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Transcript of HR050 Human Resources
HR050 Human Resources HR050
Release 46D 2002/11/05
© SAP AG 1999
HR050 Human Resources
HR050HR050
Human ResourcesHuman Resources
System R/3 Release 4.6B May 2000 50035044
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© SAP AG 1999
Enjoy SAP
© SAP AG 1999
Human Resources 4.6 (1)
Level 3Level 2
Reporting in HumanResources
HR580 3 days
see HR2
Human ResourcesEssentials III
HR053 2 days
Configuration of TimeRecording
HR306 4 days
Time Evaluation
HR310/311 5 days
Shift and WorkforcePlanning
HR520 2 days
Human ResourcesEssentials I
HR051 1 day
OrganizationalManagement
HR505 3 days
Employee Self-ServiceHR250 2 days
Configuration ofMaster Data
HR305 3 days
Personnel DevelopmentHR510 3 days
Training and EventManagement
HR515 3 days
Human ResourcesEssentials II
HR052 2 days
CompensationManagement
HR540 3 days
Configuration of HRSystem Controls
HR307 2 days
Programming in HR
HR350 5 days
Technical topics inHuman Resources
HR530 3 days
CATS The CrossApplication Time Sheet
CA500 2 days
Benefits AdministrationHR325 3 days
© SAP AG 1999
Human Resources 4.6 (2)
Level 3Level 2
Human ResourcesEssentials I
HR051 1 day
Human ResourcesEssentials II
HR052 2 days
Human ResourcesEssentials III
HR053 2 days
Please note our country specific curriculum and our curriculumfor release 4.6B.
Note:
Payroll Configuration
HR400 5 days
Introductionto Payroll
HR390 2 days Configuration ofMaster Data
HR305 3 days
Incentive wages
HR490 4 days
© SAP AG 1999
Course Prerequisites
Recommended: SAP20 R/3 Overview
© SAP AG 1999
Target Group
Audience:HR Project team members
HR consultants
Duration: 5 days
© SAP AG 1999
Course Overview
Course Goals
Course Objectives
Course Content
Course Overview Diagram
Main Business Scenario
Contents:
Course Overview
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Course Goals
Acquaint yourself with various areas of R/3Human Resources Management
This course will prepare you to:
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Have an overview of the various componentsin R/3 Human Resources Management
Course Objectives
At the conclusion of this course, you will:
Course Objectives
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Unit 9 Travel Management
Unit 10 Payroll
Unit 11 Recruitment
Unit 12 Personnel Cost Planning
Unit 13 Reporting andManager’s Desktop
Unit 14 Employee Self Service
Unit 15 ALE
Unit 16 ASAP
Unit 1 Course Overview
Unit 2 Navigation
Unit 3 Structures in HumanResources
Unit 4 Personnel Management
Unit 5 Benefits
Unit 6 Development and Training
Unit 7 Compensation
Unit 8 Time Management
Introduction
Appendices
Course Content
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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© SAP AG 1999
Main Business Scenario
The Caliber A Bicycle Company is aninternational company that manufacturesand distributes bicycles and bicycleaccessories.
The company has implemented the R/3Human Resource System and uses all of its components.
You require an overview of thesecomponents.
You will conduct HR functions
(C) SAP AG HR050 1-6
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Navigation in the system
User-specific settings
Navigation in the mySAP.com Workplace
Contents:
Navigation
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Identify the elements of a typical window
Navigate in the system
Personalize your user settings
Describe and use the mySAP.com Workplace
At the conclusion of this unit, you will be able to:
Navigation: Unit Objectives
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New users need to familiarize themselves with thescreens in the system and define their personaldefault settings
Navigation: Business Scenario
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Logging On to the System
Client
UserPassword
Language
New Password
SAP R/3SAP R/3
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User System Help
You can place your own text on the initial screen: See SAP Note 205487
If you have problems logging on,contact Donna Moore, x486
SAP R/3 Systems are client systems. The client concept enables the parallel operation, in one system, of several enterprises that are independent of each other in business terms. The components SAP Business Information Warehouse (BW) and SAP Knowledge Warehouse (KW) are exceptions to this: in these cases only one client is used. During each user session you can only access the data of the client selected during logon.
A client is, in organizational terms, an independent unit in the system. Each client has its own data environment and therefore its own master data and transaction data, assigned user master records and charts of accounts, and specific Customizing parameters.
For a user to log on to the system, a master record must exist in the system for that user. To protect access, a password is required for logon. The password is hidden as you type (you only see asterisks).
SAP R/3 Systems are available in several languages. Use the Language input field to select the logon language for each session.
Multiple logons are always logged in the system beginning with SAP R/3 4.6. This is for security as well as licensing reasons. A warning message appears if the same user attempts to log on twice or more. This message offers three options: Continue with current logon and end any other logons of the same user in the system Continue with current logon without ending any other logons in the system (logged in system) Terminate current logon attempt
You can place your own text on the initial screen in a number of ways. For more information, see the SAP Note mentioned above. The GuiXT (covered at the end of this chapter) offers a further option.
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Screen Elements
System System Function Function Name: Name: ActivityActivity
Menu Edit Favorites Extras System Help
Choose Save
Input field
Tick
Selection 1
Selection 4
Selection 2Selection 3
OptionsOption 1Option 2Option 3Option 4Option 5
Display Edit
Overview
NeutralPositive
System Message T70 (1) (400) iwdf5070 INS Status Bar
ApplicationToolbar
Command Field Standard Toolbar
CheckboxesRadio ButtonsPushbuttons
Tab Page
This screen is made up ofvarious screen elements. Itdoes not match an actual
screen in the system.
Command field: You can use the command field to go to applications directly by entering the transaction code. You can find the transaction code either in the SAP Easy Access menu tree (see the page User-Specific Personalization) or in the appropriate application by choosing System→ Status.
Standard toolbar: The icons in the standard toolbar are available on all SAP R/3 screens. Any icons that you cannot use on a particular screen are dimmed. If you leave the cursor on an icon for a moment, a QuickInfo appears with the name (or function) of that icon. You will also see the corresponding function key. The application toolbar shows you which functions are available in the current application.
Checkboxes: Checkboxes allow you to select several options simultaneously within a group. Radio buttons: Radio buttons allow you to select one option only. Tabs: Tabs provide a clearer overview of several information screens. Status bar: The status bar displays information on the current system status, for example, warnings or error messages.
Other elements are: Menu bar: The menus shown here depend on which application you are working in. These menus contain
cascading menu options. Title bar: The title bar displays your current position and activity in the system.
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SAP Easy Access - Standard
SAPSAP Easy Easy Access AccessOther Menu
Menu Edit Favorites Extras System Help
Create Role Assign User Documentation
FavoritesSAP Menu
OfficeLogisticsAccountingHuman ResourcesInformation SystemsTools
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You are greeted by your logo in the right-hand part of the window.
SAP Easy Access is the standard entry screen displayed after logon. You navigate through the system using a compact tree structure.
You can include an image on the right-hand side of the screen such as your company logo. This image can only be entered systemwide, and is a cross-client setting. Assuming you have the appropriate authorization, you can find a detailed description of the necessary settings by choosing Extras → Administration Information. Note that this image is stored in the system and transported to the SAP Frontend every time it is called by SAP Easy Access. Although this transfer is compressed, the image for the initial screen should not be bigger than around 20 kB. You can prevent this image being called either by using the setting Low Speed Connection in the SAPLogon program (see SAP Note 161053), or by switching off the calling of the image under Extras→Settings. See also User-Specific Personalization.
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Selecting Functions
Menu Edit Favorites Extras System Help
SAPSAP Easy Easy Access - Access - Enjoy User MenuEnjoy User Menu
Create sessionEnd sessionUser profileServicesUtilitiesListServices for objectObject historyOwn spool requestsOwn JobsShort MessageStatus...Log off
FavoritesEnjoy User Menu
URL - SAP Notes (User / PW req.)Accounts Receivable
FD02 -Change Customer (AccountMaterials ManagementSales and DistributionTools
... using the transaction code in the command field
... using SAP Easy Access and Favorites
... using the menu path
You can select system functions in the following ways: Use the mouse to choose: Menu options, Favorites, and SAP Easy Access options Use the keyboard (ALT + the underlined letter of the relevant menu option) Enter a transaction code in the command field: A transaction code is assigned to each function in SAP R/3 Systems. You can access the assigned transaction code from any screen in the system. For example, to display customer master data, enter /n and the appropriate transaction code (in this case /nfd03). You can find the transaction code for the function you are working in under the Status option of the System menu. Other possible entries: - /n ends the current transaction. - /i ends the current session. - /osm04 creates a new session and goes to the transaction specified (SM04).
You can also use the keyboard to go to the command field. Use the CTRL + TAB key combination to move the cursor from one (input) field group to the next. Use TAB to move between fields within a group.
By entering search_sap_menu in the command field, you can search for and display the menu path for an SAP transaction. You can also search for text strings.
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Role-Based User Menu
SAPSAP Easy Easy Access - Access - Enjoy User MenuEnjoy User MenuOther Menu
Menu Edit Favorites Extras System Help
Create Role Assign User Documentation
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FavoritesGreat Transactions
SM50 - Prcoess OverviewVA01 - Create Sales Order
Interesting WWW PagesURL - The Herald TribuneURL - Time Magazine
Important FilesURL - Vacation Planning
Enjoy User MenuURL - SAP Notes (User / PW req.)Accounts Receivable
FD02 - Change Customer (Accountin
Favorites chosen by the userreduce navigation time
A role-based menu contains the activitiesthat the user can execute based on therole assigned to the user in the system.
Sales and DsitributionTools
Materials Management
A Role describes a set of logically linked transactions in the system. These represent the range of functions users typically need for their work.
User roles (previously “activity groups”) have to be set up using the Profile Generator so that SAP R/3 System users can work with user-specific or position-related menus.
The authorizations for the activities listed in the menus are also assigned to the users using user roles. With Release 4.6, predefined user roles from all application areas are included in the standard system.
Users who have been assigned a user role can choose between the user menu and the SAP standard menu.
The above screen shows the role-based user menu for a user with the name "Enjoy". You can find roles that are supplied in the standard SAP R/3 System by choosing Other menu on the SAP Easy Access initial screen.
Every enduser can personalize the initial screen using Favorites. You can create your own Favorites list containing the transactions, reports, files, and Web addresses that you use most often.
You can add favorites either by choosing Favorites or by using the mouse to “drag & drop” items into the Favorites directory.
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Field Help: F1 and F4
Display Display CustomerCustomer: Initial : Initial ScreenScreen
Customer Edit Goto Extras Environment System Help
Customer
Company Code
Restrictions
Company Code
Company Name
City
Currency
Restrict Number to
1000Customer
SAP A.G. Walldorf EURCo... Company Name City Cur...
Restrictions
IDES AG 1000 Frankfurt UNIIDES Canada Toronto CADIDES AG Frankfurt UNI
Customer account number
A unique key is used to clearly identify the customer within the SAP
System.
Procedure
When creating a customer master record, the user either enters the
account number of the customer or has the system determine the
number when the record is saved, depending on the type of number
assignment used. The account group determines how numbers are
assigned.
F4 Help: DisplaysPossible Entries
F1 Help: Displays the Meaning ofFields and Technical Information
Entries Found
For help on fields, menus, functions, and messages, use F1. F1 help also provides technical information on the relevant field. This includes, for example, the parameter ID, which you can use to assign values for your user to input fields , which have to refer to these parameter IDs.
For information on what values you can enter, use F4. You can also access F4 help for a selected field using the button immediately to the right of that field.
If input fields are marked with a small icon with a checkmark, then you can only continue in that application by entering a permitted value. You can mark many fields in an application as either required entry fields or optional entry fields. You can also hide fields and preassign values using transaction or screen variants or Customizing.
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SAP Library
SAP Library - SAP Library
SAPLibrary
Contents Index Search SAP LibraryRelease 4.6C, March 2000
IDES
Getting Started
Release Notes
Implementation Guide
Glossary
© Copyright 2000 SAP AGAll rights reserved.
You can access thecomplete online
documentation for thesystem using the SAP
Library
SAP R/3 Systems provide comprehensive online help. You can display the help from any screen in the system. You can always request help using the Help menu or using the relevant icon (the yellow question mark).
You can access the SAP Library quickly and comfortably by using the SAP Service Marketplace. There you can find the SAP Help Portal under Knowledge and Training, where you can not only access Help in HTML format, but can also perform efficient full-text searches in the SAP Library. If you have the SAP Library installed, you also have, of course, these opportunities within your company.
You can access the Help Portal directly at http://help.sap.com
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Menus: System and Help
SAPSAP Easy Easy Access AccessOther Menu
Menu Edit Favorites Extras System Help
Rolle anlegen Benutzer zuordnen Documentation
FavoritesSAP Menu
OfficeLogisticsAccountingPersonnelInformation SystemsTools
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Create SessionEnd SessionUser profileServicesUtilitiesListServices for objectObject historyOwn spool requestsOwn jobsShort messageStatus...Log off
Application helpSAP LibraryGlossaryRelease NotesSAPNetFeedbackSettings...
Both of these menus are available on every screenand always offer exactly the same options.
The System menu contains, among others, the following options: Create/End Session: Allows you to create and end sessions. The maximum number of sessions can be set to a number between 2 and 6 by the system administrator using the parameter rdisp/max_alt_modes.
User profile: This is where you can enter user-specific settings. For example, you can use Parameter IDs in Own Data, in order to set default values for specific user-dependent fields in the system (for example the company code field).
List: Contains important list functions, such as searching for character strings, saving in PC files, printing, and so on.
Status: Enables you to display important user and system data. Log off: Ends the R/3 session with a confirmation prompt.
The Help menu contains, among others, the following options: Context-sensitive Application Help Access to the SAP Library (see previous page) a Glossary ...
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User-Specific Personalization
SAPSAP Easy Easy Access AccessOther Menu
Menu Edit Favorites Exrtas System Help
Rolle anlegen Benutzer zuordnen Dokumentation
FavoritesSAP Menu
OfficeLogisticsAccountingHuman ResourcesInformation SystemsTools
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Administration InformationAssign userDisplay DocumentationTechnical DetailsSettingsSet Start Transaction
Ctrl+Shift+ F8
Shift+ F6
Shift+ F7Shift+ F9
Ctrl+Shift+ F10
Display favorites at end of list
Settings
This is used to specify settings
Do not display menu, only display favoritesDo not display pictureDisplay technical names
Options ...Generate GraphicCreate Shortcut ...Activate GuiXTDefault SizeHardcopyQuick Cut and PasteAbout...
Different Settings options make working with the system easier
The end user has many possibilities for personalizing the system. Some are described below: You can alter the layout of your initial screen under Extras → Settings, for example by switching off the image in the right-hand part of the window or by turning on the option to display the technical names (transaction codes) in the SAP Easy Access Menu.
Among other things, you can activate a quick cut and paste in the Options menu. Using Options you can change the reaction speed of the QuickInfo that is displayed when you hold your mouse cursor over an icon or a push button.
By following the path System→ User profile→ Own data, you can set personal standard values. You can choose the tabs Address, Defaults, and Parameters. As an example, the setting of Parameters is explained here: - Parameters: Here you can set defaults for frequently used input fields. In order to be able set a
default value for a field, it must have been assigned a Parameter ID. Procedure for finding the Parameter ID: Go to the field for which you wish to set a default
value. Select the F1 help, and then choose Technical Info. The system displays an information window that contains the relevant parameter ID under the heading Field Data (as long as the field has been assigned a Parameter ID).
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Table Settings - Example
Parameters Value Text
Company codeProcessing groupBank key
Sales order type
Choose Variants
Maintain Variants
Use as standard settingVariant
Save
Standard setting
Current setting
Create
Delete
Administrator
My variant
Basic setting
Table Settings
Use the Table Settings function to change, in the table control, the individual basic table settings that are supplied with the system. This is particularly useful for tables where you do not need all the columns. You can use the mouse to drag & drop column positions and widths, or even make the column disappear.
Save the changed table settings as a variant. The number of different variants you can create per table is not restricted.
The first variant is called the basic setting; the SAP System defines this setting. You cannot delete the basic setting (you can delete the variants you define yourself).
The table settings are stored with your user name. The system uses the variant currently valid until you exit the relevant application. If you then select the application again, the system will use the standard settings valid for this table.
Note: you can change table settings wherever you see the table control icon in the top right-hand corner of a table.
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Personalizing the Frontend with GuiXT
FD03 with GuiXTFD03 without GuiXT
Example from http://www.guixt.com
SAP R/3 Systems offer numerous options for settings and adjustments: Define default values for input fields Hide screen elements Deactivate screen elements (dimmed) You can do this by, for example, defining transaction variants.
SAP offers GuiXT, as of SAP R/3 Release 4.6. In addition to all of the above functions, you can now: Include graphics Convert fields and add pushbuttons and text Change input fields (or their F4 help results) into radio buttons
GuiXT scripts are stored on the Frontend. In accordance with local scripts (which can also be stored centrally), the GUIXT scripts determine how data sent from the application server is displayed. These scripts can be standard throughout a company, or they can be different for each Frontend.
NOTE: The GuiXT will support the mySAP.com Workplace only as of the end of the year 2000. This means that until then you should use either the SAP GUI for the Windows Environment and the GuiXT or the mySAP.com Workplace with the SAP GUI for HTML (or the SAP GUI for Java or the SAP GUI for Windows).
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You are now able to:
Navigation: Unit Summary
Identify the elements of a typical window
Navigate in the system
Make personal system settings
Describe and use the mySAP.com Workplace
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Navigation - Exercises
Unit: Navigation Topic: Basic Functions
At the conclusion of this exercise, you will be able to:
• Log on to an SAP R/3 System
• Find transaction codes
• Access the SAP Library
• Use F1 help to find field information
• Use F4 help to search for possible field entries
As a new user of an SAP R/3 System, you begin to navigate the system using the menu paths and transaction codes. You also begin to access the various types of online help.
All menu paths in the exercises refer to the SAP standard menu.
1-1 Logging on to the system
Select the appropriate system for this course. Use the client, user name, initial password and logon language specified by the instructor. The first time you log on, you will get a prompt in which you must enter your new password, which you choose yourself, twice. Make a note of the following:
Client: _ _ _ User: _ _ _ _ _ _ Password: ____________ Language: _ _.
1-2 What is the maximum number of sessions (windows in the SAP R/3 System) you can have open simultaneously? __
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1-3 Identify the functions and find the transaction codes that correspond to the following menu paths in the SAP standard menu.
1-3-1 Tools→ Administration → Monitor → System Monitoring→ User Overview
Name of function: ___________________________________________
Transaction: _________________________________________________
1-3-2 Accounting → Financial Accounting → Accounts Receivable→
Master Records→ Display
Enter Customer 1000 and Company Code 1000 to go to the next screen.
Name of function: _____________________________________
Transaction: ___________________________________________
1-4 Help
1-4-1 If you choose Application help in the SAP Easy Access initial screen (System menu), which area of the SAP Library does it take you to?
_________________________________________________________
To answer the questions below, you will need to go to the Display Customer: Initial Screen.
1-4-2 Use F1 help on the Customer field. What is this field used for? Write a brief summary of the business-related information.
______________________________________________________
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1-4-3 Use the F1 help on the Company code field. If you choose the Application help icon from the F1 help screen, which area of the SAP Library does it take you to?
______________________________________________________
1-4-4 Which icon do you need to use on the F1 help screen to find the parameter ID for the Company code field? Hint: See the notes on the slide User-Specific Personalization
______________________________________________________
1-4-5 Use F4 help on the Customer field to find the customer number for Becker ##. To do this, use the Search term "Becker*" after calling the F4 help.
Note: ## corresponds to your assigned group number.
___________________________________________________
Unit: Navigation Topic: User-Specific Settings
At the conclusion of this exercise, you will be able to:
• Set a user parameter for a field
• Set user defaults
• Maintain your favorites
• Select a start transaction of your choice
You begin to set various user-specific settings.
Exercises marked * are optional.
2-1 Setting user parameters.
2-1-1 Assign a parameter value for the Company code field to your user profile.
Note: The instructor will tell you what parameter value to enter (for example 1000). For information about defaults, see the notes on the slide User-Specific Personalization.
Parameter ID: ___ ___ ___
Parameter value: ___ ___ ___ ___
2-2 Defining User-Specific Settings using System → User profile → Own Data
2-2-1 In your user profile, set your logon language to the value used for the course.
2-2-2 In your user profile, set the decimal notation and date format of your choice.
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2-3 Defining your favorites
2-3-1 Insert at least one new folder under the Favorites folder.
2-3-2 Add any two of your favorite transactions to the corresponding folders.
2-3-3 Add the Internet address http://www.sap.com with the text SAP Homepage.
2-4* Setting a start transaction using the Extras menu.
2-4-1 Enter a transaction of your choice as the initial transaction. You will then need to log off and on again for the change to take effect.
Note: If desired, you can change the initial transaction back to the default value simply by deleting the transaction code that you entered.
Navigation - Solutions
Unit: Navigation Topic: Basic Functions
1-1 Log on to the system specified by the instructor and change your initial password.
1-2 To open and close sessions, choose System → Create session (or use the appropriate icon) or System → End session. The maximum number of sessions you can have open simultaneously is six (6), depending on your system settings.
1-3 To find the transaction code, choose System → Status. These function names and transaction codes correspond to the menu paths:
1-3-1 Transaction: SM04 for Function Name: User list
1-3-2 Transaction: FD03 for Function Name: Display Customer: General Data
1-4 Help
1-4-1 The section of the unit Getting Started that deals with using SAP Easy Access is displayed.
1-4-2 Suggestion: The customer is a unique key (account number) used to clearly identify the customer within the system.
1-4-3 FI – Accounts Receivable and Accounts Payable
1-4-4 To find the Parameter ID: BUK, choose Technical Info
1-4-5 Customer ## (## corresponds to your assigned group number)
When you select F4 in the Customer field, the Restrict Value Range window appears. You can explore the various tabs to see the different search criteria available. Find a tab that includes the Search term field and enter the following:
Field Name Value
Search term Becker*
Choose Enter. A window appears listing the customer account numbers that match your search criteria. Select the line that corresponds to Becker ##, then choose Copy. This automatically copies the customer account number into the Customer field.
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Unit: Navigation Topic: User-Specific Settings
2-1 Setting user parameters.
2-1-1 To assign a parameter value to a field you will need the parameter ID of the field. First you need to select a transaction that contains this field. For example, Company code can be found in transaction FD03. Next, place the cursor on that field (click it with the mouse). To display the required info, choose:
F1 → Technical Info → Parameter ID
gives you the required information. For the Company code field, the parameter ID is BUK.
Finally, enter the parameter ID and desired value in your user profile:
System → User profile → Own data
On the Parameter tab page you enter the parameter ID and value that you want to be entered into the field. Save your entries.
2-2 Setting user defaults.
2-2-1 To set the logon language, go to your user profile:
System → User profile → Own data
On the Defaults tab page, enter the language of your choice in the Logon language field.
2-2-2 To set the decimal notation and date format, remain on the Defaults tab in your user profile. Select the indicator adjacent to the notation and format you desire. Save your selections.
2-3 Defining favorites of your choice.
2-3-1 Favorites → Insert folder
Type any name for the folder then select Enter. You can add as many folders as you desire. Once created, folders can be dragged and dropped to position them where you want.
2-3-2 To create favorites, select specific applications (transactions) that you need as favorites for your daily work from the menu tree of the SAP standard menu. Add them to your Favorites list by selecting them and choosing Favorites → Add from the menu bar. Alternatively, use the mouse to drag & drop favorites to a folder. You can also use the menu path Favorites → Insert transaction to add using a transaction code.. Finally, you can move existing favorites to different folders later by choosing Favorites → Move or using drag & drop.
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2-3-3 Create Internet addresses by choosing Favorites → Add Web address or file. When you select SAP Homepage from your favorites, an Internet browser will open and you will be connected to SAP’s homepage.
2-4 Setting a start transaction.
2-4-1 Extras → Set start transaction
Enter a transaction of your choice then choose Enter. Notice the system message on the status bar indicates that your selected transaction has been set as the start transaction. The next time you log on, the system will go directly to your start transaction.
Note: To change back to SAP Easy Access as the initial screen, follow the menu path again, delete the transaction code and select Enter. The next time you log on, SAP Easy Access will be the initial screen.
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Background
Usability is the goal of the Organization and Staffing Interface functionality. One workspace divided into 4 work areas for a complete view of the organizational plan. Most of the Organizational Management functions can be performed with this interface.
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Exercises
Unit: HR Structures Topic: Organizational management
At the conclusion of this exercise, you will be able to:
• Create a shortcut in Favorites to access the Organization and Staffing Change node
• Create an organizational unit
• Create positions within an organizational unit
• Add tasks to a position
• Create a chief position
• Fill a position
• Run an organizational structure report
New departments and positions are being created in the Central purchasing organizational unit of the Caliber A Bicycle Company. Some of the positions are to be occupied immediately.
1-1 Create a shortcut in Favorites for Change in Organization and Staffing by dragging and dropping the node. Rename the node to Maintain Organization and Staffing.
1-2 At the beginning of this year, the Central Purchasing department at the Caliber A Bicycle Company (CABB) was been divided into subordinate organizational units called ##-Purchasing. You will create two subordinate organization units within the ##-Purchasing organizational unit for ##-Administration and ##-Production.
Ν NOTE: SET THE PREVIEW PERIOD TO 3 YEARS AND THE DATE TO THE BEGINNING OF THE CURRENT YEAR.
