HR050 Human Resources
HR050
Release 46D 2002/11/05
HR050 Human Resources
HR050
Human Resources
© SAP AG 1999
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System R/3
Release 4.6B
May 2000
50035044
404 (Not Found)
Enjoy SAP
© SAP AG 1999
Human Resources 4.6 (1)
Level 2
HR051
1 day
Human Resources
Essentials I
HR052
HR305
3 days
Configuration of
Master Data
see HR2
HR310/311 5 days
HR306
4 days
Configuration of Time
Recording
2 days
Human Resources
Essentials III
HR505
3 days
Organizational
Management
HR520
2 days
Shift and Workforce
Planning
HR325
3 days
Benefits Administration
HR540
Compensation
Management
3 days
HR510
3 days
Personnel Development
HR515
3 days
Training and Event
Management
© SAP AG 1999
CA500
2 days
CATS The Cross
Application Time Sheet
HR250
2 days
Employee Self-Service
Time Evaluation
2 days
Human Resources
Essentials II
HR053
Level 3
HR580
3 days
Reporting in Human
Resources
HR307
2 days
Configuration of HR
System Controls
HR350
5 days
Programming in HR
HR530
3 days
Technical topics in
Human Resources
Human Resources 4.6 (2)
Level 2
HR051
1 day
Human Resources
Essentials I
Level 3
HR305
3 days
Configuration of
Master Data
HR390
Introduction
to Payroll
2 days
HR400
5 days
Payroll Configuration
HR052
2 days
Human Resources
Essentials II
HR490
4 days
Incentive wages
HR053
2 days
Human Resources
Essentials III
Note:
Please note our country specific curriculum and our curriculum
for release 4.6B.
© SAP AG 1999
Course Prerequisites
z Recommended: SAP20 R/3 Overview
© SAP AG 1999
Target Group
z Audience:
„
HR Project team members
„
HR consultants
z Duration: 5 days
© SAP AG 1999
Course Overview
Contents:
z Course Goals
z Course Objectives
z Course Content
z Course Overview Diagram
z Main Business Scenario
© SAP AG 1999
(C) SAP AG
HR050
1-1
Course Goals
This course will prepare you to:
z Acquaint yourself with various areas of R/3
Human Resources Management
© SAP AG 1999
(C) SAP AG
HR050
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Course Objectives
At the conclusion of this course, you will:
z Have an overview of the various components
in R/3 Human Resources Management
© SAP AG 1999
(C) SAP AG
HR050
1-3
Course Content
Introduction
Unit 1
Course Overview
Unit
Unit 2
Navigation
Unit 10
Payroll
Unit 3
Structures in Human
Resources
Unit 11
Recruitment
Unit 12
Personnel Cost Planning
Unit 13
9
Travel Management
Unit 4
Personnel Management
Unit 5
Benefits
Reporting and
Manager’s Desktop
Unit 6
Development and Training Unit 14
Employee Self Service
Unit 7
Compensation
Unit 15
ALE
Unit 8
Time Management
Unit 16
ASAP
Appendices
© SAP AG 1999
(C) SAP AG
HR050
1-4
Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
(C) SAP AG
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Main Business Scenario
z The Caliber A Bicycle Company is an
international company that manufactures
and distributes bicycles and bicycle
accessories.
z The company has implemented the R/3
Human Resource System and uses all of
its components.
z You require an overview of these
components.
z You will conduct HR functions
© SAP AG 1999
(C) SAP AG
HR050
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Navigation
Contents:
z Navigation in the system
z User-specific settings
z Navigation in the mySAP.com Workplace
© SAP AG 1999
(C) SAP AG
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Navigation: Unit Objectives
At the conclusion of this unit, you will be able to:
z Identify the elements of a typical window
z Navigate in the system
z Personalize your user settings
z Describe and use the mySAP.com Workplace
© SAP AG 1999
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Navigation: Business Scenario
z New users need to familiarize themselves with the
screens in the system and define their personal
default settings
© SAP AG 1999
(C) SAP AG
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Logging On to the System
User System
Help
SAP R/3
New Password
Client
If you have problems logging on,
contact Donna Moore, x486
User
Password
Language
You can place your own text on
the initial screen: See SAP Note 205487
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© SAP AG 1999
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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:
y Continue with current logon and end any other logons of the same user in the system
y Continue with current logon without ending any other logons in the system (logged in system)
y Terminate current logon attempt
You can place your own text on the initial screen in a number of ways. For more information, see the
SAP Note mentioned above. The GuiXT (covered at the end of this chapter) offers a further option.
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Screen Elements
Command Field
Menu Edit Favorites Extras System
Standard Toolbar
Help
System Function Name: Activity
Choose
Save
Application
Toolbar
Input field
Tick
Selection 1
Selection 2
Selection 3
Selection 4
Checkboxes
Radio Buttons
Pushbuttons
Options
Option 1
Option 2
Option 3
This screen is made up of
various screen elements. It
does not match an actual
screen in the system.
Overview
Option 4
Option 5
Positive
Display
Edit
Neutral
Tab Page
System Message
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Status Bar
© SAP AG 1999
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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
Menu Edit Favorites Extras System
Help
SAP Easy Access
Other Menu
Create Role
Assign User
Documentation
Favorites
SAP Menu
Office
Logistics
Accounting
Human Resources
Information Systems
Tools
You are greeted by your logo
in the right-hand part of the window.
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SAP Easy Access is the standard entry screen displayed after logon. You navigate through the system
using a compact tree structure.
„
You can include an image on the right-hand side of the screen such as your company logo. This image
can only be entered systemwide, and is a cross-client setting. Assuming you have the appropriate
authorization, you can find a detailed description of the necessary settings by choosing Extras →
Administration Information. Note that this image is stored in the system and transported to the SAP
Frontend every time it is called by SAP Easy Access. Although this transfer is compressed, the image for
the initial screen should not be bigger than around 20 kB. You can prevent this image being called either
by using the setting Low Speed Connection in the SAPLogon program (see SAP Note 161053), or by
switching off the calling of the image under Extras→Settings. See also User-Specific Personalization.
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Selecting Functions
... using the transaction code in the command field
Menu
Edit
Favorites
Extras
SAP Easy Access - Enjoy User
System
Help
Create session
End session
User profile
Menu
Services
Favorites
Enjoy User Menu
URL - SAP Notes (User / PW req.)
Accounts Receivable
FD02 -Change Customer (Account
Materials Management
Sales and Distribution
Tools
Utilities
List
Services for object
Object history
Own spool requests
Own Jobs
Short Message
Status...
Log off
... using the menu path
... using SAP Easy Access and Favorites
© SAP AG 1999
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You can select system functions in the following ways:
y Use the mouse to choose: Menu options, Favorites, and SAP Easy Access options
y Use the keyboard (ALT + the underlined letter of the relevant menu option)
y Enter a transaction code in the command field:
A transaction code is assigned to each function in SAP R/3 Systems. You can access the assigned
transaction code from any screen in the system. For example, to display customer master data, enter
/n and the appropriate transaction code (in this case /nfd03). You can find the transaction code for
the function you are working in under the Status option of the System menu. Other possible entries:
- /n ends the current transaction.
- /i ends the current session.
- /osm04 creates a new session and goes to the transaction specified (SM04).
„ You can also use the keyboard to go to the command field. Use the CTRL + TAB key combination to
move the cursor from one (input) field group to the next.
Use TAB to move between fields within a group.
„ By entering search_sap_menu in the command field, you can search for and display the menu path
for an SAP transaction. You can also search for text strings.
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Role-Based User Menu
Menu Edit Favorites Extras System
Help
SAP Easy Access - Enjoy User Menu
Other Menu
Create Role
Favorites
Great Transactions
SM50 - Prcoess Overview
VA01 - Create Sales Order
Interesting WWW Pages
URL - The Herald Tribune
URL - Time Magazine
Important Files
URL - Vacation Planning
Enjoy User Menu
URL - SAP Notes (User / PW req.)
Accounts Receivable
FD02 - Change Customer (Accountin
Materials Management
Sales and Dsitribution
Tools
Assign User
Documentation
Favorites chosen by the user
reduce navigation time
A role-based menu contains the activities
that the user can execute based on the
role assigned to the user in the system.
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A Role describes a set of logically linked transactions in the system. These represent the range of
functions users typically need for their work.
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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.
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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.
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Users who have been assigned a user role can choose between the user menu and the SAP standard
menu.
„
The above screen shows the role-based user menu for a user with the name "Enjoy". You can find roles
that are supplied in the standard SAP R/3 System by choosing Other menu on the SAP Easy Access
initial screen.
„ Every enduser can personalize the initial screen using Favorites. You can create your own Favorites list
containing the transactions, reports, files, and Web addresses that you use most often.
„
You can add favorites either by choosing Favorites or by using the mouse to “drag & drop” items into
the Favorites directory.
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Field Help: F1 and F4
Customer
Edit Goto Extras Environment System
Help
Display Customer:
Customer: Initial Screen
F1 Help: Displays the Meaning of
Fields and Technical Information
Customer
Customer account number
Company Code
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
Restrictions
assigned.
Customer
1000
Entries Found
Company Code
Company Name
City
Currency
Restrictions
F4 Help: Displays
Possible Entries
Co...
Company Name City
SAP A.G.
Restrict Number to
Cur...
IDES AG 1000
Walldorf EUR
Frankfurt UNI
IDES Canada
Toronto CAD
IDES AG
Frankfurt UNI
© SAP AG 1999
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For help on fields, menus, functions, and messages, use F1.
F1 help also provides technical information on the relevant field. This includes, for example, the
parameter ID, which you can use to assign values for your user to input fields , which have to refer to
these parameter IDs.
„ For information on what values you can enter, use F4. You can also access F4 help for a selected field
using the button immediately to the right of that field.
„ If input fields are marked with a small icon with a checkmark, then you can only continue in that
application by entering a permitted value. You can mark many fields in an application as either required
entry fields or optional entry fields. You can also hide fields and preassign values using transaction or
screen variants or Customizing.
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SAP Library
SAP Library - SAP Library
Contents
Index
Search
SAPLibrary
SAP Library
Release 4.6C, March 2000
IDES
Getting Started
You can access the
complete online
documentation for the
system using the SAP
Library
Release Notes
Implementation Guide
Glossary
© Copyright 2000 SAP AG
All rights reserved.
© SAP AG 1999
„
SAP R/3 Systems provide comprehensive online help. You can display the help from any screen in the
system. You can always request help using the Help menu or using the relevant icon (the yellow
question mark).
„ You can access the SAP Library quickly and comfortably by using the SAP Service Marketplace. There
you can find the SAP Help Portal under Knowledge and Training, where you can not only access Help
in HTML format, but can also perform efficient full-text searches in the SAP Library. If you have the
SAP Library installed, you also have, of course, these opportunities within your company.
„ You can access the Help Portal directly at http://help.sap.com
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Menus: System and Help
Menu
Edit
Favorites
SAP Easy Access
Other Menu
Favorites
SAP Menu
Office
Logistics
Accounting
Personnel
Information Systems
Tools
Extras
System
Help
Create Session
End Session
User profile
Rolle anlegen
Services
Utilities
List
Services for object
Object history
Own spool requests
Own jobs
Application help
SAP Library
Glossary
Benutzer
zuordnen
Release
Notes
SAPNet
Feedback
Settings...
Documentation
Short message
Status...
Log off
Both of these menus are available on every screen
and always offer exactly the same options.
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The System menu contains, among others, the following options:
y 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.
y 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).
y List: Contains important list functions, such as searching for character strings, saving in PC files,
printing, and so on.
y Status: Enables you to display important user and system data.
y Log off: Ends the R/3 session with a confirmation prompt.
„ The Help menu contains, among others, the following options:
y Context-sensitive Application Help
y Access to the SAP Library (see previous page)
y a Glossary
y ...
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User-Specific Personalization
Menu
Edit
Favorites
SAP Easy Access
Other Menu
Favorites
SAP Menu
Office
Logistics
Accounting
Human Resources
Information Systems
Tools
Exrtas
System
Help
Administration Information
Ctrl+Shift+ F8
Assign user
Options ...
Display Documentation
Shift+ F6
Generate Graphic
Rolle anlegen
zuordnen
Dokumentation
Ctrl+Shift+Benutzer
F10
Technical Details
Create Shortcut ...
Shift+ F9
Settings
Activate GuiXT
Set Start Transaction
Shift+ F7
Default Size
Hardcopy
Quick Cut and Paste
About...
Settings
This is used to specify settings
Display favorites at end of list
Do not display menu, only display favorites
Do not display picture
Display technical names
Different Settings options make
working with the system easier
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The end user has many possibilities for personalizing the system. Some are described below:
y 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.
y 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.
y By following the path System→ User profile→ Own data, you can set personal standard values. You
can choose the tabs Address, Defaults, and Parameters. As an example, the setting of Parameters is
explained here:
- Parameters: Here you can set defaults for frequently used input fields. In order to be able set a
default value for a field, it must have been assigned a Parameter ID.
Procedure for finding the Parameter ID: Go to the field for which you wish to set a default
value. Select the F1 help, and then choose Technical Info. The system displays an information
window that contains the relevant parameter ID under the heading Field Data (as long as the field
has been assigned a Parameter ID).
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Table Settings - Example
Parameters
Value
Text
Sales order type
Company code
Processing group
Bank key
Table Settings
Choose Variants
Current setting
My variant
Standard setting
Basic setting
Maintain Variants
Variant
Use as standard setting
Create
Delete
Save
Administrator
© SAP AG 1999
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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.
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Note: you can change table settings wherever you see the table control icon in the top right-hand corner
of a table.
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Personalizing the Frontend with GuiXT
FD03 without GuiXT
FD03 with GuiXT
Example from http://www.guixt.com
© SAP AG 1999
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SAP R/3 Systems offer numerous options for settings and adjustments:
y Define default values for input fields
y Hide screen elements
y 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:
y Include graphics
y Convert fields and add pushbuttons and text
y 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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Navigation: Unit Summary
You are now able to:
z Identify the elements of a typical window
z Navigate in the system
z Make personal system settings
z Describe and use the mySAP.com Workplace
© SAP AG 1999
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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
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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.
___________________________________________________
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Unit: Navigation
Topic: User-Specific Settings
At the conclusion of this exercise, you will be able to:
•
Set a user parameter for a field
•
Set user defaults
•
Maintain your favorites
•
Select a start transaction of your choice
You begin to set various user-specific settings.
Exercises marked * are optional.
2-1
Setting user parameters.
2-1-1 Assign a parameter value for the Company code field to your user profile.
Note: The instructor will tell you what parameter value to enter (for example
1000). For information about defaults, see the notes on the slide User-Specific
Personalization.
Parameter ID: ___ ___ ___
Parameter value: ___ ___ ___ ___
2-2
Defining User-Specific Settings using System → User profile → Own Data
2-2-1 In your user profile, set your logon language to the value used for the course.
2-2-2 In your user profile, set the decimal notation and date format of your choice.
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2-3
Defining your favorites
2-3-1 Insert at least one new folder under the Favorites folder.
2-3-2 Add any two of your favorite transactions to the corresponding folders.
2-3-3 Add the Internet address http://www.sap.com with the text SAP Homepage.
2-4*
Setting a start transaction using the Extras menu.
2-4-1 Enter a transaction of your choice as the initial transaction. You will then need
to log off and on again for the change to take effect.
Note: If desired, you can change the initial transaction back to the default value
simply by deleting the transaction code that you entered.
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Navigation - Solutions
Unit: Navigation
Topic: Basic Functions
1-1
Log on to the system specified by the instructor and change your initial password.
1-2
To open and close sessions, choose System → Create session (or use the appropriate
icon) or System → End session.
The maximum number of sessions you can have open simultaneously is six (6),
depending on your system settings.
1-3
To find the transaction code, choose System → Status. These function names and
transaction codes correspond to the menu paths:
1-3-1 Transaction: SM04 for Function Name: User list
1-3-2 Transaction: FD03 for Function Name: Display Customer: General Data
1-4
Help
1-4-1 The section of the unit Getting Started that deals with using SAP Easy Access
is displayed.
1-4-2 Suggestion: The customer is a unique key (account number) used to clearly
identify the customer within the system.
1-4-3 FI – Accounts Receivable and Accounts Payable
1-4-4 To find the Parameter ID: BUK, choose Technical Info
1-4-5 Customer ## (## corresponds to your assigned group number)
When you select F4 in the Customer field, the Restrict Value Range window
appears. You can explore the various tabs to see the different search criteria
available. Find a tab that includes the Search term field and enter the
following:
Field Name
Value
Search term
Becker*
Choose Enter. A window appears listing the customer account numbers that
match your search criteria. Select the line that corresponds to Becker ##, then
choose Copy. This automatically copies the customer account number into the
Customer field.
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Unit: Navigation
Topic: User-Specific Settings
2-1
Setting user parameters.
2-1-1 To assign a parameter value to a field you will need the parameter ID of the
field. First you need to select a transaction that contains this field. For example,
Company code can be found in transaction FD03. Next, place the cursor on that
field (click it with the mouse). To display the required info, choose:
F1 → Technical Info → Parameter ID
gives you the required information. For the Company code field, the parameter
ID is BUK.
Finally, enter the parameter ID and desired value in your user profile:
System → User profile → Own data
On the Parameter tab page you enter the parameter ID and value that you want
to be entered into the field. Save your entries.
2-2
Setting user defaults.
2-2-1 To set the logon language, go to your user profile:
System → User profile → Own data
On the Defaults tab page, enter the language of your choice in the Logon
language field.
2-2-2 To set the decimal notation and date format, remain on the Defaults tab in your
user profile. Select the indicator adjacent to the notation and format you desire.
Save your selections.
2-3
Defining favorites of your choice.
2-3-1 Favorites → Insert folder
Type any name for the folder then select Enter. You can add as many folders as
you desire. Once created, folders can be dragged and dropped to position them
where you want.
