083)
Additional Payments
(0015)
Recurring Payments/
Deductions (0014)
 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", all the
characteristics belonging to the wage type that is being copied are also copied. This also
applies to the wage type permissibility for an infotype.
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Wage Type Permissibility for Several Infotypes
Recurring Payments/
Deductions (0014)
Additional Payments
(0015)
Membership Fees
(0057)
Performance
bonus
Union
contribution
 If you want to use a wage type in several infotypes, then you must enter it in the permissibility
tables of the respective infotypes.
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Input Frequency for Wage Types in Infotypes
Additional Payments
(0015)
Additional Payments
(0015)
Payroll period 01
Car allowance Voluntary
special payments
Voluntary
special payments
Wage type can be entered once
per payroll period
Wage type can be entered more
than once per payroll period
 When you configure a wage type, you can determine whether it can be entered once or more
than once per payroll period.
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Checking Wage Type Characteristics
Unit:
- Hours
- Day
- %?
Can amount be
overwritten?
Validity
period?
Minimum/
maximum wage
type amount?
Indirect/
direct
valuation?
Payment or
deduction ?
 You can define the following wage type characteristics:
 Validity period
 Operation indicator
 Minimum and maximum wage type amount
 Whether or not the wage type amount should be included in the basic pay total
 Default units of time/measurement, minimum and maximum number
 Input combinations for number and amount
 Indirect valuation and its characteristics
 Indirect valuation is possible on the following infotypes:
 Basic Pay (0008)
 Recurring Payments/Deductions (0014)
 Additional Payments (0015)
 If you intend to implement the Personnel Time Management component, you must also define
the wage type as a bonus or a basic hourly pay wage type.
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Employee Grouping for Primary Wage Types
Trainees
Hourly wage
Hourly wage bonus
Standard pay
Standard pay bonus
Hourly wage
earners
Temporary
personnel
Salaried
employees
 You can use personnel subarea groupings for primary wage types to define wage type
permissibility for a specific enterprise structure, or employee subgroup groupings for primary
wage types to define wage type permissibility for a personnel structure.
 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.
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Personnel Subarea Groupings for Primary Wage
Types
Personnel subarea 1
Personnel subarea 2
Personnel subarea 3
Personnel subarea 4
Wage types X
Wage types Y
 You can also group your personnel subareas. This enables you to control the wage type
permissibility for each personnel subarea.
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Wage Type Permissibility for each Personnel
Subarea and Employee Subgroup
Wage type MXXX Standard pay 01.01.1998 31.12.9999
Start date End date
Employee subgroup grouping
0 1 2
1
3
1
4 5 6 7 8 9 Position
Personnel subarea
0 1 2
1
3 4 5 6 7 8 9 Position
Blank
1
2
Blank
1
2
=
=
=
=
=
=
not permissible
permissible
permissible
with warning
not permissible
permissible
permissible
with warning
Personnel subarea grouping for
primary wage type
Employee subgroup grouping
for primary wage type
Enterprise structureEnterprise structure Personnel structurePersonnel structure
 Here you determine whether a wage type is permissible for your personnel subarea grouping
and your employee subgroup grouping.
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Valuation of Wage Types
Direct Indirect
2000
The administrator manually
enters the wage type amount
in the infotype.
Indirect valuation is not
one of the characteristics of
these wage types.
The system automatically enters
the wage type amount in
the infotype.
Indirect valuation is
one of the chacteristics of
these wage types.
 Direct valuation:
 The amount that is used to valuate the wage type is entered manually.
 Indirect valuation:
 The system automatically calculates the wage type amount and enters it in the infotype. In
this case, the wage type amount is imported and/or calculated from the table and does not
have to be entered manually. If the valuation table changes, the HR master data record is
automatically changed on the corresponding date. This avoids mass data changes.
 Indirect valuation is possible for the following infotypes:
 0008 Basic Pay
 0014 Recurring Payments/Deductions
 0015 Additional Payments
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Indirect Valuation Using the Rule for Wage Type
Characteristics
Indirect valuation
Module name
Module variant
Reduction method
Rounding type
Rounding divisor
Can be overwritten
Module name
specifies which fixed
valuation table is used for
indirect valuation.
Module variant
Controls the read access to
the table.
 You can indirectly valuate a wage type by specifying a module name and variant.
 Indirect valuation means that the amount is read from a table and does not have to be entered
manually in the infotype.
 Because the valuation rule is defined centrally, you do not have to change master data records
when you change the valuation.
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Module for Wage Type Characteristics
(Indirect Valuation)
0015 Additional Payments
Wage typexxx,xx I
0014 Recurring Payments
Wage typexxx,xx I
Wage type characteristics
PRZNT
SUMME
ARBPLTARIF
Basic wage
type valuation
Valuation using
positions
Pay scale
groups and
levels
0008 Basic Pay
Wage type xxx.xx I
 Different modules read different valuation tables.
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Indirect Valuation Using Pay Scale Data - Module:
TARIF
IT0008 Basic PayIT0008 Basic Pay
Pay scale
specifications
PS group
Wage type 1 ?
Pay scale groups/levels
3 G00A
PS groupESG grouping
for collective
agreement
provision
Level Wage
type
Start End Amount
500
Wage type 1
Module TARIF
Variant A - D
ConversionConversion
possibilitiespossibilities
500,-
G00A
 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 is taken from the pay scale groups and levels
entered in the Basic Pay infotype.
 You can use a conversion procedure to change this amount.
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Indirect Valuation Using the TARIF Module
Pay scale groups and levelsPay scale groups and levels
Module Variant ESG grouping
for coll. Agree.
provision
Pay scale
group
Pay scale
level
Wage
type
Amount
Pay scale A X X (X) - X
Pay scale B X X (X) X X
Pay scale C X X - X X
Pay scale D X - - X X
=
=
=
X
-
(X)
Required entry
Entry must not exist
Entry can exist
 Module variants control table access, that is, which table fields are read.
 The module TARIF has four variants (A - D), that have the following 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
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Indirect Valuation for Calculating a Percentage
Wage type 2
Wage type 3
Wage type 4
20 %
30 %
50 %
Wage type 1
100 %
 Certain wage types are calculated as a percentage of other wage types.
 There are two modules that can be used for indirect valuation. Both of these modules are
based on how the table "Base Wage Type Valuation" is set up.
 In the IMG structure, choose: Personnel Management > Personnel Administration > Payroll
Data > Basic Pay > Wage Types > Define Valuation of Base Wage Types
 The modules are:
 SUMME The wage type amount is the result of this valuation.
 PRZNT The result of this valuation is multiplied by the percentage specified.
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Base Wage Type Valuation
Base wage type valuationBase wage type valuation
Module WT Val. Sequence Basis Percentage
PRZNT MNNN 01 MXXX 100.00
02 MYYY 100.00
SUMME MZZZ 01 MXXX 6.00
Basic Pay 0008
Number
MXXX
MYYY
MZZZ 10
Basic Pay 0008
Amount
MXXX
MYYY
MZZZ xxx.xx l
 Certain wage types are calculated as a percentage of other wage types.
 You can link the wage type that is to be valuated with several base wage types in the Base
Wage Type Valuation table.
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Indirect Valuation Using the PRZNT Module
Base wage type valuationIT0008 Basic PayIT0008 Basic Pay
MXXX
MYYY
MNNN ?
500
1000
Module WT Val. Sequence Basis Percentage
PRZNT MNNN 01 MXXX 100.00
ConversionConversion
possibilitiespossibilities
Wage type
characteristics
Module
PRZNT
Variant
D/I
MNNN
 In "Define valuation of base wage types", you must specify which wage types are to be used 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 to be used as a valuation basis in the
infotype otherwise, they are not considered.
 The relevant wage types must not be in the infotype in the indirect variant. The monetary
value is determined internally, and is used used as the basis for further calculations.
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Indirect Valuation Using the SUMME Module
Base wage type valuationIT0008 Basic PayIT0008 Basic Pay
MXXX
MYYY
MZZZ ?
500
1000
Module WT Val. Sequence Basis Weighting
SUMME MZZZ 01 MXXX 6,00
ConversionConversion
possibilitiespossibilities
Wage type
characteristics
Module
SUMME
Variant
D/I
MZZZ
 You must define which wage types are to be used to calculate the percentage bonus (SUMME).
A distinction is also made between direct and indirect variants.
 In the direct variant, you must enter the wage types to be used as a valuation basis in the
infotype otherwise, they are not considered.
 The relevant wage types must not be in the infotype in the indirect variant.
The monetary value is determined internally, and is used used as the basis for further
calculations.
 Unlike the PRZNT module, the percentage value in the SUMME module is entered in the table
(field: Percentage) as a fixed value and is therefore linked to the wage type.
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Cost of living adjustment
Individual Weekly Working Times Using SUMME
Module
Pay scale
type
Pay scale
area
Group Hours Days
Specify working hours fixed bySpecify working hours fixed by
collective agreementcollective agreement
01
20
01
20
01
01
01
01
1
1
3
3
38
38,5
38
38,5
5
5
5
5
Monthly Working Schedules TableMonthly Working Schedules Table IT Planned Working Time (0007)IT Planned Working Time (0007)
Weekly working hours 36,00 Weekly working hours 40,00
Cost of living adjustment using
module SUMME with reduction
method 6
Cost of living adjustment using
module SUMME with reduction
method 5
 Rounding methods 5 and 6 are used to match the working hours fixed by the collective
agreement provision with the actual hours worked by the employee.
 If the individual weekly working time (IRWAZ) exceeds the standard working time, a cost of
living allowance must be paid. This allowance can be represented in a wage type using the
SUMME module and reduction method 5 or 6.
 If the standard working time used to calculate the allowance is to be compared with the data in
the work schedule, you must use reduction method 5.
 If the standard working time used to calculate the allowance is to be compared with the
working hours entered in the Planned Working Time infotype (0007), then you must use
reduction method 6.
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Fork lift truck driver
Lathe operator
Roofer
Indirect Valuation Using Positions - Module:
ARBPL
S
Positions/work centersPositions/work centers
S
S
Fork lift truck
driver
Lathe operator
Roofer
3 UNI
1 UNI
5 UNI
3 UNI
1UNI
5UNI
Wage type 1
 The indirect valuation module ARBPL uses the object type and the position number entered in
infotype 0001 to calculate the wage type amount.
 If module ARBPL is used with variant S (position) to valuate, the system bases its calculations on
the position entered in the Organizational Assignment infotype (0001) and the country
grouping in the "Position" table. You can enter a payment for the position in this table.
