BW/HR Implementation
ASAP for BW Accelerator
BUSINESS INFORMATION WAREHOUSE
A Implementation Guide for BW/HR
Document Version 1.0
April 2001
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07/11/16
BW/HR Implementation
Table of Contents
ASAP for BW Accelerator ................................................................................................................ 1
TABLE OF CONTENTS ........................................................................................... 2
1.
PURPOSE...................................................................................................... 4
2.
SOFTWARE VERSION SUPPORTED .......................................................... 5
3.
BW/HR REPORTING STRATEGY ................................................................ 5
4.
5.
6.
3.1.
Overview ................................................................................................................................. 5
3.2.
HR Reporting Tools ............................................................................................................... 6
3.3.
BW or R/3 Reporting Decision Criteria ............................................................................... 8
BW/HR SPECIFICS ..................................................................................... 10
4.1.
HR Business Contents .......................................................................................................... 10
4.2.
Master Data Centric ............................................................................................................ 11
4.3.
Time Dependency ................................................................................................................. 12
BW/HR IMPLEMENTATION APPROACH ................................................... 12
5.1.
General Project Strategy and Planning ............................................................................. 13
5.2.
Rapid Implementation ......................................................................................................... 13
5.2.1. Scoping the Rapid Implementation phase (Project Preparation): ............................ 13
5.2.2. Develop the Rapid Implementation plan (Blue Print):............................................. 13
5.2.3. Execute Rapid Implementation phase (Realization) ................................................ 13
5.2.4. Final Preparation for Rapid Implementation............................................................ 14
5.2.5. Go Live and Support for Rapid Implementation ...................................................... 14
5.3.
Iterative Phased Implementation ........................................................................................ 14
ACTIVATING BUSINESS CONTENTS ....................................................... 15
6.1.
General Procedure and Considerations ............................................................................. 15
6.1.1. Setting up the Transport Environment ..................................................................... 15
6.1.2. Activating Business Contents .................................................................................. 15
6.1.3. Populate Business Contents with Customer Data .................................................... 16
6.1.4. Data Validation ........................................................................................................ 17
6.2.
Consideration when Implementing PA and Organization Management ........................ 17
6.2.1. General Planning ..................................................................................................... 17
6.2.2. Operational and Performance Considerations .......................................................... 17
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BW/HR Implementation
7.
8.
6.3.
Consideration when Implementing Personnel Development ............................................ 18
6.3.1. General Planning ..................................................................................................... 18
6.4.
Consideration when Implementing Payroll Accounting ................................................... 18
6.4.1. General Planning ..................................................................................................... 18
6.4.2. Performance Considerations .................................................................................... 18
6.4.3. Recovery of delta loads ........................................................................................... 19
6.5.
Consideration when Implementing Time Management .................................................... 19
6.5.1. General Planning ..................................................................................................... 19
6.6.
Consideration when Implementing Compensation ........................................................... 20
6.6.1. General Planning ..................................................................................................... 20
6.6.2. Operational and Performance Considerations .......................................................... 21
6.7.
Consideration when Implementing Benefits ...................................................................... 21
6.7.1. General Planning ..................................................................................................... 21
6.7.2. Performance and Operational Considerations .......................................................... 22
6.8.
Consideration when Implementing Training and Events ................................................. 23
6.8.1. General Planning ..................................................................................................... 23
ENHANCING HR BUSINESS CONTENTS BY EXAMPLE – US COUNTRY
SPECIFIC..................................................................................................... 24
7.1.
General Planning Considerations ....................................................................................... 24
7.2.
Enhancement Procedures for US Country Specific examples .......................................... 25
7.2.1. Determining what to use and where to extend the content for Employee SSN and
Ethnicity................................................................................................................... 26
7.2.2. Extending 0person Master data for Ethnicity and SSN ............................................ 26
7.2.3. Create Ethnicity Text DataSource with Generic Extractor ...................................... 29
APPENDIX ................................................................................................... 32
8.1.
Payroll Extraction Error Recovery Procedure ................................................................. 32
8.1.1. Determine the State of Affairs ................................................................................. 32
8.1.2. Full Back Out Procedure ......................................................................................... 32
8.1.3. Partial Back Out Procedure ..................................................................................... 33
8.2.
YSET439 Delta recovery module source listing ................................................................ 34
8.3.
Customer Exit_SAPLRSAP_002 sample code for SSN & Ethnicity ............................... 34
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BW/HR Implementation
1.
PURPOSE
This document is intended to provide customers, partners and consultants who plan
to implement BW/HR with critical considerations to facilitate the development of a
cost effective implementation strategy with tips & hints to aid a successful
implementation.
With release 2.0B of the SAP Business Information Warehouse (SAP BW), SAP
BW has become a robust data warehouse solution to serve reporting needs. It
integrates state-of-the-art Data Warehouse technologies with SAP business knowhow. It provides a platform to integrate the data from operative R/3 applications as
well as from any other business application and external data source such as
databases, online services and the Internet. The SAP Business Information
Warehouse enables Online Analytical Processing (OLAP) to format the information
of large amounts of operative and historical data. OLAP technology enables multidimensional analyses according to various business perspectives. The pre-configured
Business Information Warehouse Server for core areas and processes ensures
information views within the entire enterprise.
With the much-enhanced functionality in BW 2.0 and a superior set of new business
contents in BW 2.1C, SAP BW has offered an environment that could satisfy all
enterprise reporting needs. This is especially true under one of the following
conditions:

When data integration from multiple source systems is a requirement.

When your transactional systems (OLTP) have been overly extended and
it experiences severe performance problem while high performance
reporting is a requirement.