2-3-2 To create favorites, select specific applications (transactions) that you need as
favorites for your daily work from the menu tree of the SAP standard menu.
Add them to your Favorites list by selecting them and choosing Favorites →
Add from the menu bar. Alternatively, use the mouse to drag & drop favorites
to a folder. You can also use the menu path Favorites → Insert transaction to
add using a transaction code.. Finally, you can move existing favorites to
different folders later by choosing Favorites → Move or using drag & drop.
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2-3-3 Create Internet addresses by choosing Favorites → Add Web address or file.
When you select SAP Homepage from your favorites, an Internet browser will
open and you will be connected to SAP’s homepage.
2-4
Setting a start transaction.
2-4-1 Extras → Set start transaction
Enter a transaction of your choice then choose Enter. Notice the system
message on the status bar indicates that your selected transaction has been set as
the start transaction. The next time you log on, the system will go directly to
your start transaction.
Note: To change back to SAP Easy Access as the initial screen, follow the
menu path again, delete the transaction code and select Enter. The next time
you log on, SAP Easy Access will be the initial screen.
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
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Background
© SAP AG 1999
„
„
„
Usability is the goal of the Organization and Staffing Interface functionality.
One workspace divided into 4 work areas for a complete view of the organizational plan.
Most of the Organizational Management functions can be performed with this interface.
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Exercises
Unit: HR Structures
Topic: Organizational management
At the conclusion of this exercise, you will be able to:
•
Create a shortcut in Favorites to access the Organization and
Staffing Change node
• Create an organizational unit
• Create positions within an organizational unit
• Add tasks to a position
• Create a chief position
• Fill a position
• Run an organizational structure report
New departments and positions are being created in the Central
purchasing organizational unit of the Caliber A Bicycle
Company. Some of the positions are to be occupied immediately.
1-1
Create a shortcut in Favorites for Change in Organization and Staffing by dragging
and dropping the node. Rename the node to Maintain Organization and Staffing.
1-2
At the beginning of this year, the Central Purchasing department at the Caliber A
Bicycle Company (CABB) was been divided into subordinate organizational units
called ##-Purchasing. You will create two subordinate organization units within the
##-Purchasing organizational unit for ##-Administration and ##-Production.
Ν NOTE: SET THE PREVIEW PERIOD TO 3 YEARS AND
THE DATE TO THE BEGINNING OF THE CURRENT
YEAR.
1-3
Create the following positions:
1-3-1 In the ##-Administration organization unit create
##-Administration Manager (based on job Manager)
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
1-3-2 In the ##-Production organization unit create
##-Production Manager (based on job Manager)
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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.
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Solutions
Unit: HR Structures
Topic: Organizational Management
1-1
Create a shortcut in Favorites by dragging and dropping the node.
Select the Change node and drag it to the Favorites folder.
Navigate to the Organization and staffing node.
SAP Standard Menu ? Human Resources ? Organizational management ?
Organizational plan ? Organization and staffing
Select the Change node and drag it to the Favorites folder.
A new node called Change will appear in the Favorites area.
Rename the node to Maintain Organizational and Staffing by selecting the node
and clicking with the right mouse button.
Select the option to Change favorites in the pop-up box.
Change the text to Maintain Organizational and Staffing and select Enter.
1-2
Create subordinate organization units with the ##-Purchasing organizational unit for
##-Administration and ##-Production.
From the Favorites menu select: Change Organizational and Staffing
Set the validity date to start at the beginning of the current year by selecting the
Display periods icon and entering the valid from date as the first day of the
current year.
Set the preview period years and date to the beginning of the current year by
selecting the Date and preview period icon.
In the Search area - Find by group, located in the upper left are of the display,
select the Organizational unit option.
In the Find Organizational unit pop-up box, enter CAB in the With name field
and select the Find icon.
The organizational unit CABB appears in the Selection area located on the
lower left side of the display.
Double-click on the CABB organizational unit the Selection area.
The organizational structure for the Caliber A Bicycle Company appears in the
Overview area on the top right side of the display.
Expand the Central Purchasing Organizational unit to find and select the ##Purchasing organizational units.
Select the Create organizational unit icon.
A new entry under ##-Purchasing appears labeled as New organizational…
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Select the entry for New organizational…under ##-Purchasing by double
clicking on it.
The Detail area now contains the entry for New organizational unit.
Change the short and long text to ##-Admin/##-Administration.
Select the Save icon.
Repeat the procedure to create the ##-Prod/##-Production organizational unit.
1-3
Create the following positions:
1-3-1 In the ##-Administration organization unit create
##-Administration Manager (based on job Manager)
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
Navigate to the ##-Administration Organizational unit in the Overview area on
the top right side of the display and double click on that organizational unit.
Select the Staff assig button.
Select the Create position button.
Select the entry for New position by double clicking on it.
The Detail area now contains the entry for New position.
Change the short and long text to ##-Admin Mgr / ##-Administration Manager.
Set the validity date to start at the beginning of the current year by selecting the
Display periods icon and entering the valid from date as the first day of the
current year.
In the Search area - Find by group, located in the upper left are of the display,
select the Job option.
In the Find job pop-up box, enter Manager in the With name field and select the
Find icon.
The job Manager appears in the Selection area located on the lower left side of
the display.
Select the job Manager in the Selection area and drag it to the Job field
associated with the ##- Administration Manager in the Overview area.
Select the Save icon.
Repeat the process for the positions:
##-Administrator (based on job Administrator)
##-Buyer (based on job Buyer)
1-3-2 In the ##-Production organization unit create
##-Production Manager (based on job Manager)
##-Material Handler (based on job Material Handler)
Navigate back to the ##-Production organizational unit by selecting the
Organizational structure button.
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Select the Up one hierarchy level icon.
Navigate to the ##-Production Organizational unit in the Overview area on the
top right side of the display and double click on that organizational unit.
Select the Staff assig button.
Select the Create position button.
Select the entry for New position by double clicking on it.
The Detail area now contains the entry for New position.
Change the short and long text to ##-Prod Mgr / ##-Production Manager.
Set the validity date to start at the beginning of the current year by selecting the
Display periods icon and entering the valid from date as the first day of the
current year.
In the Search area - Find by group, located in the upper left are of the display,
select the Job option.
In the Find job pop-up box, enter Manager in the With name field and select the
Find icon.
The job Manager appears in the Selection area located on the lower left side of
the display.
Select the job Manager in the Selection area and drag it to the Job field
associated with the ##- Production Manager in the Overview area.
Select the Save icon.
Repeat the process for the position:
##-Material Handler (based on job Material Handler)
1-4
Go to the task profile and assign the following tasks to the positions indicated below:
Position
Task
##-Buyer in the ##Administration organizational
unit
Order processing tasks
##-Production Manager in the
##-Production organizational
unit
Project management
##-Material Handler in the ##Production organizational unit
Drive forklift
Set the preview period years and date to the beginning of the current year by
selecting the Date and preview period.
Verify the Valid on date is set to the beginning of the current year.
Navigate to the ##-Buyer position in the ##-Administration organizational unit.
Select the entry for ##-Buyer position by double clicking on it.
The Detail area now contains the entry for ##-Buyer.
Select the Tasks tab in the Detail area.
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In the Search area - Find by group, located in the upper left are of the display,
select the Task option.
In the Find task pop-up box, enter Order in the With name field and select the
Find icon.
The job Order Processing Tasks appears in the Selection area located on the
lower left side of the display.
Select the task Order Processing Tasks in the Selection area and drag it to the
Tasks tab in the Details area.
Select the Save icon.
Repeat the process for the position/task assignment listed below:
1-5
##-Production Manager in
the ##-Production
organizational unit
Project management
##-Material Handler in the
##-Production
organizational unit
Drive forklift
Designate the ##-Production Manager and ##-Administration Manager positions as
chief positions in the system.
Navigate to the ##- Administration Manager position in the ##-Administration
organizational unit.
Select the entry for ##- Administration Manager position by double clicking on
it.
The Detail area now contains the entry for ##- Administration Manager.
Select the Basic data tab in the Detail area.
Select the check box for Head of own organizational unit.
Select the Save icon.
Repeat the process for the ##-Production Manager position in the ##Production organizational unit.
1-6
The ## Administration Manager position is held by Helena Camino (personnel number
key 50991##). Assign Helena to the position as of the first day of the current year.
Navigate to the ##- Administration Manager position in the ##-Administration
organizational unit.
Select the entry for ##- Administration Manager position by double clicking on
it.
The Detail area now contains the entry for ##- Administration Manager.
Select the Basic data tab in the Detail area.
In the Search area - Find by group, located in the upper left are of the display,
select the Person option.
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In the Find task pop-up box, enter Camino in the With name field and select the
Find icon.
A listing of persons’ named Helena Camino appears in the Selection area
located on the lower left side of the display.
Select the Helena Camino with the key 50991## in the Selection area and drag
it to the Basic data tab in the Holder field in the Details area.
Enter the valid from date as the first day of the current year in the Holder popup box and select the Continue/Enter icon.
Confirm "Delimit Vacancy" pop-up box.
Select the Save icon.
1-7
Execute the Organizational Structure with positions report for the Caliber A
Bicycle Company.
SAP Standard Menu ? Human Resources ? Organizational management ?
Info System ? Organization unit ? Organizational Structure ? Organization
Structure with Positions
Select the organizational unit for the Caliber A Bicycle Company.
Select the Execute icon.
1-8
Select the highest level of the report (Caliber A Bicycle Company).
Select the Structural Graphics icon.
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
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Personnel Administration User Role
SAP Easy Access
Favorites
Activity group SAP_HR_ADMINCLERK_PA
Personnel Administration
HR Master Data
Personnel Actions
Maintain Master Data
Display Master Data
Personnel File
Fast Entry
Fast Entry - Actions
Qualification Profile
Organizational Data
Info System
Tools
© SAP AG 1999
„
„
„
„
„
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:
y Name of the activity group
y Text describing the activity group
y Menu structure for the activity group
y Authorization profile data
y Information about the assignment of the activity group to users or elements of the organizational plan.
An Activity Group can be assigned to an unlimited number of users.
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Search Help (1)
and your
personnel
number ?
I, Barbara
Myers, have
...
Personnel number
Personnel
office
Search Help
You can access data records using the search help
function, even if you do not have all the necessary data.
© SAP AG 1999
„
Employee data is often maintained for individual employees. The employee‘s personnel number must be
entered. If this number is not known by the system, you can use the search help to find it.
The Search Help function allows you to select personnel numbers according to certain criteria e.g. last
names and first names, birth dates, organizational assignment, etc.
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Benefits
Contents:
z Overview and Prerequisites
z Enrolling in Benefit Plans
© SAP AG 1999
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Benefits: Unit Objectives
At the conclusion of this unit, you will be able to
describe:
z The basic features of R/3 Benefits
z The prerequisites for R/3 Benefits
z The major steps of the enrollment process
z List the main benefits processes
© SAP AG 1999
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Course Overview Diagram
9
1
Course
Course Overview
Overview
2
Navigation
Navigation
10
Payroll
3
Structures
Structures in
in Human
Human
Resources
Resources
11
Recruitment
4
Personnel
Personnel Management
Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel
Travel Management
Management
© SAP AG 1999
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Benefits: Business Scenario
z Within your business, employees enroll
themselves in various benefit plans thereby
taking advantage of varying benefits.
© SAP AG 1999
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User Role-Specific Menus : Example
z The line manager has his/her own user menu that
contains the tasks that he/she typically performs:
Benefits
Overview
Information system
Costs and contributions
Health plan costs
Insurance plan costs
Savings plan contributions
Flexible spending account contributions
Stock purchase plan contributions
Miscellaneous plan costs/contributions
Statistics
Benefit election analysis
© SAP AG 1999
„
For the Benefit component, SAP delivers five pre-defined user roles:
y SAP_HR_MANAGER_BEN_AG
y SAP_HR_ LINEMANAGER_BEN_AG
y SAP_HR_ BEN-SPECIALIST_BEN_AG
y SAP_HR_ SYSTEMADMIN_BEN_AG
y SAP_HR_ ADMINCLERK_BEN_AG
„ You can also create your own user roles.
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Plan Categories
Health
Insurance Savings
Stock
Purchase
$
Credit
Miscellaneous
Flexible
Spending
Accounts
(North
America
only)
NI
50 U
5% interest
© SAP AG 1999
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There are six international plan categories defined in the system: Health, Insurance, Savings, Stock
Purchase, Credit and Miscellaneous.
„ There is one benefit plan category that is specific to North America. It is the Flexible Spending Accounts
category.
„ The category defines the attributes of a plan. This determines how the plans are set up in customizing
and how employees are enrolled in the plans.
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Overview of Benefits
Employer
Benefits Plans
etc.
Employee
© SAP AG 1999
„
In some countries, it is normal for the employee to participate in benefit plans offered by the employer.
Companies frequently offer benefits packages at a reduced rate to employers. This results in
considerably cheaper contributions for the employee, than those they would have to pay, were they to
enroll privately. Employees enroll themselves in these plans and receive varying benefits, according to
the varying plans. Either the employer or the employee, or both, pay the contributions; this varies from
case to case.
You can put together varying plans for different employees depending on many factors. You store the
restrictions and eligibility in the implementation guide. Therefore the processing of an employee’s
benefits is made very easy
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Enrollments
Open enrollment
Annual selection
Adjustment Reason:
hiring, marriage etc.
Default/Automatic
Any time
© SAP AG 1999
„
Within Benefits, the system enables you to differentiate between different forms of enrollment.
y 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.
y 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
y 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.
y Enrollment at any time:
The employee can enroll themselves for the plans that they are eligible for, or change existing plans at
any time.
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Master Data Infotype Requirements
0000
0000 Actions
Actions
0001
0001 Org.
Org. Assignment
Assignment
employee
employee must
must exist
exist
0002
0002 Personal
Personal Data
Data
0008
0008 Basic
Basic pay
pay
0014
Recur.
Deds..
Payments/
0014 Recur. Payments/Deds
Payments/Deds.
0015
0015 Additional
Additional Payments
Payments
cost,
cost, coverage,
coverage, credit
credit and
and
benefit
benefit salary
salary calculations
calculations
0001
0001 Org.
Org. Assignment
Assignment
0007
0007 Planned
Planned Working
Working Time
Time
0057
0057 Membership
Membership Fees
Fees
0094
0094 Residence
Residence Status
Status
benefit
benefit area,
area,
first
first program
program grouping,
grouping,
second
second program
program grouping,
grouping,
adjustment
adjustment grouping
grouping
cost
cost grouping,
grouping,
coverage
coverage grouping
grouping
EE
and
ER
EE and ER contribution
contribution grouping,
grouping,
credit
grouping,
credit grouping,
eligibility
eligibility grouping
grouping
zip
zip code
code eligibility
eligibility
0001,
0001, 0002,
0002, 0008,
0008, 0057,
0057, 0094
0094
0077
Addit.
.
Personal
Data
Addit
0077 Addit. Personal Data
0006
0006 Addresses
Addresses
0007
0007 Planned
Planned Working
Working Time
Time
related
related person
person group
group
0021
0021 Family/Related
Family/Related Person
Person
0000
0000 Actions
Actions
termination
termination grouping
grouping
© SAP AG 1999
„
„
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.
y 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.
y The Adjustment Reasons (0378) infotype is used to store the reason why the employee can make
changes to their current benefits.
y 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.
(C) SAP AG
HR050
5-9
What Happens During the Enrollment Process?
Offer
General Benefits
Data (IT 0171)
Benefit plan DENT
Adjustment Reasons
(IT 0378)
Personal Data
(IT 0002)
Benefit plan LIFE
Plan selection
• Provider
Org. Assignment
(IT 0001)
Actions
(IT 0000)
• Personnel event
Benefit plan MED1
• Plan Data
• Regulatory reports
Consistency check
• Attributes
• Wage types
• Status
...
• Organizational
assignment
Master
Master data
data
and
and benefits
benefits
...
infotype
infotype records
records
Credit Plan
(IT 0236)
Savings Plan
(IT 0169)
Miscellaneous Plan
(IT 0377)
Insurance Plan
(IT 0168)
Stock Purchase Plan
(IT 0379)
• Employee data
Spending Account
(IT 0170)
Health Plan
(IT 0167)
• Plan data
• Plan attributes
• Plan dates
• Benefits salary/
coverage (annual)
• Employee data
• Cost
• Cost
• Plan data
• Plan dates
© SAP AG 1999
Benefit
Benefit plan
plan
set-up
in
set-up in IMG
IMG
Creation
Creation of
of new
new plans
plans
• Plan attributes
„
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.
(C) SAP AG
HR050
5-10
Selecting Benefit Programs
First Program Grouping
Second Program Grouping
Executives
Salaried
employee
Hourly
wage
earner
Benefit area
Full-time
Program
Dental Plan
Life Plan
Medical Plan
...
Part-time
worker
Temporary
personnel
© SAP AG 1999
„
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
Benefits Enrollment
Human Resources
Manager’s Desktop
Personnel management
Benefits
Enrollment
Enrollment
Direct
selection
Selection
set
Open offer for
4487
Mrs Dana Moore
Personal
Number
DNI
Status
Please choose an offer:
Enrollment period
Flex Credits
Select
Select
Open offer
Default offer
Automatic offer
Always avail. offer
Pers. No.
4487
Name
Mrs Dana Moore
Flex Credit Plan 1
Flex Credit Plan 2
Dental
Standard Dental Plan
Standard Dental Plan
Medical
Medical Plan 1
Mediacl Plan 2
01.01.1999-31.12.1999
01.01.1999-31.12.1999
01.01.1999-13.07.1999
14.07.1999-31.12.1999
01.01.1999-31.12.1999
01.01.1999-31.12.1999
© SAP AG 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
Enrollment Processing
Pers.no.
