The document provides an overview of key concepts and tasks in SAP Personnel Administration (PA), including:
1. It outlines the course agenda covering key concepts, SAP tasks, PA reports, and transaction codes.
2. It describes how PA uses infotypes to store employee master data, and key infotypes for addresses, organizational assignment, personal details, payroll, and country-specific data.
3. It explains how personnel actions group infotypes to track employee events and progression, and lists common personnel actions like hiring, transfer, and termination.
OTIS Business Requirements Consultation SummaryOCASI
The document outlines the business requirements and feedback from stakeholders on the OTIS client information system. It provides an overview of the project scope to update OTIS 1.0 by March 2010 with new features. Stakeholders provided input on what works well currently, what does not work well, and desired new functionalities. They would like to see improved reporting capabilities, ability to customize data fields, reduce redundant data entry, and capture additional service details. Basic client management is defined as tracking individual service history and relationships to families. Basic reporting means generating reports for funders, program management, and other stakeholders.
The document discusses SAP HR modules and ABAP HR. It provides an overview of HR-ABAP and the differences between ABAP and ABAP HR. Key aspects covered include info types, their structure and common info types. It describes the three time constraints and provides examples. Personnel Administration is discussed as the central repository for employee data that integrates with other HR modules. Steps for creating a custom info type and enhancements are also summarized.
SAP HCM includes modules for organization management, personnel management, time management, and payroll management. It uses an integrated ERP system approach with a common database. Key components of SAP HCM include organization structures to define employee roles and hierarchies, master employee data stored in infotypes, personnel actions to record changes, time recording and attendance, work schedules, and payroll processing functionality.
The document discusses various topics related to SAP HR including software modules, project types, roles of HR consultants, ASAP methodology, important infotypes, and integration between different SAP HR modules. Key points include different types of SAP modules, seven types of SAP HR projects, roles and responsibilities of HR consultants, phases of the ASAP implementation methodology, importance of infotypes for storing employee data, and integration between personnel administration, organizational management, time management, and other modules.
Nagendra Kumar Singh has over 7 years of experience in HR including 3+ years of experience with SAP HCM. He has expertise in areas like recruitment, performance management, payroll, and employee relations. He has experience working with SAP modules like PA, OM, recruitment, time management, and payroll management. He is knowledgeable in areas like configuring HR master data, organizational structures, compensation plans, and performing HR transactions in SAP. He has worked with companies like Benelux Software, Spice Mobility, and Tata Communications in SAP HR consulting roles.
SAP SuccessFactors Employee Central is SAP's HRIS software. The cloud solution can help you standardize processes globally and provides visibility to make better people decisions. It includes capabilities for managing user profiles, organizational charts, global benefits administration, and absence management.
The document provides an agenda and overview for a 5-day SAP Financial Accounting and Reporting bootcamp. Day 1 will cover an introduction to financial accounting, the general ledger including master data setup, enterprise structure, and basic transactions. Master data includes chart of accounts, account groups, field status groups, and configuration of general ledger accounts. Enterprise structure establishes the "where" of transactions using company codes.
This document summarizes a seminar for non-profit financial management and accounting systems. It discusses challenges such as grants management, field office accounting, and federal reporting. Solutions presented include the Intacct and Microsoft Dynamics GP accounting software, which feature dimensions, projects, and analytical accounting to track financial and non-financial grant information. The seminar covered an introduction, agenda, challenges, solutions, demos and Q&A.
OTIS Business Requirements Consultation SummaryOCASI
The document outlines the business requirements and feedback from stakeholders on the OTIS client information system. It provides an overview of the project scope to update OTIS 1.0 by March 2010 with new features. Stakeholders provided input on what works well currently, what does not work well, and desired new functionalities. They would like to see improved reporting capabilities, ability to customize data fields, reduce redundant data entry, and capture additional service details. Basic client management is defined as tracking individual service history and relationships to families. Basic reporting means generating reports for funders, program management, and other stakeholders.
The document discusses SAP HR modules and ABAP HR. It provides an overview of HR-ABAP and the differences between ABAP and ABAP HR. Key aspects covered include info types, their structure and common info types. It describes the three time constraints and provides examples. Personnel Administration is discussed as the central repository for employee data that integrates with other HR modules. Steps for creating a custom info type and enhancements are also summarized.