1-3 Create the following positions:
1-3-1 In the ##-Administration organization unit create
##-Administration Manager (based on job Manager)
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
1-3-2 In the ##-Production organization unit create
##-Production Manager (based on job Manager) (C) SAP AG HR050 3-50
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##-Material Handler (based on job Material Handler)
1-4 Go to the task profile and assign the following tasks to the positions as indicated below:
Position Task
##-Buyer in the ##-Administration organizational unit
Order processing tasks
##-Production Manager in the ##-Production organizational unit
Project management
##-Material Handler in the ##-Production organizational unit
Drive forklift
1-5 Designate the ##-Production Manager and ##-Administration Manager positions as chief positions in the system.
1-6 The ## Administration Manager position is held by Helena Camino (personnel number key 50991##). Assign Helena to the position as of the first day of the current year.
1-7 Execute the Organizational Structure with positions report for the Caliber A Bicycle Company.
1-8 Display the report as a graphic organizational chart.
Solutions
Unit: HR Structures Topic: Organizational Management
1-1 Create a shortcut in Favorites by dragging and dropping the node.
Select the Change node and drag it to the Favorites folder.
Navigate to the Organization and staffing node.
SAP Standard Menu ? Human Resources ? Organizational management ? Organizational plan ? Organization and staffing
Select the Change node and drag it to the Favorites folder.
A new node called Change will appear in the Favorites area.
Rename the node to Maintain Organizational and Staffing by selecting the node and clicking with the right mouse button.
Select the option to Change favorites in the pop-up box.
Change the text to Maintain Organizational and Staffing and select Enter.
1-2 Create subordinate organization units with the ##-Purchasing organizational unit for ##-Administration and ##-Production.
From the Favorites menu select: Change Organizational and Staffing Set the validity date to start at the beginning of the current year by selecting the Display periods icon and entering the valid from date as the first day of the current year.
Set the preview period years and date to the beginning of the current year by selecting the Date and preview period icon.
In the Search area - Find by group, located in the upper left are of the display, select the Organizational unit option.
In the Find Organizational unit pop-up box, enter CAB in the With name field and select the Find icon.
The organizational unit CABB appears in the Selection area located on the lower left side of the display.
Double-click on the CABB organizational unit the Selection area.
The organizational structure for the Caliber A Bicycle Company appears in the Overview area on the top right side of the display.
Expand the Central Purchasing Organizational unit to find and select the ##-Purchasing organizational units.
Select the Create organizational unit icon.
A new entry under ##-Purchasing appears labeled as New organizational…
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Select the entry for New organizational…under ##-Purchasing by double clicking on it.
The Detail area now contains the entry for New organizational unit.
Change the short and long text to ##-Admin/##-Administration.
Select the Save icon.
Repeat the procedure to create the ##-Prod/##-Production organizational unit.
1-3 Create the following positions:
1-3-1 In the ##-Administration organization unit create
##-Administration Manager (based on job Manager)
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
Navigate to the ##-Administration Organizational unit in the Overview area on the top right side of the display and double click on that organizational unit.
Select the Staff assig button.
Select the Create position button.
Select the entry for New position by double clicking on it.
The Detail area now contains the entry for New position.
Change the short and long text to ##-Admin Mgr / ##-Administration Manager.
Set the validity date to start at the beginning of the current year by selecting the Display periods icon and entering the valid from date as the first day of the current year.
In the Search area - Find by group, located in the upper left are of the display, select the Job option.
In the Find job pop-up box, enter Manager in the With name field and select the Find icon.
The job Manager appears in the Selection area located on the lower left side of the display.
Select the job Manager in the Selection area and drag it to the Job field associated with the ##- Administration Manager in the Overview area.
Select the Save icon.
Repeat the process for the positions:
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
1-3-2 In the ##-Production organization unit create
##-Production Manager (based on job Manager)
##-Material Handler (based on job Material Handler)
Navigate back to the ##-Production organizational unit by selecting the Organizational structure button.
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Select the Up one hierarchy level icon.
Navigate to the ##-Production Organizational unit in the Overview area on the top right side of the display and double click on that organizational unit.
Select the Staff assig button.
Select the Create position button.
Select the entry for New position by double clicking on it.
The Detail area now contains the entry for New position.
Change the short and long text to ##-Prod Mgr / ##-Production Manager.
Set the validity date to start at the beginning of the current year by selecting the Display periods icon and entering the valid from date as the first day of the current year.
In the Search area - Find by group, located in the upper left are of the display, select the Job option.
In the Find job pop-up box, enter Manager in the With name field and select the Find icon.
The job Manager appears in the Selection area located on the lower left side of the display.
Select the job Manager in the Selection area and drag it to the Job field associated with the ##- Production Manager in the Overview area.
Select the Save icon.
Repeat the process for the position:
##-Material Handler (based on job Material Handler)
1-4 Go to the task profile and assign the following tasks to the positions indicated below:
Position Task
##-Buyer in the ##-Administration organizational unit
Order processing tasks
##-Production Manager in the ##-Production organizational unit
Project management
##-Material Handler in the ##-Production organizational unit
Drive forklift
Set the preview period years and date to the beginning of the current year by selecting the Date and preview period.
Verify the Valid on date is set to the beginning of the current year.
Navigate to the ##-Buyer position in the ##-Administration organizational unit.
Select the entry for ##-Buyer position by double clicking on it.
The Detail area now contains the entry for ##-Buyer.
Select the Tasks tab in the Detail area.
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In the Search area - Find by group, located in the upper left are of the display, select the Task option.
In the Find task pop-up box, enter Order in the With name field and select the Find icon.
The job Order Processing Tasks appears in the Selection area located on the lower left side of the display.
Select the task Order Processing Tasks in the Selection area and drag it to the Tasks tab in the Details area.
Select the Save icon.
Repeat the process for the position/task assignment listed below:
##-Production Manager in the ##-Production organizational unit
Project management
##-Material Handler in the ##-Production organizational unit
Drive forklift
1-5 Designate the ##-Production Manager and ##-Administration Manager positions as chief positions in the system.
Navigate to the ##- Administration Manager position in the ##-Administration organizational unit.
Select the entry for ##- Administration Manager position by double clicking on it.
The Detail area now contains the entry for ##- Administration Manager.
Select the Basic data tab in the Detail area.
Select the check box for Head of own organizational unit.
Select the Save icon.
Repeat the process for the ##-Production Manager position in the ##-Production organizational unit.
1-6 The ## Administration Manager position is held by Helena Camino (personnel number key 50991##). Assign Helena to the position as of the first day of the current year.
Navigate to the ##- Administration Manager position in the ##-Administration organizational unit.
Select the entry for ##- Administration Manager position by double clicking on it.
The Detail area now contains the entry for ##- Administration Manager.
Select the Basic data tab in the Detail area.
In the Search area - Find by group, located in the upper left are of the display, select the Person option.
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In the Find task pop-up box, enter Camino in the With name field and select the Find icon.
A listing of persons’ named Helena Camino appears in the Selection area located on the lower left side of the display.
Select the Helena Camino with the key 50991## in the Selection area and drag it to the Basic data tab in the Holder field in the Details area.
Enter the valid from date as the first day of the current year in the Holder pop-up box and select the Continue/Enter icon.
Confirm "Delimit Vacancy" pop-up box.
Select the Save icon.
1-7 Execute the Organizational Structure with positions report for the Caliber A Bicycle Company.
SAP Standard Menu ? Human Resources ? Organizational management ? Info System ? Organization unit ? Organizational Structure ? Organization Structure with Positions
Select the organizational unit for the Caliber A Bicycle Company.
Select the Execute icon.
1-8 Select the highest level of the report (Caliber A Bicycle Company).
Select the Structural Graphics icon.
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Personnel Administration User Role
SAP Easy Access
Favorites
Activity group SAP_HR_ADMINCLERK_PA
Personnel Administration
HR Master Data
Personnel Actions
Maintain Master Data
Display Master Data
Personnel File
Fast Entry
Fast Entry - Actions
Qualification Profile
Organizational Data
Info System
Tools
In order for users in the SAP system to be able to use user-specific menus, activity groups must be created. Activity groups are also used to assign authorizations for the activities included in the menus
Activity groups are collections of functions that describe worker roles. The activity group “Personnel Administration Clerk” contains transactions, reports, and or internet/intranet links that personnel administration uses daily.
An Activity Group contains the following information: Name of the activity group Text describing the activity group Menu structure for the activity group Authorization profile data Information about the assignment of the activity group to users or elements of the organizational plan.
An Activity Group can be assigned to an unlimited number of users.
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Search Help (1)
Search Help You can access data records using the search helpfunction, even if you do not have all the necessary data.
I, BarbaraMyers, have
...
and your personnelnumber ?
Personnel number
Personnel office
Employee data is often maintained for individual employees. The employee‘s personnel number must be entered. If this number is not known by the system, you can use the search help to find it. The Search Help function allows you to select personnel numbers according to certain criteria e.g. last names and first names, birth dates, organizational assignment, etc.
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Benefits
Overview and Prerequisites
Enrolling in Benefit Plans
Contents:
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Benefits: Unit Objectives
At the conclusion of this unit, you will be able to describe:
The basic features of R/3 Benefits
The prerequisites for R/3 Benefits
The major steps of the enrollment process
List the main benefits processes
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Course Overview Diagram
11
22
33
44
55
66
77
88 1616
1515
1414
13
1212
1111
1010
99Course OverviewCourse Overview
NavigationNavigation
Structures in HumanResourcesStructures in HumanResources
Personnel ManagementPersonnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Benefits: Business Scenario
Within your business, employees enroll themselves in various benefit plans thereby taking advantage of varying benefits.
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User Role-Specific Menus : Example
The line manager has his/her own user menu thatcontains the tasks that he/she typically performs:
BenefitsBenefits
Information systemInformation system
OverviewOverview
Health plan costsHealth plan costsInsurance plan costsInsurance plan costs
Costs and contributionsCosts and contributions
Savings plan contributionsSavings plan contributionsFlexible spending account contributionsFlexible spending account contributionsStock purchase plan contributionsStock purchase plan contributions
StatisticsStatistics
Miscellaneous plan costs/contributionsMiscellaneous plan costs/contributions
Benefit election analysisBenefit election analysis
For the Benefit component, SAP delivers five pre-defined user roles: SAP_HR_MANAGER_BEN_AG SAP_HR_ LINEMANAGER_BEN_AG SAP_HR_ BEN-SPECIALIST_BEN_AG SAP_HR_ SYSTEMADMIN_BEN_AG SAP_HR_ ADMINCLERK_BEN_AG
You can also create your own user roles.
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Plan Categories
5% interest
Health Insurance Savings Credit Miscellaneous FlexibleSpendingAccounts(NorthAmericaonly)
$StockPurchase
50 UNI
There are six international plan categories defined in the system: Health, Insurance, Savings, Stock Purchase, Credit and Miscellaneous.
There is one benefit plan category that is specific to North America. It is the Flexible Spending Accounts category.
The category defines the attributes of a plan. This determines how the plans are set up in customizing and how employees are enrolled in the plans.
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Overview of Benefits
Benefits Plans
etc.
Employer
Employee
In some countries, it is normal for the employee to participate in benefit plans offered by the employer. Companies frequently offer benefits packages at a reduced rate to employers. This results in considerably cheaper contributions for the employee, than those they would have to pay, were they to enroll privately. Employees enroll themselves in these plans and receive varying benefits, according to the varying plans. Either the employer or the employee, or both, pay the contributions; this varies from case to case. You can put together varying plans for different employees depending on many factors. You store the restrictions and eligibility in the implementation guide. Therefore the processing of an employee’s benefits is made very easy
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Enrollments
Open enrollmentAnnual selection
Adjustment Reason: hiring, marriage etc.
Any time
Default/Automatic
Within Benefits, the system enables you to differentiate between different forms of enrollment. Open Enrollment: This is an annual process whereby the employee selects the plans which are available to them once a year or change existing enrollment plans.
Enrollment Based on an Adjustment Reason (work/life event) Work/life events such as initial hire, birth or marriage allow an employee to enroll or change benefit options
Default or Automatic Plans For example, when an employee is hired, he/she can be enrolled into a standard plan (until he/she has completed their probationary period); for the time being, this offers a minimal number of benefits.
Enrollment at any time: The employee can enroll themselves for the plans that they are eligible for, or change existing plans at any time.
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Master Data Infotype Requirements
employee must existemployee must exist
cost, coverage, credit and benefit salary calculationscost, coverage, credit and benefit salary calculations
benefit area,first program grouping,second program grouping,adjustment grouping
benefit area,first program grouping,second program grouping,adjustment grouping
termination groupingtermination grouping
cost grouping,coverage groupingEE and ER contribution grouping,credit grouping, eligibility groupingzip code eligibility
cost grouping,coverage groupingEE and ER contribution grouping,credit grouping, eligibility groupingzip code eligibility
0015 Additional Payments0015 Additional Payments0015 Additional Payments0014 Recur. Payments/Deds.0014 Recur. Payments/0014 Recur. Payments/DedsDeds..0008 Basic pay0008 Basic pay0008 Basic pay
0000 Actions0000 Actions0000 Actions
0001 Org. Assignment0001 Org. Assignment0001 Org. Assignment
0002 Personal Data0002 Personal Data0002 Personal Data
0000 Actions0000 Actions0000 Actions
0007 Planned Working Time0007 Planned Working Time0007 Planned Working Time
0094 Residence Status0094 Residence Status0094 Residence Status0057 Membership Fees0057 Membership Fees0057 Membership Fees
0001 Org. Assignment0001 Org. Assignment0001 Org. Assignment
0006 Addresses0006 Addresses0006 Addresses0077 Addit. Personal Data00770077 Addit Addit. Personal Data. Personal Data
0007 Planned Working Time0007 Planned Working Time0007 Planned Working Time
0001, 0002, 0008, 0057, 00940001, 0002, 0008, 0057, 00940001, 0002, 0008, 0057, 0094
0021 Family/Related Person0021 Family/Related Person0021 Family/Related Person related person grouprelated person group
Before you enroll employees in benefits, specific records in master data and benefits must be in place. At a minimum, you must have the Actions (0000), Organizational Assignment (0001) and Personal Data (0002) infotypes in place in master data. You may need additional infotypes for cost calculations such as Basic Pay (0008) if cost is based on salary.
You must have the General Benefits Data infotype (0171), and if enrollment is due to a work/life event an Adjustment Reasons infotype (0378) must be in place as well. In the General Benefits Data (0171) infotype, you store employee’s assignment to a benefit area, first and second program grouping. The benefit area represents a subdivision, e.g., according to regional or organizational point of view. The program groupings are employee subdivisions, e.g., according to employee subgroup or employment. You can overwrite these subdivisions, but how they interact determines eligibility. The General Benefits Data infotype appears and containing default values already in place.
The Adjustment Reasons (0378) infotype is used to store the reason why the employee can make changes to their current benefits.
Note: You may also be required to maintain the Medical Benefits Data (0376) infotype in some countries.
You should include the necessary infotypes in your Hiring personnel action.
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What Happens During the Enrollment Process?
Offer Benefit plan DENT
Benefit plan LIFE
Benefit plan MED1
•Provider•Plan Data•Regulatory reports•Attributes•Wage types
Benefit plan set-up in IMGBenefit plan
set-up in IMG
Credit PlanCredit Plan(IT 0236)(IT 0236)
Savings PlanSavings Plan(IT 0169)(IT 0169)
Miscellaneous PlanMiscellaneous Plan(IT 0377)(IT 0377)
Insurance PlanInsurance Plan(IT 0168)(IT 0168)
•Plan data•Plan dates•Employee data•Plan attributes•Benefits salary/coverage (annual)
•Cost
General BenefitsGeneral Benefits Data (IT 0171) Data (IT 0171)
Adjustment ReasonsAdjustment Reasons(IT 0378)(IT 0378)
Personal DataPersonal Data(IT 0002)(IT 0002)
Org. Assignment Org. Assignment (IT 0001)(IT 0001)
ActionsActions(IT 0000)(IT 0000)
•Personnel event•Status•Organizationalassignment
Master data and benefits
infotype records
Master data and benefits
infotype records Stock Purchase PlanStock Purchase Plan(IT 0379)(IT 0379)
Spending AccountSpending Account(IT 0170)(IT 0170)Health PlanHealth Plan
(IT 0167)(IT 0167)•Plan data•Plan dates•Employee data•Plan attributes•Cost
Creation of new plansCreation of new plans
...
...
Plan selection
Consistency check
Enrollment requires employee master data records and benefit plan data to enroll the employee in benefit plans.
The benefit plan infotype records are created by the enrollment process. You only need to select the plan options for the employee, and the infotype records are created automatically by the system.
Note: Plans in which the employee is already participating, are considered in the offer as well. Note: In the enrollment process, you do not only create plans for employees, but you can also stop the participation in an existing plan in the given time period.
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Selecting Benefit Programs
First Program Grouping
Salaried employee
Hourly wage
earnerExecutives
Benefit areaBenefit area
ProgramDental PlanLife PlanMedical Plan...
Full-timeFull-time
Part-time Part-time workerworker
Temporary Temporary personnelpersonnel
Seco
nd P
rogr
am G
roup
ing
Seco
nd P
rogr
am G
roup
ing
A matrix that cross references first and second program grouping allows you to define different programs with different options for employees. Depending on an employee’s data, he/she will be eligible for one of these programs.
A program is a restricted list of plans (made up of benefits) for a certain group of employees. An employee‘s eligibility for a specific benefits program is defined through a combination of benefit area, first and second program grouping.
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Benefits Enrollment
Human ResourcesHuman Resources
Personnel managementPersonnel managementManager’s DesktopManager’s Desktop
EnrollmentEnrollmentBenefitsBenefits
Please choose an offer:
Open offerDefault offerAutomatic offerAlways avail. offer
Enrollment
SelectSelect
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal Number
Direct selection
Selection set
4487 Mrs Dana Moore
Open offer for
Status Enrollment periodFlex Credits
Flex Credit Plan 1Flex Credit Plan 2
Standard Dental PlanStandard Dental Plan
Medical Plan 1Mediacl Plan 2
Dental
Medical
01.01.1999-31.12.199901.01.1999-31.12.1999
01.01.1999-31.12.199901.01.1999-31.12.1999
14.07.1999-31.12.199901.01.1999-13.07.1999
Under Enrollment, you have to specify an offer type before you get the list of all plans offered for an employee.
As you enroll each employee, the system automatically presents only those plans for which the employee is eligible.
The system also calculates the cost of the plan options, which can vary for each employee.
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Enrollment Processing
Enrollment
4390 Mr Boris Kapinsky4391 Mr Mikio Oyana4392 Miss Winnie Chung4393 Mr Bahy Crhak4394 Dr Francesca Bertolini4395 Mr Pierre Canguihem4396 Miss Denise Carter4397 Dr Julie Palmer4398 Dr Nielsen Thor4399 Dr Miguel Santos4401 Mis Rose Salzar4402 Ms Marsha Bond4403 Mrs Sophie Thibideaux4404 Mr Kal Nilshids4405 Marie-France Cabrera4406 Ms Sarah Bartlett
Please choose an offer
Open offerInitial enrollmentDefault offerAutomatic offer
Direct selection Selection set
Personnel no
DNI 454-58-7611
Select
Enroll
Offer for
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
Suppl. LifeSupplemental Life insurance 02.09.1999 - 31.12.2000
SavingsStandard Savings 02.09.1999 - 31.12.2000Special Savings 02.09.1999 - 31.12.2000
Stock PurchaseAlternative Stock 02.09.1999 - 31.12.2000Standard Stock 02.09.1999 - 31.12.2000
Valid 02.09.1999 - 31.12.2000
Pers.no. 4401 Miss Rose SalzarPlan Fitness Center
Employee 11.00Employer 3.50
Option
Option Fitness Standard
Plan option
Costs UNI Semi-monthly
Your selected plan will be displayed where options and dependents can be selected.
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Enrollment Processing Continued
Enrollment
4390 Mr Boris Kapinsky4391 Mr Mikio Oyana4392 Miss Winnie Chung4393 Mr Bahy Crhak4394 Dr Francesca Bertolini4395 Mr Pierre Canguihem4396 Miss Denise Carter4397 Dr Julie Palmer4398 Dr Nielsen Thor4399 Dr Miguel Santos4401 Mis Rose Salzar4402 Ms Marsha Bond4403 Mrs Sophie Thibideaux4404 Mr Kal Nilshids4405 Marie-France Cabrera4406 Ms Sarah Bartlett
Direct selection Selection set
Personnel no
DNI 454-58-7611
Select
Enroll
Offer for
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
02.09.1999 - 31.12.200002.09.1999 - 31.12.2000
Suppl. LifeSupplemental Life insurance 02.09.1999 - 31.12.2000
SavingsStandard Savings 02.09.1999 - 31.12.2000Special Savings 02.09.1999 - 31.12.2000
Stock PurchaseAlternative Stock 02.09.1999 - 31.12.2000Standard Stock 02.09.1999 - 31.12.2000
Offer forAction Plan From To Add’l Info
Create Standard Dental 02.09.1999 31.12.2000
Create Standard Medical 02.09.1999 31.12.2000
Create Vision Plan 02.09.1999 31.12.2000
Create Standard Life Ins. 02.09.1999 31.12.2000
Create Standard Savings 02.09.1999 31.12.2000
Create Charity Welfare 02.09.1999 31.12.2000
Create Fitness Center 02.09.1999 31.12.2000
Create Alternative Stock Pur. 02.09.1999 31.12.2000
Execute enrollment
Enrollment completed successfully
Continue Confirmation
After you execute enrollment, a message will be displayed indicating whether or not your enrollment was successful.
(C) SAP AG HR050 5-14
© SAP AG 1999
Termination
Termination: Overview
SelectSelect
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal Number
Direct selection
Selection set
4487 Mrs Dana Moore
Termination for
Flex CreditsFlex Credit Plan 1
Dental
01.01.1999-31.12.1999
01.01.1999-31.12.1999
14.07.1999-31.12.1999
on 29.07.1999
Valid from
Standard Dental Plan
Life InsuranceStandard Life Insurance
Terminate on 29.07.1999
Terminate on 29.07.1999
Terminate on 30.11.1999
Action
Double-clickSelection date 30.11.1999
You receive a list of plans the employee is currently participating. The termination date proposed by the system depends on the termination rule set up in Customizing for each plan. You can overwrite this date.
(C) SAP AG HR050 5-15
© SAP AG 1999
Monitoring of Eligibility During Participation
Validity
Stop participation
Reason for ineligibility
Eligibility check 17.08.1999 10 Benefits Test Area 00004401 Miss Rose Salizar Medical for Singles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist 00004408 Mrs Iffat Patel Medical for Singles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist 00004409 Ms Elena Lopez Medical for Singles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist 00004456 Mr Matthias Funke Medical Plan 1 01.05.1998-31.12.9999 Employee 00004456 is not enrolled in all corequisite plans for MED 1 00004458 Daniela Seeber Standard Dental Plan 01.01.1999-31.121999 Employee 00004458 is not enrolled in all corequisite plans for DENT Medical Plan 1 01.01,1999-30.09.1999 Employee 00004458 is not enrolled in all corequisite plans for MED 1
Eligibility: Overview
Once employees are participating in plans, you can check that they continue to fulfill all eligibility criteria for the plans.
The system checks: Is the plan in program? Is eligibility rule fulfilled (e.g. waiting period, min. working time, min./max. age, zip code)? Are corequisites fulfilled?
(C) SAP AG HR050 5-16
© SAP AG 1999
Insurability
STATUS Option End of grace period Period Active plan exists
Insurability proven Stop participation
Insurability on 17.8.1999 99 Internation Simple 00004411 Chris Squire Alternative Life Insur… Coverage Level 1 Proven 01.10.1000-31.129999 00004412 Steve Howie Medical Plan 2 Option 2 09.05.999 01.01.2000-31.12.2000 Alternative Life Insura… Coverage Level 1 Proven 01.10.1999-31.12.9999 00004413 Rymond Bednar Alternative Life Insura,,, Coverage Level 1 Proven 01.10.1999-31.12.9999 00004414 Kevin Benson Alternative Life Insura... Coverage Level 1 Proven 01.10.1999-31.12.9999 00004415 Tyra Pearson Alternative Life Insura… Coverage Level 1 Proven
Insurability: Overview
Record is lockedActivePendingInsurability provenGrace period expiredInsurability not proven
Legend
Before employees can participate in some insurance and health plans, they must often provide Evidence of Insurability (EOI) such as a medical affidavit for proof of good health.
You can further manage EOI by terminating employee enrollments, when the employee has not provided EOI within the grace period.
(C) SAP AG HR050 5-17
© SAP AG 1999
Overview of Current Benefit Plans
General overview benefit plan data
SelectSelect
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal Number
Direct selection
Selection set
4487 Mrs Dana Moore
Display
01.01.1999-31.12.1999
14.07.1999-31.12.1999
on 29.07.1999
Flex Credit Plan 1 01.01.1999-31.12.1999
Standard Dental Plan
Plans Costs Master data Overview
Credit amount USD 66,67 Semi-monthly
Option1OptionDependent coverage Employee onlyEE pre-taxER credit
UNI 13,50 Semi-monthlyUNI 5,00 Semi-monthly
Standard Life Insurance
In the overview screen, you get a list of plans the employee is currently participating. Plan details like options, costs, coverage, contributions, credits, dependents and investments are also displayed.
(C) SAP AG HR050 5-18
© SAP AG 1999
Cost Summary
General overview benefit plan data
Maria Lobos4498
Display
4498 Maria Lobos on 17.08.1999
CostsPlans Master data Overview
Flex Credit Plan 1 01.10.1999 - 31.12.9999Credit amount UNI 150.00Monthly
Standard Dental Plan 06.05.1998 - 31.12.9999Option Option 1Dependent coverage Employee onlyEE post-tax UNI 8.00 Weekly
Standard Life Insurance 01.01.1999 - 31.12.9999 Option Coverage Level 1
Direct selection Selection set
This function gives you an overview of benefit enrollment costs. For each employee and plan, it provides the separate costs to the employer and the employee. The provider cost is not shown here.