4401 Miss Rose Salzar
Plan
Fitness Center
Valid
02.09.1999 - 31.12.2000
Enrollment
Enroll
Direct selection
Selection set
Offer for
Option
Personnel no
Plan option
DNI
454-58-7611
Select
Option
02.09.1999 - 31.12.2000
Costs UNI Semi-monthly
Employee
Employer
4390
4391
4392
4393
4394
4395
4396
4397
4398
4399
4401
4402
4403
4404
4405
4406
Mr Boris Kapinsky
Mr Mikio Oyana
Miss Winnie Chung
Mr Bahy Crhak
Dr Francesca Bertolini
Mr Pierre Canguihem
Miss Denise Carter
Dr Julie Palmer
Dr Nielsen Thor
Dr Miguel Santos
Mis Rose Salzar
Ms Marsha Bond
Mrs Sophie Thibideaux
Mr Kal Nilshids
Marie-France Cabrera
Ms Sarah Bartlett
Fitness Standard
11.00
Please choose an3.50
offer
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
Open offer
Initial enrollment
Default offer
Automatic offer
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
Suppl. Life
Supplemental Life insurance
Savings
Standard Savings
Special Savings
Stock Purchase
Alternative Stock
Standard Stock
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
© SAP AG 1999
„
Your selected plan will be displayed where options and dependents can be selected.
(C) SAP AG
HR050
5-13
Enrollment Processing Continued
Enrollment
Enroll
Direct selection
Selection set
Offer for
Personnel no
DNI
Action Plan
From
To
Offer for
Create Standard Dental
02.09.1999 31.12.2000
454-58-7611
Create Standard Medical
02.09.1999 31.12.2000
02.09.1999 31.12.2000
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
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
Select Create Vision Plan
4390
4391
4392
4393
4394
4395
4396
4397
4398
4399
4401
4402
4403
4404
4405
4406
Add’l Info
Create Charity Welfare
02.09.1999 31.12.2000
02.09.1999 - 31.12.2000
Mr Boris Kapinsky
Create Fitness Center
02.09.1999 31.12.2000
02.09.1999 - 31.12.2000
Mr Mikio Oyana
Create
Alternative
Stock
Pur.
02.09.1999
31.12.2000
Miss Winnie Chung
Enrollment completed
successfully
02.09.1999
- 31.12.2000
Mr Bahy Crhak
02.09.1999 - 31.12.2000
Dr Francesca Bertolini
Mr Pierre Canguihem
Execute enrollment
02.09.1999 - 31.12.2000
Miss Denise Carter
02.09.1999 - 31.12.2000
Dr Julie Palmer
Suppl.
Life
Dr Nielsen Thor
Supplemental Life insurance
02.09.1999 - 31.12.2000
Dr Miguel Santos
Savings
Mis Rose Salzar
Confirmation
Continue
Standard Savings
02.09.1999 - 31.12.2000
Ms Marsha Bond
Special Savings
02.09.1999 - 31.12.2000
Mrs Sophie Thibideaux
Stock Purchase
Mr Kal Nilshids
Alternative
Stock
02.09.1999 - 31.12.2000
Marie-France Cabrera
Standard Stock
02.09.1999 - 31.12.2000
Ms Sarah Bartlett
© SAP AG 1999
„
After you execute enrollment, a message will be displayed indicating whether or not your enrollment
was successful.
(C) SAP AG
HR050
5-14
Termination
Termination: Overview
Direct
selection
Selection
set
Termination for
4487
Mrs Dana Moore
on 29.07.1999
Personal
Number
DNI
Valid from
Select
Select
Pers. No.
Mrs Dana Moore
01.01.1999-31.12.1999
Terminate on 29.07.1999
Dental
Standard Dental Plan 14.07.1999-31.12.1999
Terminate on 29.07.1999
Life Insurance
Standard Life
Insurance
Terminate on 30.11.1999
01.01.1999-31.12.1999
Selection date
30.11.1999
Double-click
4487
Name
Flex Credits
Flex Credit Plan 1
Action
© SAP AG 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
Monitoring of Eligibility During Participation
Eligibility: Overview
Stop participation
Validity
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
© SAP AG 1999
„
Once employees are participating in plans, you can check that they continue to fulfill all eligibility
criteria for the plans.
„ The system checks:
y Is the plan in program?
y Is eligibility rule fulfilled (e.g. waiting period, min. working time, min./max. age, zip code)?
y Are corequisites fulfilled?
(C) SAP AG
HR050
5-16
Insurability
Insurability: Overview
Insurability proven
Stop participation
STATUS
Insurability on 17.8.1999
99 Internation Simple
00004411 Chris Squire
Alternative Life Insur…
00004412 Steve Howie
Medical Plan 2
Alternative Life Insura…
00004413 Rymond Bednar
Alternative Life Insura,,,
00004414 Kevin Benson
Alternative Life Insura...
00004415 Tyra Pearson
Alternative Life Insura…
Option
End of grace period
Period
Active plan exists
Coverage Level 1
Proven
01.10.1000-31.129999
Option 2
Coverage Level 1
09.05.999
Proven
01.01.2000-31.12.2000
01.10.1999-31.12.9999
Coverage Level 1
Proven
01.10.1999-31.12.9999
Coverage Level 1
Proven
Coverage Level 1
Proven
01.10.1999-31.12.9999
Legend
Record is locked
Active
Pending
Insurability proven
Grace period expired
Insurability not proven
© SAP AG 1999
„
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
Overview of Current Benefit Plans
General overview benefit plan data
Direct
selection
Selection set
Display
4487
Mrs Dana Moore
on 29.07.1999
Personal
Number
Plans
Costs
Master data
Overview
DNI
Select
Select
Pers. No.
4487
Name
Mrs Dana Moore
Flex Credit Plan 1
Credit amount
Standard Dental Plan
Option
Dependent coverage
EE pre-tax
ER credit
Standard Life Insurance
01.01.1999-31.12.1999
USD 66,67 Semi-monthly
14.07.1999-31.12.1999
Option1
Employee only
UNI 13,50 Semi-monthly
UNI 5,00 Semi-monthly
01.01.1999-31.12.1999
© SAP AG 1999
„
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
Cost Summary
General overview benefit plan data
Direct selection
Selection set
Display
4498
Plans
4498 Maria Lobos
Maria Lobos
Costs
Master data
Flex Credit Plan 1
Credit amount
Standard Dental Plan
Option
Dependent coverage
EE post-tax
Standard Life Insurance
Option
on
17.08.1999
Overview
01.10.1999 - 31.12.9999
UNI 150.00Monthly
06.05.1998 - 31.12.9999
Option 1
Employee only
UNI 8.00 Weekly
01.01.1999 - 31.12.9999
Coverage Level 1
© SAP AG 1999
„
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
Benefits: Unit Summary
You are now able to describe:
z The basic features of R/3 Benefits
z The prerequisites for R/3 Benefits
z The major steps of the enrollment process
z List the main benefits processes
© SAP AG 1999
© SAP AG
(C) SAP AG
HR050
5-20
Exercises
Unit: Benefits
Topic: Benefits enrollment
At the conclusion of this exercise, you will be able to:
• Change your role to HR Benefits Specialist
• Create the necessary master records to enroll an employee in
benefits
• Enroll an employee in benefits
• Review an employees participation in the benefits plans
The Caliber A Bicycle has decided to implement a new benefits
program for employees. Jose Vega will be able to choose from
several benefit plans during the initial enrollment period.
1-1
Change your role to SAP_HR_BEN-SPECIALIST.
1-2
Update Jose Vega master records to be eligible for benefits.
1-2-1 Create a General Benefits Data infotype effective from the first of this month
for Mr. Vega. He benefit area is 99. He is an exempt full time employee.
1-2-2 Create an Adjustment Reason for Mr. Vega to store the initial adjustment reason
for enrollment.
Ν NOTE: The Adjustment Reasons infotype is dynamically initiated
when the General benefits data is saved. Then the enrollment
processing is dynamically initiated when the Adjustment Reasons
infotype is saved.
1-3
Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
1-3-2 Enroll him and his spouse in the Medical plan 1.
1-4
Review the benefits data created in the enrollment process.
1-4-1 Review the Standard Dental Plan records for Mr. Vega.
1-4-2 Review the Medical plan 1 records for Mr. Vega.
1-5
(C) SAP AG
Execute the Benefits Overview for Mr. Vega.
HR050
5-21
Solutions
Unit: Benefits
Topic: Benefits Enrollment
1-1
Change your role to SAP_HR_BEN-SPECIALIST.
Select the Other menu button in the SAP Easy Access menu.
Select the Find icon.
Enter SAP_HR_BEN-SPECIALIST in the Find field.
Select the Find icon again.
Select the SAP_HR_BEN-SPECIALIST.
Select the Copy/Enter icon.
1-2
Update Jose Vega master records to be eligible for benefits.
1-2-1 Create a General Benefits Data infotype effective from the first of this month
for Mr. Vega. He is in benefit area is 99. He is an exempt full time employee.
From the Favorites menu select: Maintain Master Data
Enter personnel number 50992## in the Personnel no. field.
Select the Basic Personal data tab.
Select the entry for General Benefits Data.
Select the Create icon.
Enter the From date as the first of the current month.
Verify the following entries exist:
Benefit Area
99
1st Program grouping
EXMT
2nd Program grouping
FULL
Select the Save icon.
1-2-2 Create an Adjustment Reason for Mr. Vega to store the initial adjustment reason
for enrollment.
Ν
NOTE: The Adjustment Reasons infotype is dynamically initiated
when the General benefits data is saved. Then the enrollment
processing is dynamically initiated when the Adjustment Reasons
infotype is saved.
Select Initial enrollment in the Adjustment reason field.
Select Yes in the Deviation from end date pop-up box.
Select the Save icon.
(C) SAP AG
HR050
5-22
1-3
Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Enrollment
Enter 50992## in the Personnel number field in the Direct selection group.
Select the Enter icon.
Select Initial enrollment in the Offer selection pop-up box.
Select the Choose icon.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
Double click on the Standard Dental Plan entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
1-3-2 Enroll him and his spouse in the Medical plan 1.
Double click on the Medical Plan 1 entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
Select the Enroll button.
Select the Execute enrollment button in the Confirmation of Selected Actions
pop-up box.
Select the Continue button in the Enrollment pop-up box.
1-4
Review the benefits data created in the enrollment process.
1-4-1 Review the Standard Dental Plan records for Mr. Vega.
From the Favorites menu select: Maintain Master Data
Enter personnel number 50992## in the Personnel no. field.
Enter Health Plans in the Direct selection – Infotype field.
Select the Display icon.
Review the Plan data for the Standard Dental plan.
1-4-2 Select the Next record icon and review the plan data for the Medical plan 1.
1-5
Execute the Benefits Overview for Mr. Vega.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Overview
Enter 50992## in the Personnel number filed in the Direct selection group.
Select the Enter icon.
Review the Overview tab.
(C) SAP AG
HR050
5-23
(C) SAP AG
HR050
5-24
Development and Training
Contents:
Qualifications and Requirements
Career and Succession Planning
Training and Event Management
Development Plans
Appraisal Systems
© SAP AG 1999
(C) SAP AG
HR050
6-1
Development and Training: Unit Objectives
At the conclusion of this unit, you will be able to:
Create and use qualifications and requirements
Start career and succession planning scenarios
Carry out day-to-day business in Training and
Event Management
Create development plans
Create Appraisals
© SAP AG 1999
(C) SAP AG
HR050
6-2
Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
(C) SAP AG
HR050
6-3
Development and Training: Business Scenario
Positions have certain requirements that must be
met, and employees have certain qualifications
and skills. These requirements and qualifications
have to be entered in the system so that they
can be compared (matched up) with each other.
Employees can obtain additional qualifications
and in this way be trained for other positions.
The performance of employees is appraised
regularly.
Employees with qualification deficits can be
booked into business events (training courses)
that provide the employees in question with the
qualifications they require.
Suitable development plans can be drawn up
for employees.
© SAP AG 1999
(C) SAP AG
HR050
6-4
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
(C) SAP AG
HR050
6-5
Personnel Development and Qualifying Actions
Position of
“Administrator”
Profile Matchup
Job Person
Position of
“Dept Manager”
Development Plans
Appraisals
Actual / target proficiency
Certificate
of attendance
at Microsoft
Word course
© SAP AG 1999
Microsoft Word
skills required?
Seminar
The Personnel Development component allows you to maximize the value that your employees provide
to your company. You can plan and implement specific personnel and training measures to promote the
professional development of your employees. You can also increase the job satisfaction of your
employees by considering their preferences and suitability for their jobs. In this way, you can ensure that
employees in all functional areas of your company are always qualified to the required standards.
The personnel development requirements of an organization are determined by comparing the current or
future working requirements with the qualifications (and preferences) that your employees already have.
The aim of a development measure can be specific (for example, an employee is to be transferred to a
specific post), or more general (for example, ensuring that employees are sufficiently qualified to keep
up with technical developments).
Qualifying actions (training courses, job rotation, etc.) can be grouped together into development plans
(e.g. “trainee program for sales staff”). This is referred to as a general development plan because it
applies to employees in general. These general development plans can be tailored to the needs of
individual employees.
An employee's performance and behavior can be appraised. The results of such an appraisal can supply
information for planning the employee's further career development.
(C) SAP AG
HR050
6-6
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
(C) SAP AG
HR050
6-7
Planning for Organizational Unit
Administrator X is responsible
for org.unit “Purchasing”
Access automatically via
the appropriate org.unit
Settings for Personnel Development
Gen. settings
Plan version
01
Current plan
…….
Structural access
Org.unit
Name
50000050
Purchasing
Relevant functionality
in Personnel Development
© SAP AG 1999
The Planning for Organizational Unit function allows you to restrict your view to one organizational
unit. You can access the relevant change, display, and reporting functions of Personnel Development
directly.
You can specify a permanent default organizational unit in user parameter PEO. You can also specify
one temporarily by making user specific settings in the Personnel Development menu. These user
specific settings make data entry faster and more user friendly.
Other Personnel Development parameters:
- PEH: Disregard depreciation meter PEM: Include essential requirements
- PES: Include alternative quals
POP: Plan version
- PEO: Specify default org. unit BEG/END:
Start and end date
If you do not change these user parameters, you can ensure that all of the data evaluations performed by
one user have been performed using the same settings (and, consequently, that they can be compared
with each other).
(C) SAP AG
HR050
6-8
Qualifications / Requirements
Requirements
List of skills and experience
required in order to be
suitable for a job, position,
task, or work center.
Profile Matchup
Job
Person
Qualifications
List of skills that make an
employee suitable for a job,
position, task, or work center.
Qualification Requirement
© SAP AG 1999
Qualifications can, for example, be assigned to employees and positions. However, if, for example, a
qualification is assigned to a position, it is referred to as a “requirement.”
All qualifications (and requirements) are stored in a central catalog. In fact, qualifications and
requirements are the same objects - they are referred to by different names to show how they are applied.
This means that it is possible to compare an employee's qualifications against the requirements defined
for a position.
(C) SAP AG
HR050
6-9
Qualifications Catalog
Qualification group
Catalog
Catalog
Language
Language
skills
skills
French
French
language
language skills
skills
Programming
Programming
languages
languages
English
English
language
language skills
skills
Business
Business
English
English
Knowledge
Knowledge
of
of C++
C++
Technical
Technical
English
English
Knowledge
Knowledge
of
of C
C
Knowledge
Knowledge
of
of ABAP
ABAP
100% alternative qualification
Qualifications
© SAP AG 1999
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
Internet Entry for Qualifications
Navigation menu Start page
Skills Profile
Logon
Help
Display path
Add
General technical knowledge
Artifical intelligence
Business process technology
Industrial skills
Knowledge of Inventory management
Knowledge of PC hardware technique
Knowledge of electronics
Knowledge of Materials
MSDS - Technician
Manufacturing
Mechanical skills
Production of paints and car parts
Quality management
Security requirements
Knowledge of computer science
Knowledge of engineering
Business French language skills
Native speaker
Business Process Technology
Good
HR Personnel Admin. Functionality
Adequate
Knowl. Career and Succession Planning
Poor
Perceptive ability
Poor
© SAP AG 1999
(C) SAP AG
HR050
6-11
Creating Profiles for Persons/Applicants…
A
A person
person has
has subprofiles
subprofiles
Who made
last change
Development Plan
Qualifications
Potentials
Preferences
Dislikes
Dev. Plan History
Appraisals where apprai...
T Object ID Description
ID
Proficiency
Start date
Q 50000401 HR Management skills
3
Average
28.07.2000 31.12.9999
End date
N… User name
TRAINING
Q 50000831 HR Personnel Admin.Func
4
Good
28.07.2000 31.12.9999
TRAINING
Q 50000449 Independence and initiative
2
Adequate
28.07.2000 31.12.9999
TRAINING
Q 50000189 Knowledge of Wordprocessing 3
Average
28.07.2000 31.12.9999
TRAINING
Q 50000453 Leadewrship skills
Average
28.07.2000 31.12.9999
TRAINING
3
Notes
© SAP AG 1999
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
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Creating Profiles for Jobs/Positions
A
A position
position has
has requirements
requirements
Inherited
Requirements
T ObjectD
Description
Stat.. ID
Proficiency
Ess
Start date End date
Q 50000442 Ability to organize and act
6
Invalid proficiency
01.01.1994 31.12.9999
Q 50000401 HR Management skills
4
Good
28.07.2000 31.12.9999.
Q 50000831 HR Personnel Admin. Functionality
3
Average
28.07.2000 31.12.9999.
Q 50000315 Knowledge of Desktop publishing
4
Good
28.07.2000 31.12.9999.
Q 50000313 Knowledge of general office activities
3
Average
28.07.2000 31.12.9999.
3
Average
28.07.2000 31.12.9999.
Q 50000316 Knowledge of general office policies
© SAP AG 1999
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.