SAP HCM includes modules for organization management, personnel management, time management, and payroll management. It uses an integrated ERP system approach with a common database. Key components of SAP HCM include organization structures to define employee roles and hierarchies, master employee data stored in infotypes, personnel actions to record changes, time recording and attendance, work schedules, and payroll processing functionality.
The document discusses various topics related to SAP HR including software modules, project types, roles of HR consultants, ASAP methodology, important infotypes, and integration between different SAP HR modules. Key points include different types of SAP modules, seven types of SAP HR projects, roles and responsibilities of HR consultants, phases of the ASAP implementation methodology, importance of infotypes for storing employee data, and integration between personnel administration, organizational management, time management, and other modules.
Nagendra Kumar Singh has over 7 years of experience in HR including 3+ years of experience with SAP HCM. He has expertise in areas like recruitment, performance management, payroll, and employee relations. He has experience working with SAP modules like PA, OM, recruitment, time management, and payroll management. He is knowledgeable in areas like configuring HR master data, organizational structures, compensation plans, and performing HR transactions in SAP. He has worked with companies like Benelux Software, Spice Mobility, and Tata Communications in SAP HR consulting roles.
SAP SuccessFactors Employee Central is SAP's HRIS software. The cloud solution can help you standardize processes globally and provides visibility to make better people decisions. It includes capabilities for managing user profiles, organizational charts, global benefits administration, and absence management.
The document provides an agenda and overview for a 5-day SAP Financial Accounting and Reporting bootcamp. Day 1 will cover an introduction to financial accounting, the general ledger including master data setup, enterprise structure, and basic transactions. Master data includes chart of accounts, account groups, field status groups, and configuration of general ledger accounts. Enterprise structure establishes the "where" of transactions using company codes.
This document summarizes a seminar for non-profit financial management and accounting systems. It discusses challenges such as grants management, field office accounting, and federal reporting. Solutions presented include the Intacct and Microsoft Dynamics GP accounting software, which feature dimensions, projects, and analytical accounting to track financial and non-financial grant information. The seminar covered an introduction, agenda, challenges, solutions, demos and Q&A.
This document provides an overview of the functionality available in the SAP Human Resources (HR) module. It describes the main components and subsystems for personnel administration, organizational management, recruitment, training and development, time management, benefits administration, and qualifications and requirements. Key features and processes are summarized for each area, such as maintaining master data, recording employee information over their lifecycle, managing organizational structures and positions, and generating reports.
SAP HCM Advance Level Training from Basic to Advance Level Training from Experienced Realtime Consultant in Realtime scenarios including PCR & Schema. For further detail, refer to the PPT.
CNA’s Journey to Workday Accounting CenterWorkday, Inc.
Learn about CNA’s journey to transform its high-volume accounting journal entries with the help of Workday Accounting Center.
This slide deck explores why CNA selected Workday, the process of going live on Workday Accounting Center, and the value CNA has gained.
The document provides an overview of configuring the SAP HR module. It describes the key components of the enterprise structure, personnel structure, and organizational structure in SAP HR. The enterprise structure includes elements like company, company code, personnel area, and personnel subarea. The personnel structure includes elements like employee group and employee subgroup. The organizational structure includes elements like organizational units, jobs, and positions. It then provides step-by-step instructions on how to define these various elements in the SAP system to set up the organizational and employee hierarchies.
Agile's payroll solution can be used for in-house payroll processing as well as for processing third-party payrolls as a contractor. employees - in-house or third-party, get individual access to their pay data. rich MIS reports are available.
the Axpert™ platform, on which it is built, makes it easy to change the way it works or add new features. the solution is extensible with no limit.
supports ORACLE/MS SQL/MySQL databases
deploy on LAN, WEB or CLOUD
want to start an outsourced payroll venture? this is the solution for you
talk to us. marketing@agile-labs.com
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
Accounting management systems (AMS) are information systems that collect and process financial data to provide reliable information to support decision making. They have several key components, including people, procedures, data, software, infrastructure, and controls. AMS collect transactional data, process it into useful reports, and provide controls to safeguard assets. They produce financial statements, managerial reports, and other documents. Information is organized into subsystems that correspond to key business cycles like revenue, expenditures, production, and financing. AMS provide benefits like increased efficiency, accuracy, forecasting ability, and compliance with financial reporting standards. Popular AMS software options include products from Oracle, Microsoft, Intuit, Sage, and SAP.
This document provides a summary of Suhail Ali Khan's professional experience as an SAP FICO consultant. He has over 8 years of experience implementing and supporting SAP FI, CO, and related modules. His experience includes full life cycle implementations, system configuration, testing, production support, and end user training. He has worked with various clients in industries such as utilities, manufacturing, and healthcare.