(C) SAP AG HR050 5-19
© SAP AG 1999
Benefits: Unit Summary
The basic features of R/3 Benefits
The prerequisites for R/3 Benefits
The major steps of the enrollment process
List the main benefits processes
You are now able to describe:
© SAP AG
(C) SAP AG HR050 5-20
Exercises
Unit: Benefits Topic: Benefits enrollment
At the conclusion of this exercise, you will be able to:
• Change your role to HR Benefits Specialist
• Create the necessary master records to enroll an employee in benefits
• Enroll an employee in benefits
• Review an employees participation in the benefits plans
The Caliber A Bicycle has decided to implement a new benefits program for employees. Jose Vega will be able to choose from several benefit plans during the initial enrollment period.
1-1 Change your role to SAP_HR_BEN-SPECIALIST.
1-2 Update Jose Vega master records to be eligible for benefits.
1-2-1 Create a General Benefits Data infotype effective from the first of this month for Mr. Vega. He benefit area is 99. He is an exempt full time employee.
1-2-2 Create an Adjustment Reason for Mr. Vega to store the initial adjustment reason for enrollment.
Ν NOTE: The Adjustment Reasons infotype is dynamically initiated when the General benefits data is saved. Then the enrollment processing is dynamically initiated when the Adjustment Reasons infotype is saved.
1-3 Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
1-3-2 Enroll him and his spouse in the Medical plan 1.
1-4 Review the benefits data created in the enrollment process.
1-4-1 Review the Standard Dental Plan records for Mr. Vega.
1-4-2 Review the Medical plan 1 records for Mr. Vega.
1-5 Execute the Benefits Overview for Mr. Vega.
(C) SAP AG HR050 5-21
Solutions
Unit: Benefits Topic: Benefits Enrollment
1-1 Change your role to SAP_HR_BEN-SPECIALIST.
Select the Other menu button in the SAP Easy Access menu.
Select the Find icon.
Enter SAP_HR_BEN-SPECIALIST in the Find field.
Select the Find icon again.
Select the SAP_HR_BEN-SPECIALIST.
Select the Copy/Enter icon.
1-2 Update Jose Vega master records to be eligible for benefits.
1-2-1 Create a General Benefits Data infotype effective from the first of this month for Mr. Vega. He is in benefit area is 99. He is an exempt full time employee.
From the Favorites menu select: Maintain Master Data Enter personnel number 50992## in the Personnel no. field.
Select the Basic Personal data tab.
Select the entry for General Benefits Data.
Select the Create icon.
Enter the From date as the first of the current month.
Verify the following entries exist:
Benefit Area 99
1st Program grouping EXMT
2nd Program grouping FULL
Select the Save icon.
1-2-2 Create an Adjustment Reason for Mr. Vega to store the initial adjustment reason for enrollment.
Ν NOTE: The Adjustment Reasons infotype is dynamically initiated when the General benefits data is saved. Then the enrollment processing is dynamically initiated when the Adjustment Reasons infotype is saved. Select Initial enrollment in the Adjustment reason field.
Select Yes in the Deviation from end date pop-up box.
Select the Save icon.
(C) SAP AG HR050 5-22
(C) SAP AG HR050 5-23
1-3 Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Enrollment
Enter 50992## in the Personnel number field in the Direct selection group.
Select the Enter icon.
Select Initial enrollment in the Offer selection pop-up box.
Select the Choose icon.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
Double click on the Standard Dental Plan entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
1-3-2 Enroll him and his spouse in the Medical plan 1.
Double click on the Medical Plan 1 entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
Select the Enroll button.
Select the Execute enrollment button in the Confirmation of Selected Actions pop-up box.
Select the Continue button in the Enrollment pop-up box.
1-4 Review the benefits data created in the enrollment process.
1-4-1 Review the Standard Dental Plan records for Mr. Vega.
From the Favorites menu select: Maintain Master Data Enter personnel number 50992## in the Personnel no. field.
Enter Health Plans in the Direct selection – Infotype field.
Select the Display icon.
Review the Plan data for the Standard Dental plan.
1-4-2 Select the Next record icon and review the plan data for the Medical plan 1.
1-5 Execute the Benefits Overview for Mr. Vega.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Overview
Enter 50992## in the Personnel number filed in the Direct selection group.
Select the Enter icon.
Review the Overview tab.
(C) SAP AG HR050 5-24
© SAP AG 1999
Development and Training
Qualifications and Requirements
Career and Succession Planning
Training and Event Management
Development Plans
Appraisal Systems
Contents:
(C) SAP AG HR050 6-1
© SAP AG 1999
Development and Training: Unit Objectives
At the conclusion of this unit, you will be able to:
Create and use qualifications and requirements
Start career and succession planning scenarios
Carry out day-to-day business in Training andEvent Management
Create development plans
Create Appraisals
(C) SAP AG HR050 6-2
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 6-3
© SAP AG 1999
Development and Training: Business Scenario
Positions have certain requirements that must bemet, and employees have certain qualificationsand skills. These requirements and qualificationshave to be entered in the system so that theycan be compared (matched up) with each other. Employees can obtain additional qualificationsand in this way be trained for other positions. The performance of employees is appraisedregularly.Employees with qualification deficits can bebooked into business events (training courses)that provide the employees in question with thequalifications they require.Suitable development plans can be drawn upfor employees.
(C) SAP AG HR050 6-4
© SAP AG 1999
Qualifications and Requirements:Topic Objectives
At the conclusion of this topic, you will be able to:
Create new entries in the qualifications catalog
Define profiles
Report on profiles
Determine any need for further training
(C) SAP AG HR050 6-5
© SAP AG 1999
Personnel Development and Qualifying Actions
Position ofPosition of“Administrator”“Administrator”
Certificateof attendanceat Microsoft Word course
Position of Position of “Dept Manager”“Dept Manager”
SeminarSeminar
Microsoft Wordskills required?
AppraisalsAppraisals
Development PlansDevelopment Plans
Profile Matchup
Actual / target proficiency
Job Person
The Personnel Development component allows you to maximize the value that your employees provide to your company. You can plan and implement specific personnel and training measures to promote the professional development of your employees. You can also increase the job satisfaction of your employees by considering their preferences and suitability for their jobs. In this way, you can ensure that employees in all functional areas of your company are always qualified to the required standards.
The personnel development requirements of an organization are determined by comparing the current or future working requirements with the qualifications (and preferences) that your employees already have. The aim of a development measure can be specific (for example, an employee is to be transferred to a specific post), or more general (for example, ensuring that employees are sufficiently qualified to keep up with technical developments).
Qualifying actions (training courses, job rotation, etc.) can be grouped together into development plans (e.g. “trainee program for sales staff”). This is referred to as a general development plan because it applies to employees in general. These general development plans can be tailored to the needs of individual employees.
An employee's performance and behavior can be appraised. The results of such an appraisal can supply information for planning the employee's further career development.
(C) SAP AG HR050 6-6
© SAP AG 1999
Personnel Development Line Manager Role
SAP Easy Access
Favorites
Personnel management > Administration > HR Master Data
Activity group SAP_HR_LINEMANAGER_PD
For organizational unit
Personnel Development
Profile
Display
Change
Planning
Career
Succession
Individual development
Info system
Reports
Reporting tools
Settings
(C) SAP AG HR050 6-7
© SAP AG 1999
Planning for Organizational Unit
Administrator X is responsible Administrator X is responsible for org.unit “Purchasing”for org.unit “Purchasing”
Access automatically viaAccess automatically viathe appropriate org.unitthe appropriate org.unit
Relevant functionalityRelevant functionalityin Personnel Developmentin Personnel Development
Settings for Personnel DevelopmentSettings for Personnel Development
Gen. settingsPlan version 01 Current plan
…….
Structural accessOrg.unit 50000050Name Purchasing
The Planning for Organizational Unit function allows you to restrict your view to one organizational unit. You can access the relevant change, display, and reporting functions of Personnel Development directly.
You can specify a permanent default organizational unit in user parameter PEO. You can also specify one temporarily by making user specific settings in the Personnel Development menu. These user specific settings make data entry faster and more user friendly.
Other Personnel Development parameters: - PEH: Disregard depreciation meter PEM: Include essential requirements - PES: Include alternative quals POP: Plan version - PEO: Specify default org. unit BEG/END: Start and end date
If you do not change these user parameters, you can ensure that all of the data evaluations performed by one user have been performed using the same settings (and, consequently, that they can be compared with each other).
(C) SAP AG HR050 6-8
© SAP AG 1999
Qualifications / Requirements
RequirementsList of skills and experience required in order to be suitable for a job, position, task, or work center.
QualificationsList of skills that make an employee suitable for a job, position, task, or work center.
Profile Matchup
Qualification Requirement
Job Person
Qualifications can, for example, be assigned to employees and positions. However, if, for example, a qualification is assigned to a position, it is referred to as a “requirement.”
All qualifications (and requirements) are stored in a central catalog. In fact, qualifications and requirements are the same objects - they are referred to by different names to show how they are applied. This means that it is possible to compare an employee's qualifications against the requirements defined for a position.
(C) SAP AG HR050 6-9
© SAP AG 1999
Qualifications Catalog
BusinessEnglish
BusinessBusinessEnglishEnglish
French language skills
French French language skillslanguage skills Knowledge
of C++KnowledgeKnowledge
of C++of C++
Languageskills
LanguageLanguageskillsskills
Programminglanguages
ProgrammingProgramminglanguageslanguages
Englishlanguage skills
EnglishEnglishlanguage skillslanguage skills
TechnicalEnglish
Technical TechnicalEnglishEnglish
Knowledgeof C
KnowledgeKnowledgeof Cof C
Knowledgeof ABAP
KnowledgeKnowledgeof ABAPof ABAP
Qualifications
Qualification groupCatalogCatalogCatalog
100% alternative qualification
The qualifications catalog contains all the qualifications (object type Q) that are of interest to an organization. The qualifications catalog contains qualification groups and qualifications.
Qualification groups are used to structure the qualifications catalog. A qualification group can contain other qualification groups, and qualifications. Qualification groups have object type QK.
Qualifications can contain other qualifications. Qualifications are assigned to persons, jobs, positions, etc.
You can create your own quality scales so that you can record the proficiencies of qualifications. The user defines the number of entries on a scale, and the proficiency texts that you want to use.
You must assign a proficiency scale to every qualification group. This scale is then passed on (”inherited”) to the qualifications of the group in question.
You can assign one or more alternative qualifications to a qualification. The relationship that is created is bi-directional (if A is an alternative to B, then B is also an alternative to A). You can also specify the extent to which one qualification replaces another as a percentage value.
You can only define qualification A as an alternative to qualification B if both A and B use the same scales. (If they use different scales, then presumably they are so different that they could not be used as alternatives anyway). If qualifications have different scales, they cannot be compared against each other.
(C) SAP AG HR050 6-10
© SAP AG 1999
Internet Entry for Qualifications
General technical knowledgeArtifical intelligenceBusiness process technologyIndustrial skillsKnowledge of Inventory managementKnowledge of PC hardware techniqueKnowledge of electronicsKnowledge of MaterialsMSDS - TechnicianManufacturingMechanical skillsProduction of paints and car partsQuality managementSecurity requirements
Knowledge of computer scienceKnowledge of engineering
Business French language skills Native speaker
Business Process Technology Good
Knowl. Career and Succession Planning Poor
HR Personnel Admin. Functionality Adequate
Perceptive ability Poor
Skills Profile Navigation menu Start page Logon
Add Display pathHelp
(C) SAP AG HR050 6-11
© SAP AG 1999
Creating Profiles for Persons/Applicants…
A person has subprofilesA person hasA person has subprofiles subprofiles
PreferencesPotentialsQualifications Dislikes Appraisals where apprai...
T Object ID Description ID Proficiency Start date End date N… User name
Q 50000401 HR Management skills 3 Average 28.07.2000 31.12.9999 TRAININGQ 50000831 HR Personnel Admin.Func 4 Good 28.07.2000 31.12.9999 TRAININGQ 50000449 Independence and initiative 2 Adequate 28.07.2000 31.12.9999 TRAININGQ 50000189 Knowledge of Wordprocessing 3 Average 28.07.2000 31.12.9999 TRAININGQ 50000453 Leadewrship skills 3 Average 28.07.2000 31.12.9999 TRAINING
Who madelast change
Notes
Dev. Plan HistoryDevelopment Plan
You use a profile to store special information about a person. Every profile contains some standard information (such as name, date of birth, and so on), and a number of subprofiles (qualifications, potentials, for example).
The Qualifications subprofile is used to store information about a person's skills and abilities. You use the qualifications catalog to create this subprofile.
The Potentials subprofile is used to store forecasts regarding a person's suitability and development potential.
The Preferences subprofile is used to store information on how a person envisages his or her own professional development. The Dislikes subprofile is used for the same purpose.
(C) SAP AG HR050 6-12
© SAP AG 1999
Creating Profiles for Jobs/Positions
A position has requirementsA position has requirementsA position has requirements
Inherited
Requirements
Ability to organize and act 6 Invalid proficiency 01.01.1994 31.12.9999Description Stat.. ID Proficiency Ess Start date End date
HR Management skills 4 Good 28.07.2000
31.12.9999.
31.12.9999.
31.12.9999.
31.12.9999.
31.12.9999.
28.07.2000
28.07.2000
28.07.2000
28.07.2000
HR Personnel Admin. Functionality
Knowledge of Desktop publishing
Knowledge of general office activities
Knowledge of general office policies
Good
Average
Average
Average3
3
3
4
Q
Q
Q
Q
Q
Q
T ObjectD
50000442
50000401
50000831
50000315
50000313
50000316
The Requirements subprofile is used to store typical requirements (including type of requirement, and proficiency) for jobs, positions, and so on. You use the qualifications catalog to create this subprofile.
Essential requirements are requirements that are mandatory (that is, they must be met). You can use this as a criterion when you try to find suitable persons for a position, for example. In this case, the system will only select persons who fulfill all essential requirements.
The requirements of a job are passed on to the positions created by the job in Org. Management. Any additional requirements can then be defined specifically for the position.
(C) SAP AG HR050 6-13
© SAP AG 1999
Find Objects for Qualifications
For each objecttype, restrictselection furtherto specificobjects (forexample, thepersons in anorganizationalunit)
Restrictselection tospecific objecttypes
Selecting Qualifications:
Individually from thequalifications catalog
Transfer entirequalifications/requirements profiles
Combine both theabove options
The following can beselected for eachqualification:
Essential requirementflag
Proficiency required(individual value orvalue range)
Find Objects for Qualifications
Qualifications Restrict to object types Restrict further
Qualifications requiredName Essential reqt Option Proficiency Maximum
Average
Very good
Very good
Excellent
ExcellentGood
AdequateAdequateAdequate
Business Process TechnologyCommunicationGeneral Office AdministrationGeneral commercial educationHR Management skillsKnowledge of computer hardwareKnowledge of database systemsKnowledge of payroll accounting
Add qualificatios/requirements fromJob 50004051 HR developer
Key date 22.06.1999
You can use this evaluation to find objects (persons, applicants, companies, and so on) with specific qualifications. You can specify the exact proficiencies required for each qualification, and define criteria to restrict the search to fewer objects.
Use this evaluation if you want to: Find persons with specific qualifications Select applicants with the appropriate qualifications Identify companies or customers that fulfill specific criteria Identify members in a team in a specific organizational unit who would be suitable for a particular project
Identify employees in a personnel area who are overqualified or underqualified in certain respects The system outputs a list of objects that fulfill the selection criteria specified. For more information, refer to the SAP Library (Human Resources → PA Personnel Management → Personnel Development → Qualifications and Requirements → Finding Objects for Qualifications).
This evaluation is also used in the Recruitment component.
(C) SAP AG HR050 6-14
© SAP AG 1999
Profile Matchups
Persons, Applicants,Users, ... Job, Position, ...
RequirementsQualifications
Over/under-qualificationAlternative qualificationsGraphical displayFurther training proposalsQualification deficitsDevelopment Plans.......
Profile matchups allow you to compare qualifications and requirements with each other. You can include as many objects as you please in a profile matchup.
If you use the SAP Training and Event Management component, you can use the Generate training proposals function to have the system propose suitable training courses (business events) to rectify any qualification deficits that become apparent when you perform a profile matchup. You can make direct bookings onto these business events and development plans.
You can use the Qualification deficits only function to restrict the profile matchup results list to objects that have qualification deficits (that is, the qualification is lower than requirement or the qualification does not exist).
(C) SAP AG HR050 6-15
© SAP AG 1999
Profile Matchup: Example
2D view 3D view Groups Left Sel. Up Sel. Down Right First selection
Profiles Qualification QualificationQualification
Knowledge of multimediaVerbal, written communicative skills
Pace of workWillingness to assume responsibility
Independence and initiativeAdaptability
Leadership skills Business English language skills
Work conduct and general conductKnowledge in Wordprocessing/Winword
120
100
80
60
40
20
0 Helena Camino 00 asstKnowledge of multimediaWillingness to assumeresponsiblitLeadership skillsKnowledge in Wordprocessing/Windword
Pace of workAdaptabilityWork conduct and general conduct
Verbal, written comm, skillsIndepend. And InitiativesBus. Eng. Language skills
If different scales appear in a profile matchup, they are standardized so that they can be compared against each other.
The system also has a graphical display option for profile matchups.
(C) SAP AG HR050 6-16
© SAP AG 1999
Training Proposals for Qualification Deficits
Word forWindows
Requirements Qualifications BusinessEvents
Word
Desktop Desktop
Organization Organization
?
PrebookPrebookWord for Windows5/1 - 5/5
Word forWindows
BookBookWord for Windows6/11 - 6/15
Should a qualification deficit arise, you can have the system automatically propose a business event that will eliminate this deficit.
If a business event is available, you can book the person onto this event directly. If not, you can create prebookings to indicate that the person would like to attend a business event of this type.
Please note, you can also enroll an employee into a business event through a development plan.
(C) SAP AG HR050 6-17
© SAP AG 1999
Career and Succession Planning:Topic Objectives
At the conclusion of this topic, you will be able to:
Describe how careers are defined and structured
Work through career planning scenarios
Work through succession planning scenarios
(C) SAP AG HR050 6-18
© SAP AG 1999
Career Planning / Succession Planning
Career Planning is used to find a position within the organization that is suitable for a specific employee.
Succession Planning is used to find a suitable successor for a position within the organization.
Sometimes employees want to do something different and change their role in the company. In Career Planning, the system proposes the jobs that would be suitable for an employee. You can display positions also, and in this way find out if there is a requirement at present. Vacancies and staffing periods are listed for the positions.
If a position is vacant, a suitable successor will have to be found. Succession Planning proposes persons who might be suitable for the position.
(C) SAP AG HR050 6-19
© SAP AG 1999
Career and Succession Planning
PreferencesQualifications
DislikesCareer
DesignationsPotentials
Career Planning and
Succession Planning
Career planning and succession planning scenarios are based on the qualifications, preferences, potentials, careers, dislikes, and designations entered in the system. This information is stored in subprofiles.
Note: Career models (careers) can (but do not necessarily have to) be used for personnel development purposes.
(C) SAP AG HR050 6-20
© SAP AG 1999
Careers
CommercialcareerHead DepartmentHead Department
ManagerManager
AdministratorAdministrator
DepartmentDepartmentManagerManager
SalesSalesAssistantAssistant
MarketingMarketingEmployeeEmployee
Careers are generalized paths within an organizational structure (that is, they do not refer to specific persons). Careers represent the main personnel development paths within an organization, and can be used as a basis for implementing the Career and Succession Planning component.
A career contains a number of jobs and/or positions, and can extend across all of the organizational units in an organization. Careers are objects in their own right. There is no limit to the number of careers you can define within an organizational structure.
Careers are displayed and edited using SAP Network Graphics. Career items are organized so that the items lowest in the hierarchy appear at the bottom. Items from the same hierarchy level appear beside each other.
(C) SAP AG HR050 6-21
© SAP AG 1999
Training and Event Management:Topic Objectives
At the conclusion of this topic, you will be able to:
Carry out day-to-day business in Trainingand Event Management
Trigger correspondence
Discuss Knowledge Management component
Follow up business events
Perform a range of reporting options
(C) SAP AG HR050 6-22
© SAP AG 1999
Integration with Other Application Components
Time Management
Time Time ManagementManagement
Personnel DevelopmentPersonnel Personnel
DevelopmentDevelopment
MaterialsManagement
MaterialsMaterialsManagementManagement
SAP KnowledgeManagement
SAP KnowledgeManagement
PersonnelAdministration
PersonnelAdministration
Cost Accounting
Cost Cost AccountingAccounting
OrganizationalManagement
OrganizationalOrganizationalManagementManagement
Training and Event
Management
R/3 Appointment Calendar
R/3 Appointment R/3 Appointment CalendarCalendar
Sales and DistributionSales and Sales and
DistributionDistribution
Integration with other Application components enables direct and efficient exchange of data that can be further processed in Training and Event Management:
Organizational Management Organizational units can be booked as attendees and can organize business events
Personnel Administration Persons from the HR master data record can be booked as attendees or as instructors
Time Management Attendance records are stored and compatibility/availability checks can be carried out for internal attendees and instructors
Personnel Devealopment Qualifications can be checked and transferred; use of appraisal system Cost Accounting Attendance fees and instructor fees can be settled with Internal Activity Allocation
Sales and Distribution Attendance fees can be billed; customers and contact persons can be booked as attendee types
Materials Management Materials from the Material Master can be reserved as resources for business events; purchase requisitions and material reservations can be generated
Appointment calendar calendars of internal employees are automatically maintained for event attendance or instructor function
SAP Knowledge Warehouse Links to all Info objects in SAP Knowledge Warehouse (Training course materials, CBTs, etc.
(C) SAP AG HR050 6-23
© SAP AG 1999
Processes in Training and Event Management
Business Event Preparation:Create business event groupsCreate event environmentCreate business event types
Business Event Catalog:Plan business event dates
Reserve resourcesCreate business event datesPlan dates based on demand
Day-To-Day Activities:Attendance
bookprebookreplacerebookcancel
Correspondence
Recurring Activities:Business events
firmly book/cancellock/unlockfollow up
Carry out appraisalsCarry out billing and internal costallocation
The business event preparation phase is the prerequisite for all of the subsequent activities carried out in Training and Event Management. In this phase, you create data such as time schedules, locations, resources, and of course, the business event groups and types that form the basic framework for your business event catalog.
You then create your business event catalog: you schedule definite dates for events, you create events with or without resources, and you plan events based on the demand that exists for them.
Once you have created your business event catalog, you can carry out day-to-day activities for the events. You can make bookings for both internal and external attendees, prebook attendance, replace bookings, rebook and cancel attendance. The accompanying correspondence is available for output for each of the activities.
Recurring activities refers to activities that occur periodically such as firmly booking events, locking and unlocking events, cancellation and follow-up processing.
There is an extensive array of reports available for the various areas of Training and Event Management.
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Business Event Cycle in the Dynamic Menus
Billing/cost allocation:Business Event menu
Business event preparation:Master Data menu
Booking activities:Attendance menu
Follow-up processing:Business Event menu
Create business event catalog: Business Event menu andPlanning menu
Firmly book business event:Business Event menu
Reporting:Information menu
Reserve Resources:Resource Menu
This schematic illustration shows you which dynamic menu to choose to carry out the various functions and activities in Training and Event Management.
The user-friendly, intuitive interface of the dynamic menus, coupled with the extensive functions they contain, guarantee that you always retain the most up-to-date overview of your planning data and provide you with a clearly structured environment that makes data maintenance faster and more efficient.
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Business Event Planning
Holiday calendar
19981998
Reservation plan
Location
WalldorfSt
t
Demand determinationDemand determination Location and languageLocation and languagebased planningbased planning
Resource reservatonResource reservaton
DateDate proposals proposals
PlanPlan specifications specifications
You plan business events in the dynamic Planning menu. You use the Plan function when you want to create multiple event dates simultaneously based on the demand that exists for them. You can plan as many events as you want in a given time period. You can take account of various time-related conditions and resource availability.
The planning process comprises two steps: - Specification or determination of business event demand
Demand can be calculated automatically on the basis of the prebookings received for the event type to date, the bookings made the previous year, or the demand figures from the previous year‘s planning. Alternatively, you can specify demand manually.
- Planning business event dates The system determines a number of date proposals for the event you want to plan taking your calendar and resource specifications into account. In the event that resource requirements are not fully covered on the proposed dates, you can make manual adjustments to the reservation data. The reservation plan provides you with a clear overview of the reservation status of individual resources.
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Business Event Hierarchy
LanguageCourses
LanguageLanguageCoursesCourses
SpanishCoursesSpanishSpanishCoursesCourses
EnglishCoursesEnglishEnglishCoursesCourses
Beginner’sSpanish
Beginner’sBeginner’sSpanishSpanish
Advanced Spanish
10/18 - 10/21/00
Advanced Advanced SpanishSpanish
10/18 - 10/21/0010/18 - 10/21/00
Advanced Spanish
9/20 - 9/23/00
Advanced Advanced SpanishSpanish
9/20 - 9/23/009/20 - 9/23/00
Beginner’sSpanish
7/5 - 7/8/00
Beginner’sBeginner’sSpanishSpanish
7/5 - 7/8/007/5 - 7/8/00
Business event group
Business event type
Business eventAdvancedSpanish
AdvancedAdvancedSpanishSpanish
The business events on offer are organized into a hierarchical structure (the business event hierarchy) comprising business event groups and business event types.