 To access the position catalog, use the menu path described below in the IMG structure:
 Personnel Management > Personnel Administration > Payroll Data > Basic Pay >
Wage Types > Define Indirect Valuation for Positions/Work Centers
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Indirect Valuation: Additional Attributes
Indirect valuation
Module name
Module variant
Reduction method
Rounding type
Rounding divisor
Can be overwritten
ConversionConversion
possibilitiespossibilities
 In addition to the module name and defining module variants, you can enter additional
attributes. For example:
 Reduction method: The values are defined as follows:
Blank or 1 no reduction
2 Reduction using the capacity utilization level (%) stored in infotype 0008
Reduction based on the relationship between the individual hours per week and the
individual standard WAZ
4 Reduction based on the relationship between the individual hours per week taken
from infotype 0007 and the individual standard WAZ
5 Reduction based on the relationship between the weekly hours from minus the
individual standard WAZ.
6 Reduction based on the relationship between the individual hours per week taken
from infotype 0007 and the individual standard WAZ
 Rounding tyoe: A = amount is rounded down, B = amount is rounded up/down,
C = amount is rounded up
 Rounding divisor: Values 0 - 999999
 Can be overwritten: determines whether you can overwrite the wage type amount in the
infotype.
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Default Wage Types for Basic Pay
Hourly wage earner
Non-pay scale
employee
Salaried employee
Create Basic Pay
infotype
1010 Standard wage
1020 Standard bonus
Create Basic Pay
infotype
2010 Standard salary
2020 Standard bonus
Create Basic Pay
infotype
3090 Non-PS salary
 If you want the system to suggest a default wage type for basic pay, then this wage type must
be included in a wage type model. The system suggests a wage type model based on an
employee's organizational assignment. For example:
 Company code
 Personnel area
 Employee group
 Employee subgroup
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Define Wage Type Models
LGMSTDecision tree
I0008 Basic Pay
Default wage types
Wage type
model
I0001 Organizational Assignment
Wage type
?
Create
 To reduce the amount of routine work involved in creating a Basic Pay infotype record (0008),
the system displays the default wage types for the administrator, either as required or optional
entries.
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Define Default Wage Types
Define default wage types
Feature
LGMST
MOLGA
PERSK
PERSG
01 10 12
1 2
Hourly
wage earner
Salaried employee
Which employee group ?
Which country grouping ?
Which employee subgroup ?
Define default wage types for Basic Pay
Salaried employee 1010
Salaried employee 1020
 You can use the "Default Wage Types for Basic Pay" table to define default wage types for the
Basic Pay infotype (0008).
 An entry is accessed by processing a decision tree. The feature is called LGMST.
 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.
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Wage Type Structure: Summary
 In this unit, you learned how to depict wage
types in the SAP System.
 You can now set up a wage type structure
using the Customizing steps.
 You can define and set up indirect and
direct valuation.
 In addition, you can set up default wage
types for basic pay that are based on the
employee's organizational assignment.
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Routine Personnel Tasks
 Pay scale reclassification
 Standard pay increase
 Employee leaves the company
 Employee reenters the company
 Retiree with company pension
 Retiree working as a night shift security guard
Contents:
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Routine Personnel Tasks: Unit Objectives
 Set up and perform a standard pay increase.
 Set up and perform automatic pay
scale reclassification.
 Run Leaving, Re-entry and Retirement actions.
At the end of this unit, you will be able to:
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Routine Personnel Tasks: Business
Scenario
 Now that the system has been set to meet the
specific requirements of the Caliber A Bicycle
Company, you need to use the system
to carry out routine tasks.
 These tasks include: transferring an employee
to another pay scale group automatically and
performing a standard pay increase.
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Overview: Pay Scale Reclassification
Based on:
Master data
Hours worked
 Pay scale reclassification allows you to update the information on the pay scale groups and
levels in the Basic Pay infotype (0008) for each employee. The system updates this information
automatically when a situation meriting reclassification arises.
 In addition to the "Next Increase" field in the Basic Pay infotype (0008) and the "Key Date" field
on the report selection screen, you can define other limit values for reclassification criteria in
the SAP R/3 System.
 1. The employee's age, upon which a pay scale reclassification is to be performed.
 2. The pay scale group/level, when an employee is subject to reclassification upon entry into
the group/level.
 3. The limit value for the time worked by the employee (in hours).
 You can use the following reports to perform pay scale reclassification:
 1. Pay scale reclassification based on master data: Pay Scale Reclassification acc. to Age or
Pay
Scale Membership Period (report RPITUM00).
 2. Pay scale reclassification based on hours worked: Pay Scale Reclassification
(report RPITIG00).
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Pay Scale Reclassification Based on Master Data
Pay
scale
Age-based
pay scale
increase
Time in
group/level
Insert
wage
type
Next pay
scale group
Next pay
scale level
Delimit
wage type
. . .
E10
E11
E12
K4
K5
K6
. . .
. . .
. . .
. . .
. . .
. . .
. . .
50
54
0100
0100
E11
E12
K5
K6
 Pay scale reclassification means the transfer of an employee from one pay scale group and/or
level to another. The employee is then paid according to the new group/level.
 Automatic pay scale reclassification depends on the employee's age and/or time spent in a pay
scale group/level.
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Performing a Pay Scale Reclassification Based on
Master Data
Rules for
pay scale
reclassific.
0008 Basic Pay
Next increase
0002 Personal Data
Date of birth
0041 Date Specification
Techn. date of birth
Early
reclassification
Early
reclassification
According to
age
According to
age
According to
technical DoB
According to
technical DoB
RPITUM00
Creates new
Basic Pay infotype (0008)
Batch input
processing
 If you want to transfer an employee to a different pay scale group/level before the set date,
you can enter the new date in the "Next increase" field of the Basic Pay infotype (0008).
 If you want to transfer an employee to a different group or level on the basis of age, you can
enter a natural or technical date of birth.
 Report RPLTRF00 generates a list containing the employee's personnel number, name and pay
scale structure and other information.
 Pay scale reclassifications are usually performed before the payroll run for each payroll period.
Please note that a pay scale reclassification must be performed before a standard pay increase.
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Batch Input Processing
Data selection using
a report created
by a batch input
sessioncreated
Session
processed
and changes
made
Note of
changes in a batch
input session
Temporary
storage
of batch input
session
Master data
 Mass data changes that are triggered by reports are normally made using a batch input session
and not immediately. The changes are not made to the master data until the batch input
session has been processed.
 To access the batch input system, choose: System -> Services -> Batch input -> Sessions. You
can then choose a session using any combination of the following criteria:
 Session name
 Creation date (according to session overview)
 Session status
 Choose Overview to display the session overview. You can use the session overview to start,
analyze or delete sessions. Choose Log to display the session log.
 When a session is processed, a log is created for each session. You can use the session log list
function to carry out additional actions, for example, to analyze sessions.
 There are three ways to process sessions:
 Process/foreground: You can correct transactions interactively and run transactions that you
have not yet executed in phases.
 Display errors only: This processing type is similar to the previous one, the only difference is
that you cannot process transactions that are free of errors and have not been executed
interactively. The system displays the screen on which the error occurs.
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195.  Background: This processing type schedules a session to be processed immediately in the
background.
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Pay Scale Reclassification Based on Hours Worked
Pay scale type
Pay scale area
ESG for CAP
PS group
Pay scale level
Variable key
Hired to
01
01
3
K4
CAB Co.
CAB Co.
01.01.1998
Age-based pay scale
increase
Group member dur.
Number 1200
Creates a new Basic Pay record
Batch input
processing
RPITIG00
Refine Reclassification
conditions using feature
PRVAR
Next pay scale group
Next pay scale level
K5
Cumulated
working time from
RPTIME00
 You can only use this functionality if you use the Time Evaluation component.
 Before you can use this functionality, you must define limit values for the hours worked by your
employees and the next pay scale group and level in the Pay Scale Reclassification table.
 The pay scale reclassification report, RPITIG00, compares the limit values for hours worked with
the working time that has already been cumulated (RPTIME00). If the limit values are exceeded,
this report creates a new Basic Pay record (0008).
 Feature PRVAR uses additional organizational and employee-related criteria to define a three-
character alphanumeric returncode as a variable key. This is used to read the pay scale
reclassification table.
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Standard Pay Increases
Simple pay increase (RPU5100)
. . .
Pay scale groups/levelsPay scale groups/levels
PG
E12
E12
PL WT Period
01.01.97-30.06.98
01.07.98-31.12.99
Amount
4000,-
4500,-
Extended pay increase (RPITRF00)
Dynamic pay increase
0008 Basic Pay0008 Basic Pay
E12 4000,-
0008 Basic Pay0008 Basic Pay
E12 4500,-
0008 Basic Pay0008 Basic Pay
MXXX 5275,-
0008 Basic Pay0008 Basic Pay
MXXX 6000,-
 The system allows you to automatically increase an employee's standard pay.
This function can be used for employees whose basic pay is determined on the basis of the pay
scale structure assigned to them during Customizing.
 Which of the two different procedures is used to determine the pay increase depends on
whether the amounts in the Customizing system should be increased by a certain amount or
percentage simple pay increase, or whether the pay history should be updated in the Basic Pay
infotype (0008). The second procedure (following the pay increase) also allows you to change
directly valuated wage types, and to set up different increase variants. You can use increase
variants to create new wage types, to replace existing wage types with new ones, or to delimit
existing wage types without replacements.
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Performing a Simple Pay Increase
Pay scale groups/levels
Start date
01.01.1997
End date
12.31.9999
Amount
4000.00
RPU51000
Pay scale groups/levels
Entries selected
Pay scale groups/levels
Start date
01.01.1997
07.01.1998
End date
30.06.1998
31.12.9999
Amount
4000.00
4500.00
For indirectly valuated wage types
- percentage increase
- increase to constant amount
- rounding
- start of validity period
Old pay scales New pay scales
Save new pay scales
 When increasing an employee's pay, you must first run report RPU51000 to change the pay
scale groups and levels on the key date.
 The actual monetary value is then read from the relevant table when indirect valuation is
performed.
If you enter a date in the "Indirect valuation" field on the Basic Pay infotype (0008), the system
displays the amounts that are currently valid.
 To facilitate processing, the activities for changing customizing settings and master data are
kept separate.
 If you want to create a basic pay history (0008), run report RPITRF00 to delimit the basic pay
records on the key date specified.