HR ABAP uses logical databases, infotypes, and macros to store and retrieve time-dependent employee data. Logical databases provide standardized selection screens and automatic authorization checks when accessing infotype records. Compared to general ABAP, HR ABAP makes greater use of logical databases, covers additional HR concepts like infotypes and time-dependent data, and uses macros and functions modules specific to HR processes. Key differences include the storage of employee data in infotypes, retrieval of records using logical databases and macros, and authorization checks for valid employee and infotype access.
This document is a curriculum vitae or resume for Wiwit Kristianto. It includes personal details like name, date of birth, contact information, and education history. It then outlines work experience from 2003 to 2011 including roles like Project Engineer, HRIS Analyst, Payroll Officer, SAP Human Resources Assistant, SAP HRIS Analyst, and SAP HR Consultant. The roles involved tasks like analyzing and customizing HR applications, conducting user training, maintaining HR databases and servers, processing payroll, and configuring and consulting on SAP HR systems. Skills listed include various operating systems, software, networking, and SAP modules.
Breakin’ Up is Hard to Do: Complexities of Separating Data in an ERP Environmenteprentise
Whether you’re separating data because of an upcoming divestiture, or to comply with legal or statutory requirements, or maybe to split different lines of business, you need to understand the relationships among the data to be separated in your Enterprise Resource Planning (ERP) system. This webinar, with eprentise Vice President of Product Solutions Ihtesham Uddin, will explore the impact of separating part of your organization, work through the complexities of separating data either top-down or bottom-up, and identify how to address in-transit activity. The webinar is important whether you are separating the data based on an organization structure such as a legal entity, or if you need to separate at a lower-level such as a product line.
Learning Objectives: After completion of this program you will be able to:
Objective 1: Understand how data for multiple organizations reside in a single ERP environment.
Objective 2: Understand the complexities involved in separating data for organization(s) in an ERP environment.
Objective 3: Achieve success in separating data for organization(s) to meet business objectives.
Ashish Thorecha is seeking a position in corporate finance and has over 6 years of experience in SAP FI, accounting, and finance. He is proficient in SAP FI modules including accounts receivable, accounts payable, and asset accounting. Currently he works as a SAP FI consultant and has previously held roles managing finance and accounts at various companies.
Q2 2019 EC Platform Quick Review by Deloitte GermanyChristoph Pohl
The document provides a quick preview of new features and enhancements for the Q2 2019 release of SAP SuccessFactors Employee Central and Platform. Key highlights include:
1) Admins can now configure up to 3 additional job or custom fields to display in the employee quickcard, employment switcher, and profile.
2) A new transaction allows admins to hire an employee and end their employment in one step, triggering a single approval workflow.
3) Succession data models can now be created for employees in addition to contingent workers and onboardees.
4) Several enhancements have been made to benefits administration, business rules, APIs, ERP integration, and data management capabilities.
Sandeep Kodali has over 4 years of experience implementing and supporting SAP HCM modules such as organizational management, personnel administration, time management, payroll, and benefits administration. He has led 3 full SAP HCM implementations and currently provides functional consultant support. His technical skills include SAP HCM, ECC 6.0, and he is proficient in Windows operating systems and MS Office.
This document provides an overview of key concepts in SAP including:
1. It describes the components and modules of an ERP system like SAP, including manufacturing, financials, human resources, supply chain management, and customer relationship management.
2. It explains SAP's architecture which uses a 3-tier system with a graphical user interface, application server, and database server.
3. It outlines how to configure an SAP system including defining companies, company codes, business areas, functional areas, and segments.
This document contains a preliminary requirements gathering and scoping questionnaire for implementing a Hyperion Planning process to manage and control business costs. It includes questions in several areas to understand organizational setup, charts of accounts, data integration, performance management processes, planning/budgeting/forecasting, consolidation issues, and financial reporting/analytics. The goal is to determine critical success factors and gather information to create an effective requirements document for the project.
Jagadish T has over 4.7 years of experience working with SAP HCM modules like Personnel Administration, Time Management, and Organizational Management. He has experience with three SAP implementations and one support project. Currently, he works as an SAP HCM Consultant for Marlabs Software Pvt Ltd and has worked on projects for clients like Sigma Aldrich Corporation and SanDisk.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
This document provides an overview of the functionality available in the SAP Human Resources (HR) module. It describes the main components and subsystems for personnel administration, organizational management, recruitment, training and development, time management, benefits administration, and qualifications and requirements. Key features and processes are summarized for each area, such as maintaining master data, recording employee information over their lifecycle, managing organizational structures and positions, and generating reports.