When a unified user interface is essential in your environment.
However, there are special considerations should be given depending on the
functional areas. In the R/3 Human Capital Management or HR functional area, there
has been a substantial amount operational reporting functions in an R/3 environment.
To determine the most prudent BW/HR implementation strategy to achieve a most
cost effective implementation, one must first understand the available HR reporting
tools and the cross system HR reporting options. The first section of this document
provides a summary of available HR reporting tools and the decision criteria to form
the implementation strategy.
The second section of this document provides unique characteristics and the special
considerations when configuring BW/HR.
While HR has delivered a rich set of the pre-delivered business contents, most the
country specific data are absent in the standard business contents. This document
further discusses the techniques to extend business contents with two examples of
US specific enhancement as a point of reference.
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BW/HR Implementation
2.
Software Version Supported
This document was written specifically for BW version 2.0B and 2.1C.
3.
BW/HR Reporting Strategy
3.1.
Overview
BW 2.0B and beyond provides a multitude of important reporting capabilities
including the Report to Report Interface1 and the Remote Cube2 functionality. The
Report-to-Report Interface technology allows drill through capability from a BW
query to another BW query or an InfoSet Query3 as well as to a R/3 reports or R/3
transactions. These important functionalities have opened up a variety of design
consideration under the umbrella of BW reporting. It diminishes the system
boundary. You now can evaluate all available HR reporting tools and making the
most cost effective decision in determining the reporting strategy. With the
integration of the role based activity group in the workplace and in BW, either
workplace or BW can serve as a single point of entry for all your HR reporting needs.
With the single sign-on and the properly defined system authorization, authorized
end users do not need to know which system a particular report was executed on. As
an implementer of the HR reporting strategy, it is important to understand what tools
are available under which system environment and the proper use of the each to
achieve the cost effectiveness without sacrifice the flexibility, performance and
usability.
The diagram below depicts a pyramid of three different types of data in HR and the
proper reporting environment for each as a general rule of thumb. The top of the
pyramid is for the survey and benchmarking. They are most suited to be residing in
the Benchmarking environment and the SEM (Strategic Enterprise Management
System) balanced scorecard. The bottom layer of the detail operational reporting is
most appropriate to be executed against transactional data in the Online
Transactional Processing (OLTP) environment. The middle layer of Decision
Support and statistical analysis is where BW, an Online Analytical Processing
(OLAP) environment most suited for.
1
Refer to SAP Service Marketplace BW web page (http://service.sap.com/bw) -> Online documentation ->
Business Explorer -> BEx Tool Bar Functions -> GoTo
2
Refer to SAP Service Marketplace BW web page -> Online documentation -> Administrator Workbench ->
Modeling -> InfoCube -> SAP Remote Cube
3
Refer to SAP Service Marketplace BW web page -> Online documentation -> Administrator Workbench ->
Modeling -> InfoSet
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BW/HR Implementation
The 3 Levels of Data
Other Divisions
and Organisations
Benchmarking
Data & Reports
Comparative
Measures
Survey
Foc
us
MultiDimensional
Summaries
Detailed
Transactions
Dat
a
Managerial
Data & Reports
Decision
Support
System
Operational
Data & Reports
Operational System
3.2. HR Reporting Tools
The HR reporting in the operational system has come a long way. Currently, in HR
OLTP environment, more than 200 standard reports are available to obtain up-to-theminute information on corporate Human Resources at the enterprise. SAP HR
provides you with a tool (HIS) that enables you to report on data along hierarchical
structures, and access standard report easily. Cross application SAP reporting tool
(InfoSet Query) enables you to create your own reports and analyze HR data without
programming. A tabular format of HR reporting tools listed below categorized the
various reporting tools, their intent, their strength and limitations. This should serve
as a guide when evaluating against the business reporting requirements and facilitates
the selection of the appropriate reporting tools. It is important to recognize that the
integration of these tool set combined with a paradigm shift to a new way of
information access allows the ultimate performance and cost effectiveness of
reporting. For further information about these tools, refer to HR Reporting in the
online documentation.
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BW/HR Implementation
HR Reporting Tools
Reporting tool
Standard report
HIS (HR
Information
System)
InfoSet Query
SAP Query
Business
Information
Purpose
Provide solutions for your
most frequent reporting
requirements
Hierarchies are displayed as
graphics
Reports are executed using
selected structures or
substructures, that is, using
preselected sets of objects
Advantages
Can be used immediately
No developments
required
User-friendly method of
displaying hierarchical
structures
Integration with InfoSet
Query and standard
reports
No need to switch from
one HR application to
another if you want to
execute reports from
different applications
Little training required
Intuitive, general SAP
User-friendly interface
reporting tool used to create Very easy to use
customer reports
No programming required
Enables you to create reports If integrated with SAP
for all areas of HR
Query, you can continue
When InfoSet Query is
processing queries using
accessed from Human
SAP Query
Resources (HR), the Query Set operations enable you
to create sets of objects
area and User group
as required for which data
parameters already contain
must be output
values and you can only
Can be included in roles
perform ad hoc reporting. If
using a suitable InfoSet
InfoSet Query is accessed
this way, it is called Ad Hoc
Query in HR (see HR in
InfoSet Query).
General SAP reporting tool
Extremely flexible
used to create customer
No programming required
reports
Queries can be provided
Individual definition of user
in the SAP Easy Access
groups, InfoSets, and
menu
queries
Includes numerous
options for aggregating
data, performing
calculations, and
displaying graphics
Enables you to display
multiline lists
Enables you to define one
basic list and several
statistics and ranked lists
for each query
Analytical reporting tool used Extremely flexible
for information and decision- Facilitates complex
Limitations
Limited flexibility
Output fields cannot be
selected as required
Limited flexibility
Tool is used to execute
standard reports and
customer reports
It cannot be used to
create reports
InfoSets and user groups
must be defined in SAP
Query before you can use
InfoSet Query
Multiline lists cannot be
displayed
Restricted to data from
the R/3 System
Each HR query can
process data from just
one HR logical database:
PNP: Administration,
Time Management, and
Payroll
PCH: Generally for all
areas, but particularly
suitable for reporting on
data from Personnel
Planning
PAP: Recruitment
Requires much more
training than other options
Data is extracted from
OLTP systems, that is,
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BW/HR Implementation
Warehouse
For more
information, see
the BW
documentation
3.3.
making purposes
calculations (calculation
real-time data is not
of averages, time series
accessed
comparisons)
Enables you to access
non-SAP data
Easy to use
Uses OLAP technology
Includes detailed
Business Content (HR
extractors, InfoCubes,
key figures, and standard
queries)
BW or R/3 Reporting Decision Criteria
With BW 2.0B functionality, it is possible to fulfill all reporting needs in BW
environment. Many BW architects strategize BW/HR implementation riding on this
notion without considering the uniqueness of HR and the existing operational reports
and tools in an R/3 environment. Undoubtedly, with customized effort to bring a vast
amount of R/3 data into BW, one can achieve the goal to deliver all HR reports
physically from the BW environment4. The key question to answer is whether we
have chosen the most cost effective tool and environment to provide the information
needs. The major challenge in the corporate America is that the operational reporting
has been a long-standing culture. Many companies, particularly for installations that
are implementing R/3 and BW in parallel, have defined the reporting requirements
based on the traditional operational reporting needs. Decision support analysis may
not have been the norm. The concept of analytical and decision support reporting is
only terminology without practical experience. Drill- down, slice and dice to focus
on the exception reporting versus voluminous paper report may still be just a notion.
Many list reports and legal reports were defined as business requirements for BW. To
realize a most cost effective BW/HR implementation, it is the important for the
implementation team to perform a cost benefit analysis in light of BW’s analytical
capability and the functionality in BW 2.0 to integrate BW and operational reporting
to derive the most effective reporting strategy. Listed below are several positioning
considerations:




Obtain management sponsorship to promote cultural change for decision support
reporting.
Establish business scenario to educate the business requirement definition team
on BW tools and capabilities. The scenario should include using BW drill
through function to R/3 detail level reporting for exceptional analysis to avoid
creating un-necessary performance issue in an R/3 environment.
Staff the reporting requirement definition team with business experts with
analytical reporting needs in addition to the traditional reports team.
Establish a requirement definition process to insure each report is justifiable. For
example, certain system auditing reports are possible candidates for elimination
4
However, one cannot expect the equal sophistication of certain long-standing techniques that have been
developed in an R/3 HR environment, such as authorization handling.
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BW/HR Implementation

due to the R/3 integration and data integrity is protected under the new system
environment.
It should be duly noted that shifting all reporting from R/3 to BW for a gross
assumption of performance relieve could result in excessive hardware costs,
unnecessary data redundancy and customization maintenance costs.
The following table of decision criteria depicts a general rule of thumb when
determining BW vs. R/3 reporting. Please be aware to make appropriate decision,
you should take all criteria and decision points into consideration and avoid taking a
single point out of context.
Criteria
Decision Point
Data integration
needed from Cross
Functional R/3, New
Dimension products,
and Non-R/3 system
Environments
Performance issue in
R/3 OLTP system
General rule of thumb
Uniformed User
Interface is essential
Data available via
standard BW content
Type report: Analytical & DSS
: Trending & Time series
: Frequency of use –high
Customization effort –low to medium
Up to the minute info
needed
Low volume and for analytical – use
remote cube a possibility (be aware
of performance impact)
Type report: Operational ex: payroll
Register.
: Legal w/special format
: List or Mailing Label
Data unavailable in BW
customization required
Operational Window in
R/3 or Legacy systems
are very narrow
Legacy
Frequency of use – low
Operational report available in R/3
or legacy system
Data Integration from other system
not a requirement
Customization effort – high
Customization effort – high
Extract loading time - long
BW


Heavy information access is required
in an OLTP system that already have
performance issue based on post
tuning performance measurements
Same look and feel is essential to the
end user information access
Type report: Analytical & DSS
: Trending & Time series
Data unavailable in BW
customization required
Data in R/3 and data
integration from other
sources not required
R/3
























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BW/HR Implementation
Up to the minute info
needed
Data in Legacy system
and integration is not a
requirement
4.

General rule of thumb




Type report: Legacy Operational
: Legal w/special format
: List or Mailing Label
BW/HR Specifics
4.1.
HR Business Contents
HR delivers a rich set of business contents that cover all HR sub-functional
areas with cross sub-functional integration. As of BW 2.0B, HR has delivered
approximately 15 roles, 120 queries, 70 templates, 34 InfoSources, 17
InfoCubes, 200 key figures and 100 characteristics. These out of the box
business contents can be used as is or it can be served as a template or
example for customer-define business contents. The following table of
business contents summary provides a high-level description of the BW/HR
standard content delivery as of BW 2.1C and BW Plug-in 2000.1.
Human Capital Management Business Contents
Application Component
Personnel Administration
(PA-PA)
Organizational Mgmt.
(PA-OS)
Personnel Recruitment
(PA-RC)
Personnel Development
(PA-PD)
Benefit
(PA-BN)
Compensation
Management
(PA-CM)
InfoCubes










Compensation Mgmt.
(PA-CM)
Training & Event Mgmt.
(PC)



Headcounts and
Personnel Action
Staffing
Assignments
Applications and
Applicant Actions
Qualifications
Appraisals
Benefits
Compensation
Analysis
Adjustments
Awards Granted
(Long-Term
Incentives)
Security Data for
Awards
Personnel Cost
Planning
Training and Event
Mgmt.
Professional Training
R/3 Releases
BW Release
3.x
4.0b
4.5b
4.6A
4.6C
1.2b
2.0b
2.1c
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
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BW/HR Implementation
Payroll Accounting
(PY)

Providers
Resource
Reservation
Payroll Accounting
Time Management
(PT)
Cross Application Time
Sheet (CATS)
HR MultiCube

Time & Labor

Time Sheet

Time and Payroll
MultiCube

Legend:
D
D
D
D
D
D
D
F
D
D
D
D
D
D
D
D
D
D
D
X
X
X
F – Full update only
D – Full and Delta update available
X - Available
For the detailed business content map, please refer to Business Content
section of the BW online documentation on SAP Service Marketplace BW
web page under Documentation -> online documentation -> business content
-> Human Resources. This is an extremely useful source of information for
the gap analysis as the level of detail includes the Infotypes that source the
extractor at a technical field names level.
With the exception of Payroll Accounting, Time Management and CATS, the
HR data sources do not provide delta update5 capability at this time. While
this may be a concern of high volume customers in considering the data
extraction loading time, several possibilities can elevate this issue. Please
refer to the implementation consideration section of each sub-functional area
(section 5.2 through 5.4) of this document for the possible alternatives.
4.2.
Master Data Centric
With the nature of the Human Resources business, the people related
InfoObjects, such as Employee, Person, and Applicant have tremendous
amount of the attributes to describe them. Hence it is master data centric.
When reviewing SAP delivered HR business contents, it is important to
recognize that although the Employee transaction data source consists of
merely two data elements (InfoObjects 0employee & 0calmonth), the critical
dimensions for drill down analysis can be brought in from Employee Master
data as dimensional characteristics via update rules or as navigational
attributes. The former approach is used in the standard delivered business
content for the Headcount and Action InfoCube. This approach added more
overheads during the population of the InfoCube, but would yield better
performance at query time. And without that we wouldn’t be able to report on
5
The delta update function referred in this section is the delta mechanism provided within the R/3 HR data
extractor function not the BW delta functionality.
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BW/HR Implementation
the master data history correctly, e.g. changes in cost center, when doing time
comparisons in BW queries.
4.3.
5.
Time Dependency
To preserve the Human Resources data for historical evaluation, HR R/3
system records a specific period of validity for each Infotype. In an HR
decision support (DSS) environment, this is of particularly importance, as
‘point in time’ analysis is one of the key requirements for HR DSS. BW/HR
business contents delivered by SAP inherited the R/3 time constraints in HR
Master Data to enable such essential requirement. Nearly all HR master data
is defined as Time Dependent data. There are three types of time constraint
master data in HR R/3. Time constraint 1 is predominately used in Personnel
Administration and Organizational Assignment data, which means the
validity periods of the individual records must not overlap and must not have
any gaps. This is quite important to be aware of when you loading master data
into BW environment. In time dependent Master data load, any overlapping
record will result in error condition. If you have external source of master
data to be integrated with R/3 data into BW environment, this will be an
important design consideration. This is especially evident for parallel
implementation of HR R/3 and BW. Customers who desire converting the
current data of active employees in R/3 environment often want to convert
history data from legacy systems into BW and using BW as an environment
for historical data storage and integration with the active employee data. If
such requirement is mandatory, the conversion team must take the time
dependency into consideration when integrate Employee, Person and
Applicant master data.
BW/HR Implementation Approach
From the pre-delivered business contents perspective, HR is one of the function area
has the richest set of the contents. As of BW release 2.0B along with R/3 Plug-in
2000.1, pre-delivered business contents are available in all HR functional areas.
While it is not possible to meeting all customer requirements at one hundred percent,
pre-delivered business contents provide the following advantages:
 It’s pre-configured with complete set of solution from roles to executable queries.
 It provides the industry best practices and consistent data model from R/3 to BW
environments.
 It provides a fastest way to bring up a ‘Ready to Go’ prototype environment to
engage end users in an OLAP, Decision Support environment.
 It provides a great environment for ‘Cultural Change’ from traditional operational
reporting to Information Analysis environment.
 It provides the best ‘GAP’ analysis environment for the end user to define and
implement the ‘True’ business requirements
 It’s an environment to achieve ‘Quick’ Wins.
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BW/HR Implementation
Therefore, for BW/HR implementation, it is strongly recommended to adopt an
Iterative Phased Implementation approach with phase I being a Rapid
Implementation of pre-delivered business contents.
5.1.
General Project Strategy and Planning
Like all system implementation project, it is important to have a concrete
project strategy; a well defined project scope; select project team members;
schedule training; plan, estimate and obtain hardware and software and
develop a well defined project plan. For additional information, please refer
to ASAP BW on SAP SERVICE MARKETPLACE/BW or ASAP BW CD.
5.2.
Rapid Implementation
The following are stages and specific steps for the key tasks of a BW/HR
rapid implementation:
5.2.1. Scoping the Rapid Implementation phase (Project Preparation):
 Which pre-delivered HR functional areas the rapid implementation to
be included
 Will limited US specific enhancement must be included in this phase,
i.e. SSN (Social Security Number) and Ethnicity.
 Determine the end-users and the security requirements during this
phase.
 Develop a high level implementation plan
 Form the project team.
 Project team training plan
 Determine Landscape and Transport Strategy (Basis)
 Acquire, Install and Test the Technical Environment (hardware,
software, database, desk top and connectivity - Basis)
5.2.2. Develop the Rapid Implementation plan (Blue Print):
 Finalize a list of pre-delivered business contents to be activated by
functional components, data sources, InfoCubes, InfoObjects,
Queries, Workbooks, and roles.
 Assign responsibility for each components
 Agree upon the instrument (template) to record the test result and
additional requirements
 Develop evaluation criteria and test plan
 Establish user ids and security
 Check database parameter setup for performance
 Coordinate with DBA for TableSpaces definition
 Prepare end user training material
 Testing of BW operating environment (both Plug-ins, BW backend
and BW front-end).
5.2.3. Execute Rapid Implementation phase (Realization)
 Business Contents Activation
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BW/HR Implementation