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Performing an Extended Pay Increase
Pay scale groups/levels
Start date
01.01.1997
01.07.1998
End date
30.06.1998
31.12.9999
Amount
4000.00
4500.00
RPITRF00
Batch input
processing
0008 Basic Pay
Valid
01.01.1997 31.12.9999
0008 Basic Pay
Valid
01.01.1997 30.06.1998
0008 Basic Pay
Valid
01.01.1997 31.12.9999
 Payroll processes the Basic Pay data (0008) and pay scale groups and levels for a specific
period.
 When you increase amounts by changing the settings in the customizing system, the system
updates the Basic Pay history (0008) for indirectly valuated wage types.
 You can use report RPITRF00 to generate a basic pay history for a specific period of time.
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Dynamic Pay Increase
 Increase a wage type by an absolute amount (variant A)
 Increase total basic pay by an absolute amount (variant G)
 Increase by a difference (variant D)
 Valuate according to a different pay scale group (variant E)
 Insert a new wage type (variant T)
 Restrict time period for an existing wage type (variant C)
 Replace one wage type with another (variant R)
. . .
 The variant defines the type of extended pay scale increase.
 You can also define other increase variants that, for example, allow you to insert, delete, and
replace existing wage types.
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Example: Increase by a Difference (Variant D)
4620,-
+ 80,-
= 4700,-
Standard pay
increase
10 %
but at least
500.00Monthly salary: 4200Monthly salary: 4200
DEUTSCHE
MARK
DEUTSCHE
MARK
 Wage types can be increased by a difference on the basis of the employee's pay scale structure.
(Variant D).
 The difference in variant D can be defined as a percentage or an amount. If you specify a
percentage, you can also define a minimum amount, that is, the amount that the employee
must at least receive if this amount is not attained by the percentage increase. You can also
limit the percentage increase by specifying a maximum amount.
 Example:
Increase wage type by entering a percentage and a minimum amount. You would like to
increase the basic wage type "monthly salary" of all employees in a certain pay scale structure
by 10%. The minimum amount must be 500UNI regardless of the amount calculated using the
percentage increase.
If the original amount is 4200UNI then a 10% increase would only create an increase amount of
420UNI.
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Example: Replace Wage Type with Another
(Variant R)
replaced by
bonusbonus
DEUTSCHE
MARK
DEUTSCHE
MARK
New bonusNew bonus
DEUTSCHE
MARK
DEUTSCHE
MARK
 You can set up your system so that one wage type is replaced by another depending on the
employee's pay scale structure (Variant R).
 Example:
According to the pay scale structure, a certain bonus should be replaced by a new bonus. The
new bonus should be 75% of the old bonus.
 Enter the wage type to be replaced in the "Wage type" field, and enter the new wage type in
the "Reference wage type" field. The system uses the percentage to calculate the value of the
reference wage type. If necessary, you can specify an operation and a minimum amount to be
used when valuating the new wage type (operation <), or a maximim amount that cannot be
exceeded
(operation >).
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Employee Leaves the Company
 Status change in infotype 0000,
employment status set to 0
 Personnel number is not deleted
 Some infotypes are delimited
 Other infotypes cannot be delimited
Personnel action Leaving
 When an employee leaves the company, certain infotypes cannot be changed because they are
needed to create a history. Some infotypes must, however, be delimited when an employee
leaves the company.
 When an employee leaves the company, his/her personnel number cannot be deleted.
 When an employee leaves the company, a new Action infotype record (0000) is created for the
leaving action. This infotype record stores the leaving date and the reason for leaving. The
reason for leaving is needed for statistics and reporting purposes. When an employee leaves
the company, the employment status is changed automatically. When an employee leaves the
company, his/her employment status is automatically set to 0. Payroll recognizes this status
and no longer selects this employee for payroll in the subsequent payroll periods.
Organizational data, personal data, addresses and basic data are needed by payroll. You must
leave the following data in the system: organizational data, personal data, address, and most
importantly, basic data used for payroll. The data records cannot be delimited, as in some
cases, employees may still be entitled to payments after his/her last payroll (for overtime or
leave compensation etc.). You may also need to contact the employee at a later date. In
addition to this, this data is also used for reporting purposes.
 You cannot delimit the Basic Pay infotype (0008). If this infotype is delimited, it is impossible to
perform retroactive accounting correctly. If you do want to compensate an employee once
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204. he/she has left, then you can use Recurring Payments/Deductions (0014) or Additional Payment
(0015).
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Employee Reenters the Company
 Existing personnel number is re-used
 Status change in infotype 0000,
employment status set to 3
 Start date entered into the delimited infotypes
Personnel action Reentry
 The SAP System uses the term "Reentry" to mean an employee who has left the company, and
then re-enters the same company. The previous personnel number is used for such a personnel
action. The employment status is set to 3 for active in the Actions infotype (0000) when the
personnel reentry action is run. In the case of infotypes that were delimited when the employee
left the company, new infotypes are created, in which the date of re-entry is entered as the
start date.
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Retiree with Company Pension
 Status change in infotype 0000,
employment status set to 2
 Employee group retiree and employee subgroup retiree
 The company pension is entered into the Basic Pay
infotype (0008)
Personnel action Early Retirement/Retirement
 If one of your active employees retires or goes into early retirement, then you need to run the
relevant personnel action. The entry in status field in the Actions infotype is automatically
Assign the employees to the Pensioners employee group/subgroup. To pay the pension, simply
enter the corresponding wage type in the Basic Pay infotype.
 If an employee that left the company years ago is now entitled to a company pension, then you
must first run a reentry action followed by the retirement action.
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Retiree Working as a Night Shift Security Guard
 Employee is hired and given a new personnel number
 Employment status set to 3
 Employee group active and employee subgroup night
shift security guard
Personnel action Hiring
 If an employee who is entitled to a company pension is employed as a night shift security
guard, you must enter him/her in the system with a new personnel number. In this way, the
employee receives employment status 3 with the second personnel number, and is assigned to
the Active employee group, and to the Night Shift Security Guard employee subgroup, for
example.
 You need to create a second personnel number because the money earned as a night shift
security guard is taxed according to different tax guidelines.
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Routine Personnel Tasks: Summary
 You can now carry out a pay scale
reclassification and a standard pay increase
using the relevant reports.
 You can execute the personnel action types
Leaving, Reentry into Company and Retirement
for your employees.
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 This section contains supplementary material
to be used for reference
 This material is not part of the standard course
 Therefore, the instructor might not cover this
during the course presentation
Appendix
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210. 13.2Menu Paths for HR305
Unit: Introduction
Set up user parameters
System  User profile  Own data
Unit: Administrator at the Caliber A Bicycle Company
Personnel Action
Human Resources  Personnel Management  Administration HR Master Data
Select Personnel Actions
Unit: Buying a Bicycle Production Company
Creating a Project IMG
Tools  AcceleratedSAP  Customizing
Select Project Management.
Expand all subnodes in the Project IMG
Tools  AcceleratedSAP  Customizing  Edit Project
Select your project number 1## by double-clicking on the project number.
Place the cursor on the Implementation Guide for R/3 Customizing (IMG) line in the Project IMG.
Click on Expand all.
Example for finding information on the technical table name
Select the executable function icon to reach a table.
Place the cursor on a field.
Select the Help icon (or F1).
Select the Technical info button. You can find the table or view name in the field data.
You can find the name of the table or view under Field data.
Additional information on IMG activities
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211. To display the activity importance of tasks in the IMG:
Additional information  Activity importance
To display critical activities in the IMG:
Additional information  Critical activity
To display the status of tasks in the IMG:
Additional information  Status
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212. Unit: Enterprise Structure
Create a new personnel subarea
IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas 
Copy, Delete, Check Personnel Subarea
Create new employee subgroups
IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups 
Edit Employee Subgroup Environment
Assign employee subgroup to employee group and country grouping
IMG: Enterprise Structure  Assignment  Human Resource Management  Assign Employee
Subgroup to Employee Group
Display the groupings associated with a personnel subarea
IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas 
Copy, Delete, Check Personnel Subarea
Select Organizational object  IMG Activities.
Select the project number and title from the dialog box.
Assign company code to personnel area
IMG: Enterprise Structure  Assignment  Human Resource Management  Assignment of
Personnel Area to Company Code
Display the groupings associated with an employee subgroup
IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups 
Edit Employee Subgroup Environment
Select Organizational object  IMG Activities.
Select the project number and title from the dialog box.
Display the view grouping associated with a personnel subarea and employee
subgroup
Tools  AcceleratedSAP  Customizing  Edit Project
Select your project IMG view for inclusion in your worklist.
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213. Unit: Organizational Structure
Connection between a position and a personnel subarea
Human Resources  Organizational Management  Expert Mode  Position
Select the Account Assignment Features infotype.
Select the Employee Group/Subgroup infotype.
Unit: Additional Organizational Assignment
Define administrator
IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational
Assignment  Define Administrator
Unit: Define Default Values
Define administrator groups
IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational
Assignment  Define Administrator Groups
Unit: Personal Data
Marital status
Personnel Management  Personnel Administration  Personal Data  Personal Data  Create
Marital Status
Unit: Connection between Planned Working Time and Basic Pay
Assign personnel calculation rule (PCR code) to employee subgroup.
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE
Subgroup Grouping for PCR and Coll. Agrmt Prov.
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214. Unit: Pay Scale Structure
Define the collective agreement provision code for employee subgroup
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE
Subgroup Grouping for PCR and Coll. Agrmt Prov.
Define pay scale type and area
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale
Type
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale
Area
Assign pay scale type and area to personnel subarea
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check
Assignment of Pay Scale Structure to Enterprise Structure
Define pay scale groups and levels
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale
Groups and Levels
Feature TARIF
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Determine
Default for Pay Scale Area
Unit: Wage Type Structure
Wage type copy function
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Create Wage Type Catalog
Check wage type group for basic pay
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Check Wage Type Group 'Basic Pay'
Check wage type permissibility
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Check Wage Type Catalog  Check Entry Permissibility per Infotype
Check wage type characteristics
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215. IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Check Wage Type Catalog  Check Wage Type Characteristics
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216. Employee subgroup groupping for primary wage type
IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage
Types  Employee Subgroups for Primary Wage Type
Grouping of personnel subareas for primary wage types
IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types
 Personnel Subareas for Primary Wage Type
Wage type permissibility for each PS and ESG
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Define Wage Type Permissibility for each PS and ESG
Define default values for wage types and the wage type model
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Revise Default Wage Types
IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types
 Enterprise Structure for Wage Type Model
Define valuation of base wage types
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage
Types  Define Valuation of Base Wage Types
Assign bonus wage types (module name TARIF, VARIANT B-D) to pay scale groups
and levels
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale
Groups and Levels
Maintain the annual salary entries if this is relevant for your country
Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define Annual
Salary
Review infotypes created by the personnel action in the personnel file
Human Resources  Personnel Management  Administration  HR Master Data  Personnel File
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217. Unit: Routine Personnel Tasks
Define rules for reclassification
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Pay Scale
Reclassification  Check Pay Scale Reclassification Based on Master Data
Use Report RPITUM00 and start the batch input session
System Services  Reporting
System  Services  Batch input  Sessions
Use report RPU51000 and report RPITRF00 for pay scale increases, and start batch
input session
System Services  Reporting
System  Services  Batch input  Sessions
Employee leaving company using ‘Leaving’ personnel action
Human Resources  Personnel Management  Administration  HR Master Data  Personnel
Actions
Select the Leaving action.