A business event group is a coherent grouping together of business events types with similar characteristics. You can also combine several business event groups into a single business event group (in other words, business event groups can be structured hierarchically themselves).
A business event type is a generalized description of a business event. You do not define specific dates for a business event type. Business event types are assigned to business event groups.
A business event is a specific occurrence of a business event type on a specific date. A business event inherits all of the characteristics of the business event type in question.
Attendance bookings are made for specific business events.
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Menu Structure
07/05/1999 - 07/08/1999
English CoursesEnglish Courses
09/20/1999 - 09/23/1999
10/18/1999 - 10/21/1999
11/08/1999 - 11/11/1999
Beginner’s English
Advanced English
Advanced English
Advanced English
Advanced English
Advanced English
Business English
Technical English
Settings/viewsKeyAbbreviationAdditional infoSelection criteriaInitial access oroverall viewPeriodLanguage
Right Mouse Clickon Business Event
BookBook listDisplayAttendee ListCancellationsTime ScheduleResources LinkKnowledge Link
The data you create in your business event hierarchy is presented in a clearly structured way in the dynamic menus. For example, the display of a business event group includes the underlying event groups, event types, events, and attendees. At the level of the business event itself, the traffic light icon provides you with information on the availability of places.
By defining filters and selection criteria, you can regulate in more detail the information displayed. For example, you can specify a particular business event language, planned events only, or canceled events only.
Prerequisite: A structure comprising business event groups and types must exist.
By right mouse clicking on any object in the dynamic menu structure you access all functions that are possible for the respective object (see example for Business Event).
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Operating the Enhanced Search Function
1. Choose enhancedsearch function
3. Specify additionalsearch option(for business eventtypes, attendees and resources)
2. Choose object for which search is tobe performed
Dynamic Business Event Menu
Current plan 12.06.1999 - 13.09.1999 German
Economics
Common GroupIDES - Company TrainingIDES - LanguagesIDES - Management Training
Management techniquesCommunication classOrganization / planning
4. Search result:the dynamic menuis drilled down tothe object found
Business event group Business event type Business e...
Abbreviation Description Qualification Targ. group
Search stringImparts Presupposes
LEADERSHIP
You can initiate a search for any object that exists in the dynamic menu structure, such as event types, events, attendees, resources, and resource types (in the dynamic resource menu and the master data catalog), by choosing the “binoculars” icon in the menu bar.
It is not necessary that the structure is expanded for the search. There are additional search options for some objects:
In the case of business event types, you can search on the description and also search on the basis of objects related with the event type. You can for example search for a business event type by specifying a certain qualification imparted or presupposed by it (see slide). Similarly, you can specifiy the target audience to find the event type.
In the case of attendees, you can initiate an object type-specific search. For instance, you can search for customers that are booked for events.
In the case of resources, you can initiate an object type-specific search in the master data catalog. For example, you can search specifically for external instructors.
If the system finds multiple objects, it displays these for selection in a dialog box. Once you select an object from the list or if only one object is found in the search, the structure of the pertinent root object is expanded down to the respective object. The cursor is automatically positioned on this object and the line is highlighted.
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Day-To-Day Activities: Dynamic Attendance Menu
Book
Attendance
Cancel
Prebook
Rebook
Replace
The dynamic attendance menu enables you to use the functions associated with attendance bookings. In other words, you can use all of the functions for day-to-day attendance booking activities.
In the dynamic attendance menu you can: - Book attendances - Prebook attendances - Replace attendances - Rebook attendances - Cancel attendances - Book attendance lists
You can use functions in the attendance menu at the following three levels: At the business event type level, you can use the Prebook functions.. At the business event level, you can use the Book function. At the attendee level, you can use the Rebook attendance, Cancel, and Replace functions. You can also book at this level. If you do so, all of the dates that have been defined for the business event type are proposed - just like at the business event type level.
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Booking Attendances
199919991 3 4
5 6 7 8 10 1112 13 14 15 17 1819 20 21 22 24 2526 27 28 29
29
162330 31
Attendee Types
Bookings
Checks
PersonUserExternal person
ApplicantContact personCompany
Organizational unitCustomerInterested party
Take capacity into accountPrioritize
Availability (is the instructor already reservedfor another event?)Time conflicts (attendances/absences)Prerequisites (business event types,qualifications)
If you want to register attendees for a business event, you book these attendees for the business event. You can book individual attendees for the attendee types: person, user, external person, applicant and contact person (single bookings) or you can book group attendees for the attendee types: company, organizational unit, customer or interested party (group bookings).
You can book the different attendee types with different priorities, this is done using the booking priority. You can use the booking priority to control whether the booking is an essential booking, a normal booking or a waiting list booking. Once the optimum number of attendees (capacity) is reached, you can only make essential bookings. Once the maximum number of attendees is reached, you can only make waiting list bookings.
When you make a booking, a check is run to see whether an attendee is also an instructor on another course at the same time and, as a result, cannot attend the course. A check is also run to see if attendance of one course overlaps with attendance of another.
If integration with the Time Management component is active, the system checks if the person is available during the period in question. If the attendee being booked is an object of the type Person, the corresponding attendance records are written to Time Management.
If desired, a check can also be run to see whether the attendee has attended the prerequisite business events and/or attained the required qualifications to attend the event.
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Correspondence
Edit ready-to-print correspondenceNotify instructors and attendeesModify standard letters
Attendance confirmationProvisional acceptanceRejectionsetc.
Select output mediaPrinterInternetFaxScreenE-mailTelex
Correspondence history
The Correspondence function enables you to output various notifications to business event attendees. You can use a variety of output media such as printer, fax, screen, or e-mail. Correspondence can be triggered automatically when certain functions (for example, Book attendance or Cancel attendance) are executed. In Customizing, you define which output options should be used.
You can also trigger correspondence manually from the menu. You can trigger attendance-related correspondence from the Attendance menu (and, of course, from the main Training and Event Management menu). You can select the output medium on the data screen. On the screen that follows this, enter the business event for which the correspondence is to be displayed, and execute the function.
The correspondence history is created for all correspondence (and output) in connection with activities in SAP Training and Events that require notification. You can use this history to check what correspondence has been sent to which recipients for which activities. The history also records who triggered the correspondence output and when.
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Following Up Business Events
Transfer Qualifications
Qualifi-cations
Lisa Fischer
Goals
BusinessEnglish
Output confirmation ofattendance Attendance
ConfirmationBusiness English
forLisa Fischer
Delete attendance booking
BusinessEnglish10/02/9911/27/99
Booking
Lisa Fischer
Create business event type -attendee relationship
Lisa Fischer
BusinessEnglish
Attended eventsof type
Was attendedby
Complete AttendeeAppraisal
You can perform follow up activities once a business event has started. Prerequisites:
- The status of the business event must be “firmly booked” - The business event must not be canceled - The business event must not have a historical record flag (see below)
Follow-up activities include the following: - Transferring the skills imparted by a business event as qualifications to its attendees - Deleting all attendance bookings - Creating a relationship between the business event type and the attendee - Historically recording the business event - Printing attendance confirmations
Note: Which of these activities are performed will depend on the settings you have made in Customizing for the Procedure infotype (1030). You can maintain this infotype for each business event type.
Caution: Once a business event has been historically recorded, you cannot undo this. In other words, you cannot change business events if they have historical records!
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Attendance
Information Menu
EventsResources
ResourcereservationAvailable/reservedresources
…..
Attendee listTraining historyof an attendeeAttendance andsales statistics…..
Business eventscheduleBusiness eventbrochure
…..
You can access these reports in the Information menu:
The dynamic Information menu enables you to report on attendances, resources, and business events directly from any level of the structure.
The advantage of the dynamic Information menu is that you do not have to enter the selection data for the reports manually. The relevant data is taken directly from the structure.
If, for example, you want to find out the status of resource reservations for a particular business event, you simply position the cursor on the relevant event, and run the report Resource list per business event.
You can generate a business event brochure that contains all of the business events on offer, or you can create a brochure for specific business event groups or business event types. This business event brochure can then be exported to Microsoft Word.
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Interacting with the SAP Knowledge Warehouse
Webserver
Web interface
Front end
SAPKnowledgeWarehouse
Cache server
Training
Information
Service requests
Discussions
...
Knowledge content
DeliverySAP HR
This new infotype lets you create links from business events and business event types in Training and Event Management to all of the info objects contained in SAP's Knowledge Warehouse (Info Database Version 4). You can create links to SAP training materials, the complete online documentation, or the SAP Library.
This new link option means that you can, for example, now link a business event with the training materials used to teach it.
You can display the info object linked with events and event types from all of the Training and Event Management Employee Self-Service applications (List of Events, View Attendance, Book Attendance, and Cancel Attendance).
The Knowledge Link is an infotype that you can create for business event types and business events in Training and Event Management. See also Link (PE_80_060): Knowledge Link (Infotype 1062)
Knowledge link provides: Access to all info objects in SAP Knowledge Warehouse (documents, PowerPoint slides, graphics, videos, screencams, CBTs, hyperlinks ...)
Linking of all info objects with the respective business event type or business event Display of the info objects links in all TEM Employee Self-Service applications
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Displaying Knowledge Link in ESS
Start:
End:
Language:
Location:
22.07.1998
20.10.2000
English
All locations
Find
Expand all Close allIDES TrainingIDES - ManagementTrainingIDES - LanguagesCommon GroupIDES - Company Training
Business event types
Management techniques
EconomicsManagement tecCommunication cOrganization / pla
InfoStatus Bus. event5001356050014338
Related PersonnelManagement contents
© SAP AG
HR050HR050
Using the Knowledge Link infotype (1062) you can associate business events in Training and Event Management directly to related materials in the SAP Knowledge Warehouse.
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Development Plans: Topic Objectives
At the conclusion of this topic, you will be able to:
Describe how development plans are definedand structured
Create a development plan
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© SAP AG 1999
Development Plans: Possible Applications
Individual Plans
Job RotationFurther Training
Apprenticeship
Development plans play an important role in personnel planning. Development plans enable you to depict both generalized and individually tailored training programs. You can use development plans to plan and manage both short-term and long-term personnel development measures such as:
Trainee programs or apprenticeships - Employee training events such as training courses, seminars, workshops, etc. - On-the-job training, job rotation, etc. - Individual development plans
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Possible Development Plan Items
Business event type
Work center
Organizational Unit
Appraisals
Position
Job
Location
Development plans are created and stored in the development plan catalog. You can create generalized development plans which can then be used as a blueprint for creating measures within individual development plans. Every development plan contains several development measures (items) as well as information on the sequence in which these items should be passed through, how much time should be spent on one particular item, and so on.
Examples of development plan items: - Attending a business event - Staffing a position - Being deployed in an organizational unit - Spending time at a particular location
You can structure the catalog by defining development plan groups. A development plan group is a coherent grouping together of development plans with similar characteristics.
You use a graphical interface to create development plans. You can create an individual development plan for each employee, and add to this plan constantly. One way of doing this is to copy generalized development plans from the catalog, and then tailor these plans to individual employees.
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Development Plan: Example
2.Min: 1
1.
3.
ProductionDept
3 months
DevelopmentDept
3 months
MarketingDept
2 months
Trainee Program
Min. 1 = at least 1 item mandatory
Introductory Program2 days
Management Seminar1 month
Assistant Team Manager1 month
Development plan items can run in parallel to each other. You can specify the following information for an item:
- Its duration in years, months and days - Where the item occurs in the sequence - Whether the item is optional or mandatory
You can also specify that a specific number of items within the same step are mandatory without specifying precisely which ones (for example, at least one of the three items must be completed).
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Individual Development
Planning the individual development of an employee by using a general developmentplan as a model, and tailoring this model to the special needs of the employee
Adding items to theindividual plan bychoosing thefollowing from thegeneral plan:- All obligatory items- All items- Single items
The following canbe defined forevery item, and thecorrespondinggeneraldevelopment plan :- State- Validity- Notes
Individual Development Plan
Personnel no. 11 Name Ms Meri_Status ActiveEE group 1 Active employee Personnel ar ZNB1 U.S. SubsidiaryEE subgroup NS Salaried employee SSN 111 - 20 - 2435
Management TrainingCurrent 23.06.1999 29.11.1999
Item type Name State Start date End dateBus. Event typeBus. Event typeOrgan. UnitPositionAppraisal model
Manage. Tech.Commun. ClassProd. Mark.Dir. Of Corp Ser.Atten. App.
CompletedCompletedCurrentPlannedPlanned
23.06.1999 29.11.199923.06.1999 29.11.199923.06.1999 29.11.199923.06.1999 29.11.199923.06.1999 29.11.1999
Item selected
Step: 0 Duration: 0 Days 0 Months 0 Years
An individual development plan is used as an instrument for planning and managing the personnel development measures of an individual employee.
General development plans can be added to individual development plans to reflect the current requirements of employees. The Individual Development Plan screen is used to tailor general development plans to individual persons.
The general development plan is displayed as a graphic. You can insert items into the individual plan simply by double-clicking. Items already selected are flagged correspondingly in the graphic.
As of Release 4.6, appraisal models can also be included as development plan items. For more information, refer to the SAP Library (Human Resources → PA Personnel Management → Personnel Development → Development Plans → Individual Development Plans).
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Appraisal Systems: Topic Objectives
At the conclusion of this topic, you will be able to:
Describe the appraisal process and how appraisals are structured
Perform appraisals
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Appraisal Systems
360° feedbackappraisals
Formalized work evaluation
Appraisees
Appraisers
Surveys
Performanceappraisals
The Appraisal Systems component is a personnel development instrument that can be used to obtain information on the characteristics, behavioral traits and performance of members of your organization and form the basis for planning and making decisions that apply both to individuals, and to organizational members in general. Appraisals can also be used to monitor the success of human resource measures that have already been implemented. As a personnel development instrument, therefore, they can be used both to evaluate the past, and plan for the future. It is also possible to use the system to perform anonymous appraisals.
The Appraisal Systems component provides you with functionality for defining appraisal systems, and for planning, performing and analyzing appraisals. An appraisal system is a self contained process which enables you to make formal and standardized employee evaluations in a business context using one or more templates (appraisal models). This gives greater objectivity in the employee evaluation process. Examples of appraisal systems you can map in the Appraisal Systems component include:
- 360° feedback appraisals: appraisals that draw on diverse sources (supervisor, peers, and self-appraisals)
- Performance appraisals: appraisal of an individual employee - Formalized work evaluation: certificates of employment, for example - Surveys and questionnaires: employee opinion polls, for example
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Subprofiles for Appraisals
BezeichnungName Status Proficiency Start
English
ABAP
Fluent
Very good
01.01.1990
01.0119.90
PreferencesDislikes Appraisals Appraisals held
PersonPerson is appraisee
Person is appraiser
The appraisals that a person has held, and the appraisals to which a person was subjected can be viewed in the person’s profile.
The Appraisals where appraisee subprofile is used to store appraisals where the person was the appraisee, whereas the Appraisals subprofile is used to store appraisals where the person played the role of appraiser.
You can also use these subprofiles to create new appraisals, and edit existing ones.
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Individual Appraisals
Appraisal isprepared andconducted onone screen
Prepareappraisal
Conductappraisal
Prepare Appraisal - Perdormance Appraisal 99/1
Individual appraisalSupervisor (Appraisal)Employee (Appraisal)Period appraised
Performance Appraisal 99/1 In preparation000000120000000701.01.1999
Dorrit VerhoeffGiacomo Buttone
to 28.06.1999 Created on 28.06.1999
More appraisersMore appraisers
Name Weighting Evaluation Rating text =weighting* Note
0,000
0,0000,0000,0000,0000,0000,0000,0000,000
0,000
46A Test Individual Appraisal1-6 Month Performance Review1.1 Budgeting1.2 Communication Skills1.3 Initiative1.4 Leadership Ability1.5 Organisational Skills
2. Qualifications (Testing for Transfer)2.1 Sales psychology skills2.2 Strategic Planning
1,001,001,001,001,001,001,00
1,001,001,00
You can now prepare and conduct individual appraisals on a single screen. This, together with the user-specific settings for appraisals (see Personnel Development → Personnel Development (General) → User-Specific Settings), means that you can now work through appraisals much faster and with greater ease.
By choosing the More appraisers and More appraisees pushbuttons, you can execute additional functions such as Create more appraisers/appraisees, Change object type, Anonymous appraisers, and so on.
During the preparation phase of an appraisal, the upper section of the screen is active. As has been the case up to now, the preparation of the appraisal can be saved, changed again, and closed.
When the appraisal is actually being held, the lower section of the screen is active. For more information, refer to the SAP Library (Human Resources → PA Personnel Management → Personnel Development → Appraisal Systems → Appraisal Creation).
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Appraisals Catalog
Catalog 01/01/1900 - 12/31/9999
360° feedback appraisal Approach to workAttitude toward othersPotential for development
Performance appraisalApproach to work
Attitude toward other
Team appraisal
Amount of workOrganizationIndependenceAbility to cope
Team spiritCommunication skillsSocial skillsPersuasiveness
Appraisal model
Criteria group
Criteria
Appraisal models are managed in the appraisals catalog, which is a hierarchical tree-like structure. The following objects are stored in the appraisals catalog:
- Appraisal models - Criteria groups - Criteria
An appraisal model is a set of criteria and, if applicable, criteria groups. It is used as a basis for creating real-life appraisals.
Criteria are the characteristics that are to be appraised as part of the appraisal. Criteria can be grouped together into so-called criteria groups Qualifications can be appraisal criteria.
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The Appraisal Process
Prepareappraisal
Completeappraisal
Performappraisal
Propose data fromprevious appraisal
Preparationcompleted
Appraisal performed
Ideally, the appraisal process is a cyclical process that can be mapped using statuses. As a user, you will only be able to identify this process by the way the user interface is designed: 1. Preparation of appraisal
The first step in the process involves preparing the appraisal. At this point, you define planning data such as the period to be appraised, and the objects involved in the appraisal. As a basis for planning, you can have the system propose data from an appraisal that has already been completed. When you complete your preparations, this takes you to the next step in the process.
2. Holding of appraisal This is where the appraisee is given ratings. The date on which the appraisal is held is recorded. You can store text notes for each individual appraisal element. When you have held the appraisal, this takes you to the third step in the process.
3. Completion of appraisal This involves saving the appraisal with an historical record so that it can no longer be changed.
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ABAP List Viewer Output
New reporting options:Find objects with no appraisalFind objects with no appraisal, and allexisting appraisalsFind appraisals whose status isApproved and Rejected
Reporting Options for Appraisals
Reporting Options for Appraisals
Evaluate appraisalsAppraisal model AllPeriod appraised 01.01.1900 - 24.06.1999Appraisers AllANDAppraisees Lothar Loewe Anne Albert Mathias Schonecker Gerd StummAppraisal Without appraisal All appraisals Individual and overall appraisals Appraisers Appraisers Status Appraisal Type of Appraisal Start date End date
Appraisal modelFurther Selection criteria
Period appraisedCreation period
Objects involvedAppraiserPerson
AppraiseePerson
ANDOR
01.01.1900 24.06.1999
00001984 Anne Albert
Without appraisal Display existingAppraisal status
In preparationCompleted
In processApproved Rejected
Indiv. Andmultisource appraisals
Subappraisals
Reporting Options for Appraisals
You can restrict your evaluation to objects that have not been appraisees or appraisers, or you can evaluate objects with and without appraisals at the same time.
Objects can also have the status Without appraisal. This status always refers to a specific data selection period, and is never ambiguous - that is, a given object has either been an appraisee (perhaps several times), an appraiser, or neither).
You can also display any appraisals that already exist. This means, for example, that you can determine who has already been appraised, who has been an appraiser, who has been neither, and what the appraisals in question are (if there are any).
The evaluation for appraisals also contains two new selection criteria based on the appraisal statuses Approved and Rejected. See: Personnel Development → Workflow → Approval of Appraisals.
For more information on the reporting options available for appraisals, refer to the SAP Library (Human Resources → PA Personnel Management → Personnel Development → Appraisal Systems → Appraisal Evaluations).
The results of the evaluation are output via the ABAP List Viewer. No further editing options can be accessed directly from the output list. For more information on editing appraisals, refer to Personnel Development → Appraisal Systems → Editing Appraisals.
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Development and Training: Unit Summary
Create and use qualifications and requirements
Start career and succession planning scenarios
Carry out day-to-day business inTraining and Event Management
Create development plans
Perform appraisals
You are now be able to:
© SAP AG
(C) SAP AG HR050 6-49
Exercises
Unit: Personnel Development and Training Management
Topic: Qualifications and Requirements
At the conclusion of this exercise, you will be able to:
• Change your role to the Line-Manager Personnel Development
• Edit the qualification catalog
0 Create a qualification profile for a person
1 Update the profile for a position
2 Run a profile matchup and view graphically
• Book an employee into a training event to remove a deficiency identified in the profile matchup
You enter the qualifications/requirements in the qualifications catalog. Positions have requirements, whereas persons have qualifications. You store this information in qualification profiles and requirement profiles. You can then carry out profile matchups.
1-1 Change your role to SAP_HR_LINEMANAGER_PD_AG.
1-2 Create the following qualification groups and qualifications in the qualifications catalog:
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
1-2-2 Qualification group: PC skills ##, Yes/No scale
1-2-3 Qualification: Italian ##
1-2-4 Qualification: Spanish ##
1-2-5 Qualification: MS Word ##, depreciation meter value: 3 years
1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years
1-3 In Personnel Development, create a qualification profile for employee Jose Vega (50992##) using the Search term option to locate the appropriate qualifications. Assign the qualifications to Mr. Vega as of the beginning of the current year:
1-3-1 Multimedia skills, proficiency Good
1-3-2 Desktop Publishing skills, proficiency Average
1-3-3 Adaptability, proficiency Average (C) SAP AG HR050 6-50
(C) SAP AG HR050 6-51
1-3-4 Willingness to assume responsibility, proficiency Good
1-3-5 Ability to work independently, proficiency Good
1-3-6 SAP skills ##, proficiency Yes
1-3-7 Italian ##, proficiency Fluent
1-4 Mr. Vega holds the position ##-Administrator in the ##-Administration department. In addition to the requirements inherited from the corresponding job, define the following requirements for the position.
1-4-1 Requirement: SAP skills ##, proficiency Yes
1-4-2 Requirement: Italian ##, proficiency Fluent
1-5 Match up the profile of Jose Vega and the position ##-Administrator (in the ##-Administration department) and generate a training proposal for him.
1-5-1 View the matchup graphically.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the Communication class occurring in two months.
Exercises
Unit: Personnel Development and Training Management
Topic: Career and Succession Planning
At the conclusion of this exercise, you will be able to:
• Run career planning for an employee
• Find a suitable success for a position
In the Caliber A Bicycle company, employees are promoted based on their skills according to their career model. Evaluate the positions available for Mr. Vega based on his qualification. Find a successor Mr. Vega’s current position.
2-1 Use career planning to determine which positions within the organization that Mr. Vega has qualifications for as of the beginning of the current month.
2-2 Use succession planning to determine who has the qualifications to fulfill the ##-Administrator position if Mr. Vega transfers to a new position.
(C) SAP AG HR050 6-52
Exercises
Unit: Personnel Development and Training Management
Topic: Training and Event Management
At the conclusion of this exercise, you will be able to:
• Change your role to the Training and Development Specialist
• Prebook an employee into a business event
• Evaluate an employee’s training history
You book an employee into business events to eliminate this person’s qualification deficits. You also book the employee into business events as a personnel development measure. Later, you can examine history of training for employees.
3-1 Change your role to SAP_HR_TRAINDEV_SPECIALIST.
3-2 Use the Attendance menu to make bookings and pre-bookings.
3-2-1 Book Mr. Vega in the Organization / planning business event occurring in two months. The business event is part of IDES - Management Training.
3-2-2 Pre-book Mr. Vega into the HR seminar business event. The business event is part of Various Business Events at the company.
3-3 Use the Information system Attendance reports to identify all of the training courses Mr. Michael Maier (personnel number 1900) has ever been booked into by executing the Attendee training history report.
(C) SAP AG HR050 6-53
Exercises
Unit: Personnel Development and Training Management
Topic: Development Plans
At the conclusion of this exercise, you will be able to:
• Provide sample of development plan items
• Create a development plan for an employee
The professional development of an employee is planned during a meeting between the employee in question and his or her supervisor. Twice a year, the Caliber A Bicycle Company reviews (or establishes) development plans to setup employee trainee programs.
4-1 List several different type of items that might be found in a development plan for an employee.
___________________________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
4-2 Create an individual development plan for Jose Vega for the Trainee Program Administration model development plan starting on the first day of the current month.
4-2-1 Transfer all mandatory items associated with the model development plan to his individual development plan and indicate that they are planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
(C) SAP AG HR050 6-54
Exercises
Unit: Personnel Development and Training Management
Topic: Appraisal Systems
At the conclusion of this exercise, you will be able to:
• Conduct an appraisal for an employee
At the Caliber A Bicycle Company, the performance appraisal of an employee completed by his/her colleagues.
5-1 Helena Camino is preparing the appraisal for Jose Vega using the appraisal type Appraisal (HR050).
5-2 Perform the appraisal for Jose Vega.
5-3 Complete the appraisal for Jose Vega.
5-4 Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal by Manager (HR Classes) and the status complete.
(C) SAP AG HR050 6-55
Solutions
Unit: Personnel Development and Training Management
Topic: Qualifications and Requirements
1-1 Change your role to SAP_HR_LINEMANAGER_PD_AG.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_LINEMANAGER_PD_AG in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_LINEMANAGER_PD_AG.
1-1-6 Select the Copy/Enter icon.
1-2 Create the following qualification groups and qualifications in the qualifications catalog:
Activity group SAP_HR_LINEMANAGER_PD_AG → Change Qualifications Catalog Select the Create icon.