Populate SAP delivered business contents with customer data
Verify the content activation Result
5.2.4. Final Preparation for Rapid Implementation
 Conduct End User Training
 Conduct System Tests with End User Feedback
 Conduct Volume Tests
 Conduct Stress Tests
 System Performance Tuning










Adjust system parameters
Adjust database parameters
Review Indexes
Review data loading time and evaluate feasible options:
Parallel processing; partitioning; multiCube;
Review Query performance and feasible options:
Aggregation; compression; MultiCube;
Iterative performance tuning
Coordinate and Implement Production Scheduling
Develop a BW Operations Guide
5.2.5. Go Live and Support for Rapid Implementation
 Follow and enhance the Operations Guide
 Monitor and address production issues, if any
 End user support
 Project Go-live Review
 Define the Scope of next Iteration of Implementation
5.3.
Iterative Phased Implementation
Once the initial phase is completed, the end users should have sufficient
experiences with the new decision support environment to enable a more
informed decision when identifying the cost effective business requirements
above and beyond what the standard business contents provide. With the
template provided to the end users as a requirement feedback tool, end users
can now recording the requirement.
As a part of good project management and planning each incremental phase
should consist the following elements:
 A crisply defined project scope
 A well defined HR reporting strategy
 Sound business requirements
 Clearly defined expectations
 Well defined Critical Success Factor for each iteration
 A Pilot demo at the end of each phase
 Sound Data model
 Performance measurement and an alternative plan
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BW/HR Implementation
6.
Activating Business Contents
This is one of the very key steps to accomplish the rapid implementation and quickly
realize the benefits of BW. The following sections provide a step-by-step procedure
on how to activate pre-delivered business contents.
6.1.
General Procedure and Considerations
6.1.1. Setting up the Transport Environment


Before setting up a transport strategy and procedure for BW, it is
important to first determine the system landscape under BW and the
companion R/3 systems. Generally, a three-tier BW landscape and the
corresponding source systems for each is recommended.
With such landscape, a transport strategy can be setup as follows:
 BW system: Develop system -> Q/A or Consolidation system;
upon
Successful testing
Develop system -> Productive system
 R/3 source system: Development system -> Q/A or
Consolidation
System; upon successful testing
Development system -> Productive system
 Checkout the Landscape Strategy Accelerator on SAP
SERVICE MARKETPLACE/BW
Hint: Transport can be done between BW or between R/3 systems,
but not between BW and R/3 systems. The data source activation
and data source replication must be done manually!!!
You must also make sure a development class other than $tmp is
used, as system will not be able to transport local objects. Define a
customer development class, such as ZPBW
6.1.2. Activating Business Contents
This is carried out in three stages:


Activate DataSources in the Source system (R/3) from ‘D’ version
(delivered) to ‘A’ version.
 Starting Point: logon to R/3 system -> execute Transaction ‘SBIW’
or From BW Admin Workbench -> Source system -> select the
target source system -> right mouse click -> customizing for
extraction (you’ll be logon to R/3 at SBIW Transaction).
 Continue at Transaction‘SBIW’ -> Expand Business Content
DataSource -> Execute (clock) Transfer Business Content
datasource ->Select a valid Application
Component or leave it blank for Mass Activation -> Select HR and
related datasources to be activated -> push button “transfer
Datasource” -> Respond to transport requests (use ZPBW
development class) -> Display log and resolve errors. (You may
receive warning message re: include not in provider structure –
okay)
Replicate DataSources in BW system:
The activated DataSource will finally replicated in BW with this step
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
Admin Workbench -> Modelling -> Source system -> highlight target
source system -> right mouse click -> select DataSource replication
Activate business contents in BW via Install Business Content Tab.6
 Activate SAP delivered business contents as appropriate:
Admin Workbench -> Install Business Content -> set the default
target source system by clicking the yellow icon with a cross and
check mark the default box next to the target -> select object type
(InfoCubes, queries etc.) to be activated -> expand the object -> if
desired object is not on the list, right mouse click, search and select> object will appear in the left pane under a given functional area ->
drag and drop desired object from left pane to the right -> expand
the objects -> check mark the object to be activated -> click push
button ‘Install” -> select install or install in background depending
on amount of objects -> check log for error condition -> go through
problem resolution process as needed.
 Activate Transfer structure/Rules of Datasources on BW side:
Admin Workbench -> Modelling -> Source system -> highlight
target source system -> right mouse click -> select Data Source
overview -> start with master data (e.g. PA-PA-IO for HR), double
click on data source with red line over a circle -> Screen to
maintain Transfer structure and rules validate all data fields,
including all appended fields which should be presence in the
transfer structure -> review transfer rule and fill in the appropriate
InfoObject name if absent -> move corresponding fields from right
pane to left by clicking single arrow or click the fire-cracker like
icon to let system propose the rules -> if there’s special
transformation rules should be coded, click on InfoObject icon (4th
column under Transfer rules) -> Create transformation code and
save -> if all look good -> push Activate (fire-work) icon on the top
of the screen.
Hint: Checkout Online Documentation on SAP SERVICE
MARKETPLACE/BW or BW CD.
6.1.3. Populate Business Contents with Customer Data