Rehire employee using the ‘Reentry into company’ personnel action
Human Resources  Personnel Management  Administration  HR Master Data  Personnel
Actions
Select ‘Reentry into company’.
Retire employee using the ‘Early retirement’ personnel action
Human Resources  Personnel Management  Administration  HR Master Data  Personnel
Actions
Select Early retirement.
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218. (C) SAP AG HR305 10

219. 13.3Absence (Personnel Time Management)
Period within regular working time during which an employee is not at work because of sickness
or leave, for example.
Absence quota (Personnel Time Management)
An employee's entitlement to a certain absence. The quota has a limited validity period, and is
reduced by each recorded absence.
Account assignment type (Payroll)
Determines the characteristics used by a wage type in the symbolic account during posting to
accounting, and also the type of account to which the wage type is posted. The account
assignment type defines the transaction used to search for the accompanying account in the table
of automatic account assignments (T030), and the fields that are filled when posting takes place.
Accrual entitlement (Payroll)
The quota entitlement calculated for a specific period in automatic absence quota accrual.
Activity (Personnel Management)
Activities are elements of SAP Business Workflow. An activity can be any one of the following:
• Tasks
• Reports
• Transactions
By assigning activities to users, you identify the areas of the system which users can access. The
set of activities assigned to a user is called an activity profile.
Activity type (Controlling)
Unit within a controlling area used for classification of activities produced or provided by a cost
center.
Use
Planning and allocation of activities requires recording quantities measured in activity units.
Valuations of activity quantities are carried out using activity prices (allocation prices). In
Overhead Cost Controlling (CO-OM), costs are divided into fixed and variable portions based on
the activity quantities. Classifying cost center activities as separate activity types should therefore
take the relevancy of specific costs into account. Activity prices can be posted manually or
calculated automatically based on the costs assignable to the activities. Different activity prices
can be calculated using plan costs and/or actual costs. Planning, allocation, and monitoring of
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220. costs can occur at the activity type or cost center levels. Actual costs can be posted on the cost
center level only. Assignment of costs so posted proceeds with the aid of the splitting function.
Activity inputs from one cost center to other cost centers, orders, or business processes represent
utilization of the cost center's resources.
Integration
A cost center may include one activity type, multiple activity types, or no activity types.
Example
Sample activity types in production cost centers would be machine hours or finished units.
Adjustment rule for bases for calculating average values (Payroll)
This rule adapts bases for calculating average values to changed collective agreement conditions
with retroactive effect. This enables you to take account of standard or individual pay increases
when the bases for calculating average values are formed.
Administrative personnel structure (Personnel Management)
The administrative personnel structure divides employees into employee groups and employee
subgroups for administrative reasons in order to control payroll or authorization checks, for
example.
Administrator
A person or group of persons with specific work responsibilities.
Advance payment (Payroll)
This is a lump-sum payment of income, which has already been earned but for which payroll has
not yet been performed. Such payments are usually effected between two ordinary payments of
either wages or salaries. Rather than pay the full amount of earned income after each payroll run,
many companies and organizations prefer to effect one or even several advance payments during
the payroll period. The advance payment is roughly equal to the amount of income that the
employee has already earned. The exact amount of remuneration is calculated later. The advance
payments are deducted from the total and the employee receives the remaining amount, usually
when wages and salaries are paid in the following month.
Assessment basis (Payroll)
The assessment basis is used in accordance with tax law to determine how much tax is paid.
In the context of social security law, the assessment basis is a term used for the total gross
amounts per month on which both tax and contributions to state-run benefit schemes must be
paid. The income threshold, which determines the amount of contributions paid to secure rights
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221. to state-run benefits, must also be taken into account. The gross assessment amount may vary for
different types of benefits, such as for health insurance or pension insurance.
Availability for work (Personnel Time Management)
Time period during which an employee must be available to perform any work that arises. It
differs from on-call duty in that the employee must actually be at his/her work center.
Average value calculation rule (Payroll)
This rule is used to valuate time-dependent wage types (e.g. absences, Christmas bonuses, and
vacation allowances).
If you want to valuate a time wage type using averages, it must be coded in processing class 15.
Balance revision (Personnel Time Management)
Balance revisions are used to change time accounts and transfer time balances from one time
account to another.
Base entitlement (Personnel Time Management)
The total entitlement per absence quota type for a specific period, such as a calendar year. The
total entitlement is expressed in days or hours and used in automatic absence quota accrual. It is
taken as the basis for calculating the pro rata leave entitlement.
Bases for calculating average value (Payroll)
Bases for calculating average values are cumulation wage types in which wage types are stored
that can be used to valuate averages.
The secondary wage types /201 to /232 are used as average calculation bases. The valuation
bases include the wage types that are flagged as relevant for average calculations. The average
bases are cumulated in an internal table and then used in the calculation of the average values.
Benchmark job (Personnel Management)
Job that serves as a standard by which other jobs can be measured or compared.
Capital formation savings payment (Personnel Management)
A special type of savings payment for employees that receives state support. Capital formation
savings payments are payments of money to which the employee does not have unrestricted
access. Instead, the employer invests the money in a long-term account. There are different types
of capital formation savings accounts, such as with a credit institution for securities or another
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222. type of investment, expenses incurred with regard to a securities sales agreement with the
employee, expenses incurred with regard to housing construction, etc.
Challenge type (Personnel Management)
Feature for classifying the challenge specification.
Examples
• Challenge type 1 = unlimited employability
• Challenge type 2 = limited employability
• Challenge type 3 = sedentary activities only
Change in staffing level (Personnel Management)
Actions such as hirings, dismissals, and early retirement are used to change the staffing level so
that the total number of employees meets actual workforce requirements.
Company insurance (Payroll)
Insurance paid for by the employer and to which the employee has a legal right. "Company
insurance" is an umbrella term that covers all types of insurance policies such as life insurance,
health insurance, accident insurance and third-party liability insurance. Company insurance most
often consists of a life insurance policy between the employer and an insurance company for the
benefit of the employee. The insurance premiums are paid by the company, although the
employee could be required to meet some of the costs. Concluding a group life insurance policy
for a larger group of people results in more favorable insurance conditions. Company insurance is
a type of company pension scheme.
Company pension scheme (Payroll)
All measures taken by an employer that are over and above the compulsory contribution levels
for statutory pension insurance. These measures provide additional support towards safeguarding
the future of the employee and surviving dependents if the employee should leave the company
as a result of (permanent) incapacity to work, reaching a specific age, or death.
There are five forms of company pension scheme to consider:
• Company guaranteed pension payment
• Benevolent fund
• Pension fund
• Company insurance
• Increased insurance or voluntary continued insurance
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223. Compensation (Payroll)
Compensation is paid in lieu of leave which an employee has not used.
Compensation time (Personnel Time Management)
Time which employees work in addition to their standard working time, and which is accumulated
in an account.
Compulsory insurance (Payroll)
Insurance policies which people are obliged to take out by law. Compulsory insurance often takes
the form of national social insurance programs.
Continued pay (Payroll)
Continued pay is effected when an employee is unable to work because he or she is ill or has had
an accident.
Contribution (Payroll)
Contributions can be either regular or once-only payments which are effected to ensure
entitlement to specific benefits. The amount of the contribution can be determined either by law
or by a contract.
Example
• Contributions to secure health insurance or pension rights.
Contribution scale (Payroll)
The contribution scale is used by the health insurance sector to differentiate between tariffs for
those who are voluntarily insured. For example, the contribution scale for:
• Employees
• The self-employed
• Students
Core time (Personnel Time Management)
Time during which an employee must be at work.
Correction run (Payroll)
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224. A correction run occurs when payroll is repeated for the current payroll period to correct
mistakes. Unlike retroactive accounting runs, correction runs are performed during the current
period for payroll runs which are not yet complete.
Credit factor (Payroll)
This is the abbreviated form of "credit factor for severely challenged persons". The credit factor is
a multiplier used to credit an employer with a part percentage for each challenged or severely
challenged employee, the value of which depends on the specification and type of challenge.
Once the total percentage is equal to or greater than the statutory fixed percentage, the employer
is no longer required to pay an equalization levy for challenged persons.
Cumulation (Payroll)
A cumulation is a totaling of values. In incentive wages, for example, the confirmed labor times
(actual labor times) which have been recorded for a particular employee during the course of the
accounting period are added together. The cumulated value can then be used in evaluations and
calculations using the premium formula for the period.
Cumulation Rule (Payroll)
A rule used for cumulating a period's bases for calculating average values. The rule determines
which parts of the wage type are cumulated:
• the wage type number (NUM)
• the wage type amount (AMT)
• the wage type rate (RTE)
• the leading +/- sign
Daily work schedule (Personnel Time Management)
A daily work schedule defines the number of hours to be worked by an employee on a workday,
and the distribution of these hours.
Data communications regulation (Payroll)
A legal regulation that determines how employee salary/wage accounts are handled by data
processing systems. It also applies to the transfer of employment status notifications to data
mediums that can be read automatically, such as magnetic tapes, without the documents
specified in the German Data Entry Regulation.
Date modifier (Payroll)
Modifier used to link additional date types to a payroll calendar.
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225. Use
For each period in the payroll calendar, you can create date specifications in addition to the date
specifications defined for standard payroll intervals. The additional date specifications can be
used, for example, to save the payment date or the date the payment amount is transferred to the
employee's account (planning date).
Day program (Personnel Time Management)
As of Release 3.0A, this term has been replaced by the term "daily work schedule".
Day type (Personnel Time Management)
The day type determines whether or not a day should be paid. It also indicates planned
attendance, irrespective of the employee's daily work schedule.
