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Table of content

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Table of content1 Personnel Management (PA)1.1 Recruitment (PA-RC)1.2 Personnel Administration (PA-PA)1.3 Benefits Management (PA-BN)1.4 Altersvorsorge1.4.1 Pension Fund (PA-PF)1.4.2 Betriebliche Altersversorgung (PA-PF-DE)1.5 Personnel Development1.6 Organizational Management1.6.1 Integration with SAP Business Partner1.6.2 Authorizations for Human Resources1.7 Compensation Management (PA-CM)1.7.1 Compensation Management (PA-CM)1.7.2 Personnel Cost Planning (PA-CM-CP)1.8 Personnel Cost Planning and Simulation1.9 Management of Global Employees1.10 Concurrent Employment1.11 Manager�s Desktop (PA-MA)1.12 Budget Management1.12.1 Position Budgeting and Control (PA-PM-PB)1.12.2 HR Funds and Position Management (PA-PM)1.13 Travel Management (FI-TV)1.13.1 Travel Management (FI-TV)

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1 Personnel Management (PA)

1.1 Recruitment (PA-RC)Purpose

The ability to meet personnel requirements is key for enterprises. The success of an enterprise depends on such factors as the quality and availability ofpersonnel. It is particularly important for the development and success of expanding enterprises that they have quick access to adequate personnel.

This component has all the functions you need for working through the entire recruitment procedure, from creating applicant data to filling vacant positions.

The Recruitment component contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated –recruitment strategy.

You can use the Recruitment component to recruit human resources according to requirements, at any time. You can increase the number of applicantsavailable to your enterprise, and include them in the selection procedure for vacancies, by advertising for personnel (using job advertisements, for example) orby receiving unsolicited applications. You can store applicants that you have not deemed suitable for a particular vacancy in the Applicant Pool , where theycan be considered for other or future vacancies.

This component enables you to define a recruitment procedure that suits the needs of your enterprise. You can distribute tasks and responsibilities to differentpeople involved in the recruitment process. Recruitment supports you in dividing and assigning administrative and decision-making task areas. Many taskscan be processed via mass processing.

The Recruitment component provides dynamic actions to enable you to automate many processes. For example, when you first enter applicant data, thesystem creates a confirmation of receipt in the form of an applicant activity and a letter confirming receipt of application. This reduces the administrative tasksrequired of the HR department for applicant correspondence.

IntegrationIf you want to use all of the functions in the Recruitment component, you are advised to implement the following components:

Component Provides the Following Extra Functions

Personnel Administration Easy transfer of applicant data to Personnel Administration once anapplicant is hiredEasy transfer of employee data to Recruitment when an internal applicant(employee) submits an application within your enterprise

Personnel Development Search for applicants with particular qualificationsProfile comparison between applicants’ qualifications and the requirementsfor (vacant) positions

Organizational Management Vacancies maintained in Organizational Management are automaticallyavailable in Recruitment

Manager's Desktop Manager’s can make decisions relating to the selection procedure forvacancies and represent them using the Manager’s Desktop. Additionaladministrative steps are forwarded to the HR department via an automatic e-mail connection.

FeaturesSAP Recruitment is made up of the following subcomponents:

Workforce Requirements and Advertising

Applicant Administration

Selection of Applicants

Each component supports a different phase of the recruitment process.

SAP Recruitment also provides high-performance functions for the Internet and intranet, and in SAP Business Workflow.

Workforce Requirements and Advertising

Your enterprise’s workforce requirements are represented in the system by vacancies. You can create vacancies manually in Recruitment. If you have anintegrated system, you have access to the vacancies that are maintained in Organizational Management .

You can use Recruitment to manage advertising centrally. Advertising enables you to publicize your enterprise’s workforce requirements.

The following functions are provided for workforce requirements and advertising:

Create and manage vacanciesManage media and recruitment instrumentsManage advertisements and advertisement costsAssign vacancies and applications to advertisementsUse a variety of reporting options (for example, the effectiveness of recruitment instruments and publication costs, response rate to advertisedvacancies, etc.)

Administration of Applicants

Applicant administration contains the following subfunctions:

Applicant classification

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NoteWhen applicant data is entered in the system, applicants can be classified as follows:

Internal or external applicants

Applicants responding to an advertisement or unsolicited applicants

Each applicant is assigned the following statuses:

Overall status

Vacancy assignment status

These statuses indicate the stage of processing the applicant has reached. Applicant actions enable you to change the statuses while applicants are beingprocessed.

By classifying applicants, you can access individual groups of applicants and perform group-related activities. For example, you can perform reportingactivities by running reports.

Administration of Applicant Correspondence

Recruitment enables you to automate applicant correspondence to a large extent. Depending on the applicant classification, the system automaticallyassigns individual letters to each applicant. You can either carry out your applicant correspondence for individual applicants or via bulk processing (if you wantto save time).

Selection of Applicants

Applicant selection is process-oriented. With the Recruitment component, you can carry out an efficient, process-oriented selection procedure: Theapplicants first take part in a global selection process. In this procedure, you decide whether an applicant should be considered for employment in yourenterprise. You can reject an applicant in this first phase, or you can decide to include them in the rest of the selection procedure.

The Recruitment component offers the following functions to support the selection procedure:

Administration of selection procedures

You can track the individual stages that an applicant passes through in the selection procedure using applicant actions ( Invite applicant, Offer applicantcontract, Hire applicant ). You can define administrative steps using applicant activities (such as Interview appointment, Mail contract ).

The following functions also support the decision-making process in selecting applicants:

Short profile

You can use a short profile to group applicant data according to various aspects, for example, applicants’ education and training.

Original application documents

If you implement SAP ArchiveLink , you have quick access to optically-archived application documents, which you can use in the decision-making process.

Search for applicants with particular qualifications

If Recruitment and Personnel Development are integrated, you can search for applicants with particular qualifications, which enables you to restrict thenumber of suitable applicants.

Hiring applicants

If you want to hire an applicant and have an integrated system, you can automatically transfer applicant data to Personnel Administration .