Master Data load should take place first:
For SAP delivered Master Data can be found under the InfoArea
with suffix of –IO, example PA-PA-IO for Master data Personnel
Administration. Create an InfoPackage for each InfoObjects with
_attr, _text and _hier, and extraction job should be scheduled and
monitored for error-free extraction. In case of error, use Monitor
assistance to resolve problems.
Transaction Data Load for each functional areas should take place
next with option to fill the InfoCubes immediately or as a second
step to be loaded from PSA. Testing with both option is
recommended for large volume transactions and the duration of
load for each should be maintained.
6
Alternatively, you could also start with activate the InfoObjects under the relevant IO Catalog choosing
Grouping “data flow before and after”; then proceed with activating the desired InfoCubes with “data flow
before and after”.
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

A record of the duration of the extraction should be kept to assess if
there will be performance issues with production window and
potential strategy can be derived.
A problem resolution tips and hints are attached in Appendix xx.
6.1.4. Data Validation




6.2.
Validate data extraction
Validate Query and Workbook data accuracy and usability
Validate Web reporting, User Favorits
Verify the security setup
Consideration when Implementing PA and Organization
Management
6.2.1. General Planning
Personnel Administration master data is sourced from various PA
InfoTypes. The organizational management InfoObjects are extracted
from InfoType 1. The following general implementation
considerations should be noted when planning:
 PA /PD interface (PLOGI/PLOGI, PLOGI/ORGA;
PLOGI/PRELI) should be turned on and organizational
management fields are populated.
 Employee Transaction Infosource is populated at a Monthly time
dimension. The headcount is calculated at the end of the month.
For example, employee 123 transferred from CC (cost center) 111
to CC 999 on December 17. The headcount for employee 123 will
be included in the December headcount for CC 111 not CC 999.
 The FTE (Full Time Equivalent) is calculated based on the
capacity utilization, which is populated from BSGRD field of
InfoType 8. This is of particular importance if parallel
implementation of R/3 HR and BW is taking place. Close
coordination with R/3 HR configuration team could insure that
SAP delivered standard business contents can be readily used
without extra effort for enhancements.
6.2.2. Operational and Performance Considerations
 PA transaction datasources do not support delta update. It is
necessary to perform the full load at the installation defined
frequency in order to capture all changes In BW 2.0B, the
scheduler contains a new function that allows the automatic
deletion of prior load to insure no duplicated records in the
InfoCube without manual effort or special coding development.
 For the excessively high volume of employees and employee
action transaction loads, consider using parallel processing
(concurrently process) of multiple infopackages by selection
criteria (using PERNR range or range of time periods).
 To speed up the long loading process and to insure that no Oracle
Database error be encountered, you should schedule the batch load
while BW online query is quiescent and deleted the secondary
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indices for the subject InfoCube. The secondary indices must be
rebuilt and run the database statistics prior to release the system
for BW query.
6.3.
Consideration when Implementing Personnel Development
6.3.1. General Planning
As part of SAP standard extractor, Personnel Development delivers
two transaction DataSources for Qualifications and Appraisals plus
several master data DataSources, including two Qualification/Group
hierarchies. They are sourced from InfoType 1000, 1001, 1033, 1045,
0 and other check & text tables.


6.4.
Personnel Development supports full update only.
Customers with Infotype 24 and 25 Qualification and Appraisal
data will be extracted, if integration flags “Quali/Quali”
“Appsy/Delhi” are turned on (table T77S0).
Consideration when Implementing Payroll Accounting
6.4.1. General Planning
The primary sources of extraction for Payroll Accounting are Payroll
Result Table (RT Cluster table), Work Place Basic Pay (WPBP) and
FI/CO Posting by wagetype. The following general implementation
considerations should be noted when planning:
 The standard transaction datasource for Payroll Accounting is
delivered at a Monthly time dimension.
 The month to date payroll result by wage type is concluded by the
end of the pay period for the month.
 The retroactive payroll result applies to the specific month the
retro payment is intended for.
 Customization for the pay period is complicated due to the lack of
pay period relevant time dimension in BW (i.e. no time
dimension for bi-weekly or semi-monthly). The retroactive and
delta update logic would further complicate the customization
effort. It is strongly recommend that investigate the use of drill
through capability in BW query by narrowing down where the
detailed payroll information is needed and jump target to R/3
payroll reports to obtain such information.
6.4.2. Performance Considerations
 Customer implemented HR Payroll Accounting without FI/CO
integration should apply OSS note 140388 for improve the data
loading performance.
 For the initial load of an excessively large volume of payroll
accounting data, consider parallel initial load by dividing into
multiple infopackages using PERNR or time periods. Once initial
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loads are completed successfully, you should and must use one
single delta update process for subsequent loads
6.4.3. Recovery of delta loads
In the event that an unsuccessful data load occurred, you have two
options to recover:
 Reload as an initial load for the time periods needed. To reset the
initial load flag, please refer to the BW online documentation.
 Back-out the records in error and then execute YSET439 module.
(Refer to appendix for the recovery procedures and the source
code listing of YSET439 module).
6.5.
Consideration when Implementing Time Management
6.5.1. General Planning
The SAP standard HR extractor delivers three Time Management
datasources. They are Planned Work Time, Actual Time and
Employee Quota (entitlement) and they are sourced from Infotype 1,
27, 2001-7 and PCL-B2 cluster. The following general
implementation considerations should be noted when planning for
Time Management implementation:
 Planning of Time type and Quota type assignments:
These are the very key evaluation characteristics in Time
Management queries. Careful planning of Time type and Quota
type assignments can yield certain benefits:
o Assigning the R/3 subtypes to fewer time types in BW
achieves a summarization of reporting time or quota
type would yield a reduction in the amount of data to
be transferred hence reduce the data extraction loading
time.
o By grouping the time or quota types in a hierarchical
arrangement would enable you to define external
hierarchies to improve the query usability.
The assignment of reporting time type and quota type can be
accomplished on R/3 source system using SBIW transaction ->
Customer defined datasources -> Human Resources -> Actual
Employee time or Quota Transaction Data -> Defining time types
or Defining quota types. Or you can use transaction PDW1 and
PDW2 to directly define time types and quota types respectively.

Create Hierarchy for Time type and Quota type in BW:
Multi-level grouping of time type and quota time improves the
usability when drilldown results. Once you have setup time type
or quota type in an hierarchical manner (refer to paragraphs
above), you can easily define the hierarchies in BW. This can be
done in BW Administrator Workbench -> Modelling ->
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

6.6.
InfoObjects -> Highlight the InfoObject (0reptt for time type) ->
right mouse click and select create hierarchy.
Mapping of Time Units:
The time units days and hours have to be mapped from HR-Units
to SAP-Units (T006) using the veiw V_T538A_DW_HD
(transaction SM30 or OLTP Customizing SBIW). For more detail,
please refer to OSS note 200829.
The OLTP SAP-units (T006) and the BW SAP-Units (T006)
should be the same for days and hours chosen in
V_T538A_DW_HD!
Filters are applied to restricted key figures delivered by SAP like
planned hours. The key figures are only valid, if the filter values
(e.g. unit = hours) are equal to the values of the loaded records in
the cube.
Time management offers delta update. Please note that in the
event there were error conditions during delta load, you can set
delta load code ‘R’ to reload last delta run. However, there is only
one prior version can be recovered. Please refer to OSS note
33177 for further detail.
Consideration when Implementing Compensation
6.6.1. General Planning
The SAP standard HR extractor delivers three key Compensation
datasources. They are Cost Plan Data, Personnel Compensation and
Compensation Adjustments. Cost Plan Data, Cost Item and Plan
Scenario are sourced primarily from Cluster table PCL5 plus T77KD
table; and the Compensation and Compensation Adjustments are from
InfoType 08, 14, 15 and 380. The following general implementation
considerations should be noted when planning for Compensation and
Cost Planning implementation:





The Compensation Cubes are not populated from Payroll Results
only from Infotype 08, 14, 15 and 380.
Please be aware that Off Cycle payroll is not included currently.
Therefore, if bonus is paid out of off cycle payroll period, you will
miss that bonus amount.
The Bonus payment in datasource 0HR_PA_CM_1 is derived as
follows:
Bonus = All payments (from IT0014 and 15) – Annual base salary
(Ansal from IT0008).
Please be aware that Table T539J (Base Wage Type Valuation)
must be customized to include all wage types encompassing
annual salary.
Text table for Salary Division in Pay Grade (0CMPSALDV) in
Compensation Adjustment InfoCube (0PACM_C01) does not
consist the division text. Customer needs to determine the subdivision and either update via a CSV file or update the text table.
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BW/HR Implementation

This is necessary, if customer intends to use query
0PACM_C01_Q0006.
Currently Cost Planning support current planning version (see
T77S0 GRPID=PLOGI, SEMID=PLOGI) and Organizational
view only. Other planning versions and the financial view are not
supported up to release 2.1C.
6.6.2. Operational and Performance Considerations
 There is no delta handling in cost planning and compensation
datasources. Therefore, when setting up the Infopackages, you
should use the automatic deletion function from BW scheduler to
avoid duplicated records.
 Please be aware that due to the detailed level of Cost Planning
data, the volume can be tremendous. Careful planning from both
data loading and query performance perspectives must be
considered. Please see other sections for tips in dealing with high
volume data. Also review OSS notes 130253 and 115407. In
addition, you should refer to the BW Performance Accelerator on
SAP Service Marketplace BW web page to query performance
considerations.
6.7.
Consideration when Implementing Benefits
6.7.1. General Planning
The SAP standard HR extractor delivers one key datasource in Benefit
area. The Benefit datasource has technical name of 0HR_PA_BN_1.
It is sourced from Infotypes 0167, 0168, 0169, 0170, 0236, 0377,
0379 and several other Benefit check tables and text tables. Infotype
0375 is also read to extract information about whether the employee is
highly compensated or not. The Benefit datasource provides general
Benefits information (Benefit Area, first/second program grouping),
employee groupings (cost grouping, credit grouping etc.) and
eligibility. In addition, it also contains information about Benefits
costs and contributions. The following general implementation
considerations should be noted when planning for BW
implementation for Benefits:

The data field COSTCONTRB in Datasource 0HR_PA_BN_1
controls how costs and contribution are determined. If there are
payroll results available, they will be read from the cluster. If there
are no payroll results available, only the costs are calculated. In
the event that you do not need cost or contribution amount to be
populated at all, then you can remove “COSTCONTRB” data
element from the “Transfer Structure” of 0HR_PA_BN_1 data
source. SAP delivered data source will contain this field in the
Transfer Structure. You may remove it through the following path:
Administrator’s workbench -> Modeling-> InfoSource ->
Highlight source system for 0HR_PA_BN_1 datasource -> right
mouse click and choose “Change Transfer Rules” -> Click the
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

“transfer structure” tab -> highlight field name “COSTCONTRB”
-> use the right arrow to “Remove selected InfoObject “ -> Save
and Activate the Transfer rules.
If benefits contribution is to be extracted, contribution will be
summed at a monthly time dimension. Non-monthly pay cycle
(weekly or bi-weekly) will be merged and aligned by the month
per payroll check issue date.
The transaction data will be extracted at one record per month per
employee per plan.
6.7.2. Performance and Operational Considerations
 There is no delta handling for Benefits datasource. Only full load
is supported in data extraction process. Therefore, when setting up
the Infopackages, you should use the automatic deletion function
from BW scheduler to avoid duplicated records.
 Customer who has very high volume of employee benefits data
and need to reduce extraction loading time may consider to
configure your Infopackage extraction process on a monthly basis
or quarterly basis or by ranges of Pernrs. Selection criteria, such as
Calmonth or Pernr are available to limit the volume of data for
each load. However, it is advisable to properly configure your
infopackages so that the automatic deletion to avoid duplicated
records is taking into consideration.
 Should you decide to extract Benefits data on a monthly schedule,
please be aware that depending on when and your operational
processing cycle, the records for the current month may be
incomplete in particular the costs and contributions. Therefore, it
is recommended to only extract past months.
 The fields of datasource 0HR_PA_BN_1 depicted in the table
below can be selectively removed, if they are not required for BW
reporting purpose or if such data is not filled in R/3 side. This will
reduce the volume of data to be loaded from R/3 to BW hence
improve data loading performance. This can be accomplished by
simply removing the selected object from the “transfer structure”.
Please refer to section 6.6.1 bullet item 1 for the procedure.
Field
ELIGIBLE
COSTCONTRB
CSTV1
FLXGR
COVGR
EECGR
ERCGR
ELIGR
Data Provided
Eligibility
Costs and contributions
Return values for Cost grouping feature
Return values for Credit grouping feature
Return values for Coverage grouping feature
Return values for Employee contribution grouping
feature
Return values for Employer contribution grouping
feature
Return values for Eligibility grouping feature
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6.8.
Consideration when Implementing Training and Events
6.8.1. General Planning
As part of SAP standard extractor, Training and Events delivers three
transaction DataSources for Attendance, Cancellation and Resource
Reservations plus several master data DataSources, including four
hierarchies for business events, event group and locations. They are
sourced from InfoType 1000, 1001, 1021, 1023, 1024, 1036, PAD23,
25, 34 and other check & text tables plus application logic, such sales
organization, distribution channels and business event cost allocation.
There are many pre-establish structures, restricted and calculated key
figures available in T&E InfoCubes for use or as a template to derive
customer business rules and saving as your own InfoCubes.



In Training and Events, Business Event is the central InfoObject.
If Training and Event is not integrated with Organization
management, Object type ‘U’ (external company code) will take
effect.
Cost Center for the event is filled in following sequence:
1. If Event-Cost Center Evaluation Path has been maintained in T77AW
2.

