HR050 Human Resources HR050 - knowasap · 2019-04-18 · ©SAP AG 1999 Human Resources 4.6 (1) Level 2 Level 3 Reporting in Human Resources HR580 3 days see HR2 Human Resources Essentials

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

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Course Prerequisites

Recommended: SAP20 R/3 Overview

© SAP AG 1999

Target Group

Audience:HR Project team members

HR consultants

Duration: 5 days

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Course Overview

Course Goals

Course Objectives

Course Content

Course Overview Diagram

Main Business Scenario

Contents:

Course Overview

(C) SAP AG HR050 1-1

© SAP AG 1999

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


© SAP AG 1999


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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


© 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


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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.


© SAP AG 1999

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


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.


© SAP AG 1999

Selecting Functions


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.


© SAP AG 1999

Role-Based User Menu

SAPSAP Easy Easy Access - Access - Enjoy User MenuEnjoy User MenuOther Menu


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.


© SAP AG 1999

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.


© SAP AG 1999

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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© SAP AG 1999

Menus: System and 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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© SAP AG 1999

User-Specific Personalization


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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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


• 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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Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




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


• 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…

(C) SAP AG HR050 3-52

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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)



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.


Repeat the process for the positions:



1-3-2 In the ##-Production organization unit create

##-Production Manager (based on job Manager)


Navigate back to the ##-Production organizational unit by selecting the Organizational structure button.

(C) SAP AG HR050 3-54

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.


Repeat the process for the position:


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


Project management


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.

(C) SAP AG HR050 3-55

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.


Repeat the process for the position/task assignment listed below:


Project management


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.


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.

(C) SAP AG HR050 3-56

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.


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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© SAP AG 1999


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Compensation

Time Management

Travel Management

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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

Benefits

Overview and Prerequisites

Enrolling in Benefit Plans

Contents:


© SAP AG 1999

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


© SAP AG 1999


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NavigationNavigation

Structures in HumanResourcesStructures in HumanResources

Personnel ManagementPersonnel Management

Benefits


Compensation

Time Management

Travel Management Travel Management

Recruitment




ALE

ASAP

Payroll


© SAP AG 1999

Benefits: Business Scenario

Within your business, employees enroll themselves in various benefit plans thereby taking advantage of varying benefits.


© SAP AG 1999

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.


© SAP AG 1999

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.


© SAP AG 1999

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


© SAP AG 1999

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.


© SAP AG 1999

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.


© SAP AG 1999

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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© SAP AG 1999

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.

(C) SAP AG HR050 5-11

© SAP AG 1999

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.

(C) SAP AG HR050 5-12

© SAP AG 1999

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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© SAP AG 1999

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


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.

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© 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



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?

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© 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


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


• 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


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.


(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.


1-4-1 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


Qualifications and Requirements

Career and Succession Planning

Training and Event Management

Development Plans

Appraisal Systems

Contents:


© SAP AG 1999

Development and Training: Unit Objectives


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


© SAP AG 1999


1

2

3

4

5

6

7

8 16

15

14

13

12

11

10

9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




ALE

ASAP

Payroll


© 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.


© 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


© 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.


© 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


© 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).


© 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.


© 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


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


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


Cost Accounting

Cost Cost AccountingAccounting


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.

(C) SAP AG HR050 6-24

© SAP AG 1999

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.

(C) SAP AG HR050 6-25

© SAP AG 1999

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.

(C) SAP AG HR050 6-26

© SAP AG 1999

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.

(C) SAP AG HR050 6-27

© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

Development Plans: Topic Objectives


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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© SAP AG 1999

Appraisal Systems: Topic Objectives


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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© SAP AG 1999

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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© SAP AG 1999

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


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


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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© SAP AG 1999

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


• 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

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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


Topic: Career and Succession Planning


• 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


Topic: Training and Event Management


• 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


Topic: Development Plans


• 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


Topic: Appraisal Systems


• 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


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 ##


Enter Spanish ## and select the Save icon.


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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.


1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years


Enter SAP skills ## and select the Addit. data tab and enter 2 in the Depreciation meter years field.



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 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 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


(C) SAP AG HR050 6-58

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 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.


1-3-5 Ability to work independently, proficiency Good


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.


1-3-6 SAP skills ##, proficiency Yes


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 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.


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 Requirements tab, then select the Create icon.

1-4-1 Requirement: SAP skills ##, proficiency Yes


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 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.


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.


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


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.


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.


(C) SAP AG HR050 6-60

Solutions


Topic: Training and Event Management

3-1 Change your role to SAP_HR_TRAINDEV_SPECIALIST.



3-1-3 Enter SAP_HR_TRAINDEV_SPECIALIST in the Find field.


3-1-5 Select the 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.

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.

(C) SAP AG HR050 6-61

(C) SAP AG HR050 6-62

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.


Solutions


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


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.


(C) SAP AG HR050 6-63

Solutions


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.

(C) SAP AG HR050 6-64

(C) SAP AG HR050 6-65

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:


© SAP AG 1999© SAP AG

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


© SAP AG 1999


1

2

3

4

5

6

7

8 16

15

14

13

12

11

10

9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




ALE

ASAP

Payroll


© SAP AG 1999

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.


© SAP AG 1999

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.


© SAP AG 1999

Components in Compensation Management

Payroll


Compensation Management

PersonnelAdministrationWho?