SAP Business Workflow

SAP Business Workflow in Recruitment (PA-RC) enables you to coordinate tasks within the recruitment procedure. Using workflow, you can distribute workand automatically forward it to the persons responsible for certain tasks. You can use the following SAP Business Workflow functions in Recruitment:

Receipt and ResubmissionPlanning and Holding Job InterviewsCreating an Offer of ContractPreparation for HiringManagement of Applicants on Hold

Web Applications and Employee Self-Service (ESS)

You can use the Employment Opportunities Web application to make advertisements on the vacant positions in your company available to external applicantsvia the Internet, thus enabling you to cut costs. External applicants can create and submit their job application directly in the Internet, and they can find out thestatus of their application at any time using the Application Status Web application . These functions are also available for internal applicants (employees):Employment Opportunities Service and Application Status Service .

1.2 Personnel Administration (PA-PA)

PurposeIn times of increasing decentralization and the globalization of markets, an efficient and transparent administration for personnel data is a decisive advantage.

You can manage all modern personnel administration tasks with this application component. Personnel Administration relieves you from the dailyadministrative routine activities which are costly and time consuming, while simultaneously supporting you in demanding planning activities.

Another advantage of this application component - especially for international corporations - is the various country specific versions which are created inaccordance with the respective country specific features. By using country specific versions, you can set up Personnel Administration as a standardpersonnel administration system in different countries.

IntegrationWith other HR Application Components

Personnel Administrationis completely integrated in the Human Resource component of the SAP System. If you require additional functions to those offeredbyPersonnel Administration, you will need to set up the following application components:

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Desired Function Required Application Component

Transfer applicant data when hired to Personnel Administration . Recruitment

Automatically incorporate new employees in the organizational structure of thecompany

Organizational Structure

Transfer employee compensation directly to the employees’ payment Compensation Management

Trigger transfer from Personnel Development Personnel Development

FeaturesUsing this application component, you can enter and process employee-related data within your company. Personnel Administration automatically checks alldata as it is entered to ensure that it is plausible. All employee-related data is logged with the exact date. Data remains transparent in your time progression atall times, and creates the basis for sound personnel decisions.

The following personnel administration functions are available in Personnel Administration :

You can store all types of information about an employee in Human Resources Infotypes. They provide information with a structure, facilitate data entry,and enable you to store data for specific periods.Basic personnel procedures within master data administration, such as hiring employees, performing organizational reassignments, and entering the datarequired for employees who leave the enterprise, are represented by separate personnel actions . Each personnel action contains the infotypes for whichdata must be entered in regard to the action in question, and displays them sequentially for you to process. You can use the personnel action fast entryfor specific personnel actions, thus making data entry even quicker. When using the personnel action fast entry function, you are presented with a viewin which only the input fields where you must enter data for the selected personnel action are displayed.The Master Data Fast Entry reduces the amount of time needed to enter bulk data into the system. The master data fast entry is used to processpersonnel data in the same infotype for many employees simultaneously. When using the master data fast entry, you are presented with a view in whichonly the input fields where you must enter data for the employees selected are displayed.Reporting plays an essential role in human resources data. There are numerous standard reports available so that you are able to evaluate the multitudeof data managed in your company.You can scan in and archive original documents, for example work contracts, appraisals or employee photographs using Document Archiving . As timegoes on, you can centrally administer an increasing number of personnel files, thus saving costs and time.If you have data which is no longer required in the system, yet should be retained and be available for evaluation, you can remove it from the databaseusing Data Archiving . Long-term documents from the creation of infotype logs can be archived in Personnel Administration .Workflow-Management accelerates processing and the flow of information in personnel administration by coordinating and monitoring the flow ofbusiness processes step by step. SAP Business Workflow automates, for example, the Subsequent Activities of a New Hiring in PersonnelAdministration .Application Link Enabling (ALE) enables the distribution of business management processes and functions to many loosely linked SAP Systems.Amongst other things, the ALE business process Sales Employee is available in Personnel Administration .Employee Self-Service (ESS) allows employees to create, display, and change their own data in the company’s intranet. In Personnel Administration ,for example, employees can use the Personal Data service to create and edit their own personal data. In this way, employees can keep their own dataup-to-date, while simultaneously reducing the number of time-consuming and expensive activities performed by the Human Resources Department.

1.3 Benefits Management (PA-BN)

PurposeBenefits play an important role in the total compensation that employers offer to attract and retain the best employees possible. In mySAP Human Resources(mySAP HR), Benefits Management (PA-BN) offers employers a flexible framework for creating and managing tailor-made benefits packages for theiremployees. Its versatile configuration options enable employers to offer a diverse range of benefits and to accommodate even complex plan definitions.

The integrated and automated processes within Benefits Management streamline your administrative activities, helping you to cut costs. By implementingEmployee Self-Services, for example, you can minimize the volume of paperwork and inquiries handled by your benefits staff, while at the same timeincreasing the accuracy of your data.

Using the reporting capabilities provided in Benefits Management , benefits staff and executives have direct access to structured benefits data to assistthem in their analytical tasks. In Employee Self-Service (ESS), your employees can review up-to-the-minute information about their benefits elections, andcan access additional information to support them in the decision-making process.

Implementation Considerations Benefits Management is integrated with the international Payroll (PY) component of mySAP HR; however, integration is not supported for every country

version of SAP Payroll. Please contact your SAP Payroll implementation team or payroll administrator to find out whether integration is in place for yourcountry.

If you would like to use Benefits Management for a country payroll version that is not integrated – in conjunction with non-SAP payroll software or an externalpayroll service – then you must provide your own interface for the transfer of data.

Features

International Functionality

The core Benefits Management component is designed for use worldwide. It encompasses the following central elements:

Administrative functionsPowerful yet simple-to-use tools support you in all your administrative tasks, from enrollment through eligibility checking and communication of benefits

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information to plan providers.Master dataIn mySAP HR, infotypes are the basis for storing information related to employees. Benefits Management uses its own specific infotypes, and alsoreferences infotypes from the SAP Personnel Administration (PA‑PA) component.ReportsA range of standard reports allows you to summarize and analyze data relating to benefits. You also have access to versatile reporting tools that enableyou to create any additional reports you may require.Employee Self-ServiceAn array of intuitive self-services are available to allow your employees to view and change their benefit selections online.