Total Event Cost calculation is the sum of the Event cost and all
resources related to the Event. For example:
1.
2.
3.

table (E-K A011 or E-O-K A036/A011), then this Cost Center will be
used as default (Evaluation Path in table T77S0 key: SEMIN COSTC).
If Cost Center not found in T77AW, then it will be filled with Cost
Center value defined in T77S0 table (key: SEMIN SCOST).
Event Cost in Infotype 1036 consists of Electric Energy cost for $20
per day.
Individual resource costs related to the event in IT1036 includes Food,
drinks and books.
The total Event Cost will be as follows:
Event
Energy $20/day for 5 days
$100
Resource
Food
$10/event
10
Resource
Drink $ 5/event
5
Resource
Books $50
50
-------------Total Event Cost
$165
4.
Currency conversion is based on the currency type defined in table
T77S0 (key: VMBUD WAERS). In the event that multiple currencies
are required, you may code desired logic in update rules.
5.
To verify the result of event costs, you can use the report RHCCOS00
on R/3 side for validation. Also, refer to R/3 online documentation for
more detail.
Event Capacity (Infotype 1024) calculation involving multiple
resources has calculation rules:
1.
2.
3.
The Optimum capacity will adopt the “lowest” value
The Minimum capacity will adopt the “highest” value
The Maximum capacity will adopt the “lowest” value.
Capacity calculation example:
Resource
Optimum
Minimum
Maximum
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PC
Room
Books
----------Result

20
25
22
--------20
15
18
14
-------------18
30
32
35
---------------30
Event charges consist of two types. The first is a proposed charge
per attendee. The second is the actual attendee charges by attendee
type (Attendee type (object type O/P) is compounded with Attendee ID).
Example of proposed and actual charges are as follows:
Proposed charge per attendee in Infotype 1021
$500
Actual charge by attendee type
Internal
External
Organization (for 5)

Integration Considerations:
1.
2.



$200
300
1000
For internal billing, table T77S0 SEMIN INLV switch must be turned
on to ‘1’
For SD integration with external billing, table T77S0 SEMIN FAKT
switch must be turned on.
External Person object type ‘H’ related to object type ‘U’ external
company.
Status of Transfer to CO: S or U
Length of resource reservation is delivered in duration of Days
and number of Hours.
Example:
Duration of Event = 2 days
Actual no. Hours per day = 2 hours
Total hours of resources utilization = 4 hours in a span of 2 days

7.
Training and Events supports full update only.
Enhancing HR Business Contents by Example – US Country
Specific
While SAP delivered BW/HR business contents is considered to meet approximately
60-80% of the Decision Support requirements, it does not currently contain the
country specific contents. For example, Employee social security number and
Ethnicity are among the most requested enhancements for US customers. This
section provides several enhancement considerations and the how to implement these
two specific examples.
7.1.
General Planning Considerations
There are two techniques can be used to extend the BW/HR business contents
in an SAP environment:
 Append new fields to existing extract structures and fill them with SAP
customer exits. This is possible for transactional data, master data and
texts unless the SAP delivered extract structure is a view. The technical
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
name of the enhancement is ‘RSAP0001’ and the three customer exits
are:
 Transaction data EXIT_SAPLRSAP_001
 Master data and texts EXIT_SAPLRSAP_002
 hierarchies EXIT_SAPLRSAP_004
You can find further information in ‘Extending BW business content’
white paper posted on BW web page in SAP Service Marketplace (alias
BW -> documentation).
Use Generic Extractor to create new DataSources. There is no
programming knowledge in ABAP necessary, but working with data
dictionary is required. The Generic Extractor can be used to create new
DataSources for transactional data, master data and texts. The following
are the possible sources for the data:
 Transparent database tables
 Database views
 Domain fixed values (text extraction)
 Functional areas (global) of the SAP Query
tables, database views
 table joins (limited according to ABAP SELECT)
 logical database
 data extraction using self defined report
You can find further information in ‘Packet for Generic Data Extraction’
white paper posted on BW web page in SAP Service Marketplace (alias
BW -> documentation).
Prior to begin the tasks of customization using one of the above techniques,
few additional considerations are recommended:
 Do observe the BW/HR reporting strategy as the guiding principal to
minimize the customization where makes business sense. Customization
can elongate the project duration, complicated future maintenance and
upgrades.
 Do evaluate the design from the overall BW architectural and data model
perspectives in determining the type and where the enhancement belong.
 Do research and understand the business intelligence from R/3 data
structure perspective. For example, ethnic origin (Racky) text table
contains country id to make it unique. Therefore, when enhancing ethnic
origin from Infotype 77, you need to include coding to inlude the
country_id (molga) to make it unique and consistent with the ethnicity
text.
Hint: Prior to start the customization work, it is important to have a pre-established
naming convention and coordinate with your local basis group. This includes
development class, Infosource name, function module, views, extract structures and
InfoObject.
7.2.
Enhancement Procedures for US Country Specific examples
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7.2.1. Determining what to use and where to extend the content for
Employee SSN and Ethnicity
In planning for the enhancement, the following research result has
been derived:
 Like employee nationality, gender, Social Security number and
ethnicity are attributes for an employee and also applies to any
person that would be included in Human Capital system. These
are attributes should be sharable among InfoCubes. Hence, it was
determined to extend 0Person Master Data and fill the data fields
via customer exit.
 Further investigate the HR source of extraction, it has determined
that the following mapping and additional data fields are needed
to make these two data elements unique:
Description
Person id modifier
Person id (SSN)
Country_id
Ethnicity

Infotype/table
PA0002
PA0002
PA0001/T005
PA0077
Data element
PIDMO
PERID
MOLGA
RACKY
SSN (Social Security Number) does not require text description,
but Ethnicity will need a new datasource called Ethnicity Text. To
create this new datasource from T505S Ethnicity text table,
generic extractor with a database view would be the simplest
approach.
7.2.2. Extending 0person Master data for Ethnicity and SSN
1) Extend 0Person Master data extract structure:
 In R/3: Transaction SBIW -> subsequent processing of
datasource -> Edit datasource -> Appl component PA-PA-IO
-> select 0person_attr -> click enhance data source ->
structure name default as ZAHRMS_BW_IO_PERSON ->
Maintain the append structure for 0Person_attr as follows:
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
Save and use ZBWP as development class and use BW
enhancement transport.
2) Develop Customer exit code:
 Click on the Functional Enhancement push button to obtain
project management of SAP Enhancement screen (CMOD)
 Create a new or use existing project HRBW, enter description
as necessary
 Click on Enhancement and enter RSAP0001 for BW data
extraction exits
 Click Components and select Exit_SAPLRSAP_002 or master
data enhancement
 Create ZXRSAU02 include module. (Refer to sample code in
Appendix 8.3)
 Save transport with your development class (such as ZBWP).
 Activate user exit and project.
 Go back to Edit data source for 0person_attr screen and turn
off hidden field flag, if it was marked.
3) In BW: Activate the new enhancements:
 Replicate data sources for 0person_attr on BW side.
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