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
Enter Languages Group ## and select Language scale (1-4) in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Create icon in the Change qualification catalog pop-up box.
1-2-2 Qualification group: PC skills ##, Yes/No scale
Enter PC skills ## and select Yes/No scale in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-2-3 Qualification: Italian ##
Select Languages Group ## and select the Create icon.
Select Qualification in the Create pop-up box.
Select the Transfer/Enter icon.
Enter Italian ## and select the Save icon.
1-2-4 Qualification: Spanish ##
Select the Create icon.
Enter Spanish ## and select the Save icon.
Select the Cancel icon in the Change qualification catalog pop-up box.
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1-2-5 Qualification: MS Word ##, depreciation meter value: 3 years
Select PC skills ## and select the Create icon.
Select Qualification in the Create pop-up box.
Select the Transfer/Enter icon.
Enter MS Word ## and select the Addit. data tab and enter 3 in the Depreciation meter years field.
Select the Save icon.
1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years
Select the Create icon.
Enter SAP skills ## and select the Addit. data tab and enter 2 in the Depreciation meter years field.
Select the Save icon.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-3 In Personnel Development, create a qualification profile for employee Jose Vega using the Search term option to locate the appropriate qualifications. Mr. Assign the qualifications to Mr. Vega as of the beginning of the current year:
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development → Profile → Change
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega (50992##) in the Person field and the first day of the current year in the Key date field.
Select the Execute icon.
Select the Qualification tab, then select the Create icon.
1-3-1 Multimedia skills, proficiency Good
Select the S: Search term tab and enter Multi in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Knowledge of Multimedia in the Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-2 Desktop Publishing skills, proficiency Average
Select the Create icon.
Select the S: Search term tab and enter Desk in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Desktop Publishing Skills in the Qualification pop-up box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-3 Adaptability, proficiency Average
Select the Create icon.
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Select the S: Search term tab and enter Adapt in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Adaptability in the Qualification pop-up box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-4 Willingness to assume responsibility, proficiency Good
Select the Create icon.
Select the S: Search term tab and enter Respon in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Willingness to assume responsibility in the Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-5 Ability to work independently, proficiency Good
Select the Create icon.
Select the S: Search term tab and enter Independ in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Ability to work independently in the Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-6 SAP skills ##, proficiency Yes
Select the Create icon.
Select the S: Search term tab and enter SAP in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification pop-up box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-3-7 Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Italian ## in the Qualification pop-up box and select Copy/Enter icon.
Enter Fluent Spoken and Written in the Proficiency field.
Select the Save icon.
1-4 Mr. Vega holds the position ##-Administrator in the ##-Administration department. In addition to the requirements inherited from the corresponding job, define the following requirements for the position.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development → Profile → Change
(C) SAP AG HR050 6-59
Use the drop down menu to select Position if necessary.
Enter the position for ##-Administrator in the Position field and the first day of the current year in the Key date field.
Select the Execute icon.
Select the Requirements tab, then select the Create icon.
1-4-1 Requirement: SAP skills ##, proficiency Yes
Select the Create icon.
Select the S: Search term tab and enter SAP in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification pop-up box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-4-2 Requirement: Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in the Search string field in the Restrict Value range pop-up box.
Select the check box for the qualification Italian ## in the Qualification pop-up box and select Copy/Enter icon.
Enter Fluent Spoken and Written in the Proficiency field.
Select the Save icon.
1-5 Match up the profile of Jose Vega and the position ##-Administrator (in the ##-Administration department) and generate a training proposal for him.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development → Info system → Reports → Profile matchup
Enter the personnel number for Jose Vega in Person field and the ##-Administrator in ##-Administration department in the Position field.
Select the Generate training proposal indicator.
Select the Execute icon.
1-5-1 View the matchup graphically.
Select the Graphic icon.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the Communication class occurring in two months.
Select the Training proposal icon for the Communication class.
Select a class that is available in two months.
Select the Book button.
Solutions
Unit: Personnel Development and Qualifying Actions
Topic: Career and Succession Planning
2-2 Use career planning to determine which positions within the organization that Mr. Vega has qualifications for as of the beginning of the current month.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development → Planning → Career
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field and the first day of the current month in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
2-3 Use succession planning to determine who has the qualifications to fulfill the ##-Administrator position if Mr. Vega transfers to a new position.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development → Planning → Succession
Use the drop down menu to select Position if necessary.
Enter the ##-Administrator in the Position field and the first day of the current month in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
(C) SAP AG HR050 6-60
Solutions
Unit: Personnel Development and Qualifying Actions
Topic: Training and Event Management
3-1 Change your role to SAP_HR_TRAINDEV_SPECIALIST.
3-1-1 Select the Other menu button in the SAP Easy Access menu.
3-1-2 Select the Find icon.
3-1-3 Enter SAP_HR_TRAINDEV_SPECIALIST in the Find field.
3-1-4 Select the Find icon again.
3-1-5 Select the SAP_HR_TRAINDEV_SPECIALIST.
3-1-6 Select the Copy/Enter icon.
3-2 Use the Attendance menu to make bookings and pre-bookings.
3-2-1 Book Mr. Vega in the Organization / planning business event.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event Management → Attendance → Attendance menu
Expand the business event group called IDES Management Training and the business event type Organization and Planning so that the business event is displayed.
Position your cursor on a business event of the type Organization and Planning that is to be held in two months and use the right mouse button to select Book.
In the Book Attendance Data pop-up box, enter Jose Vega’s personnel number (50992##) in the Person field.
Save your entries by selecting the Book attendance icon.
Acknowledge the message “Attendance booked” by selecting Enter.
In the Book Attendance Data pop-up box, select the Cancel icon.
3-2-2 Pre-book Mr. Vega into the HR seminar business event.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event Management → Attendance → Attendance menu
Expand the business event group called Common Group → Various Business Events so the business event types are displayed.
Position your cursor on a business event of the type HR Seminar and use the right mouse button to select Prebook.
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In the Prebook Attendance Data pop-up box, enter Jose Vega’s personnel number (50992##) in the Person field.
Save your entries by selecting the Prebook icon.
Acknowledge the message “Attendee has been prebooked for business event type” by selecting Enter.
In the Prebook Attendance Data pop-up box, select the Cancel icon.
3-3 Execute the Attendee training history report for Michael Maier (personnel number 1900).
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event Management → Info system → Reports → Attendance → Attendee’s training history
Enter 1900 in the Attendee field.
Select the Execute icon.
Solutions
Unit: Personnel Development and Qualifying Actions
Topic: Development Plans
4-1 Sample of development plan items include:
Attending a business event
Staffing a position
Being deployed in an organizational unit
Spending time at a particular location
4-2 Create an individual development plan for Jose Vega for the Trainee Program Administration model development plan starting on the first day of the current month.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Personnel Development → Planning → Individual development
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field, select the Trainee Program Administration (50014923) in the Model Development Plan field and the first day of the current month in the Planning start date field.
Select the Change icon.
4-2-1 Transfer all mandatory items associated with the model development plan to his individual development plan and indicate that they are planned.
Select the Transfer Mandatory items button.
Set the status for mandatory item Economics as Planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
Set the status for item Organization / planning as Planned.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
Set the status for item Communication class as Completed.
Select the Save icon.
(C) SAP AG HR050 6-63
Solutions
Unit: Personnel Development and Qualifying Actions
Topic: Appraisal Systems
5-1 Prepare the appraisal for Jose Vega by Helena Camino.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Personnel Development → Settings → User Specific
5-1-1 Confirm that the Plan version is the Current Plan and that the Reporting period begins with the first day of the current month and ends with December 31, 9999.
5-1-2 In the Appraisals portion of the screen, make sure Appraiser and Appraisee are both set to Person.
5-1-3 Click the Permanent button.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Appraisal system → Appraisals → Create
Select the Appraisal by Manager (HR Classes) in the Appraisal model pop-up box.
5-1-4 Select Helena Camino (50991##) in the Manager (Appraiser) field.
5-1-5 Enter employee Jose Vega (50992##) in the Employee (Appraisee) field.
5-2 Perform the appraisal for Jose Vega. Note: If you receive a message "unable to transfer data" change the default date to begin in the current year (2000)
5-2-1 Select the Perform icon.
5-2-2 In the screen that appears next, enter ratings of your choice for the criteria and criteria groups. Use the Possible entries function to do this.
5-3 Complete the appraisal for Jose Vega.
5-3-1 Select Complete. Go back to the general planning screen for your organizational unit by selecting the Back icon.
5-4 Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal (HR050) and the status complete.
5-4-1 Select the appraisal model Appraisal (HR050).
5-4-2 Set the Object Type buttons to Person, and enter Helena Camino (50991##) as the Appraiser and Jose Vega (50992##) as the Appraisee.
5-4-3 Enter any other selection criteria of your choice and the appraisal status Completed.
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5-4-4 Select Perform.
© SAP AG 1999
Compensation Management
Compensation Management Functionality
Job Pricing
Salary Surveys
Budgeting
Components of Compensation Process
Compensation Administration
Long Term Incentives
Contents:
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At the end of this unit, you will be able to:
Describe the main Compensation Managementfunctions
Display a budget structure
Describe the components that make up thecompensation process
Describe how the components of thecompensation process fit together
Compensation Management: Unit Objectives
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Compensation Management: Business Scenario
The Executive Board has decided to increase thesalary budget for the coming financial year.
The Compensation Manager creates budgets forthe individual departments to ensure that thedepartment heads keep to the budget allocated.
The department heads can determine the awardincreases at the employee level during the salaryreview.
Long-term incentives can also be awarded.
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Compensation Line Manager Role
SAP Easy Access
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_COMP
Compensation management
Administration
Adjustments menu
Compensation Guideline
Long-term incentives
Job Pricing
Pay Scale Changes
Budgeting
Information system
Environment
Compensation roles can include the Compensation Line Manager, the Compensation Specialist or a Human Resource Administrative Clerk
A line manager may work in any area of the company. Typical tasks for the line manager would include budgeting, compensation administration, reporting and evaluating compensation related data.
The compensation specialist develops and directs the implementation of compensation programs, such as salary and bonus programs as well as long-term incentives. The compensation specialist has his/her own user menu that contains the tasks that he/she typically performs.
The Administrative Clerk performs all types of administrative tasks and data entry. The compensation data typically covered in their user role would include maintaining personnel records, maintaining compensation data, performing pay scale changes and running compensation related reports.
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Components in Compensation Management
Payroll
OrganizationalManagement
Compensation Management
PersonnelAdministrationWho?
- which department- which jobs, positions
What?- Salary- Bonus
Personnel Development
Appraisal results
Workflow
- Approvals
- ActivationHow
- Mass Maintenance
- Individual Maintenance
Compensation Management uses information from different Human Resources components. Budgeting and compensation administration is performed for organizational units as well as for employees.
Compensation Management reads the employee's salary data from the Personnel Administration component. This data is changed as a result of compensation administration. The Compensation Management component can update the Basic Pay (0008) and the Additional Payments (0015) infotypes.
The changes made to an employee’s pay data are available in the Payroll component. Compensation Management can also use information stored in the Appraisal System (Personnel Development) so that you can award performance-based compensation adjustments.
Workflow can be used to support the approval and activation process for compensation adjustments.
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The Main Areas of Compensation Management
Job PricingJob Pricing
BudgetingBudgeting
CompensationAdministrationCompensationAdministration
BUBU
BUBU
OO
OO
BUBU OO
BUBU OO
BUBU
BUBU
OO
OO
The Compensation Management component controls and administers your organization's compensation policies. This component provides a centralized view of the compensation policies as well as a control mechanism to administer these policies. You can also use it to perform compensation planning and budgeting and to perform decentralized compensation administration.
Compensation Management is made up of different areas Within Compensation Management, you can perform job pricing. Here you can store results from external job evaluation systems and market surveys. You can use these results to generate salary structures that you can then assign to the jobs and positions in your organization. You can also use these results to determine the internal worth of your jobs and positions and to see whether your salaries are competitive.
You can assign evaluation points to your jobs and positions and use this data for reporting purposes. Budgeting is used to plan and control how much is spent for compensation adjustments. Budgets are assigned to organizational units. You can create budgets both centrally and decentrally. You can roll up your budgets over the organizational units.
Compensation Administration is used to distribute salary increases, shares, etc. to individual employees according to guidelines that reflect a company’s compensation policy.
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Job Evaluation Results
Job evaluation Results (infotype 1050)
Link to a job or a position
Subtypes for multiple evaluation systems
Points determine relative worth of each job/position
Benchmark job indicator
The Job Evaluation Infotype stores the results of job evaluation for all the jobs within a particular job evaluation program.
You can link job evaluation details to a job or a position. You can use Subtypes to differentiate among job evaluation programs such as a Hay Evaluation program and an In-house program.
You can specify the relative worth of a job/position using points You can allocate the job/position to a specific grade. You can specify that the job/position is a benchmark job. You can link your salary structures to your jobs/positions using the Planned Compensation infotype (1005). The details for Basic Pay will default from this infotype when you assign an employee to a job or a position.
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Generating Salary Structures
Survey data
Organization‘scompensation
policy
Jobs
Positions
Grades
Levels
Salary structure
You can use the job pricing functionality to generate salary structures. To do this, you can, for example, use survey data. Simply link your jobs or positions to the market value of a similar job listed in the survey using the Salary Survey Results (1051) infotype. You can then use this information to build your salary structures which are stored in a table.
You can depict your compensation policy in the R/3 System, by assigning a planned compensation type to your jobs and positions (via the Planned Compensation (1005) infotype) in this infotype, you can assign your jobs and positions to a salary structure.
You can store job evaluation results in the Job Evaluation Results (1050) infotype for jobs and positions. You can store the results from different job evaluation systems and use evaluation points to determine the relative value of your jobs and positions. You can also group your jobs and positions into evaluation groups. You can define certain jobs and positions as benchmark jobs.
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Salary Survey Results
Salary Survey Results (infotype 1051)
Link to a job or position
Identifies external market values
Subtypes for multiple salary surveys
The Salary Survey Results infotype stores the results of your salary surveys You can link salary survey results to jobs or positions Use Subtypes to store the results of multiple salary surveys, such as a Local salary survey and a National salary survey.
You can store the average base salary and the average basic bonus for every job within a salary survey.
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Budgeting
Budget/Planned
Compensation/Actuals
UNI 400000 UNI 320000
BUBU
BUBU
OO
OO
BUBU OO
BUBU OO
BUBU
BUBU
OO
OO
Budgeting provides the basis for Compensation Administration
Budgets finance organizational units
Actual costs can be compared to budgeted costs
The budget structure is a hierarchical structure
Create budget structure analogous to organizational structure
Link to financed objects (organizational units)
Budgeting provides the basis for Compensation Management because the Compensation Management component uses the budget values created for the organizational units. You can use these values to determine compensation adjustments (for example, salary increases, bonuses, etc.) for the employees whose compensation is under review. If you exceed the amount allocated in the budget, you get an error or a warning message.
Budgets define the total amount of funds available to finance an organizational unit. Budgeting has a roll-up feature that allows you to use a bottom-up process to submit the budget and a top-down process to approve the budget.
You can create budgets in a hierarchical structure. You can create this structure analogous to your organizational structure.
The Budgeting component has two display options that you can use when you display and change your budgets:
Budget Distribution View Displays the budget structures. You can only work with the budget objects in this view.
Financing View Displays the budget structure and the corresponding organizational structure. In this view, you can assign financed objects to the budgets and determine what the budget units finance.
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The Budgeting Process
BUBU
BUBU
OO
OO
BUBU OO
BUBU OO
BUBU
BUBU
OO
OO
Create budget (planned)
Change budgetCreate relationships between budgets
Relationships between budgets andfinanced objects
Revalue budgets
Roll up budgets
Check budgets
Release budgets (CompensationAdministration can only use budgetsthat have been released)
Process Flow of the Budgeting Process To be able to see which budgets are subordinate and which budget is the root budget, you need to create a budget structure. You can also use the structure to determine which budgets finance which other budgets. You can generate your budget structure from your organizational structure.
You can copy both the relationships and the values. You can also extend the validity of a budget..You can either enter amounts or quantities for the individual budgets or you can enter the amounts/quantities for the subordinated budgets and then use the roll up function. If you decide to use the roll up function, that is the bottom-up process for budget planning, the system calculates what the superior budgets need to finance the subordinate budgets.
You can now change the amounts by an absolute amount or a a percentage or both. When you run the consistency check, the system checks to see whether the budget amounts assigned to the superior budgets and the root budget is sufficient to fund the subordinate budgets.
If there is a deficit, the system displays an error log. You can correct the errors directly from the error log.
When you have finished working through the error log and have rerun the consistency check to make sure that your budget structure is now consistent, you can release your budget structure. The Compensation Administration component can now use these budgets.
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Components of the Compensation Process
Adjustment Eligibility Rules
Adjustment Reason
Budget Type
CompensationCategory
GuidelinesCompensationArea
CompensationComponent
Basic PayBasic Pay(IT 0008)(IT 0008)
Additional Additional PaymentsPayments(IT 0015)(IT 0015)
Long Term Long Term IncentivesIncentives(IT 0382)(IT 0382)
An adjustment reason determines why compensation is being planned and administered. The adjustment is the actual change in compensation (for example, salary increase). An adjustment reason can be linked to one or several adjustments. For example, the adjustment reason Salary Review could be linked to the adjustments Bonus and Performance-based salary increase.
You can assign eligibility rules to the adjustment reason (for example, to determine who is eligible) and a budget type (specifies what type of budget it is).
You assign the following to adjustments: - Compensation area (for example, a country or an organizational grouping) - Compensation component (types of compensation such as bonus, base pay) - Category (fixed, variable) - Guidelines (calculation methods used to calculate the adjustment. Guidelines can be based on fixed
amounts, percentages or you can use a matrix of up to three dimensions). - Which infotype is to be updated as a result of compensation administration.
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Compensation Management: Infotypes
CompensationCategories Infotype
Fixed Basic Pay (IT 0008)
Basic Pay(IT 0008)
Compensation Adjustments (IT 0380)
Variable
All
AdditionalPayments(IT 0015)
Long-termIncentives(IT 0382)
When you activate an adjustment, the system creates new infotype records for the employees that received adjustments to their compensation. Which infotype records are created depends on the compensation component:
Adjustments that are fixed create a new Basic Pay (0008) infotype record. Adjustments that are variable create either a Basic Pay (0008), an Additional Payments (0015) infotype record, or Long-term incentives (00382).
The system creates a Compensation Adjustment (0380) infotype record per adjustment for each employee. This infotype contains information on the adjustment and the compensation received.
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Compensation Adjustment Details
Validity date of adjustment
How the effective date for the award is calculated
Calculation data depends on compensationadjustment
Calculation base
Guideline - optional
When you define a compensation adjustment you specify the validity date of the adjustment, how the effective date for the award is calculated, what wage types and guidelines are used in the calculation and what results are produced.
The effective date of the award can be based on a fixed date, such as 01 January; anniversary date such as Date of entry or Date of birth; or user-defined for other criteria.
When you specify how the award is to be calculated you specify the wage type that is to be used as the calculation base.
The wage type which is used as the calculation base can consist of one wage type or more than one wage type. For example you may want to award your employees a percentage bonus based on the 2 wage types Salary and Location allowance.
You can specify if a guideline is to be used to calculate the result (optional). If the compensation adjustment is variable or stock you specify the calculation result. This is the wage type that is created as a result of the award. This wage type is also displayed in the Compensation adjustment infotype (0380) .
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Compensation Adjustment Guidelines
Guidelines determine how compensationaward is calculated
Three types of guidelinesFixed
1, 2 or 3 dimensional matrix
User-defined
5% 400 UNI 100
- Grade- Performance- Length of service
External Criteria
Guidelines are used by the system either to determine how a compensation award is to be calculated or to set limits on calculation results.
There are three predefined guideline types: Fixed, Matrix and User-defined. Fixed guidelines determine the average value that is to affect the employee. This could be a monetary amount, a percentage or a number. The value can be used as a default and as a check limit during the compensation administration process. As it is only a guideline the value can be changed by managers and other users administering the compensation adjustments.
Matrix guidelines use a one, two or three-dimensional matrix to establish how the award is to be calculated based on one criterion, two criteria or three criteria. For example a merit award could be based on the two criteria of employee performance appraisal results and employee grade.
User-defined guidelines allow the customer to use other criteria when determining the award amount. For example, the award could be based on external system data.
Guidelines are optional.
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- 1 dimension- 2 dimensions- 3 dimensions
Matrix Dimensions
Maintain MatrixMaintain Matrix
Entry Values Calculation variants
Validity PeriodFrom 01.01.1998 to 31.12.9999
Steps in Steps in matrixmatrixmaintenancemaintenance
Matrix Guidelines
Multidimensional guidelines allow the calculation of salary adjustments based on different criteria (maximum 3 criteria).
Criteria delivered with the standard R/3 release: - Length of service - Position in the salary grade - Performance appraisal results - Age
User-defined methods are allowed. Error control and monitoring are flexible Calculation of individual salary adjustments are based on multiple criteria
Example: 1.An employee who is with the company for less than 6 months and who has a performance result of more than 80 points will get a merit increase of 3%.
2.An employee who is with the company for more than 6 but less than 12 months and has also a performance result of more than 80 points will get a merit increase of 4%.
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Maintenance of Matrix Guideline
Matrix Dimensions
Maintain MatrixMaintain Matrix
Entry Values Calculation variants
Matrix dimension 1
Matrix dimension 2
Matrix dimension 3
Performance
Seniority
Compa-ratio
Points
Months
Percent
Matrix Dimensions
Maintain MatrixMaintain Matrix
Entry Values Calculation variants
Adj. by difference
Absolute adjustment
Total amount adjustment
Other
Setting up a matrix guideline requires the following steps: Specify administrative matrix data: compensation area, name, validity period Assign matrix dimensions Specify the possible entry values (single values or ranges) Specify the calculation variant Define dimension segments Maintain matrix values
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Sample 3-Dimension Matrix: Rules for bonus adjustment
5 possible appraisal results (x) 4 possible l.o.s.( x) 3 possible compa-ratios= 60 possible bonus combinations
Performance Appraisal Results
ExcellentAbove AverageAverageBelow AveragePoor
Length of ServiceLength of Service
0-2 years0-2 years3-5 years3-5 years5-10 years5-10 years10+ years10+ years
Compa-ratioCompa-ratio
Below midpointBelow midpointEqual to midpointEqual to midpointAbove midpointAbove midpoint
Maintenance of Matrix Dimension Segments
In order to establish a matrix guideline, segments have to be defined for each dimension.
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Matrix Guidelines
Guidelines for employee who:1. was rated “Very Good” on a performance appraisal2. has been with the company for 1 year3. is at the midpoint of the job’s salary range
ExcellentPoor Average Very goodLOS Compa-ratio Default amountDimension 20-2 years0-2 years0-2 years3-5 years3-5 years3-5 years6-10 years6-10 years6-10 years
Dimension 3belowat midpointabovebelowat midpointabovebelowat midpointabove
150.00140.00130.00200.00190.00180.00240.00230.00220.00
10+ years below 270.00
After all the dimension segments are determined by the user, a default compensation amount/percent for every possible combination of dimensions must be assigned.
The defaults can be overwritten--you configure the conditional warning that the default is overwritten.
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Eligibility Rules and Groups
A rule specifies the criteria for employee participationin a compensation adjustment. Each rule uses criteriasuch as:
Hire date or length of service
Number of hours worked
Other: pay scale, pay grade, job, salary,performance
User-defined
Eligibility groups further define eligibility criteria withinan eligibility rule.
Bonus
RuleRule
Bonus
GroupGroup
Executive
CriteriaCriteria
06 month service
12 month service
When you create a compensation adjustment such as a merit increase, you can then specify who qualifies to participate in the adjustment. If everyone in your company qualifies for the adjustment you do not need to set up any qualifying rules.
If the compensation adjustment specifies qualifying criteria such as 3 months service you need to set up a rule.
Qualifying criteria includes data such as hire date or length of service, number of hours worked and ranges for pay scale, pay grade, job, salary and performance details.
For individual employees for whom you make an exception concerning qualifying criteria, you can use the Compensation: employee eligibility infotype (0381). For example you may overlook the 3 months length of service for some new employees.
You can use eligibility groups if you have differing criteria for some groups of employees. For example to qualify for a bonus let us suppose that everyone must have 12 months service, with the exception of Executive employees who only need to have 6 months service. In this case you set up 2 rules, one for the group Executive and one for the rest of the company.
When you define a group you use a feature to link the group to your employees. You can use the organizational assignment details such as employee subgroup.
You can also employ user-defined criteria with a user exit.
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Compensation Administration
Compensation Adjustment via Org. Structure: Budget OverviewCompensation Adjustment via Org. Structure: Budget Overview
Adjustment reason Adjustment Budget Already distributedOrganizational unit
Salary review
Fixed increase
Human Resources
Personnel Administration
Corporate Services
1000000
50000
20000
30000
48000
28000
10000
10000
Adjustment Selection Adjustment reason
Salary review
Fixed increase
Org. structure
To start compensation administration, choose an adjustment reason and the adjustments. Then choose the organizational unit that you want to process and that already has a budget assigned to it.
The system displays a tree structure. The adjustment reason, the adjustments, the organizational units, the budget, and, if relevant, the budget amounts already distributed are displayed in the tree structure using different colors.
You can choose the organizational unit from the tree structure to start compensation administration.
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Compensation Administration Entry Screen
Three Methods of Selecting Employees for Compensation Administration
Processor View OrganizationalUnit
Ad Hoc Query
On the initial compensation administration screen you have multiple ways to generate the list of employees for compensation administration.
The Processor View This method allows you to either select the employees in the organizational unit(s) for which you are responsible. In this case, you probably hold the chief position in this organizational unit. Alternatively, you can use this method to select employees belonging to other organizational units, that is, an organizational unit from a structure in which you do not appear.