Country‑Specific Functionality

In response to legal and functional requirements in specific countries, additional functions are also available as an add‑on to the international BenefitsManagement component. For more information, consult the specific documentation for the relevant country or geographical area:

USA SpecificsAsia SpecificsUK Specifics

1.4 Altersvorsorge

1.4.1 Pension Fund (PA-PF)Purpose

This component includes functions that

Calculate employee contributions to the pension fundCalculate benefits (technical account management)Create reportsManage a pension fund

The following sections include information that is aimed at different target groups:

Pension Fund: User GuideThis guide provides information to users of the Pension Fund component.

Pension Fund: Reference GuideThis guide provides detailed, technical information on individual functions and objects in the pension fund.

Pension Fund: Technical User GuideThis guide provides tips and strategies for implementing and configuring the pension fund.

1.4.2 Betriebliche Altersversorgung (PA-PF-DE)

EinsatzmöglichkeitenDie Komponente Betriebliche Altersversorgung (BAV) ermöglicht es, Versorgungsbezüge aus einer betrieblichen Altersversorgung im SAP-System zuerfassen, abzurechnen und zu kontieren.

EinführungshinweiseHinweise zur Einführung der BAV finden Sie im Einführungsleitfaden Betriebliche Altersversorgung.

FunktionsumfangDie Komponente Betriebliche Altersversorgung umfasst:

Spezielle Infotypen zur BAV

Infotyp Versorgungsordnung (0323)In diesem Infotyp ordnen Sie Ihren Mitarbeiter einer Versorgungsordnung zu. Jede Versorgungsordnung, die Sie im Customizing eingerichtet haben,bildet einen Subtyp des Infotyps Versorgungsordnung (0323). Jede Versorgungsordnung umfasst eine Menge möglicher Ansprüche, die Ihnen abhängigvon der gewählten Versorgungsordnung für den Mitarbeiter angezeigt werden.Infotyp Ansprüche (0202)Dort erfassen Sie Daten zu den Ansprüchen eines Mitarbeiters. Der Infotyp Ansprüche (0202) wird indirekt über den Infotyp Versorgungsordnung(0323) gepflegt.Infotyp Renten-/Bewertungsstatus (0203)Der Infotyp wird manuell von Ihnen angelegt und später durch den Report zur Rentenermittlung (RPCWSVD0) gepflegt. Der Infotyp enthält, analog zumInfotyp Abrechnungsstatus (0003), Daten zum Status des Mitarbeiters bezüglich der BAV.Infotyp Rentenbasisbezüge (0201)Der Infotyp enthält die Rentenbasisbezüge eines Mitarbeiters. Der Infotyp wird durch die Rentenermittlung (RPCWSCD0) gefüllt, kann aber auchmanuell gepflegt werden. Rentenbasisbezüge, die als Lohnarten in diesem Infotyp stehen, fließen in die Abrechnung ein und werden an den Mitarbeiterausgezahlt.

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Reports

Reports zur Betrieblichen AltersversorgungAllgemein:RPCWUBD0 (Übernahme Einkommen/Beiträge BAV)RPCWSVD0 (Rentenermittlung)RPCWIRD0 (Rentenanpassung)

Bescheinigungen:RPBWDRD0 (Druckreport Bescheinigungen Betriebliche Altersversorgung)RPBWDRD2 (Druckreport zyklische Anwartschaften Altersversorgung)

Beitragsrückerstattung:RPLWDA5 (Anzeige Beitragsrückerstattung)RPUWDAD5 (Bearbeiten Beitragsrückerstattung)RPUWPRD0 (Liste der zu prüfenden Beitragsrückerstattungen)RPUWDRD0 (Löschen Beitragsrückerstattungen)RPCDTWD0 (Vorprogramm DTA Beitragsrückerstattungen)

HilfsreportsRPUWETD0 (Anzeige BAV-Fehlermeldungen)RPUWELD0 (Löschen BAV-Fehlermeldungen)RPLWDAD0 (Anzeige BAV-Datenbanken)RPUWDAD0 (Pflege BAV-Datenbanken)RPLWDAD2 (Liste BAV-Daten)RPUWRSD0 (Ändern Renten-/Rückstellungsstatus (Infotyp 0203))RPUWSTD0 (Löschen Aktionen der Betrieblichen Altersversorgung)

Ansprüche

Anhand von Versorgungsordnungen , Ansprüchen und Leistungsarten bilden Sie die Regelwerke Ihrer unternehmensspezifischen Altersversorgung ab.

Die Versorgungsordnung umfasst eine Menge an Ansprüchen . Jeder Mitarbeiter ist über den Infotyp Versorgungsordnung (0323) einerVersorgungsordnung zugeordnet. Alle Ansprüche dieser Versorgungsordnung können dem Mitarbeiter zugesagt werden. Die Leistungsart wiederum ist diekonkrete Ausprägung des Anspruchs, die sich aus dem Versicherungsverlauf ergibt.

BeispielEin Anspruch auf Eigenrente umfasst die Leistungsarten Altersrente und Invalidenrente . Geht der Mitarbeiter mit 65 Jahren in Altersrente, wird aus demAnspruch Eigenrente die konkrete Leistungsart Altersrente . Bei vorzeitiger Invalidität wird aus dem Anspruch Altersrente die LeistungsartInvalidenrente .

Siehe auch:

Anspruchsverwaltung

Anspruch, Versorgungsordnung und Leistungsart

Versorgungseinrichtungen

Versorgungseinrichtungen sind Institutionen, die im Rahmen der Betrieblichen Altersversorgung bestimmte Funktionen übernehmen. Hierbei wirdunterschieden zwischen der Funktion der zuständigen Firma , die einen Anspruch zugesagt hat und für dessen Erfüllung verantwortlich ist, und der Funktiondes Leistungsträgers , der die Kosten der Versorgungsleistung trägt.

Siehe auch:

Versorgungseinrichtungen

Rentenermittlung und weitere Anspruchsbewertungen

Ansprüche, die einem Mitarbeiter zugesagt sind, können jederzeit bewertet werden. Hierzu steht der Report Rentenermittlung (RPCWSVD0) zur Verfügung.