SAP HCM Advance Level Training from Basic to Advance Level Training from Experienced Realtime Consultant in Realtime scenarios including PCR & Schema. For further detail, refer to the PPT.
CNA’s Journey to Workday Accounting CenterWorkday, Inc.
Learn about CNA’s journey to transform its high-volume accounting journal entries with the help of Workday Accounting Center.
This slide deck explores why CNA selected Workday, the process of going live on Workday Accounting Center, and the value CNA has gained.
The document provides an overview of configuring the SAP HR module. It describes the key components of the enterprise structure, personnel structure, and organizational structure in SAP HR. The enterprise structure includes elements like company, company code, personnel area, and personnel subarea. The personnel structure includes elements like employee group and employee subgroup. The organizational structure includes elements like organizational units, jobs, and positions. It then provides step-by-step instructions on how to define these various elements in the SAP system to set up the organizational and employee hierarchies.
Agile's payroll solution can be used for in-house payroll processing as well as for processing third-party payrolls as a contractor. employees - in-house or third-party, get individual access to their pay data. rich MIS reports are available.
the Axpert™ platform, on which it is built, makes it easy to change the way it works or add new features. the solution is extensible with no limit.
supports ORACLE/MS SQL/MySQL databases
deploy on LAN, WEB or CLOUD
want to start an outsourced payroll venture? this is the solution for you
talk to us. marketing@agile-labs.com
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
The document provides an overview of accounts receivable processes in SAP, including master data, credit management, invoice processing, cash receipting, and periodic processing. It describes setting up customer accounts, credit limits, and payment terms. The key processes covered are creating invoices, debit/credit memos, parked documents, and intercompany postings. Reports and periodic jobs are listed for managing accounts receivable.
Accounting management systems (AMS) are information systems that collect and process financial data to provide reliable information to support decision making. They have several key components, including people, procedures, data, software, infrastructure, and controls. AMS collect transactional data, process it into useful reports, and provide controls to safeguard assets. They produce financial statements, managerial reports, and other documents. Information is organized into subsystems that correspond to key business cycles like revenue, expenditures, production, and financing. AMS provide benefits like increased efficiency, accuracy, forecasting ability, and compliance with financial reporting standards. Popular AMS software options include products from Oracle, Microsoft, Intuit, Sage, and SAP.
This document provides a summary of Suhail Ali Khan's professional experience as an SAP FICO consultant. He has over 8 years of experience implementing and supporting SAP FI, CO, and related modules. His experience includes full life cycle implementations, system configuration, testing, production support, and end user training. He has worked with various clients in industries such as utilities, manufacturing, and healthcare.
HR ABAP uses logical databases, infotypes, and macros to store and retrieve time-dependent employee data. Logical databases provide standardized selection screens and automatic authorization checks when accessing infotype records. Compared to general ABAP, HR ABAP makes greater use of logical databases, covers additional HR concepts like infotypes and time-dependent data, and uses macros and functions modules specific to HR processes. Key differences include the storage of employee data in infotypes, retrieval of records using logical databases and macros, and authorization checks for valid employee and infotype access.
This document is a curriculum vitae or resume for Wiwit Kristianto. It includes personal details like name, date of birth, contact information, and education history. It then outlines work experience from 2003 to 2011 including roles like Project Engineer, HRIS Analyst, Payroll Officer, SAP Human Resources Assistant, SAP HRIS Analyst, and SAP HR Consultant. The roles involved tasks like analyzing and customizing HR applications, conducting user training, maintaining HR databases and servers, processing payroll, and configuring and consulting on SAP HR systems. Skills listed include various operating systems, software, networking, and SAP modules.
Breakin’ Up is Hard to Do: Complexities of Separating Data in an ERP Environmenteprentise
Whether you’re separating data because of an upcoming divestiture, or to comply with legal or statutory requirements, or maybe to split different lines of business, you need to understand the relationships among the data to be separated in your Enterprise Resource Planning (ERP) system. This webinar, with eprentise Vice President of Product Solutions Ihtesham Uddin, will explore the impact of separating part of your organization, work through the complexities of separating data either top-down or bottom-up, and identify how to address in-transit activity. The webinar is important whether you are separating the data based on an organization structure such as a legal entity, or if you need to separate at a lower-level such as a product line.