Dialog wage type (Personnel Management)
Dialog wage types are primary wage types that are entered for an employee when master data is
maintained.
Example
Wage type: Christmas bonus
Different payment (Personnel Management)
A payment that is temporarily different from the current rate paid to an employee on the basis of
his or her master data.
Document (Controlling)
Proof of a cost accounting posting. This posting can be made both within (for example,
distribution) and outside of (for example, primary cost posting in FI) the CO module.
Document (Financial Accounting)
Proof of a business transaction. There is a difference between original documents and DP
documents:
• Original documents include, for example, incoming invoices, bank statements, and carbon
copies of outgoing invoices.
• DP documents include, for example, accounting documents, sample documents, and
recurring entry documents. The accounting document reflects the original document in
the system. All other DP documents serve as an entry facility.
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226. Document entry (Financial Accounting)
Manual or automatic entry of a document in the R/3 System. Manual entry occurs via screens that
are specially designed for the business transactions to be entered. Automatic entry is carried out
via an online interface.
Document split account (Payroll)
A special account that must be created in financial accounting for posting payroll results to
accounting. The partial totals for all documents in a posting run are posted to this account.
Document type (Financial Accounting)
Key that distinguishes the business transactions to be posted. The document type determines
where the document is stored, and the account types to be posted.
Double taxation convention (Personnel Management)
An international agreement between two or more states. The purpose of double taxation
conventions is to prevent people who work abroad and who must pay tax on their earnings from
having to pay taxes more than once (that is, in more than one country) for the same period and
for the same taxable income. They are generally based on the tax laws of the state in which the
work is performed. Double taxation conventions are particularly important for people in regions
near to international borders (cross-border employees).
Earliest possible retroactive accounting period (Payroll)
The period furthest back in the past for which it is still possible to perform a retroactive
accounting run. This means that retroactive accounting takes place for a period for which payroll
has already been performed. The earliest possible retroactive accounting period is specified for a
payroll area, in which respect the system also takes account of the date on which the employee in
question first started working for the employer.
Educational leave (Personnel Time Management)
A defined period of leave granted to an employee for the purpose of study, sometimes with
payment of suitable benefits. Educational leave comprises all levels of vocational training as well
as education on general, political, and union topics. The duration and payment of educational
leave depends on contractual provisions and regional jurisdiction.
Employee (Personnel Management)
The employee is a person who contributes or has contributed to the creation of goods and
services within the enterprise. As a rule, this occurs on the basis of an employment contract or
contract for services.
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227. Use
The employee constitutes the main focus of interest for the majority of human resource subareas
(personnel administration, time management, payroll, etc.) All business processes within these
areas relate to the employee.
Employee group (Personnel Management)
An employee group is an organizational entity for which personnel provisions can be specified.
Structure
An employee group is subdivided into employee subgroups.
Example
Employee groups:
• Active employees
• Employees who have left the enterprise
• Company pensioners
Employee subgroups within the “active employee” group:
• Industrial workers
• Commercial employees
• Technical employees
• etc.
Employee savings bonus (Payroll)
In Germany, the employee savings bonus is paid by the state to people who are in direct paid
employment (that is, people who are not self-employed) if the employer makes capital formation
savings payments to the employee and the employee's taxable annual earnings do not exceed a
specified amount. The savings bonus is calculated on the basis of the savings amount with
corresponding assessment thresholds multiplied by a fixed percentage. Employers used to pay
the employee savings bonus on a monthly basis and were then refunded the money by the tax
office. As of January 1990, the savings bonus is calculated by the tax office and paid to the
employee once a year as part of the annual employment tax declaration.
Employee's contribution (Payroll)
The employee's contribution represents the amount paid by an employee toward his or her own
benefits, such as health insurance. The employee's contribution may be deducted by the
employer from the employee's remuneration and paid directly to the institution that provides the
benefit, such as a health insurance company.
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228. Employee subgroup (Personnel Management)
An employee subgroup is an organizational entity within an employee group for which personnel
provisions have been specified.
Employee subgroup grouping (Personnel Management)
In HR, employee subgroups are grouped into the following areas:
• Work schedule
• Personnel calculation rules
• Primary wage types
• Collective agreement rules
• Time quota types
• Account determination
Employee subgroup grouping for personnel calculation rules (Personnel Management)
A personnel calculation rule is an instruction on how certain defined tasks must be carried out
within time evaluation, payroll, and the evaluation of payroll results. An employee subgroup
grouping for personnel calculation rules is a subdivision of employee subgroups for which the
same personnel calculation rules have been defined for payroll, and the evaluation of payroll
results and time management data.
Employee subgroup grouping for work schedules (Personnel Time Management)
An employee subgroup grouping for work schedules is a grouping of employee subgroups for
which the same work schedule rules and rules for attendance and absence counting are defined.
Employer's contribution (Payroll)
The employer's contribution represents the amount paid by an employer toward benefits enjoyed
by the employee, such as health insurance.
Employment contract (Personnel Management)
A contract under private law in which the employee undertakes to work directly for the employer,
and the employer undertakes to remunerate the employee.
Entitlement (Payroll)
Represents a company benefit expected in the future. Entitlements can be defined as
• Primary entitlements, which are offered directly to an employee, and
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229. • Secondary entitlements, which result from the primary entitlement.
Example
• Primary entitlement:
Entitlement to a retirement pension
• Secondary entitlement:
In case of invalidity, the invalidity pension replaces the retirement pension
Equalization levy (Payroll)
Equalization levies are fixed amounts per month which are paid by both private and public
employers for each work center which should be (but is not) taken by a severely challenged
employee or a person on a par with a severely challenged employee. Employers pay equalization
levies on a yearly basis to the main social welfare office in whose jurisdiction they are located.
Evaluation (Cross-Application Functions (CA))
Compilation of data in the form of a table or list. An evaluation is the result of executing a report.
It can be displayed on the screen, or sent to a printer.
Evaluation Classes (Payroll)
Evaluation classes determine how wage types are evaluated once payroll is complete.
In other words, they are an interface between payroll and subsequent programs.
Evaluation path (Personnel Management)
An evaluation path represents a set of relationships that exist between certain objects within a
hierarchical structure. For example, the path O-S-P represents the set of relationships found
between organizational units > positions > persons.
Evaluation paths are used to select objects for reports. You name the evaluation path that
interests you, and the system traces every branch of the hierarchical structure. The report only
includes those objects found in the named evaluation path.
Extraordinary notice of dismissal (Personnel Management)
Notice of contract termination, whereby the employment contract is either terminated early or
without complying with the notice period in force. As a rule, there is no notice period, but this
does not have to be the case, as the employer can stipulate a notice period even for an
extraordinary notice of dismissal. An extraordinary notice of dismissal can only be effected for
very important reasons. Like the ordinary notice of dismissal, an extraordinary notice of dismissal
is possible for an unlimited employment contract. Unlike an ordinary notice of dismissal, it is also
possible for a fixed-term employment contract.
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230. Factoring (Payroll)
Multiplication of an amount (fixed quantity) by a factor (variable quantity).
Factoring is used in Payroll to determine a proportional payment for the employee for a period
(partial period calculations).
Example
Reasons which lead to a reduction in the payment for a period include the following:
• Employee being hired/leaving during the payroll period
• Unpaid absences
• Employee transferring from part time to full time work and his/her basic pay being
changed accordingly
• Change in basic pay within a period
• Changes to work relationship and resulting changes to basic pay (for example, if a trainee
enters a work relationship)
Factory calendar (Personnel Time Management)
Calendar in which working days are numbered sequentially. The factory calendar is defined on the
basis of a public holiday calendar. The validity period of a factory calendar must be within the
validity period of the public holiday calendar. The weekdays that are working days must also be
specified in this calendar.
Examples
• Monday through Friday are working days.
• Saturday, Sunday, and public holidays are non-working days.
Family type (Personnel Management)
The family type identifies a person as a member of the employee's family.
Examples
• Child
• Spouse
• Testator
• Legal guardian
Feature (Personnel Management)
Features are objects which, depending on the organizational unit, can take on various
specifications. As a result, they can control a wide variety of processes.
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231. Fill time (Personnel Time Management)
In flextime, the difference between the actual time worked (without breaks) and the core time. It
occurs within the work start and end times specified by a company.
Final Processing of Averages (Payroll)
A personnel calculation rule that evaluates the cumulated bases for calculating average values
and then calculates the value of the average. It is included in the table "Calculation Rules for
Averages". The value of the average is stored in the rate field (RTE) of the wage type to be
calculated.
Fixed holiday (Personnel Time Management)
Holiday that occurs on the same date every year (for example, Christmas Day).
Flextime (Personnel Time Management)
Working time where the start and end may be freely determined by the employee, provided that
a certain number of hours are worked on each day.
Floating holiday (Personnel Time Management)
Public holiday that occurs the same number of days after Easter Sunday each year (for example,
Whitsunday).
Garnishment (Payroll)
The confiscation of material possessions or claims belonging to a debtor to settle accounts with
the creditor. "Garnishment of wages" occurs when earned income is confiscated.
Garnishment number (Payroll)
Garnishments belonging to a single garnishment type have their own, individual garnishment
numbers which are assigned one after the other in consecutive order.
Garnishment type (Payroll)
The garnishment type is used to make a distinction between different types of garnishment.
Examples
• Common garnishment
• Preferred garnishment
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232. • Cession of wages
German data entry regulation (Payroll)
A legal regulation governing specifics of health, pension, and unemployment insurance
notifications for eligible persons. The duty of notification requires that employers and manpower
supply clients fill in notification forms for employees' health insurance funds. The required
information comprises personal data, type of employment, start and end dates, and the amount
of payment.
Gratuity (Personnel Management)
A special payment effected by the employer at specific times or for specific reasons, such as at
Christmas, after a particular number of years of service, or for leave. Gratuities are paid in addition
to employee remuneration. Gratuities are not gifts. Instead, they are paid in recognition of work
already performed and as an incentive to continue working effectively. There is, however, a
distinction between gratuities and other types of remuneration effected on an individual basis for
work actually performed, increased productivity, extra work, and specific conduct. Employees do
not have a legal right to gratuities either by law or in accordance with the employer's obligation
to provide certain benefits and medical welfare.
Group incentive wages (Payroll)
In group incentive wages, the result used to pay the work depends on the overall performance of
a group of workers, and not on the performance of one individual.
Headcount (Personnel Management)
The total number of persons employed by an enterprise at a given time.