Im Customizing können Sie pro Anspruch und Leistungsart ein Berechnungsverfahren für die Anspruchsbewertung hinterlegen. Die gängigstenBerechnungsverfahren sind in der SAP-Standardauslieferung bereits enthalten.

Im Versorgungsfall werden die bewerteten Ansprüche als Renten im Infotyp Rentenbasisbezüge (0201) für den Mitarbeiter gespeichert.

Siehe auch:

Anspruchsbewertung

Betriebswirtschaftliche Abläufe in der Betrieblichen Altersversorgung

Die gängigsten betriebswirtschaftlichen Abläufe (Pensionierung eines Mitarbeiters, Austritt eines Mitarbeiters mit Prüfung auf unverfallbare Anwartschaftenetc.) sind in der BAV bereits durch entsprechende Prozesse unterstützt. Über eine Personalmaßnahme in den Stammdaten des Mitarbeiters (z.B. MaßnahmeAustritt/Pensionierung ) lösen Sie einen Verarbeitungsanlass für die Rentenermittlung aus (z.B. Ermitteln der Altersrente). Anschließend zahlen Sie die Rente

über die Personalabrechnung aus und erstellen eine entsprechende Bescheinigung über die Höhe der Altersrente für den Mitarbeiter.

Siehe auch:

Betriebswirtschaftlich Abläufe in der Betrieblichen Altersversorgung

1.5 Personnel Development

Purpose

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You can use the Personnel Development component to maximize employees’ utility within your company. You can plan and implement specific personnel andtraining measures to promote the professional development of your employees. You can also ensure that staff qualification requirements are met and planned.By taking into account employees’ preferences and suitability, you can increase job satisfaction. Personnel development sets out to ensure that all of theemployees in all of the functional areas in your company are qualified to the standards required at present, and will remain so in the future. This is achieved bydeveloping qualification potentials.

A company’s personnel development needs are determined by comparing current or future work requirements with employees’ qualifications, preferences andaspirations. Career and succession planning scenarios might contain personnel development measures that are geared toward finding someone to fill aspecific post. They can also contain more general measures to impart qualifications so that employees retain or further their professional skills and abilities,and keep track with technological developments.

IntegrationIf you want to use all the functions in the Personnel Development component, you also need to have implemented the Organizational Managementcomponent.

It is recommended that you use the following components also:

Component Purpose

Personnel Administration You can use HR master data in personnel development

You can conduct employee transfers from Personnel Development

Recruitment You can include applicants in personnel development

Training and Event Management You can display training course (business events) that will eliminatequalification deficitsYou can book persons onto business events directly from PersonnelDevelopmentYou can include business events in development plans

Shift Planning Schedule employees on the basis of their qualifications

FeaturesYou can use the Personnel Development component to maximize employees’ utility within your company. You can plan and implement specific personneland training measures and thus promote your employees’ professional development. You can also ensure that staff qualification requirements are met andplanned. By taking into account employees’ preferences and suitability, you can increase job satisfaction. Personnel development sets out to ensure that all ofthe employees in all of the functional areas in your company are qualified to the standards required at present, and will remain so in the future. This isachieved by developing qualification potentials.

A company’s personnel development needs are determined by comparing current or future work requirements with employees’ qualifications, preferences andaspirations. Career and succession planning scenarios might contain personnel development measures that are geared toward finding someone to fill aspecific post. They can also contain more general measures to impart qualifications so that employees retain or further their professional skills and abilitiesand keep track with technological developments. Actual personnel development measures involve either individual business events, or comprise complexdevelopment plans, which are, in turn, made up of a number of subactivities. Personnel appraisals form another important basis for personnel developmentplanning. Apart from supplying invaluable information, personnel appraisals can also be used to monitor the success of personnel development measures thathave already been introduced.

Personnel Development comprises the following components:

Qualifications/Requirements

You use this component to set up, structure and manage a qualifications catalog. On the basis of this qualifications catalog , the organizational structure (and,if required, other information) you can create profiles. You can then use these profiles to manage, evaluate and compare object characteristics.

Appraisal Systems

You use this component to plan, perform and evaluate appraisals. Appraisals assist you when planning and monitoring individual personnel developmentmeasures.

Career and Succession Planning

You use this component to work through career and succession planning scenarios. In Career Planning, you can identify possible career goals and draw upcareer plans for employees. Succession Planning deals with finding people to refill positions.

Development Plans

You use this component to map general and individual personnel development plans in your system. You can use these development plans to plan andmanage short-term and long-term personnel development measures.

1.6 Organizational Management

1.6.1 Integration with SAP Business Partner

UseYou use this function to provide applications that depict persons and organizational units as business partners for HR master data and HR organizational data.To do so, you integrate HR master data and HR organizational data (object types CP, P, and O) with business partner data (object type BP).

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IntegrationThe following applications use integration with HR master data and HR organizational data:

SAP Supplier Relationship Management (SRM) SAP Customer Relationship Management (CRM) SAP E-Recruiting SAP Collaboration Projects (cProjects) SAP Strategic Enterprise Management (SAP SEM) SAP Internet Communication Manager (ICM)

PrerequisitesYou must activate integration between HR Master Data and HR Organizational Data with SAP Business Partner. You do this by performing the Customizingactivity Activate Integration . For this Customizing activity, see Customizing for Personnel Management and choose:

Organizational Management Integration Integration with SAP Business Partner Personnel Administration Interfaces and Integration Integration with SAP Business Partner

FeaturesYou can run applications based on the business partner in one logical system or in separate logical systems. For more information, see BusinessPartner Integration in a Logical System and Business Partner Integration in Separate Logical Systems .You can run report HRALXSYNC to perform consistency checks. For more information, see Object Synchronization and Repair .The system transfers data from the following HR infotype fields to suitable business partner fields in the Employee and Organizational Unit roles:HR Master Data