Learning Objectives: After completion of this program you will be able to:
Objective 1: Understand how data for multiple organizations reside in a single ERP environment.
Objective 2: Understand the complexities involved in separating data for organization(s) in an ERP environment.
Objective 3: Achieve success in separating data for organization(s) to meet business objectives.
Ashish Thorecha is seeking a position in corporate finance and has over 6 years of experience in SAP FI, accounting, and finance. He is proficient in SAP FI modules including accounts receivable, accounts payable, and asset accounting. Currently he works as a SAP FI consultant and has previously held roles managing finance and accounts at various companies.
Q2 2019 EC Platform Quick Review by Deloitte GermanyChristoph Pohl
The document provides a quick preview of new features and enhancements for the Q2 2019 release of SAP SuccessFactors Employee Central and Platform. Key highlights include:
1) Admins can now configure up to 3 additional job or custom fields to display in the employee quickcard, employment switcher, and profile.
2) A new transaction allows admins to hire an employee and end their employment in one step, triggering a single approval workflow.
3) Succession data models can now be created for employees in addition to contingent workers and onboardees.
4) Several enhancements have been made to benefits administration, business rules, APIs, ERP integration, and data management capabilities.
Sandeep Kodali has over 4 years of experience implementing and supporting SAP HCM modules such as organizational management, personnel administration, time management, payroll, and benefits administration. He has led 3 full SAP HCM implementations and currently provides functional consultant support. His technical skills include SAP HCM, ECC 6.0, and he is proficient in Windows operating systems and MS Office.
This document provides an overview of key concepts in SAP including:
1. It describes the components and modules of an ERP system like SAP, including manufacturing, financials, human resources, supply chain management, and customer relationship management.
2. It explains SAP's architecture which uses a 3-tier system with a graphical user interface, application server, and database server.
3. It outlines how to configure an SAP system including defining companies, company codes, business areas, functional areas, and segments.
This document contains a preliminary requirements gathering and scoping questionnaire for implementing a Hyperion Planning process to manage and control business costs. It includes questions in several areas to understand organizational setup, charts of accounts, data integration, performance management processes, planning/budgeting/forecasting, consolidation issues, and financial reporting/analytics. The goal is to determine critical success factors and gather information to create an effective requirements document for the project.
Jagadish T has over 4.7 years of experience working with SAP HCM modules like Personnel Administration, Time Management, and Organizational Management. He has experience with three SAP implementations and one support project. Currently, he works as an SAP HCM Consultant for Marlabs Software Pvt Ltd and has worked on projects for clients like Sigma Aldrich Corporation and SanDisk.
Similar to Personnel Administration35421.pptx (20)
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
2. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 2
3. Introduction to Personnel
Administration
• Using Personnel Administration application
component, employeerelated data is maintained and
stored.
• Each employee in the system is automatically given
an employee number (8 digit running number), and
an employee Master Data file is created for each
person.
• The Master Data file is maintained using info types.
4/26/2008 www.saptopjobs.com 3
4. SAP Term Description
Infotypes Logical groupings of related information.
Subtypes
A subset of Infotypes. E.g. Address can be divided into
subtypes mailing address, permanent address, etc
Company
Code
An independent company with its own accounting unit – a
company which draws up its own balance sheets.
Personnel
Area
A personnel area is a specific entity for personnel
administration. In BASF, it is used to differentiate the
different physical locations within a company.
Personnel
Subarea
Personnel subareas are subdivisions of personnel areas. It is
a specific entity for personnel admin purposes.
Delimit
A process to shorten the validity period of an object or record
by replacing its end date with an earlier date.
New Terminology – PA
4/26/2008 www.saptopjobs.com 4
5. SAP Term Description
Personnel
Actions
Mechanism to track employee progress within the
Organization or events that trigger a sequence of
infotypes for data entry.
Infogroup
Sequence of infotypes (grouped) for data entry in
Personnel Actions transaction
Fast Entry
A function accelerating the entries, and that displays the
significant data on one entry screen.
New Terminology – PA (Cont)
4/26/2008 www.saptopjobs.com 5
6. 4/26/2008 6
Key Concepts
SAP HR Structures
• Allocation of employees to the HR structures is the first step in entering
personal data in SAP Human Resources. This info is stored in IT0001
Organizational Assignment.