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Find Objects for Qualifications
Selecting Qualifications:
Individually from the
qualifications catalog
Transfer entire
qualifications/
requirements profiles
Combine both the
above options
Restrict
selection to
specific object
types
Find Objects for Qualifications
Qualifications Restrict to object types Restrict further
Qualifications required
Name
Essential reqt Option Proficiency Maximum
Average
Very good
Business Process Technology
Communication
General Office Administration
General commercial education
HR Management skills
Knowledge of computer hardware
Knowledge of database systems
Knowledge of payroll accounting
Excellent
Good
Adequate
Adequate
Adequate
Excellent
Very good
The following can be
selected for each
qualification:
Essential requirement
flag
Proficiency required
(individual value or
value range)
For each object
type, restrict
selection further
to specific
objects (for
example, the
persons in an
organizational
unit)
Add qualificatios/requirements from
Job
Key date
50004051
HR developer
22.06.1999
© SAP AG 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
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Profile Matchups
Persons, Applicants,
Users, ...
Job, Position, ...
Requirements
Qualifications
Over/under-qualification
Alternative qualifications
Graphical display
Further training proposals
Qualification deficits
Development Plans
.......
© SAP AG 1999
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
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Profile Matchup: Example
2D view 3D view Groups Left Sel. Up Sel. Down Right First selection
Profiles
Qualification
Qualification
Knowledge of multimedia
Verbal, written communicative skills
Pace of work
Willingness to assume responsibility
Independence and initiative
Adaptability
Leadership skills
Business English language skills
Work conduct and general conduct
Knowledge in Wordprocessing/Winword
Qualification
120
100
80
60
40
20
0
© SAP AG 1999
Helena Camino
Knowledge of multimedia
Verbal, written comm, skills
Willingness to assume
Independ. And Initiatives
responsiblit
Bus. Eng. Language skills
Leadership skills
Knowledge in Wordprocessing/
Windword
00 asst
Pace of work
Adaptability
Work conduct and general
conduct
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
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Training Proposals for Qualification Deficits
Word for
Windows
Requirements
Qualifications
Business
Events
Desktop
Desktop
Word for
Windows
Organization
Organization
Prebook
Word
?
Book
Word for
Windows
5/1 - 5/5
Word for
Windows
6/11 - 6/15
© SAP AG 1999
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
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Career and Succession Planning:
Topic Objectives
At the conclusion of this topic, you will be able to:
Describe how careers are defined and structured
Work through career planning scenarios
Work through succession planning scenarios
© SAP AG 1999
(C) SAP AG
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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.
© SAP AG 1999
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
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Career and Succession Planning
Qualifications
Preferences
Designations
Career Planning
and
Succession Planning
Potentials
Dislikes
Career
© SAP AG 1999
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
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Careers
Head Department
Manager
Commercial
career
Department
Manager
Marketing
Employee
Sales
Assistant
Administrator
© SAP AG 1999
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
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Training and Event Management:
Topic Objectives
At the conclusion of this topic, you will be able to:
Carry out day-to-day business in Training
and Event Management
Trigger correspondence
Discuss Knowledge Management component
Follow up business events
Perform a range of reporting options
© SAP AG 1999
(C) SAP AG
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Integration with Other Application Components
Time
Time
Management
Management
Organizational
Organizational
Management
Management
Personnel
Personnel
Administration
Administration
Materials
Materials
Management
Management
Cost
Cost
Accounting
Accounting
Training
and Event
Management
Sales
Sales and
and
Distribution
Distribution
Personnel
Personnel
Development
Development
R/3
R/3 Appointment
Appointment
Calendar
Calendar
SAP
SAP Knowledge
Knowledge
Management
Management
© SAP AG 1999
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
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Processes in Training and Event Management
Business Event Preparation:
Create business event groups
Create event environment
Create business event types
Day-To-Day Activities:
Attendance
book
prebook
replace
rebook
cancel
Correspondence
Business Event Catalog:
Plan business event dates
Reserve resources
Create business event dates
Plan dates based on demand
Recurring Activities:
Business events
firmly book/cancel
lock/unlock
follow up
Carry out appraisals
Carry out billing and internal cost
allocation
© SAP AG 1999
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
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Business Event Cycle in the Dynamic Menus
Business event preparation:
Master Data menu
Create business event catalog:
Business Event menu and
Planning menu
Reserve Resources:
Resource Menu
Reporting:
Information menu
Booking activities:
Attendance menu
Billing/cost allocation:
Business Event menu
Firmly book business event:
Business Event menu
Follow-up processing:
Business Event menu
© SAP AG 1999
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
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Business Event Planning
St
Walldorf
t
Location
Location and language
based planning
Demand determination
Plan specifications
Date proposals
Resource reservaton
1998
Reservation plan
Holiday calendar
© SAP AG 1999
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
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Business Event Hierarchy
Language
Language
Courses
Courses
Spanish
Spanish
Courses
Courses
Business event group
English
English
Courses
Courses
Business event type
Beginner’s
Beginner’s
Spanish
Spanish
Beginner’s
Beginner’s
Spanish
Spanish
7/5
7/5 -- 7/8/00
7/8/00
Advanced
Advanced
Spanish
Spanish
Advanced
Advanced
Spanish
Spanish
9/20
9/20 -- 9/23/00
9/23/00
Business event
Advanced
Advanced
Spanish
Spanish
10/18
10/18 -- 10/21/00
10/21/00
© SAP AG 1999
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
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Menu Structure
Settings/views
Key
Abbreviation
Additional info
Selection criteria
Initial access or
overall view
Period
Language
English
English Courses
Courses
Beginner’s English
Advanced English
07/05/1999 - 07/08/1999
Advanced English
09/20/1999 - 09/23/1999
Advanced English
10/18/1999 - 10/21/1999
Advanced English
11/08/1999 - 11/11/1999
Advanced English
Business English
Technical English
Right Mouse Click
on Business Event
Book
Book list
Display
Attendee List
Cancellations
Time Schedule
Resources Link
Knowledge Link
© SAP AG 1999
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).
(C) SAP AG
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Operating the Enhanced Search Function
Dynamic Business Event Menu
1. Choose enhanced
search function
Current plan 12.06.1999 - 13.09.1999 German
Common Group
IDES - Company Training
IDES - Languages
IDES - Management Training
Economics
Management techniques
Communication class
Organization / planning
2. Choose object for
which search is to
be performed
Business event group Business event type
4. Search result:
the dynamic menu
is drilled down to
the object found
Business e...
Abbreviation Description Qualification Targ. group
Search string
Imparts
LEADERSHIP
Presupposes
3. Specify additional
search option
(for business event
types, attendees
and resources)
© SAP AG 1999
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.
(C) SAP AG
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Day-To-Day Activities: Dynamic Attendance Menu
Attendance
Book
Cancel
Prebook
Rebook
Replace
© SAP AG 1999
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.
(C) SAP AG
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Booking Attendances
Attendee Types
Person
User
External person
Applicant
Contact person
Company
Organizational unit
Customer
Interested party
Bookings
Take capacity into account
Prioritize
Checks
1999
1999
Availability (is the instructor already reserved
for another event?)
Time conflicts (attendances/absences)
Prerequisites (business event types,
qualifications)
5
12
19
26
6
13
20
27
7
14
21
28
1
8
15
22
29
2
9
16
23
30
3
10
17
24
31
4
11
18
25
© SAP AG 1999
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.
(C) SAP AG
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Correspondence
Edit ready-to-print correspondence
Notify instructors and attendees
Modify standard letters
Attendance confirmation
Provisional acceptance
Rejections
etc.
Select output media
Printer
Internet
Fax
Screen
E-mail
Telex
Correspondence history
© SAP AG 1999
The Correspondence function enables you to output various notifications to business event attendees.
You can use a variety of output media such as printer, fax, screen, or e-mail.
Correspondence can be triggered automatically when certain functions (for example, Book attendance or
Cancel attendance) are executed. In Customizing, you define which output options should be used.
You can also trigger correspondence manually from the menu. You can trigger attendance-related
correspondence from the Attendance menu (and, of course, from the main Training and Event
Management menu). You can select the output medium on the data screen. On the screen that follows
this, enter the business event for which the correspondence is to be displayed, and execute the function.
The correspondence history is created for all correspondence (and output) in connection with activities in
SAP Training and Events that require notification. You can use this history to check what
correspondence has been sent to which recipients for which activities. The history also records who
triggered the correspondence output and when.
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Following Up Business Events
Output confirmation of
attendance
Attendance
Transfer Qualifications
Goals
Qualifications
Business
English
Confirmation
Business English
for
Lisa Fischer
Lisa Fischer
Complete Attendee
Appraisal
Delete attendance booking
Bo
ok
i
ng
Create business event type attendee relationship
Business
English
10/02/99
11/27/99
Attended events
of type
Lisa Fischer
Lisa Fischer
Business
English
Was attended
by
© SAP AG 1999
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!
(C) SAP AG
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Information Menu
You can access these reports in the Information menu:
Attendance
Resources
Attendee list
Resource
reservation
Business event
schedule
Available/reserved
resources
Business event
brochure
…..
…..
Training history
of an attendee
Attendance and
sales statistics
Events
…..
© SAP AG 1999
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.
(C) SAP AG
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Interacting with the SAP Knowledge Warehouse
Delivery
Front end
SAP HR
Knowledge
content
Training
SAP
Knowledge
Warehouse
Web interface
Information
...
Discussions
Web
server
Service requests
Cache server
© SAP AG 1999
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
(C) SAP AG
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Displaying Knowledge Link in ESS
Start: 22.07.1998 Language: English
End: 20.10.2000 Location: All locations
Find
Expand all
Close all
IDES Training
IDES - Management
Training
IDES - Languages
Common Group
IDES - Company Training
Business event types
Economics
Management tec
Communication c
Organization / pla
Management techniques
Info Status
HR050
Related Personnel
Management contents
Bus. event
50013560
50014338
© SAP AG 1999
© SAP AG
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.
(C) SAP AG
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Development Plans: Topic Objectives
At the conclusion of this topic, you will be able to:
Describe how development plans are defined
and structured
Create a development plan
© SAP AG 1999
(C) SAP AG
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Development Plans: Possible Applications
Apprenticeship
Job Rotation
Further Training
Individual Plans
© SAP AG 1999
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
(C) SAP AG
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Possible Development Plan Items
Business event type
Job
Work center
Position
Organizational Unit
Location
Appraisals
© SAP AG 1999
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
Trainee Program
Introductory Program
2 days
1.
2.
Min: 1
3.
Production
Dept
3 months
Marketing
Dept
2 months
Management Seminar
1 month
Development
Dept
3 months
Assistant Team Manager
1 month
Min. 1 = at least 1 item mandatory
© SAP AG 1999
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 development
plan as a model, and tailoring this model to the special needs of the employee
Adding items to the
individual plan by
choosing the
following from the
general plan:
- All obligatory items
- All items
- Single items
The following can
be defined for
every item, and the
corresponding
general
development plan :
- State
- Validity
- Notes
Individual Development Plan
Personnel no.
11
Name
Ms Meri_Status Active
EE group
1 Active employee Personnel ar ZNB1 U.S. Subsidiary
EE subgroup NS Salaried employee SSN
111 - 20 - 2435
Management Training
Current
23.06.1999
Item type
Name
Manage. Tech.
Bus. Event type
Bus. Event type
Commun. Class
Organ. Unit
Prod. Mark.
Position
Dir. Of Corp Ser.
Appraisal model
Atten. App.
29.11.1999
State
Start date
Completed 23.06.1999
Completed 23.06.1999
23.06.1999
Current
23.06.1999
Planned
23.06.1999
Planned
End date
29.11.1999
29.11.1999
29.11.1999
29.11.1999
29.11.1999
Item selected
Step:
0
Duration:
0
Days
0
Months
0
Years
© SAP AG 1999
An individual development plan is used as an instrument for planning and managing the personnel
development measures of an individual employee.
General development plans can be added to individual development plans to reflect the current
requirements of employees. The Individual Development Plan screen is used to tailor general
development plans to individual persons.
The general development plan is displayed as a graphic. You can insert items into the individual plan
simply by double-clicking. Items already selected are flagged correspondingly in the graphic.
As of Release 4.6, appraisal models can also be included as development plan items.
For more information, refer to the SAP Library (Human Resources → PA Personnel Management →
Personnel Development → Development Plans → Individual Development Plans).
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Appraisal Systems: Topic Objectives
At the conclusion of this topic, you will be able to:
Describe the appraisal process and
how appraisals are structured
Perform appraisals
© SAP AG 1999
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Appraisal Systems
360° feedback
appraisals
Performance
appraisals
Formalized work evaluation
Surveys
Appraisees
Appraisers
© SAP AG 1999
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 selfappraisals)
- Performance appraisals: appraisal of an individual employee
- Formalized work evaluation: certificates of employment, for example
- Surveys and questionnaires: employee opinion polls, for example
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Subprofiles for Appraisals
Person
Person is
appraisee
Dislikes
Preferences
Bezeichnung
Name
Appraisals
Status
Person is
appraiser
Appraisals held
Proficiency
Start
English
Fluent
01.01.1990
ABAP
Very good
01.0119.90
© SAP AG 1999
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 is
prepared and
conducted on
one screen
Prepare Appraisal - Perdormance Appraisal 99/1
Individual appraisal
Supervisor (Appraisal)
Employee (Appraisal)
Period appraised
Performance Appraisal 99/1
00000012
Dorrit Verhoeff
00000007
Giacomo Buttone
01.01.1999
to
28.06.1999 Created on
Name
46A Test Individual Appraisal
1-6 Month Performance Review
1.1 Budgeting
1.2 Communication Skills
1.3 Initiative
1.4 Leadership Ability
1.5 Organisational Skills
Weighting
In preparation
More appraisers
More appraisers
28.06.1999
Prepare
appraisal
Evaluation Rating text =weighting* Note
0,000
0,000
0,000
0,000
0,000
0,000
0,000
0,000
0,000
0,000
1,00
1,00
1,00
1,00
1,00
1,00
1,00
2. Qualifications (Testing for Transfer) 1,00
1,00
2.1 Sales psychology skills
1,00
2.2 Strategic Planning
Conduct
appraisal
© SAP AG 1999
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 work
Attitude toward others
Potential for development
Appraisal model
Performance appraisal
Approach to work
Amount of work
Organization
Independence
Ability to cope
Criteria group
Criteria
Attitude toward other
Team spirit
Communication skills
Social skills
Persuasiveness
Team appraisal
© SAP AG 1999
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
Propose data from
previous appraisal
Prepare
appraisal
Complete
appraisal
Preparation
completed
Appraisal
performed
Perform
appraisal
© SAP AG 1999
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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Reporting Options for Appraisals
New reporting options:
Find objects with no appraisal
Reporting Options for Appraisals
Find objects with no appraisal, and all
existing appraisals
Appraisal model
Find appraisals whose status is
Approved and Rejected
Further Selection criteria
Period appraised
Creation period
ABAP List Viewer Output
Appraisee
Person
Evaluate appraisals
Appraisal
Appraisers
Appraisers
Without appraisal
All
01.01.1900 - 24.06.1999
All
Appraisal status
In preparation
Completed
Lothar Loewe
Anne Albert
Mathias Schonecker
Gerd Stumm
Without appraisal All appraisals
Individual and overall appraisals
Status
Appraisal
24.06.1999
Objects involved
Appraiser
Person
Reporting Options for Appraisals
Appraisal model
Period appraised
Appraisers
AND
Appraisees
01.01.1900
AND
OR
Display existing
In process
Approved
Indiv. And
multisource appraisals
Type of Appraisal
Start date
Anne Albert
00001984
Rejected
Subappraisals
End date
© SAP AG 1999
You can restrict your evaluation to objects that have not been appraisees or appraisers, or you can
evaluate objects with and without appraisals at the same time.
Objects can also have the status Without appraisal. This status always refers to a specific data
selection period, and is never ambiguous - that is, a given object has either been an appraisee (perhaps
several times), an appraiser, or neither).
You can also display any appraisals that already exist. This means, for example, that you can
determine who has already been appraised, who has been an appraiser, who has been neither, and what
the appraisals in question are (if there are any).
The evaluation for appraisals also contains two new selection criteria based on the appraisal statuses
Approved and Rejected. See: Personnel Development → Workflow → Approval of Appraisals.
For more information on the reporting options available for appraisals, refer to the SAP Library (Human
Resources → PA Personnel Management → Personnel Development → Appraisal Systems → Appraisal
Evaluations).
The results of the evaluation are output via the ABAP List Viewer. No further editing options can be
accessed directly from the output list. For more information on editing appraisals, refer to Personnel
Development → Appraisal Systems → Editing Appraisals.
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Development and Training: Unit Summary
You are now be able to:
Create and use qualifications and requirements
Start career and succession planning scenarios
Carry out day-to-day business in
Training and Event Management
Create development plans
Perform appraisals
© SAP AG 1999
© SAP AG
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Exercises
Unit: Personnel Development and Training
Management
Topic: Qualifications and Requirements
At the conclusion of this exercise, you will be able to:
•
Change your role to the Line-Manager Personnel
Development
•
Edit the qualification catalog
0 Create a qualification profile for a person
1 Update the profile for a position
2 Run a profile matchup and view graphically
• Book an employee into a training event to remove a
deficiency identified in the profile matchup
You enter the qualifications/requirements in the qualifications
catalog. Positions have requirements, whereas persons have
qualifications. You store this information in qualification
profiles and requirement profiles. You can then carry out profile
matchups.
1-1
Change your role to SAP_HR_LINEMANAGER_PD_AG.
1-2
Create the following qualification groups and qualifications in the qualifications
catalog:
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
1-2-2 Qualification group: PC skills ##, Yes/No scale
1-2-3 Qualification: Italian ##
1-2-4 Qualification: Spanish ##
1-2-5 Qualification: MS Word ##, depreciation meter value: 3 years
1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years
1-3
In Personnel Development, create a qualification profile for employee Jose Vega
(50992##) using the Search term option to locate the appropriate qualifications. Assign
the qualifications to Mr. Vega as of the beginning of the current year:
1-3-1 Multimedia skills, proficiency Good
1-3-2 Desktop Publishing skills, proficiency Average
1-3-3 Adaptability, proficiency Average
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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.