Infotypes/Subtypes Field Name

Personal Data (0002) Last Name (Field for Search Help) (NCHMC) First Name (Field for Search Help) (VNAMC) Communication Language (SPRSL) Form-of-Address Key (ANRED) First Name (VORNA_40) Last Name (NACHN_40) Name at Birth (NAME2_40) Middle Name (MIDNM) Second Name (NACH2) Title (TITEL) Second Title (TITL2) Other Title (NAMZU) Name Prefix (VORSW) Second Name Prefix (VORS2) Nick Name (RUFNM_40) Initials (INITS) Name Format Indicator for Employee in a List (KNZNM) Gender Key (GESCH) Birthplace (GBORT_40) Date of Birth (GBDAT) Marital Status Key (FAMST)

Addresses (0006)/ Permanent Residence (1) Country Key (LAND1) Contact Name (NAME2_40) City (ORT01_40) District (ORT02_40) Postal Code (PSTLZ) Street and House Number (STRAS_40) House Number (HSNMR_40) Second Address Line (LOCAT_40) Building (Number or Code) (BLDNG) Floor in Building (FLOOR) Identification of an Apartment in a Building (POSTA) Region (State, Province, County) (STATE) Telephone Number (TELNR)

Communication (0105)/ Fax (0005) Communication Identification/Number (USRID)

Communication (0105)/ E-Mail (0010) Communication Identification/Number (USRID)

Communication (0105)/ First Telephone Number at Work (0020) Communication Identification/Number (USRID)

HR Organizational Data

Infotypes/Subtypes Field Name

Object (1000) Object Name (STEXT) Object Abbreviation (SHORT) Language Key (LANGU)

Address (1028) Address Supplement (c/o) (CNAME) City (ORT01) Postal Code (PSTLZ) Street and House Number (STRAS) House Number (HAUSN)

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Street and House Number (STRS2) Building (BUILD) Physical Room Numbe r (ROOM1) Country (LAND1) Region (State, Province, County) (REGIO) Telephone Number (TELNR) Fax Number (FAXNR)

Mail Address (1032) E-Mail Address (SMTPADR)

1.6.2 Authorizations for Human Resources

PurposeAuthorizations control system users’ access to system data and are therefore a fundamental prerequisite for the implementation of business software.

In Human Resources, authorizations play a significant role since access to HR data must be strictly controlled. There are two main ways to set upauthorizations for SAP Human Resources:

You can set up general authorizations that are based on the SAP-wide authorization concept or you can set up HR-specific structural authorizations thatcheck by organizational assignment if a user is authorized to perform an activity.

NoteAll information refers to the SAP Standard Release 4.70 unless otherwise stated.

Implementation ConsiderationsTo decide how best to set up your authorization requirements, see Technical Aspects for all relevant technical information about both authorization types.

IntegrationYou can set up both authorization types (general access authorizations and structural authorizations) simultaneously. This can lead to a complex interaction ofauthorizations. For more information, see Interaction of General and Structural Authorizations .

FeaturesThis documentation explains which values to select and how to use them to set up authorizations for each authorization type. For more information about theauthorization types, see General Authorization Check and Structural Authorization Check .

For more information about the customer enhancements available for HR Authorizations, see also Customer Enhancements .

For help with setting up authorizations and information about important help and tool reports for authorizations, see Additional Functions for AuthorizationChecks .

ConstraintsFor information about the known problems and suggestions for solving problems, see Constraints .

ExampleSimple examples demonstrate how you can accommodate different authorization requirements.

1.7.1 Compensation Management (PA-CM)

1.7.1 Compensation Management (PA-CM)

PurposeCompensation is a key factor in attracting and keeping the best employees and ensuring that your organization has the competitive edge in an increasinglycompetitive world.

The Compensation Management component enables you to differentiate between your remuneration strategies and those of your competitors while stillallowing flexibility, control and cost effectiveness.

It provides a toolset for strategic remuneration planning that reflects your organization culture and pay strategies, and it empowers line managers within aframework of flexible budget control.

Compensation Management allows you to control bottom-line expenditures and offer competitive and motivating remuneration, be it fixed pay, variable pay,stock options, merit increases, or promotion – in other words, total compensation.

In brief, you can use this component to perform:

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Create centralized and decentralized budgetsPlan and administer compensation adjustments at the manager levelPlan and administer compensation adjustments within budgetPerforming Job PricingDefine pay grades and salary structures to identify the internal value of jobs and positions in your organizationAdminister long-term incentives

IntegrationTo use Compensation Management , you must install:

The Personnel Administration component so that you can access and update employee master data

The Organizational Management component so that you can define an organizational structure for budgeting and selecting employees

If you want to use performance appraisal results stored in the Appraisal System, then you must install the Personnel Development's Appraisals component.

FeaturesCompensation Management comprises the following components:

Job Pricing

You can use this component to store and manipulate results from external job evaluation systems, and data from external marketing surveys. You can thenuse this data as a starting point for building salary structures that you can associate with jobs and positions in your organization. This component allows youto identify the internal worth of jobs and positions in your organization.

Budgeting

You can use this component to allocate monetary amounts or non-monetary amounts, for example, a number of shares, to a particular department, subsidiary,or plant within your organization. You can also use it as a control mechanism to make sure that you stay within the budget amount allocated when youadminister compensation adjustments.

Compensation Administration

You can use this component to plan and administer compensation adjustments, such as salary increases, bonuses, long-term incentives either across theboard or in accordance with the corporate compensation policy and eligibility criteria. This component also enables you to distribute adjustments at theemployee by allowing you to overwrite the prescribed adjustment manually. The additional employee information provided supports and facilitates the decision-making process. The control mechanisms built into the component warn you immediately if your planning is inconsistent or has exceeded the allocatedbudget.

See also:

The Compensation Management Process

1.7.2 Personnel Cost Planning (PA-CM-CP)Purpose

Personnel Cost Planning focuses on all a company’s personnel costs, wages, salaries, and employer contributions to social insurance, for example. Thiscomponent enables you to determine current personnel costs as well as experiment with and project future costs. You can also work with costs that are notdirectly personnel related. You can, for example, calculate education and training costs as well as the cost of providing leisure activities for employees.