Organizational Unit This method allows you to select one or more organizational unit(s) directly by simply entering the name or identifier of the organizational unit.
Ad Hoc Query This method allows you to select employees or organizational units using other selection criteria, for example, you may want to generate a list of all employees belonging to a particular payroll area, or employee subgroup.
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Compensation for Employees
PersNo.
0022190
0022320
0042329
Name
Eric Wong
Rosa Lee
Helga Martin
Position Supervisor
Rivero
Rivero
Rivero
….
….
….
….
Annual salary
5400
5200
5400
New salary
5650
5600
5700
Apply guidelines
Change directly
Change by a percentage
Adjustment Fixed Increase: Employee ListAdjustment Fixed Increase: Employee List
Maintaining Compensation Once you have chosen an organizational unit, the system displays the employees in that organizational unit. The department head does not appear in the list as he/she can only distribute the budget for his/her employees and not for himself/herself.
On this overview screen, you can select employees and maintain their compensation. You can apply guidelines if you defined them when you configured your system. In addition to this, you can increase the pay data by a percentage. Finally, you can maintain the individual compensation adjustments directly for each employee.
Adjustments go through an approval process. Once you have maintained the compensation adjustments for the employees that you are responsible for, you must submit these proposals so that they can be approved and activated. When the adjustments are activated, the system updates the employees' master data records.
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Employee Information
Maintain Compensation Adjustment
Name Anja Mueller
EE Group 1 Active employee Per area 1300 Frankfurt
EE Subgroup DS Executive empl.. Cost center 2100
Organizational data Salary data Adjustments to historical data Job data
Superior
Name Alexander Nitzsche
Area assignment
Country grouping Germany
Compensation area 01
Organizational assignment
Organizational unit Human Resources
Job Director
Position Director of Human Resources
Cost Center Human Resources
Compensation administrators and managers have information at their fingertips regarding: Organizational assignment Salary data and history Salary Survey data and Job Evaluation results appraisal results
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Data Maintenance in Excel Display
File Edit V iew I nsert Format E x tras D ata W indow ?
Table 1
Maintain Compensation AdjustmentsChange by percentage
Z12533 11.11
Planning period 2000Time unit annually
Annual Compensation Review
Name Status Calculation base Merit Increase Merit Increase Merit A(UNI) Amount (UNI) Percentage rate Amoun
Alex Mundschenk Planned 156,000.00 6240.00 4.00Christine Bock Planned 94,800.00 3792.00 4.00Sharon Armstrong Planned 54,000.00 2160.00 4.00
8400.00 2.672.76
Percentage exceeds upper limit of Merit increase %
The Excel spreadsheet looks like this. For detailed information on the individual fields in the Excel spreadsheet, see the R/3 library. You generate a list of employees and have start the mass maintenance tools by clicking on the Excel icon located under the list of employees.
The system loads an Excel spreadsheet into the R/3 window that contains the employees, budget data, calculation data, etc.
You are ready to award these employees compensation adjustments. To do this, proceed as follows: Apply the guidelines or increase the amounts by percentages (optional) Enter the adjustment amount or percentage for each employee per adjustment type. Choose refresh to update the data in the Excel spreadsheet, for example, so that you can see how much budget you have left.
If you are happy with your adjustments, choose the Back icon to upload the data back into the R/3 system.
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Workflow for Approval and Activation Process
Manager Department Head
Submits adjustments
• Rejects adjustments
• Changes adjustments
• Resubmits adjustments
• Approves adjustments
• Activates adjustments
•
Basic approval workflow for compensation administration process: Example The manager of an organizational unit plans the adjustments for his employees. Using workflow, he sends this list to the department head (the holder of the chief position) of the superior organizational unit.
The department head receives the proposed adjustments for approval. If she approves them, the adjustments are sent to the personnel administrator for activation. If the submitted adjustments are rejected they are sent back to the manager
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Long- term Incentives
Long-term incentiveadministration
Granting
Exercising
Expiring / forfeiting
Canceling
Life events
Long-term incentives can be distributed to your employees. The Compensation Management's Long-term Incentives (LTI) functionality allows you to: Grant awards/options Define vesting rules and schedules Exercise options Perform canceling and forfeiting Let awards/options expire Process life events
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You can now:
© SAP AG
Compensation Management: Unit Summary
Describe the main Compensation Managementfunctions
Display a budget structure
Describe the components that make up thecompensation process
Describe how the components of thecompensation process fit together.
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Exercises
Unit: Compensation Topic: Compensation Administration
At the conclusion of this exercise, you will be able to:
• Change your role to Compensation Specialist
• Create a budget
• Administer a bonus and performance award
• Review awards
The department head has decided to award the members of their department with a bonus and performance increase for all of their hard work.
As the compensation specialist, you will need create budgets, and administer/review the awards granted to the ##-Administration department..
1-1 Change your role to SAP_HR_COMP-SPECIALIST.
1-2 Give the ## Administration a 1999 Bonus budget. Release the budget for distribution.
1-3 Create another budget for a 1999 Merit budgets. Release the budget for distribution.
1-4 Perform a bonus adjustment and a performance adjustment for the ##-Administration department. Submit, approve and activate the adjustments.
1-5 Review the benefits data created in the enrollment process.
1-5-1 Review the Basic Pay records for Mr. Vega.
1-5-2 Review the Additional Payments records for Mr. Vega.
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Solutions
Unit: Compensation Topic: Compensation Administration
1-1 Change your role to SAP_HR_COMP-SPECIALIST.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_COMP-SPECIALIST in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_COMP-SPECIALIST.
1-1-6 Select the Copy/Enter icon.
1-2 Give the ## Administration a 1999 Bonus budget.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management → Budgeting → Structure → Create
1-2-1 Create a new budget for Bonus
Select Budget type Bonus Budget
Select Budget period name 1999
For the Budget unit abbreviation, enter ## Admin
For the Budget unit name, enter ## Administration Bonus
Select the Display option Budget Distribution
Select the Create Icon
1-2-2 Give your budget UNI to distribute
Place your cursor on the 0.00 under the label Total Budget
Select the overwrite budget icon
In the new budget amount, enter 15000, and select Save
1-2-3 Assign your budget to your organizational unit
From the menu, select Goto → Financing
Place your cursor on your budget
Select the icon for Assign financed units
From the pop-up, select your organizational unit ## Admin
Select Continue / Enter
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Select your budget, and from the menu, select Budget structure → Set status → Released
In the confirmation, select Yes.
Exit
1-3 Create another budget for a 1999 Merit budgets.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management → Budgeting → Structure → Create
1-3-1 Create a new budget
Select Budget Type Merit Budget
Select Budget period name 1999
For the Budget unit abbreviation, enter ## Admin
For the Budget unit name, enter ## Administration Merit
Select the Display option Budget Distribution
Select the Create Icon
1-3-2 Give your budget UNI to distribute
Place your cursor on the 0.00 under the label Total Budget
Select the Overwrite budget icon
In the new budget amount, enter 15000, and select Save
1-3-3 Assign your budget to your organizational unit
From the menu, select Goto → Financing
Place your cursor on your budget
Select the icon for Assign financed units
From the pop-up, select your organizational unit ## Admin
Select Continue / Enter
1-3-4 Release your budget for distribution
Select your budget, and from the menu, select Budget structure → Set status → Released
In the confirmation, select Yes.
Exit
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1-4 Perform a bonus adjustment and a performance adjustment for the ##-Administration department.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management → Administration → Adjustments menu
Enter the Planning period for 1999, HR Class Compensation Review in the Reason field and leave the Type field blank.
Select employees using the Organization unit of the ##-Administration.
Select the Perform Compensation adjustments icon.
1-4-1 Apply the bonus
Select Bonus Plan in the Detail data for adjustment types section.
Select all employees in the organization unit in the Employee section.
Select the apply guidelines icon.
1-4-2 Give the ##-Administration department a performance increase for 1999 performance.
Select Performance Increase in the Detail data for adjustment types section.
Select all employees in the organization unit in the Employee section.
Select the Change by percentage button.
Enter 5 in the Percent rate field in the Define default: Input pop-up box and select Continue/Enter.
Acknowledge the message “Percentage increase carried out” by selecting Enter.
Select the Save icon.
1-4-3 Submit, approve and release the compensation adjustments (for the sake of the exercise, we will process the adjustments quickly through the statuses. In the workplace, this would be a slower step-by step process)
From the menu, select Adjustment → Set status → Submit
From the menu, select Adjustment → Set status → Approve
From the menu, select Adjustment → Set status → Activate
1-5 Review the data created in the compensation process.
1-5-1 Review the Basic Pay records for Mr. Vega.
From the Favorites menu select: Maintain Master Data
Enter personnel number 50992## in the Personnel no. field.
Select the Gross / Net payroll tab.
Select the entry for Basic Pay.
Select the Display icon.
Review the data and select the Back icon.
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1-5-2 Review the Additional Payments records for Mr. Vega.
Select the Gross / Net payroll tab.
Select the entry for Additional Payments.
Select the Display icon.
Review the data and select the Back icon.
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Personnel Development
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Time Administrator Role
Time Recording Administrator This administrator performs daily time-related tasks concerning employees, including entering and maintaining time date, performing attendance checks, and processing messages from time evaluation.
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Absence Type: Leave
Pers. no. 0021903Valid 06/10/1999 To 06/20/1999Absence type XXXXAbsence hours 50.00Absence days 7.00Calendar days 11.00Quota used 7.00
Leave
days
Create
Absence Quotas
Infotype 2006- 7 days
Entitlement15 days
Entitlement15 days
The absence type Leave is a subtype of the Absences infotype (2001). Absence hours and absence days are calculated on the basis of an employee’s personal work schedule. The calendar days are the number of days between the start and end date in the leave record. The quota used is the number of days or hours deducted from an employee‘s leave entitlement. Note: You can only save this absence type if there is sufficient quota available. You can determine leave entitlement for all employees at once using the report RPTQTA00 (Generating Absence Quotas).
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Workflow: Leave Request
AdministratorEmployee Superior
• Submits leave request
• Rejects request
• Changes request
• Receives notification
• Approves request • Checks,corrects, andapprovesrequest
• Checks andrejects request
• Receives notificationof unsuccessful posting
Enter leave request: Employee submits a leave request using the company intranet. Approve or reject leave request: Employee’s superior receives a work item via the intranet. He or she can approve or reject the leave request: Leave request was rejected: Employee receives an e-mail informing him or her that the request was rejected. By processing the work item, he or she can change or delete the leave request. If the request is changed, the approval process is triggered again.
Leave request was approved: An absence record (infotype 2001) is created in the background with the approved data.
Absence record cannot be posted: The administrator receives a work item for error handling in the R/3 System. The administrator checks the situation – if the error can be corrected, he or she approves the leave request; if the absence cannot be posted, he or she rejects the leave request.
Confirmation: The person who submitted the request is informed via the intranet whether the leave request was approved or rejected. The superior is informed if the leave request was rejected.
For more information, see the SAP Library: Basis → Business Management (BC-BMT) → SAP Business Workflow (BC-BMT-WFM) → Reference Documentation → BC- Workflow Scenarios in Applications → SAP Business Workflow → PA - Personnel Management: Workflow Scenarios → Edit Leave Request
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Overtime
Different Payment
PremiumPay scale group/levelExtra pay...
Cost Assignment
Cost center Order...
Overtime is defined as any hours that an employee works over and above the planned working time defined in his or her daily work schedule. You can record overtime hours in the Overtime (2005) or Attendances (2002) infotypes.
You only record overtime hours in the Overtime infotype (2005) if you record deviations from the work schedule exclusively. You can record overtime for one or several days and overtime breaks in this infotype. For records spanning more than one day, you can define whether the record may be assigned to the previous day using the previous day indicator.
You can determine whether overtime is payed or compensated with time in lieu by specifying the overtime compensation type in the Attendances (2002) and Overtime (2005) infotypes.
You can use a subsequent screen to enter a different payment (premium, different pay scale group, and so on) for overtime recorded, as for attendances. On another screen, you can enter an account assignment for the overtime reflecting the cost center, if this is different to the master cost center, or the order.
If you have R/3 Time Recording implemented, overtime is calculated automatically from the full actual times. In R/3 Time Evaluation, you can process different types of overtime calculation (daily, weekly) and approval (for individual employees, dependent on work schedule, general).
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Change Annual Calendar
Pers. no. 0021903 Denise Smith
January H H H H H
FebruaryMarch K K
AprilMay. . .
Year
Change Monthly Calendar
Pers. no. 0021903 Denise Smith
Monday
. . .
Month
Tuesday Wednesday...Flex **** FlexH A VMA AK K K
Annual Calendars and Monthly Calendars
In the calendar overview screen, you can display and maintain an employee‘s time data. The annual calendar provides an overview of all absences and attendances for a 12-month period.
- Each day is represented by a one-character input field - Attendances and absences are represented by a one-character identification code (abbreviation) - If the codes are ambiguous (if you use different leave types, for example), the system requires you
to specify the subtype. The monthly calendar provides an overview of all time infotypes for an employee for one month. It displays the daily work schedules assigned via work scheduling and, if necessary, any exceptions to them. The monthly calendar enables you to maintain other time infotypes in addition to attendances and absences. You can branch to the list entry screen and choose the appropriate identification code for attendances and absences, as for the annual calendar.
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Week
Weekly Calendar
Maintain weekly calendar
Monday09/13/99
8.002.55.5
Tuesday09/14/99
8.000.08.0
Wednesday09/15/99
8.000.08.0
Thursday09/16/99
8.000.08.0
...
Standard Rec. hrs Rem. hrs
EndStart09/13/99 09/13/99
Hrs2.5
Frm11:00
To14:00
An./Abw.ABCD Dr’s appt
Att./abs.Type Cost center0021903
If you want to record absence and attendance information in more detail than the annual and monthly calendars allow, you can use the weekly calendar screen. You can enter different account assignments for the attendances and absences recorded on a weekly basis.
The overview displays the standard hours defined in the daily work schedule. If required, you can also display recorded hours, and attendance or absence hours.
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Time Recording for Multiple Persons
Flexible selectionof employees
Flexible selectionof time data entries
Planned working time
Actuals: attendances, absences
Premiums, additional hours
Message log
In many industries, employees planned and actual working times can fluctuate, making it necessary for working times to be recorded manually. A time administrator can enter this for employees if employees do not do this themselves via a subsystem.
In order to respond to this need, the report RPTENT00, includes a new data entry screen which allows Time Recording for Multiple Persons and Infotypes. You can use this report to record and correct the following types of time data (infotypes) for several persons on the same screen:
- Absences in Absence infotype (2001), including quota deductions. - Attendances in Attendance infotype (2002) - Substitutions in Substitutions infotype (2003) - Employee Remuneration Info in the EE Remuneration Info infotype (2010) - Control data for time evaluation and time transfer specifications in the Time Transfer Specifications
infotype (2012).
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DateTimeTime event typeDay assignmentAtt./abs. reasonTerminal IDOrigin
04/01/xxxx8:00P10 Clock-in= Time
Evaluation
Different Payment
Cost Assignment
Time Recording Terminals
Time Events Infotype (2011)
If an employee records his or her actual times at a time recording system, you can view the recorded time events in the Time Events infotype (2011).
You can use the Time Events infotype (2011) to enter or correct time events that were not uploaded or that were incorrectly uploaded to the SAP R/3 System. You can use list entry to enter several time events for one personnel number at the same time.
The infotype contains information on the origin of the record (whether it was recorded manually or by a subsystem) and on the terminal ID, for instance. The infotype can also store information on a different payment (premium, different pay scale group, and so on) or a different cost center. The information can either be entered manually or by a time recording system.
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EI Pers. no.
00012350
Name
Helena Cabrera
Day
11.01.1999
Message
Employee at work although OFF
Clock-out cannot be delimitedFrank Weber00021903
Error Handling
Time Management Pool
11.01.1999
Correction required
Maintain time event
Time Management Pool: Error Handling
Error handling displays all the messages from the last time evaluation run and all information from earlier evaluations that has yet to be confirmed. You can restrict the employee selection according to the Time Recording administrator.
Various messages are displayed, each highlighted in a different color depending on whether they are: - Errors that cause time evaluation to terminate, for example, missing time postings - Errors that do not cause time evaluation to terminate but set the recalculation date to the day with
errors, for example, if the working time was not finished when time evaluation was run - Information relating to situations of note, for example, core time violations - Notes (not highlighted) do not require postprocessing, for example, core time violations
Messages that have already been processed are flagged by an editing indicator. The messages can be saved together or deleted individually.
You can branch to the document view by selecting a line. As in the overview list, you can create or correct time infotype records, access the employee’s daily work schedule, and so on.
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Determining Proposals
1. All requirements with jobs, employee timeis equal to requirements time
Only persons without any assignment on this dayOnly requirements without any assignment on this dayOnly persons without any attendances/absences on this day
SequenceSequence
2. All requirements with jobs, employee timeis greater than or equal to requirements time
3. All requirements without jobs, employee timeis equal to requirements time
4. All requirements without jobs, employee timeis greater than or equal to requirements time
Different criteria is used to determine proposals. In the Settings menu, you can specify individual priorities for your planning.
Note: By using an SAP enhancement, you can also define the parameterization of priorities.
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At the conclusion of this topic, you will be able to:
Explain the concept of Incentive Wages
Incentive Wages: Topic Objectives
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Incentive Wages: Overview (1)
Premium WagesPremium Wages
Performance-Based Compensation
Group Incentive WagesGroup Incentive Wages
Individual Incentive WagesIndividual Incentive Wages
TimeWagesTime
Wages
Piecework WagesPiecework Wages
%
R/3 Incentive Wages allows you to easily enter, maintain, and evaluate data pertaining to the performance-based compensation of your employees.
“Incentive Wages” is a generic term used for the following remuneration categories: - In time wages, compensation is measured by the actual time expended. The amount of work
completed during that time is not taken into account. - Piecework wages are instituted to create an incentive for the employee. Employees can influence
the total amount of their compensation by the number of items produced. - In premium wages, employees influence the total amount of their compensation by achieving
quality- or quantity-based specifications. Premium wages are comprised of basic pay plus an additional performance-based premium.
As the above remuneration categories depend upon the internal company requirements in place, you will usually find several categories in use at the same time. Any combination of remuneration categories can be set up in the Incentive Wages component.
R/3 Incentive Wages supports individual incentive wages as well as group incentive wages, both of which can be operational at the same time.
(C) SAP AG HR050 8-55
© SAP AG 1999
Incentive Wages: Overview (2)
SAP
Subsystem
Incentive Wages
Data Entry &Maintenance
Summari-zations
Payroll Accounting
GrossPayroll
Form
OnlineOnlineDataData EntryEntry
PMPMCSCSPPPP
PSPSHRHR FIFI COCO
PDC
UploadUpload
TimeLeveling
MO DI MI DO FR SA SO
18
152128
29
162229
310172330
411182431
5121925
6132026
7142127
Data for R/3 Incentive Wages is recorded as time tickets. Standard values and actual values (confirmed values) recorded in R/3 Logistics can be transferred to R/3 Human Resources.
Confirmed values are either entered at a subsystem by each employee and then uploaded to the Logistics component, or recorded there manually. Confirmations are transferred either as work time events or a durations to the Incentive Wages component.
Summarized values (actual times, target times, and labor utilization rates) are available for evaluations and time leveling even before the actual payroll accounting process begins.
R/3 Incentive Wages is an integrated element of R/3 Payroll Accounting. The time tickets recorded are valuated when gross payroll is run.
Employees’ time tickets affect gross pay. Account assignment information is transferred to the Financial Accounting (FI) and Controlling (CO) components.
(C) SAP AG HR050 8-56
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(C) SAP AG HR050 8-57
(C) SAP AG HR050 8-58
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(C) SAP AG HR050 8-59
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Organizational form of trip entry
Entering trips
Accounting trips
Payment of trips
Travel Management
Contents:
(C) SAP AG HR050 9-1
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 9-2
© SAP AG 1999
Travel Management: Unit Objectives
At the end of this unit, you will be able to:
Describe the organizational structures forrecording trips
Identify which infotypes the Travel Expensecomponent requires
Identify the different entry types for recordingtrip data
Enter and account trips
Describe how trip expenses are paid
(C) SAP AG HR050 9-3
© SAP AG 1999
Travel Planning and Expense Accounting
Traveler
Travel request
Travel plan
Travel Assistant
Trip approval
Approving Manager
Reimbursement
Travel Expense Clerk
Expense report
Traveler
(C) SAP AG HR050 9-4
© SAP AG 1999
Travel Management : Business Scenario
You have booked your employee on an externalbusiness event.
Since the the employee must travel to attend theevent, he/she must enter a trip request; theresponsible travel assistant will then book theneeded resources and have the trip approved bythe approving manager so that the employee canbe reimbursed.
The trip will then be accounted. The employeewill receive a statement and the expensesincurred will be reimbursed.
(C) SAP AG HR050 9-5
© SAP AG 1999
TripsTravel requestsBusiness tripsExpensereports
98022 Chris Miller
Overview Create Travel Documents
The Travel Manager Role
Creating a travel requestPlanning a business tripCreating an expense report
There are three roles for Travel Management, there authorizations will dictate what transactions they can conduct. Generally the roles are as follows:
The Traveler: this person can only enter data for themselves and cannot approve expenses/trips. The Travel Assistant: this role allows the user to enter data for themselves and others. Approving Manager: this role cannot enter data for others but can approve existing trip requests and expense reports.
(C) SAP AG HR050 9-6
© SAP AG 1999
Plan and account trips
Generate results
HR masterrecord
Payroll
FI / COFI / CO
TravelManagement
HR-Administration:- Name- Org. assignment- Cost distribution....- Travel privileges- Personal Profile- Preferences
Valuation tables:- Per diems- Company´s travel
policy...
Trip facts:- Trip duration- Flights, Hotels,...- Receipts- Optical archive- Cost assignments- Destinations- Advances
HR HR PayrollAccounting
Non-SAPsystems
EmployeestatementReporting
Data mediumexchange
FIFI FinancialAccounting
COCO CostAccounting
Non-SAPsystems
Travel Management - Environment
The Travel Management application component includes all of the functions needed to process a business trip, from applying to go on a trip, to approving the trip, to posting the trip expenses and, if necessary, making corrections and performing retroactive accounting.
Human Resource master data, per diem rates, flat rates, a companies travel policy as well as recorded trip facts all enter into trip cost accounting. Subsequent fevisions are also taken into consideration.
The accounting results can be forwarded to Financial Accounting (FI), to Human Resource Payroll, or non-SAP systems. Payment by means of data medium exchange is equally possible.
(C) SAP AG HR050 9-7
© SAP AG 1999
NameActionsOrganizational AssignmentPersonal DataPayroll StatusTravel PrivilegesAddressBank DetailsCost DistributionPersonal ProfileFlight PreferencesHotel PreferencesRental-car PreferencesTrain Preferences
Infotype0000000100020003001700060009002704700471047204740475
Mandatory
Optional
Travel Planning
Infotypes for Travel Management
The following infotypes must be used for an employee who embarks on a business trip: Actions (0000) Organizational Assignment (0001) Personal Data (0002) Travel Privileges (0017) Payroll Status (0003) (which is created automatically and needed for payroll)
The Trip Costs (mini-master) action contains the infotypes that you require. It displays them one after the other for you to maintain. You can change or supplement existing HR master data at any time.
In addition, the Infotypes Address (0006) and Bank Details (0009) are necessary if you: want to generate vendor master records in FI for the corresponding personnel numbers in HR automatically
Utilize a form of data medium exchange. You can use Infotype (0027) Cost Distribution to divide the total trip costs up, and then assign them to different cost centers.
(C) SAP AG HR050 9-8
© SAP AG 1999
Travel Privileges
Create Travel Privileges
10011DU
Michaela Maier13002100
09/02/2000 12/31/9999
Groupings Employee has trips
1
Travel costs Company code changes
Assignments
Change permitted
Trips assignedR.grp M/A statutoryR.grp M/A enterpriseE.grp expense typeE.grp Travel Manag.
No distinctionNo distinctionGroup 1No distinction
R.grp travel costsVehicle typeVehicle classLicense plate numberPeriod parameter
All employeesCarNo distinction
No distinction
Company codeBusiness areaCost center
An employee's travel privileges are stored in infotype 0017 Travel Privileges. They include control parameters for trip cost accounting, such as the car rule, reimbursement class, and reimbursement group, for specific employees.
Travel privileges determine, for example, the reimbursement amounts accessed by the accounting program, and the receipts that may be entered for an employee.
If an employee needs to go on a business trip, you must create travel privileges in master data.
(C) SAP AG HR050 9-9
© SAP AG 1999
Central approval(Used with decentralized data entry)
Accounting
Printing forms
Posting trip costs
Payment of trip expenses
222
111
333
444
555
666
Processing Trip Data: Overview
RecordingTravel RequestTravel PlanningTravel ManagerTravel CalendarWeekly ReportTrip Advance
The initial menu for the Travel Management application component enables you to perform all processing steps.
(C) SAP AG HR050 9-10
© SAP AG 1999
10023 09/01/YY Boston US... Trip approved to be acctd10021 01/03/YY Paris FR... Trip approved to be acctd10018 06/05/YY London GB... Trip approved to be acctd10011 11/09/YY Hamburg DE... Trip approved to be acctd
Trips
1000 Chris Miller
FunctionsFunctions
CreateCreate
SimulateSimulate AccountAccount PrintPrint ApproveApprove
ChangeChange DeleteDelete CancelCancel DisplayDisplay
CopyCopy
Functions in Receipt Entry
If you do not know the personnel number of a person whose data you need to process, you can use the possible entries function in the personnel number field to enter various search criteria.