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Exercises
Unit: Personnel Development and Training
Management
Topic: Career and Succession Planning
At the conclusion of this exercise, you will be able to:
• Run career planning for an employee
• Find a suitable success for a position
In the Caliber A Bicycle company, employees are promoted
based on their skills according to their career model. Evaluate the
positions available for Mr. Vega based on his qualification. Find
a successor Mr. Vega’s current position.
2-1
Use career planning to determine which positions within the organization that Mr.
Vega has qualifications for as of the beginning of the current month.
2-2
Use succession planning to determine who has the qualifications to fulfill the ##Administrator position if Mr. Vega transfers to a new position.
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Exercises
Unit: Personnel Development and Training
Management
Topic: Training and Event Management
At the conclusion of this exercise, you will be able to:
• Change your role to the Training and Development Specialist
• Prebook an employee into a business event
• Evaluate an employee’s training history
You book an employee into business events to eliminate this
person’s qualification deficits. You also book the employee into
business events as a personnel development measure. Later, you
can examine history of training for employees.
3-1
Change your role to SAP_HR_TRAINDEV_SPECIALIST.
3-2
Use the Attendance menu to make bookings and pre-bookings.
3-2-1 Book Mr. Vega in the Organization / planning business event occurring in two
months. The business event is part of IDES - Management Training.
3-2-2 Pre-book Mr. Vega into the HR seminar business event. The business event is
part of Various Business Events at the company.
3-3
(C) SAP AG
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.
HR050
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Exercises
Unit: Personnel Development and Training
Management
Topic: Development Plans
At the conclusion of this exercise, you will be able to:
• Provide sample of development plan items
• Create a development plan for an employee
The professional development of an employee is planned during a
meeting between the employee in question and his or her
supervisor. Twice a year, the Caliber A Bicycle Company
reviews (or establishes) development plans to setup employee
trainee programs.
4-1
List several different type of items that might be found in a development plan for an
employee.
___________________________________________________________
___________________________________________________________
___________________________________________________________
___________________________________________________________
4-2
Create an individual development plan for Jose Vega for the Trainee Program
Administration model development plan starting on the first day of the current month.
4-2-1 Transfer all mandatory items associated with the model development plan to his
individual development plan and indicate that they are planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
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Exercises
Unit: Personnel Development and Training
Management
Topic: Appraisal Systems
At the conclusion of this exercise, you will be able to:
• Conduct an appraisal for an employee
At the Caliber A Bicycle Company, the performance appraisal of
an employee completed by his/her colleagues.
5-1
Helena Camino is preparing the appraisal for Jose Vega using the appraisal type
Appraisal (HR050).
5-2
Perform the appraisal for Jose Vega.
5-3
Complete the appraisal for Jose Vega.
5-4
Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal by
Manager (HR Classes) and the status complete.
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Solutions
Unit: Personnel Development and Training
Management
Topic: Qualifications and Requirements
1-1
Change your role to SAP_HR_LINEMANAGER_PD_AG.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_LINEMANAGER_PD_AG in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_LINEMANAGER_PD_AG.
1-1-6 Select the Copy/Enter icon.
1-2
Create the following qualification groups and qualifications in the qualifications
catalog:
Activity group SAP_HR_LINEMANAGER_PD_AG → Change Qualifications
Catalog
Select the Create icon.
1-2-1 Qualification group: Languages Group ##, language scale (1-4)
Enter Languages Group ## and select Language scale (1-4) in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Create icon in the Change qualification catalog pop-up box.
1-2-2 Qualification group: PC skills ##, Yes/No scale
Enter PC skills ## and select Yes/No scale in the Scale field.
Select the Save icon in the Change qualification catalog pop-up box.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-2-3 Qualification: Italian ##
Select Languages Group ## and select the Create icon.
Select Qualification in the Create pop-up box.
Select the Transfer/Enter icon.
Enter Italian ## and select the Save icon.
1-2-4 Qualification: Spanish ##
Select the Create icon.
Enter Spanish ## and select the Save icon.
Select the Cancel icon in the Change qualification catalog pop-up box.
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1-2-5 Qualification: MS Word ##, depreciation meter value: 3 years
Select PC skills ## and select the Create icon.
Select Qualification in the Create pop-up box.
Select the Transfer/Enter icon.
Enter MS Word ## and select the Addit. data tab and enter 3 in the Depreciation
meter years field.
Select the Save icon.
1-2-6 Qualification: SAP skills ##, depreciation meter value: 2 years
Select the Create icon.
Enter SAP skills ## and select the Addit. data tab and enter 2 in the
Depreciation meter years field.
Select the Save icon.
Select the Cancel icon in the Change qualification catalog pop-up box.
1-3
In Personnel Development, create a qualification profile for employee Jose Vega using
the Search term option to locate the appropriate qualifications. Mr. Assign the
qualifications to Mr. Vega as of the beginning of the current year:
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development →
Profile → Change
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega (50992##) in the Person field and the
first day of the current year in the Key date field.
Select the Execute icon.
Select the Qualification tab, then select the Create icon.
1-3-1 Multimedia skills, proficiency Good
Select the S: Search term tab and enter Multi in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Knowledge of Multimedia in the
Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-2 Desktop Publishing skills, proficiency Average
Select the Create icon.
Select the S: Search term tab and enter Desk in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Desktop Publishing Skills in the
Qualification pop-up box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-3 Adaptability, proficiency Average
Select the Create icon.
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Select the S: Search term tab and enter Adapt in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Adaptability in the Qualification popup box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-4 Willingness to assume responsibility, proficiency Good
Select the Create icon.
Select the S: Search term tab and enter Respon in the Search string field in
the Restrict Value range pop-up box.
Select the check box for the qualification Willingness to assume responsibility
in the Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-5 Ability to work independently, proficiency Good
Select the Create icon.
Select the S: Search term tab and enter Independ in the Search string field in
the Restrict Value range pop-up box.
Select the check box for the qualification Ability to work independently in the
Qualification pop-up box and select Copy/Enter icon.
Enter Good in the Proficiency field.
1-3-6 SAP skills ##, proficiency Yes
Select the Create icon.
Select the S: Search term tab and enter SAP in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification popup box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-3-7 Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Italian ## in the Qualification pop-up
box and select Copy/Enter icon.
Enter Fluent Spoken and Written in the Proficiency field.
Select the Save icon.
1-4
Mr. Vega holds the position ##-Administrator in the ##-Administration department. In
addition to the requirements inherited from the corresponding job, define the following
requirements for the position.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development →
Profile → Change
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Use the drop down menu to select Position if necessary.
Enter the position for ##-Administrator in the Position field and the first day of the
current year in the Key date field.
Select the Execute icon.
Select the Requirements tab, then select the Create icon.
1-4-1 Requirement: SAP skills ##, proficiency Yes
Select the Create icon.
Select the S: Search term tab and enter SAP in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification popup box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-4-2 Requirement: Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in the Search string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Italian ## in the Qualification pop-up
box and select Copy/Enter icon.
Enter Fluent Spoken and Written in the Proficiency field.
Select the Save icon.
1-5
Match up the profile of Jose Vega and the position ##-Administrator (in the ##Administration department) and generate a training proposal for him.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development →
Info system → Reports → Profile matchup
Enter the personnel number for Jose Vega in Person field and the ##-Administrator in
##-Administration department in the Position field.
Select the Generate training proposal indicator.
Select the Execute icon.
1-5-1 View the matchup graphically.
Select the Graphic icon.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the
Communication class occurring in two months.
Select the Training proposal icon for the Communication class.
Select a class that is available in two months.
Select the Book button.
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Solutions
Unit: Personnel Development and Qualifying
Actions
Topic: Career and Succession Planning
2-2
Use career planning to determine which positions within the organization that Mr.
Vega has qualifications for as of the beginning of the current month.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development →
Planning → Career
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field and the first day of
the current month in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
2-3
Use succession planning to determine who has the qualifications to fulfill the ##Administrator position if Mr. Vega transfers to a new position.
Activity group SAP_HR_LINEMANAGER_PD_AG → Personnel Development →
Planning → Succession
Use the drop down menu to select Position if necessary.
Enter the ##-Administrator in the Position field and the first day of the current month
in the Key date field for the Evaluation period.
Select the check box for the Include qualifications.
Select the Execute icon.
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Solutions
Unit: Personnel Development and Qualifying
Actions
Topic: Training and Event Management
3-1
Change your role to SAP_HR_TRAINDEV_SPECIALIST.
3-1-1 Select the Other menu button in the SAP Easy Access menu.
3-1-2 Select the Find icon.
3-1-3 Enter SAP_HR_TRAINDEV_SPECIALIST in the Find field.
3-1-4 Select the Find icon again.
3-1-5 Select the SAP_HR_TRAINDEV_SPECIALIST.
3-1-6 Select the Copy/Enter icon.
3-2
Use the Attendance menu to make bookings and pre-bookings.
3-2-1 Book Mr. Vega in the Organization / planning business event.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event
Management → Attendance → Attendance menu
Expand the business event group called IDES Management Training and the
business event type Organization and Planning so that the business event is
displayed.
Position your cursor on a business event of the type Organization and
Planning that is to be held in two months and use the right mouse button to
select Book.
In the Book Attendance Data pop-up box, enter Jose Vega’s personnel number
(50992##) in the Person field.
Save your entries by selecting the Book attendance icon.
Acknowledge the message “Attendance booked” by selecting Enter.
In the Book Attendance Data pop-up box, select the Cancel icon.
3-2-2 Pre-book Mr. Vega into the HR seminar business event.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event
Management → Attendance → Attendance menu
Expand the business event group called Common Group → Various Business
Events so the business event types are displayed.
Position your cursor on a business event of the type HR Seminar and use the
right mouse button to select Prebook.
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In the Prebook Attendance Data pop-up box, enter Jose Vega’s personnel
number (50992##) in the Person field.
Save your entries by selecting the Prebook icon.
Acknowledge the message “Attendee has been prebooked for business event
type” by selecting Enter.
In the Prebook Attendance Data pop-up box, select the Cancel icon.
3-3
Execute the Attendee training history report for Michael Maier (personnel number
1900).
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event
Management → Info system → Reports → Attendance → Attendee’s
training history
Enter 1900 in the Attendee field.
Select the Execute icon.
(C) SAP AG
HR050
6-62
Solutions
Unit: Personnel Development and Qualifying
Actions
Topic: Development Plans
4-1
Sample of development plan items include:
Attending a business event
Staffing a position
Being deployed in an organizational unit
Spending time at a particular location
4-2
Create an individual development plan for Jose Vega for the Trainee Program
Administration model development plan starting on the first day of the current month.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Personnel Development →
Planning → Individual development
Use the drop down menu to select Person if necessary.
Enter the personnel number of Mr. Jose Vega in the Person field, select the Trainee
Program Administration (50014923) in the Model Development Plan field and the
first day of the current month in the Planning start date field.
Select the Change icon.
4-2-1 Transfer all mandatory items associated with the model development plan to his
individual development plan and indicate that they are planned.
Select the Transfer Mandatory items button.
Set the status for mandatory item Economics as Planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
Set the status for item Organization / planning as Planned.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
Set the status for item Communication class as Completed.
Select the Save icon.
(C) SAP AG
HR050
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Solutions
Unit: Personnel Development and Qualifying
Actions
Topic: Appraisal Systems
5-1
Prepare the appraisal for Jose Vega by Helena Camino.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Personnel Development →
Settings → User Specific
5-1-1 Confirm that the Plan version is the Current Plan and that the Reporting
period begins with the first day of the current month and ends with December
31, 9999.
5-1-2 In the Appraisals portion of the screen, make sure Appraiser and Appraisee are
both set to Person.
5-1-3 Click the Permanent button.
Activity group SAP_HR_TRAINDEV_SPECIALIST → Appraisal system →
Appraisals → Create
Select the Appraisal by Manager (HR Classes) in the Appraisal model pop-up box.
5-1-4 Select Helena Camino (50991##) in the Manager (Appraiser) field.
5-1-5 Enter employee Jose Vega (50992##) in the Employee (Appraisee) field.
5-2
Perform the appraisal for Jose Vega.
Note: If you receive a message "unable to transfer data" change the default date to begin in
the current year (2000)
5-2-1 Select the Perform icon.
5-2-2 In the screen that appears next, enter ratings of your choice for the criteria and
criteria groups. Use the Possible entries function to do this.
5-3
Complete the appraisal for Jose Vega.
5-3-1 Select Complete. Go back to the general planning screen for your
organizational unit by selecting the Back icon.
5-4
Utilize the Report appraisal for Jose Vega for the appraisal type Appraisal (HR050)
and the status complete.
5-4-1 Select the appraisal model Appraisal (HR050).
5-4-2 Set the Object Type buttons to Person, and enter Helena Camino (50991##) as
the Appraiser and Jose Vega (50992##) as the Appraisee.
5-4-3 Enter any other selection criteria of your choice and the appraisal status
Completed.
(C) SAP AG
HR050
6-64
5-4-4 Select Perform.
(C) SAP AG
HR050
6-65
Compensation Management
Contents:
z Compensation Management Functionality
z Job Pricing
z Salary Surveys
z Budgeting
z Components of Compensation Process
z Compensation Administration
z Long Term Incentives
© SAP AG 1999
(C) SAP AG
HR050
7-1
Compensation Management: Unit Objectives
At the end of this unit, you will be able to:
z Describe the main Compensation Management
functions
z Display a budget structure
z Describe the components that make up the
compensation process
z Describe how the components of the
compensation process fit together
© SAP
SAP AG 1999
©
AG
(C) SAP AG
HR050
7-2
Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
(C) SAP AG
HR050
7-3
Compensation Management: Business Scenario
z The Executive Board has decided to increase the
salary budget for the coming financial year.
z The Compensation Manager creates budgets for
the individual departments to ensure that the
department heads keep to the budget allocated.
z The department heads can determine the award
increases at the employee level during the salary
review.
z Long-term incentives can also be awarded.
© SAP AG 1999
(C) SAP AG
HR050
7-4
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
© SAP AG 1999
y Compensation roles can include the Compensation Line Manager, the Compensation Specialist or a
Human Resource Administrative Clerk
y 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.
y 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.
y 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.
(C) SAP AG
HR050
7-5
Components in Compensation Management
Personnel
Development
Appraisal results
Payroll
Organizational
Management
Personnel
Administration
Who?
- which department
- which jobs,
positions
Workflow
- Approvals
- Activation
What?
- Salary
- Bonus
Compensation
Management
How
- Mass Maintenance
- Individual Maintenance
© SAP AG 1999
„
„
„
„
„
„
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.
(C) SAP AG
HR050
7-6
The Main Areas of Compensation Management
g
ing
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JJo
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BU
BU
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BU
BU
O
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g
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geetitin
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B
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Bu
BU
BU
O
O
BU
BU
BU
BU
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BU
BU
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© SAP AG 1999
„
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.
(C) SAP AG
HR050
7-7
(C) SAP AG
HR050
7-8
Job Evaluation Results
z Job evaluation Results (infotype 1050)
z Link to a job or a position
z Subtypes for multiple evaluation systems
z Points determine relative worth of each job/position
z Benchmark job indicator
© SAP AG 1999
„
„
„
„
„
„
„
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.
(C) SAP AG
HR050
7-9
Generating Salary Structures
Organization‘s
compensation
policy
Jobs
Salary structure
Positions
Survey data
Grades
Levels
© SAP AG 1999
„
„
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
Salary Survey Results
z Salary Survey Results (infotype 1051)
z Link to a job or position
z Identifies external market values
z Subtypes for multiple salary surveys
© SAP AG 1999
„
„
„
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
Budgeting
z Budgeting provides the basis for Compensation Administration
z Budgets finance organizational units
z Actual costs can be compared to budgeted costs
z The budget structure is a hierarchical structure
z Create budget structure analogous to organizational
structure
z Link to financed objects (organizational units)
BU
BU
O
O
BU
BU
O
O
Budget/
Planned
BU
BU
O
O
BU
BU
BU
BU
O
O
BU
BU
O
O
Compensation/
Actuals
O
O
UNI 400000
UNI 320000
© SAP AG 1999
„
„
„
„
„
„
„
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
The Budgeting Process
z Create budget (planned)
BU
BU
O
O
BU
BU
O
O
z Change budget
BU
BU
„ Create relationships between budgets
O
O
BU
BU
O
O
„ Relationships between budgets and
financed objects
BU
BU
O
O
„ Revalue budgets
BU
BU
O
O
„ Roll up budgets
„ Check budgets
z Release budgets (Compensation
Administration can only use budgets
that have been released)
© SAP AG 1999
„
„
„
„
„
„
„
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
Components of the Compensation Process
Adjustment Reason
Adjustment
Compensation
Area
Budget Type
Compensation
Component
Eligibility Rules
Guidelines
Compensation
Category
Basic Pay
(IT 0008)
Additional
Payments
(IT 0015)
Long Term
Incentives
(IT 0382)
© SAP AG 1999
„
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
Compensation Management: Infotypes
Compensation
Categories
Infotype
Fixed
Basic Pay
(IT 0008)
Variable
Basic Pay
(IT 0008)
All
Additional
Payments
(IT 0015)
Long-term
Incentives
(IT 0382)
Compensation Adjustments
(IT 0380)
© SAP AG 1999
„
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
Compensation Adjustment Details
z Validity date of adjustment
z How the effective date for the award is calculated
z Calculation data depends on compensation
adjustment
„ Calculation base
„ Guideline - optional
© SAP AG 1999
„
„
„
„
„
„
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
Compensation Adjustment Guidelines
z Guidelines determine how compensation
award is calculated
z Three types of guidelines
„ Fixed
5%
400 UNI
100
„ 1, 2 or 3 dimensional matrix
-
Grade
Performance
Length of service
„ User-defined
External Criteria
© SAP AG 1999
„
„
„
„
„
„
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.