• There are 3 primary & mandatory HR Structures:
1. Enterprise Structure
2. Personnel Structure
3. Organizational Structure
• Mainly used to:
• Divide Organization for reporting purposes
• Allow various default values to be assigned to employees
• Distinguish employees for benefit, payroll calculations, time
schedules & vacatiow
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7. Key Concepts
1. Enterprise Structure
• This division helps to define differences between
employees based on their geographic location and
legal entities.
Structure Details Controls / Influences
Company Code is an independent
company with its own accounting unit/
balance sheet.
Personnel Area is a subdivision of
Company Code. In BASF it is based on
geographical location.
Time
Management
Work schedule
Holiday
calendars
• Absence Types
Payroll
• Pay scale
Allowed
Benefit/
Deduction
Personnel Subarea is a subdivision of
personnel area. In BASF, it represents
function.
PA / Others
•Reporting
criteria
• Authorization
4/26/2008 www.saptopjobs.com 7
8. Key Concepts
1. Enterprise Structure
Client: independent &
legal organization
Company Code: company
with own balance sheets
Personnel Area:
geographical division
Personnel Sub.area:
function
Client
4600
4600
4610 MY CORPORATE
4/26/2008 www.saptopjobs.com 8
10. Key Concepts
2. Personnel Structures
• Personnel Structures define the organization
administratively. They define differences
between employees based on their
employment status.
Structure Details Controls / Influences
Employee Group subdivides
employees into various
categories.
Time Management
• Absence Quota
Work schedule
Payroll
•Allowed Benefit/
Deduction
Provident
Funds/Tax
grouping
•Payroll
processing
(monthly, daily, etc)
Employee Subgroup represents
a subdivision of employee group.
PA / Others
• Reporting criteria
• Authorization
Payroll Accounting Area
represents a grouping defined for
purposes of payroll accounting.
Division of employees
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11. 4/26/2008 www.saptopjobs.com 11
Non Exempt
Key Concepts
2. Personnel Structures
EG & ESG
• Defines the Organization administratively determines leave
quota, allowances allowed, and as selection criteria for reports .
Employee
Group (EG)
Local Employee
Advisor
External
Person
Employee Sub
Group (ESG)
Management
Trainee
13. Key Concepts
Payroll run on 28th day of
month for the current month
Payroll
Accounting Area Y
Payroll
Accounting Area X
Payroll run on 10th day of
month for the previous month
2. Personnel Structure:
Payroll Accounting Area
• When payroll is processed, the payroll
accounting area provides the frequency of pay
and dates of the payroll period
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14. Ex : Payroll Accounting Area
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15. Key Concepts
Infotypes – Basic Data
Infotype Important Fields to Maintain
0000 Actions Action, Reason
0001 Organizational
Assignment
Enterprise Structure (Personnel Area, Subarea)
Personnel Structure (Ee Group/Subgr, Payroll Area)
Organizational Structure (Position)
0002 Personal Data Title, Name, Name format, Marital Status, Gender,
Birthdate – Pls refer to Employee Name Format.ppt
0006 Address Address Type, Address, City, Country, PostCode
0016 Contract Elements Permanent vs Temporary staff, Notice period
0019 Monitoring of Tasks To set reminder for tasks in the future, e.g. Expiry of
Probation, Residential Tenancy expiry for expats
0021 Family/Related Persons Spouse, Child, Parents, etc
0022 Education Degree, college attended, years, branch of study
0007 Planned Work time Store Employee Work Schedule
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16. Key Concepts
Infotypes – Basic Data (Cont)
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Infotype Important Fields to Maintain
0023 Other/Previous
Employer
Employers before Joinig
0025 Appraisals (Used for Performance Management purpose)
0027 Cost Distribution Split employee’s salary to 2 or more Cost
Centres
0040 Objects on Loan Books, Keys, Mobile Phones, Notebooks
0041 Date Specifications Capture real hiring date for rehired staff
0077 Additional Personal
Data
Ethnic Origin (not applicable to all countries)
0094 Residence Status Usually for expats, to document status (PR/
others)
0105 Communication Email, telephone number (updated via
HRKiosk)
17. Key Concepts
Infotypes – Payroll Related
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Infotype Important Fields to Maintain
0003 Payroll Status* Retro Accounting Date
0008 Basic Pay Pay Scale, Monthly Salary
0009 Bank Details* Bank Key, Account number, Reason
0014 Recurring