The receipt entry and single record entry functions enable you to perform the following tasks for business trips:
Create Change Delete Cancel Display Simulate Account Print Approve, and Copy
(C) SAP AG HR050 9-11
© SAP AG 1999
Fast Cabs
ReceiptFast Cabs
Receipt
Trip08/03/XXXX 50,- UNI
98020 Chris Miller
001 TAXI Taxi 50,- . . .
Expense TypesExpense Types
Choose
...
...
TAXI Taxi
TELE Telephone
FLIG Flight... ...
Entering Receipts for a Trip
Receipts are recorded under a freely definable trip expense type, which is stored in the system. The receipt amount and the currency are entered for each receipt. In addition, using the IMG activity Field control for additional receipt information, you can define which additional information can or must be entered for each receipt type. Example: the names of guests in the case of entertainment receipts.
(C) SAP AG HR050 9-12
© SAP AG 1999
All types of trips
Save trip data
Receipts
DB
CostAssignment
Advances
Additional tripinformation
Assignment offacsimilies (Opt. Arch.)
User data
Deductions
Stopovers
Miles/KmsDistribution
Trip status
Supplemental Framework data
History
Receipt Entry: Additional Functions
To enter trips for which only individual statements, flat rate travel costs, and meals per diems are required, choose travel manager.
The travel manager function takes you straight to the receipt entry screen. Its menu enables you to access all of the subsequent screens that you require. Basic trip data is entered in the general trip data box
On this overview screen, specific trips can be chosen via Selection criteria. The destination, the reason for the trip, or the trip status can be used as selection criteria.
(C) SAP AG HR050 9-13
© SAP AG 1999
General cost General cost assigmentassigmentfor all trips per employeefor all trips per employee
The total costs of the trip areassigned per employeeto company code /cost centers(or co. code/funds
Cost assignment per tripCost assignment per trip
Alternative account assignment to CO receiver
Cost assignment by Percent- of total trip costs- of costs incurred in
individual stopovers- of individual receipts- of individual legs of tripto company code / COreceiver
Receipts can also be distributed by amount.
center/fund.
Cost Assignment
In cost assignment for trip costs, Travel Management distinguishes between: - General cost assignment for all trips per employee (Employee trip costs assignment guidelines) and
Cost assignment within a trip to a cost accounting receiver (cost center, order, WBS element). - You can override the general cost assignment for all trips per employee with a cost assignment
within a trip.
(C) SAP AG HR050 9-14
© SAP AG 1999
33 3334
General cost assignment
33 3334 50 50
50 50Da Gianni
78.50 78.50
33 3334
1,225.- 35.-
Destination 1 Destination 2
Cost assignment of individual destinations
Cost assignment of individual receipts / travel costs
Cost Assignment at Different Levels
A cost assignment different from the employee trip cost assignment guideline can be set for the entire trip, stopovers, receipts and miles/kilometers traveled. Cost accounting receivers such as cost center, order, WBS element, network etc. can be assigned.
If receipts are not given explicit cost assignments, the cost assignment specification of the stopover assigned to the receipt applies for the receipt; if stopovers are not given explicit cost assignments, the specification for the entire trip applies for the stopovers.
If the total of all percents is less than 100% when the cost distribution screen is closed, the unassigned remainder is distributed according to the employee trip costs assignment guideline.
(C) SAP AG HR050 9-15
© SAP AG 1999
Recording Trip Data
Travel Expenses: Michaela Maier, Trip 0
Travel
Travel
General trip data
Expense receipts
1001 Michaela Maier08/08/1999 Atlanta01/06/1998Heilbro01/04/1998 Munic01/01/1998 Boston
Date TimeTrip beginningTrip endTrip destinationTrip country
00:0000:00
DE Region Germany
Reason for trip
ItineraryTrip advanceAlternative cost assignment for entire trip, if other than master CA
Mileage and per diem reimbursement
onExp. receipts 001
Amount Currency of the unified UniInput tax
Additional infoRemarksExpense receipt cost assignment, alternative to master data
Add to table
Comments
(C) SAP AG HR050 9-16
© SAP AG 1999
98020 Chris Miller
Trips
.
.
10023 09/08/XXXX ... Approved, to be accounted10021 05/08/XXXX ... Approved, to be accounted
Mass accountingvia accounting
program
Accounting of anindividual trip bycursor selection
Data fromtrip costs
accounting
PCL1
- Trip costs forms- Payment of trip costs- Posting of trip costs
Trip Costs Accounting
The trip accounting program enables you to perform accounting for all trips with the Approved and To be accounted status.
For test purposes, you can perform accounting for individual trips. The end of the trip must not occur in a future accounting period.
The accounting program uses trip data to calculate trip accounting results - particularly reimbursement amounts - for a specific accounting period, which it then saves in file PCL1. The trips to be accounted must end before the end date of the accounting period.
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-party systems. Payment can also be effected using a data carrier.
(C) SAP AG HR050 9-17
© SAP AG 1999
FI FinancialAccounting
CO CostAccounting
Non-SAPsystems
HR PayrollAccounting
Non-SAPsystems
CombinationsDME
for creditinstitutes
RK-PRK-P
ProjectsProjects
Travel Accounting
Generating results
HR HR TravelTravel Management Management
Payment of Trip Costs
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-party systems. Payment can also be made using a data carrier.
(C) SAP AG HR050 9-18
© SAP AG 1999
You are now able to:
Travel Management: Unit Summary
Describe the organizational forms of trip entry
Identify which infotypes (Mini master) arerequired for Travel Expenses
Enter and account trips
Identify different entry types for recording tripdata
Describe how trip expenses are paid
(C) SAP AG HR050 9-19
Exercises
Unit: Travel Management Topic: Expense Reporting and Payments
At the conclusion of this exercise, you will be able to:
• List the mandatory infotypes for travel management
• List the steps involved in processing a trip.
Your employees often have to travel to external business events. You have to enter their data in the system so that the expenses incurred can be calculated and paid.
1-1 The mandatory infotypes needed for travel management are:
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
1-2 List the steps involved in processing a trip.
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
(C) SAP AG HR050 9-20
Solutions
Unit: Travel Management Topic: Expense Reporting and Payments
1-1 List the mandatory infotypes needed for travel management:
Actions Organizational Assignment Personal Data Payroll Status Travel Privileges
1-2 Trip overview includes the following steps:
Recording Central approval Accounting Printing forms Posting trip costs
Payment of trip expenses
(C) SAP AG HR050 9-21
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(C) SAP AG HR050 10-1
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(C) SAP AG HR050 10-2
© SAP AG 1999
Course Overview Diagram
11
22
33
44
55
66
77
88 1616
1515
1414
1313
1212
1111
1010
99Course OverviewCourse Overview
NavigationNavigation
Structures in HumanResourcesStructures in HumanResources
Personnel ManagementPersonnel Management
BenefitsBenefits
Development and TrainingDevelopment and Training
CompensationCompensation
Time ManagementTime Management
Travel Management Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 10-3
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(C) SAP AG HR050 10-4
© SAP AG 1999
Payroll Administrative Role
SAP Easy Access
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_PAYROLL
Payroll programs
Payroll driver US
Display payroll result
Display
Off-cycle batch processing
Remuneration statement
Taxes
Garnishments
List / Statistics
(C) SAP AG HR050 10-5
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(C) SAP AG HR050 10-18
© SAP AG 1999
Payroll journal
Wage type statement
Wage typedistribution
LohnkontoPayrollaccount
Payroll account
Payrolljournal
Wage type statement
Wage type distribution
Payroll results
Lists / Statistics Per Payroll Period
The SAP R/3 System enables you to create payroll accounts for your employees. The payroll account displays payroll data in a tabular form for one or more employees over one or more payroll periods.
The payroll journal contains the payroll data for several employees for one period. The wage type statement shows different wage type distributions, which act as the basis for payroll data for the selected employees. The report shows the current wage type values (number and amount).
The wage type distribution shows wage types over several payroll periods without taking any retroactive accounting differences into account. The report shows the current wage type values (number and amount).
(C) SAP AG HR050 10-19
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(C) SAP AG HR050 10-21
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(C) SAP AG HR050 10-22
(C) SAP AG HR050 10-23
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(C) SAP AG HR050 10-24
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© SAP AG 1999
Contents:
Recruitment
Creating Vacancies
Advertising Vacant Positions
Recruitment Administration
Recruitment Reporting
Hiring an Applicant
(C) SAP AG HR050 11-1
© SAP AG 1999
Recruitment: Unit Objectives
© SAP AG
At the conclusion of this unit, you will be able to :
Create a vacancy
Maintain applicant data
Hire an applicant
(C) SAP AG HR050 11-2
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 11-3
© SAP AG 1999
A position has become vacant in the Caliber ABicycle Company. It needs to be filled. Thistriggers the recruitment process.You receive applications and eventually hirean applicant.
Recruitment: Business Scenario
(C) SAP AG HR050 11-4
© SAP AG 1999
At the conclusion of this topic, you will beable to:
Create vacancies and advertisements
Record applicant data
Screen applicants
Perform applicant activities
Correspond with applicants
Hire applicants
Recruitment: Objectives
(C) SAP AG HR050 11-5
© SAP AG 1999
Job Person
Skilled,competentemployee for...
VacancyVacancy
AdvertisementAdvertisement
WANTED
ApplicantsApplicants
HireHireas Employeeas Employee
Profile ComparisonProfile Comparison
What are our requirements?
What can the applicant offer?
From Vacancy to Hiring an Applicant
The Recruitment component enables you to carry out the entire recruitment procedure, from entering applicant data to filling vacant positions.
The R/3-System supports personnel requirements, advertising, applicant administration, selection of applicants, and applicant correspondence. Moreover, in cases where you decide to hire the applicant, you can transfer the applicant data from Recruitment to Personnel Administration.
(C) SAP AG HR050 11-6
© SAP AG 1999
Recruitment Role
SAP Easy Access
Favorites
Activity group SAP_HR_MANAGER_RC
Recruitment
Applicant Master Data
Display Applicant Master Data
Selection Procedure
Applicant pool
List of Applicants
via Qualifications
Internal Applicants
External Applicants
All Applicants
via Positions
Decision
Administration
Advertising
InfoSystem
(C) SAP AG HR050 11-7
© SAP AG 1999
Integration within HR
XX
Positions JobDescriptions
RequirementsProfiles
PersonnelAdministration
ProfileMatchups
Career andSuccession
The recruitment process can be integrated with many HR components. From Organization Management position vacancies can be generated. Job descriptions can be generated based on the attributes assigned to the position/job in organization and staffing.
Qualification profiles and position profiles can be generated. You can conduct profile match-ups comparing applicants to their assigned vacancy. In Personnel Development you can search for qualifications and include applicants in your search criteria.
All of the information entered in the recruitment screens can be carried over at the time of the applicant transfer into Personnel Administration infotypes
Applicant data can also be considered in career and succession planning scenarios.
(C) SAP AG HR050 11-8
© SAP AG 1999
The Recruitment
Process
XXVacant PositionsVacant Positions
PositionsPositions
WANTED!
Vacancies in the Recruitment Process
A company‘s personnel requirements are represented as vacancies in the recruitment process. Vacancies are (either partially or completely) positions to be filled. These positions must be described as vacancies so that they are recognized in the recruitment process.
If there is integration with Organizational Management, vacancies are created in the Detail maintenance screen in Organizational Management. Infotype Vacancy (1007) is created for this position and filled with the relevant information.
Note: When you create a vacancy, you can also specify the ID code of the personnel officer responsible for the vacancy. This will simplify data selection at a later stage.
(C) SAP AG HR050 11-9
© SAP AG 1999
PressEmploymentOffice
MediumMedium
AdvertisementAdvertisement
Washington Times
Job Advertisments
02.21.99
Wanted
Skilled,competentemployee for...
Send applications to...
Washington Times
Jobs21.02.99
Recruitment Consultancy
Recruitment InstrumentRecruitment Instrument
Publishing Vacant Positions
Vacancies are published in advertisements. An advertisement constitutes the publishing of one or more vacancies in a recruitment instrument, with the aim of hiring suitable people.
Examples of recruitment instruments include Paper ABC or the Employment Office in City XYZ. Recruitment instruments are classified according to the medium used e.g. press, employment office, recruitment agency. Media and recruitment instruments are created and maintained via customizing
You store advertisements in Recruitment. You can store one text per advertisement and can assign multiple vacant positions to an advertisement.
You can link advertisements to applications at a later stage.
(C) SAP AG HR050 11-10
© SAP AG 1999
Receiving Applicant Information
Paper Form - mail or complete application
Internet - External Applicants
Intranet- Internal Employees
SAPSAP
Based on your advertisements, resumes and and applications are received for further review and processing.
(C) SAP AG HR050 11-11
© SAP AG 1999
INTERNET
APPLICANTAPPLICANT
EMPLOYEREMPLOYER
Creating own Creating own applicant dataapplicant data
Applying via the Internet
The Internet application component supports the company in carrying out an effective recruitment strategy in that it allows the Internet user to: look at your company’s job advertisements apply for positions in your company
Applicants can display either the job advertisements for certain regions or a general list of job advertisements. They can access short descriptions of the jobs as well as the requirements that they must fulfill. The job information is read from maintained records in Recruitment.
In addition to applying to advertisements, applicants can also make unsolicited applications. Applying for jobs via the Internet involves entering certain relevant information, such as personal data, job experience, qualifications, and education. Entering personal data is obligatory, but in the other areas, the applicant can decide how much information he or she wants to give the company. This data is then stored in the Recruitment component of the R/3 System.
The System assigns the applicant a temporary user ID and password so that the applicant can check the application status at a later date. This is made possible by the Internet component Application status.
(C) SAP AG HR050 11-12
© SAP AG 1999
Applying through SAP ESS Intranet
Employment opportunitiesAll regions
SAP BERATERHR-MANAGERVice President HR & FinanceHR-DIRECTORSD-MANAGERSD-CLERK
Region CentralRegion NorthEastRegion CentralRegion West
Apply
Vice President HR & Finance
You have extensive Human Resources experience, and have managed a team of HR professionals. We operate on aninternational scale, and so you must be fluent in English. We have long been the market leader in business softwaredevelopment and sales, and can offer a challengingopportunity for an enthusiastic team-player.
(C) SAP AG HR050 11-13
© SAP AG 1999
Applicant Structure
Applicants are classified according to certain criteria in the initial entry of data stage: - Internal / external applicants - Unsolicited applicants / Applicants who have applied to an advertisement - Applicant groups - Applicant range
Applicant groups classify applicants according to the type of contract that the employee has with the company e.g. employees with permanent contracts, employees with contracts for a limited period of time, freelancers, etc.
Applicant ranges classify applicants according to hierarchical or functional criteria. Structural criteria are used when the applicants are managers, salaried employees, or specialists. Functional criteria are used when applicants are assigned to different business areas e.g. administration, production, etc.
(C) SAP AG HR050 11-14
© SAP AG 1999
SAPSAP
SAP AG Anna GhoNeurottstr. 16 21 Payne Lane69185 Walldorf Anytown, USA
Dear Sir or Madam,
I would like to apply in responseto the advertisement in The Timesof February 21, 1999...
I am currently employed as ...
. . .
. . .
LevelLevel 1 - Recording 1 - Recording DataData
Two-Level Concept of Data Recording (1)
Name Address
Org. Assignment
Name Address
Org. Assignment
You can record applicant data in a timely and organized manner using the two-level concept of data recording.
The first level of data recording, recording basic data, is obligatory for all applicants. Here, all the data that is needed to create applicant letters and for statistical purposes (e.g. name, address, potential organizational assignment) is recorded.
(C) SAP AG HR050 11-15
© SAP AG 1999
Level 2 - Recording Additional DataLevel 2 - Recording Additional Data
SAPSAPAnna Gho21 Main StreetAnywhere, USA
Resume
08/01/68 - 06/01/72 Elem. School08/01/72 - 06/01/81 High School10/01/72 - 07/01/75 University. . .
. . .
Two-Level Concept of Data Recording (2)
QualificationsEducationPrevious Employer ...
QualificationsEducationPrevious Employer ...
The second level of data recording, recording additional data, is only carried out for applicants who are of further interest to the company. An applicant can be assigned to one or more vacancies here. Such information as the applicant’s qualifications, education, previous employment, is recorded during this stage.
(C) SAP AG HR050 11-16
© SAP AG 1999
In process
EmploymentContract
......
......
Contract offered Rejected
Invite
Invite to Interview
......
Contract rejected
Contract............
On hold
Interimreply............
To be hired
Applicant Status
According to the two types of selection procedures, there are two types of applicant status: - Overall status
Refers to the actual status of an applicant in the company‘s overall selection procedure e.g, processing, put on hold, or invited to interview.
- Vacancy assignment status Refers to the actual status of an applicant for a particular vacancy.
Overall status is determined during the initial entry of applicant data phase and must be available for every applicant from this point onwards. Overall status shows whether an applicant is involved in at least one selection procedure (overall status could be processing, put on hold, or invite) or whether he or she has been excluded from all selection procedures (overall status could be rejected or to be hired).
An applicant receives a vacancy assignment status as soon as he or she has been assigned to a vacancy. If an applicant has been assigned to more than one vacancy, he or she has a vacancy assignment status for each.
(C) SAP AG HR050 11-17
© SAP AG 1999
Rejected
RejectedIn process
To be hiredOn hold In process
SAP AG Anna GhoNeurottstr. 16 21 Main Street69185 Walldorf Anywhere, USA
Dear Sir or Madam,
I would like to apply in responseto the advertisement in The Timesof February 21, 1998…….
I am currently employed as …….. . .
EnteringBasic Data
Jean Pierred’Arcy
HelgaMartin
FranciscoRodríguez
AnnaGho
In process To be hired
Contract
Contract
Typical Application Procedures
An applicant‘s overall status and vacancy assignment status generally change over the course of the recruitment procedure. The recruitment procedure is completed when all the applicants have received either the rejected or the to be hired status.
In certain cases, the overall status affects the vacancy assignment status. Example: If an applicant‘s overall status is rejected, then all of this applicant‘s vacancy assignment statuses must also be rejected. Then, the applicant has been rejected for the whole company and can no longer take part in the selection procedure for a particular vacancy.
(C) SAP AG HR050 11-18
© SAP AG 1999
Verbal Skills
Leadership
Business Administration
Knowledge or Unions
Searching for Applicants
Business Administration … Very goodEndurance and stamina AverageVerbal, written, commucic.. Good
Find Objects for QualificationsKey date 08/30/2000Qualifications Business Administration Degree
Endurance and staminaKnowledge of Unions & Bargaining UnitsLeadership skillsVerbal, written communication skills
Applicant, external Applicant, internal Person
Object types in search
Name Qualification ProficiencyBusiness Administration … AverageEndurance and stamina GoodLeadership skills Very goodVerbal, written communic… AverageBusiness Administration … 0007Endurance and stamina Very goodKnowledge of Unions &... 0008Verbal, written communic…0007Business Administration … Very good
Frank Bauer
Tom Peterson
Bruno Hochlehnert
4
3
You can search for applicants that possess certain qualifications. Here, you have two possibilities:
You can select the desired qualifications from the qualifications catalog. You can select the necessary requirements for an object (e.g. position). You receive a list of applicants, sorted according to the number of required qualifications that they possess.
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Evaluating Vacancies
Find Candidate
Applicant Statistics
Applicant List
Description of Position
Requirements Profile
Profile Matchups
The Vacancy Report (RPAPL010) gives recruiters search capabilities on finding suitable candidates based on the position/job profile.
You can also view statistical information such as how many applicants have been rejected for a certain vacancy.
You can use information from Organizational and Planning and from Personnel Development to generate position descriptions and conduct profile comparisons.
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Invitation to Interview
Interview Letter
Applicant Activities
Recording, logging, and planning activities for an applicant in the selection procedure takes place using Applicant Activities.
An Applicant Activity is a concrete administrative step that an applicant passes through in the selection procedure e.g. Confirmation of receipt of application, Invitation to interview.
Certain applicant activities are created for applicants automatically by the system once you perform certain applicant actions. For example, if you invite an applicant for an interview, the applicant activity Invitation to Interview is automatically created for the applicant. You can print the invitation letter for the applicant via this activity.
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Create planned activity
Activity typePerform
005 Interview appointment
Standard textResponsible
Applicant ActionsApplicant Actions
Applicant Actions
Applicant number 4711Initial entry of basic dataEnter additional data. . .
Interview
Applicant actions represent the various stages through which an applicant passes
Applicant Actions
The process flows that are carried out for an applicant are represented in the Applicant Actions infotype (4000). These applicant actions can be:
process flows for data recording (e.g. Initial entry of applicant data, Recording additional data) - process flows that change the applicant‘s overall status (e.g. Reject applicant, Put applicant on hold)
The most important information contained in the infotype is the overall status of the applicant (e.g. processing, on hold, rejected). This is dependent on the latest applicant action carried out for the applicant. For example, if the applicant action Put applicant on hold was performed for an applicant, the applicant is designated the overall status on hold. In the standard system, a new applicant action infotype record is created for every applicant action performed..
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Create applicant activities (Status planned)
(Mass print-outof letters)
(Status completed)
Print letters
Check results
Perform activities
Applicant Correspondence
Letters can be printed either for individual or multiple applicants. Bulk processing of letters can be performed as many times as necessary. It presents a two-level concept: For every task (printing letters, transferring data) a report is executed to perform the task. This report can be executed as often as is liked and tested. After the report has been successfully executed, a second report sets the status of the relevant planned activities to completed. The relevant activities are then completed and will no longer be selected the next time that letters are being printed or the next time data is being transferred.
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Applicant file Employee file
M. Klein----------------------Unterschrift
Anna Gho
Anna Gho
Applicant no. 1234 Applicant no. 9999
D. Smith
EmploymentContract
---------------------Signature
Hiring An Applicant
If you hire an applicant, you can transfer his or her data to the Personnel Administration component. The data is transferred directly from the applicant database to the employee database.
You perform the data transfer to Personnel Administration by running a personnel action. You can enter the additional data, such as working time and salary details, later in Personnel Administration.
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Org. Assignment
Personal Data/Addresses
Birthcertificate
Salary DataSalary Data
etc.Hiring
Shift Data
Hiring An Employee
EarlyNormalLate
Shift Schedule
The most important objective of master data administration in Human Resources is to enter employee-related data for administrative, time-recording, and payroll purposes.
A new employee can also be hired without using Recruitment. Instead you can hire someone by running a personnel action in Personnel Administration, thereby creating the necessary data for the employee to be hired.
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Recruitment: Unit Summary
You are now able to:
© SAP AG
Enter initial and additional data onapplicants
Create advertisements
Complete applicant activities
Report on applicant statistics
Transfer Applicant data to Master Data
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Exercises
Unit: Recruitment Topic: Hiring an employee
At the conclusion of this exercise, you will be able to:
• Change your role to HR: Recruiter
• Create a vacancy after an employee is terminated
• Enter initial applicant data
• Enter additional applicant data
• View correspondence
• Transfer applicant data to employee data
• Complete the hiring of the applicant
There is a vacancy for a ##- Administration Manager in the ##-Administration Department in the Caliber A Bicycle Company. You must find someone to fill this vacancy. You record the applications you receive for the position and hire a suitable candidate.
1-1 Change your role to SAP_HR_RECRUITER_RC.
1-2 Terminate employment of Ms. Helena Camino as the last day of the current month using the Leaving personnel action. This termination will create a vacancy in the position ##- Administration Manager in the ##-Administration Department in the Caliber A Bicycle Company.
1-3 Record the applicant's basic data. It is an unsolicited application, the applicant did not reply to a specific advertisement.
1-3-1 Use the following data for the application: personnel area CABB, personnel subarea Purchasing, applicant group Active, applicant range Salaried employee. Mike Hire will be the personnel officer in change of the applicants. Enter you choice of data you for the name, date of birth, language, nationality, address and unsolicited applicant group fields.
1-4 Today, you received some additional data for the applicant you enter above. Enter the additional data for your applicant with the qualifications profile with the following qualifications and a proficiency level of your choice: Spanish language skills, HR Management skills, Knowledge of word processing systems and English language skills.
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1-5 Check the letters that were automatically created for your applicant. In the applicant activities for your applicants, check whether they have received a letter of receipt of application.
1-6 Hire your applicant on the first day of the current month i.e. prepare the data for transfer and transfer him/her to Personnel Administration. Use the Prepare to hire applicant action.
1-7 From Personnel Administration run the Transfer applicant personnel action to complete the hiring of the applicant. Use the position of ##- Administration Manager in the ##-Administration department. Transfer the default values and make entries in additional screens, if required. Assign your applicant to personnel number 50993##.
Solutions
Unit: Recruitment Topic: Hiring an employee
1-1 Change your role to SAP_HR_RECRUITER_RC.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_RECRUITER_RC in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_RECRUITER_RC.
1-1-6 Select the Copy/Enter icon.
1-2 Terminate employment of Ms. Helena Camino and create a vacancy for her position.
From the Favorites menu select: Personnel actions 1-2-1 Enter personnel number 50991## in the Personnel no. field and the last day of
the current month in the From field.
1-2-2 Select the Leaving action.
1-2-3 Select the Execute icon.
1-2-4 Select the Save icon on the Actions infotype to accept the default entries.
Select the Enter icon to acknowledge the informational message that the existing record will be delimited.
1-2-5 Verify the default date in the Create vacancy pop-up box is the first day of the next month and select the Yes icon.
1-2-6 Highlight Helena Camino’s bank information in the table.
Select the Delimit icon in the Delimit Bank Details record and then select the Exit icon.
1-3 Record the applicant's basic data.