Integration

So that you can install Personnel Cost Planning, you must:

Maintain the organizational structure in the Organizational Management component.Integration with the Organizational Management component enables you to take organizational changes as well as changes in headcount intoconsideration in your planning. This is of particular importance if you are planning a reorganization or a change in headcount in your organization.

Maintain a job index which includes all the positions which exist in your company.

Assign all positions to organizational units within the organizational structure.

This means that you must create a record for the Relationship infotype between the position and the organizational unit (relationship A/B 003).

Maintain the Cost Planning (1015) and, if necessary, the Working Time (1011) infotypes, if you want to calculate the costs for vacant positions. Thisapplies to all three planning bases: Planned compensation, basic pay and payroll results.

Install the Controlling (CO) component, if you want to include Personnel Cost Planning calculation results in overall budget planning.

Install the Personnel Administration and Recruitment components, if you want to use basic pay and payroll results as calculation bases.

You must assign a holder (employee) to each position you maintain. This means that you must create a record for the Relationship infotype betweenpositions and the employees (relationship A/B 008).

NoteIf you do not install the Personnel Administration component and so cannot assign holders to positions, you can set a switch in Customizing whichdetermines that the system handles any positions which are not occupied as vacant positions. Note, however, that this setting affects other areas inPersonnel Management and Training and Event Management .

If you use planned compensation or basic pay, you must:

Create and maintain records for the Vacancy infotype (1007) for positionsSet up the Vacancy infotype (1007) in Customizing accordingly.

If you want to work with cost centers, you must:

Install the Controlling (CO) component

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Assign organizational units to cost centers (relationship A 011)

NoteThe inheritance principle applies when assigning organizational units to cost centers. This means that an organizational unit inherits the cost centerassignment of the organizational unit it is subordinate to, unless you have explicitly assigned it to another cost center.

If positions are not assigned to the same cost center as the organizational units they are subordinate to, you must assign them directly to the relevantcost center (relationship A 011).

Features

This component also takes vacant positions into consideration and so, as compared to traditional cost planning tools, offers extremely precise planningcapabilities.

This component also offers an array of display options. You can:

Download cost data into EXCEL™ spreadsheets.

Display cost data and plan scenarios as 3-dimensional bar charts in SAP Business Graphics

See also:

Cost Planning

Planned Compensation

Basic pay

Payroll results

Editing Plan Scenarios

Comparing Plan Scenarios

Integration with Controlling (CO)

1.8 Personnel Cost Planning and Simulation

PurposeThis component enables you to execute operational personnel cost planning. You plan the development of your employees’ wages and salaries and employeebenefit costs, for example, employer contributions to social insurance and further education and training costs. You can simulate different planning scenariosthat are based on various assumptions and analyze the effects they have on the company. Personnel Cost Planning and Simulation enables you to supportstrategic personnel management and the overall strategy of your company.

Implementation ConsiderationsYou can only use Personnel Cost Planning and Simulation if you implement Organizational Management .

Integration

With Other Application Components

Function Required Component Required

Include all payment-relevant information from HR master data when creatingpersonnel cost plans

Personnel Administration (PA-PA)

Include all payroll results when creating personnel cost plans Payroll (PY)

Include all training costs when creating personnel cost plansInclude personnel cost plans when creating the budget for Training and EventManagement

Training and Event Management (PE)

Include compensation guidelines for employees or planned compensation for jobsand positions when creating personnel cost plansInclude personnel cost plans when creating the budget for CompensationManagement

Compensation Management (PA-CM)

Include personnel cost plans when generating commitment or budget data withinpersonnel budget planning

Position Budgeting and Control (PA-PM-PB)

Include personnel cost plans in planning for the entire company Controlling (CO)

Detailed reports, planned/actual comparisons SAP Business Information Warehouse (SAP BW)

FeaturesYou can include payment-relevant data in planning for the following standard cost objects:

EmployeesPositionsJobsPayment-relevant data for jobs is pertinent if, for example, a position is vacant and no data is therefore available. In such cases, you can include

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the job data instead of the position data, in personnel cost planning.Organizational UnitsPayment-relevant data for organizational units includes, for example, training budgets stored for the organizational unit.You can also use customer-specific cost objects.

Standard methods that you can enhance flexibly are available for data collection. This allows you to include company-specific data sources in yourpersonnel cost planning. The system stores the generated data basis in separate planning infotypes.You can use different planning scenarios to compare various assumptions for personnel costs such as different salary increases or increases toancillary payroll costs. This enables you to simulate new compensation models and analyze their effects in detail.You can execute cost planning runs for individual organizational units, parts of an organizational structure, or for the entire organizational structure.You can decentralize parts of planning. Line managers can use a Web application to view, change, and enhance planning for their area of responsibility.They can use the generated plan data in different ways in subsequent processes such as for creating the budget in Compensation Management or forthe entire company planning in Controlling . SAP Business Information Warehouse (SAP BW) enables you to monitor the plan continuously and execute detailed reports.

ConstraintsYou cannot use plan versions you created with the previous Personnel Cost Planning component in the new Personnel Cost Planning and Simulationcomponent.You can only execute specific reports such as planned/actual comparisons in SAP BW. Personnel Cost Planning and Simulation does not use SAP Business Workflow.

1.9 Management of Global Employees

PurposemySAP HR Management of Global Employees is a comprehensive solution that helps global companies streamline their expatriation and repatriationprocesses from A to Z according to their specific needs - from the planning and the preparation of the global assignment, to the global assignment itself andthe repatriation – and keep track of global employees throughout the world at any time. The recruitment process, however, is not within the scope of thisfunctionality. To find a suitable candidate, you could use either Expert Finder , a w eb-based application that enables you to track experts throughout yourcompany, or E-recruitment .

Implementation ConsiderationsmySAP HR Management of Global Employees is shipped with an implementation guide (IMG) containing detailed instructions on how to configure yoursystem, as well as model entries you can change to meet your company-specific needs. For more information, see the IMG Management of GlobalEmployees .

To implement this component, you must activate it first in your system by performing the activity Activate Management of Global Employees under thesection Global Settings .

IntegrationmySAP HR Management of Global Employees is tightly integrated with the other HR application components such as Personnel Management ,Organizational Management , Benefits and Payroll . As a country-independent solution, it can be implemented in any country supported by SAP.