Hiring (Personnel Management)
A personnel action in which all of the data relevant to the entry of a new employee is entered, for
example, name, address, personnel number, activity, cost center, etc. In the legal sense, hiring
means fulfilling the employment contract between the employer and employee by occupying the
work center assigned to that employee.
Hiring transaction (Personnel Management)
An action used to enter all relevant data on a new employee when he or she enters an enterprise.
Examples
• Personnel number
• Activity
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233. • Cost center
HR information system (Personnel Management)
The HR information system is a tool that allows you to request various types of HR reports (PA
and PD) from Structural Graphics. This method of requesting reports can be to your advantage
because the request process is simplified.
HR master data (Personnel Management)
Employee data that remains relatively constant over a period of time.
Examples
• Personnel number
• Name
• Address
• Bank details
• Social insurance number
• Health insurance fund
Incentive wages (Payroll)
A type of remuneration that is paid not just for the actual time that a person spends at work, but
also for the amount that the person produces or achieves during that time. Piecework wages and
premium pay are both types of incentive wages.
Income threshold (Payroll)
Unless the income threshold is exceeded, a person's income is used by law to determine the
amount of contributions that he or she must pay for certain benefits. A person whose income
does not exceed the income threshold is obliged to pay into state-supported benefit schemes.
The threshold is determined by law and applies to all branches of the insurance sector (such as
health insurance and pension insurance).
Infotype (Personnel Management)
An infotype is a carrier of system-controlling characteristics, such as attributes and time
constraints. Data is not stored field by field on the human resources database. Instead, it is stored
in logical groups.
Examples
• Infotype "Family"
• Infotype: "Organizational Assignment"
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234. • Infotype "Basic Pay"
Initial entry (Personnel Management)
The first day on which the employee starts work at the enterprise, according to the contract. The
initial entry should not be confused with the entry date. More than one entry date can exist for an
employee if, for example, he or she changes from one business operating area to another and
receives a new employment contract.
Leave compensation (Payroll)
Financial compensation for leave entitlement that has not been used.
Leave entitlement (Payroll)
The number of days of leave to which a person is entitled after being employed by a company for
a specific period of time. An employee's leave entitlement is governed by contractual provisions.
Local currency (Financial Accounting)
Currency of a company code (country currency) in which the local ledgers are managed.
Lump-sum taxation (Payroll)
A method of taxation that is only used in exceptional circumstances. The amount of tax to be paid
is calculated using a fixed lump sum as opposed to the customary method of using individual
values.
Maternity pay (Payroll)
A financial benefit paid by the health insurance fund. Women in a statutory health insurance fund
on either a voluntary or compulsory basis can apply for maternity pay for the six week period
before and eight or twelve week period after delivery. Certain requirements must, however, be
met before maternity pay can be effected.
1. At the start of the protection period, the woman entitled to maternity pay must be in a work
relationship situation. Alternatively, the employer must dissolve the work relationship during the
pregnancy period in accordance with the appropriate statutory regulations.
2. The woman entitled to maternity pay must be compulsorily insured prior to delivery for a
minimum period determined by law.
The amount of maternity pay is based on average remuneration per calendar day after statutory
deductions effected during the three calendar months prior to the protection period. The
maximum amount of maternity pay is DM 25 per day. Maternity pay is effected for six weeks
before and eight or ten weeks (in the case of premature and multiple births) after delivery. If the
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235. woman does not have statutory insurance, the Federal Government effects maternity pay in the
maximum amount of DM 400.
Membership period (Payroll)
The membership period is used to define the period of time during which an employee is
assigned to a pay scale level within a pay scale group.
Model wage type (Personnel Management)
Model wage types, which are included in the standard system, can be used by customers as a
template for their own, customer-specific user wage types. They are listed in a wage type catalog.
Monthly work schedule (Personnel Time Management)
See work schedule.
Night shift (Personnel Time Management)
Working time in shift operation which is remunerated with a night shift bonus.
Non-pay scale employee (Personnel Management)
Non-pay scale employees perform tasks and assume responsibilities that are more demanding
than those performed and/or assumed by persons assigned to the highest remuneration group in
the collective agreement.
The term also applies to that group of employees whose tasks and responsibilities cannot be
assigned to any of the remuneration groups included in the collective agreement.
Executive employees are always classified as non-pay scale employees.
By definition, non-pay scale employees are not affected by the collective agreement in force at
the enterprise. For this reason, remuneration is determined by a separate agreement concluded
by the employer and non-pay scale employee.
This means that a separate agreement must be concluded before an employee can be classified
as a non-pay scale employee.
Non-working shift (Personnel Time Management)
Day on which an employee is not required to work. In multiple shift operation, non-working shifts
are the days within the monthly work schedule that are marked as days off. Non-working shift
also refers to days off, such as bridge days, which an employee has accumulated on the basis of
compensation time.
Normal working time (Personnel Time Management)
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236. Represents an employee's regular working time and is used in flexible working time models as a
calculation basis when planned working times are not available: if an employee is sick, for
example.
Notice period (Personnel Management)
Time period governed by legal regulations or agreements between the employer and employee
after which a termination becomes effective. This period can vary according to legal and
contractual provisions.
Object ID (Personnel Management)
Used to differentiate between records that have the same infotype, subtype, lock indicator, and
start and end dates.
Off-site work (Personnel Time Management)
Temporary period of work at a place other than the employee's regular workplace, including the
journey there and back. The temporary workplace may not be more than 20 km from the
employee's home.
On call (Personnel Time Management)
Time period during which an employee can be called to work.
Once-only payments/deductions (Payroll)
Once-only payments are benefits granted by the employer to the employee which have no
connection to the work performed by the employee during the period in which the payment is
effected. Once-only deductions, such as Christmas bonuses, can also be made.
Operation (Payroll)
The smallest unit within a personnel calculation rule. Operations can be grouped together to
create rules, and rules can be grouped together to create personnel calculation rules.
Ordinary notice of dismissal (Personnel Management)
The dissolution of an unlimited employment contract complying with the legal or contractual
notice period. An ordinary notice of dismissal is not possible for fixed-term employment
contracts.
Organizational personnel structure (Personnel Management)
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237. The assignment of employees to positions, jobs, and organizational units for the purpose of
documenting and evaluating the organizational status of the employee.
Organizational structure (Personnel Management)
The organizational structure reflects the organizational hierarchy and employee relationships. It is
made up of the following substructures:
• Enterprise structure
• Personnel structure
• Pay scale structure
• Wage type structure
Overtime (Personnel Time Management)
Overtime represents working time performed in addition to normal working time as defined by
law. The employee is entitled to appropriate remuneration in addition to his or her normal wage
or salary (overtime bonus). Overtime hours, on the other hand, do not represent overtime if total
weekly working time does not exceed weekly working time as defined by law. In spite of this
distinction, the terms "overtime hours" and "overtime" are often used interchangeably. This
means that overtime can be given a broader definition to mean any approved, and therefore paid,
working time performed in addition to normal working time.
Pair formation (Personnel Time Management)
The system must form time pairs in order to evaluate time events recorded by employees at time
recording terminals. Time events that can logically be assigned to the same day are grouped
together.
Pair type (Personnel Time Management)
The pair type is an indicator used in the time evaluation report RPTIM00 to categorize employee
times.
The pair type indicates whether an employee was at work or absent, as well as any times for which
no data exists.
The following pair types are available in the standard R/3 System:
• 0 = Time not recorded or employee is on break
• 1 = Employee at work based on time postings or target pair
• 2 = Recorded absence
• 3 = Recorded attendance or off-site work entry
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238. Part-time work (Personnel Time Management)
Employment for less than the agreed company or standard weekly working time. The capacity
utilization level of part-time employees is less than 100%.
Payments (Payroll)
Benefits which an employee receives on the basis of his or her employment contract. They may be
granted voluntarily by the employer, or be specifically included in the employment contract.
Payments can be made directly in money, or they may be payments in kind.
Examples
• Company discounts
Company cars
• Company-owned apartments
Payroll account (Payroll)
The payroll account facilitates checking employment tax deductions and must be kept by the
employer at the place of work for each employee and for each calendar year. The payroll account
constitutes the most important document on wages and salaries. Apart from personal data on
each employee, it must also include the cumulated gross payroll amount and the net amount for
every payroll period. Each time the payroll is run, the payroll account is updated by the system.
Payroll (Payroll)
Payroll determines the remuneration, tax amounts, and insurance amounts, etc. of an employee
for a particular payroll period.
Structure
A payroll run consists of several items. One item displays the results of a payroll run for a
particular wage type.
Payroll area (Personnel Management)
Organizational unit used in Human Resources. A standard payroll run can be defined for a payroll
area.
Use
A payroll area is used to define the time at which the payroll run takes place, the earliest possible
retroactive accounting period, retroactive recognition, and the payroll periods for which payroll is
to be run. An exception is the “No payroll” payroll area. Payroll is not performed for employees
assigned to this payroll area.
Examples
• Industrial workers (monthly, on the 4th day of the following month)
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239. • Salaried employees (monthly, on the 15th day of the month)
• Company pensioners (monthly, on the 20th day of the previous month)
• Weekly wage earners (weekly, on Friday)
Payroll evaluation (Payroll)
The evaluation of an employee's payroll results for a particular payroll period. In payroll
evaluation, you differentiate between statutory requirements (for example, tax reporter, social
insurance statement), and internal requirements (for example, cost accounting, pay remittance),
etc.
Structure
Payroll evaluation has several items. One item displays the evaluation result for a particular wage
type.
Payroll form (Payroll)
A payroll form is a printout which displays all of an employee's payments and deductions.
Payroll journal (Payroll)
Lists the payroll results for a period for one or more employees.
Payroll program (Payroll)
The HR payroll program carries out the tasks performed by conventional payroll programs. It
includes general flow control and a number of programmed modules which are directly relevant
to payroll. The driver carries out the basic technical functions of payroll by processing the
statements in the schema sequentially and interpreting the control tables.
Pay scale area (Personnel Management)
Geographical area in which a collective agreement applies (for example, Bavaria, Baden).
Pay scale grouping (Payroll)
The pay scale grouping defines a salary range.
Example
A pay scale grouping could be expressed as wage type MXXX. The grouping has a minimum value
of 50,000 and a maximum value of 70,000.
Pay scale jump due to age (Payroll)
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240. A pay scale jump due to age occurs when an employee is assigned to the next pay scale level up
because he or she has reached a certain age. This type of reassignment mainly takes place in the
civil service (see "pay scale jump due to seniority").