Activity group SAP_HR_RECRUITER_RC → Recruitment → Applicant Master data → Initial data entry
Note: Choose the association for your applicant (advertisement or application group)
1-3-1 Enter the following data:
Personnel area Caliber A Bicycle Company (CABB), personnel subarea Purchasing (0002), applicant group Active (1), applicant range Salaried employees.
You can enter whatever data you like in the personnel officer, name, date of birth, language, nationality, address and unsolicited applicant group fields.
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1-3-2 Select the Save icon and record the applicant number below:
_________________________________________________
1-4 Enter additional data for your applicant.
Activity group SAP_HR_RECRUITER_RC → Applicant Master data → Applicant actions
1-4-1 Enter the applicant number from above in the Applicant no. field.
1-4-2 Select the Enter additional data action and select the Execute icon.
1-4-3 Click the Maintain qualifications profile button.
1-4-4 Click the Create icon.
Enter the qualification: Spanish language skills valid on the first day of next month until the end of time and the proficiency of your choice.
1-4-5 Repeat the process to create entries for the following qualification: HR Management skills, Knowledge of word processing systems and English language skills.
1-4-6 Select the Save icon.
1-5 Check the letters that were automatically created for your applicant. In the applicant activities for your applicants, check whether they have received a letter of receipt of application.
Activity group SAP_HR_RECRUITER_RC → Applicant Activity → Display applicant activities
1-5-1 Enter the applicant number from above in the Applicant no. field.
1-5-2 Select the Execute icon.
1-5-3 Select the Receipt action in the Planned activities area.
1-5-4 Select the Display activity button.
1-5-5 Select the Display letter button.
1-5-6 Review the letter in Microsoft Word and return to the SAP system.
1-5-7 Select the Cancel in the Planned activity display pop-up box.
1-5-8 Return to the SAP Easy Access menu.
1-6 Hire your applicant and transfer him/her to Personnel Administration.
Activity group SAP_HR_RECRUITER_RC → Applicant Master data → Applicant actions
1-6-1 Enter the applicant number from above in the Applicant no. field and enter the first day of the next month in the From field.
1-6-2 Select the Prepare to hire action and select the Execute icon.
1-6-3 Select the Save icon in the Copy applicant Actions infotype.
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1-7 From Personnel Administration run the Transfer applicant personnel action. Use the position of ##- Administration Manager in the ##- Administration department. Transfer the default values and make entries in additional screens, if required. Assign your applicant to personnel number 50993##.
From the Favorites menu select: Personnel actions 1-7-1 Enter personnel number 50993## in the Personnel no. field and the first day of
the next month in the From field.
Select the Hire applicant action.
Select the Execute icon.
Enter the applicant number and select the Transfer button.
1-7-2 Actions
Use the search function to locate ##-Administration Manager in the position field.
Enter CABB in the Personnel area field, 1 in the EE group field, X0 in the EE subgroup field.
Select the Save icon.
1-7-3 Personal Data
The data will default from applicant adminstration.
Select the Save icon.
1-7-4 Organizational Assignment
Select the Save icon, and delimit the vacancy when prompted.
1-7-5 Addresses
Verify the required information was pulled from Recruitment.
Select the Save icon.
1-7-6 Planned working time
Verify NORM is in the Work sched. Rule field.
Select the Save icon.
1-7-7 Basic Pay
In the Pay Scale portion of the screen, enter E01 / 01 in the Group / Level fields.
Select the Save icon.
1-7-8 Bank Details
Select the Bank key for Citibank and bank account 1236547.
Select the Save icon.
1-7-9 Absence Quotas
Verify Quota type 09/Leave is in the AccA/Quota fields.
Select the Save icon.
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Personnel Cost Planning
Cost planning methods
Performing cost planning using projected pay
Contents:
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Personnel Cost Planning: Unit Objectives
At the conclusion of this unit, you will be able to:
Describe the Personnel Cost Planning methods
Simulate cost planning using wage elements(projected pay)
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Personnel Cost Planning: Business Scenario
In order to project the costs for next year, thedepartment heads perform cost planning for theirdepartments
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Personnel Cost Planning Functionality
Cost planning and previewAccording to organizationalunit / cost center / orders or projects
Percent / absolute
Integration of personnel planning costs
Simulation of personnel andorganizational changes
Comparison of plan versionsActual / target
Surveys
Trends
Reorganization
MS Excel link
SAP Business Graphics
Integration to Controlling(CO)
Personnel Cost Planning is designed to support the organization's decision-making process, by allowing you to:
- Determine the actual personnel costs - Preview future personnel costs - Project future personnel costs based on anticipated organizational changes and/or pay structure
changes. Personnel Cost Planning is more accurate than many other cost planning tools because it can take position vacancies into account. Personnel Cost Planning also has the ability to factor organizational changes, such as staffing reductions or increases, into calculations. This ability is particularly helpful if your organization plans an expansion,a downsizing or a general re-organization.
Personnel costs are extracted according to the organizational units within an organizational structure. You can select a single organizational unit, a handful of organizational units, or the entire structure if you wish. If you need to group certain organizational units into separate areas, for example, international subsidiaries, you can arrange them into different scenario groups.
Cost planning itself is carried out by developing and comparing different costing scenarios. A scenario contains a set of calculation results. The results may represent actual, previewed or projected costs, over a specified length of time.
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Account Assignment Objects
Cost planning fororganizational
units
Cost planning forcost centers
Cost planning forprojects
Cost planning fororders
As a result of enhancements in the area of cost distribution, you can now perform cost planning for orders and projects. For additional information on the Cost Distribution Enhancements, see the release note PY_XX_46A_POTO “Cost Distribution Enhancements”.
You can now enter orders and projects in the Cost Distribution infotypes on both the Organizational Management and the Personnel Administration side.
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Projected Pay:Cost elements
assigned toorganizational units,jobs, work centers
and positions
Basic Pay:Wage types are
assigned to specificpersons
Payroll Results:Actual amounts paidto employees for apast or simulated
payroll period
Personnel Cost Planning Methods
Select a cost planning method based on the goal of your cost planning analysis. To determine actual costs, you should develop scenarios using either basic pay or payroll results as a source of data. These two sources give the most accurate indication of actual costs.
To do comprehensive planning of personnel costs use projected pay as a source of data. Projected pay provides more freedom to identify costs that personnel systems typically cannot handle. For example, a manufacturing company may frequently have to replace equipment and therefore, may have to retrain its employees. This company might want to include the costs of retraining its staff in the personnel planning costs.
Note: If you use the basic pay method, the system reads the data required for the cost calculations directly from the Personnel Administration component. To do this, the system uses the wage types that are assigned to the employees. (pure actual costs)
If you use payroll results, the system reads the data from an actual payroll run (pure actual costs) Note: You can use an SAP enhancement that allows you to delete information (for example, wage types) from the basic pay or payroll results calculations. This enhancement also allows you to add customer-specific information (bonus payments, etc.).
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Job/positionAdministrator
Organizational unit
Cumulated costs for cost centers
Costs for jobs, positions, etc.
Cumulated costsfor organizational units
Cost center Cost object
Cost PlanningCost Planning
Basic salaryBonusTrainingetc.
Cost planning for anorganizational unit
Cost Planning Using Projected Pay
For the projected pay method, the system uses data stored in the Cost Planning (1015) infotype. You can use this infotype to store personnel costs by assigning wage elements to different objects such as organizational units, jobs, positions, work centers. Wage elements indicate the different costs that make up the total amount it costs to employee staff. For example, wages, salaries, benefits, training costs, etc. Wage elements can be indirectly or directly valuated. The value for indirectly valuated wage elements is maintained in a customizing table, the value for directly valuated wage elements is maintained at the specific object that produces costs.For directly valuated wage elements, you can enter the amount manually. You can overwrite indirect wage elements.
When you run cost planning, you can display the cumulated costs for organizational units, costs centers or cost objects.
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Change number of positions
Change wage elementsGeneral changes topercentage or absolutevalue of a wage element
Assign new wage elements
Change wage elements forpositions, jobs,organizational units orwork centers usingpercentages or fixed-valueamounts (direct valuation)
Salary: 60000Bonus: 5000
Salary increase of5%Salary: 63000Bonus: 5000
Simulation Capabilities
If you want to add additional positions to an organizational unit, call up the organizational unit to see the positions which have already been assigned to it for cost planning purposes. You can choose from this list of positions to add additional positions and determine their validity dates from the cost planning screen itself.
When you increase the value of a particular wage element, this increase is passed on to every object that the wage element is assigned to. Increases like these are carried out on a percentage basis.
The increase applies to both direct and indirect valuations. In other words, the increase affects both wage elements and default values and wage elements where values have been entered manually for specific objects. The increase does not affect wage elements that are expressed as a percentage.
Any changes you make to wage elements are valid in the current plan scenario only. The original wage elements remain unchanged.
The current amount column displays the new values and the reference value column displays the original values.
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Personnel Costs Annually
Organizational unit
Comp/Ben
Hum.Res.
Lab.Rel.
HR Adm.
Dev/Educ
Payroll
0
200
400
Scenarios Organizational unit
Organizational unit
actual 01 PP FISHER
Hum.Res.
HR Adm.
Comp/Ben
Dev/Educ
Lab.Rel.
Payroll
UNI (thousands)
50
0
100
150
200
250
300
350UNI (thousands)
Business Graphics
Switch to SAP Business Graphics if you want to view a graphical depiction of the cost figures you are working with. SAP Business Graphics displays cost element data in several graphic formats. You can display graphics at the organizational unit, position or job level.
SAP Business Graphics displays both reference figures and actual figures in 3-dimensional bar graphs, so that it is easy to perceive the differences between the two. It is also easier to perceive trends among the different organizational units or cost centers you are working with.
SAP Business Graphics allows you to display plan information in various formats. You can also customize views, fonts, color schemes, and so on via the menu path.
You can copy your graphics to the clipboard for use in other applications.
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PP Planning Human Resources
Plan scenario 01 PP Planning HR
01/01/2000 12/31/2000
Scenario group PERS DEPT
Comments Annually in UNI
Password ************
Password ************
SalesHuman
Resources
Production
Finance
Saving Your Plan Scenario
When calculations are complete, save the scenario. Scenarios are subdivided into scenario groups. A scenario group is a self-contained calculation that covers a specified area of your organization. A scenario group could be confined to, for example, the Manufacturing division or the Sales department. Or, a scenario group could cover the entire organization. It is up to you how you decide to subdivide your scenario groups.
When you save the scenario, make sure you enter a unique group name in the Scenario group field. If the scenario group is the first scenario group in a new scenario, you must enter a two-character alphanumeric code and a short text for the the scenario itself in the Plan scenario field.
For all the other scenario groups in your scenario, use the same scenario abbreviation but a different group name in the Scenario group field.
Note: In addition to this, you can interface to a Microsoft Excel spreadsheet to perform calculations using the cost data. However, this feature is a one-way transfer only. The data can be exported into an Excel file but cannot be imported back into the SAP R/3 System.
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2. Release
3. Transfer1. Create
Plan 2000
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0.93 0.57 0.61UNI 2,11 billion
Plan 2000
0.93 0.57 0.61UNI 2,11 billion Controlling
Transferring Costs to Controlling
Once cost planning data has been created, it can be transferred to Controlling. Cost planning data is released via the Personnel Cost Planning Administration function. The system displays a list containing all the cost planning data that has been created. Simply choose the data that must be released for transfer.
The transfer of cost planning data takes place in Controlling within the framework of cost center planning. Controlling can also include the personnel cost planning data into the overall budgeting process.
© SAP AG 1999
Posting Results to Controlling
Plan scenario : releasedPlan version
Current plan
Executive Board
Sales Department
Human resources
Controlling area 0001 2000
01.01.2000 - 31.12.2000
01.01.2000 - 31.12.2000
01.01.2000 - 31.12.2000
Test - All Depts. 01.01.1999 - 31.12.1999+
-
-
Plan scenariosto be released
Controlling area Financial year
Step 1 : Release plan scenario
Step 2 : Select controlling area and financial year for plan scenario
Step 3 : Post results to Controlling
Step 1 : Release plan scenario
Step 2 : Select controlling area and financial year for plan scenario
Step 3 : Post results to Controlling
When you post data to Controlling, the system displays a list of all the account assignment objects, for example, projects, orders, cost centers complete with the cost items and the total amounts per account assignment object.
To post cost planning data to CO, you must first release the plan scenario. The release process includes a consistency check that checks to see whether the data is CO compatible. The system then determines the necessary CO financial years and adapts the HR data so that it fits into the CO financial year.
The HR administrator can now post the results directly to CO by selecting a plan scenario complete with controlling area and financial year and then choosing Plan scenario ® Transfer to CO ® Post (test run) / Post
You can post the results in test mode first so that you can see what data will be sent to CO before you send it for real.
For additional information, see the R/3 Library documentation: Personnel Cost Planning ® Integration with Controlling ® Releasing Scenarios Personnel Cost Planning ® Integration with Controlling ® Transferring Data to CO
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Results of Data Tranfser
Controlling area 0001Controlling area 0001
bjectbjectExecutive BoardExecutive BoardOrder CAB5540Order CAB5540Marketing departmentMarketing departmentAdvertising campaign for new bikeAdvertising campaign for new bikeSales departmentSales departmentTouring 2000 projectTouring 2000 project
Manufacturing plant and repairs workshopManufacturing plant and repairs workshop
Human resources departmentHuman resources departmentOrder CAB6540Order CAB6540
Order CAB7540Order CAB7540Payroll departmentPayroll department
Order CAB8540Order CAB8540
When you post data to Controlling, the system displays a list of all the account assignment objects, for example, projects, orders, cost centers complete with the cost items and the total amounts per account assignment object.
The above is an example of such a list.
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Describe the personnel cost planning methods
Simulate costs using wage elements
You can now:
© SAP AG
Personnel Cost Planning: Unit Summary
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Exercises
Unit: Personnel Cost Planning Topic: Personnel Cost Planning
At the conclusion of this exercise, you will be able to:
• Change your role to HR-Manager
• Create cost planning using projected pay for their organizational unit
• Change wage elements and utilize them to provide an increase by a percentage
To project costs for your purchasing department for the coming year, you perform personnel cost planning.
1-1 Change your role to SAP_HR_MANAGER.
1-2 Utilize projected pay cost planning for the Research and Development organizational unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current plan version using one of the following currencies: DEM, FRA or USD.
1-2-1 Change wage elements and utilize them to provide an increase by a percentage using cost item UN-BENEFITS.
1-2-2 Save your cost planning data as plan scenario ##.
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Solutions
Unit: Personnel Cost Planning Topic: Personnel Cost Planning
1-1 Change your role to SAP_HR_MANAGER.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_MANAGER in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_MANAGER.
1-1-6 Select the Copy/Enter icon.
1-2 Utilize projected pay cost planning for the Research and Development organizational unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current plan version using one of the following currencies: DEM, FRA or USD.
Activity group SAP_HR_MANAGER → Personnel Cost Planning → Planning → Create new scenario (Projected pay) 1-2-1 Enter the following data:
Plan version Current version
Org. unit R&D CABB
Period Annually
Currency Select one of the following currencies: DEM, FRA, USD
1-2-2 The Change Personnel Costs: Overview of Organizational Units screen shows the sub-units within your organizational unit. Double-click on a sub-unit to see the cost objects (jobs) within each sub-unit.
1-2-3 The Change Personnel Costs: Cost objects per organizational unit screen shows the cost objects (jobs) within each sub-unit. Double-click on a cost objects (job) to access the cost elements associated with the job.
1-2-4 The Change Personnel Costs: Cost elements per cost object screen shows the cost objects (jobs) within each sub-unit.
1-2-5 Select the cost object UN_SALARY and enter a check in the D (Direct evaluation) column. In the Amount column, enter an amount higher than the one shown in the Current amount column; and enter UNI in the Currency column. Then select Enter.
1-2-6 To return to the list of jobs, choose Back.
1-2-7 To initiate a 5% increase, choose Change cost items. Enter the UN-BENEFITS cost element (or any other cost item you want to use) and the percentage rate of
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increase. To confirm your entries, select the Check /Enter button. This changes the current amount.
1-2-8 Choose Back again, and note that the jobs have Current Amount adjustments reflecting your changes.
1-2-9 Choose Save and enter plan scenario ## and text in the Save current planning dialog box that is now displayed. You can also enter a password. Choose Save.
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Send mail
Recipient:
Web display
Pers. no.10002000
NameEric WongRosa Lee
Basic pay5,600.004,400.00
MS Excel MS Word
PC Connection
After you have executed a report, you can download the results to MS Excel or MS Word. You can also send the data as a mail.
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At the conclusion of this topic, you will be able to:
Describe the Manager’s Desktop
Manager’s Desktop: Objectives
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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© SAP AG 1999
SAP ESS - The Philosophy
Employees’ own data maintenance!
Employee becomes responsiblefor parts of their personal data!
Information is provided to allemployees
Individual information (Payroll Result, TimeManagement, Travel Expenses, Qualifications...)
„Public“ information (Who‘s Who, Calendar...)
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SAP ESSBenefits
1 Providing services to employees
Increasing productivity and efficiency
Saving money and time
2
3
SAP ESS is part of the standard R/3 system since version 4.5SAP ESS is part of the standard R/3 system since version 4.5
SAP ESS - The Benefits
By enabling employees to maintain their own data and to have access to their own information, companies empower them to take responsibility and ownership. This increases employee satisfaction and improves the accuracy of data.
Companies’ human resources departments are freed from many of the data entry and related customer service activities.
Companies save money by reducing the costs of paper, postage and data entry time, and they save time by eliminating bureaucratic processes that devour resources. There is also no need for expensive, time-consuming training.
How is SAP ESS delivered? Starting with R/3 version 4.5, SAP ESS is part of the core R/3 product (HR package) and is delivered with the standard R/3 System.
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(C) SAP AG HR050 15-1
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9Course Overview
Navigation
Structures in HumanResources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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© SAP AG 1999
Components of TeamSAP
ASAP Roadmaps
Major implementation tools
Contents:
ASAP
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The implementation team analyses the tools andservices provided by SAP to facilitate theimplementation of SAP software.
ASAP: Business ScenarioASAP: Business Scenario
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Describe the components of TeamSAP
List and briefly describe the five phases of theASAP Implementation Roadmap
Discuss the main tools available forimplementing SAP software
At the conclusion of this unit, you will be able to:
ASAP: ObjectivesASAP: Objectives
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Peop
le
Processes
Products
People:People:Solutions expertiseQuality
SAPConsulting partnersComplementarysoftware partnersTechnology &hardware partners
Processes :Processes :AcceleratedSAPConsistency
AcceleratedSAP Roadmapsor powered-by methodologiesSAP Review ProgramSupport, services& training
Products :Products :The Business FrameworkStrengths
SAP product familyComplementary software productsProducts from technology partnersIndustry solutions
TeamSAP ComponentsTeamSAP Components
TeamSAP involves coordinated interaction between the groups involved in the implementation environment of the products concerned.
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AcceleratedSAP: Implementation PlanningAcceleratedSAP: Implementation Planning
Consulting, licensing, training material, support, project reviews
Consulting, licensing, training material, support, project reviews
Methodology
Services
ProjectManagement
ChangeManagement
Risk analysis
Review
Project-related
knowledgeTools
BusinessBlueprint
Realization
FinalPreparation Go Live &
Support
Continuous
Improvement
ASAP Roadmap
ImplementationAssistantQ&AdbImplementationGuideProfile GeneratorTransport System
ProjectPreparation
SAP recommends that you use ASAP as a standard methodology for implementation planning and for implementing SAP software. The ASAP Roadmap provides a step-by-step guide to implementation.
During the five phases of an ASAP project, the results of each phase are recorded in specific documents. This is particularly important in Phase 2.
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AcceleratedSAP Implementation Roadmap
ProjectPreparation
BusinessBlueprint
Realization
FinalPreparation
Go Live &Support
Continuous
Improvement
ASAP Roadmap
Phase 1: Project Preparation - The primary focus of Phase 1 is getting the project started, identifying team members and developing a high-level plan.
Phase 2: Business Blueprint - The primary focus of Phase 2 is to understand the business goals of the enterprise and to determine the business requirements needed to support these goals.
Phase 3: Realization - The purpose of this phase is to implement all the business and process requirements identified in the Business Blueprint. You configure the system step-by-step in the work packages Baseline and Final Configuration.
Phase 4: Final Preparation - The purpose of this phase is to complete testing, end-user training, system management and cutover activities. Critical open issues are resolved. When you have successfully completed this phase, you will be ready to run your business in your production system.
Phase 5: Go Live and Support - Transition from a project-oriented, pre-production environment to a successful and live production environment.
The new ASAP Roadmap (available as of Release 4.6A), helps integrate all existing ASAP Roadmaps into one "configurable" one. It is based on the products R/3, BW (Business Information Warehouse), APO (Advanced Planner & Optimizer), CRM (Customer Relationship Management encompassing Mobile Sales/Mobile Services), and B2B (Business to Business Procurement) and provides a single implementation solution within ASAP for all SAP software.
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Implementation strategy
Global definition of businessprocesses
Global system topologyStandardization of businessprocesses
Realization
Change management
Manage global activities
Legal requirements
ProgramSet-Up
BusinessBlueprint
Rollout ASAP Roadmap
Maintenance &Support
Global ASAP
ProjectPreparation
BusinessBlueprint
RealizationFinal
PreparationGo Live &Support
Continuous
Improvement
SAP has developed Global ASAP as the standard implementation methodology for the global implementation of SAP software. The basic concept of Global ASAP is to map all activities that do not take place at local level onto a special structure called the Global Roadmap. This Roadmap is structured according to the AcceleratedSAP principle and includes How-to's, accelerators, modeling methods and tools. The Global Roadmap is linked to each Roadmap for projects at local level.
A global implementation strategy involves defining a pre-configured corporate system or global template. The global template is the sum of all enterprise-specific configuration and Customizing settings, and models that are included in one SAP System and provide a reference for live systems at the global and local levels (individual companies and plants). This implementation approach is also referred to as the global template rollout of the SAP System.
The Global ASAP Roadmap consists of four phases: Global Program Set-Up Global Business Blueprint Global Realization Global Maintenance & Support
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Global settings
Countries
Currencies
Calendars
Concept Recommendations Requirements Activity WinHelp
Status/activity data Scheduling Resources Microsoft Project
interface
ProjectManagement
Open Customizing transactions
Activities Efficiently organized
using notes Use Microsoft Word
ProjectDocumentationSAP Documentation
•The IMG contains documentation for each activity. •The activities can be carried out directly.•Functions for project management and project documentation are available.
IMG
IMG: Tasks
The IMG contains all Customizing activities you need to implement application components. You can create Customizing projects in an SAP System, to help structure and manage an implementation project. You can also record cross-project documentation.
You can create an IMG for each project. From a Project IMG you can work on Customizing transactions, project documentation, cross-project documentation, and information on project management.
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Customer-Specific ConfigurationCustomer-Specific Configuration
ProjectIMGsGenerateGenerate
CustomizingCustomizingProjectsProjects
Manually ASAP-IMGlink
SAPReference
IMG
Projectdocumentation
Projectmanagement
Customizingtransactions
GenerateGenerateProject IMGProject IMGViewsViews
ProjectIMG
views
The IMG acts as a checklist of the Customizing activities that your enterprise should complete to implement an SAP System. The IMG is hierarchically structured.
The structure of the IMG and the IMG tools (for example, allocating resources such as project members and the MS Project interface) help your project team to work through the Customizing activities in a rational sequence.
For the realization, you can divide the scope of the Reference IMG into different projects, which, in turn, are assigned to Project IMGs. Use a Project IMG to work on Customizing transactions, project and cross-project documentation, as well as information on project management.
You can create views to improve the structure of a Project IMG. You can use these views to edit Customizing transactions, project and cross-project documentation, and information on project management, in line with the Project IMG.
As of Release 4.6, you can use the ASAP-IMG link in the Q&Adb to create project views. This transfers the project scope set in the Question & Answer database (Q&Adb) to the R/3 System. The views generated by the ASAP-IMG link contain Customizing activities for the processes set in scope in the Q&Adb.
To use the ASAP-IMG link, a Customizing project must already exist in the R/3 System.
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Industry-specific Customizing in IMG and CATTsPreconfigured Industry System
Industry-specific details in ASAP and documentation
Model-based presentation of the industry solution
Industry-specific Business Blueprint
Industry-specific business componentsBusiness framework component
A c c e l e r a t e d S o l u t i o n
Accelerated Industry Solutions: StepsAccelerated Industry Solutions: Steps
System documentation and the ASAP Question & Answer database contain industry-specific information and are the ideal places to start looking for information.
Model-based presentations of industry-specific business processes help you analyze the business processes you have selected. Event-driven process chains (EPCs) are available for several industries (for example, the automotive and pharmaceutical industries) and are integrated in the SAP Reference Structure. A structure is available for each industry in the ASAP Question & Answer database, and helps you to produce an industry-specific Business Blueprint (Phase 2 of the ASAP Roadmap).
Industry-specific Customizing involves integrating default Customizing parameters for a specific industry in the IMG. SAP has documented this process in the IMG. You can use the Computer Aided Test Tool (CATT) which is also integrated in the system to transfer industry-specific master data structures to the system. Test programs (CATTs), named after the above tool, are provided for the industry-specific business cases defined by SAP. This collection of tools is known as Preconfigured Industry Systems.
Industry-specific business solutions are integrated as business components in the business framework. Implementation in the system can also be a ready-to-work solution. The main feature of such a solution is the delivery of a combination of software and hardware required to install an SAP System.
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You are now able to:
Describe the elements of TeamSAP
List and briefly describe the five phases of theASAP Implementation Roadmap
Discuss the major tools that support an SAPimplementation
Implementation Planning and Tools: SummaryImplementation Planning and Tools: Summary
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