(C) SAP AG
HR050
7-17
Matrix Guidelines
- 1 dimension
- 2 dimensions
- 3 dimensions
Steps in
matrix
maintenance
Maintain Matrix
Matrix
Dimensions
Entry Values Calculation variants
Validity Period
From
01.01.1998
to 31.12.9999
© SAP AG 1999
„
„
„
„
„
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
y Example:
y 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%.
y 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
Maintenance of Matrix Guideline
Maintain Matrix
Matrix
Dimensions
Entry Values Calculation variants
Matrix dimension 1
Performance
Points
Matrix dimension 2
Seniority
Months
Matrix dimension 3
Compa-ratio
Percent
Maintain Matrix
Matrix
Dimensions
Entry Values Calculation variants
Adj. by difference
Absolute adjustment
Total amount adjustment
Other
© SAP AG 1999
„
Setting up a matrix guideline requires the following steps:
y Specify administrative matrix data: compensation area, name, validity period
y Assign matrix dimensions
y Specify the possible entry values (single values or ranges)
y Specify the calculation variant
y Define dimension segments
y Maintain matrix values
(C) SAP AG
HR050
7-19
Maintenance of Matrix Dimension Segments
Sample 3-Dimension Matrix: Rules for bonus adjustment
Performance Appraisal
Results
Length of Service
Compa-ratio
Excellent
Above Average
Average
Below Average
Poor
0-2 years
3-5 years
5-10 years
10+ years
Below midpoint
Equal to midpoint
Above midpoint
5 possible appraisal results (x) 4 possible l.o.s.( x) 3 possible compa-ratios
= 60 possible bonus combinations
© SAP AG 1999
„
In order to establish a matrix guideline, segments have to be defined for each dimension.
(C) SAP AG
HR050
7-20
Matrix Guidelines
Guidelines for employee who:
1. was rated “Very Good” on a performance appraisal
2. has been with the company for 1 year
3. is at the midpoint of the job’s salary range
Poor
LOS
Dimension 2
0-2 years
0-2 years
0-2 years
3-5 years
3-5 years
3-5 years
6-10 years
6-10 years
6-10 years
10+ years
© SAP AG 1999
Average
Very good
Compa-ratio
Dimension 3
below
at midpoint
above
below
at midpoint
above
below
at midpoint
above
below
Excellent
Default amount
150.00
140.00
130.00
200.00
190.00
180.00
240.00
230.00
220.00
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
Eligibility Rules and Groups
z A rule specifies the criteria for employee participation
in a compensation adjustment. Each rule uses criteria
such as:
„ Hire date or length of service
„ Number of hours worked
„ Other: pay scale, pay grade, job, salary,performance
„ User-defined
z Eligibility groups further define eligibility criteria within
an eligibility rule.
Rule
Group
Criteria
Bonus
Bonus
12 month service
Executive
06 month service
© SAP AG 1999
„
„
„
„
„
„
„
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
Compensation Administration
Adjustment
Selection
Adjustment reason
Org. structure
Salary review
Fixed increase
Compensation Adjustment via Org. Structure: Budget Overview
Adjustment reason
Organizational unit
Adjustment
Budget
Already distributed
Salary review
Fixed increase
1000000
48000
50000
28000
Personnel Administration
20000
10000
Corporate Services
30000
10000
Human Resources
© SAP AG 1999
„
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
Compensation Administration Entry Screen
Three Methods of Selecting Employees for
Compensation Administration
Processor View
Organizational
Unit
Ad Hoc Query
© SAP AG 1999
„
On the initial compensation administration screen you have multiple ways to generate the list of
employees for compensation administration.
„ The Processor View
y 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
y 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
y 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
Compensation for Employees
Adjustment Fixed Increase: Employee List
PersNo.
Name
Position Supervisor …. Annual salary
New salary
0022190
Eric Wong
Rivero
….
5400
5650
0022320
Rosa Lee
Rivero
….
5200
5600
0042329
Helga Martin
Rivero
….
5400
5700
Change by a percentage
Apply guidelines
Change directly
© SAP AG 1999
„
Maintaining Compensation
y 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.
y 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.
y 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.
(C) SAP AG
HR050
7-25
Employee Information
Maintain Compensation Adjustment
Name
Anja Mueller
EE Group
1 Active employee
EE Subgroup
DS Executive empl.. Cost center
Organizational data
Salary data
Per area
1300 Frankfurt
2100
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
© SAP AG 1999
„
Compensation administrators and managers have information at their fingertips regarding:
y Organizational assignment
y Salary data and history
y Salary Survey data and Job Evaluation results
y appraisal results
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Data Maintenance in Excel Display
Maintain Compensation Adjustments
Change by percentage
F ile
Edit
V iew
I nsert For m at E x tras
Z12533
D ata
W indow
?
11.11
Annual Compensation Review
Planning period 2000
Time unit annually
Name
Alex Mundschenk
Christine Bock
Sharon Armstrong
Status Calculation base Merit Increase Merit Increase Merit A
(UNI)
Amount (UNI) Percentage rate Amoun
Planned
156,000.00
6240.00
4.00
Planned
94,800.00
3792.00
4.00
Planned
54,000.00
2160.00
4.00
8400.00
2.67
2.76
Table 1
Percentage exceeds upper limit of Merit increase %
© SAP AG 1999
„
„
„
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:
y Apply the guidelines or increase the amounts by percentages (optional)
y Enter the adjustment amount or percentage for each employee per adjustment type.
y Choose refresh to update the data in the Excel spreadsheet, for example, so that you can see how much
budget you have left.
y If you are happy with your adjustments, choose the Back icon to upload the data back into the R/3
system.
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Workflow for Approval and Activation Process
Manager
•
Department Head
Submits adjustments
• Rejects adjustments
• Changes adjustments
• Approves adjustments
• Resubmits adjustments
• Activates adjustments
© SAP AG 1999
„
Basic approval workflow for compensation administration process: Example
y 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.
y The department head receives the proposed adjustments for approval. If she approves them, the
adjustments are sent to the personnel administrator for activation. If the submitted adjustments are
rejected they are sent back to the manager
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Long- term Incentives
z
Long-term incentive
administration
z
Granting
z
Exercising
z
Expiring / forfeiting
z
Canceling
z
Life events
© SAP AG 1999
„
Long-term incentives can be distributed to your employees. The Compensation Management's Longterm Incentives (LTI) functionality allows you to:
y Grant awards/options
y Define vesting rules and schedules
y Exercise options
y Perform canceling and forfeiting
y Let awards/options expire
y Process life events
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Compensation Management: Unit Summary
You can now:
z Describe the main Compensation Management
functions
z Display a budget structure
z Describe the components that make up the
compensation process
z Describe how the components of the
compensation process fit together.
© SAP AG 1999
© SAP AG
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Exercises
Unit: Compensation
Topic: Compensation Administration
At the conclusion of this exercise, you will be able to:
• Change your role to Compensation Specialist
• Create a budget
• Administer a bonus and performance award
• Review awards
The department head has decided to award the members of their
department with a bonus and performance increase for all of their
hard work.
As the compensation specialist, you will need create budgets, and
administer/review the awards granted to the ##-Administration
department..
1-1
Change your role to SAP_HR_COMP-SPECIALIST.
1-2
Give the ## Administration a 1999 Bonus budget. Release the budget for distribution.
1-3
Create another budget for a 1999 Merit budgets. Release the budget for distribution.
1-4
Perform a bonus adjustment and a performance adjustment for the
Administration department. Submit, approve and activate the adjustments.
1-5
Review the benefits data created in the enrollment process.
##-
1-5-1 Review the Basic Pay records for Mr. Vega.
1-5-2 Review the Additional Payments records for Mr. Vega.
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Solutions
Unit: Compensation
Topic: Compensation Administration
1-1
Change your role to SAP_HR_COMP-SPECIALIST.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_COMP-SPECIALIST in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_COMP-SPECIALIST.
1-1-6 Select the Copy/Enter icon.
1-2
Give the ## Administration a 1999 Bonus budget.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management →
Budgeting → Structure → Create
1-2-1
Create a new budget for Bonus
Select Budget type Bonus Budget
Select Budget period name 1999
For the Budget unit abbreviation, enter ## Admin
For the Budget unit name, enter ## Administration Bonus
Select the Display option Budget Distribution
Select the Create Icon
1-2-2
Give your budget UNI to distribute
Place your cursor on the 0.00 under the label Total Budget
Select the overwrite budget icon
In the new budget amount, enter 15000, and select Save
1-2-3
Assign your budget to your organizational unit
From the menu, select Goto → Financing
Place your cursor on your budget
Select the icon for Assign financed units
From the pop-up, select your organizational unit ## Admin
Select Continue / Enter
1-2-4
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Release your budget for distribution
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7-32
Select your budget, and from the menu, select Budget structure → Set
status → Released
In the confirmation, select Yes.
Exit
1-3
Create another budget for a 1999 Merit budgets.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management →
Budgeting → Structure → Create
1-3-1
Create a new budget
Select Budget Type Merit Budget
Select Budget period name 1999
For the Budget unit abbreviation, enter ## Admin
For the Budget unit name, enter ## Administration Merit
Select the Display option Budget Distribution
Select the Create Icon
1-3-2
Give your budget UNI to distribute
Place your cursor on the 0.00 under the label Total Budget
Select the Overwrite budget icon
In the new budget amount, enter 15000, and select Save
1-3-3
Assign your budget to your organizational unit
From the menu, select Goto → Financing
Place your cursor on your budget
Select the icon for Assign financed units
From the pop-up, select your organizational unit ## Admin
Select Continue / Enter
1-3-4
Release your budget for distribution
Select your budget, and from the menu, select Budget structure → Set
status → Released
In the confirmation, select Yes.
Exit
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1-4
Perform a bonus adjustment and a performance adjustment for the ##-Administration
department.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management →
Administration → Adjustments menu
Enter the Planning period for 1999, HR Class Compensation Review in the Reason
field and leave the Type field blank.
Select employees using the Organization unit of the ##-Administration.
Select the Perform Compensation adjustments icon.
1-4-1
Apply the bonus
Select Bonus Plan in the Detail data for adjustment types section.
Select all employees in the organization unit in the Employee section.
Select the apply guidelines icon.
1-4-2
Give the ##-Administration department a performance increase for 1999
performance.
Select Performance Increase in the Detail data for adjustment types
section.
Select all employees in the organization unit in the Employee section.
Select the Change by percentage button.
Enter 5 in the Percent rate field in the Define default: Input pop-up box
and select Continue/Enter.
Acknowledge the message “Percentage increase carried out” by selecting
Enter.
Select the Save icon.
1-4-3 Submit, approve and release the compensation adjustments (for the sake of
the exercise, we will process the adjustments quickly through the statuses.
In the workplace, this would be a slower step-by step process)
From the menu, select Adjustment → Set status → Submit
From the menu, select Adjustment → Set status → Approve
From the menu, select Adjustment → Set status → Activate
1-5
Review the data created in the compensation process.
1-5-1 Review the Basic Pay records for Mr. Vega.
From the Favorites menu select: Maintain Master Data
Enter personnel number 50992## in the Personnel no. field.
Select the Gross / Net payroll tab.
Select the entry for Basic Pay.
Select the Display icon.
Review the data and select the Back icon.
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1-5-2 Review the Additional Payments records for Mr. Vega.
Select the Gross / Net payroll tab.
Select the entry for Additional Payments.
Select the Display icon.
Review the data and select the Back icon.
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Personnel Development
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
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Time Administrator Role
© SAP AG 1999
„
„
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
Create
Pers. no.
Valid
0021903
06/10/1999 To
06/20/1999
Absence type
XXXX Leave
Absence hours
50.00
Absence days
7.00
Calendar days
11.00
Quota used
7.00
days
- 7 days
Entitlement
15 days
s
uota
Q
e
enc
Abs pe 2006
ty
Info
© SAP AG 1999
„
„
„
„
„
The absence type Leave is a subtype of the Absences infotype (2001).
Absence hours and absence days are calculated on the basis of an employee’s personal work schedule.
The calendar days are the number of days between the start and end date in the leave record.
The quota used is the number of days or hours deducted from an employee‘s leave entitlement.
Note:
You can only save this absence type if there is sufficient quota available. You can determine leave
entitlement for all employees at once using the report RPTQTA00 (Generating Absence Quotas).
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Workflow: Leave Request
Employee
Superior
Administrator
• Submits leave request
• Rejects request
• Changes request
• Approves request
• Checks,
corrects, and
approves
request
• Receives notification
• Receives notification
• Checks and
of unsuccessful posting
rejects request
© SAP AG 1999
„
„
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:
y 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.
y 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
Cost Assignment
Premium
Pay scale group/level
Extra pay...
Cost center
Order
...
© SAP AG 1999
„
„
„
„
„
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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Annual Calendars and Monthly Calendars
Year
Month
Change Annual Calendar
Change Monthly Calendar
Pers. no. 0021903 Denise Smith
Pers. no. 0021903 Denise Smith
January
February
March
April
May
...
Monday
H H H H H
Flex
HA
K K K K K
Tuesday Wednesday...
****
VMA
Flex
A
...
© SAP AG 1999
„
„
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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Weekly Calendar
Week
Maintain weekly calendar
Standard
Rec. hrs
Rem. hrs
Start
Monday
09/13/99
8.00
2.5
5.5
End
09/13/99 09/13/99
Tuesday
09/14/99
8.00
0.0
8.0
Hrs
Frm
2.5
11:00
Wednesday
09/15/99
8.00
0.0
8.0
To
Type
Thursday
09/16/99
8.00
0.0
8.0
An./Abw.
Att./abs.
14:00 ABCD Dr’s appt
...
Cost center
0021903
© SAP AG 1999
„
If you want to record absence and attendance information in more detail than the annual and monthly
calendars allow, you can use the weekly calendar screen. You can enter different account assignments
for the attendances and absences recorded on a weekly basis.
„ The overview displays the standard hours defined in the daily work schedule. If required, you can also
display recorded hours, and attendance or absence hours.
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Time Recording for Multiple Persons
„
Flexible selection
of employees
„
Flexible selection
of time data entries
Š
Š
Š
„
Planned working time
Actuals: attendances, absences
Premiums, additional hours
Message log
© SAP AG 1999
„
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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Time Events Infotype (2011)
Date
Time
Time event type
Day assignment
Att./abs. reason
Terminal ID
Origin
Time Recording Terminals
04/01/xxxx
8:00
P10 Clock-in
=
Time
Evaluation
Different Payment
Cost Assignment
© SAP AG 1999
„
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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Time Management Pool: Error Handling
Time Management Pool
Error Handling
EI
Pers. no.
Name
Day
Message
00012350
Helena Cabrera
11.01.1999
Employee at work although OFF
00021903
Frank Weber
11.01.1999
Clock-out cannot be delimited
Maintain
time event
Correction
required
© SAP AG 1999
„
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
Only persons without any assignment on this day
Only requirements without any assignment on this day
Only persons without any attendances/absences on this day
Sequence
Sequence
1. All requirements with jobs, employee time
is equal to requirements time
2. All requirements with jobs, employee time
is greater than or equal to requirements time
3. All requirements without jobs, employee time
is equal to requirements time
4. All requirements without jobs, employee time
is greater than or equal to requirements time
© SAP AG 1999
„
Different criteria is used to determine proposals. In the Settings menu, you can specify individual
priorities for your planning.
„ Note:
y By using an SAP enhancement, you can also define the parameterization of priorities.
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Incentive Wages: Topic Objectives
At the conclusion of this topic, you will be able to:
z Explain the concept of Incentive Wages
© SAP AG 1999
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Incentive Wages: Overview (1)
Performance-Based Compensation
Piecework
Piecework Wages
Wages
%
Time
Time
Wages
Wages
Premium
Premium Wages
Wages
Individual
Individual Incentive
Incentive Wages
Wages
Group
Group Incentive
Incentive Wages
Wages
© SAP AG 1999
„
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
PM
CS
PP
HR
FI
CO
PS
Incentive Wages
Payroll
Accounting
MO DI MI DO FR SA SO
Online
Data Entry
1 2 3 4 5 6 7
8 9 10 11 12 13 14
15 16 17 18 19 20 21
21 22 23 24 25 26 27
28 29 30 31
Data Entry & SummariMaintenance zations
Time
Leveling
Upload
Gross
Payroll
Form
PDC
Subsystem
© SAP AG 1999
„
„
„
„
„
„
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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Travel Management
Contents:
z Organizational form of trip entry
z Entering trips
z Accounting trips
z Payment of trips
© SAP AG 1999
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
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Travel Management: Unit Objectives
At the end of this unit, you will be able to:
z Describe the organizational structures for
recording trips
z Identify which infotypes the Travel Expense
component requires
z Identify the different entry types for recording
trip data
z Enter and account trips
z Describe how trip expenses are paid
© SAP AG 1999
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Travel Planning and Expense Accounting
Travel plan
Trip approval
Travel request
Travel Assistant
Approving Manager
Traveler
Reimbursement
Expense report
Travel Expense Clerk
Traveler
© SAP AG 1999
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Travel Management : Business Scenario
z You have booked your employee on an external
business event.
z Since the the employee must travel to attend the
event, he/she must enter a trip request; the
responsible travel assistant will then book the
needed resources and have the trip approved by
the approving manager so that the employee can
be reimbursed.
z The trip will then be accounted. The employee
will receive a statement and the expenses
incurred will be reimbursed.
© SAP AG 1999
(C) SAP AG
HR050
9-5
The Travel Manager Role
98022 Chris Miller
Trips
Travel requests
Business trips
Expense
reports
Overview
Î Creating a travel request
Î Planning a business trip
Î Creating an expense report
Create Travel Documents
© SAP AG 1999
„
There are three roles for Travel Management, there authorizations will dictate what transactions they can
conduct. Generally the roles are as follows:
„ The Traveler: this person can only enter data for themselves and cannot approve expenses/trips.