Pay scale jump due to seniority (Payroll)
These pay scale jumps occur when an employee is assigned to the next pay scale level up once he
or she has worked either for the company or for a group within the company for a particular
period of time.
Pay scale structure (Personnel Management)
Links together the elements in a collective agreement. The pay scale structure is used to calculate
the correct remuneration in accordance with the collective agreement. The pay scale structure
consists of the following elements:
• Pay scale type
• Pay scale area
• Employee subgroup grouping for the collective agreement provision
• Pay scale group
• Pay scale level
Pay scale type (Personnel Management)
Functional area for which a collective agreement applies (for example, the metal-processing
industry or chemical industry).
Pension, disability, and surviving dependents' provision (Payroll)
This is an umbrella term for a variety of company and state pension plans. It covers all of the
measures taken to ensure that the financial means (capital or pension payments) required for a
person's retirement are made available, such as when he or she reaches retirement age or
because of a physical challenge. Alternatively, payments could be effected to surviving
dependents after a death has occurred.
Pension fund (Payroll)
Pension funds are a type of company pension scheme. The benefits are financed by the company,
the employee may or may not be required to make a financial contribution. Pension fund
beneficiaries are legally entitled to claim benefits from the pension fund. Relief fund beneficiaries
do not enjoy this right. Pension fund benefits include widows' pensions, orphans' pensions,
and/or capital payments.
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241. Period factoring method (Payroll)
The method used to calculate the partial period factor.
In business administration, you differentiate between the following methods:
• Deduction method
• Payment method
• All-or-nothing method
The PWS (personal work schedule) method is the standard method implemented by the R/3
System.
Period parameter (Payroll)
Two-character, numerical parameter used in Payroll. The period parameter defines the time
interval used to run payroll for a payroll area. One period parameter is assigned to each payroll
area. The period parameter determines the period for which payroll is run.
Structure
In the standard system, the period parameter values are defined as monthly, half-monthly, weekly,
once every two weeks, and quarterly.
Example
If the payroll period 01 is assigned to the period parameter 01 (monthly) for 1997, this represents
January 1997.
Period work schedule (Personnel Time Management)
A period work schedule defines the number of hours to be worked by an employee within a
period, and the distribution of these hours. There is one period work schedule item for each day
of the period.
Personnel action (Personnel Management)
A series of infotypes that are added, changed, completely or partially deleted, or delimited in the
HR System for the reason specified, such as hiring, change or cost center, or leaving. The
sequence of infotypes that are edited using these actions is defined in the HR System.
Personnel area (Personnel Management)
The personnel area is an organizational entity that represents an area within an enterprise
delimited according to personnel administration, time management, and payroll criteria.
Use
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242. Personnel provisions are specified at the level of personnel areas and personnel subareas. The
provisions can have a statutory, collective agreement, or enterprise specific character.
Structure
Personnel areas are subdivided into personnel subareas.
Integration
A personnel area is assigned exactly one company code to which the values relevant to financial
accounting that concern the personnel area are allocated. Exactly one collective agreement area,
collective agreement type, and public holiday calendar are specified for a personnel subarea.
Example
The personnel area at a software house can be subdivided into personnel subareas for
development, training, and administration.
Personnel calculation rule (Payroll)
Personnel calculation rules, which consist of one or several operations, are used to effect the fine
control of certain functions from a personnel calculation schema, such as PIT. A personnel
calculation rule may contain one or several subrules and is used to denote the sum of all subrules
that are required for processing a task or subtask.
Personnel calculation schema (Payroll)
A personnel calculation schema defines the order and contents of a program run. It consists of
instructions on how to perform time evaluation runs, payroll runs, and payroll result evaluations
and defines the instruction sequence.
Personnel country grouping (Personnel Management)
The personnel country grouping is used to distinguish between countries within the Human
Resource Management System.
Personnel file (Personnel Management)
Displays all of the data that has been recorded for an employee.
Personnel structure (Personnel Management)
This describes the employee's situation within the enterprise. A distinction is made between
• The administrative perspective, and
• The organizational perspective
Personnel subarea (Personnel Management)
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243. A personnel subarea is an organizational entity that represents part of a personnel area. It is
delimited according to personnel administration, time management, and payroll criteria.
Piecework wage (Payroll)
This is a type of incentive wage. Unlike time wages, remuneration is effected for quantities
produced irrespective of the working time required to make them.
There are three types of piecework wage:
• Piecerate work (rare)
A fixed amount is paid for each unit that is produced.
• Quantity-based piecerate work (rare)
A target quantity is specified for each unit of time.
• Time-based piecerate work (common)
Remuneration is effected in proportion to the quantity produced, but the quantity is not used
directly to calculate the amount paid. Instead, remuneration is based on the fixed standard time
rather than on the time that was actually required to produce the quantity.
Planned working time (Personnel Time Management)
Planned working time specifies the start and end of work. Daily work schedules for flextime are an
exception. In this case, planned working time represents the time within which employees can
clock in and out if actual times are recorded automatically.
Plan status (Personnel Management)
The plan status reflects the availability of a particular benefit plan for processing. The following
statuses may be used at any one company:
• Open: the plan is open for enrollment.
• Active: the plan is active, but not open for enrollment.
• Closed: the plan is closed for processing, but is kept in the system for historical purposes.
Plant data collection (Cross-Application Functions (CA))
Collection and display of plant data, including check, processing, editing, evaluation and transfer,
in order to receive information on machine utilization, order situation, quality, etc.
Plant data covers labor-related and machine-related messages (comes, goes, short business trip,
setup, processing, quantities, malfunctions) or statistics (machine utilization, scrap and
malfunction statistics).
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244. Plant ID card (Personnel Management)
ID card that permits an employee to enter a building, plant etc.
Premium formula (Payroll)
Premium formulas are used in incentive wages to calculate results for a specific day, period or
time ticket. The result is normally a labor utilization rate, but can also be a fixed amount. The
premium formula also controls various cumulations.
Premium wage (Payroll)
The premium wage can be seen as a generalization of the piecework wage. Payment is usually
effected in direct proportion to the quantity produced in piecework, whereas the premium wage
can include further criteria. It may be advisable to limit the labor utilization rate to 130 %, for
example, in order to prevent too great a strain on man or machine. Other values can be used to
valuate performance in addition to the quantity produced: the rate of consumption of operating
supplies, or the quality of the products produced, for example.
Primary wage type (Personnel Management)
An umbrella term for wage types that you can enter online when maintaining master data (dialog
wage types), or which the system provides automatically when predefined conditions are met
during time evaluation (time wage types).
Projected pay (Personnel Management)
Projected pay is one of the sources of information you can use to develop costing scenarios in the
Personnel Cost Planning component. When projected pay is used, the system extracts information
contained in the HR infotype 'Cost Planning' (1015) to determine costs. This infotype lets you
identify personnel costs by assigning wage elements to the different objects you work with. Wage
elements represent the different types of costs that contribute to overall labor costs, such as
wages and salaries, and benefits.
Public holiday calendar (Personnel Time Management)
The public holiday calendar shows the public holidays that occur within a specific validity period
defined in years. Public holiday calendars differ according to the region or country in which they
are implemented and can be adapted to individual requirements.
Public holiday class (Personnel Time Management)
Depending on their type, public holidays can be assigned different classes. Public holidays can be
classified as high public holidays like Easter Sunday, other legal public holidays such as the 4th of
July, or regional public holidays. Each public holiday is assigned a class that can be interpreted in
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245. tables and programs. The public holiday class plays an important role in calculating an employee's
entitlement to payment on public holidays.
Public holiday type (Personnel Time Management)
This provides you with information on whether a holiday
• Occurs on the same date each year
• Always occurs a specific number of days before or after Easter, or
• Occurs on a certain weekday
Recurring payments/deductions (Personnel Management)
Payments effected by the employer to the employee which become due in more than one payroll
period, each of which follows on from another, and which can each be assigned to a specific
payroll period. Unlike once-only payments and deductions, a period (start date - end date) can be
entered for recurring payments and deductions.
Examples
• Employer's contribution to capital formation payments
• Employer's contribution to pension insurance
Reduced working hours (Personnel Time Management)
Temporary reduction of regular working time for the entire company, individual departments,
and/or specific employee groups, with a corresponding reduction in payment. One of the most
effective methods used to avoid downsizing.
Regular payments/deductions (Payroll)
In accordance with German social insurance and tax law, regular payments are payments which
can be assigned to their exact periods of origin. They include all types of payments which are
effected on a regular basis, such as salaries, wages, pensions and overtime payments, for the
customary remuneration periods, such as a week or month.
Relevance test (Payroll)
The relevance test enables you to flag a payroll period as either relevant or irrelevant to the
calculation of averages within Payroll. The relevance of the payroll period is determined by
specific criteria.
Reporting (Business Engineer (BC-BE))
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246. The selection, summarization, and presentation of data from application systems.
Retirement pension (Payroll)
This is a payment effected as part of a state pension scheme. Retirement pensions also cover
payments made by employers or pension funds to employees who have stopped working
because of their age.
Retroactive accounting (Payroll)
A payroll run is repeated for a period for which payroll has already been performed in the payroll
past. Retroactive accounting is triggered during the payroll run for the current period if certain
master and time data affecting the payroll past has been changed in the meantime. Only changes
to master and time data are relevant for retroactive accounting since previous payroll results must
be corrected. A retroactive accounting limit can be set for the whole company and/or for just one
employee.
Retroactive accounting period (Payroll)
A past payroll period for which payroll has been repeated. The retroactive accounting period
refers either to an individual employee, or to a payroll area.
Secondary wage type (Personnel Management)
Wage types that are created during the payroll run or derived from specific factors. The technical
name of secondary wage types delivered by SAP starts with "/".
Example
Secondary wage type
Total Gross Amount
(/101). This wage type, within which all of the wage types pertaining to an employee's total gross
amount are cumulated, is created during payroll.
Severance pay (Payroll)
Severance pay consists of a sum of money that is paid just once to compensate legal rights.
In a narrower sense, severance pay is used to mean compensation effected when an employee
stops working for his or her employer. The employer pays the employee a specific amount when
the employee stops working because the employment contract has expired or because the
employee has given notice of termination.
Severance pay covers earnings to which the employee has a legal right but which he or she has
not yet received, and earnings which the employee would have received had he or she continued
working for the employer.
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247. Severance payments may be effected after the employee has taken legal action, such as when an
employer terminates an employment contract but has no legal right to do so. However, severance
pay can also be based on a voluntary agreement reached between the employer and employee,
such as when an employee goes into early retirement.