In addition, it can be used in combination with:

Payroll for Global Employees , which enables you to run payroll either in the home or in the sending country, as well as in the host country. This is,however, not required. In other words, you could perfectly run Management of Global Employees without implementing Payroll for Global Employeesor vice versa.Concurrent Employment , which enables you to manage the data of concurrently employed persons, that is, employees with several personnelassignments within the same company at the same time, each personnel assignment being uniquely identified in the SAP System by a personnelnumber. To keep track of the personnel assignments, a central person (CP) is used, which is automatically generated by the system. For moreinformation on the concepts used in this area and on the infotype framework, see also SAP R/3 Enterprise Application components > Human Resources> Personnel Management > Concurrent Employment in the SAP Library.

Data exchangeIn a global context, HR employees involved in assignment processes should also be able to access up-to-date information whenever required. For thispurpose, Application Link Enabling (ALE) is the most suitable technology for a swift data exchange between systems around the world. For more information,see SAP R/3 Enterprise Application components > Scenarios in Applications > ALE/EDI processes in the SAP Library.

FeaturesmySAP HR Management of Global Employees covers two main areas:

The management process, which is split as follows:Global assignment preparation ,Relocation preparation ,Assignment activation ,Global assignment ,Repatriation or move to a new assignment.

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The payroll process, which enables you to pay your global employees in their respective countries and eliminates dual taxation.

To automate your company-specific processes, you can use workflows. For more information about workflows and the underlying technology, see BasisComponents > Business Management > SAP Business Workflow in the SAP Library.

ExamplemySAP HR Management of Global Employees is the ideal component for keeping track of and streamline international assignments within a global company.

Thomas Klein works as a senior engineer in Germany and is asked to support the new team in the US subsidiary for a period of one year. He is willing toaccept the assignment, provided that his wife and children can join him for the whole duration of the global assignment.

During the preparation phase, the responsible HR department and the host-based manager negociate the duration of the assignment and the compensationpackage offer with Thomas Klein, whereafter all the necessary information is collected, various application processes are started (visa, work and residencepermits) and intercultural and language trainings are booked to make the transition as smooth as possible. In parallel, housing and schooling are also provided.

Once all the information has been collected and the compensation package offer has been accepted by both parties, the assignment is activated and ThomasKlein starts working for the US subsidiary with local terms of employment and reports to his host manager. However, he still pays social insurancecontributions in Germany, which are calculated in the German payroll system, transferred to the US payroll and then deducted from his remuneration.

Shortly before the end of the assignment, Thomas Klein’s home manager has to find a new position for him or might even send him on a new assignment.

1.10 Concurrent Employment

Purpose

CautionThis component is not released for all customers. For more information, see SAP note 517071.

You use this component to manage HR master data, the time data and benefits of your concurrently employed employees , and to run the payroll for theseemployees. A situation for Concurrent Employment exists if the following conditions are fulfilled:

An employee has several personnel assignments with the same organizational unit at the same time. The organizational unit can be the same enterprise,several affiliated enterprises, or the same group of enterprises.

The employee’s data is managed in the same SAP system for all personnel assignments.

Implementation ConsiderationsTo implement this component, you must activate it in your system.To do so, perform the following IMG activity in Customizing for Personnel Managementunder Personnel Administration Basic Settings Basic Settings for Concurrent Employment Activate Concurrent Employment .

IntegrationYou can use this component in the following components:

Personnel Administration

Benefits

Time Management

Payroll

If you have activated Concurrent Employment in your system, you must implement it for the Benefits and Payroll components.

You do not have to implement Concurrent Employment for the Personnel Administration and Time Management components, even if it is active in yoursystem.

ExampleThe following graphic illustrates a typical case of Concurrent Employment:

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Julie Armstrong has two personnel assignments with a university. She works as operating-room nurse in the surgical department of the university’s orthopedicclinic 50% of the time. 50% of the time she works as pediatric nurse in the children’s clinic of the university. The university manages the data of all employeesthat are employed in the university clinic in the same SAP system.

Manager’s Desktop (PA-MA)

1.12 Budget Management

1.12.1 Position Budgeting and Control (PA-PM-PB)

UseThe objective of this component is to finance employees efficiently in accordance with budget or legal requirements. There are two tools available for this:

The commitment processor for monitoring funds usage Personnel budget plan management for managing the funds that are available according to the personnel budget plan

The commitment processor helps you to use the budget available in Funds Management effectively. The automatic generation of personnel commitment withevent-controlled background processes contributes to this. Automatic commitment creation provides you with a precise overview of the existing commitmentsin the area of personnel expenses. This ensures that you can identify and correct any excess or inefficient coverage.

Personnel budget plan management provides the tools required to map the personnel budget plan and assign persons and positions to the personnel budgetplan.

Implementation ConsiderationsYou use this component to connect the budget available in the component Funds Management for personnel expenses (personnel budget) and theorganizational structures and persons from HR.

IntegrationThe following table displays which components you require for using the commitment processor or personnel budget plan management :

Required Components Commitment Processor Personnel Budget Plan Management

Organizational Management(PA-OS) x x

Personnel Administration (PA-PA) x x

Payroll (PY) x

Personnel Cost Planning (PA-CP) x

Funds Management (PSM-FM) x

If you want to post commitment documents in the components Controlling and Grants Management as well as in Funds Management , you require thesecomponents. You can then assign the grant in Grants Management and the cost center, internal order and WBS element in Controlling and in the ProjectSystem .

The component Position Budgeting and Control (PA-PM-PB) is a further development of the component HR Funds and Position Management (PA-PM-FP). SAP still delivers both components, however, in the long term HR Funds and Position Management will be completely replaced by Position Budgeting andControl . In comparison to Funds Management integration of HR Funds and Position Management , it is no longer necessary to enter financings manually.The existing structures and master data from Organizational Management and Personnel Administration can be used without additional maintenance.