„ The Travel Assistant: this role allows the user to enter data for themselves and others.
„ Approving Manager: this role cannot enter data for others but can approve existing trip requests and
expense reports.
(C) SAP AG
HR050
9-6
Travel Management - Environment
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
Plan and account trips
HR master
record
Travel
Management
Employee
statement
Reporting
FI Financial
Accounting
CO Cost
Accounting
Non-SAP
systems
HR Payroll
FI / CO
Accounting
Payroll
Generate results
Non-SAP
systems
Data medium
exchange
© SAP AG 1999
„
The Travel Management application component includes all of the functions needed to process a
business trip, from applying to go on a trip, to approving the trip, to posting the trip expenses and, if
necessary, making corrections and performing retroactive accounting.
„ Human Resource master data, per diem rates, flat rates, a companies travel policy as well as recorded
trip facts all enter into trip cost accounting. Subsequent fevisions are also taken into consideration.
„ The accounting results can be forwarded to Financial Accounting (FI), to Human Resource Payroll, or
non-SAP systems. Payment by means of data medium exchange is equally possible.
(C) SAP AG
HR050
9-7
Infotypes for Travel Management
Infotype
0000
0001
0002
0003
0017
0006
0009
0027
0470
0471
0472
0474
0475
Name
Actions
Organizational Assignment
Personal Data
Payroll Status
Travel Privileges
Address
Bank Details
Cost Distribution
Personal Profile
Flight Preferences
Hotel Preferences
Rental-car Preferences
Train Preferences
Mandatory
Optional
Travel Planning
© SAP AG 1999
„
The following infotypes must be used for an employee who embarks on a business trip:
y Actions (0000)
y Organizational Assignment (0001)
y Personal Data (0002)
y Travel Privileges (0017)
y 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:
y want to generate vendor master records in FI for the corresponding personnel numbers in HR
automatically
y Utilize a form of data medium exchange.
„ You can use Infotype (0027) Cost Distribution to divide the total trip costs up, and then assign them to
different cost centers.
(C) SAP AG
HR050
9-8
Travel Privileges
Create Travel Privileges
Michaela Maier
1300
2100
1001
1
DU
09/02/2000
12/31/9999
Groupings
R.grp M/A statutory
R.grp M/A enterprise
E.grp expense type
E.grp Travel Manag.
1
No distinction
No distinction
Group 1
No distinction
Travel costs
R.grp travel costs
Vehicle type
Vehicle class
License plate number
Period parameter
All employees
Car
No distinction
Employee has trips
Trips assigned
Company code changes
Change permitted
No distinction
Assignments
Company code
Business area
Cost center
© SAP AG 1999
„
An employee's travel privileges are stored in infotype 0017 Travel Privileges. They include control
parameters for trip cost accounting, such as the car rule, reimbursement class, and reimbursement group,
for specific employees.
„ Travel privileges determine, for example, the reimbursement amounts accessed by the accounting
program, and the receipts that may be entered for an employee.
„ If an employee needs to go on a business trip, you must create travel privileges in master data.
(C) SAP AG
HR050
9-9
Processing Trip Data: Overview
11 Recording
Travel Request
Travel Planning
Travel Manager
Travel Calendar
Weekly Report
Trip Advance
22 Central approval
(Used with decentralized data entry)
33 Accounting
44 Printing forms
55 Posting trip costs
66 Payment of trip expenses
© SAP AG 1999
„
The initial menu for the Travel Management application component enables you to perform all
processing steps.
(C) SAP AG
HR050
9-10
Functions in Receipt Entry
1000
Chris Miller
Trips
10023
10021
10018
10011
09/01/YY
01/03/YY
06/05/YY
11/09/YY
Boston
Paris
London
Hamburg
US...
FR...
GB...
DE...
Trip approved
Trip approved
Trip approved
Trip approved
to be acctd
to be acctd
to be acctd
to be acctd
Functions
Create
Create
Change
Change
Delete
Delete
Simulate
Simulate
Account
Account
Print
Print
Cancel
Cancel
Approve
Approve
Display
Display
Copy
Copy
© SAP AG 1999
„
„
„
„
„
„
„
„
„
„
„
„
If you do not know the personnel number of a person whose data you need to process, you can use the
possible entries function in the personnel number field to enter various search criteria.
The receipt entry and single record entry functions enable you to perform the following tasks for
business trips:
Create
Change
Delete
Cancel
Display
Simulate
Account
Print
Approve, and
Copy
(C) SAP AG
HR050
9-11
Entering Receipts for a Trip
Fast
FastCabs
Cabs
Receipt
Receipt
Trip
08/03/XXXX
98020 Chris Miller
50,- UNI
001
TAXI
Taxi
50,-
...
Expense Types
...
...
TAXI
Taxi
TELE
Telephone
FLIG
...
Flight
...
Choose
© SAP AG 1999
„
„
„
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
Receipt Entry: Additional Functions
Cost
Assignment
Miles/Kms
Distribution
All types of trips
Advances
Additional trip
information
Stopovers
Receipts
Deductions
History
Assignment of
facsimilies (Opt. Arch.)
User data
Supplemental
Framework data
Trip status
DB
Save trip data
© SAP AG 1999
„
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
Cost Assignment
General cost assigment
for all trips per employee
Cost assignment per trip
The total costs of the trip are
assigned per employee
to company code /cost
centers(or co. code/funds
center/fund.
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 trip
to company code / CO
receiver
Receipts can also be
distributed by amount.
© SAP AG 1999
y 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
Cost Assignment at Different Levels
General cost assignment
34
33 33
Cost assignment of individual destinations
34
33 33
Destination 1
Destination 2
50
50
Cost assignment of individual receipts / travel costs
34
33 33
Da Gianni
78.50
50
50
78.50
1,225.-
35.-
© SAP AG 1999
„
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
Recording Trip Data
Travel Expenses: Michaela Maier, Trip 0
Travel
1001 Michaela Maier
Travel
08/08/1999 Atlanta
01/06/1998Heilbro
01/04/1998 Munic
01/01/1998 Boston
General trip data
Date
Time
00:00
Trip beginning
00:00
Trip end
Trip destination
Trip country
DE Region
Germany
Reason for trip
Comments
Itinerary
Trip advance
Alternative cost assignment for entire trip, if other than master CA
Mileage and per diem reimbursement
Expense receipts
Exp. receipts
001
Amount
Input tax
on
Currency of the unified Uni
Additional info
Remarks
Expense receipt cost assignment, alternative to master data
© SAP AG 1999
(C) SAP AG
Add to table
HR050
9-16
Trip Costs Accounting
98020 Chris Miller
Trips
10023 09/08/XXXX
10021 05/08/XXXX
.
.
Accounting of an
individual trip by
cursor selection
... Approved, to be accounted
... Approved, to be accounted
PCL1
Mass accounting
via accounting
program
Data from
trip costs
accounting
- Trip costs forms
- Payment of trip costs
- Posting of trip costs
© SAP AG 1999
„
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 thirdparty systems. Payment can also be effected using a data carrier.
(C) SAP AG
HR050
9-17
Payment of Trip Costs
Travel Accounting
RK-P
Projects
HR Travel
Management
Generating results
FI Financial
Accounting
CO Cost
Accounting
Non-SAP
systems
HR Payroll
Accounting
Non-SAP
systems
Combinations
DME
for credit
institutes
© SAP AG 1999
„
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or thirdparty systems. Payment can also be made using a data carrier.
(C) SAP AG
HR050
9-18
Travel Management: Unit Summary
You are now able to:
z
Describe the organizational forms of trip entry
z
Identify which infotypes (Mini master) are
required for Travel Expenses
z
Enter and account trips
z
Identify different entry types for recording trip
data
z
Describe how trip expenses are paid
© SAP AG 1999
(C) SAP AG
HR050
9-19
Exercises
Unit: Travel Management
Topic: Expense Reporting and Payments
At the conclusion of this exercise, you will be able to:
•
List the mandatory infotypes for travel management
•
List the steps involved in processing a trip.
Your employees often have to travel to external business events.
You have to enter their data in the system so that the expenses
incurred can be calculated and paid.
1-1
The mandatory infotypes needed for travel management are:
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
1-2
List the steps involved in processing a trip.
___________________________________________________
___________________________________________________
___________________________________________________
___________________________________________________
(C) SAP AG
HR050
9-20
Solutions
Unit: Travel Management
Topic: Expense Reporting and Payments
1-1
List the mandatory infotypes needed for travel management:
Actions
Organizational Assignment
Personal Data
Payroll Status
Travel Privileges
1-2
Trip overview includes the following steps:
Recording
Central approval
Accounting
Printing forms
Posting trip costs
Payment of trip expenses
(C) SAP AG
HR050
9-21
404 (Not Found)
(C) SAP AG
HR050
10-1
404 (Not Found)
(C) SAP AG
HR050
10-2
Course Overview Diagram
1
Course Overview
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
9
Travel Management
© SAP AG 1999
(C) SAP AG
HR050
10-3
404 (Not Found)
(C) SAP AG
HR050
10-4
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
© SAP AG 1999
(C) SAP AG
HR050
10-5
404 (Not Found)
(C) SAP AG
HR050
10-6
404 (Not Found)
(C) SAP AG
HR050
10-7
404 (Not Found)
(C) SAP AG
HR050
10-8
404 (Not Found)
(C) SAP AG
HR050
10-9
404 (Not Found)
(C) SAP AG
HR050
10-10
404 (Not Found)
(C) SAP AG
HR050
10-11
404 (Not Found)
(C) SAP AG
HR050
10-12
404 (Not Found)
(C) SAP AG
HR050
10-13
404 (Not Found)
(C) SAP AG
HR050
10-14
404 (Not Found)
(C) SAP AG
HR050
10-15
404 (Not Found)
(C) SAP AG
HR050
10-16
404 (Not Found)
(C) SAP AG
HR050
10-17
404 (Not Found)
(C) SAP AG
HR050
10-18
Lists / Statistics Per Payroll Period
Payroll results
Lohnkonto
Payroll
account
Payroll
account
Wage type
statement
Payroll
journal
Wage type
statement
Payroll
journal
Wage type
distribution
Wage type
distribution
© SAP AG 1999
„
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
404 (Not Found)
(C) SAP AG
HR050
10-20
404 (Not Found)
(C) SAP AG
HR050
10-21
404 (Not Found)
(C) SAP AG
HR050
10-22
404 (Not Found)
(C) SAP AG
HR050
10-23
404 (Not Found)
(C) SAP AG
HR050
10-24
Recruitment
Contents:
z Creating Vacancies
z Advertising Vacant Positions
z Recruitment Administration
z Recruitment Reporting
z Hiring an Applicant
© SAP AG 1999
(C) SAP AG
HR050
11-1
Recruitment: Unit Objectives
At the conclusion of this unit, you will be able to :
z Create a vacancy
z Maintain applicant data
z Hire an applicant
© SAP
SAP AG 1999
©
AG
(C) SAP AG
HR050
11-2
Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
(C) SAP AG
HR050
11-3
Recruitment: Business Scenario
z A position has become vacant in the Caliber A
Bicycle Company. It needs to be filled. This
triggers the recruitment process.
z You receive applications and eventually hire
an applicant.
© SAP AG 1999
(C) SAP AG
HR050
11-4
Recruitment: Objectives
At the conclusion of this topic, you will be
able to:
z Create vacancies and advertisements
z Record applicant data
z Screen applicants
z Perform applicant activities
z Correspond with applicants
z Hire applicants
© SAP AG 1999
(C) SAP AG
HR050
11-5
From Vacancy to Hiring an Applicant
Advertisement
Applicants
WANTED
Skilled,
competent
employee for...
Vacancy
Profile Comparison
Job Person
ts?
iremen fer?
u
q
e
r
r
re ou
ant of
What a an the applic
What c
Hire
as Employee
© SAP AG 1999
„
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
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
© SAP AG 1999
(C) SAP AG
HR050
11-7
Integration within HR
Job
Descriptions
Positions
X
Personnel
Administration
Requirements
Profiles
Career and
Succession
Profile
Matchups
© SAP AG 1999
„
„
„
„
„
„
„
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
Vacancies in the Recruitment Process
X
Positions
Vacant Positions
The
Recruitment
Process
D!
WANTE
© SAP AG 1999
„
„
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
Publishing Vacant Positions
Medium
Washi
Tim
ngton
es
Jobs
99
21.02.
Advertisement
Employment
Office
Recruitment
Consultancy
Press
Wanted
Skilled,
competent
employee for...
Recruitment Instrument
ingto
Wash
Send applications to...
es
n Tim
ts
smen
dverti
Job A 2.21.99
0
© SAP AG 1999
„
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
Receiving Applicant Information
z Paper Form - mail or complete application
z Internet - External Applicants
z Intranet- Internal Employees
SAP
© SAP AG 1999
„
Based on your advertisements, resumes and and applications are received for further review and
processing.
(C) SAP AG
HR050
11-11
Applying via the Internet
EMPLOYER
Creating own
applicant data
INTERNET
APPLICANT
© SAP AG 1999
„
The Internet application component supports the company in carrying out an effective recruitment
strategy in that it allows the Internet user to:
y look at your company’s job advertisements
y 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
Applying through SAP ESS Intranet
Employment opportunities
All regions
SAP BERATER
HR-MANAGER
Vice President HR & Finance
HR-DIRECTOR
SD-MANAGER
SD-CLERK
Region Central
Region NorthEast
Region Central
Region West
Apply
Vice President HR & Finance
You have extensive Human Resources experience, and have
managed a team of HR professionals. We operate on an
international scale, and so you must be fluent in English.
We have long been the market leader in business software
development and sales, and can offer a challenging
opportunity for an enthusiastic team-player.
© SAP AG 1999
(C) SAP AG
HR050
11-13
Applicant Structure
© SAP AG 1999
„
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
Two-Level Concept of Data Recording (1)
Level 1 - Recording Data
Name
Address
Org. Assignment
SAP AG
Anna Gho
Neurottstr. 16 21 Payne Lane
69185 Walldorf Anytown, USA
Dear Sir or Madam,
SAP
I would like to apply in response
to the advertisement in The Times
of February 21, 1999...
I am currently employed as ...
...
...
© SAP AG 1999
„
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
Two-Level Concept of Data Recording (2)
Level 2 - Recording Additional Data
Qualifications
Education
Previous Employer
...
SAP
Anna Gho
21 Main Street
Anywhere, USA
Resume
08/01/68 - 06/01/72 Elem. School
08/01/72 - 06/01/81 High School
10/01/72 - 07/01/75 University
...
...
© SAP AG 1999
„
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
Applicant Status
In process
To be hired
Invite
On hold
Invite to
Interview
......
Interim
reply
......
......
Contract offered
Contract rejected
Employment
Contract
......
......
Contract
......
......
Rejected
© SAP AG 1999
„
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
Typical Application Procedures
Rejected
SAP AG
Anna Gho
Neurottstr. 16
21 Main Street
69185 Walldorf Anywhere, USA
Jean Pierre
d’Arcy
Dear Sir or Madam,
I would like to apply in response
to the advertisement in The Times
of February 21, 1998…….
I am currently employed as …….. . .
In process
Rejected
Helga
Martin
Entering
Basic Data
On hold
Francisco
Rodríguez
In process
To be hired
Contract
In process
Anna
Gho
To be hired
Contract
© SAP AG 1999
„
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
Searching for Applicants
Business Administration
Verbal Skills
Knowledge or Unions
Leadership
Find Objects for Qualifications
Key date
Qualifications
08/30/2000
Business Administration Degree
Endurance and stamina
Knowledge of Unions & Bargaining Units
Leadership skills
Verbal, written communication skills
Object types in search Applicant, external
Applicant, internal
Person
Qualification
Proficiency
Name
4 Frank Bauer
Tom Peterson
3 Bruno Hochlehnert
© SAP AG 1999
Business Administration … Average
Endurance and stamina
Good
Leadership skills
Very good
Verbal, written communic… Average
Business Administration … 0007
Endurance and stamina
Very good
Knowledge of Unions &... 0008
Verbal, written communic…0007
Business Administration … Very good
Endurance and stamina
Average
Verbal, written, commucic.. Good
„
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
Evaluating Vacancies
z
Find Candidate
z
Applicant Statistics
z
Applicant List
z
Description of Position
z
Requirements Profile
z
Profile Matchups
© SAP AG 1999
„
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
Applicant Activities
Invitation to Interview
Interview Letter
© SAP AG 1999
„
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
Applicant Actions
Create planned activity
Activity type
005
Interview appointment
Perform
Applicant Actions
Standard text
Responsible
Applicant Actions
Applicant number 4711
Initial entry of basic data
Enter additional data
...
Applicant actions represent the
various stages through which an
applicant passes
Interview
© SAP AG 1999
„
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
Applicant Correspondence
Create applicant activities
(Status planned)
(Mass print-out
of letters)
Print letters
Check results
Perform activities
(Status completed)
© SAP AG 1999
„
„
„
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
Hiring An Applicant
Employment
Contract
D.
M.Smith
Klein
-----------------------------------------Unterschrift
Signature
Applicant no. 1234
na
An
Applicant no. 9999
o
Gh
A
Applicant file
aG
nn
ho
Employee file
© SAP AG 1999
„
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
Hiring An Employee
Salary Data
Org. Assignment
Hiring
etc.
Shift Schedule
Birth
certificate
Early
Normal
Late
Personal Data/
Addresses
Shift Data
© SAP AG 1999
„
The most important objective of master data administration in Human Resources is to enter employeerelated 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
Recruitment: Unit Summary
You are now able to:
z Enter initial and additional data on
applicants
z Create advertisements
z Complete applicant activities
z Report on applicant statistics
z Transfer Applicant data to Master Data
© SAP AG 1999
© SAP AG
(C) SAP AG
HR050
11-26
Exercises
Unit: Recruitment
Topic: Hiring an employee
At the conclusion of this exercise, you will be able to:
• Change your role to HR: Recruiter
• Create a vacancy after an employee is terminated
• Enter initial applicant data
• Enter additional applicant data
• View correspondence
• Transfer applicant data to employee data
• Complete the hiring of the applicant
There is a vacancy for a ##- Administration Manager in the ##Administration Department in the Caliber A Bicycle Company.