Leave compensation is a special type of severance pay received by the employee for leave which
he or she has not yet taken. It may be paid either while the employee is still working for the
employer, or after the employment contract has been terminated or expired.
Shift schedule (Personnel Time Management)
This term is no longer used in HR. It has been replaced by monthly work schedule.
Sick pay (Payroll)
Sick pay is received by the employee from the health insurance fund for the period in which he or
she is unable to work and is not, therefore, remunerated by the employer. Such payments are
usually effected after the period of continued pay has expired.
Skeleton time (Personnel Time Management)
Individual working time (without breaks) of an employee within the possible work time start and
end period.
Examples
• Work time period 7.00 a.m. - 8.00 p.m.
• Skeleton time 9.00 a.m.- 5.00 p.m.
Staffing percentage (Personnel Management)
Specifies, as a percentage, the extent to which a vacancy is staffed by one or more applicants.
Subschema (Payroll)
A subschema is a personnel calculation schema that is called up in another schema using the
COPY function. A subschema does not have to be executable.
Subsequent sickness (Personnel Management)
A sickness caused by a sickness or injury that occurred in the past, such as when an employee
breaks his or her leg in March and the site of the injury becomes infected in June. The term is also
used to refer to the reoccurrence of the same sickness. For example, an employee is written off
sick in June and September because of a kidney infection. It is important to determine whether
the second sickness is in actual fact a subsequent sickness or a different sickness altogether, as
this has a profound effect on the calculation of an employee's entitlement to continued pay. If a
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248. subsequent sickness occurs, the days of absence as of the first sickness are counted up within a
six month period. As a rule, continued pay is no longer effected after 42 days. The days of
absence are not set back to zero until the six month period has elapsed. It is possible, for
example, for an employee to be written off sick twice within a six month period, once for 30 days
because of the first sickness, and then for 20 days because of the subsequent sickness. The
employee would not be entitled to continued pay for eight days.
Substitution (Personnel Time Management)
A substitution constitutes working time that is different from the employee's planned working
time, and/or working time that is paid at a rate determined for a different position.
Subtype (Personnel Management)
A subdivision of an infotype.
Examples
• Infotype: "Family"
Subtypes: "Spouse", "Child"
• Infotype: "Addresses"
Subtypes: "Home address", "Holiday address"
Subtypes: "Permanent residence", "Secondary residence"
Symbolic account (Payroll)
Payroll object used when posting results to accounting. The number of symbolic accounts and the
respective characteristics represent the different expenses and payables that occur as personnel
costs within payroll and must be posted to accounting. The symbolic accounts are assigned to
financial accounts. This ensures that account determination takes place during posting to
accounting.
Use
When creating symbolic accounts, you should make sure that the sum of the symbolic accounts
for personnel expenses and the sum of the symbolic accounts for payables produces a complete
posting.
Structure
A symbolic account has the following characteristics:
• Account assignment type
• Indicator for the employee grouping for account determination
Target time (Personnel Time Management)
Product of quantity produced and standard time per base quantity.
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249. Task (Personnel Management)
Within PD, tasks can be viewed from two distinct perspectives:
• As a human resource element, or
• As an element of SAP Business Workflow (see the workflow definition)
For human resource purposes, tasks are the individual duties, responsibilities, or assignments
performed at your company. For example, answering phones, designing publications, and
developing software could all be tasks.
Tasks describe jobs and positions. It is by relating specific tasks with jobs and positions that you
describe the duties to be performed at your company. You can also relate tasks with work centers
and organizational units.
Temporary work relationship (Personnel Management)
A temporary work relationship commences when an employment contract is concluded and ends
after a particular period of time, that is, without any kind of special termination.
The end of the work relationship can be defined as follows:
• By specifying an exact date on which the work relationship becomes invalid
• By specifying an event that signifies the end of the work relationship, such as when a
salesperson is hired for the duration of a sales period.
Termination (Personnel Management)
Dissolution of the employment contract by either the employee or the employer.
Time category (Personnel Time Management)
This term is no longer used in HR. It has been replaced by employee subgroup grouping for work
schedules.
Time constraint (Personnel Management)
Time constraints determine whether a data record must exist at all times, and/or whether a
particular data record allows for overlapping or coexistent entries. Different time constraints are
used in master data and time management to ensure that the requirements of both these areas
are met.
Time data (Personnel Time Management)
Employee data that is relevant in some way to time. Within HR Management, a distinction is made
between the terms "time data" and "master data".
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250. Examples
• Sickness period
• Working time
• Leave
• Overtime
Time evaluation (Personnel Time Management)
Time evaluation is a program that is generated daily to calculate attendance and absence times
on the basis of attendance and absence data, time types (flextime balance, productive hours), and
wage types (bonuses for night, Sunday, and public holiday work).
Time event (Personnel Time Management)
Entry (for example, clock-in/out) made by the employee at the time recording terminal.
Time pair (Personnel Time Management)
Related time events that are logically assigned to the same day.
Example
• 8 a.m. - 10 a.m. Productive time
• 10.30 a.m. - 11 a.m. Break
The time pairs formed in time evaluation are relevant to payroll. The system can refer to the
information linked to a time pair in order to determine how various types of break should be
remunerated, which night bonus an employee should receive for night work, etc.
Time quota (Personnel Time Management)
A time interval during which employees are allowed to be at work or absent, depending on
certain conditions.
Time recording (Personnel Time Management)
Recording an employee's time data, or ascertaining actual times via orders, operating resources,
materials, and tools (plant data collection). There are two basic methods of transferring employee
time data to the R/3 System. You can either:
• Record exceptions from the work schedule, or
• Record actual times - either automatically at time recording terminals, or manually in the
Attendances infotype (2001).
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251. Time recording ID card (Personnel Management)
ID card with a bar code, magnetic strip or the like used to record time events (clock-in/out times,
off-site work) at time recording terminals.
Time ticket (Payroll)
Document on which an employee's actual times and quantities produced are recorded. This
document is used for confirmation of work order completion and remuneration of work
performed. Time tickets are created for all operations printed on job tickets if certain conditions
are fulfilled (operation released, not completed, not deleted, not confirmed). The time ticket is a
means of recording working times and allocating labor costs to cost centers or cost objects. When
used to record piecework, it comprises data that describes a work unit in its entirety. The fields
generally used on time tickets are account assignment fields (order number, operation or cost
center), actual data fields (time required, number of units completed or setup time), and reference
data fields (standard time per unit, quantity to be completed, and target time based on the
number of units and the standard time per unit).
Time wage (Personnel Time Management)
A type of remuneration whereby the employee is paid for attending work, irrespective of the
amount that he or she produces. A specified rate of pay is effected per unit of time (such as an
hour or month).
Time wage type (Personnel Time Management)
Time wage types are primary wage types that are created by time wage type selection during
time evaluation.
Example
An employee works three hours overtime. The system uses time wage type selection to select the
overtime wage type for the employee.
Upload (Personnel Time Management)
Report that transfers the clock-in/out entries or order-related data, which the employee recorded
at the time recording terminal, to the R/3 System. The upload report is used predominantly in
positive time recording and order data entry.
User wage type (Payroll)
A customer-specific wage type as opposed to a model wage type included in the standard
system. User wage types are usually created by making a copy of a model wage type and then
adapting the copy to the customer's specific requirements.
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252. Vacancy assignment status (Personnel Management)
Indicates an applicant's current status in the selection procedure for a particular vacancy (for
example, processing, on hold, to be interviewed).
Valuation basis (Payroll)
A rate (such as dollars per hour) that is calculated using elements such as basic pay, payments,
and deductions. More specifically, an hourly rate is used to calculate hourly remuneration.
Variable payments/deductions (Payroll)
Payments or deductions which vary with regard to the amount paid or deducted, not with regard
to when the payment or deduction is effected.
Examples
• Shift bonuses
• Sunday bonuses
• Public holiday bonuses
• Nightwork bonuses
Vesting (Personnel Management)
Vesting is a process whereby an employee's entitlement to benefits to which he or she does not
as yet have an absolute right become his or her property. This entitlement to benefits outlasts the
work relationship between employer and employee. Should the employment relationship end for
any reason whatsoever, the employee retains his or her entitlement to the benefits in question.
The employee's claim to benefits cannot be assigned if the employer declares bankruptcy or goes
into liquidation.
Wage element (Payroll)
Wage elements represent the different categories of costs that contribute to the overall cost of
maintaining a staff. For example: salaries, pension contributions, and training and education. You
can assign a set of wage elements to jobs, positions, work centers, and organizational units to
identify the costs of each object. You do this using the Cost Planning infotype (1015) in the
Organization and Planning application component. This information is in turn used in calculations
in the Personnel Cost Planning application component. Wage elements, and the amounts
assigned to them, are user defined.
Wage group (Production Planning and Control)
The wage group is a classification criterion used for valuating work. An example of a wage group
is "several-weeks training".
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253. Wage type (Personnel Management)
Classification of wage payments or deductions. The classification is based on the reason for the
payment/deduction, and also considers aspects of personnel administration, payroll, and cost
accounting.
Use
Wage payments represent remuneration for an employee's performance (for example, standard
pay or standard bonus), or assured benefits provided by an employer (for example, company
pension or rent allowance). Wage deductions reduce an employee's agreed wage payments.
Wage deductions can be based on statutory regulations (for example, tax laws or social
insurance), or they can be stipulated in the employment contract (for example, company cars,
savings plans, capital formation plans). Wage deductions can also be voluntary (for example,
union dues).
Structure
Wage types are subdivided into primary and secondary wage types.
Wage type (Production Planning and Control)
The wage type is a criterion for calculating an employee's wage or salary. Piecework wage and
premium wage are examples of wage types.
Wage type model (Personnel Management)
A sequence of specific wage types that are typical for a certain number of employees depending,
for example, on their employee group, employee subgroup, pay scale group, or pay scale area.
The wage type model is stored in the system and can be proposed as a default when the
appropriate procedures are carried out.
Wage type structure (Personnel Management)
The wage type structure defines the meaning of wage types within payroll.
Work center data (Personnel Management)
A collection of information that is characteristic of an employee's work center.
Examples
• Terms of employment
• Activity
• Assignment to a cost center
• Department, etc.
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254. Working time (Personnel Time Management)
Time during which an employee must be available to work for his or her employer. The time
between the start and end of a working day, without taking breaks into account.
Work schedule (Personnel Time Management)
Defines the number of hours to be worked over a specific calendar period, and the distribution of
the hours.
Structure
A work schedule contains one daily work schedule for each day in the period.
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