Pay/Deeds*
Regular allowances/ deductions
0015 Additional
Payments*
One time payment, e.g. Service Awards
0045 Loans* Monetary loans from company, e.g. Car Loan
* Not required for Package 1/2
18. Key Concepts
Infotypes – Country Specific
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Country Infotype
Malaysia 0196 EPF
0197 SOCSO
0198 Schedular Deduction Tax
0199 Additional Tax Deduction
0547 Benefitsinkind (Tax)
Singapore 0179 Tax
0181 Additional Funds
0186 CPF
19. Key Concepts
Infotypes – Country Specific
Country Infotype
US 0171 General Benefit Information
0210 Withholding Info W4/W5
US
207 Residence Tax Area
0210 With holding Info
0208 work tax area
UK
4/26/2008
0179 Tax
0181 Additional Funds
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20. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 20
21. Introduction
SAP Key Tasks
SAP
Transact
ion
What It is For
Freque
ncy of
Use
PA30
Maintain HR Master
Data Infotype
(Single Entry)
High
PA40 Personnel Actions High
PA41
Change Entry /
Leaving Date
Medium
PA70
Fast Entry for
Specific Infotypes
Medium
SAP
Transaction
What It is For
Frequency
of Use
PA10
Display Personnel
File – all information
available for an
employee
High
PA20
Display HR Master
Data – pick &
choose infotypes to
be displayed for an
employee
High
4/26/2008 www.saptopjobs.com 21
Administrator Tasks Reviewer Tasks
22. 2. Single
Screen
Introduction
Ways to Maintain Infotype Records
1. Personnel
Actions
(sequence of Infotypes)
3. Fast Entry/
Batch Input
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23. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 23
24. 4/26/2008 www.saptopjobs.com 24
Personnel Actions
Introduction
Hiring Action
Organizational Assignment
Personnel Data
Additional Personnel Data
Address
Planned Working Time
Basic Pay
Recurring Allowances
…………
Infogroup
• Personnel actions group infotypes together that are used in the course of
a specific HR process, such as hiring a new employee.
• SAP has been configured to automatically include certain infotypes during a
specific Personnel Action.
25. Hiring
4/26/2008 www.saptopjobs.com 25
Transfer
Pay Grade
Reassignment
Promotion
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Personnel Actions
Actions Represent Employee Career
Movement
26. Personnel Actions
General List of Personnel Actions
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• Hiring Action
• Transfer Action
• Change of position Action
• Termination Action
• Retirement Action
• Rehire
27. Personnel Actions
Set Up Your SAP User ID
(Country Codes or User Groups)
4/26/2008 www.saptopjobs.com 27
Country Code
US United States of America 10
IN India 40
AU Australia 13
NZ New Zealand 43
UK United Kingdom 08
BD Bangladesh 99
LK Sri Lanka 99
28. Personnel Actions
Things to Note (1)
4/26/2008 www.saptopjobs.com 28
• When carrying out Hiring action ensure the following:
– Reason for hiring is entered
– IT0001 Organizational Assignment is maintained particularly the
following fields: Position, Personnel Area & Subarea, Employee Group
&Subgroup
– IT0002 Personal Data is maintained, particularly these fields:
• Full name
• Date of Birth (if unknown at time of hiring, enter a “dummy” date
but make sure the dummy date is before the hiring date)
• Title and gender fields are consistent with each other
29. Personnel Actions
Things to Note (2)
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• Some fields are defaulted to certain values, for example:
– In some countries, Social Security number will default to IC number.
– Expiry of Probation Date (in Monitoring of Tasks infotype) will default
to a date depending on “Probationary period” (in Contract Element
infotype).
• In most cases, you do not need to change the default information. In
special cases (e.g. Employee has a different Social Security number),
you can override the default.
30. Personnel Actions
Things to Note (3)
4/26/2008 www.saptopjobs.com 30
• Sometimes, you need to maintain additional infotypes
using PA30 (Maintain HR Master Data) after completing
an action, for example:
– After Hiring: Additional allowances (IT0014, only 1
record is allowed during Hiring);Other Family
Members (IT0021, only Spouse allowed during
Hiring), e.g. parents (information required later when
EE applies for bereavement leave)
– After Termination/ Resignation: Delimiting infotypes
that have more than 1 record (only 1 record is
delimited for each infotype during Personnel Action),
such as IT0014, IT0015, IT0045, and IT0057).
32. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 32
33. • Transaction PA30 allows you to select a specific Infotype to maintain.