You must find someone to fill this vacancy. You record the
applications you receive for the position and hire a suitable
candidate.
1-1
Change your role to SAP_HR_RECRUITER_RC.
1-2
Terminate employment of Ms. Helena Camino as the last day of the current month
using the Leaving personnel action. This termination will create a vacancy in the
position ##- Administration Manager in the ##-Administration Department in the
Caliber A Bicycle Company.
1-3
Record the applicant's basic data. It is an unsolicited application, the applicant did not
reply to a specific advertisement.
1-3-1 Use the following data for the application: personnel area CABB, personnel
subarea Purchasing, applicant group Active, applicant range Salaried
employee. Mike Hire will be the personnel officer in change of the applicants.
Enter you choice of data you for the name, date of birth, language, nationality,
address and unsolicited applicant group fields.
1-4
(C) SAP AG
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.
HR050
11-27
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##.
(C) SAP AG
HR050
11-28
Solutions
Unit: Recruitment
Topic: Hiring an employee
1-1
Change your role to SAP_HR_RECRUITER_RC.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_RECRUITER_RC in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_RECRUITER_RC.
1-1-6 Select the Copy/Enter icon.
1-2
Terminate employment of Ms. Helena Camino and create a vacancy for her position.
From the Favorites menu select: Personnel actions
1-2-1 Enter personnel number 50991## in the Personnel no. field and the last day of
the current month in the From field.
1-2-2 Select the Leaving action.
1-2-3 Select the Execute icon.
1-2-4 Select the Save icon on the Actions infotype to accept the default entries.
Select the Enter icon to acknowledge the informational message that the
existing record will be delimited.
1-2-5 Verify the default date in the Create vacancy pop-up box is the first day of the
next month and select the Yes icon.
1-2-6 Highlight Helena Camino’s bank information in the table.
Select the Delimit icon in the Delimit Bank Details record and then select the
Exit icon.
1-3
Record the applicant's basic data.
Activity group SAP_HR_RECRUITER_RC → Recruitment → Applicant
Master data → Initial data entry
Note: Choose the association for your applicant (advertisement or application group)
1-3-1 Enter the following data:
Personnel area Caliber A Bicycle Company (CABB), personnel subarea
Purchasing (0002), applicant group Active (1), applicant range Salaried
employees.
You can enter whatever data you like in the personnel officer, name, date of
birth, language, nationality, address and unsolicited applicant group fields.
(C) SAP AG
HR050
11-29
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.
(C) SAP AG
HR050
11-30
1-7
From Personnel Administration run the Transfer applicant personnel action. Use the
position of ##- Administration Manager in the ##- Administration department.
Transfer the default values and make entries in additional screens, if required. Assign
your applicant to personnel number 50993##.
From the Favorites menu select: Personnel actions
1-7-1 Enter personnel number 50993## in the Personnel no. field and the first day of
the next month in the From field.
Select the Hire applicant action.
Select the Execute icon.
Enter the applicant number and select the Transfer button.
1-7-2 Actions
Use the search function to locate ##-Administration Manager in the position
field.
Enter CABB in the Personnel area field, 1 in the EE group field, X0 in the EE
subgroup field.
Select the Save icon.
1-7-3 Personal Data
The data will default from applicant adminstration.
Select the Save icon.
1-7-4 Organizational Assignment
Select the Save icon, and delimit the vacancy when prompted.
1-7-5 Addresses
Verify the required information was pulled from Recruitment.
Select the Save icon.
1-7-6 Planned working time
Verify NORM is in the Work sched. Rule field.
Select the Save icon.
1-7-7 Basic Pay
In the Pay Scale portion of the screen, enter E01 / 01 in the Group / Level
fields.
Select the Save icon.
1-7-8 Bank Details
Select the Bank key for Citibank and bank account 1236547.
Select the Save icon.
1-7-9 Absence Quotas
Verify Quota type 09/Leave is in the AccA/Quota fields.
Select the Save icon.
(C) SAP AG
HR050
11-31
(C) SAP AG
HR050
11-32
Personnel Cost Planning
Contents:
z Cost planning methods
z Performing cost planning using projected pay
© SAP AG 1999
(C) SAP AG
HR050
12-1
Personnel Cost Planning: Unit Objectives
At the conclusion of this unit, you will be able to:
z Describe the Personnel Cost Planning methods
z Simulate cost planning using wage elements
(projected pay)
© SAP AG 1999
(C) SAP AG
HR050
12-2
Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
© SAP AG 1999
(C) SAP AG
HR050
12-3
Personnel Cost Planning: Business Scenario
z In order to project the costs for next year, the
department heads perform cost planning for their
departments
© SAP AG 1999
(C) SAP AG
HR050
12-4
Personnel Cost Planning Functionality
z Cost planning and preview
z MS Excel link
„ According to organizational
z SAP Business Graphics
unit / cost center / orders or projects
„ Percent / absolute
z Integration to Controlling
(CO)
z Integration of personnel planning costs
z Simulation of personnel and
organizational changes
z Comparison of plan versions
„ Actual / target
„ Surveys
„ Trends
„ Reorganization
© SAP AG 1999
„
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.
(C) SAP AG
HR050
12-5
Account Assignment Objects
Cost planning for
organizational
units
Cost planning for
orders
Cost planning for
cost centers
Cost planning for
projects
© SAP AG 1999
„
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.
(C) SAP AG
HR050
12-6
Personnel Cost Planning Methods
Projected Pay:
Basic Pay:
Cost elements
assigned to
organizational units,
jobs, work centers
and positions
Wage types are
assigned to specific
persons
Payroll Results:
Actual amounts paid
to employees for a
past or simulated
payroll period
© SAP AG 1999
„
„
„
„
„
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.).
(C) SAP AG
HR050
12-7
(C) SAP AG
HR050
12-8
Cost Planning Using Projected Pay
Cost Planning
Basic salary
Bonus
Training
etc.
Cost planning for an
organizational unit
Job/position
Administrator
Organizational unit
Cost center
Cost object
Cumulated costs
for organizational units
Cumulated costs
for cost centers
Costs for jobs,
positions, etc.
© SAP AG 1999
„
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.
(C) SAP AG
HR050
12-9
Simulation Capabilities
z Change number of positions
z Change wage elements
„ General changes to
percentage or absolute
value of a wage element
„ Assign new wage elements
Salary: 60000
Bonus: 5000
„ Change wage elements for
positions, jobs,
organizational units or
work centers using
percentages or fixed-value
amounts (direct valuation)
Salary increase of
5%
Salary: 63000
Bonus: 5000
© SAP AG 1999
„
„
„
„
„
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.
(C) SAP AG
HR050
12-10
Business Graphics
UNI (thousands)
Personnel Costs Annually
400
200
0
Scenarios
Organizational unit
Hum.Res.
Comp/Ben
Lab.Rel.
HR Adm.
Dev/Educ
Payroll
Organizational unit
350
Organizational unit
UNI (thousands)
300
250
200
150
100
50
0
actual
01 PP FISHER
Hum.Res.
Comp/Ben
Lab.Rel.
HR Adm.
Dev/Educ
Payroll
© SAP AG 1999
„
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.
(C) SAP AG
HR050
12-11
Saving Your Plan Scenario
PP Planning Human Resources
Human
Resources
Sales
Production
Plan scenario
Finance
01
PP
Planning HR
01/01/2000
12/31/2000
Scenario group
PERS DEPT
Comments
Annually in UNI
Password
************
Password
************
© SAP AG 1999
„
„
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.
(C) SAP AG
HR050
12-12
Transferring Costs to Controlling
1. Create
3. Transfer
Plan 2000
0.93
0.57
0.61
UNI 2,11 billion
2. Release
Controlling
Plan 2000
0.93
0.57
0.61
UNI 2,11 billion
© SAP AG 1999
„
„
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.
(C) SAP AG
HR050
12-13
Posting Results to Controlling
Plan version
-
Plan scenario : released
Current plan
+
-
Test - All Depts.
01.01.1999 - 31.12.1999
Executive Board
01.01.2000 - 31.12.2000
Sales Department
01.01.2000 - 31.12.2000
Human resources
01.01.2000 - 31.12.2000
Controlling area 0001
Plan scenarios
to be released
2000
Financial year
Controlling area
Step11::Release
Releaseplan
plan scenario
scenario
Step
Step22::Select
Selectcontrolling
controllingarea
area and
andfinancial
financialyear
yearfor
forplan
planscenario
scenario
Step
Step33::Post
Postresults
resultsto
toControlling
Controlling
Step
© SAP AG 1999
„
„
„
„
„
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:
y Personnel Cost Planning ® Integration with Controlling ® Releasing Scenarios
y Personnel Cost Planning ® Integration with Controlling ® Transferring Data to CO
(C) SAP AG
HR050
12-14
Results of Data Tranfser
Controlling area 0001
bject
Executive Board
Order CAB5540
Marketing department
Advertising campaign for new bike
Sales department
Touring 2000 project
Payroll department
Order CAB7540
Human resources department
Order CAB6540
Manufacturing plant and repairs workshop
Order CAB8540
© SAP AG 1999
„
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.
(C) SAP AG
HR050
12-15
Personnel Cost Planning: Unit Summary
You can now:
z Describe the personnel cost planning methods
z Simulate costs using wage elements
© SAP AG 1999
© SAP AG
(C) SAP AG
HR050
12-16
Exercises
Unit: Personnel Cost Planning
Topic: Personnel Cost Planning
At the conclusion of this exercise, you will be able to:
• Change your role to HR-Manager
• Create cost planning using projected pay for their
organizational unit
• Change wage elements and utilize them to provide an increase
by a percentage
To project costs for your purchasing department for the coming
year, you perform personnel cost planning.
1-1
Change your role to SAP_HR_MANAGER.
1-2
Utilize projected pay cost planning for the Research and Development organizational
unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current
plan version using one of the following currencies: DEM, FRA or USD.
1-2-1 Change wage elements and utilize them to provide an increase by a percentage
using cost item UN-BENEFITS.
1-2-2 Save your cost planning data as plan scenario ##.
(C) SAP AG
HR050
12-17
Solutions
Unit: Personnel Cost Planning
Topic: Personnel Cost Planning
1-1
Change your role to SAP_HR_MANAGER.
1-1-1 Select the Other menu button in the SAP Easy Access menu.
1-1-2 Select the Find icon.
1-1-3 Enter SAP_HR_MANAGER in the Find field.
1-1-4 Select the Find icon again.
1-1-5 Select the SAP_HR_MANAGER.
1-1-6 Select the Copy/Enter icon.
1-2
Utilize projected pay cost planning for the Research and Development organizational
unit in the Caliber A Bicycle Company (R&D CABB) organizational unit in the current
plan version using one of the following currencies: DEM, FRA or USD.
Activity group SAP_HR_MANAGER → Personnel Cost Planning → Planning →
Create new scenario (Projected pay)
1-2-1 Enter the following data:
Plan version
Current version
Org. unit
R&D CABB
Period
Annually
Currency
Select one of the following currencies: DEM, FRA, USD
1-2-2 The Change Personnel Costs: Overview of Organizational Units screen shows
the sub-units within your organizational unit. Double-click on a sub-unit to see
the cost objects (jobs) within each sub-unit.
1-2-3 The Change Personnel Costs: Cost objects per organizational unit screen
shows the cost objects (jobs) within each sub-unit. Double-click on a cost
objects (job) to access the cost elements associated with the job.
1-2-4 The Change Personnel Costs: Cost elements per cost object screen shows the
cost objects (jobs) within each sub-unit.
1-2-5 Select the cost object UN_SALARY and enter a check in the D (Direct
evaluation) column. In the Amount column, enter an amount higher than the
one shown in the Current amount column; and enter UNI in the Currency
column. Then select Enter.
1-2-6 To return to the list of jobs, choose Back.
1-2-7 To initiate a 5% increase, choose Change cost items. Enter the UN-BENEFITS
cost element (or any other cost item you want to use) and the percentage rate of
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increase. To confirm your entries, select the Check /Enter button. This changes
the current amount.
1-2-8 Choose Back again, and note that the jobs have Current Amount adjustments
reflecting your changes.
1-2-9 Choose Save and enter plan scenario ## and text in the Save current planning
dialog box that is now displayed. You can also enter a password. Choose Save.
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
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PC Connection
Pers. no.
1000
2000
Name
Eric Wong
Rosa Lee
Basic pay
5,600.00
4,400.00
MS Excel
Web display
MS Word
Send mail
Recipient:
© SAP AG 1999
„
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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Manager’s Desktop: Objectives
At the conclusion of this topic, you will be able to:
z Describe the Manager’s Desktop
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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
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SAP ESS - The Philosophy
z Employees’ own data maintenance!
z Employee becomes responsible
for parts of their personal data!
z Information is provided to all
employees
„
Individual information (Payroll Result, Time
Management, Travel Expenses, Qualifications...)
„
„Public“ information (Who‘s Who, Calendar...)
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SAP ESS - The Benefits
1 Providing services to employees
SAP ESS
Benefits
2 Increasing productivity and efficiency
3 Saving money and time
SAPESS
ESSis
ispart
partof
ofthe
thestandard
standardR/3
R/3system
systemsince
sinceversion
version4.5
4.5
SAP
© SAP AG 1999
„
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, timeconsuming training.
„ How is SAP ESS delivered?
y 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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Course Overview Diagram
1
Course Overview
9
2
Navigation
10
Payroll
3
Structures in Human
Resources
11
Recruitment
4
Personnel Management
12
Personnel Cost Planning
5
Benefits
13
Reporting and
Manager’s Desktop
6
Development and Training
14
Employee Self-Service
7
Compensation
15
ALE
8
Time Management
16
ASAP
Travel Management
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ASAP
Contents:
z Components of TeamSAP
z ASAP Roadmaps
z Major implementation tools
© SAP AG 1999
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ASAP: Business Scenario
z The implementation team analyses the tools and
services provided by SAP to facilitate the
implementation of SAP software.
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ASAP: Objectives
At the conclusion of this unit, you will be able to:
z Describe the components of TeamSAP
z List and briefly describe the five phases of the
ASAP Implementation Roadmap
z Discuss the main tools available for
implementing SAP software
© SAP AG 1999
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TeamSAP Components
People:
Solutions expertise
Quality
„
op
le
s
se
es
oc
„
Pe
„
Processes :
SAP
Consulting partners
Complementary
software partners
Technology &
hardware partners
Pr
„
Products
AcceleratedSAP
Consistency
„
„
„
AcceleratedSAP Roadmaps
or powered-by methodologies
SAP Review Program
Support, services
& training
Products :
The Business Framework
Strengths
„
„
„
„
SAP product family
Complementary software products
Products from technology partners
Industry solutions
© SAP AG 1999
„
TeamSAP involves coordinated interaction between the groups involved in the implementation
environment of the products concerned.
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AcceleratedSAP: Implementation Planning
ASAP Roadmap
Continuous
Project
Preparation
Business
Blueprint
z Project
Management
z Change
Management
z Risk analysis
Final
Preparation
Realization
Improvement
Go Live &
Support
Methodology
z Implementation
Assistant
z Q&Adb
Projectrelated
knowledge
Tools
z Implementation
Guide
z Profile Generator
z Review
Services
z Transport System
Consulting,
Consulting, licensing,
licensing, training
training material,
material,
support,
support, project
project reviews
reviews
© SAP AG 1999
„
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
ASAP Roadmap
Continuous
Project
Preparation
Business
Blueprint
Final
Preparation
Improvement
Go Live &
Support
Realization
© SAP AG 1999
„
„
„
„
„
„
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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Global ASAP
z
Implementation strategy
z
Global definition of business z
processes
z
Global system topology
z
z
z
Change management
Manage global activities
Legal requirements
Standardization of business
processes
Maintenance &
Support
Program
Set-Up
Business
Blueprint
Realization
Rollout ASAP Roadmap
Continuous
Project
Preparation
Business
Blueprint
© SAP AG 1999
Realization
Final
Preparation
Improvement
Go Live &
Support
„
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:
y Global Program Set-Up
y Global Business Blueprint
y Global Realization
y Global Maintenance & Support
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IMG: Tasks
IMG
•The IMG contains documentation
for each activity.
•The activities can be carried out directly.
•Functions for project management
and project documentation are available.
Global settings
Countries
Currencies
Calendars
SAP Documentation
z Concept
z Recommendations
z Requirements
z Activity
z WinHelp
Project
Management
Activities
z Open Customizing
transactions
z Status/activity data
z Scheduling
z Resources
z Microsoft Project
interface
Project
Documentation
z Efficiently organized
using notes
z Use Microsoft Word
© SAP AG 1999
„
„
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 Configuration
ASAP-IMG
link
Manually
SAP
Reference
IMG
Project
IMGs
Generate
Customizing
Projects
Customizing
transactions
Project
documentation
Generate
Project IMG
Views
Project
IMG
views
Project
management
© SAP AG 1999
„
„
„
„
„
„
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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Accelerated Industry Solutions: Steps
Industry-specific details in ASAP and documentation
Model-based presentation of the industry solution
Industry-specific Business Blueprint
Industry-specific Customizing in IMG and CATTs
Preconfigured Industry System
Industry-specific business components
Business framework component
Accelerated Solution
© SAP AG 1999
„
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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Implementation Planning and Tools: Summary
You are now able to:
z Describe the elements of TeamSAP
z List and briefly describe the five phases of the
ASAP Implementation Roadmap
z Discuss the major tools that support an SAP
implementation
© SAP AG 1999
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