Add new InfoObjects (create them if needed) to 0person
master data attributes
Activate 0person
Update transfer structure for 0person_attr by moving the added
InfoObjects to the left. Update transfer rule by selecting
objects with same domain or properly selected InfoObject (see
attached)
Activate the transfer structure
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4) Repopulate 0Person Master Data
 Create the Infopackage for 0Person master data, if not already
exists.
 Schedule 0person master data load
 Activate new master data 0Person???
7.2.3. Create Ethnicity Text DataSource with Generic Extractor
1) Define Ethnicity IO Text View named ZV_T505S_TXT
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2) Create Zethnic_text DataSource
 In R/3: Transaction SBIW -> Generated DataSource >Maintain Generic DataSource -> Create Text ‘Zethnic_Text’
as shown below:
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BW/HR Implementation
3) In BW: Activate new DataSource (refer to section 7.2.2 step 3).
4) Loading the new Ethnicity Text table
 Create the Infopackage for Zethnic_text table.
 Schedule Zethnic_text data load
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8.
Appendix
8.1.
Payroll Extraction Error Recovery Procedure
8.1.1. Determine the State of Affairs
 Go to Administrator Workbench and select the InfoCubes tab
 Highlight Payroll InfoCube (Payroll 0PY_C01).
 Go to the top of the screen and click on the Monitor Icon
 Choose Time selection “Yesterday and today” or “In the past
week” depending on the starting date of the run; the system will
display both Action, Employee and Payroll Accounting
Transactions that have been processed during the selected period.
 Unsuccessful runs will have either a yellow or a red status
indicator.
 Double click on the Payroll Accounting Run to be recovered.
 Follow the “Analysis” steps to obtain more information on the
reason of failure, including “Job Overview” in the source system.
If the run was abended for any reason, the “Analysis” will lead
you to the dumps for the date and date –1. Look for the dump with
“ALEREMOTE” userid and within the range of time of your run.
Note the reason if you need further assistance from others. Exit
“Analysis”.
 At the Monitor: Detail screen, select “Update Data” tab in the
middle of the screen.
 Scroll down and view the number of yellow and red status
indicators. Typically, the Payroll Transaction will take well over
200 data packets.
 If the Payroll Delta Update run has not processed more than ½ of
the data packets successfully, it would be less time consuming and
less prone to error by taking the “Full Back Out Procedure” list
below.
 If there are less than a dozen yellow and red status indicators, take
the Partial Back Out Procedure.
8.1.2. Full Back Out Procedure
 Follow the procedures: Determine the state of affair, but seek the
previous successful run date for the Payroll Delta Transaction and
note the date.
 Logon to HRP system; At the command line, execute transaction
SE38.
 Execute Program “YSET0439”.
 At the range selection, enter Pernr range from 00000001 to
000999999.
 At the run date, enter the date of last successful run date
determined at the first step of this procedure.
 Turn off ‘Test’ flag
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 Execute by clicking the green check mark with a white flower on
the top.
 System will generate a list of records reset back to last successful
run date.
 Select menu path ‘System -> List -> Save-> local file’ to Save
listing on your local drive as your Record.
8.1.3. Partial Back Out Procedure
 Follow the procedures: Determine the state of affair, but seek the
previous successful run date for the Payroll Delta Transaction and
note the date.
 Go back to the current failed run; Scroll down to the unsuccessful
data packet that has a “yellow” or “red” status indicator. Note the
data packet number.
 Steps to Locate the Failed Pernr Range:
 Back up and highlight the last successful data, click on the “Tool
box” icon on the bottom left of the screen which will bring you to
the current data packet in PSA.
 Select the data packet and enter the last 500 record numbers (e.g.
if data packet consists record 000001 to 0012500; enter 12000 to
12500 in the bottom of this screen).
 The actual records will be displayed. Scroll down to the bottom
and note down the Pernr (employee) number that was last
successfully processed. The Start Pernr range of the failed data
packet = Pernr + 1.
 Locate the next successful data packet after the failed data packet.
Click on the “Tool box” icon on the bottom left of the screen
which will bring you to the current data packet in the PSA.
 Select the data packet and enter the first 500 record numbers (e.g.
if data packet consists record 000001 to 0012500; enter 000001 to
000500 in the bottom of this screen).
 The actual records will be displayed. Scroll down to the bottom
and note the Pernr (employee) number that was last successfully
processed. The End Pernr range of the failed data packet = Pernr 1.
 Repeat the Steps to Locate Failed Pernr Range for each Failed
Data Packet. CAREFULLY record each set of Pernr Ranges.
 Logon to HRP; At the command line, execute transaction SE38.
 Execute Program “YSET0439”.
 At the range selection, enter each set of the Failed Pernr Ranges
 At the run date, enter the date of the last successful run date
determined at the first step of this procedure.
 Turn on the ‘Test’ flag, if you want to run a simulation; turn it off
for a real run.
 Execute by clicking the green check mark with a white flower on
the top.
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 System will generate a list of records reset back to last successful
run date. Select menu path ‘System -> List -> Save-> local file’ to
save the listing on your local drive as your record.
8.2.
YSET439 Delta recovery module source listing
REPORT YSET0439 .
TABLES: PERNR.
TABLES: PA0439.
PARAMETER: DATE LIKE SY-DATUM.
PARAMETER: TEST TYPE C DEFAULT 'X'.
GET PERNR.
SELECT SINGLE * FROM PA0439
WHERE PERNR = PERNR-PERNR AND SUBTY = '1001'.
IF SY-SUBRC = 0.
WRITE: / PA0439-PERNR, PA0439-PY1_LATEST_DATE,
' set to ', DATE.
IF TEST = ' '.
PA0439-PY1_LATEST_DATE = DATE.
MODIFY PA0439.
COMMIT WORK.
ENDIF.
ENDIF.
8.3.
Customer Exit_SAPLRSAP_002 sample code for SSN & Ethnicity
*----------------------------------------------------------------------*
*
INCLUDE ZXRSAU02
*
*----------------------------------------------------------------------*
DATA: L_T_OBJECT LIKE
HROBJECT OCCURS 0 WITH HEADER LINE.
* tables for master data structures
DATA: L_T_PERSON LIKE HRMS_BW_IO_PERSON
OCCURS 0 WITH HEADER LINE.
INFOTYPES: 0001,
0002,
0041,
0077.
* misc. variables
DATA: L_TABIX LIKE SY-TABIX.
*$*$ dispatch InfoObjects
CASE I_DATASOURCE.
*$*$ Person
WHEN '0PERSON_ATTR'.
L_T_PERSON[] = I_T_DATA[].
LOOP AT L_T_PERSON.
L_TABIX = SY-TABIX.
SELECT SINGLE PERMO PERID
INTO (L_T_PERSON-ZZPERMO, L_T_PERSON-ZZPERID)
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FROM PA0002
WHERE PERNR EQ L_T_PERSON-RFPNR
AND
ENDDA GE L_T_PERSON-BEGDA
AND
ENDDA LE L_T_PERSON-ENDDA.
SELECT SINGLE RACKY
INTO (L_T_PERSON-ZZRACKY)
FROM PA0077
WHERE PERNR EQ L_T_PERSON-RFPNR
AND
ENDDA GE L_T_PERSON-BEGDA
AND
ENDDA LE L_T_PERSON-ENDDA.
* determine 0country_id (molga)
SELECT SINGLE WERKS
INTO CORRESPONDING FIELDS OF P0001
FROM PA0001
WHERE PERNR EQ L_T_PERSON-RFPNR
AND
ENDDA GE L_T_PERSON-BEGDA
AND
ENDDA LE L_T_PERSON-ENDDA.
IF SY-SUBRC = 0.
SELECT SINGLE MOLGA INTO L_T_PERSON-ZZMOLGA
FROM T500P
WHERE PERSA = P0001-WERKS.
ENDIF.
* If 0country_id (molga) not found, default to country_code ‘99’
IF SY-SUBRC <> 0.
L_T_PERSON-ZZMOLGA = '99'.
ENDIF.
MODIFY L_T_PERSON INDEX L_TABIX.
ENDLOOP.
I_T_DATA[] = L_T_PERSON[].
ENDCASE.
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