There are 3 alternative ways you can select the Infotype.
Single Infotype Maintenance
Single Infotype Maintenance – Selecting Infotype
2. Type
Infotype
number/
name
1. Select from
Infotype
Grouping Menu
3. Select from
drop down list
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34. Single Infotype Maintenance
Demonstration
• Steps on how to maintain Infotype for an employee (transaction PA30
Maintain HR Master Data).
–
–
–
–
–
Create a new infotype record
Create an infotype record by copying another record
Make changes to an infotype record
Delimit an infotype record
Delete an infotype record–only for data entry mistakes!
• This will use the following infotypes:
– IT0001, 0008, 0014, 0015, 0022, 0027, 0105
Demonstration: Maintain Infotype – Single Screen
4/26/2008 www.saptopjobs.com 34
35. Single Infotype Maintenance
Additional Information
• IT0105 Communications
– Ensure these subtypes are correctly maintained:
• Email address (also can be maintained in HRKiosk)
• Phone / fax number (also can be maintained in HRKiosk)
• GCD ID
– However, HRS has no authorization to maintain the following
subtypes:
• Novell ID
• System user ID
Synchronized with GCD
4/26/2008 www.saptopjobs.com 35
36. Single Infotype Maintenance
Exercise
•
•
•
•
•
Create a new infotype record
Create an infotype record by copying
another record
Make changes to an infotype record
Delimit an infotype record
Delete an infotype record
Maintain Infotype – Single Screen
– Maintaining employee data through infotypes
(transaction PA30):
4/26/2008 www.saptopjobs.com 36
37. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 37
38. Fast Entry
Fast Entry/ Batch Inputs
4/26/2008 www.saptopjobs.com 38
• Fast Entry/ Batch Inputs transactions are used when the same
infotypes are to be maintained for more a group employees at the
same time.
• The available Fast Entry/ Batch Input transactions are:
– Fast Entry for Specific Infotypes (transaction PA70), e.g.:
• IT0015 Additional Payments, e.g. to pay Service Awards
• IT0014 Recurring Payments/ Deductions, e.g. to add certain
Allowance
– Batch Input for specific infotypes, e.g.:
• Festival Advance (transaction PC00_M14_CFAP) – MY only
• Basic Pay (during annual salary increment)
• Additional Payments (during annual bonus payment)
39. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 39
41. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
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42. PA Reports
Types of Reports
4/26/2008 www.saptopjobs.com 42
• Two types of reports:
– SAP Standard Reports
– Custom Reports
• What you can do with reports (not all reports):
– Specify selection criteria (and save it as a variant)
– Print output
– Convert into spreadsheets/ other documents
– Save to local drive (but remember: online information may be
updated any second!)
– Reformat (e.g. delete unnecessary columns, rearrange columns)
43. PA Reports
Standard Reports
Personnel Administration Reports
4/26/2008 www.saptopjobs.com 43
Report Description Transaction Code
Employee List (list of employee per selection
criteria)
S_AHR_61016369
Date Monitoring (entries in Monitoring of
Tasks infotype)
S_PH0_48000450
Service Anniversaries (number of service
years for employees)
S_PH9_46000216
Education & training S_PH9_46000224
Flexible Employee Data (select your own
fields)
S_AHR_61016362
Headcount Changes S_L9C_94000095
EEs Entered and Left (EEs who entered/ left
at certain time)
S_PH9_46000223
44. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 44
45. Transaction Codes – Administrator
Function
SAP
Transaction
What It is For Frequency of Use
PA30
Maintain HR Master Data (Single
Entry)
High
PA40 Maintain Personnel Actions High
PA41 Change Entry / Leaving Date Low
PA70 Fast Entry for Specific Infotypes Medium
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46. SAP
Transaction
What It is For
Frequency
of Use
PA10
Display Personnel File – all information
available for an employee
High
PA20
Display HR Master Data – pick & choose
infotypes to be displayed for an employee
High
HRCLM0015
View Medical Entitlements and Claims
Details
Medium
Transaction Codes – Display Function
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47. Personnel Administration
Course Agenda
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
• Summary
4/26/2008 www.saptopjobs.com 47
48. Personnel Administration
Course Summary
You must be familiar with
• Key Concepts
• SAP Tasks
– Introduction
– Personnel Actions
– Single Infotype Maintenance
– Fast Entry
– Displaying Infotypes
• PA Reports
• Transaction codes
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