- which department- which jobs, positions

What?- Salary- Bonus


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.


© SAP AG 1999

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.



© SAP AG 1999

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.


© SAP AG 1999

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.

(C) SAP AG HR050 7-10

© SAP AG 1999

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.

(C) SAP AG HR050 7-11

© SAP AG 1999

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.

(C) SAP AG HR050 7-12

© SAP AG 1999

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.

(C) SAP AG HR050 7-13

© SAP AG 1999

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.

(C) SAP AG HR050 7-14

© SAP AG 1999

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.

(C) SAP AG HR050 7-15

© SAP AG 1999

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) .

(C) SAP AG HR050 7-16

© SAP AG 1999

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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© SAP AG 1999

- 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%.

(C) SAP AG HR050 7-18

© SAP AG 1999

Maintenance of Matrix Guideline

Matrix Dimensions



Matrix dimension 1

Matrix dimension 2

Matrix dimension 3

Performance

Seniority

Compa-ratio

Points

Months

Percent

Matrix Dimensions



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

(C) SAP AG HR050 7-19

© SAP AG 1999

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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© SAP AG 1999

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.

(C) SAP AG HR050 7-21

© SAP AG 1999

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.

(C) SAP AG HR050 7-22

© SAP AG 1999

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.

(C) SAP AG HR050 7-23

© SAP AG 1999

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.

(C) SAP AG HR050 7-24

© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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.

(C) SAP AG HR050 7-30

Exercises

Unit: Compensation Topic: Compensation Administration


• 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.


1-5-1 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.



1-1-3 Enter SAP_HR_COMP-SPECIALIST in the Find field.


1-1-5 Select the SAP_HR_COMP-SPECIALIST.


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

(C) SAP AG HR050 7-34

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.


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.


Review the data and select the Back icon.

(C) SAP AG HR050 7-35

1-5-2 Review the Additional Payments records for Mr. Vega.

Select the Gross / Net payroll tab.

Select the entry for Additional Payments.


Review the data and select the Back icon.

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9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




ALE

ASAP

Payroll


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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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© SAP AG 1999

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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Explain the concept of Incentive Wages

Incentive Wages: Topic Objectives

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© SAP AG 1999

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.

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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.

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Organizational form of trip entry

Entering trips

Accounting trips

Payment of trips

Travel Management

Contents:


© SAP AG 1999


1

2

3

4

5

6

7

8 16

15

14

13

12

11

10

9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




ALE

ASAP

Payroll


© 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


© 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


© 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.


© SAP AG 1999

TripsTravel requestsBusiness tripsExpensereports

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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.


© 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.


© 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.


© 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.


© 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.

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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

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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

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© SAP AG 1999

Fast Cabs

ReceiptFast Cabs

Receipt

Trip08/03/XXXX 50,- UNI

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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


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


• 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

404 (Not Found)

(C) SAP AG HR050 10-1

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(C) SAP AG HR050 10-2

© SAP AG 1999


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




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 10-22

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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


1

2

3

4

5

6

7

8 16

15

14

13

12

11

10

9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




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


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.

(C) SAP AG HR050 11-19

© SAP AG 1999

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.

(C) SAP AG HR050 11-20

© SAP AG 1999

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.

(C) SAP AG HR050 11-21

© SAP AG 1999

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..

(C) SAP AG HR050 11-22

© SAP AG 1999

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.

(C) SAP AG HR050 11-23

© SAP AG 1999

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.

(C) SAP AG HR050 11-24

© SAP AG 1999

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.

(C) SAP AG HR050 11-25

© SAP AG 1999

Recruitment: Unit Summary


© SAP AG

Enter initial and additional data onapplicants

Create advertisements

Complete applicant activities

Report on applicant statistics

Transfer Applicant data to Master Data

(C) SAP AG HR050 11-26

Exercises

Unit: Recruitment Topic: Hiring an employee


• 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.

(C) SAP AG HR050 11-27

(C) SAP AG HR050 11-28

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.



1-1-3 Enter SAP_HR_RECRUITER_RC in the Find field.


1-1-5 Select the SAP_HR_RECRUITER_RC.


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.

(C) SAP AG HR050 11-29

(C) SAP AG HR050 11-30

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.


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.


1-7-3 Personal Data

The data will default from applicant adminstration.


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.


1-7-6 Planned working time

Verify NORM is in the Work sched. Rule field.


1-7-7 Basic Pay

In the Pay Scale portion of the screen, enter E01 / 01 in the Group / Level fields.


1-7-8 Bank Details

Select the Bank key for Citibank and bank account 1236547.


1-7-9 Absence Quotas

Verify Quota type 09/Leave is in the AccA/Quota fields.


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Cost planning methods

Performing cost planning using projected pay

Contents:

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Personnel Cost Planning: Unit Objectives


Describe the Personnel Cost Planning methods

Simulate cost planning using wage elements(projected pay)

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9Course Overview

Navigation



Benefits


Compensation

Time Management

Travel Management

Recruitment




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


• 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.



1-1-3 Enter SAP_HR_MANAGER in the Find field.


1-1-5 Select the 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.

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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Benefits


Compensation

Time Management

Travel Management

Recruitment




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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Describe the Manager’s Desktop

Manager’s Desktop: Objectives

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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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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


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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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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