FeaturesThe Commitment Processor

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Position Budgeting and Control provides the function of automatic generation of personnel commitmentwith an event-controlled background process sothat you can view the existing commitment in the area personnel expenses at any time. It is not necessary for the processor to make any additionalentries. Changes that affect the financingare automatically identified by the system. The affected persons and their positions are automaticallyregistered by the system and flagged for refinancing. You have to plan the automatic commitment creation run ( commitment run) periodically as abackground job (or start it manually) so that the system can reconcile the personnel commitment with the changes.The system automatically determines the budgets that should debited with the personnel expenses from the master data or cost distribution that wasdefined in Organizational Management and the HR master data. The account assignments that can be derived from existing account assignmentsunder certain circumstances (for example funds center from cost center) are automatically determined from Funds Management using the derivationrules.

Workflow support in processing of messagesIf errors occur during the commitment run, the system automatically informs the person responsible. SAP delivers a number of different areas ofresponsibility to which persons responsible can be assigned to in the system. According to the message, the system determines the personresponsible who receives a detailed message log to help process the message. You can find more information under Workflow Support forMessage Processing . Personnel Cost Savings

Using personnel cost savings, it is possible to assign budget that is not required (for example through changes in financing requirements) insteadof releasing it immediately. This makes it possible for the processor to decide whether only part of the budget should be released and part of ittransferred to another account assignment. Information on when and why these personnel cost savings were created. Funds blocksare used inFunds Management to assign this budget. You can find more information under Personnel Cost Savings .

Personnel Budget Plan Management Mapping the Personnel Budget Plan

In personnel budget management it is possible to map any personnel budget plan structure. It can be mapped without any reference to a financialyear. Rules such as reclassificationor removerules can be defined in this structure. Assigning Persons or Positions to the Personnel Budget Plan

The financing of the person and position can be mapped using the assignment from the personnel budget plan. Active availability control isprovided for this. Financing rules defined by customers can be checked in the assignment.

1.12.2 HR Funds and Position Management (PA-PM)You have called up the Application Help. The following information is available for this R/3 context:

Two versions of the R/3 HR Funds and Position Management component are available: Please select the version used in your organization to call up thedocumentation for this version.

Standalone HR Funds and Position ManagementHR Funds and Position Management Integrated with Funds Management

See also:

Possible Uses/Scenarios

1.13.1 Travel Management (FI-TV)

1.13.1 Travel Management (FI-TV)

PurposeSAP Travel Management supports all processes involved in handling business trips. Its comprehensive functionality is integrated with settlement, taxation,and payment processes. Travel Management enables you to request, plan, and book trips, create travel expense reports, and transfer expense data to otherfunctional areas.

Notes on ImplementationTo ensure optimum use of SAP Travel Management, you should analyze the travel processes in the company. What is the approval workflow for businesstrips? Which trip rules have to be considered for which employee groups? Will it be necessary to first define trip rules? Are there any agreements with externaltravel service providers that need to be taken into consideration? How is the reimbursement process implemented, and which organizational units areinvolved?

Based on an analysis, you must systematically determine which business tasks you can conduct using SAP Travel Management that will increase efficiencyand which subcomponents you will need to achieve this.

Subcomponents of SAP Travel Management

The following three areas of SAP Travel Management can be combined in different ways to reflect individual requirements and the organizational structure ofthe company:

Travel Requests Travel Planning Travel Expenses

Possible Combinations of the SAP Travel Management Subcomponents

Travel Requests Travel Planning Travel Expenses

1 X X X

2 X X

3 X X

4 X

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4 X

Travel Expenses is the anchor component. This component can be used independently of Travel Requests and Travel Planning .

Cross-Release Use

You can use the current release of SAP Travel Management independently of the rest of the SAP application environment. SAP ALE technology (ApplicationLink Enabling) provides the necessary communication links to SAP applications from earlier releases. You therefore only need to maintain the data once.

For more information, see Transfer Travel Expenses to Accounting .

Task-Related ProcessingTo support task-oriented use of the system, since Release 4.6 you can assign users different predefined or individually adjustable roles or activity groups. Theusers can then only access those functions in SAP Travel Management that are relevant to their business tasks.

IntegrationDue to the integration with Payroll and Financial Accounting , the data from Travel Planning and Travel Expenses can be transferred to thesecomponents for precise objects as it occurs.

Another advantage of SAP Travel Management is the integration of the three subcomponents Travel Requests , Travel Planning , and Travel Expenses .Thus, for example, all three objects use the same HR master data.

Travel Planning is connected to one or more external reservation systems (GDS) that enable you to book travel services online.

FeaturesThe following diagram illustrates the integrated functions of Travel Planning and Travel Expenses :

With the SAP Travel Management application component, you can perform all business travel processes from Travel Request and Travel Planning toTravel Expenses and the transfer of travel expenses to other business function areas efficiently and reliably.

Travel Requests

Input of general trip data, required travel services and cost estimatesTransfer to manager for approval

Travel Planning

Access provider-independent information and booking services for flights, hotels, car rental, and railApplication of travel policies for queries and bookingsCustom hotel catalogConsideration of agreements made with travel service providersConsideration of travelers' personal preferences

Travel Expenses

Input of trip facts (central/decentralized)Settlement and booking of tripsPayment of travel expenses via Financial Accounting (FI), Payroll (HR) or via data medium exchange with banks (DME)Optical archiving of receipts

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Full integration in Financial Accounting (FI), Payroll (HR) and Controlling (CO)Credit card clearing

Information Systems

Reports for trips taken to analyze the trip behavior of the employees or to aid negotiations with travel service providersAnalyses of travel expenses for cost control and transparency

Request and Approval

Requesting business tripsApproving business trips with or without SAP Business Workflow

International Use

The standard version of SAP Travel Management can be configured to meet country-specific requirements. You can also use special country versions thatare preconfigured with the applicable statutory and tax regulations.

For more information, see Country and Industry Versions of Travel Expenses .

ESS

As part of SAP Employee Self Services (ESS), Travel Expenses supports decentralized processing of travel expenses from planning to expense reporting.Employees can enter their travel and expense data themselves without having to leave their workplace, and can also make their entries via the Internet or theircompany intranet.

For more information, see ESS in Travel Management .

See also:

Travel Request

Travel Planning

Travel Expenses

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